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How to Grow Your HR Analytics Budget
posted by Laurie Bassi
- You know you should be making more progress on HR analytics
- You also don't know where to get the money to do it
And yet, some organizations – admittedly a minority – report that they have sufficient HR analytics budgets.
So we set out to determine what distinguishes those HR functions that report having an ample budget for analytics. To answer this question we analyzed McBassi's HR analytics maturity benchmarking database. (If you would like a free customized benchmarking report on how your company's current HR analytics maturity stacks up, click here.)
Our analysis showed that the following attributes distinguish HR functions that have a sufficient HR analytics budget from those that don't:
1. They have a strategy in place ensuring that their HR analytics initiatives are aligned with the organization's strategic objectives.
2. They get the basics right. They have reports/dashboards making it possible to determine whether goals are being met for each of HR's key responsibilities (recruiting and selection, training and development, compensation and benefits, retention and promotion).
3. They have developed the capacity to link together disparate pieces of information on people and business outcomes to produce actionable, executive-level insights.
Now we know what you may be thinking – "We can't possibly do these things because we don't have the budget to get them done." Classic chicken-and-egg problem. But what we've learned is that it doesn't take a lot of money to make a good, running start at each of these issues. It does take being clever and resourceful – and committed.
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Applying HR Analytics to Leadership Development
posted by Laurie Bassi
HR analytics has wide applicability to a broad spectrum of people-related issues within organizations. Within the HR universe, analytic methods are most typically applied to identifying factors that drive employee engagement or employee turnover.
There are many other applications as well that are far less commonly used. This month we'll explore the use of analytics in leadership development, a common (and often quite expensive) investment organizations regularly make in key employees. Nonetheless, we've found that most organizations know very little about the impact or effectiveness of those investments.
We have four key lessons about how to apply analytics to better understand – and improve – an organization's return on its leadership development:
- Make sure the leadership competencies in which you're investing are, in fact, the ones that will drive better organizational performance. Rather than investing in generic, one-size-fits-all competencies from external vendors, consider creating your own competencies, so you can develop leaders with the characteristics to be successful in your organization.
- Tap the wisdom of your workforce to determine what leadership development has actually occurred. Ask the people who see your leaders in action every day: your employees! How? Ensure that detailed leadership questions are included in your employee surveys and/or 180-degree (or 360-degree) feedback assessments. This will make it possible to properly evaluate and improve your leadership development initiatives.
- Link together key (and disparate) pieces of data to yield actionable insights for improving the return on your leadership development investment. Look at the relationship between various leadership characteristics and competencies and your organization's outcomes. See which ones are most closely associated with more successful outcomes, and focus on those in the future.
- We've said it before, but don't let the perfect be the enemy of the good! You won't accomplish all of the above right away – it will take some time and some hard work. But that's not a reason not to get started. Even the most basic early insights can be powerful catalysts for change – and your insights will only improve with more time (and more data).
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How To Get More Value Out Of Your Employee Engagement Survey: Part 3
posted by Laurie Bassi
A well-designed and cleverly analyzed survey is an essential foundation for any organization serious about using HR analytics to create actionable business intelligence. [See our August newsletter and September newsletter for "how-to" check-lists.]
But the survey isn't enough! You also need to work to make it easy for busy leaders and managers to understand the results – especially the specific actions your survey indicates will drive both improved employee engagement and better business results. Make sure leaders don't have to sort through piles of data and graphics to figure it out (or worse yet, to guess).
We've identified 5 principles to help ensure the reporting of your survey results will serve as a positive catalyst for change in your organization.
1. Focus on quality of insight, rather than quantity of data. This is the "art" of analytics that makes the "science" understandable, compelling, and actionable.
2. Avoid focusing too much attention on rankings of highest- and lowest-scoring survey items. Instead, report findings from the statistical analysis that links employee survey questions to both business outcomes and employee engagement.
3. Create highly visual, analytics-enhanced, mass-customized reports for managers pointing them to the most important actions they need to take, based on the specific results for their group.
4. Put detailed data tabulations in a well-organized appendix (avoid indecipherable data dumps).
5. Use a succinct, well-written narrative to "tell the story."
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How To Get More Value Out Of Your Employee Engagement Survey: Part 2
posted by Laurie Bassi
Cleverly Analyzing Your Survey Data
Any employee engagement survey should help your organization drive better business results through more effective management of its employees. When done properly, an engagement survey helps your organization operate in "the sweet spot" – the intersection of enlightened and sustainably profitable management of people.
Employee engagement surveys often fall far short of this potential because data from surveys is not properly analyzed, and the resultant report therefore has little impact.
There are three steps you must take to ensure that your employee engagement survey has maximum positive impact:
Part 1 – Ask the right questions (see our August newsletter)
Part 2 – Analyze the data cleverly (see the guiding principles outlined below)
Part 3 – Create insightful reports (coming up in next month's newsletter)
The five principles that should guide your analysis of employee survey data are listed below.
1. Design your analysis to identify statistically the most important drivers of your organization's employee engagement and ability to achieve its business goals. The analysis needs to go far beyond benchmarking and measuring high and low scores.
2. Use correlation analysis as a primary tool for identifying the drivers of each of the outcomes questions separately. (Click here for a discussion of diagnostic vs. outcome questions.)
3. Systematically combine the findings from the correlation analyses with measures of organizational strength and weakness on each of your survey's diagnostic questions to create a rank ordering of areas of opportunity.
4. Simultaneously examine the rank ordering of areas of opportunity for each business outcome to create a "short list" of the most important areas of opportunity.
5. Use that short list to create fact-based, directional recommendations.
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How to Become Better at HR Analytics
posted by Laurie Bassi
In many HR departments, the heat is on – or soon will be.
Senior executives are increasingly demanding that HR provide actionable insights for driving better business results through targeted improvements in the management and development of people.
The insights that are now increasingly expected from HR go far beyond traditional HR reporting on headcount, time-to-fill vacancies, and employee engagement benchmarking. Instead, there is a growing demand that HR provide analysis about how to cost-effectively improve outcomes such as the following:
- Sales productivity
- Customer service
- Managerial effectiveness
- Employee well-being
- Workforce diversity and inclusion
It's clear: the bar is being raised quickly. So how do you get from where you are currently to where you need to be?
In the end, advanced HR analytics capabilities can't just be parachuted into your organization – you have to build it through the following steps:
1. Create organizational and broad-based executive support by beginning to produce insightful, succinct reports and analyses. Ensure they're presented from an executive's perspective – not HR's.
2. Develop an analytics strategy that's aligned with your organization's overall business strategy. This should lead to the production of business intelligence and actionable insights that help leaders at all levels in your organization drive better business results through focused, targeted and achievable improvements in the management and development of people.
3. Grow the size and skills of your analytics staff within HR (or find a trusted external analytics consultant). Don't focus exclusively on technical skills. The business acumen, collaboration, consulting and presentation skills of your analysts (and HR generalists!) are all critical elements as well.
4. Expand the scope of your HR analytics initiatives to encompass all of the essential aspects of people management and development. This includes the following:
- Recruiting and onboarding
- Learning and development
- Performance and career management
- Rewards and recognition
- Engagement and retention
Where to start? If you're like most HR departments, you have limited resources, but your executives have high expectations. So you need a plan that enables you to focus on the right things and to get them done in the right order. And that, of course, will be shaped by your organization's current HR analytics capability.
So we've designed a quick (and free!) online assessment tool to objectively measure your current level of HR analytics maturity along with recommendations on the most important areas for focus in light of your relative strengths and weaknesses. The assessment takes fewer than 10 minutes to complete, so why not give it a try right now? Click here to begin the analytics self-assessment.
We hope you find it useful. And if you'd like to have a quick call to discuss your assessment and feedback and think through next steps, don't hesitate to be in touch with us. We'd love to hear from you!
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7 Steps to Using Analytics to Improve the Evaluation of Learning
posted by Laurie Bassi
A recent CLO article reported that a growing number – nearly 60 percent – of CLOs are dissatisfied with their internal learning analytics capability. The article states that, "This reflects an ongoing trend: The state of measurement in learning and development is falling behind other areas of the business. CLOs are more dissatisfied with their organizational approach to measurement this year than last, continuing a trend of the past three years."
In short, in most organizations a different approach is needed. More of the same (which typically means using Kirkpatrick levels 1-5, with an emphasis on the lower levels) won't get CLOs where they want to be – understanding what's working (and what isn't) in learning and development initiatives and targeting resources at the most fruitful areas for improving business results. Instead, a more modern, "analytics-enhanced" approach is necessary.
Here's what we've learned about how to transform an organization's learning analytics:
1. Create an "authentic" learning impact evaluation by embedding it in a more holistic framework.
The fundamental problem with traditional (Kirkpatrick) learning evaluation is that it's done in a vacuum. While some Kirkpatrick evaluations definitely have their place, a more authentic way to evaluate the impact of learning is to embed it in the larger context of measuring the overall management and development of a company's people. In particular, companies should seek to identify opportunities to learn from "naturally occurring variations" in people's work, learning, and leadership environments. All of those variations – not just learning-related ones – should be used to assess and predict variations in business outcomes. This requires that the CLO's office collaborate with – or take the lead to create, if necessary – an analytics "center of excellence" within the organization.
2. Stop waiting for the perfect data warehouse. Instead, create a "data hut."
At their core, data warehouses are designed for reporting – not analytics. So the sooner you realize that your organization's data warehouse (whether current, pending, or hoped-for) is never going to enable you to do the learning analytics that you need, the better off you'll be. To undertake analytics, you need to start by putting together heretofore disparate pieces of data (see Figure 1). This will enable you to do the following:
- Take a big step toward embedding your learning evaluation in the larger context of evaluating people management and development (step #1 above).
