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Maison de Padgett Winery
2231 Roza Drive, Zillah, WA. 98953
509.829.6412 or 509.829.6401
Tasting room hours are 11a.m. to 5p.m. Thursday thru Monday, Tuesday and Wednesday by chance.
How to find us: Take exit 54 on I-82, turn on to the Yakima Valley Highway going toward Zillah, continue northwest approximatley .9 mile until you come to Roza Drive, turn right and travel approximately 1.8 miles to the winery driveway. Turn right into parking area.

subset: commoncrawl


text:
Another Nani Iro Dress
Yep. It's another one. This one though, is hands down my favorite fabric ever. It's double gauze, it's floral, it's purple with lots of pink in the print. It's perfect.
In fact, I adore this fabric so much that I'm trying my best to get 20 yards of it in a new colorway this year to make bedroom curtains. Crossing my fingers that this doesn't fall through because I have a VISION. I love all the windows and light in my house. But damn. It makes window treatments expensive.
So this dress. It's another one that I made last year and am just now blogging. I returned to a tried and true pattern for this one, Simplicity 1873. I think this was version 5, and I've made several more since then. I keep going back to it because I had the bodice fitting so well and it's a simple vehicle for a good print. My latest two versions I ended up taking in pretty significantly at the waist (whoo hoo Weight Watchers!) so I may need to re-muslin at this point.
After about a year, I can tell you that this is a well worn, well loved dress. I wanted an easy breezy summer dress, so I skipped the bodice lining. I bound the neck and armholes with self bias strips, which is a bit more casual than the lined bodice in the pattern. I like top stitching so it works out.
I just adore the skirt on this pattern. It has 5 panels and many pleats, but it's manages to be full without being unflattering. I actually made a skirt using the pattern pieces (just with a straight waistband) last week and it turned out beautifully as well. The shape is much more flattering than a gathered rectangle or box pleated skirt.
I love this dress and it's probably in my top 3 most loved items of clothing. Actually, when I did the KonMari method on my closet a couple of months ago, this was one of the items that I immediately thought of when I was trying to identify what sparks joy. And it truly, truly does.
Project: Floral gauze dress
Pattern: Simplicity 1873
Fabric: Nani Iro double gauze


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The ANC is expected to brief the media on the outcome of the extended three-day NEC meeting held in Irene in Pretoria over the past few days.
Sources within the NEC have indicated that President Jacob Zuma has survived, as the motion to remove him was rejected.
EWN reporter, Clement Manyathela says NEC members were given an opportunity to stand up and elaborate on why they wanted Jacob Zuma to step down. Those who were opposing the motion were also given a chance to defend him.
He says there was division in the NEC meeting based on Zuma's future, with both his detractors and supporters pushing to win.
The issues of Nkandla, spy tapes and corruption charges were raised by the anti Zuma faction in an attempt to show why he is not fit for office.
They said all the issues that involved the President really dented the party's image and they linked these controversies to the electoral decline at this year's local government elections.— Clement Manyathela, EWN reporter
Zuma's supporters fought back saying you cannot link the two. there is no scientific evidence that can prove that indeed those controversies cost the ANC to lose those key metros.— Clement Manyathela, EWN reporter
Prof Tinyiko Maluleke, Policy and Political Analyst University of Pretoria says the events of this weekend have created a serious dent to Zuma's power.
He says this is a victory for Zuma's supporters and we might see a different Zuma coming out of this. Maluleke says Zuma could become more abrasive and people could be punished.
People have looked him in the eye and have spoken out. It is a different Zuma that proceeds from now and a different NEC.— Prof Tinyiko Maluleke, Policy and Political Analyst University of Pretoria
Listen below to hear more on the ANC NEC meeting:
This article first appeared on CapeTalk : Zuma likely to survive motion of no-confidence


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Do you know what forms and licenses are required in your state? Are you Confident in your knowledge and ready to begin the application process?
