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If your CEO has a sudden heart attack, do you know who will take the chief executive's place? What if your top executives are wooed away to another firm? Do you have the next generation of leaders ready to fill those roles? If not, you may end up with an empty C-suite—or worse, underqualified people moving into leadership roles because there is no one better to take over.
The only way to reduce the effect of lost leadership is through a strong succession planning program that identifies and fosters the next generation of leaders through mentoring, training and stretch assignments, so they are ready to take the helm when the time comes. Research supports sound succession planning. A study some years ago from consulting firm Booz Allen Hamilton concluded that "over their entire tenures, CEOs appointed from the inside tend to outperform outsiders" when it comes to returns to shareholders. Yet many organizations struggle to take their succession planning programs beyond a static list of names slotted for a few top spots.
"Every company has a succession planning document," says David Larcker, a professor in the graduate school of business at Stanford University. "The question you have to ask is, 'Will it be operational?"
This Roadmap offers human resources leaders a framework and advice on how to create a robust succession planning program that aligns talent management with the vision of the company, ensures employees have development opportunities to hone their leadership skills, and guarantees that the organization has a leadership plan in place for success in the future.
Jim Skinner, former CEO of McDonald's Corp., was known to tell managers: "Give me the names of two people who could succeed you." It was just one way the CEO continued the culture of succession planning at McDonald's.
It was an understandable priority considering Skinner only landed in the role in 2005 after two other CEO's died suddenly over the course of just two years. And when he retired in 2012, Skinner was confident that his successor, Chief Operating Officer Don Thompson, was ready to take over, because he spent much of his seven years mentoring him.
"I basically felt the responsibility to the board of directors to be sure I provided them with someone who could run the company when I'm gone," Skinner told Fortune a year before his retirement. "Until I was capable of doing that, I would not have left."
This kind of leadership level commitment to training and mentoring the next generation is a vital component of succession planning. And while most executives understand the importance of succession planning efforts, few of them believe their organization excels in this category.
As companies begin to develop a succession planning process, they should consider these fundamental issues:
High potential vs. everyone: Some companies focus all of their succession planning efforts on "high potential individuals," whereas others create a succession plan for everyone from the moment they are onboard. The benefit of focusing on high-potential workers is you can channel more resources and coaching toward those employees with the greatest promise. The risk is that you overlook great people and alienate and frustrate the rest of the employees, which can impact morale and turnover. "Most successful organization focus on everyone," says Dan Schneider, cultural architect at advisory firm The Rawls Group.
Hiring from within vs. bringing in someone new: Developing leaders internally takes time and effort, but these homegrown candidates are more likely to be successful than external candidates. According to a 2012 study by Matthew Bidwell, an assistant professor at the University of Pennsylvania's Wharton School, external hires are 61 percent more likely to be laid off or fired, and 21 percent more likely than internal hires to leave a job on their own accord. These outside hires also get paid more, but get lower marks in performance reviews during their first two years on the job.
However, internal hires aren't always an option. Fully 38 percent of firms anticipate they will need to recruit externally for C-level roles in the next 12 months. Internal candidates are also not always the best choice. If a company wants to move in a dramatically different direction, or its current leaders leave before the next generation is ready, companies need to be open to bringing in someone from the outside.
Factoring diversity into decision-making. Managers often seek people who are like them for mentoring and promotion, which often leads to a plethora of white men leading organizations. If companies want diversity in their leadership, the succession planning initiative should include steps that actively promote women and minorities for leadership opportunities, and train managers on how to encourage diversity on their teams.
Making sure you have support from the top. HR can build a great talent development plan, but without active support from leadership, it won't have the desired impact. HR leaders can't force executives to support their efforts but they can align talent management efforts with strategic plans and educate executives and managers about the business value of succession planning efforts.
Fluor's leaders develop their own replacements
At Fluor Corp., the global construction and engineering firm headquartered in Irving, Texas, talent management efforts are directly aligned with long-term strategic goals, and executives are viewed as the company's corporate talent scouts.
"Having a robust succession planning and talent review program and culture is just good business," says Glen Gilkey, Fluor's senior vice president of HR. "It helps mitigate the risk that leadership will be a constraint to growth."
Part of every executive's job is to identify high-performing employees and help them build their skills and experiences so they can move up the corporate ranks, Gilkey says. "Leaders are held accountable for the development of their people even if it means moving them to another division," he says.
Flour relies on a 70-20-10 model of talent development with 70 percent of the development coming from experience, 20 percent from coaching and 10 percent from classroom or other training. Leaders are expected to look for opportunities for employees to gain experience and to provide them with the necessary support and coaching to be successful, Gilkey says.
To ensure this support occurs, executives are celebrated when one of their people succeeds, and part of their compensation and promotion is tied to how effectively they support talent management on their teams.
"Having a culture where people want to help others succeed can't be understated," Gilkey says. "It doesn't cost a lot of money, but it does require a lot of time on the part of the leadership team."
Stuart Dean, the architectural restoration company based in New York, is an 80-year-old family-owned business, and all of it's current shareholders are fourth-generation family members. Yet two years ago, when the company needed a new CEO, it went outside the family to find its next leader.
"We needed to go in a different direction," says Adam Arkells, senior vice president and chief human resources officer. The company had gone through a period of stagnant growth, and the near-term plan called for global expansion. "We needed a different type of leader for the company, someone who could bring cohesion and a single vision while also embracing the family's values," says Arkells, who was part of the search committee.
That's not to say the committee didn't look within the family's ranks to find a replacement. But they weren't hamstrung by the need to choose family over everyone else, Arkells says. Ultimately, they chose Mark Parrish, a career executive with experience in international commercial service industries.
It was a struggle at first. Some people doubted that someone outside of the family could lead the company. But over the first year, he proved himself by demonstrating that he was honest, thoughtful and invested in the success of the business, Arkells says. """
And though the transition was a little difficult, the board and the employees are pleased with the results. "Choosing an external candidate to run a family business can be an emotional struggle," Arkells says, "but you can't let that get in the way of good business decisions."
Making succession planning a priority must come from the leadership team, but implementation of that plan is HR's responsibility, The Rawls Group's Schneider says. "HR's role in succession planning is to find people who fit the culture and to help them develop the skills to lead the organization so it stays viable in the future."
To do that, HR has to create a succession planthat links talent development with the strategic goals of the board, the business and the staff.
A succession planning program compiles the skills, abilities and goals of each employee, compares them to the needs of current and future roles, and tracks employee progress toward being ready to fill those roles. Building a strong succession planning road map involves the following steps:
Pack a BASKET: Create a specific model for every job that defines the behavior, attitude, skills, knowledge, experience and talent, or BASKET, necessary to succeed in the role. These models will help employees understand what's expected of them in their current role and what it will take to be ready to move forward.
Know where you are going: Be sure BASKET assessments consider the skills necessary to fulfill future roles not just present ones. For example, if the company plans to expand globally, the next generation of leaders should be comfortable working abroad; or if growth plans involve rapid acquisitions, someone with finance skills and change management experience may be the best choice for leadership positions.
Map the gaps: As part of the talent assessment process, HR should assess everyone in the organization with an eye toward who is ready to take on key leadership roles today, in 36 months and in 72 months. Use the BASKET assessments to do a gap analysis with employees to help them see what they need to do to be ready for the next level and how long that should take. Report those findings to the C-suite and the board as part of your succession planning updates.
Ask for directions: As part of the assessment, talk to employees about their career goals and aspirations to be sure you are prepping them for a job they want. "Part of HR's responsibility is to make sure people have enough exposure to know where they want to be in the future," Schneider says. "That's where a lot of succession planning programs go off-track."
Identify roadblocks: Once you've completed the assessments, look for any bottlenecks in the development process that could prevent candidates from moving forward. This may include executives who block the way for the next generation, or glaring gaps in readiness for critical roles. Ideally, you will have two to three candidates for every leadership position in varying stages of readiness.
Make sure the board is onboard: Once assessments are complete, HR, the CEO and the board of directors should come together to review the assessments and create a list of the top candidates for each role. "The board is your jury and you need their support," Miles says. By working with the CEO and the board, you ensure that everyone is on the same page about succession plans.
Keep your eyes on the road. Once you have a succession planning list in place and you know where your next generation of leaders are in their development process, use talent management tools, performance assessments, mentoring and stretch assignments to close the gaps. Make sure employees are onboard with setting their own development goals, and track their progress through regular performance assessments.
Check the map: Review the succession plan with the C-suite and the board at least every nine to 15 months and whenever there is a major change in leadership or in corporate strategy. This ensures that you are always up to date on the development of your top talent and that you identify any changes in direction that might require a tweak to the plan.
As companies expand beyond 200 to 300 employees, it becomes challenging to oversee talent management and succession planning efforts on paper. You cannot effectively track the career development progress of hundreds of employees using spread sheets and sticky notes, says Claire Schooley, senior analyst with research firm Forrester.
Fortunately, today's generation of HR software systems are integrating succession planning with their recruiting, onboarding, training and assessment modules, making it a seamless step in the talent management process.
Schooley encourages companies to look for tools with visual features that allow them to graphically identify talent gaps, color code individual readiness, and make side-by-side comparisons of several individuals. "That can be extremely helpful to succession planning efforts," she says.
Even if you aren't ready to make succession planning part of the way you use HR software, find out if your vendor provides succession planning features that can be implemented later on. "You don't have to use everything at once," Schooley says, "but it's nice to know that it's there when you are ready."
Some tools that integrate succession planning modules include:
SAP SuccessFactors' succession and development module helps companies identify, develop, and track talent and spot talent gaps that need to be addressed.
Features include:
- Tools that allow you to highlight and watch key positions for succession planning.
- Tracking tools to following high-performing employees through their career development process.
- Reports and review features to assess an employee's experience, skills and career goals.
- Rating tools that allow you to appraise individuals, groups and departments using competency-based criteria.
Oracle Taleo's succession planning module is a cloud-based service that helps organizations systematically consider both internal and external talent for key roles.
Features include:
- Comprehensive succession plans created using data captured in the recruiting and performance review processes.
- Talent Pools and an Interactive 9-Box Matrix that assign and track development progress for critical roles, and allow HR to assess employee groups using key performance metrics.
- Candidate comparison features that display multiple talent profiles side by side.
- Embedded analytics so managers can segment and benchmark pools of employees.
Halogen Software's eSuccession uses a talent pool approach that aligns the company's workforce competencies with strategic plans and follows a phased approach to succession planning.
- Phase 1: Understanding workforce potential and retention risks through performance appraisals. Includes tools to predict employee potential and identify opportunities for promotion.
- Phase 2: Groom high-potential employees for future talent needs. Includes talent profile tools to track and compare talent assessment updates and identify gaps.
- Phase 3: Recruit from within. Includes tools to assess talent and performance data when filling open positions, calculating bench strength or measuring whether talent development goals have been achieved.
Peoplefluent succession planning software helps businesses build a sustainable leadership pipeline through internal talent development and recruiting.
Features include:
- Interactive succession planning charts and talent profiles to view the readiness of potential successors for key positions.
- "Extended enterprise" succession features that optionally extends the succession planning process outside the organization.
- A talent profile hub that captures historical performance management data for easy reference.
- Tools for employees to research career opportunities and express interest within the talent profile.
Silkroad Wingspan manages all employee information compiled from assessments, appraisals, goals and development plans so that HR can automatically classify internal candidates for a given position.
Features include:
- Career development tools that highlight the skills to be acquired by each employee, and the anticipated time to complete development goals.
- Comparison tools that allow for views of all potential candidates side by side while adjusting job-specific criteria.
- Separate modules that can operate individually or as an integrated employee performance management system.
Look Out!
Companies make many mistakes when it comes to succession planning. Here are the most common—and how to avoid them.
- Using the past to plan for the future: You need to choose leaders whose skills align with future goals. To avoid this trap, make sure succession plans align with the long-term strategic vision of the business.
- Stopping at the CEO: The best succession planning programs at least address the entire leadership team as well as senior management. "Succession planning is a multi-person event," Schooley says. "If one person moves up, it creates a new hole and that can ripple through the organization."
- Not getting the Board onboard: CEOs and HR often think they have a succession plan in place only to discover the board disagrees. "It's a big mistake to assume the viability of a candidate in your mind without vetting it with the board," Miles says. The best programs incorporate the board of directors in planning and keep them up-to-date on development efforts to ensure everyone is on the same page.
- Allowing human capital roadblocks to take root: When talented people top out in leadership roles, they can prevent the next generation from moving up. The best companies avoid these roadblocks by creating new positions, collaboration opportunities and stretch assignments so future leaders have room to grow.
- Succession isn't part of the culture. Succession planning fails when there is no incentive for executives to mentor their people, Schneider says. Best-of-breed companies encourage executives to identify and develop talented young leaders and align their compensation with these efforts. "It should be considered a badge of honor to have your people selected for promotion."
- The wrong people making decisions. CEOs aren't in the best position to choose their successor, because they often are more focused on their current legacy than the company's future goals. The best companies involve HR and the board when making succession planning decisions.
We've organized this roadmap into three phases to help you implement the planning and execution of you succession planning program. Below is a summary of the "Plan," "Do" and "Review" of succession planning.
- Decide how deep you want to go: Just the C-suite? Management? Everyone?
- Determine whether you will focus on high-potential workers or extend succession planning to a wider pool of employees.
- Define the skills and experience needed for key roles: Think about where the company is going and what leadership skills you'll need to get there.
- Evaluate whether your HR software offers succession planning tools and whether you want to use them.
- Assess employees' current performance and identify any skill or experience gaps for their future roles.
- Ask employees about their career goals so you are certain they want the role you are grooming them for.
- Create training, mentoring and leadership opportunities for top talent to close the gaps.
- Work with the CEO and the board to create a list of two to three candidates for every top position.
- Review assessments of top talent with the board every nine to 15 months, and again whenever there is a major change in leadership.
- Identify development roadblocks—such as lack of mentors or limited on-the-job leadership opportunities—and look for solutions.
- Review succession plans during annual strategic planning, to ensure development goals align with strategic goals.
- Be willing to adapt the succession planning list if your goals change, or if individual employees aren't showing the leadership development you need.
Related articles and resources
"The Three Traits of a Successful CEO," Human Capital Media
"We Lost a Leader, Now What?" Human Capital Media.
"Get Talent Fit in 2013," Human Capital Media.
"Sudden Death of a CEO: Are Companies Prepared When Lightning Strikes?" by David F. Larcker and Brian Tayan, Stanford Graduate School of Business
"The State of Human Capital 2012: False Summit," The Conference Board/McKinsey report October, 2012.
Talent pipeline draining growth, CGMA 2012 report
Top 10 Best Practices in HR Management, 2012 HR Daily Advisor.
Linked In Group: Succession Management Professionals This group provides a networking forum to discuss the practical questions, issues, and ideas pertaining to internal talent management, including New Employee Onboarding, Succession Planning, Identification and Development of High Potential Employees, Talent Assessment, and the Talent Review Meeting process.


