text:
Hire a Sales Staff
The following article is designed for managers and supervisors who are responsible for selecting a dynamic sales force. Your sales force is the "face" of the company, so you need talented, professional and highly motivated individuals who will positively represent your company. This article will guide you through the process of recruiting and building a successful sales team. For additional insights into the hiring process, see Hire For Success.
A Sales Rep Applicant Evaluation Form is included in this article.
I. What Characteristics or Traits Do You Want in a Sales Staff?
Research has shown that people who possess a specific set of behavioral traits tend to excel in the position of sales. These individuals tend to be highly motivated, energetic, extroverted, and possess an innate desire to succeed. Your challenge is to identify through the interview process if an applicant possesses the traits you are looking for.
The candidate you choose should also be professional and articulate so they can sell themselves and your product or service. Your sales force may be the only contact customers have with your company. Your company will be judged by how the sales force represents themselves, specifically, their attitude and behavior. Hiring the right individuals who fit your culture will help to ensure their positive representation of the company when dealing with customers.
An effective sales person is someone who can cultivate long-term relationships with your customers, someone who is genuinely friendly, easy to talk to and likable. These are the first traits you can quickly identify during a phone or personal interview. Remember how you interact with the candidate for the first time will be similar to the experience your customers face with the candidate. If youre not impressed or excited by the candidate then you may not have a solid match. It is quite simple. If they cant sell themselves to you, how can they sell your product or service?
To truly get to know your applicant, youll want to structure a series of questions that will uncover whether the candidate does or does not possess key traits. Later, this article provides you with sample questions you may want to incorporate during your phone or face-to-face interview.
Back to Outline
II. How to Find the Ideal Candidate
There are numerous methods to recruit candidates. Combining your recruiting methods, may provide a larger pool of candidates to choose from. Some the most effective methods of recruitment are:
The classified section of your local Sunday newspaper is a good first step. In addition to advertising in newspapers, consider recruiting sections of professional trade magazines. Before recruiting nationally, consider the travel-related expenses of interview candidates from outside your local area.
Online Recruiting Sites
Online recruiting has become a widely used medium. In some instances, it is easier to target experienced candidates within an industry because of the vast majority of organizations online. There are numerous generic job sites on the Web. They are fairly inexpensive to advertise on. Access your favorite search engine and type in "careers" or "jobs," and you will receive a listing of all of the Web sites servicing this niche.
Tap into your personal and professional colleagues who may be aware of good contacts. By contacting local professional associations, you may be able to advertise your position. If you are interested in a new graduate, many job placement offices at colleges and universities are willing to post your advertisement and notify their students of your job vacancy.
Consider the contacts you and other personnel at your company have made with their purchases. Have you or your colleagues purchased from any star vendor salespeople? Use caution in assessing if these candidates have an interest in your company. It may be better to ask if they know of any good sales representatives like themselves who may be interested in a position with your company.
The Unemployment Office
The Unemployment Office may be able to give you the names of unemployed individuals who would welcome a steady job. Again, use caution! Consider why these individuals are unemployed and how much training will be required to provide new hires with the necessary technical and interpersonal skills to represent your company as a sales representative.
Recruiting Firms
Another source for recruiting your sales rep is a placement service. Keep in mind that you will have to pay a significant fee to use a head hunters service. Consider putting the cost you will pay a placement company into the reimbursement package. With a more attractive reimbursement package you may be able to recruit a more experienced and skilled Sales Rep.
The Internet
Employers and job seekers are increasingly turning to the Internet. Internet job sites allow you to reach a larger geographic pool of applicants and, in some cases, you can even pre-screen resumes online. Usually there is a fee for employers to use put job listings on these sites. There are many job Web sites to investigate. Try Monster.com, TopSalesPositions.com and Headhunter.com for a start.
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III. What Type of Reimbursement Package Can You Offer?
Before considering how you will pay your new sales rep you need to specify the terms of their hiring. Will the Rep be a full-time employee who works exclusively for your company or will they be permitted to freelance and work on their own time. Is a part-time employee or an independent contractor a consideration.
When considering a full time employee, be sure to include the cost for the benefit package at your facility. The financial department should be able to give you an estimated cost for benefits. There is a great deal of variability in the cost of benefits from organization to organization. The cost of benefits may range from a minimum of 0.5 percent to greater than 50 percent of an employees monthly salary.
If you decide that a part time sales rep can meet your needs, be sure to estimate their hours of employment and consider the package your facility provides to part time employees. Another option would be paying a higher commission rate and not paying a base salary.
Often an independent contractor may seem like the least expensive route in hiring a sales rep. Numerous factors must be considered before settling on the hiring of an independent contractor. An independent contractor is an individual not employed by a company but who works for themselves. This individual is responsible for their own taxes and all other specifics of employment. An independent contractor can not work exclusively for one company, your company (refer to Internal Revenue Code: Revenue Rolling 87-41). Specifically, he or she can not make the majority of their money from one organization. Independent contractors may work for several companies simultaneously; closing on a big deal with another company may result in no work or a decline in the work for you. Another factor to consider is the lack of commitment to you, your product, and your organization.
The compensation package you will pay your new sales rep consists of the salary, commission, and employee benefits as described above.
Compensation Package = Base Salary + Commission + Benefits
Fortunately, when you're hiring sales reps, their pay can be equated to the quality or effectiveness of their work. The more sales by the rep, the better the business for the company, and ultimately, the greater the financial rewards for the rep. Commissions vary from one company or industry to another. For example, in some companies the rep may receives one percent of the sales, while in other areas the rep can receive greater than 30 percent of the sales.
When trying to establish the commission rate for your company, look at the compensation packages for other sales reps you employ. Do the packages motivate the employee to increase their sales? How does their compensation affect your bottom line? If you reimbursed at a higher rate, would there be an increase in sales? Likewise, if you decreased the commission, would productivity fall? Other questions to ask include: How difficult will it be to find an effective and efficient sales rep for your product? How much time will be allotted or how much will it cost you to train them? What are the education and experience requirements and what is industry paying for their reps in similar companies?
Some companies pay commissions when the sale is written, while other companies pay when the money is collected from the client. The safest method is the latter; this prevents paying commissions before the sale is finalized.
When determining the commission rate, it is critical to realize the inverse relationship between commission and salary. The higher the commission the lower the base salary and vice versa. To maintain a highly motivated sales rep, the commission must be high enough while simultaneously not paying too high of a base salary. By offering a higher commission and an average base salary, the sales rep has the potential to capitalize on take home pay.
Three common reimbursement packages are:
(A) Reimbursement Package A: 100% Commission and No Base Salary This individual is not paid a base salary and the reps pay is based entirely on their commission. If Sales Rep A receives 30 percent of the sales and there is $10,000 in sales, Rep A would be reimbursed $3,000. This reimbursement structure requires the service (or product) to be sold continuously.
(B) Reimbursement Package B: Guaranteed Draw against Commission With Package B, Rep B receives a regular salary whether they have sales or not. Rep B can capitalize on this and make additional money by exceeding his or her guaranteed draw in sales. For example, Bs reimbursement package pays a Guaranteed Draw of $1,000/month and a 10 percent commission structure. The draw rate in this example is $10,000/month. In January, B has only $10,000 in sales; B would receive the $1,000 Guaranteed Draw. In February, B has $20,000 in sales. Rep B would be paid the $1,000 Guaranteed Draw and an additional $1,000 in commission.
Package B, Guaranteed Draw against Commission, is the most common type of reimbursement package. The sales rep is guaranteed a salary despite sales yet remains motivated by having the potential to increase their reimbursement by making more sales.
(C) Reimbursement Package C: Draw against Commission In Package C, Sales Rep C is paid on a regular basis but C will not collect any commission until prior draws or salary are covered by commission. For example, Cs reimbursement packages pays a Draw of $1,000/month and a 10 percent commission structure. In January, there are no sales and C is paid $1,000. In February, C has $20,000 in sales. C would be paid a Draw rate of $1,000 and not receive a commission check.
With Package C, the employer must state in the terms of reimbursement that if rep C resigns without covering his draw in sales, he would be liable for the expense.
Packages A, B, and C are explained in the Table below:
TABLE 1: Reimbursement Methods
|Base Salary
|100% Commission
No Draw
|+ for company
paid only for sales
- for Rep
no guarantee that they will be paid
|Guaranteed Draw
Against Commission
|+ for Company &
Can motivate
|Draw Against
Must Pay Back
|- for company
at risk for no sales, can
in complacency
+ for Rep
The above three methods for reimbursement are just a few of the common reimbursement strategies. Numerous other formulas fit. For example, a salesperson may be paid five percent commission on his first $20,000 in sales, and 10 percent commission until the rep reaches $50,000 in sales. At $50,000 the salespersons commission may increase to 20 percent. Using variable formulas based on sales is referred to as an escalating compensation package. It is recommended that the employer work closely with the accountant to develop a reasonable and motivating reimbursement package.
From the above consider what type of package works best for your company. Keep in mind other reimbursement packages you have without your other reps. Which have worked? Which have not? If your reps have different types of packages will animosity result? What is the industry standard for similar work by reps?
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IV. Writing an Advertisement
Before you advertise for your sales position, you must first define the reimbursement package you can offer. Writing the advertisement prior to this is premature.
If you choose to use print or online advertising
to recruit, writing an ad that will attract the ideal candidate is key. Its time to
make your company stand out from all others in the field. Consider incorporating
descriptive words that reveal your companys culture like "fast-paced" and
"dynamic." Look at the following two advertisements. Which company talks to you?
Which one are you interested in interviewing with? Which ad would you like to represent
you and your company?
|AD One
Growing Company Seeks National Sales Rep
We are a dynamic and innovative company looking for an enthusiastic sales rep to join our team. Youll have an opportunity to travel the country representing our quality and respected product line. We are looking for an individual who is goal oriented and looking for advancement opportunities. We provide an excellent compensation package for the person who possess several years of sales experience. Package includes base salary, commission, and benefits. We offer a casual, team-oriented working environment. If you possess great communication skills and a desire to succeed, we look forward to hearing from you. Please forward your resume to the HR Department. We are an equal opportunity employer.
|AD Two
|Established Company Seeks Experienced Sales Rep
We are an established manufacturer looking for an experienced sales rep. Candidate must be willing to travel extensively. We are seeking a person who has a proven sales record and can demonstrate that he/she has been offered advancement opportunities with past positions. We offer a competitive compensation package and a relaxed working environment. Interested candidates send your resume to: HR Department. We are an equal opportunity employer.
|AD Three
|Sales Rep
|National manufacturer is seeking experienced sales representative to represent their established line of products. Forward resume to: HR Dept. We are an equal opportunity employer.
You and numerous other firms are trying to recruit the best sales rep available. What sets you apart? Identify what you like about the company you work for and capitalize on information like that in your advertisement. Choose descriptive words in your advertisement that describe the important characteristics of your company.
Do any of the following words describe your company? Are there other terms more effective in attracting the best applicants?
As you are writing the advertisement, consider highlighting the following details in the body:
Back to Outline
V. Pre-Interviews: How to Determine Who to Interview
The good news is your ad worked. You have received numerous resumes to review. Before scheduling an interview, critically analyze the resumes and cover letters to determine if the candidate meets your needs. Does the style and quality of the cover letter and resume represent the style and quality you want in an individual who may represent your company?
Analyzing Cover Letters:
All types of cover letters will come across your desk. Be discriminative in evaluating them; the cover letter can be synonymous with the salutation and introduction of a sales presentation. When critically evaluating the cover letter, use the following checklist to see if the applicant should progress through the interview process or be rejected.
Assessing Resumes:
Various types of resumes exist from chronological to functional. Whatever format the applicant chooses to use, the resume should include the following:
The following is a checklist of what to look for when evaluating a resume:
Keep in mind the cover letter and resume are the applicant's first opportunity to demonstrate his or her ability to make a sale. Are you buying?
Telephone Screening Interview
Once you have determined which candidates are qualified by their resume, try and contact them on the phone and have a brief conversation about what they are looking for in the position. This will identify any red flags before scheduling a face-to-face meeting. Pre-screening can save you valuable time, enabling you to weed out those individuals who lack strong verbal and communication skills. During the telephone interview ask questions like:
If the candidate appears to be a good match, schedule an interview.
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VI. Interviewing
During the interview, keep in mind the old saying, "The best predictor of future behavior is past behavior." Although this statement is invaluable to the employee selection process, most business owners base their interview questions on future scenarios or hypothetical questions. Try asking behavior-based questions to help you identify how an applicant will perform when faced with a situation in your company. Behavior questions have three components: situation, behavior, and impact.
Situation Ask applicants to describe specific situations that they have encountered that are similar to those found in your organization. Securing a new client, luring a client away from the competition, or dealing with an unhappy customer are examples of situational questions.
Behavior Ask applicants to tell you in detail what they did in that situation. Probe for specific examples.
Impact Ask them how it ultimately turned out. What was the result of their decisions, actions or strategies.
As you are speaking with the applicant, look for verbal and non-verbal signs that will help you identify the candidate's ability to communicate.
Look for candidates that:
It is important to structure your questions to be open-ended, in which the candidate is required to give expanded answers rather than provide a simple yes or no answer. Remember you want to attain a realistic picture of the candidates ability to communicate. Some questions the candidate should excel in answering are:
Utilize the second interview to affirm your choice in applicants and get the opinion of others. The applicant should have time to prepare a mock sales presentation before the second interview. Involve other staff in observing the sales presentation and allow time for questions and answers with staff.
At all times avoid discussing anything that could be considered prejudicial, such as race, sex, family status, sexual orientation or physical disability. Once you have found the perfect candidate, you are ready to talk about compensation.
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VII. Checking References
Despite increased work loads, at all costs one should never neglect the importance of a reference check. Reference checks may unveil potential problems in applicants. Many companies may avoid providing you with detailed information regarding the applicant. It is recommended that the first questions of the reference check should verify factual employment information. From there, proceed to more detailed information regarding the applicants communication skills, satisfaction of buyers, supervisors satisfaction with performance, ability to meet quotas, and most importantly the companys willingness to rehire.
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VIII. Making A Job Offer
After you make a verbal job offer and the applicant accepts the offer, write a formal letter offering the position. Be sure to include a copy of the job description, what your expectations are of the candidate and the compensation package. If you are including clauses or documents like a non-compete, it should be approved by legal counsel before sending.
Back to Outline
IX. Tying up Loose Ends
One last reminder before you begin the orientation process, do not forget those individuals who have applied and are waiting in limbo to see if they received the job. An informational letter which notifies the applicant that another applicant was hired may hurt the applicant initially, but the applicants not hired would be more thankful than waiting around not knowing their status. If it was a strong applicant, state that in the rejection letter but inform the applicant that you will keep their resume or application on file should another position develop.
A sample rejection letter is as follows:
Dear ____:
This letter is to notify you that we have selected another candidate for the Sales Rep position. We received numerous applications and found yours to be highly competitive. We will maintain your application on file if another opening develops.
Maintaining records of qualified applicants may prevent you from having to repeat this entire process and speed up the hiring process the next time a position develops.
One final note, be sure to provide your newly hired Sales Rep with a comprehensive and effective orientation. The orientation is critical in ensuring quality and quantity of sales.
Back to Outline
X. Sales Rep Applicant Evaluation Form
To assist you in your
decision-making, consider using the following. Answer questions yes/no as indicated
or use the Likert scale as described below.
|5 = Very Good
4 = Good
3 = Ambivalent
2 = Poor
1 = Very Poor
A candidate with scores of 4s and 5s is the one you want to hire and the candidate with scores of 1s and 2s is the one you want to avoid!
Please be aware that use of this form has not been validated and should be customized to meet your companys needs.
Back to Outline
XI. Resources
Bob Adams, "Adams Streetwise Hiring Top Performers," Adams Media, 1997
Jerome Coletti, Mary Fiss, Wally Wood, "Compensating New Sales Roles," AMACOM, 1995
W. Frank, "200 Letters for Job Hunters," Ten Speed Press, 1990
Robert Half, "On Hiring," Crown Publishers, Inc., 1985
Pierre Mornell, "45 Effective Ways for Hiring Smart," Ten Speed Press, 1998.
Joe Petrone, "Building the High Performance Sales Force," Productivity Management Press, 1994
Del J. Still, "High Impact Hiring," Management Development Systems, 1997
Jack D. Wilner "7 Secrets of Successful
Sales Management," St. Lucie Press, 1998
Back to Outline
Copyright ©, 2000, L2S Inc.