Are You Eligible for a Real Estate License? Every state has its own laws and it's important to know what they are in your state.
DID YOU KNOW? in IOWA...
Required State education:
1. Complete a 60-hour pre-license course from an approved provider.
2. Complete the following three courses from an approved provider.
12-hours Buying Practices
12-hours Listing Practices
12-hours Developing Professionalism and Ethical Practices
Don't miss the important details. Feel confident, qualified and 100% prepared for your state's Real Estate License Exam with our REAL ESTATE STUDY BUDDY GUIDE


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The military salute is one of many customs
that form part of the traditions of the South
African National Defence Force. It is not a new
custom, but a service tradition. Opinions are
sometimes voiced that it is not the individual
who is being saluted, but the uniform he/she
wears. This theory is incorrect. It is neither
the uniform nor the individual that is saluted,
but the dignity vested in the individual when
authority is placed in his/her hands by the
President through the granting of a commission.
Once this is understood, it becomes apparent
that there is nothing servile or derogatory in
saluting. Neither is it an obeisance, but a mark
of respect for the authority of the President,
whose commission the officer bears, and also in
these enlightened days, an expression of esteem
and goodwill.
All officers will salute their seniors at all
times while in uniform, except on board vessels
of the SA Navy, where a salute of first greeting
for the day is sufficient. A senior officer in
civilian clothing will be saluted if recognised.
When not wearing a cap or beret, an officer
will salute by assuming the position attention.
This also applies when he/she is in civilian
clothes. A male officer in civilian clothes and
wearing a hat, will raise his hat when greeting
a senior or acknowledging a salute. A greeting
such as "Good morning … (rank)" should also be
given when appropriate.
When a group of officers is being passed by
an officer senior to them, all the officers in
the group will salute. When an officer lower in
rank than some of the officers in the group
approaches them, he/she will salute. The salute
is to be returned by the senior officer in the
A salute made to two or more officers will be
acknowledged by the senior officer only. If,
however, the salute is not acknowledged by a
senior, it must be acknowledged by the next
senior officer who sees it.
Officers should not walk more than three
abreast. In such cases, the officer senior in
rank will walk on the right and will acknowledge
all compliments. Where officers of equal rank
are saluted, the officer nearest the person
paying the compliment will acknowledge the
An officer about to pass a senior officer who
is standing still, will commence saluting at
three paces distance. If there is more than one
officer, on a signal from the right hand or
senior officer, they will commence saluting at
four paces distance. When officers pass one
another, the salute must commence at six paces
distance to enable it to be acknowledged before
they pass one another.
Officers with swords drawn will acknowledge
salutes from their juniors. Swords will not be
acknowledged by staff officers on ceremonial
parades whilst accompanying the inspecting
officer or dignitary. Officers carrying rifles
will salute at the cap/beret.
It is a customary form of greeting for
officers in uniform to salute civilian men and
ladies known to them.
Warrant officers, non-commissioned officers
and privates (or equivalent) will salute all
officers in uniform. When an officer dressed in
civilian clothes is recognised he/she is to be
The only occasion on which a regimental
sergeant major of the Citizen Force, where
applicable, or master-at-arms (SA Navy) will
draw and salute with a sword, is at a Trooping
of the Colour.
WOs, NCOs and privates (or equivalent)
dressed in civilian clothes will pay compliments
as follows:
a. Raise their hats to an officer (only male
b. When not wearing hats, come to attention
and greet the officer by saying "Good morning …
(rank)", or giving other appropriate greeting.
c. If walking, turn the head in the direction
of the officer and greet him/her as in paragraph
11.b. above.
A WO, NCO or private (or equivalent) in
uniform, without cap/beret or carrying anything
which prevents him/her from saluting properly,
will, if standing still, come to attention. If
on the march, he/she will continue marching and
turn his/her head in the direction of the
officer and cut his/her arms to his/her side for
four paces, as the case may be. A greeting such
as "Good morning ... (rank)" should also be
given when appropriate.