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San Diego State University Foundation (Teacher)
SDSU STARTALK Multi-language Teacher Program
Arabic, Portuguese, Persian, Russian
- July 15, 2019 – July 19, 2019: (Online)
- July 22, 2019 – August 2, 2019: (Face-to-face)
- San Diego State University, San Diego, CA
Program Setting
This three-week (90 hours) hybrid teacher training program will prepare sixteen new and returning secondary and post-secondary teachers of Arabic, Persian, Portuguese, and Russian and provide them with the knowledge and practicum opportunities to design and deliver curricula and lessons based on backward design and STARTALK-endorsed principles for effective teaching and learning. The focus of the program will be on thematically organized performance-based units of instruction in a learner-centered classroom. Successful participants will earn three units of graduate level college credit. Participants will also learn about the steps that are necessary to become a credentialed teacher in the state of California and will be given an opportunity to attend an additional 40 hours of professional development through California World Language Project and will be on a path of becoming fellows of California World Language Project upon completing the final module. After the summer program and under the supervision of the camp directors, participants will teach the follow-up sessions for high school students on five Saturdays (one 3-hour session per month).
Contact(s)(619) 594-0846
Program Website

subset: commoncrawl


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Animal rights activists donned chicken suits Tuesday for a protest outside a taping of the Jay Leno Show.
PETA is upset with Leno because of an in-show promotion that features fast-food giant McDonald's. The activists want McDonald's to adopt "more humane slaughter methods."
"PETA is asking Leno to use his influence to benefit the millions of frightened birds who end up as McNuggets," PETA officials said in a news release.
The McDonald's promotion is part of a Monopoly-related contest during a commercial break. Viewers enter the contest online.
The deal includes Leno promotions on McDonald's packaging and game boards in the restaurants.
"Leno was at one point a McDonald's crew person," Peter Sterling, the chain's vice president for marketing, told USA Today. "People love him. He has a great reputation. As people are sampling Leno, it's a great opportunity to elevate (the show and the game)."
Two years ago, PETA named The Tonight Show's Kevin Eubanks one of the World's Sexiest Vegetarians.


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Film Builds Neighborhoods -- Or Is It The Other Way Around?/
New York City's First Neighborhood Filmmaking Challenge Premieres Inaugural Screening This Month
by Rachel Farnham
In the wake of Sandy, a lot of us have had to rely on neighbors and reach out to the strangers across the hall for the first time. We've experienced or read about such amazing stories of positive community collaboration in our city. On My Block Films understands the importance of community and focuses on building stronger micro-neighborhoods through collaborative filmmaking and storytelling.
OMB films is a filmmaking challenge founded by filmmaker Ryan O'Hara Theisen and executive producer Mary Crosse, kicked off earlier this year, calling participants to cast and crew only people and locations off their personal block to create a 5 minute short film. Time has come for the first screening of 16 films selected and handcrafted by citizens registered through all 5 boroughs.
For the many New Yorkers who are hard at work rebuilding their communities, here's a chance to get out as our subway trains come back to life, and listen to both the behind-the-scenes and amazing bonding stories each film has brought to each block, as we head towards a newer year.
From 7:00 pm onwards, guests will enjoy beer and wine, a theater-themed concessions menu and the main event, the screening and awards. Located in DUMBO, Brooklyn, WHITE WAVE John Ryan Theater will have a large screen set up for an optimal viewing experience of the films.
Date: Wednesday, November 14
Time: 7:00 pm Open Reception
7:45 pm Screening and Awards presentation
WHITE WAVE John Ryan Theater
25 Jay Street
Brooklyn, NY 11201
Seating is limited, discount tickets and info can be found at http://onmyblockfilms.com/on-my-block-films-screening-event/ or at the door for $9. The top films will be screened November 14. Awards will be presented for Best Narrative Film, Best Documentary Film and Best In Show.
On My Block aims to create an opportunity for neighbors to meet each other, work together and develop trusting relationships through the collaborative filmmaking process. At its heart, the challenge serves as an opportunity for neighbors to get to know one another better through the collaborative process of filmmaking. The finished films will live on past the festival end date as a source of community pride, and as a living map of the world's most creative city.
Rachel Farnham is the Press Director at On My Block Films. With non-profit, agency, international and luxury public relations roles, Rachel's dynamic background lends itself to projects like On My Block Films where she brings energized awareness to audiences while maintaining a personalized focus. Rachel lives in New York.