text:
Townsend v. NBC 48 News et al
|Jimmy Lee Townsend
|NBC 48 News, Crimestoppers and Mark Thornhill
|Case Number:
|February 12, 2009
|US District Court for the Northern District of Alabama
|Prisoner: Civil Rights Office
|Presiding Judge:
|Sharon Lovelace Blackburn
|Referring Judge:
|Paul W Greene
|Nature of Suit:
|Cause of Action:
|Federal Question
|Jury Demanded By:
|42:1983 Prisoner Civil Rights
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subset: commoncrawl


text:
via press release:
TBS Orders Sullivan and Son Pilot, Starring Comedian Steve Byrne
And Executive-Produced by Vince Vaughn and Peter Billingsley
TBS has ordered a half-hour comedy pilot of Sullivan and Son, starring popular comedian Steve Byrne and executive-produced byVince Vaughn (The Break- Up)and Peter Billingsley (Iron Man). The project comes to TBS from Vaughn's Wild West Picture Show Productions and Warner Horizon Television. The pilot is being written by Byrne and executive producer/showrunner Rob Long (Cheers).
Set to begin shooting later this year, Sullivan and Son takes place in a popular and legendary neighborhood bar in a working-class neighborhood in Pittsburgh, Penn. Filled with locals and regulars, Sullivan & Son is the unofficial "town hall" to the neighborhood.
Steve Sullivan (Byrne) is the son of the current owner of the bar and the grandson of its founder. His Irish-American father and his Korean-American mother never expected their son to leave his job as a successful corporate attorney in New York and return to the old neighborhood to take over Sullivan & Son. But that's just what he's done. And so begins Steve's quest for a more meaningful and rewarding life behind the bar.
In addition to TBS's pilot order for Sullivan and Son, the network recently announced it is moving forward on an untitled half-hour comedy pilot that centers on a family man who quits his day job and returns to the neighborhood where he grew up. There, he reunites with his former best friend. The multi-camera sitcom from Conaco and Warner Horizon Television is being executive-produced by David Kissinger, Conan O'Brien and Jeff Ross, along with the pilot's writers, Ben Wexler, Ross Novie and Jay Rondot. Wexler will also serve as the showrunner for the untitled pilot. TBS has also greenlit a pilot for Men at Work, an ensemble, multi-camera comedy about a recently dumped man whose three best friends help him reinvent his manhood. The project comes to TBS from Sony Pictures Television and executive producers/writers Breckin Meyer and Jamie Tarses.
About TBS
TBS, a division of Turner Broadcasting System, Inc., is television's top-rated comedy network and is available in 100.8 million households. It serves as home to the EmmyÒ-nominated late-night series CONAN, starring Conan O'Brien; original primetime comedy series like Tyler Perry's House of Payne and Tyler Perry's Meet the Browns; and upcoming series like The Wedding Band and Tyler Perry'sFor Better or Worse. TBS also features an outstanding slate of contemporary comedies, such as The Big Bang Theory, Family Guyand The Office, as well as blockbuster movies and championship sports. In addition, TBS produces special live comedy events, including the star-studded comedy festival held each year in Chicago.
Turner Broadcasting System, Inc., a Time Warner company, creates and programs branded news; entertainment; animation and young adult; and sports media environments on television and other platforms for consumers around the world


