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1 Appendix D USING CURRENT POPULATION SURVEY DATA TO EXAMINE SCHOOL ADMINISTRATORS CAREERS The Current Population Survey (CPS) is a monthly household survey conducted by the Bureau of the Census for the Bureau of Labor Statistics (BLS). Approximately 60,000 households are interviewed each month. One adult in each household is asked to provide information for all adult members of the household; the data file generated contains an individual record for each adult person in each interviewed household. Sample weights are provided so that nationally representative tabulations can be made. Households that enter the CPS are interviewed for four consecutive months, ignored for the subsequent eight months, then interviewed again for four additional consecutive months, and then dropped from the sample. With the eight-month break between interview spells, each household is interviewed over the same four-month period in two consecutive years. As a result, individuals can be matched across the two years they are included in the sample. However, the survey follows dwelling units, not specific people, so if people move out of a household during its time in the CPS interview sample, the new occupants are interviewed in subsequent months. This raises issues that must be considered when attempting to match individuals across years. Different sets of questions are asked in different interview months. In the fourth and eighth month interviews, called the Outgoing Rotation Group (ORG) interviews, detailed employment-related questions are asked in addition to those about standard demographics. In these months, the data include information on weekly earnings and usual hours worked. Each year the BLS generates the Merged ORG file, which contains all ORG interviews in a given year. Because of this construction, an individual is observed only once in the Merged ORG file for a given year. We obtained the data for our analysis from the National Bureau of Economic Research, which has compiled the Merged ORG files for 1979 through The variable definitions and response categories in the CPS vary across the years for which we had data, so we coded the data to make the variables we used consistent across all years. In doing so, we were constrained by the variable definitions with the least amount of detail. For example, the pre- CPS questions on educational attainment asked for the highest grade attended and whether that grade had been completed. The responses for highest grade attended were then topcoded at 18 years or 129
2 130 Who Is Leading Our Schools? more, making it impossible to distinguish between a master s degree (18 years of schooling) and a doctorate (20 or more years). Beginning in, the CPS asked about the highest degree awarded. Thus, to have a consistent time series, we collapsed the later, more detailed data into the broader categories we are able to identify in the pre- data. ANALYSIS OF TRENDS IN AVERAGE EARNINGS We used the Merged ORG files to analyze trends in compensation for school administrators and for several other categories of professional occupations. Lawyers and judges, medical professionals, managers, and teachers are the other occupational categories we considered in our analysis. 1 We defined school administration rather broadly for this analysis: an individual is said to be in school administration if he or she is in a managerial occupation and reports elementary and secondary education as his/her industry. 2 We chose this broad definition because the occupation measures in the CPS appear to be rather noisy. Although there is a specific occupational category called Administrators, education and related fields, we felt that it was not clear exactly which jobs would fit into this category. In analyzing the data, we found a lot of movement between managerial occupations within the elementary and secondary education industry. Although the broad definition brings in many people who are not principals and superintendents, we feel it is more important to have a clear understanding of who is truly included in the category. Our sample was limited to full-time workers (people working 30 or more hours per week) 3 and excluded people who moved into or out of school administration from administrative support or service occupations. We made the latter restriction because we expected that such cases reflect a misreporting of occupation in one period. In addition, we restricted the sample for our analysis of trends in earnings to people we were able to match across years. Thus, we used a consistent sample across all analyses of CPS data reported here. Finally, we used data from 1983 through 2000 because CPS occupational categories changed in 1983 and there is no clear mapping between the two measures. We used the consumer price index (CPI) for all urban consumers to convert the earnings measures to constant dollars. The conversion to real dollars allowed us to make comparisons over time that reflect changes in the purchasing power of an 1 As defined by the 1980 Census of Population three-digit occupational classification, the occupational categories and associated codes are as follows: education administration (3 occ 37 and industry = 842), lawyers and judges (occ = 178 or 179), medical professionals (84 occ 89), managers (3 occ 37 and ind 842), and teachers (155 occ 159). 2 Examples of managerial occupations in the education industry are financial managers, personnel and labor relation managers, purchasing managers, and accountants and auditors. 3 We limited the sample to full-time workers to purge any differences in compensation across occupations that are attributable to differences in the share of part-time workers.
3 Using Current Population Survey Data to Examine School Administrators Careers 131 occupation s compensation. We used the edited earnings per week variable, a continuous variable that is topcoded. 4 Although the CPS is large and nationally representative, sample sizes can become relatively small when the analysis focuses on a specific occupation. Each year, the Merged ORG file contains between 250,000 and 300,000 observations, but only about 500 people report their occupation as education administration. When the yearly sample size for populations of interest is relatively small, descriptive statistics can be somewhat volatile, as the means are more sensitive to outliers. To address this issue, we constructed a three-year moving average for each of the outcome variables of interest for each occupation group. 5 The moving average smooths the observed trends by dampening the effects of extreme outliers on the year-to-year changes in the outcome variable. Level of compensation is the primary determinant of how much labor is supplied to an occupation. Changes in compensation over time for a particular profession thus help to explain variations in the number of people willing and qualified to work in that area. We used CPS data to analyze trends in the compensation of school administrators between 1980 and. We also compared the wages of school administrators with those of other professional occupations. These comparisons served two important purposes: (1) they allowed us to disentangle changes in compensation specific to educational administrators from broader trends seen throughout the labor market; (2) they allowed us to see whether the number of people entering or leaving positions in school administration was affected by any differences in compensation between school administrators and other, similar professionals. It is important to note that the set of similar, or substitute, occupations that are relevant for comparison is determined by the definition of the career field boundary within the career flow model. For example, if the career field is defined very broadly to include all administrative positions in elementary and secondary education, then occupations such as lawyers, medical professionals, and managers are outside the career field and can be used for comparison. However, if the career field is defined more narrowly and the focus is on public education, then positions in private schools are outside the career field and can be considered as relevant occupations for comparison. In our analysis, we considered the career flow model from both of these perspectives. We defined the career field broadly and compared all school administrators to lawyers, medical professionals, and managers, and we then turned to the narrower definition and compared public school administrators to their counterparts in private schools. It is especially important to note that teachers perhaps the 4 Topcoding changed twice during the period we looked at. From 1983 to, weekly earnings were topcoded at $999 per week (in nominal terms). From to, they were topcoded at $1,923 per week; from on, they were topcoded at $2,884 per week. 5 The three-year moving average for a particular year is calculated by taking the average of the mean value of the outcome variable over the three-year period surrounding the year of interest. For example, to calculate the moving average of weekly earnings for, we took the average of mean weekly earnings for the years,, and. Since three years of data are needed to calculate the moving average for a particular year, we were unable to calculate values for 1983 and 2000, the first and last years of the sample period.