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WASHINGTON, Aug. 5 (UPI) -- Spurring U.S. companies to hire veterans can help men and women returning from war zones move into routine civilian jobs, President Barack Obama said.
"Today we're saying to our veterans, you fought for us and now we're fighting for you, for the jobs and opportunities that you need to keep your families strong and to keep America competitive in the 21st century," the president said as he unveiled a plan that offers tax credits to companies that hire veterans.
Obama, speaking at the Washington Navy Yard Friday, said the proposal calls for a $4,800 "Returning Heroes" tax credit to companies that hire veterans unemployed for six months or more and a $2,400 tax credit if they hire one without a job for less than six months, a White House release said.
Companies would get a $9,600 "Wounded Warriors" tax credit -- an extension of an existing program -- if they hire a disabled vet who was unemployed for six months or more or $4,800 if the vet was without a job for less than six months, the adviser said.
The administration estimates the cost of the tax credits will be $120 million over two years and will be funded from the existing budget.
Obama also ordered the Defense and Veterans Affairs departments to head up a task force on reforms, including a "reverse boot camp" to help veterans make the transition to civilian careers.
The U.S. Office of Personnel Management will be directed to publish a manual showing business managers how they can locate veterans with skills and training that match open positions, CNN reported. And the U.S. Labor Department would unroll an "enhanced career development and job search service package."
Obama challenged private-sector businesses to hire or train 100,000 unemployed veterans or their spouses during the next two years.
Many economists forecast the civilian unemployment rate would remain at 9.2 percent, as it was in June, with 75,000 to 120,000 in net new jobs created.
The job growth would largely come from the private sector, with government losing about 30,000 jobs, the economists forecast.
The unemployment rate among recent veterans was not included in the forecast, but it was 13.3 percent in June and was expected to increase in the coming months as an expected 10,000 troops return from Afghanistan and 46,000 return from Iraq.
An additional 23,000 troops from Afghanistan are set to return by September 2012.
The unemployment rate among veterans who served since Sept. 11, 2001, was 11.5 percent a year ago, the Labor Department said. In 2008 the rate was 7.3 percent.
Obama's proposal will require congressional approval. The credits would be made available in 2012 and 2013.
The military's existing training program for soldiers re-entering civilian life hasn't succeeded, senior administration officials acknowledged.
One jobless veteran told CBS News it was probably easier fighting in Iraq than searching for a job in the United States.
The White House plans to meet with House and Senate finance committee leaders to craft the tax-credit legislation when lawmakers return to Washington the second week of September.
The program, which would be considered government spending through the tax code, has been proposed at a time when heated debate is expected on finding $1.5 trillion in budget cuts.


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Rep. Peter King: Hillary Clinton Would 'Destroy' Rand Paul and Ted Cruz
(NEW YORK) -- If you're a 2016 GOP presidential hopeful, watch out for Rep. Peter King's right hook.
While discussing his boxing skills with ABC News' Rick Klein, King, R-N.Y., who has been talking up his potential presidential ambitions, took jabs at other possible 2016 contenders.
"I'm going to be feeling out the opponents the first few rounds, throwing jabs and jabs and, when they're not looking, right cross and it's all over," King said.
He even offered some praise for the Democrat who would be the odds-on frontrunner, provided she decided to run.
King believes the Republicans don't stand a chance if they put up the wrong candidate against Hillary Clinton.
"I think she's very strong on foreign policy, and I think that if we nominate someone from our isolationist wing of the party, she'll destroy them," King said, putting Sens. Rand Paul and Ted Cruz squarely in the isolationist category.
King also had criticism for another potential Republican 2016 hopeful, Sen. Marco Rubio, R- Fla., who King believed failed to deliver on providing aid to the Northeast in the wake of Hurricane Sandy.
"I have a lot of regard for Sen. Rubio, but I have some hard feelings after what he did, voting against aid to New York," King told ABC News. "[It] shows some narrowness which I'm not over yet."
That said, King's issues with the GOP are not only limited to the domestic front. The congressman also thinks Republicans need to participate in a "coherent" foreign policy dialogue and should focus on avoiding "name calling" and "pandering to people's fears."
"I like Paul [Ryan]," King said. "But as far as defense, Paul hasn't really spoken out on defense."
"So far … no one is out there talking about national defense," he continued. "The economy's important, immigration's important but the fact is if we don't survive as a nation, none of that matters."
Without this kind of discussion, King believes Republicans will face an uphill battle, especially if the Democrats nominate Clinton. And he is not alone in thinking that.
On Friday, White House strategist David Axelrod said Clinton would be the most likely Democratic nominee in 2016.
"I think that Hillary Clinton probably will be the candidate," Axelrod said Friday morning on MSNBC's Morning Joe.
Copyright 2013 ABC News Radio


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Unlocking your phone as easy as 1-2-3
We offer remote simlock unlocking with the use of a code entered on the phone's keypad.
The service is available for ZTE Blade A452.
IMPORTANT! DO NOT ORDER UNLESS YOUR PHONE PROMPT FOR AN UNLOCK CODE. Switch ON your phone with a SIM card from a different carrier (insert a non-Accepted SIM Card in the phone). IF the phone prompt and ask for an unlock code: it is OK, you CAN ORDER. If phone DOES NOT PROMPT/ASK FOR UNLOCK CODE: DO NOT ORDER. That means your handset has a factory firmware that does not allow you to unlock it with a code.
Send order form:Fields marked with * are required
IMEI is the unique 15-digit serial number of your mobile phone.
You can read your IMEI number by pressing *#06# on the keyboard of your mobile phone or you can read it on a sticker under the battery.
Make the payment:
2. Insert a non-accepted SIM card
3. Power on the handset. The device will prompt for the unlock code.
4. Enter the SIM unlock code sent to you by email
5. Select "OK" - the handset is now successfully unlocked.


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BEIJING (AP) — China's trade growth accelerated in January, possibly helping to ease fears about a slowdown in the world's second-largest economy that could dent global demand.
Imports rose 10 percent to $107.2 billion, up from January's 8.3 percent growth, trade data showed Wednesday. Exports rose 10.6 percent to $126.7 billion, more than double the previous month's 4.3 percent expansion.
Growth was "much stronger than we had expected," said RBS economist Louis Kuijs in a report. "This should make markets more relaxed about both global demand and demand in China's own economy."
Last year's economic growth of 7.7 percent was stronger than the United States, Japan or Europe but tied 2012 for China's weakest annual performance since 1999.
Growth looks set to slow further this year. That raises the risk of job losses and social tension, adding to pressure on communist leaders to shore up an expansion as they try to carry out sweeping promises of economic reforms.
Stronger exports could help to ease concern about employment in industries that employ millions of workers. That would reduce the need for a new economic stimulus, which would set back plans to reduce reliance on state-led investment.
China's trade figures early in the year are often volatile because companies rush to fill orders before shutting down for the Lunar New Year, which falls at different points in January or February each year.
This year's data were expected to be unusually weak because during the comparison period a year earlier exporters were believed to be inflating sales figures as an excuse to evade currency controls and bring extra money into China for investment.
"With these factors holding back export growth, the performance in January, at least first glance, looks even better than the headline expansion suggests," said Julian Evans-Pritchard of Capital Economics in a report.
The country's global trade surplus narrowed by 33 percent compared with a year earlier to $19.5 billion.
Its politically sensitive surplus with the United States fell 34 percent to $9.2 billion. The surplus with the 27-nation European Union, China's biggest trading partner, narrowed by 25 percent to $9.2 billion.
A plunge in global demand for Chinese exports prompted Beijing to launch a mini-stimulus in mid-2013 based on higher spending on railway construction and other public works. Growth accelerated from 7.5 percent in April-June to 7.8 percent the next quarter but eased slightly in the final quarter of 2013 as the effect of Beijing's spending faded.
Since then, Chinese leaders have said there is little that additional stimulus can do to spur growth and improvements will have to come from longer-term reforms.
General Administration of Customs of China (in Chinese): www.customs.gov.cn


