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I got in my car and put the car in reverse to start heading to church today. Little did I know my brakes were not working. I live on a very busy...
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I used my water and aloe mix, SM curl enhancing smoothie, and then my Shea mixture. My hair has never been so shiny and soft since going natural....
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Business Head at Preferred Talent Partners
Views:3879 Applications:449 Rec. Actions:Recruiter Actions:5
Manager - Human Resource - Automotive (5-10 yrs)
- Leading end to end recruitment for entry to middle level management .
- Responsible for performance appraisal cycle.
- Manage Talent Review Processes .
- Anchor the Campus Recruitment drives.
- Responsible for Capability Building Iterventions .
- Driving the culture of performance, people processes and policies .
- Leading the employee engagements in terms of Events, Cultural activities, interactions etc .
- Cordinating with Various Business Heads for the requiremnets in their team and addressing it .

subset: commoncrawl


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15501 Fairway Drive
Commerce City, CO 80022
Data provided by REColorado
Nicest Home Under $1M in Denver Metro. Immaculate 2007 Custom Build with Recent Upgrades in Parade of Homes Neighborhood. SweepingMountain Views Backing to Buffalo Run. Luxurious Estate Featuring 6 Beds, 7 Baths & 6500 Finished Sq Ft. Main Level Boasts an Elegant Foyer,Formal Sitting, Study, Great Room, Mudroom & Media Center. Gourmet Kitchen Offers a Grand Island, Bar Seating, Slab Granite, Tiled Backsplash &Walk-In Pantry. 6 Burner Range, Double Oven, 2 D/W & Monogram Fridge. Gracious Study has Stained Molding, Chair Rail & French Doors. 2ndStory Has Bridge Overlook & 4 Beds All with En Suite Baths & Walk-In Closets. Vaulted Ceilings, Balcony with Views, His & Hers Closets in MasterSuite. 5-Piece Master Bath with Heated Floors, Steam Shower, 2 Rain Heads & Soaker Tub. Beds Share J & J Playroom. New Basement with2K Finished Sq Ft, Rec Room, Artist?s Studio, Exercise Room, 2 Beds, 1.5 Baths & Massive Storage. 3 Car Garage with High Ceilings, Epoxy Floors &Copious Storage.
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Reunion (29)
Avg. Sold Price$415,684
Avg. Days on Mkt.53
Property Details
- Days on PL 168
- Parking 3 Spaces
- Lot Size 15,647 SF (0 Acres)
- Type Residential
- Style
- Architecture
- Structure Type
- Seller Individual
- Above Grade sqft 4,547 SF
- Finished sqft 6,547 FSF
- Total sqft 6,786 TSF
- Hoa Fees $175 $99
- Year Built 2007
- Faces
- Amenities Adjacent to Open Space, Air Conditioning-Central, Attic Fan, Balcony, Carpet, Ceiling Fan, Central Vacuum, Compactor, Concrete, Corner Lot, Covered Patio, Cul-de-Sac, Dishwasher, Double Pane Windows, Dryer, Exercise Room, Front Porch, Gas Valve, Gated Community, Golf Community, Humidifier, Kitchen Island, Master Bath, Master Suite, Microwave Oven, Mountain View, On Golf Course, Open Floor Plan, Pantry, Patio, Professional Landscaping, Refrigerator (Kitchen), Remodeled, Security System, Sprinkler System, Stove/Range/Oven, Tile Floor, Updated, Vaulted, Walk-in Closets, Washer, Water Softener, Wet Bar, Window Coverings, Wine Cooler, Wood Floors, Yard
Additional Details
- City Commerce City
- School Districts School District 27-J
- Elementary School Turnberry
- Junior High School
- High School Prairie View
- Zoned Residential
- Taxes $11,304
- County Adams
- Heat Delivery Forced Air
- Heat Fuel Gas
- Cooling Air Conditioning-Central, Attic Fan, Ceiling Fan
- Water Public
- Sewer
- Fireplaces Great Room, Living Room
- Basement Type
- Basement Finished % 90%
- Year of Construction 2007
Listing Courtesy of Your Castle Real Estate Inc
The content relating to real estate for sale in this website comes in part from the Internet Data eXchange ("IDX") program of METROLIST, INC. Real estate listings held by brokers other than PorchLight Real Estate Group are marked with the IDX Logo. All information subject to change and should be independently verified. This information is being provided for the consumers' personal, non-commercial use and may not be used for any other purpose. This publication is designed to provide information with regard to the subject matter covered. It is displayed with the understanding that the publisher and authors are not engaged in rendering real estate, legal, accounting, tax, or other professional services and that the publisher and authors are not offering such advice in this publication. If real estate, legal, or other expert assistance is required, the services of a competent, professional person should be sought. The information contained in this publication is subject to change without notice. METROLIST, INC. MAKES NO WARRANTY OF ANY KIND WITH REGARD TO THIS MATERIAL, INCLUDING, BUT NOT LIMITED TO, THE IMPLIED WARRANTIES OF MERCHANTABILITY AND FITNESS FOR A PARTICULAR PURPOSE. METROLIST, INC. SHALL NOT BE LIABLE FOR ERRORS CONTAINED HEREIN OR FOR ANY DAMAGES IN CONNECTION WITH THE FURNISHING, PERFORMANCE, OR USE OF THIS MATERIAL.