4 132 Who Is Leading Our Schools? most relevant career alternative for school administrators are defined as outside the administrative career path. As a result, the results of our compensation comparisons between teachers and school administrators are given separately at the end of this section. Comparison of School Administrators and Other Professional Occupations To avoid interpretation problems related to differing contract lengths (school administrators typically have 11-month contracts, whereas other professionals tend to have 12-month appointments), we used real weekly earnings as a measure of compensation rather than annual income. Figure D.1 displays the average real weekly earnings for each profession between and. The data show that while the level of compensation for school administrators grew by 11 percent over the two decades, the earnings gaps between school administrators and lawyers and between school administrators and medical professionals widened. In contrast, the earnings gap between school administrators and managers the occupation most similar to school administration remained relatively constant. In addition, the results show that the earnings of school administrators were subject to less cyclical variation than were the earnings of medical professionals and lawyers. Even though school administrators typically are not paid by the hour, it is instructive to decompose the weekly earnings into the number of hours worked and the hourly wage. The decomposition is useful because the total weekly earnings may mask changes in hours worked and wages earned that may be of interest. Figure D.2 presents data indicating that school administrators earned on average 10 percent more 1,600 1,400 1,200 real dollars 1, Education administrators Lawyers (including judges) Medical professionals Managers 0 Figure D.1 Average Real Weekly Earnings Across Professions,
5 Using Current Population Survey Data to Examine School Administrators Careers real dollars Education administrators Lawyers (including judges) Medical professionals Managers 0 Figure D.2 Average Real Hourly Earnings Across Professions, per hour in than they did in. This growth in the hourly rate is slightly less than the observed growth in total weekly earnings, suggesting that the hours worked per week must have remained relatively constant during this time. Figure D.3 s results show that this is the case: school administrators worked an additional hour per week in compared with (44.5 versus 44.6). It is interesting to note that the gap between school administrators and lawyers is somewhat smaller for hourly wage rates (Figure D.2) than for weekly earnings (Figure D.1). The strong growth in earnings for lawyers during the late 1980s and early s appears to have been driven in large part by an increase in the number of hours worked rather than an increase in the wage rate. Moreover, the hourly rate gap between school administrators and medical professionals was quite small until, when the hourly rate for medical professionals began to grow relatively quickly. In this light, the changes in relative compensation between school administrators and other professional occupations are not as striking as the initial comparison of total weekly earnings suggested they would be. Based on this examination, the compensation data do not suggest that the labor market for administrators is in a state of crisis. As evidence, the real value of compensation for school administrators has grown since Furthermore, the results from the comparisons across occupations indicate that although earnings have deteriorated for school administrators relative to some of the other professional occupations, the average weekly earnings of school administrators relative to managers have remained constant. Of the alternative professional occupations considered, the managerial ones are perhaps the most relevant to the choices potential school administrators make. The lower compensation of school administrators relative to
6 134 Who Is Leading Our Schools? Hours per week Education administrators Lawyers (including judges) Medical professionals Managers 30 Figure D.3 Average Weekly Hours Worked Across Professions, medical professionals and lawyers likely affects a person s choice of which occupation to enter originally, but the different schooling requirements among these professions make it unlikely that the compensation difference will spur many school administrators to leave school administration for careers in medicine or law. In contrast, the skills and training required for school administration and other managerial occupations are quite similar, making it relatively easy for someone to move between these two occupations. Thus, in this case, relative compensation is an important consideration. Comparison of Public and Private School Administrators A somewhat different picture emerged when we defined the career field more narrowly. Although public school administrators consistently earned more than their counterparts in private schools did, over the past two decades, the differential fell significantly. Figure D.4 shows that in, public school administrators earned on average approximately 40 percent more per week than private school administrators did. By, this earning gap had fallen to 12 percent. Average real hourly earnings saw a similar pattern, as shown in Figure D.5. If working conditions in the two sectors are assumed to have remained relatively constant, these findings suggest that private school administration has become more attractive relative to public school administration. Consequently, we might expect to see people moving out of public and into private school administrative positions.
7 Using Current Population Survey Data to Examine School Administrators Careers 135 1,200 1,000 real dollars Private school Public school 0 Figure D.4 Average Real Weekly Earnings of Public and Private School Administrators, real dollars Private school Public school 0 Figure D.5 Average Real Hourly Earnings of Public and Private School Administrators,
8 136 Who Is Leading Our Schools? Taken together, the results from these analyses raise some interesting issues. Within elementary and secondary school administration, compensation changes may have led school administrators to move between the public and private sectors. However, the compensation for public school administrators remained higher than that for similar positions in the private sector. More broadly, compensation for school administrators did not deteriorate, and their work hours did not increase dramatically over time relative to the work hours of other professionals. It thus appears that other factors affecting labor supply would have to have been changing in order for a reduction in the number of people willing and qualified to fill school administrative positions to occur. One likely candidate is a change in the relative working conditions of the occupations. Comparison of School Administrators and Teachers The changes in relative compensation between school administrators and teachers over time can help to explain the movement between these two occupations. Although school administrators earned more than teachers from to, the size of the earnings gap varied, as shown in Figure D.6. In, the real weekly earnings of school administrators were 31 percent higher than those of teachers. This gap then narrowed until, when it hit 15 percent. After, the trend turned, and the earnings of school administrators grew relative to those of teachers. By, school administrators were earning 24 percent more than teachers. 1, real dollars Education administrators Teachers 400 Figure D.6 Average Real Weekly Earnings of School Administrators and Teachers,
9 Using Current Population Survey Data to Examine School Administrators Careers 137 This change in weekly earnings between school administrators and teachers appears to have been driven primarily by changes in the hourly wage rate, which, as shown in Figure D.7, followed the same pattern seen for weekly earnings. The gap in hourly wages fell between and from 23 to 7 percent. By, however, it had risen: the wage of school administrators was 16 percent greater than the wage of teachers. On average, school administrators reported working more hours per week than teachers did. The difference in hours worked for the two groups fluctuated within a narrow range over time, moving between 2.5 and 1.8 hours per week. The narrowing of the compensation gap between and suggests that school administrative positions may have been becoming less attractive relative to teaching positions. If this were true, we might expect to see fewer teachers willing to move into school administration during this period. After, however, when compensation for school administrators was growing relative to compensation for teachers, we might expect to see more teachers willing to move into administrative roles. This is where it is important to keep in mind that compensation is only one determinant of labor supply. If the working conditions for the two jobs were also changing over time, the effects of the compensation changes on the labor supply might not be observed. Anecdotally, we have heard that the job of school administrator has become more difficult over time. If it has become more difficult relative to the difficulty of a teacher s job, then the increases in the labor supply associated with the compensation increases of the late s could have been canceled out by decreases in the labor supply because of worsening working conditions real dollars Education administrators Teachers 10 Figure D.7 Average Real Hourly Earnings of School Administrators and Teachers,