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An urban design and lighting workshop linking two adjacent, contrasting districts in Glasgow city centre
More from: Learning from Glas Vegas
Glasgow's Merchant City, a dense grid of streets in the centre of Scotland's largest urban townscape, is a perfect fit with the Philips Livable Cities programme, which promotes, safe, sustainable, creative urban environments with lively night-time economies. In the Merchant City, homes and small businesses mingle with pubs, cafés, restaurants and clubs.
As well as broad streets with American-style warehouse buildings, the area is threaded through with small lanes, glazed brick courtyards, a beautiful churchyard and some impressive Victorian architecture.
To the south-east of the Merchant City, Glasgow's famous Barras market and the Barrowland Ballroom, with its large Vegas-style neon sign, mark the beginning of the city's east end. This is the Calton, the gateway district leading to the 2014 Commonwealth Games site further east. Although the mix is similar - housing, leisure and retail - the townscape is less coherent here and the levels of health and wealth of its residents considerably lower.
We asked our participants to imagine a dark November night in Glasgow. To imagine walking from the Old Fruitmarket in the Merchant City to the Barrowlands Ballroom in Calton on a route of their own choice. And to imagine how new lighting and good townscape design could make that journey a winter's delight. We asked them to take advantage of short cuts through lanes, routes past statues and architecture of interest, and alongside businesses, homes, pubs, clubs and cafés, to provide a thrilling night-time experience for Glasgow's citizens and visitors.
We gave them six hours to create their vision before presenting to the crit panel.
Cathy Johnston, Group manager, Glasgow City Council
The Calton area of Glasgow sits adjacent to the Barras market and is only a 10-minute walk from Glasgow Cross, the historic centre of the city. When viewed on a map, Calton would appear to be in a prime location - linking the city centre to the Commonwealth Games venues and acting as a gateway to the wider east end.
However, in reality Calton has suffered from a sense of dislocation from surrounding areas for a number of years. This is partly due to physical and perceived barriers, such as roads, vacant land, railways and the Barras market itself, which is essentially closed for five days a week. But it could also be considered a result of being on the edge of existing and previous regeneration initiatives, such as the Clyde Gateway and the Commonwealth Games site to the east and the Merchant City Townscape Heritage Initiative to the west. Until recently there has been a strong feeling among local people that Calton has been 'missed out'.
The importance of improving connectivity between Calton, the city centre and the east end was initially recognised by Glasgow City Council in its East End Local Development Strategy, published in 2008. This defines Calton as within a 'repair and reconnection zone', where managed intervention is promoted to enable it to thrive as an integral part of the city. Particular reference is made to south-east Calton, where 'areas of derelict land' are considered to 'blight the area and undermine the cohesion of urban form between Bridgeton and the city centre'.
Measures to improve connectivity were further explored through a community-led Street Audit in 2010. This focused on enhancing opportunities for walking by identifying key streets and spaces and proposing measures to improve their appearance, safety and legibility.
The findings from the Street Audit are reflected in the local planning document for the area, the Calton Area Development Framework (2012), which sets out a range of policies that seek to create a resilient, well-connected neighbourhood in the east end of Glasgow with a revitalised Barras market at its core.
Glasgow City Council is now undertaking a five-year programme of investment in the area, through the Calton Barras Action Plan (2012), which specifically targets the Barras market, vacant land and buildings and the environmental quality of key routes and spaces. Some of the projects directly address connectivity, such as the extensive Barras Shopfront Improvement Scheme, which aims to create a more attractive walking environment by upgrading street frontages, and a commission in partnership with Velocity, which will introduce art works along London Road.
Other projects aim to create better links with the Barras through public realm improvements and traffic calming measures, while investment in vacant floorspace hopes to bring more activity to the area, creating a vibrant market hub and further strengthening the relationship between Calton and the city centre.
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Philips Livable Cities lighting workshop
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Game of the Week for October 29, 2006
|Casey Kotchman hit two of the longest home runs in the history of The Epicenter on April 16, 2003.
Long-time visitors of FutureAngels.com know that every winter I post a "Minor League Game of the Week" each Sunday. The idea is to give you a baseball fix until the teams start playing again in April.
In 2003, I began recording as many webcasts as I could of the Angels minor league affiliates. The main reason was to archive some history. How cool would it be if you could listen to Tim Salmon with Edmonton in 1992 when he was named the Minor League Player of the Year, or Garret Anderson when he broke in with Boise in 1990, or Darin Erstad's professional debut with Lake Elsinore in 1995?
No one keeps that stuff, so with the permission of the affiliates I began archiving with the use of a program called Total Recorder from High Criteria. Basically it captures anything coming over a computer's sound card. At season's end, I send the MP3 files on CD-ROM to each affiliate's broadcaster to do with as he wishes, and they let me post the recordings on this site.
Webcasts are still in their infancy, suffering problems like Internet congestion, disrupted signals, power failures and whatnot. So if the original source has a problem, the recording has a problem.
Typically I've posted games from the season just completed, but with four years now in the archives I'm going to mix in some games from earlier seasons that have historical interest.
This week's game is High Desert at Rancho Cucamonga, April 16, 2003. Casey Kotchman hit two of the longest home runs in the history of The Epicenter on back-to-back pitches in his first two at-bats. The game is also notable for a rehab start by Aaron Sele. There's also a pre-game interview with Tommy Murphy, who made his major league debut this year as an outfielder; Murphy was a shortstop with the Quakes.
Click here to listen to the recording. You need Windows Media Player to play the download.
UPDATE 8:30 AM PDT — Just dug up out of the FutureAngels.com archives the video clip I shot that night of Casey's two homers. Overlaid on the audio is Rob Brender's calls of the homers. Click the Play button below; you need to have Windows Media Player installed on your computer to watch.
|April 16, 2003: Casey Kotchman hits back-to-back homers for Rancho Cucamonga, two of the longest homers in the history of The Epicenter.


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Evangelicals' Faith Leads Them to Issues of Environment and Social Justice
"As a movement progresses and matures, it begins to define itself by what it's for instead of what it's against."
The Rev. Gloria White-Hammond is head of the Save Darfur Coalition, an alliance of over 180 faith-based, advocacy and humanitarian organizations. White-Hammond is a pediatrician and pastor of Bethel AME Church in Boston.
Photo by Susan Megy
A passion for environmental action and social justice is spreading in what some may consider unexpected places. Had you walked into Northland, A Church Distributed—an evangelical megachurch in Florida—one Saturday morning last August, you would have found parishioners in Kevlar suits sifting through the congregation's trash. Their mission: to fulfill what they consider the biblical imperative to be good stewards of the Earth. Led by senior pastor Joel C. Hunter, an advocate of the pro-environment, evangelical Creation Care movement, the churchgoers sorted about 30 bins of trash in order to assess the congregation's environmental impact.
After the church showed the film "The Great Warming," featuring National Association of Evangelicals spokesman Richard Cizik, they wanted to take action. When they were finished assessing the congregation's waste, they created a 140-page audit of the church's solid waste, energy management, landscaping, and water use, which formed the basis of Northland's strategy for lowering its carbon footprint. Creation Care at Northland didn't end there. After services another weekend, the church held a Creation Care event with 30 environmentally-friendly vendors and organizations. Then, in February, evangelical leaders hosted an interfaith summit at Northland, training religious leaders to promote sustainability within their own congregations.
Rev. Hunter is one of a growing number of evangelicals creating an alternative to an evangelical political platform long dominated by hot-button issues such as gay marriage and abortion. While maintaining a socially conservative platform, Hunter and others are expanding their agendas to address concerns such as global warming, poverty, education, and peacemaking. His recent book, A New Kind of Conservative, sounds a call for social justice and compassion for the disadvantaged. According to Hunter, younger generations are avoiding the negative tone and single-issue focus of the Christian Right. "As a movement progresses and matures," he says, "it begins to define itself by what it's for instead of what it's against. It starts to think of pro-life in terms of life outside the womb as well as inside the womb." He likens this shift to the changes a person goes through while growing up. "When you're in middle school, you define yourself as who you hate and what you hate. But when you grow up, you start to say, 'Now, what do I like? What do I want to build? What do I want my life to mean?'"
Black and Hispanic evangelicals have played a major role in shifting the agenda. A 2004 poll by Greenberg Quinlan Rosner Research, Inc. for Religion & Ethics Newsweekly and U.S. News & World Report showed that while white evangelicals considered socially conservative moral values their first priority (37%), 41% of black and 34% of Hispanic respondents placed a different moral issue—the economy—first.
Rev. Samuel Rodriguez, leader of the National Hispanic Christian Leadership Conference (NHCLC), believes Hispanic evangelicals serve as a natural bridge between the "righteousness platform" of white evangelicals and the "justice platform" of the black church. While the approximately 15 million Hispanic evangelicals in America often oppose abortion and gay marriage, many also hold progressive, populist views on issues such as poverty, health care, education, and racial equality.
Immigration is one contentious issue Rodriguez hopes to see depolarized. The NHCLC envisions a "middle path" between upholding the rule of law and exercising compassion toward the approximately 12 million undocumented immigrants already living in the U.S. In response to HR 4437, the 2005 bill designed to rein in illegal immigration, NHCLC drafted a proposal calling for comprehensive immigration reform that would include penalties and the payment of back taxes while "bringing immigrants out of the shadows" and providing a path to citizenship.
Rodriguez's concern for social justice stems from his upbringing in Bethlehem, Pennsylvania, where he witnessed economic upheaval and the decline of industry. As the region transformed, he saw rising levels of violence and racial inequality that persisted as the city grew increasingly diverse. In neighboring Allentown, where the high-school graduation rate was only 60.7% in 2005, evangelical pastors are making efforts to become a "firewall" against gang violence and high dropout rates. In collaboration with Allentown mayor Ed Pawlowski, the NHCLC-affiliated Third Day Worship Center launched an initiative to address these problems, creating an after-school mentoring program for at-risk youth. The effort, coinciding with the creation of Allentown's Office of Faith-Based Initiatives, was part of Generation Fuerza (Generation Strength), an NHCLC campaign to reduce teen pregnancy, dropout rates, and gang involvement. Generation Fuerza advocates will begin meeting with Congress in October to promote this agenda.
Each year about 20 students from the University of Wisconsin in Madison travel to Palatka, Florida, to build affordable housing for Habitat for Humanity. The Crossing ("where faith meets life"), a campus ministry at University of Wisconsin, organizes outreach programs that get young people involved with the "problems and possibilities of our world." Groups have also traveled to Israel/Palestine, and to Mississippi to help with Hurricane Katrina cleanup.
Photo by Charlene Shepard & Chris Garrison
The social justice approach extends beyond the domestic sphere. Evangelicals for Darfur, a member of the Save Darfur Coalition, includes advocates across the political spectrum, from Richard Land of the Southern Baptist Convention to Jim Wallis, editor of the progressive Sojourners magazine. In 2006, the group ran full-page ads in 10 major newspapers entitled "Without You, Mr. President, Darfur Doesn't Have a Prayer," urging support for international peacekeeping forces and multilateral economic sanctions. In addition to pushing for action, the group solicits donations for relief efforts and promotes education about the genocide.
Other evangelical groups are advocating peace between Israelis and Palestinians. They urge a two-state solution to the conflict, offering an alternative to the approach of more visible leaders such as John Hagee, founder of Christians United for Israel (CUFI) and senior pastor of the Cornerstone megachurch in San Antonio, Texas. Hagee is an influential proponent of Christian Zionism, which takes literally the biblical Book of Revelation and views an apocalyptic war in the Middle East as a necessary precursor to the Second Coming of Christ. As Christian Zionists, Hagee and his organization believe that Israel has a divinely sanctioned right to the West Bank and Gaza, and are actively involved in lobbying Washington to oppose "land for peace" and the creation of a Palestinian state.
Evangelicals for Middle East Understanding was founded in part to counter what the organization calls "a rising tide of Western interpretation of the nation of Israel as the fulfillment of biblical prophecy." Its Executive Director, Leonard Rodgers, believes the key to understanding lies in forming personal ties between American evangelicals and Middle Eastern Christians and Muslims, which the group accomplishes through its Living Stones delegations to the region. The organization is especially committed to forging ties with Middle Eastern Christians, a community Rodgers says few Americans are aware of. "When you introduce them and they build a relationship, they begin to understand the Middle East through the eyes of a Middle Easterner," he says.
Last November, about 100 leaders signed an open letter by Evangelicals for Social Action, a group devoted to social and economic justice. "In the context of our ongoing support for the security of Israel, we believe that unless the situation between Israel and Palestine improves quickly, the consequences will be devastating," the letter reads, commending Israeli and Palestinian leadership for supporting a two-state solution. The letter reaffirmed the call for peace contained in a July 2007 open letter to President Bush signed by 39 prominent evangelical leaders.
A key factor in the changing face of evangelicalism is the appearance of a young generation that is more expansive in its social outlook. While they are likely to share the socially conservative approach of their parents, younger evangelicals are being shaped by the dynamic world of globalization, technology, and online social networking.
Ben Lowe, 24, studied environmental biology at Wheaton College and is active in several Creation Care groups on Facebook. Last year, he brought together student leaders from 15 campuses for the January 2007 Wheaton Creation Care Summit and participated in Power Shift 2007, joining tens of thousands of other young adults in Washington, D.C. to confront global warming. He now works for A Rocha, a Christian organization devoted to conservation. Although his peers sometimes express suspicion toward environmentalism, they often change their minds once introduced to the issue in a biblical context. "Once we show from the Bible that being good stewards of the environment is our privilege and responsibility," says Lowe, "then my peers are usually very enthusiastic and supportive."
Rowan University graduate Dan Lebo, 22, now attends Palmer Theological Seminary. He received a scholarship to work with Evangelicals for Social Action and helped distribute its call for Middle East peace. "The American political landscape can be a very frustrating place for younger evangelicals," says Lebo, because the issues they care about fall across the spectrum. "It would be very hard to pigeonhole young evangelicals into any political sphere. However, at the same time we are becoming very politically engaged. We realize how important politics can be to the welfare of our society and our world and are understanding that being apathetic about politics doesn't help anything or anyone."
|Valerie Saturen wrote this article as part of Purple America, the Fall 2008 issue of YES! Magazine. Valerie is a freelance writer living in Tacoma, Washington. Her work focuses on politics, the Middle East, and the environment. She can be reached at [email protected]