text:
These instructions are outdated. See the new instructions!
My code is now in a sufficiently clean state that I can push it out to the world. For anyone who wants to give it a try, here are the instructions that should get you up and running. This assumes that you have GHC, cabal-install, darcs, and git. I tested only on Ubuntu 9.4, but there is no reason why it should not work on Windows as well.
- Get my branch of the Scion sources:
git clone git://github.com/ttencate/scion.git
(It should also work with nominolo's original sources.)
- Build and install Scion, the library as well as the server program:
cd lib
cabal install
cd ../server
cabal install
- Get Eclipse Galileo (3.5 RC4 or later), the distribution named "Eclipse for RCP/Plug-in Developers". Extraction equals installation.
- Get my branch of the EclipseFP sources:
darcs get http://code.haskell.org/~ttencate/eclipsefp/
darcs get http://code.haskell.org/~ttencate/cohatoe/
(Although Cohatoe is probably going to be removed, this version of EclipseFP still depends on it. Build the Cohatoe server if you like; it segfaults on my system.)
- Import all Eclipse projects from these repositories into Eclipse. There are over forty, so the Multi Project Import/Export plugin might come in handy.
- Wait for the build to finish, then… Run!
- In the new Eclipse window that (hopefully) pops up, set the location of the Scion server via Window, Preferences. If you installed it locally, it should be in
~/.cabal/bin/scion_server. (Eclipse does not understand the tilde, so give the full path to your home directory.)
It's quite some work to get it all up and running, and I probably forgot a step or two. Making the process easier is not currently a priority, but I envision a complete Eclipse release that is easy to set up and has everything you need to get Haskelling quickly.
If you try these steps, and run into any problems, please let me know, so that I can help you out, and improve the instructions and maybe even the code at the same time.


text:
The Ones That We Missed Out On!
Sir Alex Ferguson has spent 25 years as the manager of Manchester United and he has won the Premier League 12 times, FA Cup 5 times, League Cup 4 times, the Champions League twice, 10 Community/Charity Shields and one each of the now defunct Cup Winners' Cup, Intercontinental Cup, FIFA World Club Cup and UEFA Super Cup. In his time, he has build and rebuilt at least 4 teams that have contributed in a large part to the trophies he has won and the legacy he has built at Old Trafford. The biggest and the highlight of all his achievements would undoubtedly be the Treble of 1999. Hours away from our big FA Cup tie against our neighbours and current Premier League leaders, Manchester City, let's look back to understand how special the Treble triumph was. What better way to do that then by assessing the trophies that we missed out on, on a couple of occasions as one of Sir Alex's great teams went close to winning the Treble before and after 1999.


text:
$1.3 Million of Marijuana Seized by Wyoming Highway Patrol
A traffic stop on Interstate 80 yielded $1.3 million worth of marijuana according to the Wyoming Highway Patrol. Sgt. Stephen Townsend said just over 231 pounds of high grade marijuana was discovered in a semi-truck about 20 miles east of Elk Mountain during the Level 3 Commercial Vehicle Inspection.
"So once the Trooper began his inspection, some of the items listed in his log book raised the Trooper's interest," Townsend told KOWB on Monday. "Also, some items that were not on the shipper's bill of lading were in the trailer, that being the ten boxes of marijuana."
Officials say the boxes of marijuana were mixed in the trailer with a legitimate load of commercial lighting fixtures and rolls of electrical wire. Authorities also found $3,000 of cash, which will be held for six months to allow for the rightful owner to claim. Townsend said it is believed the the money came from assets that were derived from, or were used to facilitate criminal activity.
Both the driver, 29 yr-old Donald G. Cornelius from Orlando, Flo. and his co-driver, 55 yr-old Anthony M. Swift from Chicopee, Mass. are in custody facing multiple felony charges including possession of a controlled substance, possession of a controlled substance with intent to deliver and conspiracy with intent to deliver a controlled substance.
Sgt. Townsend reports that the marijuana was likely bound for a location east of the State of Wyoming. The investigation is ongoing with both the Wyoming Highway Patrol and the Wyoming Division of Criminal Investigation.