10 138 Who Is Leading Our Schools? ANALYSIS OF ENTRY INTO AND EXIT FROM SCHOOL ADMINISTRATION An analysis of entry into and exit from school administration requires that individuals in the CPS be matched across years. As noted above, the CPS follows dwelling units, not individuals, so matching is only possible among individuals who remain in the same dwelling unit across years. This aspect of the matched sample is important to keep in mind, since people who move, potentially for a new job, are not included in the sample. As a result, our estimates of entry and exit may serve as a lower bound for the true rates of entry and exit. The match rate for the sample is approximately 80 percent. Of those people who were school administrators in the first year we observed them, anyone who in the second year has either a non-managerial job or a managerial job outside the elementary and secondary education industry is said to have left his or her school administration occupation. Similarly, anyone who was not in school administration in the first year and then is observed in school administration in the second year is defined as a new entrant to school administration. Entries The rate of entry into school administration is calculated as the percentage of people in school administration in the second year who were not in school administration in the first year. As Figure D.8 shows, for the sample period (1983 ), the entry rate varied significantly from year to year, ranging from 19 to 29 percent. The entry rate becomes somewhat more stable (ranging from 22 to 26 percent), however, when the years are grouped into four time periods. 6 This result is consistent with the earlier Percentage of people Figure D.8 Rates of Entry into School Administration, The groupings are: 1983,,, and.
11 Using Current Population Survey Data to Examine School Administrators Careers 139 finding that the real value of compensation for school administrators has not changed substantially over time. If we had seen large increases in the compensation for this occupation, then, to the extent that positions in school administration were available, we would have expected to see increased entry into the field. To characterize where new entrants to school administration are coming from, one must look at their previous occupations. Entrants came primarily from management occupations outside education and from teaching occupations. 7 The largest share of entrants, nearly 50 percent, had been teachers in the previous year, and people entering from managerial occupations in other professions/industries made up about 20 percent. Only about 7 percent moved into the labor force to take positions in school administration. This category appears to comprise people coming out of retirement and people coming directly from an academic program, because the group s age distribution is very wide. 8 Typically, one expects to see increases in earnings for people switching jobs, and we did see increases, albeit relatively small ones, in real weekly earnings for people entering the field. On average, we found a $20 increase in real weekly earnings among individuals moving into administration from another job. The move into school administration was also associated with an increase in wage rate ($0.25 per hour) and in the reported number of usual hours worked per week (0.9 hours). No differences in the changes in earnings, wages, or hours were found when we compared entrants from teaching positions with entrants from other occupations. If we focus solely on the school administrative field, then movements from private to public school administration must also be considered as new entries. We found that the percentage of people moving from private to public school administration was approximately equal to the percentage moving in the other direction. Slightly under 3 percent of the people in public school administration in the second year had been in private school administration the previous year. Exits As Figure D.9 shows, estimates of the percentage of people leaving school administration fluctuated between 15 and 33 percent during the sample period. When looking at the year-to-year changes in the figure, no consistent trend emerges; but when several years are grouped together, as was done for entries into the field, the exit rates produced are relatively constant, ranging from 22 to 25 percent over time. 9 And, as was the case for entries, this result is consistent with the finding that compensation for school administrators remained relatively steady over the period. 7 Teaching occupations are defined as including pre-kindergarten, kindergarten, elementary, and secondary education teachers and school-based counselors. 8 The mean age across this group is 54 and the standard deviation is 16. Moreover, the interquartile range is 25. These descriptive statistics indicate that the age distribution across this group is relatively wide. 9 As for the entries, the years are grouped as follows: 1983,,, and.
12 140 Who Is Leading Our Schools? Percentage of people Figure D.9 Rates of Exit from School Administration, 1983 To understand the flows out of school administration, knowing where people are going is important because it can shed light on why people leave. From the results, it appears that people left school administration either to get out of the labor force, primarily through retirement, or to go to a new occupation. Movement out of the labor force accounted for slightly over 18 percent of the exits, and this type of exit appears to have been through retirement, because the average age across this group was 60 (median age, 63). Of all the people leaving school administration, many remained in the labor force. Of those, 22 percent moved into a management position in another industry, and 37 percent moved into teaching occupations. Interestingly, approximately 23 percent of exits were to a wide array of other occupations, none of which accounted for more than 1 or 2 percent by itself. Compensation and working conditions are factors that might affect an individual s choice to leave an occupation. Among the people leaving school administration for another job, weekly earnings fell on average by $40. This reduction in weekly earnings included both a reduction in hours worked per week (approximately one hour) and a reduction in the hourly wage rate (approximately $0.30 per hour). This result at first seems somewhat counterintuitive, since, as noted earlier, one generally expects to see increases in compensation for job switchers. However, it may be that working conditions and job requirements, rather than compensation, are driving the decision to leave school administration. In addition, many of those leaving returned to teaching occupations, a move for which a reduction in compensation might be expected. To address this issue, we looked at the change in compensation for two groups of people who left: those who left for teaching occupations and those who left for non-teaching occupations. We found greater reductions in weekly earnings for those who left for teaching ( $50), but there were reductions for the other group as well ( $29). If we define the population of interest as public school administrators, then a move from the public to the private sector would be considered an exit. From 1983 to, only 3 percent of school administrators left public schools for private schools. This
13 Using Current Population Survey Data to Examine School Administrators Careers 141 movement was relatively small given how the compensation for private school administrators grew relative to that for public school administrators during the same period.
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Asylum seekers at a Darwin detention centre are reportedly blockading a compound to stop several Iranian families being returned to Nauru.
The stand-off at Wickham Point detention centre began at 2pm on Wednesday.
The Refugee Action Coalition said about 70 asylum seekers were involved.
It said a woman earmarked for removal was pregnant.
About 20 detainees have committed self harm, the ABC reports.
The immigration department has rejected claims of a riot and declined to confirm the self harm incidents.
"A disturbance occurred involving detainees resulted in minor property damage," a department spokesman said.
Police are attending the centre.

