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Release Date: 2013 |
Heeeey wait a minute...
Digging: Glen Hansard - This Wild Willing
Dewd, Rudy's, like, everywhere on Sputnik these days!
Album Rating: 4.0on dat grind
Digging: Weyes Blood - Titanic Rising
wow. this review is ridiculously good - especially that closing paragraph.
great stuff. glad to see you like this too, i know some people are calling it a far weaker wolfgang
wolfgang did little for me but this band seems likable so i'll give this a go for summer's sake
good review klaps
nah zzzz
Digging: Grizzly Bear - Shields
Album Rating: 4.0who invited Ponton
not really feeling entertainment tbh but will probably end up checking this
great review as always rudy
Album Rating: 3.5 | Sound OffI just started going through their albums before Wolfgang
Funky Squaredance goes HAM, why did no one tell me?
review is klaptastic, I almost agree.
Rudy pls teach me how to write.
sweet review is there any better reviewer than klap? nah
Album Rating: 3.5 | Sound Offcertainly not on this site
Album Rating: 4.0great review klap, can't wait to see them at osheaga. I love these guys more and more everyday
Album Rating: 4.0thanks everyone
hmmm nice review but hard to believe this albums worth any more than the toilet paper i wipe my ass with with the turds on it
i like how rudy's last 4 reviews have been: phoenix, yyys, flaming lips, and the strokes. all that list needs is a trail of dead record
Album Rating: 3.5rock solid review klap
so if I've never really listened to Phoenix, do I start here?
Not here.
Start at United or Wolf Gang.
This isn't their best.
Album Rating: 4.0i'd start at wolfgang or it's never been like that
or.....a veils or she & him record acad??!??
new deerhunter is streaming you could do that. surfer bloods comin out soon too
Bands: A B C D E F G H I J K L M N O P Q R S T U V W X Y Z


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The head of the New York Racing Association is getting a $250,000 bonus a year after taking over the state-controlled operator of three thoroughbred tracks.
NYRA's (NYE'-ruhz) board of directors was told about the bonus for president and CEO Chris Kay during Wednesday's meeting in Saratoga Springs, where the Saratoga Race Course's 146th season is underway.
Continue Reading Below
Board members say Kay met the objectives set when he was hired to lead the financially troubled NYRA after Gov. Andrew Cuomo took away its power and created a temporary board to run thoroughbred racing at the Saratoga, Belmont and Aqueduct tracks.
Kay started at NYRA July 1, 2013. His base salary is $300,000.
NYRA's previous top executive, Charles Hayward, was fired in 2012 amid an investigation into why $8.5 million in winnings wasn't paid to bettors.

subset: commoncrawl


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In this series, I am providing pictures of tombstones from Latvian cemeteries, all with death dates prior to 1945. I do not have any further information on the people mentioned.
Photo taken by me, October 2012. Click to enlarge.
Names: Minna Ozoliņš (maiden name Brauns), born 1862, died 1917; Mārtiņš Ozoliņš, born 1863, died 1937.
Location:Meža kapi, Rīga
Tombstone Tuesday – Minna and Mārtiņš Ozoliņš


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Find the perfect hotel in Puente de Vallecas using our hotel guide provided below. Search for cheap and discounted hotel and motel rates in or close to Puente de Vallecas, Spain for your business or personal leisure travel. We list the best Puente de Vallecas motel and hotel rooms. Browse the Puente de Vallecas area hotels to find the perfect lodging! Please use the provided map of the Puente de Vallecas hotels.
The Puente de Vallecas center point is about 2 miles east of Atocha and 2 miles south of Torre Espana.
How should we direct your call?


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The death of the typewriter has been greatly exaggerated, at least according to the fun, compact love letter of a documentary "The Typewriter (in the 21st Century)." Thus, it may be a surprise to learn that while the computer, the iPad and other modern writing technologies have largely swallowed the typewriter business whole, a sizable number of fans, users, fixers and purveyors still exist.
Director-cinematographer Christopher Lockett unearths quite an assortment of spokespeople to wax poetic on behalf of the once-ubiquitous typewriter. Such prize-winning authors as Robert Caro and David McCullough, various collectors, journalists (including former L.A. Times reporter Alex Pham) and "typosphere" bloggers, plus an eclectic array of active typewriter repairmen all warmly celebrate their predilection for their vintage Royals, Underwoods and Smith-Coronas. Several "poets on demand," a few teen enthusiasts and even a musician who uses the 19th-century invention as a percussion instrument also weigh in.
Although the movie is mostly dominated by these talking heads, and punctuated by only bits of archival clips and other fleeting visuals, Lockett keeps things moving quickly and enjoyably.
On the downside, he eschews seemingly essential chats with any naysayers who could compare the typewriter's real-world impracticality to a computer's speed, versatility and connectivity. An interview with at least one busy, format-dependent screenwriter would have spoken volumes. Final Draft for typewriter, anyone?
"The Typewriter (in the 21st Century)." No MPAA Rating. Running time: 57 minutes. At the Downtown Independent, Los Angeles.


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I first discovered Edna Staebler when Jasmine of Confessions of a Cardamom Addict mailed me a package for Canadian Blogging by Post #1. The package included: maple syrup, apple butter, cherry jam, wildflower honey, a small cookbook by Edna Staebler Soups and Salads with Schmecks Appeal, a trio of lovely photographs taken by Jasmine and, last but not least, small bags of black peppercorn, cardamom and homemade candied ginger. A few months later I was in an old bookstore when I came across and bought Edna Staebler's Desserts with Schmecks Appeal. The appeal of these cookbooks for me is the simplicity in which the recipes are presented, written and made – to me it embodies comfort food. As Edna says, they are " not elaborate, or exotic, with rare ingredients and mystifying flavours; traditional local cooking is practical: designed to fill up small boys and big men and it is mouth wateringly good."
Food That Really Schmecks along with the other books Edna has written is a record. It is history of notes and recipes passed on from family and friends in the Mennonite community as well as Edna's larger community of Waterloo. It is a history that has been preserved and shared thanks to Edna.
"And you will pass on these recipes, not hand written in a little black book, but in a timeless Canadian cookbook." – Rose Murray
When Jasmine contacted me to make and blog about something from Edna's book, Food That Really Schmecks, I immediately said yes. After flipping through the book several times, I decided to make a maple syrup cake. There are a few reasons for this. First, I thought what could be more Canadian than maple syrup. Second, I thought I would make use of Jasmine's maple syrup she bought for me and lastly because Edna represents a part of Canadian food history and culture.
Maple Syrup Cake
Two layers of sweetness and light!
1/2 cup shortening
1/2 cup sugar
3/4 cup maple sugar
2 eggs, beaten
1 tsp vanilla
2 cups cake flour
1/2 tsp salt
2 1/2 tsp baking powder
1/2 cup butternuts or walnuts or pecans
Blend the shortening, sugar, syrup, eggs and vanilla. Sift the flour, salt and baking powder, stir in the nuts and add all to the blended mixture. Pour into greased, floured layer pans and bake at 375ºF for 20 minutes. Cool a few minutes, then carefully turn cakes onto racks to become cold. Put together with soft Maple Icing and ice all over.
Soft Maple Icing
1/4 cup soft butter
1/2 cup maple syrup
1/2 tsp vanilla
2 1/2 cups icing sugar
Blend butter, syrup and vanilla till smooth, then add gradually and blend in the icing sugar. Delicious, easy to spread – and it stays soft.
Both recipes were simple and straight-forward. The cake was a little drier than I expected so I decided to make some whipped cream. Since I had left over pecans I also made some pecan brittle for another texture. The Maple cake is a simple cake, and is definitely not as sweet as it sounds. The cake would go nicely paired with a cup of tea.
Recipes from Food That Really Schmecks, Edna Staebler
Edna Staebler, who in 2006 passed away in her 100th year, was an award-winning journalist and a regular contributor to Maclean's, Chatelaine and many other magazines. She is the author of Cape Breton Harbour, Places I've Been and People I've Known and the Schmecks cookbook series.
Technorati Tags: Baking, Canada, Dessert, Edna Staebler, Food That Really Schmecks, Maple Syrup Cake


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Associate of ex-New England Patriot Aaron Hernandez indicted on accessory charge
FALL RIVER, Mass. – An associate of Aaron Hernandez has been indicted on a charge of accessory to murder after the fact in the killing of a friend of the former New England Patriot.
Bristol County District Attorney Samuel Sutter said Friday that a grand jury indicted Carlos Ortiz on a single count in connection with the killing of Odin Lloyd.
Ortiz had earlier pleaded not guilty to a gun charge. He is due in court in Attleboro on Friday for a hearing on that count.
Lloyd was found shot to death on June 17 in an industrial park in North Attleborough, Mass., near Hernandez's home.
Hernandez has pleaded not guilty to first-degree murder and weapons charges in Lloyd's death and is being held without bail at a county jail.