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A novel by Jacqueline Seewald
Behind Closed Doors When a friend asks Kim Reynolds if her library is concealing an inferno collection, she denies it. Why would a university library keep books hidden from the public? But Kim's friend Lorette is being threatened by someone who believes the secret collection exists. Then Kim finds Lorette's body, and even though the police rule her death a suicide, Kim fears her friend was murdered. Determined to find out what really happened, she starts to search for the hidden books. Then another student is killed, and Lieutenant Mike Gardner wants Kim to let the police handle things. But Kim can't stop investigating any more than she can ignore the connection between her and the rugged cop. As her psychic abilities warn her of looming danger, Kim follows a trail that leads back tot he college and a professor's dark and depraved deeds. Soon, the shattering truth about the mysterious collection and what it contains makes Kim the target of a calculating killer...
Genre: Mystery
Genre: Mystery
Used availability for Jacqueline Seewald's The Inferno Collection
Hardback Editions
June 2007 : USA Hardback
Paperback Editions
2013 : UK Paperback
Title: The Inferno Collection
Author(s): Jacqueline Seewald
ISBN: 0-373-26845-9 / 978-0-373-26845-0 (UK edition)
Publisher: Worldwide Library
Availability: Amazon
September 2008 : USA Paperback


text:
Recognition: "acknowledgment of something or someone's validity".
If we learned anything from our experience with the people in our lives, we know that: 1.) Us feeling thankful for what they do for us, and 2.) Them feeling appreciated are almost always two very separate entities. Hence the need for an actual action (a bridge, so you will) to translate our 1.) thoughts into 2.) tangible, meaningful experience for the recipients. This, is Recognition. And when you do it right, it pays.
Wait, do it "right"? It's not enough to do it, now there are wrong ways to do it?
Unfortunately and fortunately, yes. There is just no easy way to put this. Everyone has different definitions of what constitutes recognition. This is where generic, thoughtless, one-size-hopefully-it-fits-all methods fail. But here's the silver lining: there are also very effective ways that we all seem to agree on. These are fail-proof recognitions that could instantly make us feel validated. And fortunately for company leaders, these methods have given us a pretty clear guideline on what will definitely work – what makes it right.
Let's start by agreeing on the circumstance: We are ready to take action to improve Employee Recognition in our company. Yes, we can also all agree that creating a culture where employees feel valued and appreciated at work is much easier said than done. If it was, we wouldn't have only one in three workers in the U.S. say that they've received recognition or praise for doing good work in the past seven days. But, don't let that discourage you. Why? The reason why so many employee recognition programs fail isn't because recognition is a wildly impossible thing to tackle, but because these programs just weren't built to work in the first place.
Turns out, it's not that complicated – every successful employee recognition approach always boils down to three things: Sincerity, Efficacy, and Fairness.
You have to mean it. Your employees can always tell when it's ultimately about you and not about them. So put "what can we do to also boost productivity" aside for one minute, and really think about it from an employee's point of view. In short, don't do it for the sake of going through the motions. If it stems from the genuine idea of wanting to create a happy company, trust us, you're already halfway there.
One "good job" isn't going to cut it. Recognition is most impactful when you're as specific and descriptive as you can be in your compliments. It shows your employees the extra efforts they put in have not gone unnoticed. This is crucial. Reuven Gorsht, the global vice president of customer strategy at SAP said, "Instead of a generic 'great job,' be specific — for example, 'I really like how you've pulled the discussion back together – You're an exemplary collaborator.'" (from Business News Daily)
If you're planning on creating a reward/bonus program, don't make the grave mistake of assuming you know what everyone wants. Whether in the form of surveys or regular face-to-face interactions, ask your employees what motivates them the most, and what type of recognition rewards they prefer. You'll be surprised it's not always about money. Even if you're not creating a reward program just yet, knowing what type of recognitions your employees want will go a long way in fostering future great ideas.
Example: At Hyatt, hotels regularly host "Night Owl Breakfasts" when managers serve meals to night-shift workers, share information and gather feedback. (from Fortune) The gesture of a meal to say thanks never fails.
What makes recognition extra meaningful? When it comes from fellow coworkers who have witnessed firsthand the work you put in. In fact, 90% of workers said values-based, peer-to-peer recognition made them more satisfied with their work. (SHRM/Globoforce Employee Recognition Survey, 2016).
Another huge factor for why peer recognition works is because it's going to be effective round the clock, day in, day out. As Chester Elton objectified the situation perfectly in Why The Power Of Peers Is So Important For Building Trust In The Workplace, "how are busy, spread-thin managers expected to see and recognize the achievements of all their people? There is a solution to this common recognition problem: Get your team members involved."