subset: commoncrawl


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Life-Purpose & Getting Different Perspectives
There is an ancient belief and practice, from Persia long past, which I love and which I feel is very applicable to finding your life-purpose.
Back then, they used to say… "Never make an important life decision without first exploring it from 3 different states of consciousness."
Now, before we look at why the ancient Persians used to say this… consider for a moment… how many different states of consciousness can you name… let alone have accessed?
Obviously, there is waking consciousness…
And then dreaming… what happens when you are asleep…
And possibly, we could throw in being drunk… that might count.
And then there is all those illegal states of consciousness, associated with drugs… (Unless you happen to be a shaman living somewhere along a tributary of the Amazon… in which case, you can pretty well injest whatever you want… and with canoe loads of therapists from the West paying big money to spend a week with you and your tribe, all part of the Amazon Ayahuasca Experience).
And finally, there is that odd practice called meditation that is meant to be able to take people to strange and beautiful inner spaces… with or without orange robes.
But for your average Westerner, that is probably the entire list… and it would be even less if you limited it to what they had actually experienced themselves.
Modern science has now identified that the human brain has 5 frequency gears which are associated with different states of consciousness.
Beta = 13 to 40 cycles per second. This defines the waking state for most adults, and is usually associated with normal, externally focused consciousness.
Alpha = 7 to 4 pulses per second. Adults normally experience Alpha when they are relaxing and daydreaming, but a child mainly experiences reality in Alpha from 8 years up to 16 years of age approximately.
Theta = 4 to 7 pulses per second. Adults mainly experience Theta when they are dreaming, but a child mainly experiences reality in Theta from 2 years to about 8 years of age.
Delta = 0.1 to 4 cycles per second. Adults mainly experience Delta when they are in deep, non-dreaming sleep, but a small child experiences reality in Delta from the womb until the age of about 2 years.
Gamma = 40 to 60 cycles per second. Only recently discovered, this maps the territory of consciousness experienced by people who practice meditation and other spiritual practices.
So each time an adult shifts between each of these 5 different brain states, if you were to ask them about the purpose of their life, then they might give a completely different answer.
But if, as they shift between the different states, that person where to give you consistently the same answer, then you would definitely be on to something.
Because the different levels of their personality / consciousness would be saying and supporting the same thing. There would be consistency, focus and alignment… which is a very powerful thing to achieve indeed.
This is probably why the ancient Persians use to say "Never make an important life decision without first exploring it from 3 different states of consciousness" because if the different levels all line up, that's when you can feel your life-purpose start to align within you.
Now, it is interesting that people like Laing Kerns-Stokes, a good friend of mine, who is creating a very effective eCourse to help people discover their true life-purpose, uses meditation and inner exploration techniques to help people access different states of consciousness.
In particular, he uses that new vibrational process, called Audio Essences, to help people shift their consciousness beyond and above their normal waking state… and by doing so, it helps them to gain different perspectives on their true life-purpose.
He has found that if you help people to move from their normal externally-focused consciousness towards a deeper state of consciousness, and then use certain processes to allow them to successfully navigate those inner spaces, then it becomes very easy to access the information needed to correctly identify their specific life-purpose.
So shifting your consciousness, thus allowing you to access different sources of information, is another great way for you to gain valuable insight about your specific life-purpose…
Because there is seldom just one perspective on our life… there are many… and life success seems to fall from the trees when they are all aligned.
(c) Brian Parsons, November 2016


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You may not associate Cummins (NYSE:CMI) with commodities, but a sharp recovery in the prices of oil and metals has sent the stock surging by nearly 38% in just the past three months. It isn't entirely unrelated though, as Cummins has significant exposure to off-highway markets like mining and oil. Unfortunately, going by peer Caterpillar's (NYSE:CAT) and customer Paccar's (NASDAQ:PCAR) latest numbers, the rally in Cummins stock may stop short when the company releases its first-quarter earnings on May 3.
From dismal numbers to muted outlook to caution about key end markets, neither Caterpillar nor Paccar have left investors with much to look forward to. Considering that Cummins serves similar end markets as the two companies and is facing intense competition, chances are it may lower its full-year guidance on May 3. Cummins last projected its 2016 revenue to decline 5%-9% and operating margin to range between 11.6% and 12.2%.
To get a glimpse of what the future holds for Cummins, there are three important numbers that you need to keep an eye on in its upcoming earnings report. To learn these key facts, just click on the slideshow below.
Neha Chamaria has no position in any stocks mentioned. The Motley Fool owns shares of and recommends Cummins and Paccar. Try any of our Foolish newsletter services free for 30 days. We Fools may not all hold the same opinions, but we all believe that considering a diverse range of insights makes us better investors. The Motley Fool has a disclosure policy.