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- This event has passed.
Summer Orientation Day (SOD): 105 Students
June 15, 2018 @ 9:00 am - 12:00 pm
Event Navigation
Brescia's Summer Orientation Days (SOD) will prepare #BresciaBound students for the transition to university. SOD is designed to help you and your families get a better sense of the changes, challenges and bold new experiences that await you in September.
Registration is required. Please visit http://brescia.uwo.ca/admissions/accepted-students/orientation/ for more details.


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Animal Clip Of The Week: Dog Goes Crazy When He His Daddy Comes Home After 8 Months In Afghanistan!
Dog welcomes solider dad home
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Jim Jones Flat Out Doesn't F*ck With Max B Or French Montana!
Jim Jones on Sway In The Morning
Posted by @Worldstarvids
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Andrew Golden
Trustee, Nathan Cummings Foundation
Jason Cummings
Associate, Nathan Cummings Foundation
By the fall of 2008 there were moments that felt to me - particularly my day job - to be the emotional equivalent - I'm not proud of this in a sense - but it was almost the emotional equivalent to 9/11 because it really felt like there was a chance that the financial world as we know it, not the actual world, might be forever gone. It's often said that the four most dangerous words in investing is "It's different this time" - but when things were as acutely painful as they were in the fall of 2008, it really did feel to many who, myself included, who had been successful in staying above the fray, that this fray was sucking everything into it. And so those were some stresses and all these times there's questions of investment, but there's also questions of what it means for funding the foundation's mission and how much we can afford to spend if the world has permanently changed. Turns out it hasn't but still there's this issue of should we think differently about how much we can afford to spend.
I think it was a focus of all the investment committee meetings up until more recently and I think the foundation did the right thing on the investment front, which was to not change much. That was a healthy debate but, in the end, the arguments that "the future is less knowable than it feels like it is" kinda won and we did some things in the margin but really stayed pretty exposed on the risk front which enabled us to reap the rewards that came when the world began to get more comfortable that it wasn't different this time.
I think the foundation can be proud that we have not overreacted. It's been the opposite. We've never been so concerned that we've had to do something. My concern has been more that some around the table we'd lose will to stick with things that were painful at the time.
The state of the investment committee is really good now. The outside or the non-family members are very strong. I think with the family involvement we see a universal enthusiasm and interest and kind of respect for expertise that will actually help the family learn about this function. There's a respect for expertise balanced with the likely benefits of fresh eyes coming without a lot of preconceptions to ask questions. So I feel that the "state of the state," if you will, is in really good shape in terms of my departure.


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Murder-suicide suspected in pair's deaths
An airman and his wife were found dead late Thursday in a West Side apartment in an apparent murder-suicide, two days after friends heard them having a late night argument, authorities said.
Senior Airman Cody Hooks, 21, was considered a suspect and Kaylla Brooke Rihn listed as a homicide victim in the shooting, but neither the Air Force nor San Antonio police knew just when they died.
A police report released Friday said three people found their bodies Thursday, about 48 hours after the newlywed couple had a late-night argument.
"Just to let everyone know that my daughter Kaylla Rihn has been called to heaven to be with God and passed love ones," her father, Philip Rihn, wrote on his Facebook page.
"I announce this with a very sad heart," added Rihn, who could not be reached. "Please pray for her and those left here to cope with this tragic loss."
A co-worker said Rihn and Hooks were married only a couple of weeks ago, but that most of the people she worked with didn't learn of that until word of her death spread Friday, hours after police were called to her apartment in the 8200 block of Micron Drive. It was not clear if Hooks also lived at the same address.
The police came late Thursday after witnesses discovered the couple dead. Two of them had been with Hooks and Rihn, a waitress at the Rivercenter Mall Hooters, the previous Tuesday night, but left as the couple argued.
They found Rihn dead with a bullet wound to one eye, and Hooks, a member of the 802nd Security Forces Squadron at Joint Base San Antonio-Lackland, with a .40-caliber wound to his temple. A Beretta handgun was found near his body.
The incident would be the first murder-suicide Joint Base San Antonio has had this year if it's confirmed. Last year, two active-duty airmen killed themselves, said Brent Boller, a spokesman with the joint base.
He said the airman was last seen by a supervisor Sunday after finishing his swing shift, and was due to return at 1 p.m. Thursday.
"When he didn't show up for duty, that started the process of trying to locate him," Boller said.
Suicides have plagued the armed forces for years, with self-inflicted deaths rising after the U.S. went to war in Afghanistan and Iraq. A record was set last year, with the Army, Navy, Air Force and Marine Corps logging 514 suicides.
So far, 2013 is on track to be just as dismal, with 245 troops killing themselves from January through June, statistics compiled by the San Antonio Express-News show. Of those, 38 were airmen.
Little was known about Hooks. He was in his first tour of duty, joining the service in summer 2010, and some of the waitresses at Hooters said they believed he had deployed.
The Air Force declined to confirm his service history or give his name, with Boller saying few details were being released "in deference to the family."
Rihn, 22, was described as a happy, outgoing woman who left whatever problems she had at the door when she came to work at Hooters, where she had been employed for the past year.
One worker, Vanessa Gonzalez, said everyone she knows is "in shock at the whole situation."
"There were no signs at all her relationship with her husband was so bad," Gonzalez, 22, of San Antonio, agreed, but noted that Rihn was one of the few waitresses who didn't talk about her relationship.
"She was like, full of life, the sweetest girl," waitress Kelsey Call, 23, of San Antonio said.
"Drama-free, always smiling," said Samantha Pace, who trained Rihn when she began working at Hooters.
"She was always a step ahead of everyone," said another waitress, Jasmin New, 23, of San Antonio.
The waitresses said Rihn had another job — helping mentally challenged children as a certified nursing assistant.
Rihn's Facebook page stated that she studied nursing at Del Mar College and graduated from Hebbronville High School in 2009. The site included a quotation from Proverbs 31:25: "She is clothed with strength and dignity and laughs without fear of the future."


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Classical Transcriptions for Orchestra-Part I Tuesday, November 02, 2010
Hal Leonard Publishing recently sent out a national orchestra mailer which should have been received by most string teachers around the country. They have a plethora of wonderful arrangements from Grade 1 to AbGrade 4 in various styles. Here are Stanton's choices of the best sounding, most educationally valid and most highly programmable selections from Hal Leonard's latest offerings of Classical Transcriptions:
THE ABDUCTION FROM THE SERAGLIO (Overture)
Grade 3/4, W. A. Mozart/arr. Jamin Hoffman
The exciting music from Mozart's opera filled with pirates, Turkish princes, kidnapping and daring rescues.
Grade 3/4, Frederick Delius/arr. Eric Fenby
AÂ gorgeous, artful concert setting of two contrasting movements of unaccompanied part songs by Delius is a rare treat for strings.
LA DONNA E MOBILE (From Rigoletto)
Grade 3/4, Giuseppi Verdi/arr. Jamin Hoffman
One of the most famous opera arias of all time – a musical moment sure to bring a smile to all its listeners.
WALTZ #2 (From Suite for Variety Orchestra)
Grade 3/4, Dmitri Shostakovich/arr. Paul Lavender
A jazz waltz by Shostakovich that is not only accessible by good high school groups but is also supremely programmable.
For more great orchestra recommendations, check back in tomorrow for Part II, or contact Stanton's!


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Astronomy Courses
AST 300 - Astronomy: Our Glimpse of the Cosmos
(3 hours)
Gen. Ed. TS
Various scientific views of the cosmos; how modern astronomy has enlightened and broadened these views. Relationships between man, technology, and the universe through scientific knowledge of planets, stars, galaxies, and the cosmos will be investigated. Experimental discoveries in astronomy are examined, analyzed, and discussed. Prerequisite: junior standing; a basic science course.
AST 310 - Astronomy and Astrophysics
(3 hours)
Scientific and contemporary study of broad range of astronomy and astrophysical topics: overview of the universe, superclusters of galaxies, stars, planetary systems, and subsystems of objects. Analytical presentations of special topics: stellar evolution, quasi-stellar objects, black holes, and cosmological concepts. Scientific-technical elective for science and engineering majors. Prerequisite: junior standing; one year of analytical science.