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Strength System Buying Guide: Choosing the Right Strength Training Equipment for You
by Gregory J. Florez
There is no question that strength training is important to an overall fitness regimen, and is a crucial pairing to cardiovascular training. Individuals are finding that strength training is critical for almost every goal, from injury prevention and post rehabilitation to weight loss and better sports performance.
The keys to successful strength training are in choosing the right equipment and using it properly. For most individuals, purchasing a "selectorized home gym" is the safest and most practical way to strength train. Selectorized means that you select the weight you want, generally by inserting a pin into a set of weight plates on the equipment.
A quality, selected unit will have the following things in common:
- Weight stack that can be adjusted with just a push/pull of a pin
- Highly adjustable lifting positions for a variety of user sizes and shapes
- A variety of exercises that are biomechanically sound
- Accessories to increase the number of exercises you can perform
Shopping for Your Strength Equipment
Consider your goals and the goals of other potential exercisers in your home before you start your search. From our years of personal training experience we've found that most families have more than one person who is interested in fitness or sports. Understanding and discussing each user's goals will protect you from buying a unit that will not withstand the use of multiple family members or have the proper adjustability for a variety of user sizes.
- Start your shopping by researching online to find the equipment that interests you. Find out the top rated brands through rating websites, product reviews and more. You should visit the manufacturers' websites and even their Facebook pages to see who is using their equipment. Often the best brands also make commercial equipment used in gyms and health clubs.
- Find out where you can purchase the equipment once you find a few companies and models that interest you. Most can be purchased online through the manufacturers' websites or other shopping sites and through retail stores. For retail stores, better quality equipment is sold through specialty fitness retailers, not discount stores.
Think about the level of service that you want. The highest level of service will come from a specialty fitness retailer. Purchasing online is often less expensive, but you will need to do more research beforehand about which products you want, and often have to assemble the equipment yourself when it arrives – though this varies by shopping sites.
We recommend that you start your shopping with an authorized specialty fitness retailer. Selling strength equipment is more difficult than selling a treadmill or other cardiovascular equipment. A sales person must understand basic physiology and how to perform a variety of exercises.
- Make a list of local retailers who specialize in fitness equipment - not hockey, basketball or golf. These dealers will likely have a more educated staff to fit you properly with a home gym. Additionally, home gyms require fairly intensive installation procedures. A specialty dealer will have more experience in their assembly. A quality dealer will even be able to recommend a certified personal trainer to help you get started on your home training program properly.
- Go to the store prepared to test the equipment and perform several different strength exercises. Have a sales associate demonstrate an exercise then allow you to perform as many different strength movements as possible. Make sure that you get a chance to include major muscle group exercises - shoulders, back, chest, legs, calves, etc. on the equipment. This is critical when you take into account that many home gyms will be comfortable with a few basic exercises, but it's only when you begin to use the full spectrum of exercises that you will notice shortcomings in the lesser quality machines.
Measure your space. Measure the dimensions of the space planned for your home gym before you venture out to a store. This includes height, width, and length of the space. Write it down and take it with you. You'll be pleasantly surprised to find that the newer machines are amazingly space efficient.
Simply put, this means how the machine fits your body. The only way to determine this is to try the equipment performing as many movements as possible while in the store. You don't have to be a personal trainer to know if it fits. Let your body intuitively guide you.
Here are some tips:
- When you perform a seated chest press you should feel it in your chest, not your joints and not in your lower back. This goes with all exercises on the machine.
- A rule of thumb here is to have the sales associate tell you where you should feel the exercise. Have them demonstrate the movement for you.
- Next try the movements yourself. Feel the exercise. Make sure that you feel the exercise in the muscle, not the joints or some other part of the body.
- If you do not feel the movements in the correct place, ask the sales person to adjust the machine and try it again.
- As you are using the machine make sure that pivot points on the machine line up with the joints on your body. For instance when performing a leg extension the pivot point should adjust so that it is perfectly even with your knee joint. When performing a seated chest butterfly the pivot point should be in line with your shoulder joint.
This is not a generalization. If the equipment feels smooth when you are performing the exercise, it is probably a higher quality machine. This means that throughout each and every exercise there is no "catching" or "sticky" feeling. A good machine will feel silky smooth throughout each exercise. To test this, try the most expensive machine on a retail floor and then try the least expensive. You will quickly understand the difference.
Here are the basics to look for in a quality home gym:
Pads. Look for polyurethane, molded pads on all of the press arms and areas that come in contact with your body. Some models even have contoured pads that are designed to fit the shape of your forearm, lower back, etc. High quality here also means that pads won't dry out, smell, or crack after repeated use.
Bearings. Wear points occur at the major pivot points of the machine where movement is initiated. Quality machines will have bearings that reduce wear and tear over the long term. Look for oil impregnated brass bearings. Ask the sales associate for details.
Materials. Look for 11-gauge steel that is at least 2"x3" in diameter. This makes for a stable machine that will feel solid for a lifetime. Quality machines also use powder-coated paint. This finish will repel sweat and corrosion.
Stability. Generally speaking the more welds mean more strength and stability. This means there will be less "wobble" when using the machine and long term durability. Every machine will have some bolted pieces, as well as welded pieces.
Cables and Pulleys. Look for nylon pulleys and test cable of at least 1500 lbs. This will insure that the pulleys and cables will hold up to the most rigorous use for a lengthy period of time.
Accessories & Attachments
Good home gyms are amazingly versatile even beyond the initial basic unit. Padded ankle straps to work inner and outer thighs, abdominal straps, and straight bars for arm exercises are examples of accessories that can truly increase the value and flexibility of your home gym. The better units will come with some of these accessories as part of the basic unit. While shopping, ask the following questions: What attachments are included with this equipment? What attachments are available to "grow" the home gym? Other popular additions include an added leg press or more weight plates for the basic weight stack. This is helpful if you have teenagers or budding athletes in the home whose needs will change as they become stronger.
Remember don't be intimidated by what you don't know. Ask the sales person to show you each exercise and explain its purpose. If it doesn't feel right to you, let the sales person know. Dress comfortably and plan on spending at least 30 minutes testing any particular machine.
Must Have's
Fit. (Related to biomechanics above). The machine must be adjustable to fit you and any other users in your home. You must test as many positions as possible to determine this.
Adjustability. Make sure that the home gym you select is adjustable, quickly and easily. This means seat heights, lever lengths, etc. The best machines will have a self-ratcheting system that locks the seat adjustments in place.
Size. Remember to measure your space before you begin shopping. Only look at machines that will fit your space requirements comfortably.
Shopping for strength training equipment can be daunting as it is usually the least understood portion of exercise. One of the surest ways to buy right is to go with a manufacturer that has a history of quality. In the fitness industry this means considering companies that have made fitness equipment for home and commercial users. These companies will have in depth experience in knowing what consumers want and will use and as importantly what does not work. Additionally, they will have experience with issues surrounding durability and proper fit and biomechanics. This will give you piece of mind that your equipment will hold up for many years to come.
The shopping phase is the foundation to make sure that you choose wisely and protect your investment. Take your time. Start with a reputable specialty fitness dealer. Ask the hard questions mentioned above. Test the equipment thoroughly. Think long term for both your goals and other family members. This will keep you from under buying.
Safety and Maintenance
Perhaps more than any other category, safety is a factor in choosing strength training equipment. Home gyms provide safety and convenience features that cannot be found in free weight equipment. These features translate to safer, more time efficient workouts for most individuals. There are no screws to turn, weight plates to load and unload, and most of the lifting positions are already pre-determined. This means you don't have to be an expert or an athlete to get a highly effective and safe workout.
Some quality gyms will have a housing or shrouds to cover the weight stack and exposed pulleys. This minimizes the chance of clothing or fingers getting pinched.
Weight Stack Pins
Practice putting in and taking out the weight stack pin. Make sure that there is a system to lock the pin in place. Practice doing some of the movements and make sure that the pin stays in place. Some systems even have "shaped" pins that make insertion into the weight stack easy. These pins will also "lock" into place.
Adjustment pins, etc.
Look for self locking heavy duty spring loaded pins for adjusting seat heights, and lengths. Make sure that if you slip or cannot complete an exercise, that the machine allows you to let go without hurting yourself. Ask the sales person about features that "spot" you. In other words if you are performing a chest exercise there should be a mechanism that prevents the levers of the machine from falling or striking you.
Maintenance Tips
Quality home gyms require hardly any upkeep. A gym that has been powder-coated (paint) needs only to be wiped down occasionally to remove sweat. The pads on the machine need to also be wiped down occasionally with a mild detergent to remove sweat.
Guide rods need to be lubricated once or twice a year using a Teflon based lubricant that can be purchased at a local hardware store. Check lubrication on guide rods once a year and replenish the Teflon based "super lube" if needed. Make sure to read the manufacturer's instructions, including which type of lubricant should be used.
There is very little that can go wrong on a high quality piece of strength training equipment assuming that it is purchased from a specialty retailer and assembled properly. There are no electronics and moving parts are minimal. A home gym frame should come with a lifetime warranty. Cables and upholstery should come with at least a three-year warranty. It is unnecessary to purchase any kind of extended warranty on a high quality home gym.
Okay let's face it. Strength training is not usually a stroll in the park. It requires focus and proper form. If you are doing it correctly it will also be somewhat uncomfortable. Remember that what matters in the long term is whether or not you use the equipment day in and day out. Some of the most useful added features include:
Wall Charts
Every home gym should come with a wall chart. Many are nearly useless in helping you use the equipment as they are overly complicated and don't provide easy instruction. Look at the wall chart while at the store. Refer to the instructions and perform the exercises as directed. Make sure that they make sense. Ask the salesperson for clarification if necessary.
Personal Training
Some specialty fitness retailers will offer an in-home personal training session with the purchase of a new home gym. This is an extremely helpful way to get started correctly. Following that first session you may decide to continue with a personal trainer for additional motivation and guidance. Seeing a personal trainer even once a month can greatly increase your chances of success in reaching strength training goals.
Online Support
Increasingly manufacturers and dealers will offer online assessment and coaching from a certified personal trainer that is specific to the product purchased and your goals. Ask about this when shopping.
About the author
Gregory Florez, founder and CEO of First Fitness, Inc, is one of the country's leading experts in several health and fitness categories including: personal coaching and training, product trends, and fitness technology. His companies, First Fitness, Inc. and FitAdvisor.com have worked with over 40,000 executives and employees of Fortune 500 companies around the world, including DuPont and Intel, to improve the health of their valued employees over the past 22 years.
Mr. Florez's FitAdvisor Health Coaching Services were rated as the top coaching service by the Wall Street Journal. He has published several books, served as a board member for IDEA, and is a spokesperson for the American Council on Exercise. He is featured regularly as a writer, speaker, and expert in industry publications and conferences including: Health and Fitness Business, The American College of Sports Medicine, Club Industry, and consumer media, such as The Wall Street Journal, Business Week, Men's Health, Vogue, Good Housekeeping, and Smart Money magazine. He is also a featured columnist for Club Industry's Fitness Business Pro magazine, and The American Council on Exercise's Professional website. Gregory is a former college and Nike sponsored athlete and participates in a variety of endurance athletics.


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The economic data for the third quarter are amazingly good:
GDP increased at a 7.2% rate, the highest since 1984, mostly as a result of the tax cuts. (That was true in 1984, too.)
Spending on durable goods was up 26.9%, after a 24.3% gain in the second quarter.
Business spending rose 11.1%, its fastest pace since the first quarter of 2000.
Real final sales–GDP minus the change in private inventories–rose at a 7.8% rate, the highest in more than 25 years.
Exports surged by 9.3%, while imports edged up by 0.1%.
Let's hear it for those tax cuts! It will be interesting to see how the Dems try to spin this news.
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The Hot Zone
By Jim Vanderhorst
The dry shale barrens in the Eastern Panhandle support a unique assortment of plants.
Thoroughly Modern Squirrel Dogs
By Larry Hines
Selective breeding of curs and feists have resulted in a new generation of squirrel hunting dogs.
Heading South Along the Allegheny Front
By Nanci Bross-Fregonara
For 48 years, volunteers have staffed the Allegheny Front Migration Observatory to monitor migratory songbird populations.
Get Ready for Winter Wildlife
By Colleen DeLong
Discover ideas to make your yard or field a haven for wildlife this winter.
Questions and Answers About Chronic Wasting Disease
Why is Mast Important to Hunters?
By Jim Pack
Scouting out the abundance and location of nuts and fruits gives a hunter a leg up on other, less diligent hunters.
Field Trip: Cold Knob
Wildlife Diversity Notebook: The Madison Cave Isopod
Mountain State Flora: Boneset


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Blair betrothed?
Page Six is reporting that Leighton Meester is engaged to her boyfriend Sebastien Stan. Something about a Facebook profile. Is Facebook considered a "source" now?
Anyway, his publicist has already denied it to Us Weekly.
There's something about being 22 when you think this love will be the only love. And dumbass decisions soon follow. I know this because it was me. And a year and a half – a very thin, very fit year and a half, with good hair, spotty skin but I'm blaming it on stressed caused by HIM, and the best social life – all of it totally wasted. Gone. In a life filled with many regrets, that ranks in the top 3. Ugh. Ew!
So for Leighton: 22 never comes back. Especially for Leighton it would be a cataclysmic mistake. Think of who's waiting out there. Like Taylor Kitsch. Although he doesn't like party girls. But still… at 22? Living in New York? Please. Blair Waldorf wouldn't throw it away.


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17 points per away game, and 12.4 points per home game, stats you won't find on ESPN. These are the amount of points only our defense has given up, this is not including the special teams td the rams put up on us or the td our offense gave up today.
Now obviously there is a difference when we're away of 4.6 points, as well as there are some things our defense needs to get a lot better at (on the road especially). But from a pure statistical vantage, I would have to say that is really really good and I'm proud of those numbers.