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The Forgotten Keeper
Sometimes as a goalkeeper or goalkeepers parent you can feel like your alone on an island. Keepertec has your back and feels your pain. Remember that without a goalkeeper, soccer would be a very boring and pointless game.
Importance of a proper Warm Up
Most commonly I see two scenarios depending on if it's training or a match.
Training: Goalkeeper will take part in field session and be using their feet for 60 mins. This is great and keepers of all ages should be doing this. But what often happens is the coach has now finished with their technique and skill work and now wants to play a game. For the goalkeeper this usually means grabbing their gloves and standing in net immediately. So now after only using feet they're expected to perform as a goalkeeper. Their mind and body is not ready. Many youth goalkeepers will make mistakes that could effect confidence or get injured.
Match: The theory seems to be... your just one player and I have to worry about the other 10-18 players, so just go over there and warm yourself up. This will lead to some parents stepping in (sometimes reluctantly) to warm up their own child, or 1 or 2 team mates. It's before a match that some of the worst habits can be formed. Without good service or a proper build up a goalkeeper may not make any quality saves and their confidence will be shaken. Try to assign 1 person to always run the warm up, this can be a parent or team mate but they must understand their roll and be given some direction as to what to do. When dealing with younger goalkeepers, they don't even really know what they need.
Warm up does not need to be long or intense. Goalkeepers can do a physical warm up with their teammates and then perform their own skill related warm up. Additionally it's a good idea for your goalkeeper to get a few touches with their feet based on the same principal that if they only warm up their hands, the feet won't be ready to play.
What to focus on
- Catching balls at various hieghts
- Moving body behind ball
- Light diving to allow the body to get use to landing
- High and skipping balls
- Shots from various angles
One of the biggest mistakes I see prior to a match is the team firing shots on their goalkeeper. The aim of a pre match warm up (or any warm up) is to get comfortable and build confidence in order to be able to perform. As a striker in warm up their goal is to score, the goalkeeper needs to make saves. These two needs counter act each other and therefore don't help either player.
What to avoid
- Team shooting gallery, if players need to take shots do not put your starter in goal
- Starting off with hard and impossible saves
- Inconsistent service
- Just throwing a player in goal
Spend some time to come up with a plan for your goalkeeper and work it into your session or pre game. Ensure everybody is on the same page and working towards the same goals. Your goalkeeper could be the difference between a win and a loss, you want them to be ready.
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Adrienne loves to teach and see the lightbulb go off with a player when everything clicks.
Indoor training
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2611 Viscount Way
Richmond, BC


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And so it begins …
October 4, 2008
This is something I've been thinking of doing for a while and, as I have a weekend to start it, I've decided to give it a go.
This blog is exactly what it says, a self improvement blog. However I do not mean self improvement in the happy smiley American fake tan style, I mean self improvement in the setting goals to improve something about yourself and working towards them way.
I don't know how far this blog will expand and if it will branch out at all after all it is the first day but that would be an aim ^_^
Senio x


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Wondering the look of cubby storage ideas. DMA Homes is the best place when you want about portrait for your need, choose one or more of these gorgeous galleries. Hopefully useful. Locker cubby storage, Ideas alexis hall then check out amazing wall storage bring not only huge dose functionality but also interesting design reliable section cubby locker can used many different ways.
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5. Above Part Right Style Design Coat Cubby Storage


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Pink Safari Baby Shower Table Decorating Kit 23pc
Cardstock Decorations
$ 6.99
Product Details
Throw a baby shower that's as fun and stylish as the mom-to-be! The Pink Safari Baby Shower Table Decorating Kit includes a large cardstock centerpiece depicting giraffes with a "Welcome Baby!" headline, pop-up "It's a girl!" messages, and shiny metallic pink foil fringe. Two coordinating cardstock centerpieces feature a mama and baby elephant. Complete your baby shower table decorating by scattering adorable cardstock confetti of elephant and giraffe cutouts and medallions that read "It's a girl!" and "Mommy to be." The free-standing baby shower centerpieces arrive flat with some assembly required.
Pink Safari Baby Shower Table Decorating Kit includes:
- Large centerpiece, 10 1/4in wide x 12 1/2in tall
- 2 small centerpieces, 6 1/2in wide x 7in tall
- 20 pieces of table scatter, 2in wide
Frequently Bought Together


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Wrekin Golf course has been described as 'a downland and undulating parkland course with some magnificent views'. Views of the 4th, 7th and 14th holes, shown above, illustrate some of the magnificant views.
The golf club started on the golf links attached to Wrekin College. By 1907 the club, then known as Wellington Golf Club, moved to a nine hole layout on land adjacent to Steeraway Farm, Wellington. At around the same time it was negotiating - phrase used loosely - with Lord Forester to use land from his estates on the side of the Wrekin to lay out new and improved links. By 1908 the basic agreements had been struck and the construction of the course began. From 1907 to 1910 the Club played at Steeraway and entertained many local and Countywide Teams to Clubs from Coalbrookdale, Wem, Broseley, Plowden, Much Wenlock, Lightmoor and many others over the years. Names that are now familiar because there is still a small village or town remaining - not many would now believe that they had previously had a golf course in the town.
Sorry, this club has not added their Greefee information.
Sorry, this club has not added their Membership prices.
Would you like to edit this club? Edit the club.
Is this listing wrong? Report this club listing.
© Mulligan Publishing Ltd, 2016. All rights reserved.
Mulligan Publishing Ltd. No. 312154.