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U.S. Equal Employment
Opportunity Commission
Management Directive 715 (MD-715) is the policy guidance which the Equal Employment Opportunity Commission (EEOC) provides to federal agencies for their use in establishing and maintaining effective programs of equal employment opportunity under Section 717 of Title VII of the Civil Rights Act of 1964 (Title VII), as amended, 42 U.S.C. § 2000e et seq., and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), as amended, 29 U.S.C. § 791 et seq. MD-715 provides a roadmap for creating effective equal employment opportunity (EEO) programs for all federal employees as required by Title VII and the Rehabilitation Act. MD-715 took effect on October 1, 2003.
The Instructions to Federal Agencies for Equal Employment Opportunity Management Directive 715 (Instructions) set forth general reporting requirements for federal agencies.
A copy of MD-715 and the Instructions are available on the EEOC's web site: http://www.eeoc.gov/federal/directives/index.cfm. Also available are PARTS A through J of EEOC FORM 715-01 (in HTML, PDF, and MS WORD), the Workforce Data Tables (in HTML, MS WORD and EXCEL), the Department or Agency List with Second Level Reporting Components, Guidance on Completing the EEOC Form 715-01 Workforce Data Tables and links to the OPM/Census Occupation Cross-Classification Table and the Census EEO 2000 Data Tool.
The following questions are those which have been most frequently asked by persons who have read MD-715 and the Instructions.
1. What format may I use to submit the MD-715 report and the applicable Workforce Data Tables? Access? Text?
At the present time, your MD-715 report (FORM 715-01, all supporting documentation, and all the Workforce Data Tables) must be submitted to the EEOC in hard copy format. All data must be identified and arranged in the same manner as shown in the Workforce Data Tables.
2. How do I know if I am a 2nd level, 3rd level or 4th level reporting component?
Most federal agencies have subordinate components, but not every subordinate component is a subordinate reporting component for purposes of filing under MD-715. A subordinate reporting component, i.e., a second, third or fourth level reporting component, is one that enjoys a certain amount of autonomy from its parent agency. In other words, does the subordinate component have its own personnel system, finance department, recruitment structure, culture, etc? Or is the component simply a regional office that operates more as an extension of the parent? If the component is closer to being independent, then it is considered a subordinate reporting component.
For example, the Department of Justice (DoJ) is a parent agency with several subordinate components. Some of those subordinate components, like the Federal Bureau of Investigation (FBI), Drug Enforcement Agency, etc., operate independently (albeit under the umbrella of DoJ); they have their own recruitment programs, personnel systems, culture, etc. Thus, the FBI is a 2nd level reporting component. Compare the FBI to the Baltimore District Office of the EEOC. The Baltimore District Office is not an independent entity, but rather a spoke on the wheel, with EEOC headquarters at the center.
The majority of federal agencies do not have 2nd level reporting components, and even fewer will have a 3rd or 4th level reporting component, because very few agencies have independent and autonomous entities under their second level components. One example of a 3rd level reporting component would be the National Weather Service (NWS). The parent agency is the Department of Commerce. Under Commerce is the National Oceanic and Atmospheric Administration (NOAA), which meets the definition of a second level reporting component. NWS comes under NOAA and meets the same definition.
Contrast NWS with FBI's New York District Office (NYDO). The Department of Justice is a parent agency with several subordinate components. The Federal Bureau of Investigation is one such component that is greatly autonomous from Justice. Thus, it is a 2nd level reporting component. Under FBI, there are several regional offices, including the New York District Office. The FBI-NYDO is not a subordinate reporting component. It has no filing requirements under MD-715. Note, however, that this does not mean the FBI-NYDO has no responsibility under MD-715! See FAQ No. 9, below.
The EEOC has developed a Department or Agency List with Second Level Reporting Components, which may be accessed through the following link: http://www.eeoc.gov/federal/agencylist.cfm
Please contact Lori Grant at 202 663-4616 or firstname.lastname@example.com if you believe that your agency or department has a Second Level Reporting Component which should have been included on this list or if you believe such a component has been included erroneously.
3. What about very large regional offices that are not considered subordinate reporting components? Does the above definition mean that those subordinate components do not have any responsibilities under MD-715?
Absolutely not. All entities that make up a federal agency have responsibilities under MD-715. A federal agency needs to work closely with all of its subordinate entities in order to ensure that the agency itself can perform a Model EEO self-assessment and undertake a comprehensive barrier analysis to identify barriers and execute plans for eliminating them throughout its workforce, as well as to maintain an effective, agency-wide special recruitment program which establishes specific goals for the employment and advancement of individuals with targeted disabilities.
Continuing the example from above, the Baltimore District Office of the EEOC is required to conduct a self-assessment of its EEO program and a barrier analysis of its workplace. Deficiencies identified in the self-assessment and barriers uncovered must be addressed and corrective plans must be developed and instituted. All this information (the self-assessment, the corrective plans, etc.) will then be rolled up to EEOC headquarters to be used in completing the overall EEOC MD-715 report. EEOC headquarters can't possibly report on the entire Commission without the input of all subordinate entities (regional, district and field offices).
Similarly, the FBI-NYDO will have to engage in the Model EEO self-assessment and perform a thorough barrier analysis. Plans to address identified deficiencies and barriers will need to be developed and instituted. These plans will be rolled up to FBI headquarters for inclusion in its Bureau-wide report. Additionally, FBI headquarters will roll up its information to Justice for inclusion in the department-wide report. The important distinction to understand is that, regardless of whether a subordinate entity has to file a report with the EEOC, all of the activities required by MD 715 have to be done either by or for all of an agency's entities - whether those entities are termed major commands, post offices, small air bases, regional centers, etc.
4. I have subordinate components that are reporting components. Who and where do they report to, and what are they reporting?
Second Level Reporting Components which have 1,000 or more employees in permanent full or part time appointments must submit MD-715 reports (FORM 715-01, PARTS A-F and H-J and all Workforce Data Tables) to their agency headquarters for inclusion in the agency-wide report and for submission by the parent to the EEOC. Second Level Reporting Components with 500 or more (but fewer than 1,000) employees in permanent full or part time appointments must file MD-715 reports with PARTS A-F and H-I and Workforce Data Tables A/B 1-7 with their agency headquarters for inclusion in the agency-wide report and maintain a copy.
See The Quick Guide in Section III of the Instructions, available at the following link: http://www.eeoc.gov/federal/715instruct/section3.html.
5. My agency has several Second Level Reporting Components. Must the agency's MD-715 report include all of the PART Hs, Is and Js prepared by its Second Level Reporting Components?
No. The agency's overall MD-715 Report may incorporate these by reference. However, the MD-715 report filed by the parent agency (i.e., the agency-wide report) should include the PART Hs, Is and Js to be addressed at the headquarters level. Please note that ultimately, it is the agency itself which is responsible for ensuring that a Model EEO self-assessment and a comprehensive barrier analysis to identify barriers and execute plans for eliminating them have been conducted throughout its workforce, and for ensuring that the agency maintains an effective, agency-wide special recruitment program which establishes specific goals for the employment and advancement of individuals with targeted disabilities.
6. Should a Second Level Reporting Component file its MD-715 report directly with the Commission or should it first submit its MD-715 report to its parent agency?
As previously noted, a federal agency needs to work closely with all of its subordinate entities in order to ensure that the agency itself can perform a Model EEO self-assessment and undertake a comprehensive barrier analysis to identify barriers and execute plans for eliminating them throughout its workforce, as well as to maintain an effective, agency-wide special recruitment program which establishes specific goals for the employment and advancement of individuals with targeted disabilities. Thus, an agency's EEO Director ultimately is responsible for ensuring equal opportunity throughout the entire agency.
Accordingly, all Second Level Reporting Components should first submit their MD-715 reports to their parent agency's EEO Director for review and coordination. The parent agency should submit a complete package of MD-715 reports to the EEOC. Therefore, those agencies which have Second Level Reporting Components need to seriously consider the date by which these entities must gather and analyze all necessary data and information and to perform the required MD 715 exercises, in order to complete the review and coordination process well in advance of the January 31 due date. Practically speaking, since subordinate components, whether they are reporting components or not, make up the report of the parent entity, the parent entity will need its subordinate's MD-715 report well in advance of January 31. Parent agencies should keep this in mind when setting internal deadlines for subordinate components, and take care to have in place a procedure which will ensure that the review of a subordinate component's MD-715 report will be concluded in sufficient time to allow required MD-715 reports to be filed by January 31.
7. What should be done under MD-715 when a particular group has a low participation rate?
A low participation rate should be taken as a "trigger," a situation which alerts the agency to the possible existence of a barrier to equal opportunity. An agency should identify the likely factor (or combination of factors) which has adversely affected the employment opportunities of the group in question. Depending on the nature of the potential problem, an agency could consider a variety of questions. For example, if a particular group has a low participation rate in a particular occupation, the agency should determine whether recruitment efforts are resulting in a diverse pool of applicants. In this regard, it should be noted that actions designed to increase the number of applications for employment from a particular group are unaffected by Adarand. See DoJ Memorandum at pp. 3-4.
If the applicant pool includes a cross-section of qualified applicants, the agency should explore whether there is a significant disparity between a group's proportionate representation in the applicant pool and the pool of selectees. If so, the agency needs to explore why. Are there selection criteria that tend to screen out the group in question?
If there is a situation where the participation rate for a group occupying a higher level position is lower than the corresponding participation rate in the lower level feeder pool for that position, the agency should review its merit promotion processes and may also need to review related processes, such as career development programs, appraisal systems and/or awards programs, for barriers affecting the group's advancement to the next level.
Numerous other examples of questions which should be addressed during a thorough investigation of a potential barrier in an assortment of employment processes are found in Section II of the Instructions to Federal Agencies for Equal Employment Opportunity Management Directive 715.
8. My agency has identified many areas where our EEO Programs are deficient and numerous areas which should be explored for barriers. How can we be expected to file so many PART Hs and PART Is?
We suggest that your agency first determine whether any of the program deficiencies are interrelated and could, therefore, be addressed in a comprehensive manner which can be set forth in a single PART H. In addition, an agency may need to prioritize its needs. If an agency will be unable to address the deficiency during the Fiscal Year in question (whether due to budget, lack of personnel or other reasons), the deficiency should be identified in a PART H together with at least a general indication of the agency's current plans to address the deficiency in an identified, subsequent Fiscal Year.
Similarly, a through and systematic analysis may identify certain barriers which are interrelated and could, therefore, be addressed in a comprehensive manner which can be set forth in a single PART I. In addition, if an agency is unable to explore data, an employment process, or other sources for possible barriers during the Fiscal Year in question (whether due to budget, lack of personnel or other reasons), the barrier should be identified in a PART I together with a general indication of the agency's current plans to perform an analysis to determine the cause of the condition and develop measurable objectives to correct the undesired condition address the barrier in an identified, subsequent Fiscal Year.
9. Do you have any suggestions as to how the data gathered in my agency's Form 462 Report could be utilized in conducting a barrier analysis under MD-715?
Yes. An agency is required to examine any policy, principle or practice that limits or tends to limit employment opportunities for members of a particular sex, race or ethnic background, or based on an individual's disability status. An analysis of the Form 462 data relating to the nature and disposition of EEO complaints can provide useful insight into the extent to which an agency is meeting its obligations under Title VII and the Rehabilitation Act and, thus, may help an agency to identify areas where barriers may be operating to limit certain groups.
For example, an analysis may reveal that there are certain trends in the types of complaints being filed or problem areas within the agency. Does the data reveal an increase in complaints about employee development or training? How about promotions? Awards? Disciplinary actions? If the answer to any of these questions is 'yes,' then an agency should study the data further to determine if there is an identifiable trend - is a particular group making a significant percentage of the complaints? Is the increase attributable to a certain facility, office, region, etc.? Do complaints about promotion, for example, tend to involve a particular stage of the promotion process or procedures? Do complaints involving reasonable accommodation issues also involve failures to comply with the agency's reasonable accommodation procedures? Has a union, ombudsman, employee advocacy group, special emphasis group or other group also raised concerns about the area in question?
In addition, note that the 462 data also is invaluable in assessing whether your agency's EEO program is meeting the 6 essential elements of a model EEO program. If the data reveals that complaints are not being processed within the regulatory time frame, the 462 will allow you to determine what stage of the process needs attention: Is counseling completed in a timely manner? Does the problem lie with timely completion of investigations? If your agency does both, is there a significant difference in timeliness between in-house and contract investigations? Is the agency's information collection system accurate and adequate for purposes of completing the Form 462? Any deficiencies in these areas also need to be addressed in the 715 report.
10. Please discuss the impact of the Supreme Court's decision in Adarand and its applicability to agencies' affirmative employment programs.
In Adarand Constructors, Inc. v. Pena, 515 U.S. 200 (1995), the U.S. Supreme Court held that all racial classifications imposed by a federal, state, or local government must be analyzed by a reviewing court under "strict scrutiny," meaning that such classifications are constitutional only if they are narrowly tailored measures that further compelling government interests. The Adarand case arose under the Equal Protection clause of the U.S. Constitution regarding a federal program that provided financial incentives for contractors to hire subcontractors controlled by socially and economically disadvantaged groups, which included various racial and ethnic groups.
EEOC is tasked by Congress to enforce laws prohibiting employment discrimination, including Title VII of the Civil Rights Act. Adarand does not affect an agency's responsibilities under MD-715. Neither EEOC policy nor MD-715 requires agencies to establish racial or ethnic preferences or quotas. Indeed, federal anti-discrimination laws and EEOC's policies require that agencies prohibit discrimination, including "reverse" discrimination. MD-715 requires agencies to take proactive steps to ensure equal employment opportunity for all their employees and applicants for employment by regularly evaluating their employment practices to identify and eliminate barriers that hamper the advancement of any racial or ethnic group in federal agencies.
In July 1995, the Department of Justice issued a memorandum entitled "Post-Adarand Guidance on Affirmative Action in Federal Employment" ("DoJ Memorandum"). The DoJ Memorandum provides guidance to all federal agencies on how to interpret Adarand in the context of federal employment and agencies seeking guidance in this area should review the DoJ Memorandum. It should be noted that the DoJ Memorandum re-emphasizes the federal commitment to affirmative employment in the federal government.
11. But MD-715 requires agencies to collect and analyze data which show the representation of groups by ethnicity and race (as well as by sex and disability status) in numerous profiles, such as grade distribution, major occupations, promotions, career development, etc. Thus, agencies must identify personnel by their membership in protected groups. Aren't such classifications unlawful?
No, an agency's collection and analysis of data by protected group is not unlawful. Neither Adarand nor any other controlling authority prohibits such collection and analysis. As is specifically noted in the DoJ Memorandum, "Adarand … does not preclude tracking participation [by protected class] in the agency's workforce through the collection and maintenance of statistics or the filing of reports with the Equal Employment Opportunity Commission." DoJ Memorandum, p. 4. The purpose of the data collection is to allow the evaluation of policies, practices or procedures which may be impacting the employment opportunities of any protected group. Of course, agencies must ensure that the data collected are used appropriately for the purpose of developing and monitoring affirmative employment programs.
12. Are federal agencies prohibited from adopting goals based on race or ethnicity?
If a federal agency desires to develop numerical objectives or goals, the agency's General Counsel should carefully review the DoJ Memorandum before establishing any goals.
13. Are federal agencies prohibited from adopting preferences based on race or ethnicity?
Before a federal agency uses ethnicity or race as a basis for an employment decision, the agency must satisfy strict scrutiny to ensure that the decision promotes "compelling" government interests and that it is "narrowly tailored" to serve those interests. Again, the agency's General Counsel should carefully review the DoJ Memorandum before establishing any preferences.
14. Why did the EEOC revise the categories under which the agencies are to report the race and ethnicity of employees and applicants?
The Instructions call for federal agencies to report statistical information on the racial and ethnic categories of employees and applicants as prescribed by the Office of Management and Budget (OMB) in Statistical Policy Directive No. 15, Race and Ethnic Standards for Federal Statistics and Administrative Reporting (OMB Directive 15), which all federal agencies were required to adopt no later than January 1, 2003. OMB Directive 15 is available at: http://www.whitehouse.gov/omb/fedreg/ombdir15.html.
Under OMB Directive 15:
"The minimum categories for data on race and ethnicity for Federal statistics, program administrative reporting, and civil rights compliance reporting are defined as follows:
Respondents shall be offered the option of selecting one or more racial designations. Recommended forms for the instruction accompanying the multiple response question are 'Mark one or more' and 'Select one or more.'" (Emphasis added.)
15. Why doesn't the EEOC require agencies to report on the race of Hispanic employees and applicants?
Agency's reports to the EEOC use the minimum categories prescribed by OMB Directive 15 because we have determined that these categories provide the most useful statistics for federal oversight purposes. Also, inasmuch as the prior Management Directive 714 also did not require agencies to report the race of Hispanic employees or applicants, the use of the minimum categories allows for comparison of historical data.
However, nothing in MD-715 or the Instructions prohibit federal agencies from capturing more detailed racial and ethnic information, including the race of its Hispanic employees and applicants or the specific races selected by employees and applicants who select more than one race. Indeed, agencies are encouraged to capture such information to ensure that their data base is as comprehensive as possible. However, for reporting purposes, such detailed data must be aggregated into the minimum categories provided for in the Workforce Data Tables.
In addition, please note that when capturing racial and ethnic data, agencies should use a form that allows employees or applicants to select more than one race. Agencies should not use a form that has a box labeled "two or more races."
16. Why does the EEOC only require agencies to re-survey their Asian employees and those who have not been previously identified? Shouldn't all employees be afforded the opportunity to self-identify under the categories prescribed by OMB Directive 15?
In order to ensure that agencies would be able to timely submit their initial MD-715 report by January 31, 2005, the EEOC limited the requirement to re-survey existing employees to those who are identified as Asian because these employees must be placed accurately into either the category of "Asian" or "Native Hawaiian or Other Pacific Islander." Similarly, those employees who have not been previously identified need to be surveyed as reporting such employees as "Other" or "Non-category" does not comport with OMB Directive 15 or EEOC regulations. See also 29 C.F.R. § 1614.601(b).
The EEOC nonetheless encourages agencies to resurvey their employees for accurate race and national origin identification under OMB Directive 15. In addition, some agencies have concerns about the accuracy of their existing data and in such cases, re-surveying the workforce under the current categories would be a good idea. Finally, agencies are always strongly encouraged to periodically resurvey their employees to accurately capture current disability status.
17. My agency has not finished re-surveying its workforce nor has my agency begun tracking applicants. Should we still file the MD-715 report?
Yes. You should annotate your agency's Workforce Data Tables to indicate any data deviations or other assumptions made in the course of completing the Tables. You should also file as many PART Hs (EEO Plan To Attain the Essential Elements of a Model EEO Program) as may be necessary to address these deficiencies in your agency's EEO program. The Office of Personnel Management has revised Standard Form 181 to reflect OMB Directive 15. See http://www.opm.gov/forms/html/sf.asp .
18. My agency does not appear to be reaching persons who identify themselves as two or more races. How does an agency target persons who are of two or more races?
Broad targeting of recruitment efforts to a wide range of diverse sources of applicants generally should be sufficient to reach all races including those who select more than one racial identification.
19. When re-surveying, does an agency's EEO Office or its Human Resources Office have the responsibility to request the data and conduct the survey?
The EEOC has emphasized that coordination and cooperation between an agency's EEO Office and its Human Resources Office is necessary for MD-715 to be a success. Indeed, the cooperation of all offices (General Counsel, Information Technology, Budget and Finance, etc.,) is critical if an agency is to successfully remove workplace barriers or attempt to develop and maintain a Model EEO Program. Cooperation and coordination is a must. Thus, it would be beneficial for both offices to work together to accomplish the re-survey.
20. How do I determine the appropriate Civilian Labor Force (CLF) Data to use on the various Workforce Data Tables? Where do I find the CLF data?
The CLF data is available at: http://www.census.gov/eeo2000. The national CLF, as shown, should be used on Tables A1 and A2; however, no CLF data should be shown for occupational groups on Table A3.
For Tables A6 through A8, the appropriate or relevant CLF availability data generally depends on the employer's area of recruitment. If a job is recruited nationally, then it may be appropriate to use the national CLF for that occupation, particularly if individuals apply form all parts of the country and the location from which they apply is not a factor in the hiring decision.
On the other hand, if an agency's announcement is limited to a particular geographic area (e.g. region, state, county or city) or, although the agency advertised nationally for a low-graded position, the only applications received are from the city or county in which the position is located, then it may be more appropriate to consider the local area CLF.
An agency must have a justification for whichever CLF data it uses for comparison purposes in the Workforce Data Tables filed under MD-715. If the agency has questions about what CLF data to use, it should contact EEOC's Affirmative Employment Division at (202) 663-4555.
21. How are foreign nationals reported?
Foreign nationals are not reported in the Workforce Data Tables, whether or not the foreign national works overseas or in the United States. See Instructions, Section III, page 1, column 2. "All non-intermittent or non-seasonal employees except foreign nationals, will be reported". Employees who are U.S. citizens are included in the Workforce Data Tables, whether they are employed within the United States (including Puerto Rico) or abroad.
22. What is the "Federal High" used on Table B1?
This is the participation rate of the agency (with 500 or more permanent employees) which had the greatest participation rate of employees with targeted disabilities during the prior fiscal year. For 2005, that agency was the Equal Employment Opportunity Commission, where 2.16% of employees had a targeted disability.
23. I am aware that my agency has employees with targeted disabilities who have not self-identified. May I visually identify these employees for purposes of reporting them in the agency's MD-715 Report?
No. The collection of data on disability status is governed by 29 C.F.R. § 1614.601(f). This regulation provides that data on disability status is collected by voluntary self-identification. Agencies are to explain the importance of the data to employees and actively encourage them to self-identify. Only if the employee is a Schedule A appointee and refuses to self-identify, may the agency identify the employee's disability using the records supporting the appointment. For all other employees, if the employee still refuses to self-identify even with encouragement, the agency should report the employee's disability status as "unknown." Note that the fact that such a non-Schedule A, non-self-identifying employee may have requested an accommodation and provided records supporting the request which establish a disability is irrelevant; the records used for purposes of the accommodation request cannot be used by the agency to unilaterally identify the employee. Thus, visual identification may not be used for the collection of disability data.
24. Tables A1 and B1 ask agencies to report on employees who are paid with non-appropriated funds, in addition to reporting on permanent and temporary employees. Can you please explain this category?
Under previous management directives, agency affirmative employment reports to the Commission only contained workforce data statistics that were otherwise contained in OPM's Central Personnel Data File (CPDF). The CPDF excludes large portions of non-appropriated fund employees, meaning these employees often went unreported. Thus, an accurate snapshot of the agency workforce was never seen and reviewed. Agency resources, planned activities, etc., were also not evaluated with an accurate picture of the workforce in mind. MD-715 requires that all employees be reported. Therefore, by including a category where non-appropriated fund employees can be reported, this gap between what's in the CPDF and an agency's actual workforce total can be bridged. Hence, the data to be included in this category should include individuals excluded from the CPDF and otherwise not traditionally reported in affirmative employment reports.
25. In Tables A3 and B3, why is the EEOC using 9 occupational categories instead of the PATCOB categories used in the past? It is burdensome to have to use the 9 occupational categories for reports to the EEOC and PATCOB for reports to the Office of Personnel Management (OPM).
Since the 1960s, private employees have reported information to the EEOC on one of the more well-known reports collected by the Commission, the EEO-1 report. The EEO-1 report provides a breakout of the employer's workforce by gender and race/ethnicity in nine job categories. The EEOC's experience in analyzing EEO-1 reports for many years has led us to determine that use of similar occupational categories in the federal sector will provide more useful information. Moreover, use of similar occupational categories will allow comparisons between the federal and private sectors. In particular, use of the Officials and Managers category, further divided into hierarchical subcategories, allows for the collection of data about racial and gender stratification that can help to identify the existence of a "glass ceiling." We view this as a positive development in our mission to eradicate discrimination from the federal workplace and move toward the ultimate goal of making the federal government a model employer.
Although OPM may decide to continue its historical use of PATCOB, OPM's data needs differ significantly from the EEOC's data needs in its role as the enforcer of the civil rights laws governing employment. The EEOC determined that the PATCOB categories are outdated, overly broad and too imprecise to allow the level of analysis desired. To the extent that certain agencies may object to grouping their data into the nine occupational categories as burdensome, the EEOC notes that other agencies have represented that their information technology departments have not found this to be a difficult task. Nevertheless, EEOC staff have met with OPM staff and discussed the nine categories used under MD-715 as OPM proceeds in the development of the new Enterprise Human Resources Integration (EHRI) system. We also conveyed to OPM the need for the system to be equally compatible with PATCOB and the nine occupational categories used for reporting under MD-715. We expect to continue to meet with OPM staff to further coordinate our mutual needs.
26. Isn't this just obtaining information for the sake of having information? If the PATCOB is good enough for OPM, why isn't it good enough for EEOC?
As previously noted, EEOC's data needs differ substantially from those of OPM. While OPM's role is human resource management, EEOC is the enforcer of civil rights laws governing employment. We have concluded that the PATCOB categories are both outdated and too imprecise to provide the level of analysis needed in our mission to identify and eliminate impediments to equal opportunity. Moreover, PATCOB data does not give any information on the composition of an agency's managers or otherwise allow for the identification of 'glass ceilings.'
The information obtained in the MD-715 reports is vital to our - that is, the Commission's and the agencies' - understanding of the Federal workforce.
Many new Federal employees are drawn from the private sector. Clearly, the ability to cross-reference and analyze both Federal and private data moves all of us toward achieving our goal of making the Federal government a model employer. Organizations that want to recruit and retain an inclusive workforce - one that reflects the American public - must use all available sources of candidates in these increasingly competitive times. Any agency that fails to benchmark itself against the full spectrum of the labor market will not achieve the mission and business of the agency. As more Federal employees become eligible for retirement, succession planning provides an opportunity to engage in a deliberate and systematic effort to ensure that critical skills positions attract and hire persons from all groups. A system of measurement which allows for comparison to the private workforce allows agencies to more successfully monitor the effectiveness of their efforts.
27. How do I know in which of the 9 occupational groups an employee should be placed?
The EEOC's website contains a link to the OPM/Census Occupation Cross-Classification Table (Crosswalk). This Crosswalk is intended as general guidance in cross-classifying OPM occupation codes to the nine occupational categories. Agencies are encouraged to contact EEOC with specific questions about what category might be appropriate for their particular occupations.
The link to the Crosswalk is: http://www.eeoc.gov/federal/715instruct/00-09opmcode.html
Please remember that when an employee is classified as a supervisor or manager, that employee should be placed in the Officials and Managers category rather than in the category in the crosswalk that they would otherwise be placed in based on their OPM occupation codes. Those employees classified as supervisors or managers who are at the GS-12 level or below should be placed in the First-Level subcategory of Officials and Managers, those at the GS-13 or 14 should be in the Mid-Level subcategory, and those at the GS-15 or in the SES should be placed in the Executive/Senior-Level subcategory. An agency may also choose to place employees who have significant policy-making responsibilities, but do not supervise other employees, in these three subcategories.
The fourth subcategory, called "Other," contains employees in a number of different occupations that are primarily business, financial and administrative in nature, and do not have supervisory or significant policy responsibility. For example, Administrative Officers (OPM Code 0341) are appropriately placed in the "Other" subcategory.
28. May I utilize the codes used in the Federal Personnel Payroll System (FPPS) to identify my agency's supervisors or managers? These are the codes I would like to use: 02 - Supervisor or Manager, 04 - Supervisor, 05 - Management Official, 06 - Leader, and 07 - Team Leader.
You may use whatever method you deem appropriate to properly account for and categorize employees reflected in the Workforce Data Tables. The EEOC has no objection to an agency's use of FPPS codes or other agency-specific codes to assist in identifying the supervisors and managers who should be placed in one of the first three subcategories of the Officials and Managers category. However, please note that the EEOC does not consider Team Leaders to be supervisors or managers within the definition of the occupational group "Officials and Managers." Therefore, FPPS codes 06 and 07 may not be used to identify supervisors and managers.
29. What about Wage Grade employees who are supervisors or managers?
Wage Grade employees who are supervisors or managers should be included in the Officials and Managers category. An agency will have to determine which of the first three subcategories is the appropriate one for placement of the employee. Should an agency have specific questions in this area, they are welcome to consult with the EEOC.
30. I have employees in series that are not in the Crosswalk. Where do I place these employees?
When questions are raised about a series not being included on the Crosswalk, it generally has been because the series no longer exists. For example, some agencies' data systems still show employees in the former GS-334 series, which is now the GS-2210, Information Technology Management Series. Similarly, the former GS-204, 205, 221, 233, and 235 series were all placed into the GS-201, Human Resource Management Series and the former GS-345 series is now part of the GS-301 series. Note that these changes include series both in the General Schedule and the Wage Grade areas. Also, another wrong or missing code example could occasionally be a violation of the "single agency code" rule. Specifically, when a GS code and title exists and is authorized only for one designated agency, sometimes others decide unilaterally to use it.
When these discrepancies are discovered, we suggest that Human Resources and EEO Offices coordinate on that matter, as the Human Resources office may need to reclassify the affected employees, using relevant OPM Position Classification Standards (PCS) that specify the "new" series relative to the "discontinued" series.
31. Why does the Commission ask for data on the Occupational Categories (Tables A3-1, A3-2, B3-1 and B3-2), Participation Rates in General Schedule Grades (Tables A4-1, A4-2, B4-1 and B4-2) and Participation Rates in Wage Grades (Tables A5-1, A5-2, B5-1 and B5-2) to be displayed in two ways?
These Tables display the data by either showing (1) participation rates, i.e. the percentage of a particular group participating in an occupational category or a grade or (2) distribution rates, i.e. the distribution of a particular group throughout all of the occupational categories or grades.
In order to show the percentage of a particular group participating in an occupational category or a grade, in Tables A/B 3-1, 4-1, and 5-1, the data is computed across the rows, with the sum of the row equaling 100%. Thus, these Tables show what percentage of all employees in that occupational category or grade is represented by a particular group.
For example, an agency's Table A4-1 reflects that the agency has 788 GS-13 employees, of which 18, or 2.3%, are Hispanic females. The Table also shows that the agency has 361 GS-14 employees, of which 3, or 0.8%, are Hispanic females.
The participation rate of a particular group in an occupational category or grade should be compared to that group's participation rate in the agency's total workforce. If the group's participation rate is not comparable to its participation rate in the total workforce, an agency should explore whether members of the group are encountering obstacles to full participation in an occupational category or grade.
In Tables A/B 3-2, 4-2 and 5-2, the data is computed down the columns, with the sum of the column equaling 100%. Thus, these Tables show the distribution of a particular group among the occupational categories or grades.
For the agency in the above example, its Table A4-2 reflects that the agency has 90 Hispanic female employees, of which 18, or 20% of all Hispanic female employees, are at the GS-13 level. The Table also shows that 3 of the Hispanic female employees, or 3.3% of all Hispanic female employees, are at the GS-14 level.
The distribution rate of a particular group should be compared to that group's participation rate in the agency's total workforce. If the group's distribution rate is not comparable to its participation rate in the total workforce, an agency should explore to what extent members of the group are clustered in a particular occupational category or grade and whether members of the group are encountering obstacles to participation in other occupational categories or in advancing to higher grades.
Thus, in the examples given above, the two Tables together suggest that the agency should explore whether there is any barrier or "glass ceiling" facing Hispanic females. In investigating the "triggers" reflected in these Tables, the agency will want to consider the data on Hispanic females presented in the remainder of the Tables. For example, the agency should explore the representation rates for Hispanic females employed in the agency's major occupations (Tables A4-1 and A4-2), data on the agency's new hires of Hispanic females (Table A8), data on the agency's selections for internal competitive promotions for major occupations (Table A9), the participation rate of Hispanic females in career development programs (Table A12), the participation rate of Hispanic females in awards (Table A13) and data on the separation rates for Hispanic females (Table A14). The agency may wish to gather more refined data; e.g. the agency may wish to explore whether Hispanic females at the GS-13 level are separating from the agency at rates higher than would be expected and/or gather data on the performance ratings of Hispanic females at the GS-13 level.
32. My agency has pay bands. May I modify the Workforce Data Tables, particularly Tables A/B 4 and 5, to reflect pay bands instead of GS grades?
In its MD-715 report, an agency may not provide the data required by Tables A/B 4 and 5 solely by modifying the Tables to use pay bands. Glass ceilings can occur within a pay band, and this method does not allow the agency to identify the specific pay level where a group may be experiencing barriers. In addition, government-wide data is reported by use of the GS grades, which remain the most common pay schedule. Agencies must use payroll data to break down these employees into the equivalent GS-grades for purposes of completing Tables A/B 4 and 5. We suggest that the agency's EEO office, in conjunction with its Human Resource office, determine the precise metrics for breaking down of the payroll data to ensure consistency throughout the agency. An agency may, of course, elect to perform additional analyses using pay band data.
33. My agency has several different Wage Grade structures governing different employees and the actual pay for each grade level differs significantly from structure to structure. How do I fill out a single Workforce Data Table 5, as it will be difficult to reconcile the data from all the structures into one overall comparative Table?
An agency may fill out more than one Workforce Data Table in this instance or similar instances where the result is the provision of more precise and useful information. The agency should indicate the basis for providing the additional tables.
34. Workforce Data Tables A13 and B13 (Employee Recognition and Awards) require agencies to report on "Cash Awards - $100-$500" and Cash Awards - $501+." A large percentage of my agency's workforce received well over $500 in awards, with a substantial number receiving awards between $3,000 and $5,000, and others received over $5,000. May I modify these Workforce Data Tables to include additional levels of awards?
Yes. This is another instance where the result is the provision of more precise and useful information.
35. Whom should I contact for further information?
For further information or questions on MD-715, please contact Lori Grant on (202) 663-4616 (voice) or (202) 663-4593 (TTY).