- Analyze why you are getting the impact that you are getting (not just what the impact is).
- Produce actionable insights about what levers to pull to create better business results through learning.
Figure 1. Build a HR Analytics "Data Hut"
3. Don't let the perfect become the enemy of the good.
Generalizing #2 above, in the early days of creating an analytics-enhanced learning evaluation, you will almost certainly not be able to obtain all of these disparate pieces of data and integrate them into a unified analysis file. But don't let that become an excuse for inaction. Start by putting two of these pieces of information together – for example, data from your LMS with employee engagement, or turnover data, or customer satisfaction data, or sales data. The important point is to begin to make progress, rather than to continue with the (unsatisfying) status quo.
4. Choose your initial analytics project carefully.
The best place to start is with a burning business issue. Examples might include one or more of the following:
- Customer satisfaction problems
- Lackluster sales
- Safety
- High levels of regretted turnover
- Failure to achieve diversity and inclusion goals
- Stagnant or declining employee engagement
Design your initial analytics project to provide actionable insight on issues that are front-and-center for senior executives, and you will find yourself in a much better place.
5. Start under the radar.
Making progress towards better, more powerful, analytics-enhanced learning measurement does not have to take a lot of time or money. Choose the right initial project (#4) without fanfare. Just go do it. Use the findings from your first project, and the enthusiasm that it will engender, when properly presented (see #6), to bootstrap up your learning analytics budget and capability.
6. Remember: insightful reporting trumps data dumps.
Learning analytics is both a science and an art. The art comes in how you present the findings from your analysis. Less is often more. So focus on what executives need to know to drive better business results, and avoid the temptation to share every nuance and cool thing you might have learned in the course of the analysis.
7. Use learning evaluation to improve the effectiveness of learning.
It will also be tempting to use your newfound analytics capability to prove that "learning is working." It's far better, however, to use it to develop actionable insights for improving the business impact of learning. Doing so will generate significant returns in terms of the enhanced credibility and support that learning enjoys within your organization.
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HR Analytics: Get Started By Thinking Big
posted by Laurie Bassi
HR Analytics holds the promise of helping organizations operate in the "sweet spot' – the intersection of sustainably profitable and enlightened management of people. Aspiring to achieve this outcome is a powerful impetus for designing, executing and sustaining your organization's HR Analytics strategy.
It's always important to start with the end goal in mind. And ideally, it should be a BHAG – a big hairy audacious goal. Otherwise, your HR Analytics efforts run the risk of devolving into another HR-check-the-box reporting initiative long on activity and short on value.
To achieve your BHAG, you've got to start by asking the right questions. What would any potential investor want to know about the people side of your business? How could your strategic HR measurement and analysis inform an investor's perspective?
Of course, your Board of Directors should want to know everything investors want to know, and then some. Similarly, your CEO, CFO and the executive team should want to know everything the Board wants to know, and more. And senior HR leaders should want to know everything the executive team wants to know, plus still more. You get the idea.
Now here's the thing. Investors, boards and executive teams currently only ask for (demand) a very limited set of HR metrics. That's because they don't know more is possible. Your job is to help educate them so they know they can, and should, expect actionable insights that provide them with the facts and analyses they need to make better business decisions. And these facts and analyses need to go far beyond executive comp and executive-level succession planning. That is the essence of HR analytics. (See our ATD post from last month for more detail on this.)
Here's our advice: incorporate into the narrative perspective on the critical risks that your work mitigates. Risk is, in fact, the other side of value creation. One very important lesson we've learned in our work with clients of all sizes and industries is that "risk sells" – all decision-makers are concerned about it and want to understand better how to minimize it.
So here's a human capital risk framework to get your creative juices flowing:
- Capability Risk: Do your people have the knowledge, skills, resources, and business processes that will enable them to perform effectively?
- Alignment Risk: Do your people really understand your business strategy and goals and do their day-to-day jobs in alignment with those goals?
- Turnover/Demographic Risk: Are you retaining key people? Do you have a pipeline sufficient to replace departing employees?
- Labor Market Risk: Are you able to find and acquire the right people?
- Health/Well-being Risk: Are your people healthy and able to contribute to the organization at their maximum capacity?
- Leadership Risk: Do you have the leadership depth or quality needed to ensure that key initiatives will be successful?
By shifting or expanding your thinking, language, metrics, and analysis from value creation to risk mitigation, you will lay the foundation for a sustainable HR Analytics strategy worthy of sustained, high-level executive and organizational support.
The most appropriate risk-based BHAG for your organization will depend on your organization's specific people-related challenges. The only limit is your imagination – and having the available data!
Remember HR Analytics is not about generating piles of reports. It's about generating insights in areas of risk affecting the very life-blood of your organization.
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Why HR Analytics? A Look at the Numbers
posted by Laurie Bassi
There's a lot of buzz around HR analytics. Advances in software, newly-available data sources, and how-to manuals have made it easier than ever to dive right into HR analytics.
This month, we thought we'd take a step back and ask "Why?" Why should organizations care about this? Why should executives be devoting more time to people matters than they've ever done before? And why should HR professionals be learning the necessary new analytic skills? Looking at a few numbers helps to answer those questions.
Let's start with intangibles – organizational assets that are not physical in nature. Intangibles include intellectual property, knowledge, reputation, etc. These sorts of assets represent an ever-growing percentage of the average organization's market value, increasing dramatically from 9 percent of market value in 1980 to 65 percent today.
And what do all forms of intangibles have in common? They're created by people. A few decades ago, if you wanted to increase your company's value, you focused on managing your physical assets – plants, equipment, etc. Today, if you want to increase value, you need to manage your people – your human capital.
This, more than anything else, explains why analytics is now an essential HR competence. Executives and boards of directors are always focused on company value. Today, that means they need to be focused on their people.
Some companies recognized this earlier than others, and some companies have done a better job managing their people. How have those companies fared?
Extraordinarily well.
A Boston Consulting Group study from 2012 found that companies appearing on the Fortune "100 Best Companies to Work For" list at least three times in a ten-year period cumulatively outperformed the market by an average of over seven percentage points per year for ten straight years.
And our own live portfolios, through which we've invested in a basket of companies that invest in their employees and/or embrace Good Company principles, have outperformed the market by an average of almost eight percentage points per year for twelve years running.
All told, the numbers certainly support the world's current fascination with HR analytics – and suggest that focus will continue to intensify in the years to come. Are you on board?
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4 Axioms of HR Analytics
posted by Laurie Bassi
HR analytics is a hot topic these days. With new conferences, books, and software emerging at a dizzying pace, it's easy to feel like you're scrambling not to fall behind. And with all the hype, it's easy to lose sight of what's really important in this realm. What can HR analytics really do for your organization, and what traps do you need to avoid?
Here are McBassi's 4 axioms of HR analytics:
1. HR analytics is more than predicting turnover.
Multiple times, we've asked for a show of hands at conferences on who's using HR analytics in their organization. Many hands always go up. Then we ask who's using it for something other than analyzing and predicting turnover. Almost all the hands go down.
Don't get us wrong — predicting turnover is a worthy goal and a fantastic use of the principles and tools of HR analytics. But it's far from the only thing to look at. Try using the same concepts to assess differences in sales across offices, or safety records across plants, or how to identify key issues to address after a merger/acquisition, or how to report to the board of directors. The list goes on and on.
2. The importance of a problem is inversely related to the sophistication of the statistics available.
Sad but true: multivariate regressions, factor analysis, simultaneous equations, complex neural networks – all impressive quantitative techniques, but rarely the right tools to answer the most important questions facing a business. For example, what do we need to do to become more innovative? How can we increase sales? What would make our stock price grow sustainably faster than our competitors'?
The problem is that the most sophisticated statistical methods also need lots of comparable units for analysis. They might work well if you have the necessary data on a million consumers or a thousand plant locations, but they're much less likely to work on big questions, where the data's usually a lot more limited. But other, more basic, methods can still provide key insights. Don't shy away from comparison of means or correlations just because other methods look more impressive.
3. Risk sells better than value creation.
HR analytics can provide key insights into both risk and value creation in your organization. But which one is much more likely to get the attention of your executives? Risk. Executives are keenly aware of the multiple types of risk faced by your organization, and anything that can help them quantify it – especially in a not-typically-quantified area like your organization's people – is going to be welcomed enthusiastically.
4. Don't forget about the forest.
Data analysts are masterful at drilling into big data sets and identifying all sorts of relationships and other interesting findings. But that should be just the start. More important is the next step: sorting through all those findings to determine what's really going on. What's the big picture or pattern that emerges from all of these smaller pieces? Remember that's what your ultimate goal is, and don't let yourself miss the forest because you're distracted by all the interesting trees.
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3 Mantras for the New Year
posted by Laurie Bassi
Happy New Year! We hope it's off to a good start for you.
Do you live in the world of big data and analytics? Or are you fascinated or even mystified by the current buzz around these topics? If so, we'd like to share three mantras we use at McBassi to guide our work in those areas:
- My 15-minute Board of Directors report should be filled with insights worthy of their attention.
- It is much more important to be helpful than it is to be smart.
- Let not the perfect be the enemy of the good.
Mantra #1 elicits a variety of reactions from our clients, ranging from "Geez, if I had 15 minutes in front of my company's Board and had to fill it with insights worthy of their attention, I'd be in deep kimchi" to "We've got no discretion: the Board tells us what to report to them." Whatever your particular reaction, repeating this mantra frequently will help you focus on creating actionable business intelligence in your work (as opposed to mountains of electronic reports).
Mantra #2 is important because many people who work in this field tend to be really smart – but some of them seem to suffer from the need to prove it again and again. This can result in impenetrable presentations that are impressively grandiose – yet also ignored.
Mantra #3 is for those who are waiting for their company's data warehouse to be completed (or perfected) or for a technology tool that will magically produce insight at the press of the button. That's not going to happen – so stop waiting and start working with what you've currently got available.
Repeat daily for best results.
(This post was sent this month via email to our monthly newsletter subscribers. Click here if you'd like to subscribe.)