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Photo taken from Wikimedia Commons
Aside from Zach Parise and maybe Ryan Suter, no player has been talked about more this off-season than Columbus Blue Jackets star winger Rick Nash. With the Blue Jackets running a sinking ship for almost a year now, it's been no secret that Nash has wanted out of Columbus and GM Scott Howson is looking to deal him. Howson reportedly tried to trade him at the deadline but couldn't get a deal done because none of the offers were up to his standard.
With the current asking price for Nash being "two roster players and two prospects," a team is going to have to surrender a lot of assets to acquire Nash's services and take on a monstrous contract on top of that.
Nash has six years left on his contract and is still due about $47.4 million during that time. His contract gets increasingly expensive every year and it also comes with a cap hit of $7.8 mil. In other words, whoever decides to trade for Nash will need to be really desperate for his services because they have to A) give up a lot to acquire him and B) pay him a lot of money for the next six seasons. There likely won't be many but Nash is a terrific player so there might be some teams who will be interested.
With his name being in the news and on my Twitter timeline every day, I've heard a lot of bold claims about Nash and am sure that you have, as well. Hearing all of this noise in a short period of time can cloud your judgment of a player so after the jump, I will go over some of these claims and respond to them with facts about Nash. This will give us a better idea about him as a player and how much he is really worth.
Claim #1: Rick Nash is an elite forward
Before we dive into this, let's talk about what makes a player "elite." By definition, elite means that you are part of a superior, dominant group or in the upper echelon of a certain class. Is Nash one of the top forwards in the NHL or even one of the top wingers? He has scored 30 goals in five consecutive seasons and has hit the 40-goal mark twice in his career. That sounds pretty good, but regular counting stats can be misleading which is why scoring rates are looked at to judge a player's offensive production instead.
This gives us an idea of how much a player scored relative to his ice time and Nash's production at even strength has bounced around over the years.
ESG/60 = Even Strength goals per 60 minutes, ESP/60 = Even Strength points per 60 minutes, Fwd Rk = Nash's ESP/60 rank among NHL forwards, LW/RW Rk = Nash's ESP/60 rank among NHL wingers
If "elite" means that a player is in the top 10-15 category of his position, then Nash was elite in two of his last five seasons in the NHL in terms of scoring at even strength. The other years he was either above average or in the middle of the pack. What led to the huge even strength scoring outbursts in 2008 and 2010? One might suggest that simple variance is the cause for this but when you take a closer look at how Nash was used by his coaches in those years, it's easy to see why he produced so much more at even strength.
EVTOI/60 = Even strength time on ice per 60 minutes, Corsi Rel. QoC = Corsi relative to quality of competition, QOC Rk = Quality of Competition ranking in among CBJ forwards, Corsi Rel. = Corsi relative, Corsi Rk = Corsi relative ranking among CBJ forwards, P/60 = even strength points per 60 minutes, OZ Start% = Offensive zone start percentage
Nash was given very soft minutes in 2010-11 and had scored at his highest rate at even strength in five years as a result. Only Sidney Crosby, Daniel Sedin and Ales Hemsky scored at a higher rate than him at even strength that year, so if you are going by that lone season then yes, Nash is elite.
However, you can see that Nash never matched that sort of production in the last five years. The closest he got was in 2008-09, where he managed to drive the play and score at a high level despite playing tougher minutes. It is also worth mentioning that he signed his eight year contract after that season, which may have not looked bad at the time.
Unfortunately, things went south for Nash when he was given tougher assignments. He was still a positive player in terms of corsi for most of those years, so it isn't all gloom and doom for Nash, but there isn't enough evidence here to suggest that Nash is truly elite – the best of the best like Pavel Datsyuk and Sidney Crosby don't need the butter soft minutes to put up high-end scoring rates.
Claim #2: Rick Nash has been saddled with bad teammates for most of his career
It is tough to fully judge this claim because there's limited data available from Nash's career outside of the last five years, but there is a lot we can discover from this sample. The Blue Jackets have been a pretty bad team during this time if you go by their record, but they haven't been quite as bad if you look at how much the club has been able to drive the play at even strength.
According to Behind The Net, their Fenwick rate at even strength in close situations has been pretty good in three of the last five years:
FenClose = Team Fenwick percentage at even strength when the score is close
Last year and 2009-10 were the only times when the Blue Jackets were a legitimately awful team. Their ability to generate possession at even strength has actually been fairly solid in other seasons. How much was Nash the key driving force on his line, though? Thanks to Hockey Analysis' stat site, we can see how Nash did with certain linemates and how those players performed away from him.
These are the even strength corsi rates of Nash and his teammates during the 2007-12 seasons and you can see here that Nash was able to elevate the play of his linemates a little bit. Kristian Huselius, Jakub Voracek and Jeff Carter were the only players who were controlling play at a higher rate without Nash than they were with him.
That being said, not many of Nash's teammates saw their corsi percentages improve dramatically when they played on his line. The only ones who did were Michael Peca and Manny Malholtra. Nikolai Zherdev also saw his corsi percentage improve by quite a bit, but you can see that he also did just fine on other lines.
You could make the case that Nash was surrounded by some pretty weak talent since Derrick Brassard, Antoine Vermette, Manny Malhotra and Michael Peca aren't exactly the highest quality linemates but a player being paid over $7M needs to produce at a high level no matter who his linemates are.
Nash was able to do that, but only to a limited extent. He was able to drive the play forward at relatively high rate when he was with good players like Voracek, Huselius and Zherdev but they also did just fine without him. He was also able to elevate the play of Peca and Malholtra by a considerable amounts but he wasn't as effective with most of the other linemates the Blue Jackets stuck him with.
Nash has proven that he can make due with weaker linemates and has elevated the play of some of the weaker ones he was stuck with but not all the time. He does seem to play better when he is with higher quality teammates no matter what, which shouldn't be too much of a surprise.
Claim #3: Rick Nash is a player on the decline
At 28 years of age, Nash is in what a lot of people would consider the "prime" of a hockey player's career. However, not every player has the same prime age so it's very possible that Nash could have peaked years ago and is currently on the decline. As players get older and stronger, they are trusted with more responsibility and are used in tougher situations such as the penalty kill.
The interesting thing about Nash is that the opposite has happened with him. He is playing tougher minutes at even strength (save for 2010-11), but the Jackets have stopped using Nash on the PK the last couple of seasons. Whether you want to attribute this to the coaching staff not trusting him defensively or wanting to cut down on his minutes is up to you.
When you look at Nash's corsi relative ratings over the last few years, it's easy to say that he is declining because he isn't nearly as dominant territorially as he once was. Even when he was given soft minutes in 2010-11, he ranked sixth among Columbus fowards who had played 40 games, which would be right in the middle of the pack. Nash was able to score often at even strength that year but a guy playing those minutes should be much better possession-wise. Perhaps that could explain the drop-off he had this year since he was reverted back to being used in tougher situations.
Also, if you were to look at how Nash's scoring rates compare to his teammates, you will also notice a slight decline from where he used to be.
ESG /60 = Even strength goals per 60 minutes, ESP/60 = Even strength points per 60 minutes, Rank = ESP/60 rank among CBJ forwards, PPG/60 = Powerplay goals per 60 minutes, PPP/60 = Powerplay points per 60 minutes, Rank = PPP/60 rank among CBJ forwards, ESP% = Percentage of Columbus' even strength points scored by Nash, PPP% = Percentage of Columbus' powerplay points scored by Nash
This could have been just a down year for Nash but when you take into account that he was playing tougher minutes and that his powerplay production has also taken a dip the last couple of seasons, it's hard to claim that this is just bad luck. Nash is obviously still scoring at a relatively high level on the powerplay but it looks weak in comparison to where he was two years ago. On a team like the Blue Jackets, Nash should be the leading producer but he was outscored by Vinny Prospal and Derrick Brassard this year at even strength and on the powerplay respectively.
Nash is still a pretty good player and most GMs would probably love to have him on their top-line but given the evidence shown here, it is hard to justify giving up a big package for him. It's even more difficult to justify spending $47.4M over the next six years paying off his contract because he isn't worth the cost if he can only produce at an "elite" level when he is playing soft minutes, to say nothing of the player he will be later in the contract.
Stats taken from Behind The Net and Hockey Analysis


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May 14, 2006
An edited excerpt from Professor Bill Placher's sermon for the 168th Baccalaureate Service at Wabash College.
Twelve and a half years ago, Wabash President Andy Ford delivered an inaugural address as the new president of Wabash, calling on his audience to be as audacious as were those young Presbyterian ministers kneeling in the forest on the edge of the frontier at the founding of our college. The environment for liberal arts colleges today, he noted, is harsher and more threatening than the blowing snow that chilled our founders.
At his insistence, today is the celebration of the college's graduating class and not its 14th president. But let me honor him by following his example and commending audaciousness to you. When you leave the Chapel this morning, you will walk out onto a campus where most of the buildings, just for a start, have been built or remodeled under the leadership of this audacious president.
So find a spot somewhere—a job, a community, a family–where you can be audacious too.
Some of you will put the lessons you've learned at Wabash and elsewhere about service and compassion and courage into immediate and dramatic practice. From recent classes, I think of Jeremy Wright, serving in Afghanistan until he was killed, Jeremy Robinson teaching in the toughest inner city school in Chicago, A.J. Lyman working with Americorps on the Gulf Coast, Nick Myers teaching English in Nicaragua. I applaud those who will follow their examples.
But some of you will find you have to get through med school or law school or grad school or make some money before you can start to make the kind of difference you want to make. Don't apologize for that.
Some of you will make differences in undramatic ways. The one lawyer in town who will help a controversial client, the executive who holds others in the company to a higher standard of integrity, the chemist who coaches generations of kids in youth soccer, the gay man who challenges stereotypes simply by being open about his sexuality, the husband who helps his wife through addiction, the parent of a handicapped child, the victim of depression sticking by his job and family in the midst of internal darkness. There's a lot of courage out there, in many different forms. And we find that courage, most often, when we find we have been called.
The novelist and preacher Frederick Buechner says that your calling comes where your greatest job meets the world's greatest need—where the rewards for your best and most authentic self meet work that needs doing for the love of the world. It may take you a while and a few false starts to find such a calling—that's okay—for right now, some of you may be called to search for your vocation by trying out a number of thing or moving to the big city to see what happens—that's okay too. But I pray that there will be voices to guide you to what you are truly called to do.