If two or more WOs, NCOs or privates (or
equivalent) (not in an organised party), who are
sitting or standing together, are approached by
an officer, they will be called to attention by
the senior person in the group, who alone will
salute. If the senior person in the group does
not see the officer in time, the next senior of
the one who first observes the approach of the
officer, will warn the senior but if there is
insufficient time, he/she will carry out the
actions as described above. If the person
calling the party to attention is without
cap/beret, he/she will stand to attention facing
the officer, until the officer is clear of the
party. He/she will then order the party to stand
at ease, and carry on with whatever they were
doing. This is also applicable to parties
dressed in civilian clothing.
A WO, NCO or private (or equivalent), whilst
conversing with or accompanying an officer, will
stand or sit to attention when the officer
he/she accompanies salutes or is saluted by
other officers, but he/she will not
himself/herself salute. When marching,
compliments as per paragraph 11.c. are to be
WOs, NCOs and privates (or equivalent) should
not walk more than three abreast, and should
always walk with seniors on the right and
juniors on the left.
When a WO, NCO or private (or equivalent)
passes an officer who is standing still, he/she
will commence his/her salute four paces from the
officer. If there is more than one in the party,
the senior member of the party will give the
signal "UP" and thereafter they will salute
A WO, NCO or private (or equivalent) being
passed by an officer from the opposite
direction, will commence his/her salute six
paces away from the officer, and will salute for
four paces. If there is more than one in the
party, the senior member of the party will give
the signal "UP" in time to start saluting when
approximately six paces away from the officer.
If an officer passes across the front, personnel
will salute to the front (on the march) for four
When personnel are sitting down to meals in
their mess, and are called to attention, they
will not stand, but will place their eating
utensils on their plates and then place their
hands on their knees and thereafter sit to
attention. All personnel must remain seated.
When meeting officers in restaurants, lounges
of hotels or other public places, WOs, NCOs and
privates (or equivalent) will salute, provided
that they are still wearing their caps/berets,
and space permits. If they have already removed
their caps/berets, they will pay compliments as
described in paragraphs 11 and 12.
A junior always stand to attention when
addressing or being addressed by a senior,
unless given permission to do otherwise. It is
customary for junior WOs, NCOs or privates (or
equivalent) to greet senior WOs, NCOs or
privates (or equivalent) with the words "Good
morning ... rank)".


text:
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At the Cornucopia wine tasting in July, Kevin Gould notes: 'All wines from this boutique winery are made from organic grapes and each bottle is numbered. This is bottle 7242 of 9065; the label is by the artist Fikret Mualla. It's a spicy and well-made wine that will age for a few years yet, and benefits from decanting. Very expressive of its land and charmingly clear flavours: this is legible, literate and grammatically absolutely correct.' (See Turkey's Wine Renaissance, Cornucopia 56).
Cabernet Sauvignon (34%), Shiraz (29%), Merlot (23%) and Cabernet Franc (14%), (14,8% Vol.).
Made with grapes from winery's own Moralılar Köyü vineyard, outside Akhisar (Aegean region).
The Winehouse, Warwick, is offering readers in the UK six-bottle cases of this wine at £18 a bottle, down from £20.
Delivery is only available to UK addresses. £6.50 carriage charge.
Europe: £9.50


text:
Young refugees are learning German with the classics. Performing modified and modernized versions of works by Goethe gives them the courage and confidence they need to participate in a new, foreign society.
"Only an idiot thinks the devil is a millionaire." Mephisto never said this line in Goethe's "Faust." But when Diallo from Guinea says it in broken German, he comes across as a completely plausible Mephisto. Diallo and 20 other refugees make up the cast of an improvised and modernized version of the great German tragedy.