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We can't stop raving about BZOD, the fabulous new Zoë Luyendijk collection that has landed in our Vancouver showroom.
Exclusive to Colin Campbell – the artistry and quality of these hand-knotted rugs is in keeping with Zoë's signature contemporary style, but feature two-colour designs that are easily customizable.
Besides their obvious beauty, we love these rugs because they can be produced in under four months & they feature lower price points than Zoë's other studio collections.

subset: commoncrawl


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People believe in everything they read. Only a small number of individuals will double-check the info about a particular thing. Most of the people will not only accept it as the truth, but they will spread it later. This causes the creation of so-called myths. Numerous myths about a broad spectrum of subjects exist, and only a small portion of those hold a grain of truth.
Binary options and the myths that surround it
The tale about binary options being just another form of gambling comes from people that approach this market without any trading experience and knowledge. They lose money because they don't utilize numerous tools, and they vent their frustration on forums. People see their comments, and they spread it around.
Some other people spread false info about the fixed nature of the binary options. This is another misinformation that turns many people away from this market. Setting the price movement on the binary options market is impossible. That would mean setting the price change on all other markets. That simply isn't possible.
Demo accounts are a significant part of the trading, no matter what type of exchange it is. People spread the lies that downplay the importance of this free tool. The importance of this tool is evident from the popularity of the brokers that offer it to the players. Just look at the popularity of the 10 Best Binary Robots. The player can use their demo account to check whether they can earn something through this type of trading, or not.
Traders that are too lazy to find good brokers tend to find scammers. They don't perform research into the broker, and they simply invest their money. Once they lose their investment, they rage on forums stating that no broker is fair. If they would only look for honest dealers, they would find them.
People tend to think that binary options bring easy money. Same people think of bonuses as money that can be withdrawn at any moment. The worst thing about this is that they spread that around, and people believe them. None of this is true. Binary trading requires skill and knowledge, and bonuses come with requirements.
Don't trust everything you read online
The binary options market is like any other market (Stock, Forex). Trading requires many things, including patience, extensive research and time. You won't be able to get rich in a week or two, no matter what someone says.
The monetary exchange may be a form of constant income, but that also requires dedication. Don't expect high returns on small investments. Investing one hundred dollars may earn you fifty dollars. That kind of investment can't turn into a thousand dollars return.
The binary options market is unique due to its high volatility. Experienced traders know how to use that to generate profit on a regular basis. They use a broad spectrum of tools that assist in trading. They don't rely on myths and rumors; they act by data and evidence. If you want to be a successful trader, then you will have to act like them.


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Build Guide by TehWunderbar
Not Updated For Current Season
This guide has not yet been updated for the current season. Please keep this in mind while reading. You can see the most recently updated guides on the browse guides page.
Thank You!
Your votes and comments encourage our guide authors to continue
creating helpful guides for the League of Legends community.
This guy
Anivia Build
Purchase Order
Ability Sequence
Not Updated For Current Season
The masteries shown here are not yet updated for the current season, the guide author needs to set up the new masteries. As such, they will be different than the masteries you see in-game.
This is my base build for anivia.
Summoner spells: Exhaust/Flash
Flash, because you're slow, and it's amazing for chasing/escaping.
Exhaust: You could, if you're having mana problems, switch this out for clarity, but I find that with MP5 runes and golem buff, I don't ever really need it.
Mastery Tree: It's fairly self-explanatory, the increased neutral buff length is because you should be grabbing golem buff whenever you don't have it if possible, and I've never found the max mana increase talents to be that useful.
Spell Leveling: Flash Frost (FF) is your most important spell. It is your harassment and damage throughout the game. Level it whenever you can.
Crystallize (Wall) isn't all that useful unless you're very good at aiming it, because a bad cast can kill your entire team. It takes lowest priority of all the spells, since even at level 1, it can be the difference maker in team fights. Get it around level 8, and don't level it until it's the only thing left.
Frostbite (Frost) is basically your nuke, but because of it's short casting range, it ends up being less useful than Flash Frost. Don't ever use it without having them slowed first.
Glacial Storm. (Storm) Combo it with your other spells for maximum effectiveness. Level whenever you can.
Usually fights get initated with FF stun, Storm slightly behind the enemy, while spamming Frost on slowed enemies, and a wall behind to prevent them from running, or, if the fight's going badly, between you and them.
Early Game: Start off with Faerie charm, 4 health pots, and 3 mana pots. This lets you stay in the lane as long as possible, whether you're solo mid or top/bot.
You should go back to buy when you can finish tear of the goddess and your boots or Mejai's Soulstealer.
Go with Magic penetration boots if you're doing well, or +3 movespeed if you're not.
After you've gotten tear finished, you should be able to take golem buff. For the rest of the game, grab it when you can. It's the best thing ever for your ult.
Mid Game: You should have a few stacks on soulstealer by now. Normally I just start on Zhonya's ring, but if you're up against a lot of magic resist, go for Void staff and Abyssal Scepter first.
Late Game: profit. Just finish whatever items you haven't built, and be creative. This isn't a firm guide to victory, just how I usually do it.


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Text us 607-205-8173
Call us 607-777-2345
Subject Librarians will work with faculty and instructional staff to obtain video that is required for instructional use on a case by case basis.
Please fill out a request form.
Binghamton University Libraries has access to thousands of streaming video titles that can be watched on personal devices, linked to in myCourses, and viewed in classrooms. Search the below databases, or keep scrolling to see how to locate individual titles in the Find it! and the Library Catalog.
DVDs and streaming video owned by the Libraries can be searched through the Libraries' catalog or through Find it!.
However, be aware that because of how quickly our streaming video providers update content, the most complete results will be found by searching databases directly (such as Kanopy )
Guide created and maintained by Sarah Maximiek


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Host of the "Latin Dance Party"
Lorena's passion for Latin music comes from a childhood spent in Panama, where she grew up surrounded by the sounds of salsa, merengue, cumbia, jazz, and Panamanian folk rhythms. "You could say that the music of Fania All-Stars was the soundtrack of my childhood. My family loved listening to salsa – I remember spending hours singing to the music of El Gran Combo, Celia Cruz, and Willie Colon." In addition, Lorena developed a love of Brazilian samba and bossa nova early on in life, music that she cherishes to this day.
She is thrilled to work as a volunteer announcer at KEDT, sharing her love of music from the Americas with South Texas, where she has lived since 2003. "I'm amazed at the vibrant salsa and Latin music scene here in Corpus Christi and in South Texas in general. It makes me feel right at home." Lorena has lived and worked in various locations around the world, including Latin America, Europe, the Middle East, and the Pacific.
In addition to her work as an announcer with South Texas Public Radio, she works as an interpreter in Spanish, French and Portuguese. She is an avid martial arts student and also teaches Zumba, a fitness program inspired by Latin rhythms.
Feel free to send Lorena your feedback and song requests by e-mail


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Regular aspirin use may significantly reduce the incidence of both cancer and heart disease, according to a large new study, but other nonsteroidal anti-inflammatory drugs, or Nsaids, have no effect.
Researchers studied 22,507 postmenopausal women, following them for 10 years. All reported their aspirin and Nsaid use as part of a detailed physical and behavioral health questionnaire. None of the women had cancer or heart disease at the start of the study.
After controlling for age, exercise, diet and other factors, those who used aspirin had a 16 percent reduced risk of getting cancer, and a 13 percent reduced risk of cancer death, compared with women who never used it. Aspirin use was also associated with a 25 percent reduced risk of dying from coronary artery disease and an 18 percent reduction in all-cause mortality compared with those who never took aspirin. But use of other Nsaids like ibuprofen (Advil and other brands) and naproxen (Aleve and others) had no effect, and there was no significantly reduced risk among aspirin users who were currently smoking. The study was published in the June issue of the Journal of the National Cancer Institute.
The authors acknowledged that the study was not a randomized trial, that the questionnaire did not assess duration of aspirin use, and that the participants were all postmenopausal women, most of whom were white.
"It would be premature at this point to advise women to take aspirin," said Dr. Aditya Bardia, the lead author and a resident in internal medicine at the Mayo Clinic.
"The study does produce provocative evidence that aspirin can reduce mortality, but for now it would be best that women talk to their health care provider about the risks and benefits of aspirin use."Continue reading the main story


text: >a feast for the eyes Saturday, June 21, 2008 > Every now and then, there will be something new in the produce department at the grocery store. Like these red currants. Aren't they beautiful? The color and translucency; they look like rubies. Some would say I should have used them in a recipe, but sometimes looking tastes better. Soul food.