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Dear God,
Americans have it all wrong. We work too hard, so much so that when we do speak about pleasure — "élan," "gourmand," "joie de vivre" — our own language is not always up to the task. Even the productivity-crazed Germans have a special term for a stroll in the open air: "Spaziergang." Bless them. They have a long word for everything. But we, too, slow down for the holidays.
Driving home through North Baltimore, I remember that the pine trees have been there all this time —months, millennia — after outlasting the fall leaves.
It is a season of spectacle. When I run, each breath chooses its own shape. The sky is white. The earth is stripped bare. And I can see things more clearly.
I will gladly stand in the cold to watch the lighting of the Washington Monument.
While hunting through the shops on 36th Street, I will stumble upon at least two people I know and dream of out-gifting my siblings (but not my mother).
I will sit slack-jawed, like the title character himself, while watching the O'Hara girls in the School for the Arts' production of "The Nutcracker." Lily will play young Clara. And Nell? A tiny reveler? A mouse? To me she is "my favorite hat." That's what I called her that time I babysat the two of them. The little one climbed on my shoulders, folded her hands on my head, and posed. Twenty years from now, I will taunt them with that picture. Their future fans will want proof that I knew them. Their silliness looks like magic on stage.
I will attend parties and wear velvet without apology. I will respond too enthusiastically to questions about work, then remember my sister's gentle admonition to cede the conversation. I will not drink, but people may note that my cheeks are red — from laughter.
I will email 500 people just to remind them how much I love them and give to the favorite charities of those friends who ask. I will grant a few small wishes, eat far too much, and spend the last days of the year living like a minor feudal king.
This is still pretty new to me. Growing up, some of us started our Christmas shopping months in advance. Lay-away: We made down payments on clothes. And nights were not as calm as they are now: the whine of brakes on tired buses, blaring speakers, dark figures you couldn't make out until it was too late.
To me, these are memories, but some still deal with this and much more. While I celebrate, some people are hungry. Many are cold. Others might yet lose a loved one — a month from now, not all of those firecrackers will be firecrackers.
Because you have dispensed your greatest gifts unevenly, I am now accustomed to a level of safety and comfort that many still don't know. But I hope the imbalance is only temporary. As we each take stock of the past year, here I am with my arms full, so, Lord, please make me part of the solution.
I have a bit of space and a voice. Help me examine us all at our worst and imagine us at our best.
Help me clear room for people to laugh, learn, think, remember and cry.
Use these stories to turn strangers into friends and friends into allies.
The issues of the day are so complex. Give me clarity. And help me listen with compassion to those who have never been heard.
Jesus lived and died believing the world was worth fighting for. Help me speak the truth. And as I struggle to trace the invisible line that binds us all together, God, please steady my hand.
You've staged great scenes with small spaces. Two thousand years ago, you set a baby in a trough, and the world's still talking. I'd just like to be of some use in one city with a few column inches of type.
I believe scarcity is an illusion and poverty is a lie, because we have everything we need in each other. Make me a broker in that exchange so that one day soon we will all know peace.
Lionel Foster is a freelance writer from Baltimore. His column appears Fridays. Email: email@example.com. Twitter: @LionelBMD.