Until recently, none of the actors spoke a word of German - they were thrown in at the deep end. but the concept laid out by the Cologne-based aid organization In Via has proven successful. The group has discovered the German classics and made the roles their own.
Goethe has rarely been so multicultural. The young actors, some still minors, are from all over the world: Afghanistan, Ethiopia, Guinea, Iran, Iraq and China. They have come to Germany as refugees and most haven't been here for more than a year. Before they arrived, war or persecution impacted their everyday lives.
A door to society
Now the young refugees are going to school in Germany, or completing vocational training programs. Acting is a way for them to learn German - and gain self-confidence by speaking in front of an audience.
In many German cities, there are programs for refugees to participate in theater, since it's a way for them to present themselves to the public in a non-political setting. Through theater, they can take on other roles, and participate in social discourse.
For the past 10 years, the In Via project under the leadership of Hans-Peter Speicher has been using the stage as a vehicle for integration. Speicher has directed works by Shakespeare, Schiller and Wedekind with young refugees.
German on and off stage
The Goethe production is a first for him. The final result is something of a potpourri of various characters and elements from Goethe's works, which the actors themselves helped create.
"I write a shortened version of the piece and let the actors work with it," explained Speicher. "They add in youth slang, hip-hop and dance. I want to inspire their talents."
The concept is dynamic, without a strict structure - and sometimes the participants just whip out a few dance moves or drum beats. But the plot stays true to Goethe's work, says Speicher, and the metric rhyme was also retained.
Speicher is convinced that such a masterpiece of German literature is not a problem for German learners. On the contrary: "They even talk to each other outside of the theater in the language from the play."
Life of fear
The group is tight; similar life experiences have brought them closer together. But most of the participants are not inclined to talk about the reasons why they had to flee their countries. Morteza fixes his gaze on the ground, but then starts to talk on his own.
He came to Germany from Afghanistan two years ago, with a stopover in Greece. There, he slept on the streets and under bridges. His family has disappeared, or died. He doesn't say, and perhaps he doesn't know. Fear is constantly with him.
"I've seen so many wars," he said. "I can't even look at police officers any more."
Morteza is going to school for the first time in his life, like many in the group. "I'm so glad; I'm doing so much better than before," he said. "I've made lots of new friends from different countries and different religions."
He enjoys doing theater and would like to continue, not only because he's gained self-confidence, but also the chance to learn German and attend school.
Back-up cast
So has Xiaovao from China. She came to Germany alone last year, leaving behind her family and friends. Her official residency status is "tolerated," which means that she won't be deported immediately, but doesn't have an official residency permit. She is one of 162 underage refugees who came to the city of Cologne in 2011.
Xiaovao is able to forget her troubles in the theater program, and her shyness disappears when she goes on stage. She hadn't heard of Goethe before, but now she is performing the role of Lotte, from Goethe's "The Sorrows of Young Werther."
Xiaovao enjoys her role. "Lotte is not as shy as I am," she said.
Speicher always double-casts the roles because he knows his young actors frequently run into problems with the authorities, due to their precarious visa situations.
At the end of September, the group - with Xiaovao as Lotte and Diallo as Mephisto - will perform for the last time as part of Intercultural Week in Cologne. But the participants are determined to continue their new found passion after that as well.
The gentrification wave sweeping Berlin naturally began in the city's central district, Mitte. While the debate can be fierce, a music festival seems to be easing tensions between the older and younger generations. (31.08.2012)
Performance artists, musicians and opera directors from around the world come together at the annual Ruhrtriennale, in the heart of Germany's industrial region, to stage breathtaking productions. (24.08.2012)
The worst part about applying for asylum is waiting. In "Asylum Monologues," three asylum-seekers - from Togo, Ethiopia and Turkey - share the harsh reality of their life stories on German stages. (20.06.2012)


text:
With a background in Finance and Corporate Recruiting, Stephanie has held various roles within Talent in her 2 1/2 years at TrueCar, most recently as Program Manager of Talent Acquisition. In this function she is responsible for managing the execution of strategic imperatives related to positioning our brand to attract the best talent, Talent Acquisition operating processes, metrics, reporting and cost. Additionally, Stephanie leads the design, implementation and tracking of TrueCar's Orientation classes, focused on educating new talent on our culture, values, people happenings, and business landscape. With the substantial growth of the business over the last few years and focus on internal infrastructure, Stephanie has been able to lead many initiatives around policy within the Company's Talent Acquisition team, one of the most recent being her partnership with Move Guides to help TrueCar provide a positive and energizing experience to its new talent, in alignment with its value to Serve Passionately.