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Lenzner Tour and Travel Offices:
Charter and Tours—Sewickley
Travel Agency—Monroeville
The "From Only" and "From Price" reflects the lowest price for this tour, which is a triple rate. Celebrate Christmas in Rhode Island at the elegant, Gilded Age Mansions of Newport and Bristol! Visit four mansions fully decorated for the holidays. The Breakers Music Room at Christmas, John Corbett Courtesy of The Preservation Society of Newport County.
The "From Only" and "From Price" reflects the lowest price for this tour, which is a triple rate. Celebrate Christmas in Rhode Island at the elegant, Gilded Age Mansions of Newport and Bristol! Visit four mansions fully decorated for the holidays. The Breakers Music Room at Christmas, John Corbett Courtesy of The Preservation Society of Newport County.
Standard Brochure Per Person Rates:
$809.00 double occupancy $739.00 triple occupancy
NO QUADS $1,029.00 single occupancy
Newport and Bristol
Hotel in Downtown Newport on Beautiful Newport Harbor
Visit Four Mansions -
Marble House
The Elms
The Breakers
Newport's Two Famous Scenic Routes -
Bellevue Avenue
Ten Mile Ocean Drive
Colt State Park
Narragansett Bay
The National Shrine of Our Lady of La Salette - Festival of Lights
Creche Museum
Photos on the View Tour Page with PSNC are from John Corbett, Courtesy of The Preservation Society of Newport County
Day 1
Celebrate Christmas in Rhode Island at the elegant, Gilded Age Mansions of Newport and Bristol! Visit four mansions, each uniquely and beautifully decorated for the holidays with period style ornaments, Christmas trees, wreaths, fresh flowers, ribbons and garland! Overnight will be in Connecticut.
Day 2
Time for dining, browsing, and shopping in downtown Newport along the busy harbor. Enjoy Christmas at the Marble House, built by Mr. William K. Vanderbilt as a birthday gift for his dynamic wife, Alva, a leading hostess in Newport society who envisioned Marble House as her "temple to the arts" in America. Hotel is located in downtown Newport on beautiful Newport Harbor.CB, D
Day 3
Leave for a driving tour of Newport's two famous scenic routes. The first is Bellevue Avenue lined with magnificent "summer cottages" built by summer residents the Astors, the Vanderbilts, and other Gilded Age leaders of industry and society. The second is Ten Mile Ocean Drive where you can ogle estates and enjoy un-paralleled ocean views! Touring continues to the lovely town of Bristol. Drive through Colt State Park and enjoy the sweeping views of Narragansett Bay! Experience Christmas at Blithewold, a 45-room mansion set on 33 acres overlooking Narragansett Bay with a tour and tea. Arrive at The National Shrine of Our Lady of La Salette. The Shrine's Festival of Lights has grown into a spectacular display during the Christmas Season. Experience a live concert with Father Pat the "Singing Priest". Free time to enjoy the 65th annual Festival of Lights at La Salette Shrine, featuring over 300,000 lights, an outdoor manger, over 1,000 displays, angels, and snowflakes. Be sure to visit the Shrine's International Creche Museum displaying over 450 nativity sets from more than 50 countries.BB, T
Day 4
Experience Christmas at The Elms, a French-style chateau, which was the summer retreat of coal magnate Charles Berwind of Philadelphia, and contained every technological marvel of its time. Then visit The Breakers, the grandest Newport mansion of all. Built for Cornelius Vanderbilt II, the 70 room cottage was inspired by the grand palaces in Genoa and Turin. Free time for holiday shopping in downtown Newport before heading to Connecticut for your overnight.BB
Day 5
Return home with the glittering and dazzling memories of a Gilded Age Christmas.CB
BB=Breakfast Buffet, CB=Continental Breakfast, D=Dinner, T=Tea
Includes: Transportation, lodging in downtown Newport, four breakfasts, tea, dinner with lobster option, four mansion tours, local guide, touring and admissions per itinerary, baggage handling, and taxes.
Balance due: 30 days prior to departure.
Multi-Day Cancellation and Refund Policy: 30 - 45 days prior to departure - Full refund less any non-refundable charges (i.e. theater tickets, hotel rooms, service fees, etc.) unless notification of difference is noted on tour description.
NO REFUND after final balance due date.
Written notice of cancellation is required before monies refunded: mail, email or fax.
Note: Travel Insurance is optional and must be purchased within seven days of making your reservation. If insurance was purchased, the premium is non-refundable.
Depart: 6:00 am - Sewickley
6:30 am - Pittsburgh
7:00 am - Monroeville
7:15 am - Irwin
7:30 am - New Stanton
Walking code: 4 - This tour requires a heavy amount of walking. To truly experience the program and destination, you need to be able to participate in physical activities such as long walking tours, walking over uneven terrain, climbing stairs and periods of standing. Some of the touring days may be longer, with select included activities occurring later in the evening.
Below is a list of pick-up points available on this tour.
Below is a list of pick-up points available on this tour.
|Contact Details
| Target Parking Lot -between Target and Eat 'n Park
Route 30 West, Irwin, PA 15642
| Monroeville Mall - (near light pole #48)
254 Monroeville Mall Blvd, Monroeville, PA 15146
|New Stanton
| New Stanton - Park & Ride by Turnpike Terminal
| Wyndham Grand Pittsburgh Downtown Hotel
Liberty Avenue side
| Mt. Nebo-Lenzner Terminal (free parking)
110 Lenzner Court, Sewickley, PA 15143
|Departure Date
|Pick-up Time
|Set-down Time
|From Price
|Book Now
|Call Back
The website timed out while searching for the departure dates. Please try again.
|Room Types
|Price Per-Person
|Room Supplements
|General Items


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Hotels in Bogart, Georgia
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Best hotels in Bogart
Bogart overviewBogart is surrounded by picturesque views of flowers. You'll enjoy the ample dining choices. Spend a relaxing day at State Botanical Garden of Georgia and Dearing Street Historic District when the weather is nice. Don't miss your chance to see attractions like Athens Arena and Georgia Square Mall. Bogart is a family- and business-friendly destination with something for everyone.
Where to stay in BogartWhether you're planning to stay for a night or for the week, the area around Bogart has accommodations to fit every need. Search for hotels in Bogart with Hotels.com by checking our online map. Our maps display the areas and neighborhoods around all Bogart hotels so you can see how close you are from landmarks and attractions, and then refine your search within the larger area. The best Bogart hotel deals are here with our lowest price guarantee.
How to get to BogartFly in to Athens, GA (AHN-Ben Epps), 12.1 mi (19.4 km) from downtown Bogart.
What to see around BogartIt's notable for its flowers and favorite places for nature lovers that include:
- • State Botanical Garden of Georgia
- • Dearing Street Historic District
- • Cobbham Historic District
- • Reese Street Historic District
- • Boulevard Historic District
- • Athens Arena
- • Georgia Square Mall
- • Plaza Santa Fe
- • Farmers Market
- • State Botanical Garden of Georgia
When to visit BogartIf you're starting to plan your trip, you might be wondering when's the best time to visit. Here are the seasonal norms to help you decide when to go:
Seasonal temperature averages
- January-March: 70°F day, 30°F night
- April-June: 90°F day, 42°F night
- July-September: 91°F day, 55°F night
- October-December: 78°F day, 31°F night
- January-March: 14.37 inches
- April-June: 11.02 inches
- July-September: 12.09 inches
- October-December: 11.38 inches


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Welcome to the OAC MEMBERS online community!
Because of the built-in security features, you must be a Member in good standing and be approved before accessing the many benefits or sections that are ONLY open to Members.
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Barry grew up in Cornwall and graduated from Plymouth University before moving to Essex for 10 years. Relocating to Dorset in 2008 was a great move for him, "it has the best of everything, sea, shopping, forest walks, country pubs and much more".
Barry has lived in Colehill for 5 years and is married with two children who both attend local schools. He works for a technology company where he enjoys his role as sales engineer.
He enjoys outdoor activities including mountain bike riding, family strolls through Cannon Hill plantation, motocross and classic car restoration.
Barry was co-opted onto the Council in March 2014 and re-elected in the elections of May 2015. He serves on the Finance and General Purposes Committee and was elected as Chairman of Council in May 2017.
|19 Wimborne Road West Colehill BH21 2DG
|Please call the Clerk on 01202 900821
Email Address