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From ZineWiki
Revision as of 02:39, 25 September 2007 by InvisibleFriend (Talk | contribs) (added category)
Infiltration, "the zine about going places you're not supposed to go," was a Toronto-based zine about urban exploration. It featured first-person accounts of observational (not vandalistic) visits to "off-limits" areas, including abandoned buildings and steam tunnels. It was consistently popular through its run; its success spawned the book Access All Areas.
Until 2005, the print version of Infiltration was published, edited, and largely written by "Ninjalicious"; he published 25 issues. On August 23, 2005, he died from a terminal illness he had been battling for several months.
The print zine is no longer being published, but the official website is still being updated and has a lively forum centered around urban exploration.


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ジョブファンクション: セールス&ビジネスディベロップメント
雇用形態: フルタイム
所在地: Florida - Miami
国/地域: United States
The SkinCeuticals mission is to improve skin health. Dedicated to this purpose, we make a simple promise – to provide advanced skincare backed by science.
Born from decades of skin cancer research, our high potency formulas are concentrated in pure actives and proven to penetrate optimally into skin.
Made in the USA, we are used and recommended by dermatologists, plastic surgeons and medical spas to both correct the signs of aging and prevent future damage.
Account Executives maintain and develop business in the direct sale of skin care products to physicians and skin care professionals. Our extensive sales training program promotes a consultative, education based sales approach. The Account Executives act as a resource to their accounts, offer education and provide business building consultation.
Our Account Executives are resourceful, independent and self-disciplined with the ability to develop and maintain business relationships. If you are motivated by excellent earning potential, place considerable value on customer service and take pride in selling high quality products, then we want to hear from you!
We offer a competitive base salary, uncapped monthly commissions, year-end bonus and a company car. Also, as a division of L'Oreal - the world's largest beauty company, we offer extensive additional benefits such as a retirement plan with a 401K match, comprehensive health benefits, generous paid time off and discounted L'Oréal products.
· At least 3 years of B2B sales experience preferably in the dermatology, plastic surgery or medical spa market.
· Bachelor's degree in business or related field.
· Excellent communication and interpersonal skills
· Strong organizational and strategic planning skills.
· Ability to gain and maintain strong professional relationships.
· Ability to travel overnight.


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Concerto for Violin, Strings and Basso continuo in A minor BWV 1041
May 2017, Maulbronn, Maulbronn Monastery
- 03:42I. (Allegro)
- 06:06II. Andante
- 03:32III. Allegro assai
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Klabrie needed a new logo design and created a contest on 99designs.
A winner was selected from 89 designs submitted by 10 freelance designers.
DIY Safety Hub
DIY Safety Hub will be an online community where do-it-yourselfers can learn how to protect themselves from injury while working on projects in and around the home (i.e. building, remodeling, repairing, landscaping, etc.). We've partnered with some of the leading names in the safety business to offer advice from the experts. In addition, DIY Safety Hub will be a fun place for DIYers to interact with each other by sharing tips, stories and other information related to injury prevention.
The DIY Safety Hub logo will be used on its web site (coming soon) and as a profile picture/avatar for Facebook and Twitter. The logo should emphasize safety in a DIY/home improvement environment. I have attached a rough idea that we drafted (pardon my elementary-level Photoshop skills). We like the concept, but feel it needs to be much easier to read (several people we showed the concept to said they didn't notice that the tools spelled out DIY at first). If it sparks an idea, great! Otherwise, we are open to any new ideas.
My promise to you: I will login at least 3 times each day to provide feedback and/or ratings for each design submitted.
Thanks for entering and good luck!
Find out how a design contest works or learn more about our logo design services.


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French Country Kitchen Décor Design and Accessories
French country kitchen décor theme for minimalist kitchen that is different from other type of kitchen. This décor type is luxurious and elegant style. Additional accessories such as handles on the cabinet doors, drawers and cabinets to made the display cabinets toughness. Button when the device which allows you to open and close the cabinet. The key is needed because you have no more trouble holding to open the cabinet. This grip offers an incredible selection of such a round, long shaped and other unique shapes. Materials used are also made from solid aluminum and steel for long-lasting impression and not easily damaged. The addition of this button gives the impression of modern with the added accent on the button in the form of engraving.
French kitchen is usually done with white color shade because of its neutrality and it is also easy to be combined with of walls and the other complementary furniture. This cabinet is suitable for your ideas when you are renovating a kitchen are more special. Cabinet equipped with sliding drawers for storing small items. In addition drawer cabinets provide additional storage of goods such as plates, cups, pans, pots and so forth. This French style furniture to make you dazzled when you're in the kitchen and make you comfortable. French country kitchen décor ideas are elegant that you can have for your kitchen furniture that complements modern style.
French country kitchen décor design can easily show clean impression because of the color of the main color is white parents. The old white color gives the room more spacious because of the white color gives a good glow to a room. This cabinet offers a design twist to not use too much space and is not narrow to put this furniture. Style kitchen like this attracted many people and make you want to buy at the price offered for this cabinet. Materials with wood combined with glass makes the display more attractive.


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1995 International Symposium on Microelectronics: proceedings : 24-26 October, 1995, Los Angeles Convention Center, Los Angeles, California
International Society for Hybrid Microelectronics, Society of Photo-optical Instrumentation Engineers
ISHM-The Microelectronics Society, 1995 - Microelectronics - 562 pages
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Hard Ball Grid Arrays for Pluggable BGA Connector
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Alice mccall loveless cami digitally printed satin cami with sheer insert.
The terrific Loveless Cami from Alice McCALL has sold out. We did have it in6, 8 & 10.
Start a "Find It For Me" to notify hundreds of Australian Boutiques that you're looking for it and then be notified if it comes back in stock.


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BR30 LED Light Bulbs
BR30 LEDs are one of today's most popular recessed lighting options. Because of their "bulged reflector" approach to lighting, they offer a diffuse general lighting rather than the sharper accent lighting of PAR LEDs.
BR30 LEDs are just under 4 inches wide, making them a great choice for 4" recessed cans if you want very little space between the bulb and the recessed fixture. BR30 LEDs can also be used in 5 to 6 inch cans if you want a little space between the bulb and can.
While BR30 shaped bulbs are available in a variety of lighting technologies, LEDs will save you money over time through energy savings as well as total bulb and maintenance costs. Many BR30 LEDs are rated to last more than 20 years with about 3 hours of lighting per day.
You can get more details in our article on BR30 LED and BR40 LED Light Bulbs.
Our goal is to provide you with an outstanding lighting experience every day, and carrying quality BR30 LEDs at highly competitive prices is part of this effort. We're also here with friendly customer service, which can especially be helpful with so many recent changes in the world of lighting. We also have customer-friendly policies to help make sure you're happy with your buying experience at Lighting Supply.


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Monmouth County Boy Dies, Allergy Suspected
Authorities suspect a Monmouth County boy died of an allergic reaction after leaving a Princeton church with his mother.
South Brunswick police tell the Home News Tribune the family was returning home after stopping at a coffee shop when the 8-year-old began having trouble breathing near Route 27 Sunday.
Detective Sgt. Jim Ryan says the boy went into cardiac arrest when police arrived and an emergency EpiPen injection failed to revive him.
The child was taken to University Medical Center of Princeton, where he was pronounced dead.
Ryan says the boy was allergic to milk and it's not clear if the 8-year-old drank it by mistake.
The family's name has not been released.
(Copyright 2013 The Associated Press. All Rights Reserved)


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kymearra needed a new logo design and created a contest on 99designs.
A winner was selected from 99 designs submitted by 30 freelance designers.
Peal Fire
Pearl Fire is a new company that has been developed to fill the gap of fire equipment companies that currently do not supply large delivery equipment to the current Asia Pacific customer base. Pearl Fire will be dealing with the big end users of fire equipment that require high volume water and foam delivery ( 6000 - 16,000 GPM ) for typically oil companies that maintain large tank farms that require large delivery trailer monitors, pumps, delivery hose, foam and support services for major incidents.
Logo Inspiration:
Pearl Fire is a company that will be providing equipment, products and services to the Oil, Gas, Petrochemical, mining, marine, Fire & Emergency Services companies throughout Australia and the Pacific region. Think of all the refineries, fuel terminals, petrochemical companies, fire departments etc and all the equipment and fire fighting foam they would use. This is the target audience and Pearl Fire will be providing a range of equipment to suit there needs
Shell Oil
Huntsman Chemicals
Port Authorities
Well as the name says Pearl Fire. Any concept with a peal whether it be black, red, yellow or pearl in colour, just use your imagination and try to incorporate a flame or fire logo, emblem, in, on, or around the pearl.
Maybe even incorporate the name in, on or around the pearl. Think outside the square. Good luck
Please visit this link for inspiration:
Find out how a design contest works or learn more about our logo design services.