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Tahini Vinaigrette Recipes
View All | View Summaries
Falafel Salad with Lemon Tahini Vinaigrette
09.29.09 by Jackie
During our last trip to Philadelphia, Lulu and I realized how narrow the vegetarian options were in restaurants. Lulu had falafel during the entire time of our stay there.
He hasn't touched it since we got back and I thought it was time to re-introduce him to falafel. I served them in a Mediterranean-style salad along with lemon tahini vinaigrette, candied walnuts and thinly sliced kumquat preserves from last winter's harvest.
Full Recipe...


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Daddy Twofoot
Revision as of 20:47, 3 July 2010 by KingAragorn Bot (Talk | contribs)
|Daddy Twofoot
|Biographical Information
|Bagshot Row
|Physical Description
|Images of Daddy Twofoot
- "That's a dark bad place, if half the tales be true."
- ― Daddy Twofoot on the Old Forest[1]
Daddy Twofoot was a Hobbit of the Shire in the late Third Age.
Daddy Twofoot lived in a hole on Bagshot Row in Bywater, right next door to Hamfast Gamgee and his family. He was a regular at the Ivy Bush Inn, where he was one particular evening in Third Age 3001, when Hamfast Gamgee entertained his fellow patrons with his knowledge of Bag End and "Mad Baggins". During the conversation, Daddy showed some disdain for Bucklanders, considering them peculiar strangers.[1]
Portrayal in adaptations
1981: BBC Radio's The Lord of the Rings:
- Daddy Twofoot is voiced by Leonard Fenton. He is present in the Ivy Bush before Bilbo's Birthday Party.[2]
2001: The Lord of the Rings: The Fellowship of the Ring:
- Daddy Twofoot's place at the conversation (which is moved to the Green Dragon) is taken over by Sam.[3] A Decipher Card of Daddy Twofoot identifies him as one of the Hobbits seen in the preceding scene, Concerning Hobbits.[4]
2002: Vivendi's The Fellowship of the Ring:
- Daddy Twofoot lives at Number Two, Bagshot Row, and can be seen sitting outside the Green Dragon. No actor is specified for the part.[5]
- ↑ 1.0 1.1 J.R.R. Tolkien, The Lord of the Rings, The Fellowship of the Ring, "A Long-expected Party"
- ↑ Michael Bakewell, Brian Sibley (eds.), The Lord of the Rings (1981 radio series), "A Long Expected Party"
- ↑ Peter Jackson, Philippa Boyens, Fran Walsh (eds.), The Lord of the Rings: The Fellowship of the Ring - Special Extended DVD Edition, "At the Green Dragon"
- ↑ Decipher Inc., The Lord of the Rings Trading Card Game, 13U 144, Daddy Twofoot; Next-door Neighbor
- ↑ The Lord of the Rings: The Fellowship of the Ring (video game), "The Shire"


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Campo Bajo 4 - Covatelles
- Villa2476 sq. ft.
- Sleeps: 4
- Bedrooms: 2
- Bathrooms: 1
- Min Stay: 3–7 nights
Campo Bajo 4
Property Manager
Aguila Rent
- Languages:
- english, french, german, spanish, dutch, danish
- Satellite or cable
- Air Conditioning
- Heater
- Internet
- Parking
- Swimming pool
- Bathrooms: 1
House Rules
Check-in: 4:00 PM
Check-out: 9:30 AM
No parties/events
Smoking allowed
No pets
Children allowed
Minimum age of primary renter:18
Max guests:4
3 Reviews
The car access is somewhat awkward, and ...
The car access is somewhat awkward, and can only be done in a small car without having to drive past the villa, turn round and approach from the south. Other than that a very pleasant villa for up to 4 people.
Excellent accommodation inside and out. ...
Excellent accommodation inside and out. We had a couple of maintenance issues during our stay, both were fixed the same day they were reported. Excellent service. The outside space is fantastic. It is situated a bit outside town but this gives great privacy and quietness at the villa with a very good taxi service into/out of town. If you feel fit its a 1hr walk or 30 min run into town but a very pleasant one.
Javea is an authentic fishing town located at the Costa Blanca on the most easterly point of the Iberian peninsula of Spain. Centrally located 100 km from Valencia (due north) and 90 km from Alicante (due south), Javea is an easy hours drive by car from these historical cities and their airports. The island of Ibiza is a ferry trip away from Denia, another unique coastal town only a short drive through the picturesque mountains. The mountains surrounding this area and the dramatic cliffs along the coastline provide stunning natural beauty, and an ideal place to live or spend the holiday with the variety of residential areas offering many luxury holiday homes, villas and apartments.
Javea - Costa Blanca - Spain
Apart from the unique location and her typically Spanish charm, Javea is a village on the Costa Blanca that wants to stay a village thanks to the municipal policy. No high buildings, no mass tourism, but pure authenticity. In short, Javea is the place where people live and spend their holidays, who like privacy but also the conviviality and wants to avoid the crowds.
General information about Javea
The history of Javea (Jávea in Castilian), or Xabia (in Valencian), dates back many centuries. The first evidence of human inhabitation of the area is 16,000 years old, found as wall paintings in the caves of the impressive mountain Montgó.
Javea is divided into three different areas: the old town ( El Pueblo ), the port ( El Puerto ) and El Arenal, the area around the sandy beach of Javea, where you can also find most of our holiday apartments. The old town hasn´t changed much over the last centuries and has retained some traditionally built houses, around the typical Spanish squares.
The port was built in 1871 with the main trade being raisins. After this trade was no longer in demand, the once large harbour diminished to a small fishing harbour. Later on, thanks to the increasing tourism, the port expanded with a marina suitable for yachts and powerboats. The Arenal is the commercial and tourist part of Javea. Here you can also find many restaurants, pleasant bars and a few discotheques which stay open till late.
Beaches of Javea
The beautiful beaches along the 25 km coastline of Javea are mainly gravel and rocky beaches. La Grava and Cala Blanca beaches are excellent for water sports such as jet skiing, windsurfing and canoeing. The small bays Portitxol and Tang with gravel beaches are perfect for diving or snorkeling.
The Arenal is the sandy beach of Javea and as well as the bars and restaurants mentioned above, there are also other facilities like playgrounds for children, volleyball nets and also jet skis and boats for hire. Other beaches along the coastline of Javea include: El Pope, Ambolo, La Granadella, Muntanyar and Cala la Sardina.
Things to see in Javea
Javea has many beautiful places with stunning views and interesting sights, some of these worth a visit include the two churches: Iglesia de San Bartoleme, built in the 12th century and an example of late gothic architecture. Santa Maria de Loreto was built in 1967 with a very unusual design. The ceiling of this church is shaped as a ships hull, and is dedicated to the patron saint of the fishermen of Javea, The Holy Virgin of Loreto. Soler Blasco, the archaeological museum in the old town of Javea, offers a wealth of information about the areas and Iberian history.
Things to do in Javea
There are several amusement parks not far from Jvea, like Terra Mitica , the first real theme park in the Costa Blanca Spain. This amusement park is divided into five areas, five lost civilisations of the Medieval en the main rides take you back to the myths and legends of these ancient cultures. Aqualandia on the other hand is a huge water park where children of every age can have an incredible day in many swimming pools with springboards, rapids, waterfalls and slides. To visit beautiful exotic en marine animals and several shows and other attractions you can visit Safari Park Vergel or animal park Mundomar.
Sports and recreation in Javea
A sports enthusiast will not get bored in Javea! You can play golf golf at Javea Golf Club (9 holes) or at the golf course La Sella (18 holes), and surrounding Javea on the Costa Blanca there are many more golf courses:
Or you can play tennis at one of the tennis courts in Javea. For water sports enthusiasts there are many possibilities, with several places to hire a boat or go sailing to have the most of the Costa Blanca. Or you can dive or go snorkelling with one of the many diving clubs or schools in Javea. El Arenal beach offers jet skis, water skis and boats for hire.
Surroundings of the villa areas in Javea
The holiday rental homes, luxury holiday rental villas and holiday rental apartments are situated in several urbanisations of Javea, against the forested hills, not far from the sea.
- El Tosalet, Toscal en Cap Marti: Stylish built villa parks situated against the bushy slopes of Javea.
- Adsubia, la Finca and Cansalades: Situated in the hills between the sandy beach of El Arenal and the golf course.
- Partida Mezquida: Spacious and calm residential area located between the old town and the port of Javea.
- Costa Nova, Marina and Ambolo: Traditional villa areas with lovely views across the Costa Blanca, the sea and the bay of Javea, situated on the wooded plateau of Cabo la Nao.
- Balcón al Mar: Spacious and popular villa park on the forested plateau of Cabo la Nao on the most eastern point of the Iberian peninsula. On a good day (which of course are most!) you can see Ibiza shimmering in the distance.
- La Siesta: Quiet villa area situated on the wooded and popular plateau of Cabo la Nao.
- Mar Azul and Portichol: These villas are situated in the idyllic bay of Portichol, at walking distance of the gravel beach.
- Montgó and La Plana: Extensive residential areas sheltering against the south slope and on the plain part of the Montgó, Javeas elephant mountain.
- Lluca, El Rafalet y Tesoro Golf Park and Seniola: Villa parks on the forested hills amidst the orange groves of Javea and close to the Mediterranean Sea. In general all holiday accomodations have their own garden and private pool.