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The T&G supports the right of peaceful demonstrations
as it sees this form of protest as a very important element of
a healthy democracy. The recent fuel crisis however, has highlighted
a number of issues which focuses on the lack of normal industrial
protocol and procedures during the blockades.
Our experience as trade unionists in similar
protests, especially during the years of Tory governments, has
been immediate and heavy policing to ensure supplies or services
are delivered; vilification by some employers of our members for
exercising their lawful rights and condemnation by the politicians
for our actions.
The fuel crisis however, saw policing with a
touch so light it was almost non-existent, employers so compliant
they not only remained silent but allowed protesters to meet on
their premises and the response from the Leader of the Tory party
to declare the protesters as "fine upstanding citizens".
All of this added to the genial portrayal of the blockades by
some parts of the media, that this was an affable sociable protest.
Our tanker drivers experience was very different.
They were subject to a wide range of intimidatory
tactics by protesters and other members of the public in trying
to maintain an essential fuel supply. At times they were left
isolated by some employers who offered little or no support and
some were left to run the gauntlet of blockades without any protection.
The report which follows, catalogues some of
those incidents which our members reported during that period.
All the incidents can be verified.
Grangemouth Refinery
A number of drivers reported members of the
public spitting and giving verbal abuse to tanker drivers arriving
at station forecourts.
A number of drivers reported verbal abuse and
veiled threats such as "We know where you live" from
protesters who shouted to tanker drivers living and working in
a close-knit community.
Attempts made to distract drivers by throwing
wooden and paper missiles at the tankers.
In the meeting at Grangemouth with T&G officers
and drivers, a number expressed their fears, particularly about
being seen to go against the wishes of the local community who
supported the blockade.
Driver A reported being struck by a raw egg
at a filling station after the blockade was called off on the
morning of Thursday 14 September.
Phillips Refinery, Seal Sands
A number of tanker drivers reported that they
had been told by protesters that their registration numbers had
been taken. There were also threats of possible bricks thrown
from motorway bridges in the future if they continued to make
A number of drivers from Imperial tankers reported
that protesters had threatened that they would be followed on
their journeys.
Stanlow Oil Refinery
Driver B reported a cone thrown at tanker windscreen.
A number of drivers were videoed by protesters
and threatened that their pictures would be downloaded onto the
internet. (Filmed by TV news crew)
Drivers were also told by protesters, "We
may not get you this time but we'll get you next time you're on
the motorway".
A number of drivers reported being physically
threatened by protesters.
Driver C returning empty to the depot, had a
protester jump onto his bumper. Whilst the driver claims to have
been driving perfectly normally, the protester has lodged a complaint
with the police who have threatened to charge him with dangerous
driving. The matter now rests with solicitors but four weeks have
elapsed and the driver has still not been interviewed by the police.
Trafford Park
Driver D reported a brick thrown through his
windscreen at the Sainsbury's roundabout Ellesmere Port.
Driver E reported a brick thrown through the
windscreen on Oil Sites Road Ellesmere Port.
Highway Incidents
A number of drivers reported people on motorbikes
gesturing and swerving in front of tankers.
A tanker driver was verbally abused and spat
upon in an M6 service station.
Driver F was forced off the road by a haulage
contractor and the police are currently investigating the reported
One Shell driver who did not wish to be named,
said he and his colleagues did not want to leave the site for
fear of being threatened. He said "We are carrying 30,000
litres of fuel in these tankers and there is no way we are going
to take any chances. It is not just the protest line here, it
is also out on the road. Drivers have been receiving abuse, gestures
and threats when making deliveries from other drivers on the road".
The driver added "We are not carrying tomatoes, we are carrying
30,000 litres of fuel and if people are cutting us up on the motorway
then it is too dangerous for us to drive out. We have some sympathy
for this protest but really it is nothing to do with us".
(P.A. Friday 8/9/00)
Oil Depots
A T&G Officer had to drive through 300 protesters
with no police protection. His car was rocked by the crowd and
they put their heads through his open window and delivered a barrage
of verbal abuse.
Motorway blockades
A convoy of lorries driving slowly along the
M62 on the Manchester to Leeds section at 12.30 pm Thursday 14/9/00
were successfully slowing and blocking traffic. A T&G officer
reports the lorries were three abreast with HGVs in the outside
lane. Some lorries had stopped and drivers were walking along
the motorway. The officer estimates a five mile tail back and
police were reported as simply talking to the drivers without
making any apparent attempts to get them moving.
Refineries and Oil Depots
Despite only essential deliveries being allowed
by the blockades from some terminals, it was reported to us that
the police took a very conciliatory line with the protesters during
the blockades.
Reports from one refinery that on the evening
of Tuesday 12 September a meeting was called of drivers stewards,
management and the police officer in charge of the operation to
organise essential supplies identified on the DTI list. The steward
perceived a change of policy and management were now under pressure
to make the deliveries. The police officer reported that he had
agreement from the protesters for the DTI deliveries to be made.
It was agreed that two men would be in each truck including a
BP Manager in one and a Tankfreight Manager in another. However,
it became apparent that agreement had not been reached, as the
degree of abuse and intimidation expressed to all the drivers
was so extreme, that both managers agreed that drivers could not
and should not be subjected to further appalling behaviour.
Ipswich Oil Terminal
It was reported that whilst tanker drivers were
allowed to leave the terminal with essential fuel supplies, the
terminal operators did not request the police to remove the blockade
or those involved in it. This experience featured in a number
of reports from refineries and depots.
Access land to Teesside oil sites is owned by
the Tees and Hartlepool Port Authority which we believe allowed
access to the protesters.
Esso had not given any of their drivers any
of the normal documentation which is required to carry out their
day to day deliveries. This documentation is normally received
well in advance of deliveries and we can only conclude that the
company was complicit in supporting the protesters blockades.
Tankfreight drivers who are contracted to BP
were advised by their employer on Monday 10 September to take
two/three days off and made no effort, either with or without
police assistance to make deliveries.
When protesters first appeared at Stanlow our
members informed their management (P&O Tankfreight) that they
would continue to work normally if they had police escorts but
this facility was not afforded to them.
A driver from Athena Express who was involved
in blockading a Shell site was quoted as saying "We could
quite easily have been moved from Jarrow if Shell had said we
want all these people off our land. Last time they didn't and
I don't know why". Len Johnson Athena Express quoted in Commercial
Motor 12-18 October 2000.
It appears that there were a number of breaches
of the law, both civil and criminal, throughout the protest where
no action was taken by any party including the police, which needs
an explanation.
The offences of obstruction of the highway and
possibly also public nuisance were committed when lorries blocked
the motorways, yet the police failed to take action against these
offences. Likewise, many of the demonstrations at the fuel depots
would have involved breaches of the Public Order Acts. Had the
protesters resisted the attempts of the police to move them on,
they would also have committed the offence of obstructing the
police. We have listed evidence above where protesters physically
stopped drivers and intimidated them about future deliveries which
could have been grounds for charges of assault or breaches of
the peace, again no action from the police.
Oil companies were also reluctant to take out
writs for inducing breach of contract or interference of contract
or indeed conspiracy to do either. Whilst injunctions against
individuals might not have been effective in stopping the blockades,
there was no attempt to obtain injunctions against the self-styled
leaders or those organisations supporting them. Similarly there
were no threats of actions for damages against owner drivers whose
lorries might then have been at risk of being seized. All this
contrasts dramatically with the legal action which is often taken
against union members in a balloted dispute. It is interesting
to note that the threat of legal action in Norway in similar blockades,
was a major factor in bringing a speedy end to similar protests.
October 2000


text:
Have you ever tried to help an elder understand and operate a TV remote control? Perhaps you've found yourself so frustrated you felt like throwing the remote clear across the room. You're not alone. The Flipper Remote aims to simplify the often frustrating experience of using those complex TV remotes. We asked our caregiving product testers to try it out to see if it lives up to its promise.
Here's what we learned.
What Is the Flipper Remote?
The Flipper Remote is a remote control for televisions. It's designed to work with virtually any television, cable, or satellite box. Sleek and light to hold, the Flipper Remote features 5 large, color-coded buttons: green for power, orange for volume, blue for channel selection, and grey for mute. Push down the sliding panel on the remote to find setup buttons that allow you to program in the specific channels your loved one enjoys the most. After setup, the scrolling function allows your loved one to go directly to those preprogrammed channels with ease. You can customize up to 30 channels and set up a lock system to prevent anyone from accidentally reprogramming the channels.
Why Is the Flipper Remote Important for Seniors and Caregivers?
Many elders find themselves struggling with technology -- unable to choose the channels they want to watch without help. The Flipper Remote gives back to seniors the ability to navigate through channels. After approximately 15 minutes of setup time, the Flipper Remote is ready to use, with favorite channels set. The "lock" prevents anyone from undoing all your hard work. The Flipper Remote can give your elders a sense of having something that's all their own.
What Caring.com Users Liked About the Flipper Remote
Elders like the simple design.
The Flipper Remote looks simple, and that's a real plus. It doesn't appear overwhelming. "I have two elders and both of them liked the Flipper Remote," said one caregiver. "I like that there are so few keys on the control panel," said another. "Their size and location make them easy to use and remember."
The slide panel makes it easy to block out unwanted selections.
If you're caring for someone with dementia, you might prefer to avoid certain channels -- broadcast news that might be confusing and upsetting, for example. At the same time, it's handy to have a loved one's favorite channels in convenient locations. "I like the weight and feel of the remote. And I especially like being able to close the cover on the numeric keypad and lock the settings and favorite channels in place," said a caregiver. "Thanks for giving my elderly family members more control."
For many, the setup was manageable and operating the Flipper Remote was easy to understand.
Most of the reviewers agreed that someone else (other than the senior) in the household would have to handle the actual setup of the Flipper Remote. "It was easy to set up and follow the instructions in the manual. Both the manual and video were easy to follow," said a caregiver.
The large, color-coded buttons are easier for most hands.
Most of the reviewers found that the outer five buttons were easy to navigate.
What Caring.com Users Didn't Like About the Flipper Remote
Seniors/elders will need help with setup.
"The process is difficult to impossible for most elders. Someone else will have to set it up for them," said one Caring.com reviewer.
For some, the programmable buttons felt small and awkward.
While most reviewers agreed that the outer five buttons were easy to navigate, many had difficulty with the inner/programmable buttons. The multiple codes for each brand of television left the users feeling like they had to figure it out via trial and error.
Several reviewers wanted a way to prevent losing the remote.
"The remote is so light that it would be easy to lose. I suggest a kit with a cord that could be attached -- or a beeper," said one reviewer.
You Should Try the Flipper Remote If You . . .
- Are a caregiver or loved one of elders who would still like to manage the remote for themselves.
- Are a senior who finds most television remotes too complicated.
- Have dexterity issues (arthritis, Parkinson's) and need a simpler remote.
- Struggle with poor vision and would appreciate larger buttons.
- Would like to give a senior in your life a practical gift that will make life easier.
How to Purchase the Flipper Remote:
The Flipper Remote is available for $24.95 at www.flipperremote.com.