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I have what I like to call a "hidden" talent. It is not a particularly useful talent, though it is amusing to anyone who witnesses it or is the beneficiary.
What is my hidden talent? I can easily spot four and sometimes five leaf clovers among their three leaved counterparts. I've stopped my riding lawnmower to not mow a four-leaf clover I saw 10 feet in front of me. There are (at least) five in this photo.
SLT-A77V, 85mm f/1.4 ZA @ f/4.5, ISO 100, 1/200s.
This talent is not something I am proud of when I think long and hard about it. It took me a year to rid my front yard of clover. My back yard, however, is a clover haven. Clover is evil. And I really am not sure it is a talent more than the odds are in my favor and statistically I am average. Who knows. I do entertain my wife and kids and family friends though.
Clover, in itself really isn't interesting to photograph, to me. It is really cluttered, especially in patches and is too close to the dirt to really get any good shots taking advantage of shallow depths of field unless I'm actually planting my camera on the ground to shoot level. The mathematician in me sometimes likes to play the "one of these things is not like the other" game, other than that, photographing clover to me is basically like trying to prove I found yet another four leaf clover. I once investigated means for preserving and selling them on eBay. I find them constantly.
Of course, the reaction I have from finding a five-leaf clover is premature and I wind up doing the impatient thing and picking it. I have yet to photograph a 5 leaf clover while still attached to the ground.
I was doing something in my workshop room the other day when I went into a cabinet I hadn't opened in a while and I had forgotten the contents. Well over a year ago I was on the road and bored and I was perusing random stores and I came across a pawn shop and it had a Lensbaby Control Freak for the Sony Mount and they were asking next to nothing for it. I bought it and tried it out. I really didn't "get" it, other than it could move around in odd directions. I figured I would reconcile the package by purchasing replacement aperture discs and I could sell it at a nice profit if I couldn't figure it out. Then I came across the pinhole optic on sale a couple weeks later and I figured I would try it out. All I know is I had more sensor and mirror dust than I could possibly imagine as it is something ridiculous like f/117. None of it visible, but at f/117 the dust was there. Not good for someone who can be obsessive about sensor or mirror dust. So I put the thing in the cabinet.
Fast forward to about 3 days ago, I come across this little contraption and I figure I would give it another shot. I know more about photography, I can try it out.
Spring came late this year, and we got pounded by rain, which stripped all of my flowers' petals, so I really didn't get the photographic Spring I had in the past. My subjects were gone. I tried it out on the Japanese maples.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/2, ISO 100, 1/800s
Nothing bad, nothing out of the ordinary either. I stopped the thing down, played around with angles and focus distances.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/5.6, ISO 50, 1/13s
Again, nothing spectacular, other than the colors. I start walking around looking for subjects and I come across a clover patch and I instantly see two 4 leaf clovers next to each other.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/4, ISO 100, 1/25s
The one on the left was about a half inch lower than the one on the right but I played around with the angles to make them appear around the same height. I walked a couple yards and came across another.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/2.8, ISO 100, 1/20s
OK, a little better, but I still see some fluff I don't like, and I am a little off-center. I tried a couple of other things with the next one I found A little less steep in angle, but closer.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/4, ISO 100, 1/25s
In all I got at least 10 unique clovers in about 15 minutes. This one ended up being my favorite of the bunch.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/2, ISO 100, 1/20s
And I did some creative post-processing to produce this result. I also had much more aggressive of a lens tilt.
SLT-A99V, Lensbaby Control Freak Standard Optic @ f/2.8, ISO 50, 1/25s
I have a feeling I may not get rid of this thing after all.


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12VDC Hydraulic Power Unit, 2500 psi 1.3 gpm
- Item # 35LP42
- My Part #
- Mfr. Model # 253109
- Catalog Page # 2472
Using 360° Viewing:
- Rotate: Use top-to-bottom, side-to-side by use of mouse arrow.
- Zoom In: Double click on image.
- Zoom Out/Reset: Put photo at full zoom & then double click.
CAD Downloads
- Shipping Weight 41.68 lbs.
Product Details
Technical Specs
- Item Hydraulic Power Unit
- Number of Stages 1
- Reservoir Capacity 3 qt.
- Nominal Flow 1.3 gpm
- Max. Pressure 2500 psi
- Voltage 12VDC
- Full Load Amps 325A
- Control Valve Manual
- Pressure Port 1/4" NPT
- Return Port 1/4" NPT
- Overall Length 20-1/2"
- Overall Width 9"
- Overall Height 7-1/2"
- Built-In Features Check Valve
Compliance and Restrictions
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Grainger is neither responsible for, nor does it endorse, the content of any product review or statement posted. Any statements posted constitute the statements of the poster and are not the statements of Grainger. The statements posted by Grainger employees with the Grainger employee badge represent the views of such employees and are not the statements of Grainger. Grainger makes no representations as to the appropriateness, accuracy, completeness, correctness, currentness, suitability, or validity of any product review or statements posted, including those posted by employees with the Grainger employee badge, and is not liable for any losses, injuries or damages which may result from any such product review or statements. Use of any linked web site provided in a product review or post is at the user's own risk.