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Lyn gave me this wonderful award :-) Thank you so much.
I wanna pass this award to Yen, Chikai, Jeanne, Chant, CC, Lucel Julianna and Liza.
Friday, March 7, 2008
Interesting Blog Award
1 Showed Some Love:
- Yen said...
Sis,thanks for this one!:) Happy Weekend!
- March 7, 2008 at 11:08 PM
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What: The James Bond Ultimate Collector's Set. All 21 films on DVD, from Dr. No to Casino Royale (you'll have to spring for Quantum of Solace separately when it's released), plus another 21 discs of extras.
Why you need it: No matter who you think made the best celluloid Bond (coughSeanConnerycough), you can't deny 007's grip on pop culture. Or his impressive pantheon of conquests, from Eva Marie Saint to Halle Berry. Or the fact that the guy can wear a suit. And did we mention the 21 discs of bonus features -- one for every single film?
How much: $89.95, today (Tuesday) only. After that, it goes back to the full price of $289.98 -- and you'll have to settle for this Gawker mashup of The Best James Bond Sex Puns.
Where to get it: Online at Amazon.com


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A School That's More Than Just Academics
Raena Janes decided Tucson needed a new kind of educational system. So she founded six tuition-free charter schools where kids, including her own, learn with their hearts as well as their minds.
Every student has a favorite grown-up at school—and for thousands of Arizona kids that amazing adult is Raena Janes. She's the 39-year-old founder, superintendent and powerhouse for a network of popular charter schools. What makes these places special isn't just that they're well managed but that the curriculum balances quality academics with activities that strengthen families and encourage kids to help those in need.
The idea to create charter schools—funded in part by tax dollars and open to the public but run entirely by Raena—has its roots in her early life. "I was adopted and felt blessed to have such caring parents," she explains. "I've always wanted to make sure every child has the same chances I did." Her first big opportunity came when she was a teenager. "My dad was pastor at Grace Chapel church in Tucson, and I worked in the office at the preschool there," she says. Raena was a natural, and over the next several years she took business courses at the University of Phoenix and Pima Community College, researched human development and education, and got the preschool licensed for infant day care.
But the defining moment was in 1999, when a 2-year-old in a wheelchair with a feeding tube enrolled at Grace Chapel. "As we scrambled to meet her needs, something clicked," says Raena. "I made up my mind to raise money so we could accommodate more such children. The logical next step was to generate enough funds to provide the best possible learning environment." She was already over-the-top busy but went ahead and applied for a grant.
Even though that attempt failed, Raena was undaunted. She turned to a professional fundraiser in the congregation, and the tutoring was just what Raena needed. "I worked for a total of about 100 hours over several weeks on a new application, which landed me $2.5 million from the Arizona Department of Economic Security. That's when I knew nothing could stop me," she says. After giving birth to twins Cole and Chloe in 2002, she set her sights on her next goal: turning the private church school into a tuition-free charter institution that would be open to the entire community. As she pulled together a budget to build a new facility, she decided to go all out. "I marched into the Bank of Tucson and said I had a brand-new business and needed $750,000," she says. "I showed them three months' worth of financials and promised to pay back the money in two years."
They quickly approved her application. "It wasn't just that she was well prepared," says Sandi Smithe, chief operating officer at the bank. "What convinced us was her can-do attitude to create something very positive for our community." Raena points out, though, that she came armed with something far more powerful than paperwork or enthusiasm. "I had my faith," she says. "I believed wholeheartedly in my mission." Selling charter school bonds and asking private individuals for donations, she soon secured another $13 million. By April 2005, she had broken ground for the school of her dreams.
Four months later the 7-acre campus was ready, with 27 classrooms, a state-of-the-art media center, a library, a cafeteria, two basketball courts, a soccer field and playgrounds. Her family—including her sister, Andrea Smith—has backed her efforts. "Raena has been devoted to children and children's education for as long as I can remember," says Andrea. "We've always supported her vision."
Raena christened the school La Paloma. "It's Spanish for 'the dove,' the universal symbol of peace," she explains. But she also chose the name to honor the memory of her most generous donor, a businessman who owned La Paloma resort in Tucson and passed away before the school's opening. "He would have been so proud," Raena says.
The facility quickly filled to capacity with 650 students, none of whom paid tuition. The curriculum stresses citizenship as well as scholarship, and each grade has a different focus: Kindergartners concentrate on family literacy and collect books to send to underserved populations across the country. Fourth-graders take on the environment, participating in a desert restoration program, while sixth-graders support the military by writing letters to troops overseas and their families. La Paloma also offers multiple family services, such as free breakfast and lunch, no-cost childcare and weekly activities like movie night.
Raena eventually opened a second campus in Tucson and took over several more charter schools in other cities, including Phoenix. Her accomplishments did not go unrecognized by Arizona, which honored her with an Excellence in Education Award. "This is what I prayed would happen, but I am still astonished at how far we've come," she says. Raena works 10-hour days and travels to every school twice a month. There are now 3,000 enrollees spread over six campuses, and parents couldn't be more enthusiastic. "Sure, it matters that classes are small and there's lots of individual instruction, but what I really loved was the mission to help others," says Karen Crandall, whose sons graduated from La Paloma. "Kids can't help but pick up on Raena's joy for this kind of work. They learn compassion, and that the world doesn't revolve just around them."
After completing eighth grade, Raena's students attend high schools all over the city. Many keep in touch. "I hear about the great volunteer work they're doing and I know that the lessons of La Paloma are staying with them," Raena says. Her daughter, Chloe, now 10, is a case in point. "Three years ago, her second-grade teacher told the class about Helen Keller International, an organization that helps children and adults around the world get eye care," Raena says. "Chloe and several of her friends started their own campaign and collected $26.14. That may not sound like much, but the kids were very proud. I was too."
Raena, who opened a new campus last fall, hopes to triple her enrollment in the state—and take La Paloma nationwide. "I've never forgotten that brave 2-year-old," she says. "When the days are long and the challenges are great, just thinking about her renews my commitment and faith. As long as there are children who need what I can give, failing isn't an option. My greatest desire is that I will never have to turn a single one of them away."
Originally published in the September 2012 issue of Family Circle magazine.


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When trying to determine the Architecture of an OS, I ran across IntPtr.
From reading the documentation, I saw this:Since the size of IntPtr is intended to be the size of the architecture, would it be feasible to test the size and determine the OS by that? Or is there a better way?The IntPtr type is designed to be an integer whose size is platform-specific. That is, an instance of this type is expected to be 32-bits on 32-bit hardware and operating systems, and 64-bits on 64-bit hardware and operating systems.
I was thinking there might also be a way via WMI, but I don't want to use that for compatibility reason.


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Each Friday, the Ransom Center shares photos from throughout the week that highlight a range of activities and collection holdings. We hope you enjoy these photos that reveal some of the everyday happenings at the Center.
Please be aware that Photo Friday will be on hiatus during the summer, but will return in September.