Example: Soon after launching a peer-to-peer employee appreciation program, more than a third of all employees at Hawaii National Bank started to receive thank you messages from their peers. The company utilizes Thank It Forward, a company-wide peer recognition system by Brighter, to make sending thank you messages to coworkers simple. Employees can choose from different e-cards, use pre-filled messages or customize their own. "Our teams really enjoy using Thank It Forward and it is now a big part of our culture" says VP of HR, Derek Kanehira.
The whole point of recognition is to make your employees feel appreciated and create an environment where they can truly feel trusted for their work and contributions. If you don't make recognition in your company a well-grounded system that believes in and self supports itself, any recognition program you introduce will quickly fall flat. Reinforce the efficacy of workplace recognition by preserving and strengthening your employees' confidence in it.
We aren't discrediting monthly or yearly recognitions, but for them to be as impactful as they can be, recognitions should be given and received as soon as possible. Why? Recognitions are less genuine when they seem to be an afterthought. Imagine how you'd feel if you had put in extra hours, dedicated your entire focus to the success of a project, achieved something extraordinary, but all you get in return is silence…till a month later. Abby Whitaker at Fast Company succinctly summed up the significance of timely feedback: "If you wait until that all-hands meeting to congratulate the past quarter's top performers, good luck generating any real or lasting motivation."
Example: At Bonusly, to make sure employees at different locations is always aware of the great work everyone is doing, a dashboard is projected at every office displaying all the recognition going on throughout the day.
The main goal of employee recognition is to foster a strong appreciation culture that self-sustains and reinforces itself. To do this, you must empower your employees to lead the company in this appreciation movement by giving them the ability to recognize and encourage great performance. Trust in their judgment, give them the tools they need, and watch your employees take ownership in employee recognition.
Example: Zappos put recognition in the hands of the employees themselves. The Coworker Bonus Program allows employees to award $50 to a coworker who went above and beyond for them or their team each month.
If you're looking to increase positivity solely in one part of your business, by all means, limit employee recognition to that department. But if your goal is to create a healthy, creative, and productive environment in your company that will increase overall job satisfaction and retention, do not leave anybody out. If you do, your entire plan will backfire swiftly as employees see the difference in treatment. Remember, the whole point is to make your employees feel more important, not less.
All, or nothing at all. Unless the programs are department-specific (say Most Productive Sales Person), everyone in your company, regardless of desk or non-desk workers, or their seniority, should feel like it's a fair game. That means in your rewards programs, your criteria should not exclude employees who don't have equal opportunities to prove themselves. For example, you can't create an MVP of the Month program without making some employees whose job duties are mostly unvarying feel like they never stood a chance in the first place. To avoid this, make use of peer recognitions, or create value-based recognitions.
Example: At Groupon, all work anniversaries (Grouponniversary) are celebrated. Employees are given a top-of-the-line, bright green Adidas track jacket that can be personalized with unique nicknames and star patches for each additional year at the company.
A smart recognition program avoids pitting employees against each other. Whilst a little competition here and there promotes creativity and fun, competition based programs could create a low-morale, anxiety-filled office where non-winners feel uncredited for the efforts they put in. Manager-picked recognitions likewise can threaten the mood in your company. "You don't want to design a process in which managers select the people to receive recognition. Employees will see this type of process forever as managerial favoritism," says Susan M. Heathfield, an HR expert. Avoid the tragedy of gaining one happy winner whilst losing everybody else to dejection - make rewards performance or value based (not about winning).
Example: At NetApp any employee who sees others doing extraordinary things simply has to reach out to CEO, who will personally call that employee to thank them. In addition, "Living Our Values Awards," NetApp's largest employee recognition program, colleagues nominate one another around the world — the employee in each region with the most votes is called out by the CEO at an all-hands meeting and gets face-time in a video.
Your company is built upon the countless hours your employees put in. It's not just about the accomplishments but mostly the many ideas, small steps and even failures it took to get here. When you recognize your employees, make sure it's not only the victories that you're celebrating. Don't neglect the loyal employees who put in just as much work even if the work is routine, or the brave ones that voiced their ideas even if they weren't embraced by the majority, or the team member who took the initiative to handle a customer complaint even if the insistent customer could not be appeased. At the end of the day, your employees need to be assured that you appreciate their work while they're working on it, and not only after achieving the results you wanted
Are you ready to start a successful Employee Recognition program in your company? Take this checklist based on the above and use it as a model in your approach. Match it up to your plans and see if you've met all the guidelines.
The Essential Employee Recognition Checklist:
1. Sincerity
Be Specific
Make It Personal
Peer-to-Peer Recognition
2. Efficacy
As Quick As Possible
Active Participation
3. Fairness
Everyone's Eligible
Not a Competition
Focus on Process, Not Just Outcome
Remember that recognition is after all, an ongoing process. Companies that take shortcuts thinking they can "attain" a culture of appreciation at work through a hasty program that hasn't considered and acknowledged the concomitant human factors can expect to get out of it just as much as they put in. If you want to create a company of happy workers who feel appreciated, don't focus on the outcome. Focus on the process – the people and what they want.