Content Featuring Stephanie Love
Managing Global Mobility in a Fast Growth Environment: TrueCar Case Study
Explore the process of evaluating and selecting vendors and the good and not so good of the RFP process.


text:
A marshmallow stacking game.
Pro Tips:
- Have a couple bags of marshmallows so your contestants have quick, fair access
- Give a bag of giant marshmallows to the winner!
- Play frosty the snowman music
- bags of mini marshmallows
- a table
How to Play:
Make sure the bags of mini marshmallows are open ahead of time. Give your contestants easy access to the marshmallow piles. On your mark, have the contestant make stacks of 3 mini marshmallows. Each stack of three mini marshmallows equals one snowman. Whoever builds the most snowmen in a minute wins! If there is a tie, have the contestants go head to head to see who can build three snow men the quickest. Have a judge announce the winner.


text:
A court reporter is a licensed legal professional who transcribes spoken or recorded speech into written form. While in the court room, a court reporter may use digital recording techniques or streaming audio playback as he or she accurately transcribes the courts report. Court reporters are also used outside of a court room, as in depositions, arbitration hearings, mediation, and in other formal proceedings that require an official legal transcript.
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Broward Legal Directory is a resource for consumers looking for Broward legal information and to ask a local Broward attorney a question or obtain a free case evaluation. We offer information on legal topics ranging from foreclosure defense, personal injury, car accidents, probate, to slip and falls, DUI and more. Finding Legal Information Made Easy.
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text:
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Note: This interview originally ran as part of our coverage of the 2012 Tribeca Film Festival. Searching for Sugar Man opens theatrically on Friday, July 27, in New York and Los Angeles, with more cities to follow in the coming weeks.
Tribeca: Tell us a little about Searching for Sugar Man. How do you describe the movie in your own words?
MALIK BENDJELLOUL: Searching for Sugar Manis a movie in two parts: the first part is a mystery, and the second part is about the incredible consequences caused by the solution to that mystery.
TRIBECA: Let's start from the beginning. You are from Sweden, a first time filmmaker, and you decided to make a film about the "South African Elvis." How did you come across the story of Rodriguez and the South African fans who love him? What inspired you to make this film?
MALIK BENDJELLOUL: I was traveling around Africa and South America for six months with a camera, scouting good stories. I found six pretty good ones, but the story about Rodriguez just blew my mind. It was so beautiful and intriguing. I never heard a better story in my life, and then I heard Rodriguez's music, and the story was suddenly twice as good. When the South Africans told me Rodriguez was as famous and as good as the Rolling Stones or Bob Dylan, I thought they were crazy at first. But when I heard the actual music, the comparison made every sense in the world.
TRIBECA: Given that your background is largely in short documentaries, was it always your intention to make a feature length documentary?
MALIK BENDJELLOUL: My background is making short docs. My first years working I did documentaries about musicians. I did docs centered on interviews with artists like Björk, Kraftwerk, Sting, Rod Stewart and Elton John. After three years of meeting lots of great artists, I started to understand that a doc never gets better than the story it tells, and I started to go after good stories. Not famous people, just good stories.
I did, for example, a story about The First Battalion, the secret U.S. army division that tried to teach people how to walk through walls. I thought that the Rodriguez story was the king of all good stories.