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Transfer Services
Herkimer College is ranked one of the top 100 community colleges in the US for student success, thanks to our high transfer and graduation rates. How do we achieve such impressive transfer numbers? By providing high-quality academics and outstanding transfer counseling services.
Many students choose to begin their academic careers at Herkimer College because they can earn a highly respected Associate's degree or certificate for an affordable cost, all while enjoying nationally ranked athletics and the premier two-year SUNY experience. But to transfer successfully and accomplish all your goals, you need a strong plan – and that's where Transfer Counseling Services come in.
The Transfer Counseling Office is responsible for assistance with transfer to a four-year college or university, including areas like:
- Applications
- College search
- Selection of major
- Transfer of credit
- Information on transfer scholarships
- Coordination of fall and spring transfer college days
- College visitations throughout the year
- Establishment of transfer articulation agreements.
Students are encouraged to meet with the transfer counselor early to make sure they are enrolled in the correct courses/major for transfer. The Transfer Counseling services include individual transfer assistance with a transfer counselor, transfer assistance workshops, Transfer College Days with over sixty college representatives, individual on-campus visits throughout the year by various four-year colleges, a transfer resource library, information on transfer scholarships and computer assisted college search.
To learn more, contact us at:
Location: RMCC 302
Phone #: 315-866-0300 x8284
Fax number: 315-866-0706


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|Baked pita chip cups filled with hummus, olives and feta
"So good, right?"
"Get these chips away from me."
Yes, this is hummus. And yes, it's SO good. And you don't need to pass on the chips, because these pita chips are whole wheat.
And better yet, it's homemade hummus INSIDE a baked pita cup. Healthy and delicious, what more do you need? (I kind of want a hot dog).
Anyways, whether you're hosting a football viewing party or going to a game this weekend, you've gotta try these.
(Try some.)
For the hummus, you'll need some garbanzo beans, olive oil, lemon, garlic and tahini. Tahini is a paste of roasted sesame seeds and sort of has the consistency of creamy peanut butter. In fact, I found it near the peanut butters at the grocery store. You don't need too much, but it really makes the hummus taste authentic.
If you're making the pita cups, you'll need to cut the pitas into rounds. I used an egg fry ring, but you could use a round cookie cutter or even the empty garbanzo bean can. If you are just making pita chips, you can skip this and just cut each pita into 8 wedges.
Next, brush your pita rounds with a little olive oil and season with sea salt. (*Note: pitas usually have two layers...I separated them for the cups, but left them together for the chips).
Then pop them into the microwave for about 10-15 seconds until they become pliable. This will allow you to easily press them into a muffin pan. Bake at 375 degrees for 10-15 minutes, or until lightly browned and crispy.
To make the hummus, all you need to do is dump the drained garbanzo beans and puree until smooth, reserving some of the liquid from the cans for later.
Add the remaining ingredients and blend until the mixture is creamy. If necessary, add some of the reserved liquid from the drained garbanzo beans until you reach the desired consistency. Adjust seasonings to your taste.
Spoon hummus into cups and garnish with toppings of your choice. (I used parsley, olives, and feta cheese). (P.S. Don't forget to check out Wendy's cookbook for more delicious Mediterranean recipes!)
- 4 whole wheat pitas
- 4 teaspoons olive oil (for brushing)
- Sea salt to taste
- 2 (14.5 ounce) cans garbanzo beans (chickpeas)
- Juice from 2 lemons
- 1/4 tablespoon olive oil
- 1/4 cup tahini paste
- 1/2 teaspoon sea salt
- pinch of cayenne pepper
- crumbled feta
- chopped Kalamata olives
- chopped parsley
- paprika
- Preheat oven to 375 degrees.
- Using an empty can or round cookie cutter, cut pitas into rounds. Using a pastry brush, brush each pita with 1 teaspoon of olive oil. Sprinkle with sea salt to taste. (If making regular pita chips, cut each pita into 8 wedges).
- Microwave rounds for 10-15 seconds until pliable. Press into muffin pan and bake 10-15 minutes. Cool to room temperature.
- Drain the garbanzo beans and reserve 1/4 to 1/2 cup of the liquid. Place the beans in a food processor and puree until smooth.
- Add the remaining ingredients and blend until the mixture is creamy. If necessary, add the liquid reserved from the canned garbanzo beans to create desired creaminess.
- Spoon hummus into pita cups and sprinkle with paprika, crumbled feta, chopped olives, and chopped parsley.


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Back to Directory Search
1218 S. Santa Fe Ave.
Los Angeles, CA 90021, U.S.A.View Map
Phone: 1-866-HEATH-11
Email: email@example.com
URL: http://www.publicsculpture.com
More Information
Artist's statement:
"As a contemporary art metal sculptor working primarily in steel and stainless steel, Heath Satow has been creating iconic scale public art pieces since 1989. He does not work in editions; thus guaranteeing each piece created by his studio is the only one like it in the world.
Satow's formal training as a designer enables him to create sculpture that works harmoniously with its surroundings, while his artistic instinct provides inspiration and creativity to produce fresh and distinctive work. His art has been commissioned for many public sites including an airport, zoos, hospitals, corporations and museums in locations as diverse as Palm Desert, Hong Kong, and Dubai. These works have become icons and points of reference for the communities in which they are located.
Satow's artistic focus is to utilize the natural qualities of metals and other materials to create contemporary yet inviting interpretive sculpture. He designs each sculpture specifically for it's location and to meet the goals of the project. His forte in the public art arena is the ability to effectively communicate institution/municipality message and engage the viewer with his artistic and interpretive abilities.
Passionately committed to environmentally sustainable design, all of Satow's materials are durable and virtually maintenance-free. His sculptures are created through direct fabrication, with all metals being 100% recyclable. Any waste generated during production is completely recycled."
El Paso – Rio Bosque Wetlands installation: 2012
A captured moment of excitement, this twenty-foot tall sculpture is of a Harris Hawk in pursuit of its prey, the moment before it strikes.
City of Rosemead – 9/11 2011
Stainless steel sculpture made up of almost 3,000 elements, incorporating an I-beam from the World Trade Center.
Los Angeles – Ripple 2011
Twenty-foot long aluminum and granite wall sculpture emulating droplets of rain rippling the surface of a pond, in the style of a Japanese Zen garden.
Minnesota Zoo 2008
Twelve life-size stainless steel animal sculptures.
Palm Desert - Tumbling Weed 2008
Five playful stainless steel sculptures at the edge of a development.
Cirque du Soleil 2008
Three life-size rusted steel tree sculptures for a new Cirque du Soleil show in Las Vegas, NV.
Dubai - Projects for Dubai Industrial City 2007
Five story tall stainless steel hanging mobile and floor-level sculpture representing the mission of this new "city" in Dubai.
Palm Desert - Ce N'est Pas Une Lizard 2006
Thirty-foot long by twelve foot tall steel and stainless steel entry sculpture for Palm Desert.
Denver Zoo 2004 - 2005
Twenty-two life-size stainless steel animal sculptures for the entry plaza.
Dubai Aluminum 2005
Nine-foot tall, 1500-pound aluminum sculpture for Dubai Aluminum Company Ltd. created for the 25th anniversary of the company and presented to His Highness Sheikh Hamdan.
Website Design & Development by Cybermill Interactive


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DOE Recognizes GSA Energy Award Winners
October 19, 2001
October 19, 2001
Contact: Viki Reath 202-501-1231
WASHINGTON, D.C. -- Seven U.S. General Services Administration teams earned Federal Energy and Water Management Awards from the Federal Interagency Energy Policy Committee and the Department of Energy (DOE), GSA announced today. The seven teams won GSA awards on the same day, Oct. 17.
The government-wide awards recognize contributions toward increased energy efficiency and water conservation within the federal government.
GSA won the Energy Star Building Award for Superior Performance. Energy Star is a symbol of energy efficiency established by the Envrironmental Protection Agency and DOE. Buildings with energy and water performance ratings among the top 25 percent nationally -- earning a score of at least 75-- and which maintain an indoor environment that conforms to industry standards can qualify to receive the Energy Star label for buildings.
In FY 2000 the following GSA-managed buildings achieved a benchmarking score of 95 or higher: Prince Kuhio Kalanianole Federal Building, U.S. Courthouse, Honolulu, Hawaii; El Paso, Texas, Federal Office Building; Federal Building, U.S. Courthouse Lafayette, La.; Federal Building, Tucson, Ariz.; U.S. Customhouse, New Orleans, La.; A. Maceo Smith Federal Building, Dallas, Texas; Chet Holifield Federal Building, Laguna Niguel, Calif.
GSA honored its seven Energy Efficiency Award project winners and the 27 associates who developed the projects, in its headquarters office, with Administrator Stephen Perry and Mark Ewing, Director, Energy Center of Expertise, PBS, presenting GSA's Energy Efficiency Awards.
The winners were:
Small Group, Alternative Financing Awards, Atlanta Energy Performance: Stan Hall, Michael Harris, Floria Standifer, Timothy Wisner, Charles Evans. The team was recognized for its work on the Atlanta Energy Performance Contract, a Department of Energy, Super ESPC energy project, incorporating the major federal facilities of the Atlanta Property Management Center. The project demonstrates real entrepreneurial drive in achieving the energy reduction requirements of Executive Order 13123. This project has attained the DOE Federal Energy Saver Showcase designation and the EPA Energy Star Building certification for the Richard B. Russell Federal Building
Lincoln Energy Conservation Project: Harry Atkins, Chuck Korytowski, Perry Boeschen, P.E., Tony Pensick, Suvit S. Boyd. This was the first project completed with the Department of Energy's Super ESPC contract by Region 6 of GSA. By using $3.78 million of funding earmarked for replacement of CFC-containing chillers, and installing an energy management system, the Lincoln Team took a "whole building approach" and achieved $119,966 in annual savings for one building.
Organization - Renewable Energy Award, Metcalfe Solar Roof Initiative: Jeff Mornar, Tom Davis, Jane Rath, Julie Bertholdm GSA, EPA and DOE formed a multiple agency team to implement a 10kW solar photovoltaic system for the Ralph H. Metcalfe Building, home to the EPA Region 5 Headquarters in Chicago. The team developed and implemented a photovoltaic solar cell system that demonstrates a non-polluting, renewable energy approach for generating supplemental electricity for building operations.
Organization - Effective Program Implementation and Management, Courthouse Energy Conservation Program: Property Management Division, Fred Peller, Nancy Garrett, Larry Matthews, Don Klotz, Julie Berthold. Diligent planning resulted in receiving funds from the Energy Center of Expertise in fiscal year 2000 to complete three whole-building retrofits, as a part of GSA's Courthouse Energy Renovation Program. In all, GSA invested more than $1.44 million dollars in the three courthouses, for an annual savings of $168,000 dollars, an 8.57-year payback.
Small Group - Effective Program Implementation and Management Award:" Carol Lautzenheiser, Guy Lunay, Kevin Myles, Mark Trimarchi, James Kuo. In 1998, GSA's Greater Southwest Region assembled the Energy Team, a group with diverse backgrounds, self-directed and committed to saving energy. In fiscal year 2000 alone, the Energy Team completed two ESPC projects and one funded project, encompassing a total of 26 government buildings in central and south Texas. With a total construction cost of $6.9 million, the projects will save over 30,000 MBtu's annually, and $740,000 per year, in energy, water, and maintenance costs.
Small Group - Renewable Energy Award, Photovoltaic Demonstration Project at Suitland Federal Center: Steve White, Patrick Dawson. GSA's National Capital Region has installed a 100-kilowatt (kW) photovoltaic power system at the Suitland Federal Center in Suitland, Maryland. This facility showcases renewable energy technology in the National Capital Region. Coordinated through GSA/NCR's Maintenance & Energy Branch, the project was funded by the GSA National Energy Center of Expertise. The largest installation to date in the Million Solar Roofs Initiative, this highly visible demonstration serves as a working model for future photovoltaic installations. It reduces the Suitland Federal Center's conventional energy needs and offsets production of air pollutants and greenhouse gases.
Small Group - Innovative / New Technology Award, Aggregate Power Purchase for 100% Renewable Power: Ken Shutika, Don Stiteler, Barbara McPhelim, Jerard Butler. Members combined the electric requirements of six GSA two non-GSA accounts, and then went to market with the combined requirement of 3,000,000 kWh of renewable electricity. The innovative aggregate power purchase approach resulted in an account large enough to entice highly competitive pricing. The method allowed GSA to purchase 100% renewable power from 100% renewable resources with little or no price premium versus long-term regulated rates. The $170,000 contract was GSA's first procurement for renewable power in Pennsylvania.