text:
Line data entry job offline sumitted online jobs
...includes commas, full stop, word missing, space missing, extra space, line missing, extra line, spelling, punctuation error and other special characters). ACCURACY PARAMETERS- (a) SPELLING ERROR (b) PUNCTUATION ERROR (c) WORD MISSING (d) EXTRA WORD (e) SPACE MISSING (f) WHOLE LINE MISSING (g) EXTRA SPACE 2. The name of the file should be same as
I need some help with internet marketing.
I need you to develop some software for me. I would like this software to be developed using .NET.
Hello, We need a online examination system for external or internal exam. Note :- Our Budget Is Fix Dnt Ask For Hike Final Price- 30000 Referance Site 1. [login to view URL] 2. [login to view URL] Its Have 3 Parts 1. online server/system 2. offline Exe 3. Android Aap External Exam:- this type of exam open
[login to view URL]?id=[login to view URL] I need this type same Android app. Jisma Offline sms add rahega mujha jab sms add karna padega firebase se add karunga aur jab user online rehega automatically sms update hoga tab baad ma sms offline bhi show karega
Create an offline application to generate 12 unit alphanumerical security code and this code is using for product counterfeit number as known as a serial number of a product. This code also will be generated with QR code for the user to scan the QR code that contains the counterfeit number. The reason this system being offline is to make sure the security
Design, development, Implementation, Trouble Shooting, and Testing of inhouse salon software Features to be included Customer name , number , DOB and Nationality capture daily sales service and packages Comments section loyalty points system customer transaction history appointment scheduling system sms reminders and birthday offers messaging sales reports regular and non regular customer track...
...Whatsapp if someone comes online and goes offline, App functions : - the application sends a notification when a Tracked number comes online and goes offline - The notifications should be in time when the tracked number comes online and offline - Also on the list there is a status indicating when the number has been online for the last time or ...
I need a new website. I need you to design and build a website for my small business. school management website with offline software includes chat option, upload file option, upload data's option
...submission, send this to an API via a HTTP POST request, and report back a success or fail. If the user is offline, it should be labelled as "Ready" and a button should allow the user to send all of the submissions to the server as soon as they are online. All submissions should be continued to be stored in the app. The API will return a reference number
Please Sign Up or Login to see details.
I would like this software to be developed for Windows using .NET.
...integrity of key. ➢ System should be able to encrypt using Shor's algorithm, Lamport signature and Grover's Algorithms. ➢ System should be able to store the encrypted key on the offline database securely. ➢ System should be able to let the user save the encrypted key with a label and a tag. ➢ System should be able to display message saying – The key has been
I need an iPhone/iPad app. I would like it designed and built.
I need a captive portal for an offline intranet.
i have a windows based offline application which uses SQL database , so i want a android app which can fetch the data from my that database and shows results accordingly.
I will give you the login to a website that i've bought access to, but as i want to watch these online i would like someone to record the videos on the site which is about 50 videos of around 20 minutes length. It's a very passive job which can be done while working on other tasks, the important thing is that the sound from the videos are correct.
E-brochure/Online/offline brochure - products/services - multiple company directories - company profiling
...These users are assigned access levels by the admin. 3 user levels- Admin, read/write and read only. Read only cannot edit already saved data, cannot export and cannot delete. Read only users can only add new data or read and click on executed tasks. There would be an option to get reminders on the desktop, with intervals on when the reminder would


text: ONE Creative Shanghai China,web design shanghai, China Marketing, Digital Marketing Shanghai,wed design shanghai,shanghai website developer,creative agencies shanghai,webdesign china-SEO SINCE 2007 English HOME ABOUT US ONE Culture History Honor Partners NEWS Join Us SOLUTIONS Company Site e-Commerce Mobile Site WEB DESIGN Working Flow Maintenance Advantage SEO Working Flow CASES Europ Asia Australia America SUPPORT User Guides Tutorials Anti-Hacking Email SEO FAQ CONTACT SUPPORT User Guides Tutorials Anti-Hacking Email SEO FAQ How much a web site cost? Why the price range is so big? Why pseudo-static pages? How to updating the content? The production cycle? Annually maintenance fee? Copyright © 2007-2014 O.N.E Creative Inc. All rights reserved.


text:
Hello, I'm Caleb…
I am a life-enthusiast and an innovator. I am one who sees the broad-perspective and helps build brand-experiences for success.
I've been fortunate to work on a plethora of projects for some of the most culturally-impactful companies in the world. My years in industry have taught me the beauty of collaborative design, while exposing me to a vast-array of disciplines within the creative-community. From branding/marketing strategies, copy-writing, product-design, graphic-design, environmental/retail-design, and video/animation. Overall I enjoy problem solving. You got a problem? Yo, I'll solve it…
Steps for success:
- Clear communication.
- Understanding culture better than the culture itself.
- Brainstorming without fear of failure.
- Persuasive story-telling through engagement & excitement.
- Trimming the fat.
- Confidently implementing vision by appropriately beautiful means.
"How may I help you?" – Caleb Highley


text:
Youth boosts social change in Mexico
In Mexico, popular culture tends to blame the government for almost all the problems the nation faces. Indeed, corruption and impunity have been present in the Mexican political system.
However, as Joseph de Maistre said 205 years ago: "Every country gets the government it deserves." It is a tough quote for a society that is not willing to accept its responsibility in building a fair and equal Mexico.
Equality is an unknown term to millions of Mexicans. The poor application of the present economic system in addition to an individualistic culture have pushed Mexico towards inequality. Among OECD members, Mexico has the second most unequal income distribution, with Chile ranking first.
According to a United Nations report, 10 percent of the population holds 42 percent of all income in this country. The poorest 10 have only 1.3 percent of the remaining income. Mexico ranks among the 15 largest economies in the world while also ranking fourth for the largest amount of poverty among the richest nations.
In a nation where 50 million people, 42 percent of the total population, live in some level of poverty according to Mexico's social development agency, citizens have gathered to find solutions to their problems.
Unreasonable Mexico is an institute created three years ago in Aguscalientes. It supports entrepreneurs who are looking to solve their country's most urgent social issues. Hundreds of entrepreneurs from around Mexico apply to Unreasonable Mexico every year.
Unreasonable Mexico chooses 15 entrepreneurs, who work alongside them for five weeks. Young entrepreneurs get the opportunity to learn from people with successful careers in big corporations and as entrepreneurs. The participants develop their skills and have the chance to gain funding from 25 different investment funds.
Entrepreneurship is common among all of Mexico's economic groups. Social entrepreneurship is a growing movement to change the country, and youth are taking control. Someone Somewhere is a startup created by four Mexican students in their pursuit of a "fairer country." They work towards this goal by linking the advanced knitting techniques practiced by local artisans with fashion-forward millennials.
The founders of the project realized that youth spend millions of dollars yearly in clothes worn just a few times before buying new garments. They wanted to reduce waste while empowering local artisans by creating a clothing line that would combine what youth currently wear and what women in Mexican rural areas create.
They traveled to some of the poorest areas in Mexico like Puebla, Chiapas and Oaxaca where they found people who shared a problem. They produced high quality products with no demand. Artisans in the different states used to knit diverse styles of embroidery which Someone Somewhere is using to create an attractive and diverse clothing line.
Five years after its launch, Someone Somewhere is alleviating a social problem by giving jobs to more than 130 people in three different states. But its work is more than just employing artisans. Someone Somewhere offers workshops to them and their families on topics like personal finances and management. Since 53 percent of the rural population in the country has an education level below seventh grade, this advice can help them maximize the use of their income. Though youth have taken initiative, many are unhappy with the government's lack of involvement.
"The government should be a facilitator offering a platform where society is able to lead the change," said Raúl De Anda, co-founder of Unreasonable Mexico. He believes that in a world where social problems grow at an incredible speed, entrepreneurship is the fastest way to reach solutions. His initiative alone has provided widespread solutions 110,000 people have been benefited via companies advised by the institute.
Cover cartoon credit: Sergio Algeri/GYV


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HSU vs. Western Oregon Football
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Please note: These photos were taken while under employment of Humboldt State University's Athletics Department. Therefore photos in this album are for portfolio use only, and can ONLY be sold by the HSU Athletics' Department through the hsujacks.com website. Also, visit their website for more information on game times.


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There was no sense of panic in Eastern Illinois University quarterback Sean Payton after the Panthers` first game of the season, a disheartening 23-20 loss to rival Illinois State.
Payton threw three interceptions in that loss. He passed for 262 yards but his completion rate was only 11 for 45.


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Keep the summer garden productive with vegetables that can beat the heat -- crops from the neighboring tropics that flourish when the weather turns hot and humid. These often exotic-looking, big-leaved and vining plants produce abundant yields and promise new culinary delights.
Tropical vegetables have been introduced to many gardeners by residents with West Indian ancestry. These were the vegetables Anthony Thomas remembers his grandfather cultivating on the island of Grenada. As a boy, Thomas helped till the fields but didn't have a keen interest in gardening. After moving to London, England, to work as a carpenter's apprentice, ''I just needed something extra to do and began a garden,'' he said.