text: On Tue, 2003-02-18 at 15:18, Robert G. Brown wrote: > > I've often wondered that, at the very least if you are going to install > > then you should just download a tgz of the root partition rather than > > the hassle of automagically installing/configuring packages. > > With kickstart it is actually easier to do the latter. A single > kickstart script can install all the nodes, typically, and have a > boilerplate DHCP entry. It reduces an install (once set up) to: > > a) boot via pxe to a set of bootable kernel images with timeout to the > primary hard disk image (e.g. grub), if there is one. > b) select the network/kickstart install kernel, set up to > automatically default straight into dhcp/kickstart. > c) in four to five minutes the system reboots itself (in the %post > step) into operational mode, ready to run. This is the system we use here, it works really well, to re-install you just create a symlink in the dhcp config directory (based on a hex representation of the IP address) and then re-boot the node. Everything else is automatic. Takes a tiny ammount of admin time but you do have to wait for the node to finish. One problem we have here is that it installs a entire cd's worth of software, most of which never gets used, a quick look shows that there is 650Mb of software installed on our compute nodes, thats *far* to much. > Package based installs are also trivial to update or to add new packages > to, and timely updates are ESSENTIAL to cluster (or LAN) management. > See for example, the "yum" tool, which pretty much totally automates > package management including the installation of new packages and their > fully automatic updating from a designated install server. Anything > from a new kernel to a new package to a security update in an existing > package automagically propagates to the nodes once placed in the install > server tree. With a tgz-based installation, you might as well just > rebuild the tgz image and do a full reinstall. This is enough work that > (of course) it will get put off, which can be disasterous with security > updates. Agreed, I wasn't thinking of maintaing your own packageless distro, more of having a complete filesystem tree that you could chroot into for admin and maintanince, keeping a tar.gz copy of this tree for efficiancy and "installing" a node by untaring this file onto the local disk. My reasoning was to get the node install time as *low* as possible and I was assuming that kick-start wasted to many cycles/bandwidth on stuff that would just end up the same anyway. kick-start wouldn't allow you to customise the image as much either. This would take some effort to setup the "install" script and possibly wouldn't be worth it because it would only save a few minutes (in parallel) of unattended time while the node installs itself. However... Once you have got the node-install time low enough then you have the possibility of requesting node configurations when you submit your jobs, they could install with a different flavour of the os and different kernels depending on what requirments the job has. I've not heard of anybody doing this though so perhaps it isn't desirable but I know I can think of uses for it. Ashley,