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Speed Dating in Newcastle has proven to be a successful, fun and exciting way to meet new people. We also arrange UK speed dating events throughout England, Scotland and Wales. We are known as the UK's favourite speed dating company with over 90% of attendees saying that they would recommend us. Over 80% of our speed daters get at least one match, with over half getting two or more matches. Enjoy successful Speed Dating evenings around the UK and have a fun night and speed dating like-minded single people interested in meeting you.
At Speed Dating in Newcastle, you will meet many single people and have a four minute dates with each of them. You may find these speed dating tips useful, and you should also know that all of our events are held in carefully chosen upmarket bars.
We're confident there's someone for everyone so we guarantee you will find someone you will want to see again, otherwise we will give you your next Speed Dating event for free!
The next speed dating events in Newcastle are:
Slug & Lettuce – Grainger Street - Ages 36-55
Wednesday 12th February
Places remaining4 1
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Thursday 26th March
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Book now for speed dating in Newcastle at one of the above events
Speed dating in Newcastle: Newcastle is a city overflowing with gorgeous singles from all walks of life and oodles of potential love matches at our Newcastle speed dating events.
While 'Word hard, play hard' should be the motto for the people of this amazing city if hooking up with someone in a busy bar isn't your cup of tea and you can't envisage yourself finding love in supermarket aisles, speed dating in Newcastle events with Slow Dating could be just what you are looking for.
And so it's no surprise that Slow Dating holds a full range of fantastic Newcastle speed dating events across the year in this bustling city. But In such a large, diverse city it can be difficult for many singles in Newcastle to find love.
Single and looking for a speed dating event in Newcastle?
From singletons working in the manufacturing industry to those in construction, and from individuals focused on all things glitzy in PR to hard working doctors and nurses, Speed dating Newcastle is a hub of potential for the singletons of the city. We want to make sure you are comfortable, so if you're nervous, why not invite a friend along to the event? Take a break from the hustle and bustle of your busy work lives and relax for an amazing evening getting to know local singles in similar positions to you.
The team here at Slow Dating can help to find you exactly what you are looking for in a partner through any one of our professionally organised Newcastle speed dating events, so why not grab yourself a ticket to one of our upcoming full filled evenings and discover the true potential of finding love in Newcastle with the UK's number one speed dating hosts?
Finding your dream match at our dating events
Considering the huge array of singletons in Newcastle, finding your dream match can be difficult but with smart, proven techniques that help to introduce a wealth of likeminded singletons to one another, speed dating in Newcastle could be the answer.
Slow Dating makes it possible to find compatible, long lasting love in Newcastle. With such a selection of single people living in and around Newcastle, you're sure to meet someone you have a spark with. If you don't hit it off with anyone at one of our speed dating in Newcastle events, we can guarantee another event for free, to make sure that you meet that perfect someone!
Local speed dating events near Newcastle
Other events local to Newcastle are as follows; Speed Dating Edinburgh / Speed Dating Leeds / Speed Dating York.
Newcastle Speed Dating Venues
Venue Slug & Lettuce – Grainger Street
Address 30 Grainger Street
Directions Close to Newcastle Central station.
Phone 0191 261 5989


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Code: 10421
Dimensions:H: 7.5cm (3")D: 10.5cm (4.1")
This is the largest of all the beehive hooks we have on offer, sitting on a rectangular back plate with parallel lines cut into it. Dimensions: 105mm projection x approximately 75mm high. Rectangle 50mm x 26mm. We can hire our items as well as sell, so talk to us to hear about our hire agreements.
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Subtle hues of summer merge with floral motifs of regal Rajasthani gardens in this yellow tunic. The printed Manasri tunic with an asymmetric hemline, will be your new favourite this season. Paired with the Nirzara Jacket.
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CHICAGO, 2012-07-23 — /travelprnews.com/ — United Airlines announced five new international and domestic air service routes from O'Hare International Airport; a new O'Hare United Airport lounge; new jet bridges in Terminal 2; a new inline baggage system in Terminal 1 and a new medical clinic for United employees who work at O'Hare. See the full United news release here.
The new air service includes:
- Chicago to Monterrey, Mexico, daily service effective December 19, 2012
- Chicago to Nassau, Bahamas, weekly (Saturday) peak-season service effective February 9, 2013
- Chicago to Thunder Bay, Canada, daily service effective February 14, 2013
- Chicago to Jackson, Miss., daily service effective November 4, 2012
- Chicago to Anchorage, Alaska, daily peak winter service (December 19 through January 2) in addition to existing daily summer service.
Mayor Rahm Emanuel and Chicago Department of Aviation (CDA) Commissioner Rosemarie S. Andolino joined United Airlines in making these exciting announcements.
"Chicago is one of the most accessible cities in the world, and United's continued commitment to expanding its presence here creates jobs and economic opportunity for our residents and attracts more business and leisure visitors to the city," said Mayor Emanuel. "This is a terrific step forward for the city as we continue to grow as a destination for business, tourism, culture and entertainment."
"United's addition of new and expanded service to its already robust schedule is a win for travelers and for Chicago," said Andolino. "These new routes provide more choices for passengers and enhance the overall Chicago travel market. What's more, travelers coming to and from these destinations will be well-served by O'Hare's strong connecting passenger traffic to other U.S. and international destinations."