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RJG Class Assembly
RJG were extremely excited on Thursday 9th June as they were performing their class assembly to the rest of school and their parents. The theme for the assembly was "The Seasons".
The boys performed many songs and poems which showed how our world changes throughout the year. I was impressed to see that the boys were confident to say their words in front of a large audience – no small feat when you are 4 or 5yrs old !
The boys really enjoyed preparing their assembly, but I think they would all probably say that their favourite part was our class dance to the song "Hot, hot, hot". Well done to all RJG.


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"The power of music to integrate and cure is quite fundamental. It is the most profound non-chemical medication." –Oliver Saks
The mission of the Salish Sea Players is to bring professional, intimate Baroque chamber music concerts to audiences unable to attend traditional venues. Our primary focus is to share our passion with audiences in retirement, nursing, memory care and long-term care facilities.
Our concerts are about one hour in length and may be performed in a variety of spaces, large or small. An important part of the performance is sharing with the residents before, during, and after the concert, discussing the music, answering questions, and laughing together. Interaction between the artists and the audience is a rich experience for all.
"...Their programme of yesterday (Oct. 11, 2012) afternoon was played with real vigor and ensemble to the pleasure of a capacity room of music lovers…" — David Calhoun
The members of the Salish Sea Players are all specialists in the performance of music from the Baroque era and have active careers as professional musicians. Baroque violinist Linda Melsted forms the core of SSPlayers and invites guest performers to join in the mission. Violinist Olga Hauptman is a founding member and continues to perform, and Karen Fardal, cello, has become a fixture in SSPlayers concerts with Linda. Byron Rakitzis, violin, has also joined in the fun. Other guest performers have joined us too: Miyo Aoki-recorder, Curtis Foster-oboe, Jonathan Oddie-harpsichord, and Fred Hauptman-harpsichord (Fred was an original member of SSPlayers until Fall 2014). Linda, Miyo, Curtis, and Jonathan are members of the group sound|counterpoint.
Salish Sea Players is Powered by Shunpike. Fees for performances are on a "fair share" basis allowing even the most financially challenged facility to enjoy high quality, live music. Tax deductible donations to the Salish Sea Players are welcome and provide the means for the mission of the group to continue. See "Donate Now".


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BOYS BASKETBALL: Lake Orion takes pole position in OAA-Blue; Clarkston posts series sweep of Lathrup
LAKE ORION — Alone at the top.
Lake Orion took sole possession of first place of the OAA Blue Division boys basketball race Tuesday, upending visiting Farmington Harrison, 59-45.
The Dragons built a 16-3 lead after one quarter of play and never looked back. By halftime, Lake Orion was in complete control with a 28-14 advantage.
The lead ballooned to 43-25 through three quarters of play.
Chaz Miller scored 19 for Lake Orion (9-4, 4-0).
Dorian Fields scored 13 for Harrison.
CLAKRSTON 60, SOUTHFIELD-LATHRUP 48: Clarkston jetted out to a 24-10 lead after the first quarter and cruised to the OAA Red Division victory over the Chargers.
The win helped Clarkston (10-2, 5-1)stay in a first-place tie in the OAA-Red.
The Wolves led 36-18 at the half, thanks to a 12-8 edge in the second quarter. Lathrup closed with a 30-24 spurt in the second half to make it a 12-point game.
Jordan Dasuqi scored a game-high 24 to lead Clarkston. Andrew Myers added 12 points, Press Kampe added 11 points and Nick Owens scored seven for Clarkston, which finished 22-for-31 from the foul line.
Jonathan Williams scored 13 and Jeff Biles added 12 points for Lathrup, which finished 5-of-5 from the line.
Category: Clarkston, Featured Articles, High School, High School (M-Z), Lake Orion, Most Recently Updated Stories, Prep Wraps, Top Stories, Uncategorized


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February 06, 2014 08:00 ET
VANCOUVER, BRITISH COLUMBIA--(Marketwired - Feb. 6, 2014) - Astur Gold Corp. (TSX VENTURE:AST)(FRANKFURT:CDC) ("Astur Gold" or the "Company") is pleased to announce an updated resource estimate for its 100% owned Salave Gold Project in Northern Spain. The resource estimate has an effective date of January 22, 2014 and was prepared by Mine Development Associates, Inc. ("MDA") in accordance with National Instrument 43-101 ("NI 43-101") Standards for Disclosure of Mineral Properties. Astur Gold is currently completing a Feasibility Study on the Salave Gold Project.
Mineral Resources that are not reserves do not have demonstrated economic viability. The quantity and grade of reported inferred resources in this estimation are conceptual in nature and there has been insufficient exploration to define these inferred resources as an indicated or measured resource and it is uncertain if further exploration will result in upgrading them to an indicated or measured resource category.
Due to the necessity to maintain a surficial crown pillar in a potential underground operation, all material from the present surface to a depth of 40 meters is not included in the Salave resources. The resource cut-off grade of 2.0 g/t Au was chosen to capture mineralization that is potentially amenable to underground mining, sulfide concentration, and gold recovery using off-site processing. The deposit still remains open to the west for future expansion potential.
"This is the most extensive study done to date on the Salave underground resource, incorporating historic and current drilling, extensive due diligence by independent engineers, high quality QA/QC program, and looking at an underground only mining scenario," stated Cary Pinkowski, Astur Gold's President and CEO. "This is a positive step forward for Astur Gold, as it provides a solid foundation on which to complete our Feasibility Study."
Mineral Resource Parameters and Methods
MDA completed an initial draft of the Salave resource model in mid-December 2013. Subsequent to this, Astur Gold received final assays for a sequence of 10 holes drilled in late 2013, which were primarily drilled internal to the deposit as modeled in 2013. These holes were added to the resource database, and the resource model was then updated in January 2014 to include the new Astur Gold core data. The new holes broadly confirm the modeling of the Salave resources. There were several instances where the new data led to small interpretational changes as to the correlation of one intercept of a shallowly dipping zone with that from an adjacent hole, but the most common changes in these zones were in the interpreted widths of mineralized zones. Of particular interest is one hole that was drilled directly down the axis of the main sub-vertical high-grade domain. The results of this hole were remarkably consistent with the 2013 interpretations.
Astur Gold received a positive environmental impact assessment for an underground mine from the Commission for Environmental Affairs of the Principality of Asturias in November 2012 and recently submitted an Amended Environmental Impact Study on December 18, 2013 for plant, tailings, and water discharge approvals for a simplified flotation plant with no cyanide or autoclave. It is expected that tailings will be managed using a state of the art dry stack tailings system. The public consultation period for the Amended Environmental Impact Study ends on February 6, 2014.
The resource estimation for the Salave Gold Project was completed by Mine Development Associates, Inc. under the supervision of Mr. Neil Prenn, who is a Qualified Person as stipulated by National Instrument 43-101 and is independent of Astur Gold. Mr. Prenn has read and approved the contents of this press release as it pertains to the disclosed mineral resource estimate. A technical report including the updated underground resource estimate will be filed on the SEDAR website at www.sedar.com within 45 days.
Astur Gold is developing its 100% owned Salave Gold Project in Asturias, northern Spain. Salave is one of the largest undeveloped gold deposits in Western Europe. The Company received approval for an underground mine from the Commission for Environmental Affairs of the Principality of Asturias in November 2012. Astur Gold is conducting a Feasibility Study on Salave and intends to commence construction upon its completion and receipt of process plant, tailings, and water discharge approvals. The Company is building a partnership with the people of Asturias to generate sustainable economic benefits for the region while balancing the needs of environmental protection and social community development.
Cary Pinkowski, Chief Executive Officer, President and Director
Neither TSX Venture Exchange nor its Regulation Services Provider (as that term is defined in the policies of the TSX Venture Exchange) accepts responsibility for the adequacy or accuracy of this release. Mineral resources that are not mineral reserves do not have demonstrated economic viability. This document contains certain forward looking statements which involve known and unknown risks, delays and uncertainties not under the Company's control which may cause actual results, performance or achievements of the Company to be materially different from the results, performance or expectation implied by these forward looking statements.
Astur Gold Corp.Vadim email@example.com
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100W Solar Panel Professional Monocrystalline DC-100 (100 Watt)
Product Information
The most efficient 100W solar panel on the market, the DC-100 will provide enough power to meet most day-to-day requirements. This high quality, professional grade monocrystalline solar panel is the market leader in Germany and mainland Europe for use on caravans and motorhomes and is widely used by the marine community. Now features a sleek black anodised aluminium frame.
The DC-100 solar panel features SunPower's advanced monocrystalline cells (made in USA) and world renowned quality and robust assembly. Being a monocrystalline panel, the professional DC-100 will continue producing energy in even very low light conditions and high ambient temperatures. All solar panels become less efficient when the 'in sun' temperaure reaches 50 degress, but our unique ultra-efficient solar cells from the US mean that the DC-100 can maintain its efficiency far better than many cheaper models.
In general, a 100W solar panel is more than enough for day-to-day use at the caravan or mobile home and, at home, provides plenty of power for most outdoor requirements such as pond pumps, water features and high-end lighting setups.
Due to popular request, we now offer our professional solar panels with or without our 5 metre 'clever-clip' cable set.
This solar panel is 'Power guaranteed' for 10 years.
Professional Grade Features and Benefits
- A sturdy anodised aluminum frame with mounting holes to match the industry norm enables easy installation on currently available mounting structures.
- Over 5.7 amps of peak battery charging current.
- 30-50% smaller than other solar panels
- Unique back-contact solar cells with conversion efficiency up to 21.5%
- Low voltage-temperature coefficient ensures maximum battery charging current is available even during high-temperature operation.
- Exceptional low-light performance and high sensitivity to light across the entire solar spectrum maximises yearly charging performance in any weather.
- Highest quality 4mm-thick high-transmission tempered glass provides enhanced stiffness and impact resistance.
- Aerospace style cell interconnects with in-plane strain relief provide extremely high reliability.
- Advanced EVA encapsulation system with multi-layer backsheet provides excellent long-term package durability.
- 25 years warranty on power production.
Technical Specification
- Model: DC-100
- Peak Power: 100W
- Rated Voltage: 17.5V
- Rated Current: 5.76A
- Open Circuit Voltage: 21.2V
- Short Circuit Current: 5.92A
- Series Fuse Rating: 15A
- Maximum System Voltage: 70V
- Temperature Co-efficient - Power: -0.38%/ºC
- Temperature Co-efficient - Voltage: -60.8mV/ ºC
- Temperature Co-efficient - Current: 2.3mA/ºC
- Module Efficiency: 21.5%
- Weight: 7.4 kg
- Unit Dimensions: (mm) 1038 x 527 x 46
*All technical specifications and images are correct at the time of publication, but are subject to change without notice.