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About Us
East Portland Veterinary Clinic is a full service companion animal hospital that has been servicing pet owners in Portland since 1977. It is our duty to provide quality veterinary care throughout the life of your pet. Our services and facilities are designed to assist in routine preventive care for young, healthy pets; early detection and treatment of disease as your pet ages; and complete medical and surgical care as necessary during his or her lifetime.
We understand the special role your pet plays in your family and are dedicated to becoming your partner in your pet's health care. We treat your pet as we would our own. Our goal is to practice the highest quality medicine and surgery with compassion and an emphasis on client education. Our entire healthcare team is committed to providing personal attention to the unique concerns of each individual pet owner.
If you have any further questions or would like to make an appointment, please do not hesitate to contact our office at (503) 253-7977 and one of our helpful staff members will assist you.


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Lentil loaf is great to make for dinner, but the best part about it is when you have leftovers. It makes great sandwiches, almost like a pate. A slice of lentil loaf, lettuce, tomato, vegan mayo and a squeeze of mustard, on fresh bread served with a dill pickle. Feels like I am reading a deli menu.
- 1 cup dried brown lentils-cooked
- 1/2 cup brown rice-cooked
- 2 tbsp-sunflower oil
- 1 onion-small diced
- 1 carrot-minced
- 1 celery stalk-minced
- 2 cloves garlic-minced
- 2 tsp poultry seasoning
- 1/2 cup oats
- 2 tbsp ground flax seed-mixed with 6 tbsp boiling water
- 2 tbsp dijon mustard
- 2 tsp apple cider vinegar
- 1 tbsp balsamic vinegar
- 1/4 bread crumbs
- 1 tbsp nutritional yeast
- 4 tbsp flour
- sea salt
- freshly ground pepper
- 1/4 cup ketchup
Cover lentils with water and cook until soft then drain them.
Cook rice according to directions.
On medium high heat in a saute pan, add oil, onion carrot, celery, and garlic, saute for 4-5 minutes, until soft.
Add poultry seasoning.
In a large bowl mix lentils and rice and onion mixture together.
Add the rest of the ingredients, mixing well to form a mushy consistancy.
In a greased loaf pan, pat down the mixture. Spread ketchup all over the top.
Bake in a 375 oven for 45 minutes


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Cherish forever what makes you unique, cuz you're really a yawn if it goes.Bette Midler
We incorporated new tastes and flavors into our kids' diets from a very early age, which helped to develop their palates and prevented them from becoming picky eaters. We don't buy junk food and give them options of fresh fruit, yogurt, raw almonds, or dried whole grain cereals for snack time.Cat Cora
America is the land of the second chance - and when the gates of the prison open, the path ahead should lead to a better life.George W. Bush
Porsche is a driver's car - a performance car. That was funny - here's this awesome car, but it's got no cup holders.Jason McCoy


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From our perspective, we face three key challenges in our region. Firstly, there is a lack of public education on savings and pensions; secondly we simply do not save enough and thirdly, there is an over reliance on public pensions schemes and state support, which over the long-term is not sustainable. As a result, we believe there is a potential 'savings time bomb' on the horizon.
To illustrate this point, unlike western markets where public education on the need to save has been actively promoted for decades, within our region this is, culturally, a relatively new concept with a savings and pensions industry still very much in its early days.
Worryingly, almost 30 per cent of MENA citizens save nothing, 28 per cent of Gulf Co-operation Council (GCC) employees do not save, with almost 50 per cent saving less than 10 per cent of their salary. This trend has major repercussions for all of our citizens in terms of managing both short-term unexpected expenses through to longer term issues such as planning for retirement.
In addition to this lack of a 'savings culture', government public pensions are under duress. Our view is that government-sponsored retirement schemes (which currently represents approximately 33 per cent of the MENA labour force) are coming under increasing financial pressures with more retirees from an ageing population living longer, aided by advances in medical care.
Public pension reform is, therefore, unavoidable. Added to this, final pensions are dependent on career, years served and salary histories and often due to these factors can be much less than expected, which in turn has significant financial repercussions on the employee's retirement life if the pension is the only source of income.
In the west, the trend has already been the transferral of retirement financing from government and employer to the individual and in due course (all depending on looming medium to long-term economical challenges) aspects of this model will become more prevalent in our region. As a result, an individual's responsibility for their finances will come to the fore with comprehensive financial planning and personal savings becoming of prime importance for our citizens.
As a region, we do need public education initiatives to address the need for citizens to save both for now and for the long term, which will provide future generations with firm guidance.
In terms of the future, our view is that every citizen should have a personal 'savings pot', which is theirs to own and to manage and which is not subject to the control of others, and this is true for both nationals and expatriates. These savings should be actively managed to provide peace of mind that there is a financial cushion in place, which will not only help navigate any short-term emergencies but also provide an additional source of income in later years to supplement public/private pensions.
We therefore encourage everybody to take control of their own finances and to actively research the types of investment and savings vehicles that are available. Saving plans can be started with very small monthly investments, which with time can grow into a significant savings fund so everyone should seek the benefits of these saving platforms.
In terms of choosing a savings provider, potential clients should ensure that the firm is well regulated and funded, utilises the best international investment partners as well as providing comprehensive investment choices which includes conventional and sharia-compliant options, in addition to the ability to monitor and manage these investments.
In conclusion, as a region, we simply do not save enough and this is true for both nationals and expatriates with the same repercussions for both - the inability to cover unexpected financial emergencies and crisis through to the lack of funds to support both themselves and their families in later years and to enjoy the lifestyles they have become accustomed to. There is a critical need for change within our saving culture if we are to avoid severe repercussions, and the key is public education and awareness in addition to encouraging the growth of a domestic savings and pensions industry.
Ebrahim K Ebrahim is chief marketing & communications officer at TAKAUD, a long-term savings and pensions business headquartered in Bahrain.


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Punny Animal Card Set
Learn how to make these cards using these free instructions. Handmade Valentine's Day cards are the perfect way to show you care and with these card making steps creating this design is easy.
SUPPLIES: Cardstock: (white) Papertrey Ink Patterned paper: (Clam Bake, Bikini Time, Wavelength, Rose-Colored Glasses from Lauderdale 6x6 pad) BasicGrey Clear stamps: (hippo, zebra, giraffe, striped heart from Zoo Crew set; fish from Birthday Buddies set; heart from Vegtastic set; heart from Boob Tube set; heart from Hang Ups set) Paper Smooches Dye ink: (Tuxedo Black) Tsukineko Color medium: (assorted markers) Copic Finish: (dimensional glaze) Ranger Industries Fibers: (natural jute twine) May Arts Font: (Ryan BT) azfonts.net Tool: (corner rounder punch) We R Memory Keepers Finished size: each card 4" square
1 Make cards from cardstock; adhere patterned paper.
2 Print sentiments on cardstock. Trim into squares and round corners.
3 Stamp animals and hearts on cardstock squares. Note: Mask hat from fish stamp.
4 Draw conversation bubbles and dots with marker.
5 Color images with markers.
6 Apply dimensional glaze to hearts and eyes; let dry.
7 Tie twine around panels and adhere to cards with foam tape.
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