The new destinations revealed this week follow United's announcement earlier this year that it will start new daily service from Chicago to Sarasota, Florida beginning on November 4, 2012.
In addition to new service, United is investing in several upgrades to facilities at O'Hare.
The first is the installation of new passenger loading bridges at United Express gates in Terminal 2, so customers can board regional aircraft directly from the terminal safely and comfortably. The total investment in this project will be $13 million. Construction on these gates started in May 2012. The first gates will be finished by mid-July and full completion (10 gates) is expected by mid-2013.
Second, United is building the first new United Club at Terminal 2. The club will measure 12,500 square feet, triple the size of the existing club in the terminal. This project will be completed in the fourth quarter of this year, at a cost of $10 million.
Third, United is building a medical clinic for its employees at O'Hare. The clinic will allow employees to get medical attention as well as routine check-ups and emergency care. The project is expected to be completed in the fourth quarter of 2012, at a cost of $2 million.
In addition, United and the Transportation Security Administration (TSA) are investing in improvements to the T1, Concourse B Terminal inline baggage system at O'Hare. The project will provide operational and security upgrades to the existing baggage system. The total project cost is $19.5 million with United contributing $2 million and the remainder funded by TSA.
"These critical investments will make O'Hare a more modern, competitive airport for our residents," said Mayor Emanuel. "We continue to work to attract visitors and facilitate travel to and from Chicago, and these improvements by United will help us in this important mission."
"We applaud the new and enhanced amenities and services that United Airlines is adding to O'Hare for both its passengers and its employees," added Andolino. "Providing a world-class experience to our customers while focusing on safety and security have always been high priorities for the Chicago Department of Aviation. We're pleased to work with our partner United Airlines in making the investments and upgrades necessary to achieve those goals."


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According to an August 8, 2018 story in Bloomberg Businessweek, Amazon has about a 5 percent share of U.S. retail spending (excluding cars and car parts and visits to restaurants and bars), and a 43.5 share of American online spending in 2018. The forecast is for Amazon to own 49 percent of the total American online spending in 2018, with two-thirds of Amazon's revenue coming from the U.S.[51]
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WIRED's Lauren Goode reviews the latest iPhone models -- the iPhone XS and iPhone XS Max -- and tests the battery life, camera and video capabilities. CORRECTION, Sept. 19, 5:05 PM EST: The video above misstated the water rating for the iPhone XS and XS Max. While the IP68 standard states that devices must be waterproof to more than 1 meter, Apple's new phones are waterproof up to 2 meters for up to 30 minutes."
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Bloggers who have their own websites can also earn Amazon vouchers by linking to the site through an affiliates program. When your readers click on the Amazon ad and buy something, you get a commission of 5-15%. While it doesn't count for anything sent to your home, it doesn't stop you from teaming up with friends and family and asking them to use your affiliate code.
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More teenagers are using Prime membership, too, according to the survey. Prime adoption is at 74%, up from 66% last year. This is in line with the rise of Prime membership penetration across American households. Piper Jaffray estimates that a little over 80 million households are Prime users, up from a high of 70 million in the spring. Another research firm, Consumer Intelligence Research Partners, has estimated that Amazon Prime reached 97 million U.S. members in September.


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Ted Cruz Group Raises $1.1 Million Off His Debate Performance - First Draft. Political News, Now. - The New York Times
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Rand Paul's point of no return: The GOP establishment tells him to back off his White House campaign - Salon.com
Massive Earthquake Hits Afghanistan, Pakistan, India, Leaving At Least 12 Dead | Zero Hedge
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Mish's Global Economic Trend Analysis: Chinese Malls Hit With Low Traffic, Rising Vacancies, Plunging Rent, Massive Overcapacity
China's 7% Growth Mirage——Some Facts Which Prove It | David Stockman's Contra Corner
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New York Mets Prove Bill Maher And Steve Cohen Are Better Investors Than David Einhorn - Forbes
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Financial Collapse to Wipe Away All the Lies-Rick Ackerman | Greg Hunter's USAWatchdog
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Deal reached on Pacific Rim trade pact in boost for Obama economic agenda - The Washington Post
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Obviously, it isn't enough to finance the great movements of trade today and it would be the most backward step that the United States has taken since the end of the Second World War. We have substantially improved our position this quarter, the second quarter over the first quarter. Our loss is down to almost a third of what it was in the first quarter. Our loss, based on the first and second quarter of this year, is about half of what it was last year, and about a third of what it was the year before. We hope that we can bring our balance of payments into balance by the end of next year.
We are not going to devalue. There is no possible use in the United States devaluing. Every other currency in a sense is tied to the dollar; if we devalued, all other currencies would devalue and so that those who speculate against the dollar are going to lose. The United States will not devalue its dollar. And the fact of the matter is the United States can balance its balance of payments any day it wants if it wishes to withdraw its support of our defense expenditures overseas and our foreign aid.