text:
- Download Vimclojure from http://www.vim.org/scripts/script.php?script_id=2501
- Unzip the zip file into ~/.vim (Unix) resp. vimfiles (Windows).
- Ensure that the following is in your .vimrc resp. _vimrc:
set nocompatible filetype plugin indent on syntax on
- Edit a Clojure file.
If you don't know Vim, Vimclojure might be not the right tool for you. Vim's learning curve can be as steep as Emacs, Eclipse + CCW, Netbeans + Enclojure, or Textmate (on OS X) are probably more suitable in this case.
Feb 01, 2012
Clojure and Vim can be used with Conque. I'm not able to update above page, so here is quick start.
The easiest way is to download Vimball from (http://code.google.com/p/conque/downloads/list), and unpack it with:
- run vim
- :vim <path>/conque_2.3.vmb
- :so %
(commands starting with ':' are meant to be executed as ex commands). After this step, vim will unpack archive and install things at appropriate places.
To start repl, start vim and execute in as ex command:
:ConqueTerm <path-to-lein>/lein
:ConqueTerm bash (then manualy run clojure jar)
To evaluate your code, select region and press F9; conque will send it to running buffer and execute command.
Feb 12, 2012
I recommend using Screen.vim (it also works with Tmux).
It gives the ability to open a shell prompt or any repl in a Screen/Tmux window (or pane) and send messages to it via commands, which can be bound to convenient shortcuts:let g:ScreenImpl='Tmux' " I use tmuxnoremap <leader>S :ScreenShell " Open a shell/replvnoremap <leader>s :ScreenSend<CR> " send current visual selection to a shell/replnoremap <leader>s :ScreenSend<CR> " send a whole buffer to shell/replIt's much better solution than ConqueTerm which has a lot of quirks and isn't as performant as a native terminal
Feb 29, 2012
True. However, if you are using Screen.vim with GNU Screen, you are limited to 256 bytes transferred between screen buffers. Hoping tmux removes this limit.
Feb 19, 2012
Łukasz Korecki: Using Screen.vim seems to be very similar to vim-slime, what I use. You can grab some text with it and send it to a screen/REPL session using C-c, C-c. So far it's been a pretty simple setup with VimClojure and vim-slime for me.
Feb 29, 2012
Mar 28, 2012
There is also Slimv by Tamas Kovacs. "Slimv is a SWANK client for Vim, similarly to SLIME for Emacs."
It has a lot of functionality, more than most of the screen-based approaches, but its syntax and indenting is not quite as nice as vimclojure's.
Also it comes with an (optional) paredit mode!
$ mkdir -p ~/.vim
$ hg clone https://bitbucket.org/kovisoft/slimv
$ cd slimv/
$ cp -R * ~/.vim
Run vim and refresh the help cache:
:helptags ~/.vim/doc
Now you can use
:help slimv
to get the Slimv manual
Use it with leiningen
:cd ~/path/to/leinigen/project
Hit ,c (that is comma followed by a "c") to start a REPL via "lein repl"
Common keybindings - see :help slimv for full list
,d - eval top-level expression under cursor
,b - eval the whole buffer
,s - get the documentation for the symbol under the cursor
Useful configurations in .vimrc
"this makes slimv autodetect the namespace of the buffer you are currently editing.
"Eval'ing forms will be evaled in their namespace without changing the REPL namespace.
let g:slimv_package = 1
"This will activate paredit mode!
"It's Vim's version of Emacs's paredit minor mode.
"Look at :help paredit to learn the keybindings. Highly recommended!
let g:paredit_mode = 1