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Here is a good starters guide from PocketGamer:
http://www.pocketgamer.co.uk/r/iPhone/S ... sp?c=50502
Doesn't have any of the Medium ship rooms, etc, but it's worth a read for new players.
Starters Guide
Share your best kept space secrets!
Post Reply
1 post • Page 1 of 1
Post Reply
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Cretacolor Aqua MonolithWoodless WatercolorPencil Sets
Dynasty FauxCamel WatercolorBrushes
BlickFrenchEasel byJullian
BlickWater-SolubleBlock PrintingInks
BlickPencil Case
UtrechtColor WheelGuide
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Old Holland has been making artist colors since 1664, as one of the oldest continuously operating companies in the art supply industry. The company is known for uncompromising adherance to its techniques and standards. All color making is done by hand
Color Swatches created using heavy application/medium application/50% tint and were applied on acrylic primed canvas (7 oz) material.
organic, monoazo
This Hansa yellow is a transparent yellow. It has great brightness and tinting strength and its drying time ranges from average to slow.
Hansa Yellow makes more intense tints and cleaner secondaries than Cadmium Yellows, especially when mixed with other organic or modern colors like Phthalo Blue and Green. Because they are more transparent, they have great value as glazing colors.
This Hansa Yellow has fair to good permanence, particularly in the lighter shades.
Hansa Yellow has no significant acute hazards, though its chronic hazards have not been well studied.
Hansa Yellows were first made in Germany just before WW1 from a series of synthetic dyestuffs called Pigment Yellow. They were intended to be a synthetic replacement for Cadmium Yellow.
Arylamide Yellow, Arylide, Arylide Yellow, Azo, Brilliant Yellow, Monoazo, Monolite Yellow, Permanent Yellow.
polychlorinated copper(II) phthalocyanine
C32H3Cl13CuN8 to C32HCl15CuN8 or C32H16CuN8Cl15 (PG7) or C32Br6Cl10CuN8 (PG36)
Phthalo Green is a transparent, cool, bright, high intensity color used in oil and acrylics. It comes from a Phthalocyanine Blue pigment where most of the hydrogen atoms have been replaced with chlorine, forming highly stable molecules. It has similar pigment properties and permanence to Phthalo Blue. It is slow drying and an excellent base color for mixing a range of bright greens. Phthalo Green is considered a very good alternative to Viridian because it is intense and mixes well and can be used to emphasize mineral colors in various tints. However, its tinting strength is very high, so it can overpower other colors. This pigment most closely resembles the discontinued and toxic Verdigris.
Phthalo Greens are completely lightfast and resistant to alkali, acids, solvents, heat, and ultraviolet radiation. They are currently used in inks, coatings, and many plastics due to their stability and are considered a standard pigment in printing ink and the packaging industry.
Phthalo Green has no significant hazards, but it contained PCBs (polychlorinated biphenyls) until 1982.
This bright blue-green was developed in 1935 and has been in use since 1938.
Bocour Green, Cyan Green, Intense Green, Monastral Green, Phthalocyanine Green, Rembrandt Green, Thalo Green, Winsor Green.
complex silicate of sodium and aluminum with sulfur
Na8-10Al6Si6O24S2-4 or Na6-8Al6Si6O24S2-4
Ultramarine is the standard warm blue, a brilliant blue pigment that has the most purple and least green in its undertone. It has a moderate to high tinting strength and a beautiful transparency. Synthetic Ultramarine is not as vivid a blue as natural Ultramarine. Ultramarine dries slowly in oil and tends to produce clean, though granular, washes in watercolor. French Ultramarine mixes well with Alizarin colors in oil and watercolor form to create a range of purples and violets. It can dull when mixed with white in acrylic form, but mixes well with other colors. The shade varies based on manufacturer. Considered a great color for glazes, it is not suitable for frescoing.
Ultramarine has excellent permanence, although synthetic Ultramarine is not as permanent as natural Ultramarine. It may discolor if exposed to acid because of its sulfuric content.
Ultramarine has no significant hazards.
The name for this pigment comes from the Middle Latin ultra, meaning beyond, and mare, meaning sea, because it was imported from Asia to Europe by sea. It is a prominent component of lapis lazuli and was used on Asian temples starting in the 6th century. It was one of the most expensive pigments in 16th century Europe, worth twice its weight in gold, and so was used sparingly and when commissions were larger. Ultramarine is currently imitated by a process invented in France in 1826 by Jean Baptiste Guimet, making blue affordable to artists and extending the range of colors on their palettes.
Artificial Ultramarine, French Blue, French Ultramarine, Gmelin's Blue, Guimet's Blue, Permanent Blue, Royal Blue, Synthetic Ultramarine. New Blue describes particular shades of Ultramarine. Armenian Blue and Lazuline Blue are names for genuine Lapiz Ultramarine. Sky Blue is a pale tone of Ultramarine.
Zinc White is the coolest white, and it has a cold, clean masstone and a slightly bluish tint. It has less hiding power and is more transparent than other whites. It dries slowly and is good for painting wet into wet and for glazing and scumbling. Zinc White is neither as opaque nor as heavy as Lead White, its covering power is not as good, and it takes much longer to dry. However, it does not blacken when exposed to sulfur in the air as Lead White does. It is very valuable for making tints with other colors. Unmixed Zinc White dries to a brittle and dry paint film that may crack over the years, so it is not good for frescoing. It is more transparent in acrylic form than Titanium White and is the most commonly used white with gouache. Chinese White is a version of Zinc White appropriate for opaque watercolor techniques.
Zinc White has great permanence and lightfastness.
Zinc White is moderately toxic if ingested and slightly toxic if inhaled.
Though historians are divided on who first isolated the element zinc, they agree that it was first suggested as a white pigment in 1782. Zinc White was accepted as a watercolor in 1834 and was called Chinese White due to the popularity of oriental porcelain in Europe at the time. Ten years later, a suitable oil form was produced. By the early 20th century, it had improved to the point where it was an acceptable alternative to Flake White.
Chinese White, French White, Permanent White, Silver White, Snow White, Zinc Oxide.
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Leather Bags | Leather Cases
TheCobbleroad - Leather Bags and Leather Cases
Travel and Laptop Bags
TheCobbleroad is Manufacture, Export and Supply Leather Bags, Leather Cases, Wallets & Accessories for our valuable customers. These include Leather Bags, Embroidered Bags, Fashion Bags, Hand Bags, Leather Wallets, Travel Leather Bags , Macbook Leather Bags. These products are designed with latest trend in the market and have exclusive features like elegant design, dazzling look, intricate sizes and light weight. These products are available in different shapes and sizes and can be customized as per the specifications provided by our customers.
We are having skilled fashion designer who designs each product with extra effort and widely appreciated by our clients. The Cobbleroad new matt black and brushed aluminium of design these days, and makes some of the very best Leather products on the market. Offering a large range of wallets, bags, Travel Leather Bags, Leather Wallets for man, iPad sleeves and Cases, laptop cases and more, the Indian company has you covered from every leather need.
Of note is the company's iPhone sleeve with money/card holder. It's a Thecobbleroad ipad sleeve, with a leather pocket sewn on for credit cards, passport and notes to be tucked into, combining phone and wallet into one. We've had one of these at the online for almost a year and it's proven to be incredibly durable and long-lasting, while just about fitting into every pocket we've thrown at it. All Leather products are on the expensive side, but you are paying for a premium product here that will probably last longer than the phone it's protecting.
TheCobbleroad is a leather products and leather accessories manufacturer and retailer. The company's product portfolio includes bags, wallets, file cases, folders, key chains, card cases, cosmetic pouches, business bags, luggages, accessories and leather care products. It also offers totes, messenger bags, laptop cases, laptop bags, gym bags, sac bags and other accessories. The company operates 10 manufacturing facilities in India. It sells its products in Australia, Germany, the Middle East, Nepal, Spain, Switzerland and UK. You must compare the prices of the Leather Bags before you order one.
You can easily come across both expensive and affordable ones. It would be great if you decide your budget before you choose a particular briefcase. Good quality briefcases are often costlier than the other available options in the market. However, since they are made from good quality material, they will easily last for many years without losing their look or functionality.
If you are operating on a budget, you can make use of the various deals offered on different websites. You should take different factors into consideration, like cost, look, functionality and deals, before you select a briefcase.
Leather Accessories Online
The Cobbleroad is Online shopping Store for Men and Women Leather Bags, Laptop Leather Bags, Leather Wallets, Camera Leather Bag
Leather Accessories Online
The Cobbleroad is Online shopping Store for Men and Women Leather Bags, Laptop Leather Bags, Leather Wallets, Camera Leather Bag
Camera Leather Bags
The Cobbleroad is Online shopping Store for Men and Women Leather Bags, Laptop Leather Bags, Leather Wallets, Camera Leather Bag


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Summary: This is the story of Legolas\' sister. Begins with her first trip to Rivendell and ends after the fellowship of the ring. Note: Stories will not be submitted in order.
Categories: None
Characters: Elladan, Elrohir, Elrond, Legolas, Original Character, Thranduil
Genres: Action/Adventure, Drama, Romance
Warnings: AU (alternate universe), Torture, Violence
Challenges: None
Open: Closed
Series - I
Other Results: 4 Challenges
In Her Eyes by legolaslover4life [Reviews - 9]