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5 Different Types of German Dialect You Should Be Able to Recognize
1.Swiss German (Schwiizerdütsch)
For kicks, we'll start with the German variety you're least likely to understand. Schwiizerdütsch, also spelled Schweizerdeutsch or even Schwizertitsch, is the catch-all term for the different varieties in the German-speaking cantons of Switzerland.
So yes, they do vary from place to place even in this small country. However, they share some common trends—such as vowel shifts—compared to Standarddeutsch, which can affect even how the Swiss say the articles (words meaning "the" or "a").
2. Austrian German (Österreichisches Deutsch)
As noted before, there is an Austrian Standard German which is very, very similar to the German Standard German you're learning. In fact, if you see Austrian German in writing, such as in the newspapers Die Presse or Der Standard, you might not notice any differences at all!
But again, spoken language is different. You'll immediately notice some pronunciation differences in the Standarddeutsch of this YouTuber, and when she switches out of the standard, you might even feel a little lost!
3. The Bavarian Dialect (Bayerisch)
We'll continue our sweep of southern High German by looking at the Bavarian dialect next. Bavaria is in southeastern Germany, and it is the largest of the 16 Bundesländer (roughly equivalent to states or provinces) that make up the country. Why have I called it High German? "High" in this sense has nothing to do with high prestige or a high level of formality. It's geographical. Bavaria is near the Alps. Mountains are high ground. That's all it means.
Remember that we're dealing with a dialect continuum here, not strict divisions. Bavarian shares similarities with the other varieties I've just described, but it often strongly confuses Germans from other parts of the country. This Bavarian ska band almost became Germany's entry in the Eurovision Song Contest in 2013. Despite being a fan favorite, the song's hard-to-comprehend lyrics may have been the reason for its defeat. How much do you understand?
4. The Berlin Dialect (Berlinerisch)
Some say that Berlinerisch is dying due to the mass media influence of Standarddeutsch, decades of division and the shrinking number of Berliners who have lived in the city their whole lives. The dialect is known for replacing its "ch" sounds with "k," softening hard "g" into "j," and blurring the lines between the accusative and dative cases. See if you can hear these differences in this lively rant.
5. The Upper Saxon Dialect (Sächsisch)
Isn't "Saxon" just another word for "German"? Not quite! Saxony, or Sachsen, is another one of the 16 Bundesländer. It is in the eastern half of the country and was part of the former German Democratic Republic during the Cold War. Germany may be reunited now, but this dialect still provokes some strong and divisive opinions. It's considered by many to be the "ugliest" German variety.
Markers of this dialect include a different pronunciation of the "ei" vowel sounds, so that they sound less like English "hi" and more like English "hay." Some "R" sounds also take on a different quality.


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Originally posted by NoAngel2u
OC, I wasn't too worried for your safety until you posted this...
Originally posted by OldCorp I'm not in the habit of lying (except when my wife asks if her jeans make her ass look fat.)
I truly fear for your safety after reading that! I can only imagine what you must be going through today for Mother's Day. Be safe and for pete's sake say only nice things about your wife's ass for the rest of your life AND MEAN IT!!!!
Originally posted by karen61057
Originally posted by OldCorp
Originally posted by alfa1
Originally posted by OldCorp
Since I've been investigating this Comet Elenin/Nibiru story, I have run into roadblock after roadblock
after seeing what you write, I'd probably not return your calls either.
Lemme guess... Jew hater right?
OH, I'm sorry... Allow me to rephrase: Zionist hater.
Heaven forbid I should be less than politically correct.edit on 5/4/2011 by OldCorp because: (no reason given)
Uncalled for OldCorp. Where did that come from? What did it have to do with the post you replied to?
It just finished uploading. It's in the hands of the staff at ATS now.
Originally posted by TKDRL
Well, I hope that snag didn't involve being told to edit something out that ATS staff didn't like...


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Worthy of mention: Denyse had a pre-sniff of the new Vanille Galante by Hermès, the one which excludes synthetic vanillin but includes ylang ylang, and is enthusiastic about it: "With Vanille Galante, Ellena has managed a double tour de force: not only has he washed away vanilla's triteness by signing it, its clichéd yumminess, but he has also managed to stretch out the headiness and heaviness of sweet, exotic materials into an almost impalpable substance" You can read the rest here.
(Le Critique de Parfum is less enthusiastic ~in French)
Other presentations/semi-reviews: Glamourparis.com (which puts the launch date in February and not in January as I had originally reported on my analysis of what to expect of it), and Vogue.fr.
The characteristic leather-clad bottle of the Hermessences looks mighty elegant in white, does it not?
To be exclusively available through Hermès boutiques.
And Octavian Coifan is leaping into the vast perfume market with his own fragrance: check this link!
Monday, January 12, 2009
News, news.....
Worthy of mention: Denyse had a pre-sniff of the new Vanille Galante by Hermès, the one which excludes synthetic vanillin but includes ylang ylang, and is enthusiastic about it: "With Vanille Galante, Ellena has managed a double tour de force: not only has he washed away vanilla's triteness by signing it, its clichéd yumminess, but he has also managed to stretch out the headiness and heaviness of sweet, exotic materials into an almost impalpable substance" You can read the rest here.
15 comments:
- Anonymous17:46
I was going to discuss how this fit into the Hermes 2009 collections but I sort of ran out of time this weekend. (I got the SS 2009 Ready-to-Wear and scarf collections already.) Anyhow, the theme this year is travel: my Hermes SA doesn't remember the full French title but she is very, very sure.
So I am quite certain that Six's comments about the islands/Antilles/Marie-Galante angle is 99% correct. We'll see.
I think it would be eminently fitting that you did discuss how it fits and I would hop over your venue to read with much interest!
Travel is always nice. After all we have made a biz out of it ;-)
PS.yeah, pity, it would have been very nice for them to be those lovely true things! *dreaming of more scarves and bracelets in enamel*
Indeed, I think Vanille Galante is utterly predictable and quite disappointing.ReplyDelete
I thought the Hermessence collection was about "matières" (hence their names Ambre, Poivre, Vétiver etc...) I thought this collection was NOT about Ellena's trademarked transparent style.
I guess I was wrong.
yeah, wouldn't that be a sight!
exactly: vanilla is such a cliché. Let's see!
"utterly predictable and quite disappointing" is what I inferred by your post myself and this is why I am presenting the other side of the coin (all opinions are respected of course).
My personal interpretation of the Hermessences line is that it tries to bypass the commonly viewed for the uncommonly treatment through the lens of Jean Claude's aesthetic and particular style: the Amber isn't really an amber, it's more of a rich dessert with a whiff of tobacco; the Poivre is mostly ISO-E Super and not pepper (yet smells kinda peppery, kinda upbeat, kinda tingling); the Vetiver isn't really vetiver because smell this in comparison to others and see how unique it is; Brin de Reglisse isn't about lavender nor liquorice but kinda in between, a no man's land (even if it's not my personal preference); Osmanthe Yunnan isn't really about Osmanthus either, it has the tea-like aspects more pronounced; Rose Ikebana is rather grapefruity and with a watery aspect to it that is not in tandem with the traditional liquor or powdery treatment of roses; even Paprika Brasil as much as I don't care for it is different than what one would expect from a paprika treatment. Dans cette cadre, it makes perfect sense that JCE and Hermes wouldn't go for a patiserrie vanilla. I don't think Hermes began the series and then thought of in-house-nose Ellena, I think the two concepts went hand in hand.
Hope I'm making sense? (I guess when I receive my own shortly I will know for sure)
I do hope Octavian thinks of us when he publicly launches!
Helg, your analysis of the Hermessence seems very well put (and clear) to me: the materials are, in a way, only the jumping off point for JCE's brand of "simplexity" (to reprise Luca T.'s word). Deceptively simple accords with unexpected facets shown off through the match...ReplyDelete
I, for one (guess it shows in my review) think that Ellena took the *surprising* route with vanilla, underlining its spicy, smoky greenness and creaminess rather than sweet and/or boozy qualities.
Thank you Denyse for saying so *pheww* It's sometimes difficult to understand if we make sense ourselves.ReplyDelete
I would be terribly bored with another "yummy" vanilla, personally.
There's quite a spectrum between a yummy vanilla and a breath of fresh air ;)ReplyDelete
You're right in that regard, of course. Therefore I hold my judgement until I wear it myself and evaluate it after some thought.ReplyDelete
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