text:
Needing a big-time performance to force a Game 6 against the No. 2-seeded Denver Nuggets in their Western Conference playoff series, the Hornets, seeded seventh, tied the worst loss in NBA playoff history.
New Orleans was blasted by Denver 121-63, likely needing a miracle to advance to the conference semifinals down 3-1 in the series to a bigger, stronger and more athletic team.
Denver's largest lead was 58 points. Not since 1956, when the Minneapolis Lakers beat the St. Louis Hawks 133-75, had the NBA had such a blowout in the postseason.
"It was the worst we've played since I've been here," Hornets Coach Byron Scott said.
Carmelo Anthony, who sat out the fourth quarter, had a game-high 26 points for Denver, while Chris Paul of the Hornets was held to four points, six assists and had six turnovers.
"We were embarrassed," Paul said.
Game 5 is Wednesday night at 9:30 in Denver.
Here are the in-game updates
Denver led 89-50 at the start of the period as the starters gave way to the reserves. The Nuggets crossed the 100-point plateau with 7:47 left, building a 101-53 lead.
The Hornets were down by 50 points a possession later.
The few fans who stayed gave a Bronx cheer when Morris Peterson sank a free throw for the Hornets' 60th point -- the Nuggets had 118, though.
The Nuggets' lead ballooned to 72-41 with 9:15 remaining. The halftime break did nothing to cool Anthony, who sank a 3-pointer for Denver. Hornets sharp-shooter Peja Stojakovic shot an air ball, which was indicative of how the game has gone for the home team.
If it was the final home game of the season for the Hornets, they didn't do anything to give the fans a memorable performance. Many in attendance booed the lackluster effort.
Anthony had been somewhat overshadowed since Chauncey Billups arrived in Denver, but he reminded all in attendance why he was an All-Star talent and a gold medalist in Beijing last summer.
Anthony torched the Hornets for 17 points on 7-of-12 shooting as Denver built a 61-39 hafltime advantage. James Posey, Rasual Butler and Stojakovic all had a crack at trying to slow Anthony to no avail.
Anthony played the entire first half, as did Hornets point guard Chris Paul.
Billups and Nene each had 10 points for the Nuggets.
Posey, who's more of a defender, was forced to have a hand in the offense. He scored 12 points, making four of his seven attempts from the field.
Denver also did a number on Paul, who was held to four points on 2-of-6 shooting. Everytime Paul came off a pick, he was trapped. He wasn't allowed to facilitate the offense as he normally does, which led to a dismal night shooting for his teammates. Butler, for the second game in a row, shot an air ball. Stojakovic missed both of his 3-point attempts. He and David West had eight points apiece.
Denver led 49-24 with 7 minutes remaining.
Not sure if it's a strategy or they're trying to lull Denver into a false sense of security, but the
opening period was a carbon copy of Game 3 for the Hornets: Nuggets come out hot, Hornets trail by a substantial margin and play catch up the rest of the way.
Billups score nined points, and Anthony and Nene each scored eight as Denver led 36-15 at the end of the quarter. The Nuggets shot an astounding 70 percent from the field to the Hornets' 31.6 percent.
Denver sprinted to a 13-4 lead with 7:40 left and never looked back. The Hornets, meanwhile, looked stagnant and somewhat tentative on offense. Their defense was virtually non-existent as Denver got open looks and ran its offensive sets flawlessly.
Melvin Ely and Ryan Bown were on the inactive list for New Orleans; Sonny Weems and Steven Hunter were inactive for Denver. ... Nuggets big man and ex-Hornet Chris "Birdman" Andersen was back to his traditional spiked Mohawk hairdo after breaking away from the style for Game 3. ... Boxing great Roy Jones Jr. and Pittsburgh Steelers running back Mewelde Moore of Tulane were in attendance.