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- Last Updated on Friday, 03 August 2012 10:16
Access to clinical and academic health research capabilities
Browsing research carried out or sponsored by research councils
There are four research councils where health is a major component of their remit:
Medical Research Council (MRC)
This Council is predominantly responsible for clinical research in the UK, and covers mostly pharmaceuticals but with a growing interest in diagnostics. There is a large cohort of clinical researchers through the MRC and through MRC funded Centres.
Biotechnology and Biological Sciences Research Council (BBSRC)
This Council, as its name implies, operates within the biological area. Hence it is relevant for companies operating in biologics or stem cells related to regenerative medicine. There is a Biotechnology Research Industry Club (BRIC) supported by the Healthtech and Medicines KTN which has been building bioprocessing capability in the UK.
Economic and Social Research Council (ESRC)
This research council has historically delivered research to inform government policy, but is increasingly addressing issues of relevance to medtech, including health economics and new business models. Researchers can be accessed that have strong social or business backgrounds to support medtech companies.
Engineering and Physical Sciences Research Council (EPSRC)
This is the main home for medical devices and diagnostics businesses as its focus is the building block to many of the technologies used in Medtech / Healthtech.
Many universities operate in the medtech sector, so to find partners you are recommended to contact the KTN who will have many direct contacts with key research groups and also go through the EPSRC website which has a good search engine to find existing and past research grants.
More information about the different initiatives led by the EPSRC is detailed in next section.
Access centres of excellence sponsored by the Engineering and Physical Sciences Research Council (EPSRC)
Innovative Manufacturing Research Centres (IMRCs)
Innovative Manufacturing Research Centres (IMRCs) are funded by the EPSRC to support highly innovative research under the broad heading of 'value-added manufacturing', with a strong drive to respond to industry needs. They have flexibility in the allocation of new projects, under the specific scope and goals of the individual centre. They increasingly have a core grant which is added to with other responsive mode (EPSRC) and managed programmes (EPSRC, TSB, Other) in response to new research directions and industry lead.
IMRCs related to the Health technologies are as follows:
- Salford Centre for Research and Innovation (SCRI) in the Built and Human Environment.
- Multidisciplinary Assessment of Technology Centre for Health (MATCH).
- Loughborough Innovative Manufacturing and Construction Research Centre.
- EPSRC Centre for Innovative Manufacturing in Regenerative Medicine at Loughborough University.
- Bioprocessing Modular Training for the Bioprocess Industries Programme (MBI®).
- Imperial College, Health and Care Infrastructure Research and Innovation Centre (HaCIRIC)
- Innovative Construction Research Centre (ICRC) links with HaCIRIC to promote innovation to healthcare.
- Imperial Innovation Studies Centre (ISC) links with HaCIRIC to promote innovation to healthcare.
- Warwick Innovative Manufacturing Research Centre (WIMRC)
- Cambridge Engineering Design Centre, Design for Patient Safety.
- The Bath Innovative Design and Manufacturing Research Centre (IdMRC) for Healthcare multi-disciplinary project.
New Centres are being established, under the name of 'EPSRC Centres for Innovative Manufacturing'.
Innovation and Knowledge Centres (IKCs)
Innovation and Knowledge Centres (IKCs) are centres of excellence to accelerate and promote business exploitation of an emerging research and technology field. They differ from IMRCs by working much closer to the highest technology readiness level, that is, they are developing technologies close to their early commercialisation stage. Their key feature is a shared space and entrepreneurial environment, in which researchers, potential customers and skilled professionals from both academia and business can work side by side to scope applications, business models and routes to market.
IKCs with expertise of relevance to Healthtech are:
- Cambridge Integrated Knowledge Centre - Advanced Manufacturing Technologies for Photonics and Electronics – Exploiting Molecular and Macromolecular Materials.
- Ultra Precision and Structured Surfaces at Cranfield University.
- Regenerative Therapies and Devices at University of Leeds.
Access to centres of excellence sponsored by the National Institute for Health Research (NIHR)
Through its own research and development the NHS NIHR works to develop evidence to inform and underpin health and social care policy and to commission research focused on the needs of patients and the public. Two relevant references are deemed to be:
- 'Best research for best health'[1] (2009) sets out the previous Government's goals for research and development in the NHS over the next five year, in particular the key NHS priorities and new structures.
- 'Science and Innovation Strategy 2006'[2] the health research strategy to face long-term challenges for UK science and innovation.
The National Institute for Health Research (NIHR)
The NIHR provides the framework through which the Department of Health maintains and manages its research and also includes the Invention for Innovation programme (i4i), part of which is open to businesses.
The various roles of the NIHR with regards to NHS innovation activities are shown below in Figure 14:
Access to centres of excellence sponsored by the Technology Strategy Board
During 2012, the TSB stimulated a new model of support to specific sectors and technologies to fill the gap of business savvy R&D capability, operating in the TRL 4-6 range. These are called Catapults and are similar (but different) to the infrastructure of Fraunhofer in Germany and TNO in the Netherlands.
In the life sciences space there is one Catapult for Cell Therapies. This may not be central to healthtech, but the Cell Therapy Catapult will include tissue engineering and models and tools to support the broad field of regenerative and biological therapies.