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There's been a big, new blow-'em-up action film nearly every week so far in this admittedly young year. Nearly all have been intended to showcase a 60-ish star — Stallone, Schwarzenegger, Willis — and nearly all were disappointments. Jason Statham's "Parker" was better; and Dwayne Johnson's "Snitch" is better yet. Are those two stars — 45 and 40, respectively — the new guard, coming to rescue us from the thought of "Die Hard 6"?
Johnson — formerly known as the Rock — has built his film career primarily in projects designed to emulate the work of the "old guard." Near the beginning of 2003's "Rundown," one of Johnson's earliest starring roles, Schwarzenegger is onscreen for about 10 seconds, exiting a club as Johnson enters and muttering "Have fun!" — a cute symbolic passing of the torch.
Johnson also gets points for his choice of supporting roles, primarily in comedies: He was frankly wonderful in "Be Cool," the commercially unsuccessful sequel to "Get Shorty."
In "Snitch," he plays John Matthews, a self-made man with a successful hauling company, a happy second marriage and an unhappy first wife. His relatively smooth life is thrown offtrack, however, when Jason (Rafi Gavron), his 18-year-old son from the first marriage, is the fall guy in a drug bust that he had nothing to do with. The kid faces a mandatory minimum sentence of 10 years, unless he rats someone out — the same threat that forced his best friend to set him up.
Jason is insistent that he won't narc out the minor druggies he knows. He refuses to do unto others what has been done unto him. At the same time, it's clear that, in detention, he is immediately tagged as easy pickings for bullies, sadists and (implied but never confirmed) rapists.
The ruthless though not entirely evil U.S. Attorney (Susan Sarandon) says there's nothing to be done. The only way for Jason to get out is to cooperate in nailing a higher-up. Since he refuses, Dad offers himself as a surrogate: He'll nail someone on his own steam, thus fulfilling Jason's obligation. This sounds like a harebrained idea, but — in a development that requires more than a little suspension of disbelief — the U.S. attorney tells him to go ahead.
Daniel (Jon Bernthal), an ex-con in his employ, is a two-time loser trying to support his family by going straight. He won't have anything to do with the scheme, but John — needing someone to connect him to the drug underworld — finally offers him so much money that he can't refuse. We're generally rooting for John, but here he is truly morally dirtied.
From the start, "Snitch" feels a little different from the rest of the season's testosterone films. There is no huge opening action sequence setting everything else up (unless you consider a teenager being briefly chased on foot by narcs to be big-time excitement). We're nearly halfway through the film before director/co-writer Ric Roman Waugh pulls out a million squibs for a big bang-bang scene. This is not a bad thing. Johnson's presence and his character's desperation are strong enough to keep us engaged while we wait.
What we do get during this buildup is a little more character background than is conventional and a lot more argument about our ridiculous minimum-sentencing laws. Emotionally, the film sets up both John and Danny with more detail and humanity than recent action films have had time for. Thematically, it drives home its point without getting preachy.
Its rhythm is skewed enough from the mainstream that, after the final big blowout — as my nerves got ready for the mandatory "one more threat" scene that got tiresome about 40 years ago when that hand reached out from the grave in "Carrie" — the movie just ended. The captured drug lord didn't suddenly escape and come back for revenge against John and Danny — to which I say, "Hallelujah!"
ANDY KLEIN is the film critic for Marquee. He can also be heard on "FilmWeek" on KPCC-FM (89.3).


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VCT Vinyl Tile Floor Stripping & Waxing Chandler AzTop Ten Mistakes When Stripping Floors Chandler Az
Many of these mistakes can be avoided. Because of this, Powr-Flite Floor Care lists the top ten mistakes cleaning workers often make when stripping floors and offers some ways to prevent them. 1. Learning the skill on your customer's floors. Stripping a floor is a learned skill. Learn it in a technical school or at a distributor's work area, but not on your customer's floor. 2. Not knowing the floor type. The chemicals and equipment used for a VCT floor, for example, may not be appropriate for a stone floor. 3. Not having all the tools necessary and on hand before starting the job; this can slow down the entire floor stripping process. 4. Using soiled mops and buckets; always use clean equipment. 5. Not wearing safety clothing, including goggles, gloves, and stripper (safety) slippers or non-slip shoes. 6. Not posting safety cones around the work area. 7. Working in too large a work area. Always section off the floor and work in one area at a time. 8. Not properly diluting the stripper. In most cases, the stripper must be diluted; also, it is often recommended to use cold water. 9. Not allowing for proper dwell time. 10. Not using a defoamer with a wet/dry vacuum.
Call us at 602-214-9858 for a free on site vct stripping & waxing quote Chandler Az


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DURHAM, N.H. – New Hampshire's Executive Council on Wednesday denied a pardon for a convicted burglar who went from criminal to college graduate and county corrections officer in less than a decade after being released from jail.
All five councilors commended 28-year-old Thomas Schoolcraft for his achievements, but voted 3-2 against granting him a pardon, which would have erased his felony convictions and allowed him to further his career in law enforcement.
"Please take from this the admiration members of this council and this governor have for everything you've done," said Gov. Maggie Hassan, who did not vote. "We'll hold you out as a role model."
Schoolcraft, who sat on the edge of his seat with hands clasped as each councilor spoke, needed several minutes in a remote corner of the ballroom at the University of New Hampshire's Huddleston Hall to compose himself before thanking the councilors individually for their consideration of his pardon bid.
"It's hard, but at the same time I just have to let go," Schoolcraft said. "I respect those decisions that were made."
Schoolcraft dropped out of school in the ninth grade and pleaded guilty to committing nine burglaries at age 19. He served nine months behind bars then went through a transformation that many have called amazing.
He got his high school equivalency degree then went to Keene State College to major in criminal justice, earning a bachelor's degree. At Keene State, he met Cheshire County House of Corrections Superintendent Rick Van Wickler, who teaches at the school.
Van Wickler offered him an internship, then a job as a corrections officer several years ago. He sat alongside Schoolcraft as the votes were cast.
Schoolcraft has worked as a corrections officer at the Cheshire County jail for more than two years, but left recently to attend Boston University this fall to obtain a master's degree in criminology.
"The convictions make things very difficult," Schoolcraft said of his future job prospects in law enforcement.
Having a felony record precludes someone from being hired by the state Department of Corrections as a prison guard or as a probation or parole officer and most law enforcement jobs. Misdemeanor records are reviewed on a case-by-case basis.
Councilor Ray Burton, the first to speak, said he would vote for a pardon. He said Schoolcraft had "benefited profoundly" from his incarceration. But councilors Chris Sununu, Colin Van Ostern and Christopher Pappas sounded the death knell. All three raised concerns that the crimes occurred less than a decade ago and left homeowners terrified to discover their phone lines cut and their homes violated.
"His work is commendable at corrections, but to offer a pardon so he can have advancement in his job and carry a weapon? … To me it's black and white. It's not appropriate," Sununu said. "This is a man who invaded the homes of nine people. He went in at night, sometimes when people were sleeping."
Councilor Debora Pignatelli voted in favor of a pardon, saying, "I think he has done exceptional things with his life and I would like to see those continue."
Only two pardons have been granted in New Hampshire in the past 30 years. In the most recent case, a mother of three was pardoned in 2011 for a felony escape conviction dating back to 1982 when she climbed out of the window of a police cruiser. Keith McNeil was pardoned in 2003 on a domestic violence conviction that prevented him from deploying to Iraq with his National Guard unit.
Nation & World
Mom admits plotting girl's death: 'I wanted her to go away'
Nation & World
New Zealand to ban military style assault weapons
Wednesday's NHL roundup: Pastrnak starts to shake off the rust
Local & State
Police close part of Route 35 during standoff with person in Waterford home
Wednesday's NBA roundup: Magic rip Pelicans for 3rd straight win


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Last week at the Windows Phone Summit, it was finally revealed that Zynga will be bringing Words with Friends and DrawSomething to Windows Phone this fall. Actually, Microsoft's Ben Rudolph teased that both games are "so-close-you-can-taste it" meaning we may be getting those marquee titles by the end of the summer (fingers crossed).
It also looks like that Zynga partnership is going deeper than just those two games. The popular online gaming company just announced 'With Friends' which is hailed to be their own social gaming network and it sounds a lot like Xbox LIVE--you can create a profile, see your friend's profiles, message them and see what they have been playing. Heck, you can even meet people with similar game interests.
What makes this fascinating though is the fact that it works across platforms. The social network will launch on iOS, Android, Windows Phone and of course be on the web, making it a true cross-platform gaming social network...thing.
We're not sure if it will be any good but we just like the fact that Zynga is on board with Windows Phone these days.
Source: Wired


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"Andy Dalton, Peyton Manning, Dan Marino
Cincinnati Bengals quarterback Andy Dalton is one of three players in NFL history to have 20-plus touchdown passes in [each of] his first two seasons, joining Dan Marino and Peyton Manning."
Russell Wilson already has 17 TD passes with 6 game to go. He has 8 INTs so far this year.
Peyton had 26 in his rookie year with 28 INTs
Marino was 24/6 in his rookie year, completing 58% of his passes in 11 games. That comes out to 2.18 TD passes per game. Over his 17 year career he averaged 25 TD passes per year.