text:
Bennett and Andrea Woodruff of Austin announce the birth of a daughter, Willow Dawn, on Feb. 5, 2013, at Lakeway Regional Medical Center in Lakeway. She weighed 7 pounds, 2 ounces and was 18 3/4 inches long.
She has a brother, J.D., 3; and a sister, Cadence, 5.
Grandparents are Jo Woodruff and Mason and Karen Woodruff, all of Decatur, and Sam and Maja Fields of Kerrville.
Great-grandparents are W.B. and Mary Louise Woodruff of Decatur, Edith Beutell of Hideaway and Lucy Fields of Mesquite.


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text:
The Slouchproof Desk
Before you hunch over one more email, heed this advice from an acupuncturist, a Feldenkrais practitioner, and six other spine czars.
1. "The computer screen should be about an arm's length away and centered in front of you to avoid neck strain. This is also a good rule of thumb when you're on your phone for avoiding so-called text neck."
—Alan Hedge, Cornell professor and director of the human factors and ergonomics teaching and research programs
2. "You want to sit at your desk at the center of what we call the 'circle of power.' Place everything you need within easy access and comfortable reach. There's no specific place you need to keep your phone or stapler—having something on the right or left is irrelevant—as long as it's within that circle."
—Stephen Barlow-Lawson, president of ergonomic-furniture-maker Biomorph
3. "To automatically align yourself, imagine a book on your head. Your chest opens and your shoulders go back. You'll be able to get more air."
—Rachel Potasznik, certified Feldenkrais practitioner and founder of BetterBodyLab
4. "Pulling in your neck to create a double chin is a good neck stretch. Do a few sets of ten. Women don't like this one, but I tell them to do it when no one's looking."
—Kiambu Dickerson, massage therapist and head of New York Orthopedic Massage
5. "When tension builds up in the neck, shoulders, and upper back, it blocks the flow of Chi, which is energy that encourages blood flow and organ function. I recommend that people get up every hour from their desk and walk around and do some qigong stretches—shoulder shrugs, shaking the head 'yes' and 'no,' looking gently from shoulder to shoulder. They work wonders if practiced throughout the day."
—Bethel Sabin, Brooklyn-based acupuncturist
6. "The most common mistake people make in sittingis they rock back on their pelvis, which causes slumping of the low back. The lumbar spine is in flux. I suggest sitting at the end of the chair or putting a pillow behind their back to prevent this."
—Rey Allen, certified Rolfer and owner of Rolfing New York
7. "A simple trick to get back to a neutral body is to take a thick towel, make it as dense as possible, and place it underneath you in the chair. Push the towel a little forward, so your butt hangs off the back edge. Do this for five minutes, then take the towel away, and you'll be surprised by how much better you feel."
—Kiambu Dickerson
8. "Adjust your chair so you have a right angle at your knees and your feet are flat on the floor."
—Stephen Barlow-Lawson
9. "Going the standing-desk route may decrease the pressure on the discs, but be careful about your shoes: Heels as well as flats can lead to pain. Sneakers are optimal—if Nikes aren't an option at work, slip into them only while you're at your desk."
—Dr. Kenneth Chapman, assistant clinical professor, NYU Langone Medical Center
10. "Attach a height-adjustable keyboard to your work surface that allows you to tilt the keyboard down and away from you slightly for better wrist posture."
—Alan Hedge
"Yes, sitting on a balance ball is a good way to train oneself to practice good posture,but remember it's not a magic ball. It doesn't make it easier to have better posture but serves as a reminder that one needs to actually work harder—that is, to actively engage the core muscles—to achieve a good sitting position."
—Ross Markowitz, exercise specialist at La Palestra Center for Preventative Medicine, a hybrid gym and physical-therapy practice
"I tell my clients to trade chairs with someone else in the office once a week. You have to constantly change up the situation."
—Rey Allen


text:
Rich Sh*t: Millionaire Parking Lambo In His Living Room!
"Supercar owners living in an exclusive high-rise apartment block can now park their beloved motors from their - LIVING ROOMS. Hamilton Parks in Singapore is a brand-new 30-storey development where flats cost between Ł6 and Ł15 MILLION. But with parking in the city limited, the skyscraper designer came up with an innovative way of parking some of the planets fastest cars. Residents simply drive their 200mph motors into a biometrically- controlled lift at the base of Hamilton Parks on the city's swanky Orchard Road." - ItzDeanMan
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text:
Art in the Garden: "Deconstructed Flowers"
Saturday, November 23, 2013
8:00 a.m.–4:00 p.m.
This event repeats every day between 11/5/2013 and 1/26/2014.
Please note: This event has already taken place. Please use the Search options on the right to find upcoming events.
H. David Stein's unique mosaic of flora is distinctively detailed in his exhibit "Deconstructed Flowers." His intricate photographs pull out the dimensional presence of flowers using a special technique which layers multiple photographs into a single montage. The end result shows many views of the flower's beauty in a single image.
The exhibit will be available from Tuesdays through Saturdays.
$4 Adult; $3 Seniors; $2 Students with ID and children over 3.
Event Organizer
Contact Number
(718) 886-3800


text:
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text:
Key Players in the market are Lubrizol Corporation (U.S.), Innospec Inc. (U.S.), Afton Chemical Corporation (U.S.), Infineum International Ltd (U.K.), NAND IPL (India), Abhitech Energycon Ltd (India), BASF Corporation (Germany).
(PRWEB) April 22, 2014
The report "Fuel Additives Market by Diesel, Gasoline & Aviation Applications, Types (Deposit control, Antioxidant, Corrosion inhibitor, Lubricity and Cetane improvers) - Global Trends & Forecast to 2017" defines and segments the global fuel additives market with analysis and forecasting of the revenue and volume of the fuel additives globally. It also determines the drivers and restraints of the fuel additives market with analysis of trends, opportunities, burning issues, and winning imperatives. The market is segmented and revenues are forecasted on the basis of major geographical regions such as Asia-Pacific, North America, Europe & Eurasia, Latin America, and Middle East & Africa. At country level U.S., China, Japan, India, Germany, France, and U.K. markets are covered. Further, market is segmented and revenues are forecasted on the basis of applications and fuel additives types.
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Fuel additives are basically external chemical agents mixed with diesel, gasoline, aviation fuel, and other fuels such as marine oil and fuel oil to increase the fuel performance. The commonly used additives are deposit control additives such as detergents, carrier fluids, antifoam, and dehazers, cetane improvers, antioxidants, dyes & markers, lubricity improvers, cold flow improvers, stability improvers, corrosion inhibitors, octane improvers, and anti-icing.
The global market revenue from fuel additives business is estimated at $4.5 billion with volume demand 1,119 thousand tons in 2011. Deposit control additives capture the maximum market share followed by cetane improvers, lubricity improvers, cold flow improvers, and antioxidants. North America is the largest market at present. In next five years, the North America fuel additive market will slip to second position left behind by Asia-Pacific market. From 2012 to 2017, Asia-Pacific will grow at highest growth rate mainly driven by increasing fuel demand from developing economies such as India and China.
Majority of fuel additives are consumed for diesel fuel. Diesel fuel additive market has been driven by the increasing ULSD demand which requires even more dosing. Although gasoline demand has been more or less stagnant and the requirement of fuel additives is less, yet the fuel additives market is driven by the use of unleaded gasoline which requires relatively higher dosing.
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