The Catapult has only recently been launched (Spring 2012), is based at Guys and St Thomas's Hospital, with further information available shortly.
A separate Catapult for High Value Manufacturing is also up and running, but currently has limited capability for medical engineering.
Figure 14 Various roles of the NIHR with regards to NHS innovation activities
(© NIHR, 2009[3]) - Reproduced by permission National Institute for Health Research.
More information is presented below regarding some of the NIHR-sponsored centres of excellence, providing a Platform for the industry to access relevant research resources: Biomedical Research Centres; Biomedical Research Units; Collaboration for Leadership in Applied Health Research and Care; and others.
In particular, Biomedical Research Centres and Units have links with other research specialties across their host institutions and can provide access to expertise in areas such as engineering, to support prototype development and refinement.
Biomedical Research Centres
The NIHR has created twelve Biomedical Research Centres within leading NHS and University partnerships to drive progress on innovation and translational research in biomedicine. The Centres receive substantial levels of funding to translate fundamental biomedical research into clinical research that benefits patients and they will be early adopters of new insights in technologies, techniques and treatments for improving health.
The Centres were selected through open competition and fall within either a comprehensive (open area) or specialist theme. Those deemed relevant to medtech are as presented in Table 3 and 4, below:
Table 3 'Comprehensive' Biomedical Research Centres
NHS Organisation
Academic Partner
Cambridge University Hospitals NHS Foundation Trust
University of Cambridge
Guy's and St Thomas' NHS Foundation Trust
King's College London
Imperial College Healthcare NHS Trust
Imperial College London
Oxford Radcliffe Hospitals NHS Trust
University of Oxford
University College London Hospitals NHS Foundation Trust
University College London
Table 4 'Specialist' Biomedical Research Centres
NHS Organisation
Academic Partner
Great Ormond Street Hospital
for Children NHS Trust
UCL Institute of Child Health
Paediatric/Child Health
Moorfields Eye Hospital
NHS Foundation Trust
UCL Institute of Ophthalmology
Newcastle upon Tyne Hospitals NHS Trust
Newcastle University
Royal Liverpool and Broadgreen University Hospitals NHS Trust
University of Liverpool
Microbial Diseases
Biomedical Research Units (BRUs)
The NIHR has established sixteen Biomedical Research Units to undertake translational clinical research in the following priority areas of high disease burden and clinical need that are currently under-represented in the existing NIHR Biomedical Research Centres:
- Cardiovascular Disease (matches a KTN Group)
- Deafness and Hearing Problems
- Gastrointestinal (including liver, peptic ulcers and dyspepsia) Disease
- Musculoskeletal Disease (matches the orthopaedics KTN Group)
- Nutrition, Diet and Lifestyle (including obesity and blood pressure)
- Respiratory Disease
- Infection (including Clostridium difficile and Hepatitis C) (matches the HCAI KTN Group and the Detection and Identification of Infectious Agents (DIIA) Special Interest group
- Pancreatic Disease
Each NIHR Biomedical Research Unit is a partnership between an NHS Trust and a university, which enable health researchers and clinicians to work together.
Collaboration for Leadership in Applied Health Research and Care (CLAHRCs)
Nine NIHR Collaborations for Leadership in Applied Health Research and Care (CLAHRCs) were established in October 2008 to undertake high-quality applied health research focused on the needs of patients and to support the translation of research evidence into practice in the NHS.
CLAHRCs are collaborative partnerships between a university and the surrounding NHS organisations, focused on improving patient outcomes through the conduct and application of applied health research. The details of location and partners for the nine NIHR CLAHRCs are given in Table 5, below.
CLAHRCs share the same vision: a healthcare community where continuous innovation and improvement is the norm and staff and patients are empowered to design, influence and implement change.
Table 5 Locations of the different UK CLAHRCs and names of the consortium partners
Name of CLAHRC
Lead NHS Organisation
Academic Partner(s)
NIHR CLAHRC for Birmingham and Black Country
University Hospital Birmingham
University of Birmingham
NIHR CLAHRC for Cambridgeshire and Peterborough
Cambridgeshire and Peterborough Mental Health Partnership NHS Trust
University of Cambridge
NIHR CLAHRC for Greater Manchester
Salford Teaching Primary Care Trust
University of Manchester
NIHR CLAHRC for Leeds, York and Bradford
Leeds Teaching Hospitals NHS Trust
University of Leeds
NIHR CLAHRC for Leicestershire, Northamptonshire and Rutland
University Hospitals of Leicester NHS Trust
University of Leicester
NIHR CLAHRC for North West London
Chelsea and Westminster NHS Foundation Trust
Imperial College London
NIHR CLAHRC for Nottinghamshire, Derbyshire and Lincolnshire
Nottinghamshire Healthcare NHS Trust
University of Nottingham
NIHR CLAHRC for South West Peninsula
NHS South West
University of Exeter & University of Plymouth
NIHR CLAHRC for South Yorkshire
Sheffield Teaching Hospitals
University of Sheffield & Sheffield Hallam University
Healthcare Technology Co-operatives (HTCs)
Pilot Healthcare Technology Co-operatives involve NHS, academia and industry working closely together to develop clinically needed, cost-effective health technology products in priority areas deemed neglected or with high disease burden.