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2019 Festival Exhibitors and Vendors
Vendor and Exhibitor applications and information will be available soon! Please watch this page for updates.
2018 Exhibitors:
4 the Love of Learning
Absolute Good / Mission Possible Press
Alabama Bench and Bar Historical Society
Alabama Bicentennial Commission
Alabama Library Association
Alabama Literacy Alliance
Alabama Shakespeare Festival
Alabama Supreme Court and State Law Library
Alabama Writers' Forum
Altrusa Montgomery, Alabama
AUM Filibuster and AUM Sigma Tau Delta English Club
Betty Cotton McMurtry, author
Black Warrior Review
BTW Magnet Creative Writing
Bluewater Publications
Brian Simpson, author
Byrdie A. Larkin, author
Confucius Institute at Troy University
Cooking with C.C.
Dan Klasing, author
Design Alabama
Dr. San Man
Fairhope Writers' Forum
Green Bucket Press
Jesus Lifted Ministries
KD Harp, author
Kitten Creates Couture
L. Erin Miller
Line by Lion Publications
Livingston Press
M. Alayne Smith, author
Mac O'Shea, author
Mark Johnson, author
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Mockingbird Games
Montgomery City-County Public Library
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Mens 3/8 CT. T.W. Champagne and White Diamond 10K Yellow Gold Ring
Select your options to be notified when it's back in stock
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Protection Plans
- $190$190
- $130$130
Mens 3/8 CT. T.W. Champagne and White Diamond 10K Yellow Gold Ring
Product Description
With a touch of panache, our 10K gold men's ring features two rows of round white diamonds elegantly framed by champagne diamonds that are pavé set in black rhodium plating. Available in size 10.5 only.
Metal: 10K yellow gold and black rhodium plated 10K gold
Stone: 3/8 ct. t.w. round champagne and white diamonds
White Diamond Color: H-I
White Diamond Clarity: I2-I3
Setting: Pavé
Diamond total weights may vary between .01 and .08 carat.
Jewelry photos are enlarged to show detail.
Helpful Guides
General Information
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Limitations and exclusions may apply for watches and jewelry See details
Shipping & Returns
Same Day Pick Up
Need it right away? Confirm availability & buy online, pick it up at your store.
Convenient Shipping Options
Not available at your store? We can ship to you directly or to your favorite JCP location.
Easy Returns
Shop with confidence. Read our full, common sense


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I might surely recommend these fellas. They were being speedy and courteous. Did what they mentioned they'd do, correct by the due date! Towed car or truck without cost and gave us the Funds, no troubles!
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This website is dedicated to my children and our happy loving relationship we shared before they were absconded out of GA State and from me, their father (Thomas Zerbarini) in July 2014. God only knows the Horror, Shaming, Anxiety and Depression my precious children have been enmeshed in since they've been ripped from their loving home under False Allegations of Abuse and Infidelity.
The psychological conflict and torment my children must be enduring is painful for me to bear and I worry about their well-being daily. As their father, to be striped of my Parental Liberties while the legal system delays and delays and delays is incredibly frustrating and NOT in the best interest of my children.
The most incredible unjust facet of this circumstance is that I have an ENORMOUS amount of exculpatory evidence and facts that we have amassed and have been unable to present in court nor to a jury. Me and my children are approaching 3 YEARS of separation, alienation and psychological mistreatment that cannot be erased or returned to us. The precious years with my children and the contribution of a loving, caring and yes....SAFE father, are being robbed from us. We will never get these years back again; and, that's the TRUE CRIME here. Further, under these False Allegations, I have been rendered powerless to protect my children from the toxic influence of their surroundings poisoning them against their father and shamming their sense of self.
I wholehearteldy welcome my day in court.
I am not a bitter nor negative person. I am a positive, open and honest man. I have a lot to share and a lot to say. I simply LOVE my children--they are the most precious and innocent victims of mean-spirited adults saying and doing stupid things to hurt and destroy others.
Thomas Zerbarini
Thomas Zerbarini
Thomas Zerbarini, Lynne Zerbarini, Tom Zerbarini, T Zerbarini, Zerbarini, Thomas E Zerbarini, T E Zerbarini, Lynne Anne Zerbarini, Lynne A Zerbarini, L A Zerbarini, Peachtree City GA, Family, Kids, Marriage, Divorce, False Accusation, Innocent, Daddy, Dad, Father


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Considerations To Know About oxygen concentrator Abu DhabiOf course, you may plug portable concentrators into a wall outlet and it'll quickly cost the battery and electricity the device. You can use the equipment for oxygen when it is actually plugged in. Because you only require oxygen during the night time and if You mostly have access to electric power you may want to have the Respironics SimplyFlo.
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For those who clicked with a website link to get listed here, we should have moved the content material. Please try our store look for box previously mentioned to search for an product.
Not sure if I've just had bad luck or if Airsept will not be as reputable as I'd hear they had been. Now I don't know what model to even try. Any assistance insight would be very much appreciated!
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It includes cart, ac/dc cords and extra battery. What's the lifetime of these unitsmif cared for correctly? What's a fair selling price assuming it truly is in superior condition? Thanks in your Perception.
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can anybody assist with advice about health care oxygen in dubi, my husband works by using this every day and we've been organizing a visit to dubi in august, i have tryed speaking to a couple of health-related centres but haven't recieved any replys. thankyou belinda
OxygenWorldwide provides clinical oxygen in Dubai As Dubai is becoming an ever more popular holiday break destination, OxygenWorldwide has set up an area depot with healthcare oxygen devices. From currently (March 2016) we could set up oxygen in your case in aluminium cylinders as smaller as two ltr. If you have to be cellular these little light-weight cylinders are a substitute for the transportable oxygen concentrator (POC) that we're hoping to have the ability to have out there shortly in Dubai far too.
I have COPD and are actually on oxygen for eight a long time. Initially I used to be only on two lpm at nighttime but I am now at four lmp 24/seven. I also use a CPAP every single night time with my oxygen. I've a house concentrator with a house fill unit attached. I have 4 smaller portable tanks which i use for travel. If I am active, it's important for me to stay at 4 lpm but when idle I'm permitted to fall it to 3 lpm. It is possible for me To place 2 moveable tanks into my backpack (Though I usually only do one) and vacation when I need or choose to. The sole situation that will come up now after which is prolonged travel. Wherever ever we Opt for something over and above overnight, it turns into important to load up the concentrator and home fill device.
The oxygen concentrator products usually takes the oxygen from the fuel source (that could be ambient air) and presents a fuel mixture enriched oxygen. The oxygen concentrator materials utilize a Distinctive know-how wherein they absorb the air by way of stress swing.


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Flexible work practices can take many forms.
There are a range of leave entitlements aimed at improving work and family balance to assist with caring responsibilities.
Parental Leave. An eligible employee is entitled to unpaid parental leave for a period of up to 12 months. There is also a right to request an additional 12 months unpaid leave, with approval from the employer. The Australian Government also provides 18 weeks of paid parental leave for an eligible employee.
Personal/Carers Leave. This leave can be taken when you are sick, or to care for a family member who is sick or requires care due to an unexpected emergency. The entitlement is 10 days per annum and untaken leave accrues from year to year.
Annual Leave. Annual leave provisions now provide for more flexibility. It may be taken for any period agreed between the employer and employee, including single days, rather than in blocks of a week or longer.
Many businesses now offer flexible workplaces to meet the needs of their workers. Not only does this help the business to plan ahead in terms of available staff, but it also helps businesses to keep valuable staff and retain workers that have a lot of knowledge and experience about the business.
Even if an employee is unable to access a legislated entitlement to flexible work practices (for example, because of eligibility requirements), it is possible to make informal arrangements by agreement which suit the needs of both an employer and employee.
It is best to put an agreement in writing and review the agreement regularly to ensure that it still meets the needs of the business and the family responsibilities of the employee.
An ageing population, low fertility rates and a shrinking workforce means businesses will increasingly need to employ or retain mature age workers. By 2016, over 80% of labour market growth will come from people over the age of 45.
Many older workers care for elderly parents, children or grandchildren which means that businesses will need to consider offering more flexible conditions to retain their workers.
Workers who can utilise flexible working hour arrangements can better meet responsibilities such as caring for children or parents, or provide a better work-life balance.
Research demonstrates that these workers are more likely to stay with a business, and will be able to work more productively.
|Type of arrangement
Flexitime enables workers to work an agreed number of hours spread over a set period of time. This allows a worker to accrue hours in order to have a rostered day off during that period. This could be done on a fortnightly or monthly basis, or as agreed with the employer. Rostered days could also be accumulated, if the applicable award or agreement allows for such an arrangement.
Compressed working hours
This arrangement allows a worker to work longer hours each working day in order to work less days over a set period of time. A common example is where a workers works a 4-day week by working longer hours on the four days and takes off the fifth day.
|Part-time work
Part-time work gives job protection, regular hours and access to the same benefits as full-time employment on a pro-rata basis. This means workers can better manage their work and caring responsbilities. Many workers like to access part-time work to allow them to care for children, grandchildren, partners or elderly family members, to work in the community or to pursue learning. Part-time work allows businesses to retain valued and skilled workers, arrange jobs to coincide with peak or slow times, extended hours of operation and minimise staff turnover or reduce absenteeism through providing a better work/life balance.
Job sharing
This arrangement lets two or more workers share one full-time job. It's a practical way of attracting and retaining workers, including those with caring responsibilities, who do not wish to or are unable to work full-time. It can bring a wider range of skills to the one position, offers wider recruitment options and provides opportunities for job sharers to support and learn from each other. Additionally, job-sharing can reduce turnover in jobs that are demanding or monotonous and can allow businesses to extend hours of operation without incurring overtime costs.
Seasonal work
Some workers, including those with caring responsibilities, don't wish to or are unable to work for parts of the year. However, they may be available to work during school holidays, over the Christmas period or during peak business operations. Businesses using workers for seasonal work can plan for busy periods and attract and retain workers who otherwise might not be available.
Working from home
Home-based work is another way that businesses can retain valued employees who may otherwise leave the company. It can increase productivity because it reduces commuting time and because there are fewer interruptions to work. Home-based work may be permanent or it may be used as and when needed to help workers manage their work and caring responsibilities.
Purchased leave
Businesses can offer their workers the opportunity to 'purchase' additional leave by a corresponding reduction in weekly pay throughout the year. For workers without caring responsibilities, purchased leave provides more leisure time to pursue interests or travel. For those with caring responsibilities, the extra time away from work could be used in conjunction with respite care to provide a well-earned break for the carer or it could enable family members to share caring responsibilities.


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Mega Blaster World was voted runner-up for 'Best Children's Business' in the Southeast which is a wonderful achievement as we have only being going for less than three years when receiving this honour. We pride ourselves as giving the best value and fun entertainment for children or adults in a safe and controlled environment without equal in the UK.
Without over 300 parties/events under our belts you could say we definitely know to stage, please and excite, to encourage, to wow and most of all to believe in what we do and that is to give 'NERF Fanatics' what they really want, 'NERFHEAVEN'.
Thanks must go for all your votes, very much appreciated. Darryl, Ben and the team


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My Blue Health Newsletters
My Blue Health is our member newsletter. It's released three times a year. It provides information about your Blue Cross Complete of Michigan benefits, how you can get involved with Blue Cross Complete, healthy recipes, tips for staying healthy and the latest news. Stay up to date on your ever-expanding benefits with My Blue Health.
Past editions
Here you'll find past editions of our My Blue Health newsletter.
Submit to My Blue Health
Members are encouraged to submit their stories and experiences to My Blue Health. Has Blue Cross Complete helped you and your family become healthier? What positive health care experiences have you had since becoming a Blue Cross Complete member? Send us your story by writing to the editor at:
Editor, Blue Cross Complete of Michigan
My Blue Health
Suite 210 100 Galleria Officentre Southfield, MI 48034


text: Today the MY MUPPETS SHOW game/app is no longer available for downloading or play. I really enjoyed this game, but they stopped any updates with it about 8 months ago, so it really shouldn't be surprising. It was a fun game, though. Below are some screen shots I took of my game. I had gotten pretty high up and there wasn't much left for me to do, but I was trying to round all my diamond, cash, and food up to a nice even number.


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