- The BioMed HTC based in Bristol was set up in April 2005. Its purpose is to accelerate the development and adoption of new technologies, treatments and devices for patients with urinary incontinence. The end date of the project was initially defined as 31 of December 2010.
- Enteric, the Bowel Function HTC, based at Barts and The London NHS Trust and School of Medicine and Dentistry in the East End of London was set up in 2008 and aims to address unmet clinical needs in the diagnosis and treatment of disorders of the bowel through the co-operative development and implementation of new non-pharmaceutical treatments and technologies.
- The Devices for Dignity HTC (D4D) was set up in 2008 and is based in Sheffield. It aims to speed up the process from idea to market in three key areas: assistive technologies, urinary continence management and renal technologies.
Health Innovation and Education Clusters (HIECs)
HIECs are further partnerships between the NHS, universities and to an extent, industry which again support innovation but with an emphasis on education and training of NHS workforce. Seventeen clusters were formed, which appear to cluster around regional boundaries.
Academic Health Science Centres (AHSCs)
These centres, launched in 2009, are recognised partnerships between world-class Universities and leading NHS organisations, with a remit to compete globally with established centres such as those in the United States, Canada, Singapore, Sweden and the Netherlands. The aim is to raise the UK profile through specific centres, enabling them to draw in talent and funding which provides overall benefit to the UK.
Five centres have been recognised to date, these are:
- Cambridge University Health Partners
- Imperial College
- King's Health Partners
- Manchester AHSC
- UCL Partners
Academic Health Science Networks (AHSNs)
December 2011 saw the announcement of this new infrastructure operating at a local level to help develop a local resource to champion innovation, adoption and early diffusion at a local level. These should provide an excellent resource for business engagement with the NHS, but it is early days and Trusts are currently bidding in to form such Networks (summer 2012). Further details will follow.


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ProgrammesBA (Hons) - Business Studies (Top-Up Degree)
Required Credits/Units: 120
During this 'top up' course you will examine core aspects of business such as business strategy and communication, whilst also getting the chance to conduct a real investigation into a business problem that allows you to apply your business acumen to a real life scenario.
Programme Structure/Pathway
Foundation Courses
Module Credits/Units: 0.00
Induction Module
Core requirements (required modules)
Module Credits/Units: 20.00
The module aims to provide high-level writing and communication skills within the context of the business sector.
Module Credits/Units: 20.00
Module Aims:
To encourage students to draw upon, apply and integrate research skills associated with analysis, evaluation and the presentation of complex material.
To provide students with the opportunity to pursue, in-depth, a specific area of interest by developing and demonstrating the business-related skills acquired during their studies.
To encourage students to adopt a more critical reflective approach to problem solving at University and in employment.
To enable students to develop their employability skills, including basic academic skills, higher-order thinking skills and personal qualities achieved through learning methods that ensure sustainable outcomes.
Module Credits/Units: 20.00
Module Aims:
To analyse and critically evaluate the factors which constitute and influence the Global business environment, in terms of the complex and unpredictable variables and contexts important to international business, and their reactions to those variables and contexts and changes to them.
The aims of the module, therefore, are to facilitate a systematic understanding of the key aspects of global business, including acquisition of coherent and detailed knowledge at the forefront of defined aspects of this discipline. Enhancing the student's ability to manage their own learning by making effective use of scholarly reviews and primary sources (for example, refereed research articles and/or original materials appropriate to the discipline) is another related aim of the module.
Module Credits/Units: 20.00
Module Aims:
To provide students with an holistic (strategic) understanding of organisations and their interaction with their environments.
Module Credits/Units: 20.00
Module Aims:
To introduce students to the particular problems and opportunities experienced in adopting or ignoring business ethics and corporate social responsibility.
To develop students understanding of sustainable business issues and how they can be managed, promoted and developed in a business context.
Module Credits/Units: 20.00
Module Aims:
The module aims to provide the student with an in depth understanding and an ability to critically appraise the theoretical and practical aspects of international culture and its effect on communication within the organisation


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Welcome, U.S. Nonimmigrant Visa Applicants
You are at the official nonimmigrant (temporary) visa information and appointment website for the U.S. Embassy in United Arab Emirates.
Change in Reciprocity Fee for UAE Nationals
The U.S. Department of State has revised the reciprocity schedule for UAE nationals applying for the F-1/F-2 nonimmigrant (student) visa category. This change will increase the reciprocity fee for the below categories commensurate to those imposed by the Government of UAE on U.S. citizens. This change will come into effect on October 11, 2019.
|Visa Classification
|Reciprocity Fee
|Number of Entries
|Validity Period
|48 Months
|48 Months
For more information on the reciprocity tables please visit https://travel.state.gov.
Select this option if you have never used this site before and you have completed a DS-160 https://ceac.state.gov/genniv.
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