TRIBECA: In addition to telling this amazing story, Searching for Sugar Man also explores the civil unrest that enveloped white South Africa as a result of Apartheid. Why do you think that Rodriguez, a Latin musician, became the voice of the anti-Apartheid movement? Were the people you approached about the Rodriguez phenomenon mostly willing to talk about these troubled times in their country?
MALIK BENDJELLOUL: There weren't any famous artists singing songs with anti-establishment messages in South Africa in those times. You weren't allowed to, and consequently Rodriguez was banned. You couldn't hear him on South African radio. But somehow you could buy the records, and for the liberal youth in South Africa, those songs became explosive. The first real white resistance to the Apartheid system in South Africa came from South African rock bands, and to those bands, Rodriguez was the guy who opened their eyes. He told them that music could change the world. In those days, those bands really took a risk. You could be arrested for three years without a trial for protesting against the regime.
Now the society is completely different. It was not hard to get people to talk about the troubled times, because I think people are pretty proud of the way South Africa has changed into a functioning democratic state. The South Africa Rodriguez came to in 1998 had, just a few years earlier, been through this beautiful metamorphosis where the values those liberals had believed in had prevailed—the country was free.
TRIBECA: Rodriquez and his family seemed very receptive to your documentary. They are reserved and humble, but all gave such fascinating interviews. How did you approach them?
MALIK BENDJELLOUL: Yes, they are a beautiful family. They have experienced so much and have a very humble and intelligent way of dealing with life. There's no bitterness when you ask them if it wouldn't have been nice to learn 30 years earlier that Rodriguez was a superstar on the other side of the planet. Rodriguez has had a good life. Maybe the family didn't have the material wealth that probably would have been the result of learning about his stardom, but they still felt rich in many other ways.
Many of the artists who made it big in the days when Rodriguez made his albums aren't with us anymore: Jimi Hendrix, Jim Morrison, Janis Joplin. Rodriguez had his career in a very unusual order. Rodriguez turns 70 this summer, and there's a fair chance that his best days are still to come.
TRIBECA: I loved your use of archival footage in Searching for Sugar Man. It gave the film an authenticity that mirrors Rodriguez himself. Your film, like its subject, has no pretense. While most of the footage came from Rodriguez's daughters, how did you obtain the rest?
MALIK BENDJELLOUL: I was searching through archives. I found a good one at the university in Detroit, and Swedish TV had quite a lot about the Apartheid. I love the romantic feeling that is found in Super 8 footage. In Cape Town, I asked Stephen "Sugar" Segerman to put up an ad in his record shop, asking if anyone had some home made Super 8 movies from South Africa in the 70s. This girl came in with quite a lot of beautiful stuff that was exactly what I was looking for. These kind of scenes, with normal everyday life, is often hard to find in professional film archives that mostly focus on news and other important events.
TRIBECA: Of course, the music in Searching For Sugar Man is fantastic. Rodriguez is such an incredible artist, but difficult to define. How would you describe his music? Do you have some favorite Rodriguez songs?
MALIK BENDJELLOUL: People tend to label his music folk, but I think those two albums he made are not any more folk than the Beatles are folk. His songs are very different. They were just very good songs. My favorites are probably "Crucify Your Mind", "Cause" and "Like Janis."
TRIBECA: What do you want audiences to take away from Searching for Sugar Man?
MALIK BENDJELLOUL: I hope they will feel something; emotional reactions are the most powerful when you go to the cinema, I think. This is a pretty uplifting story. Those who cry when they see the film tend to cry happy tears. If people are moved by the film, that's just everything I could ever dream of. The first question at almost every Q&A has been, "Where can I get hold of the music?" That would be another wonderful thing, if his music will be more known.
TRIBECA: What's your advice for aspiring filmmakers? Is there one particular thing you learned?
MALIK BENDJELLOUL: Take your time, especially if it's your first film. There are a lot of things that you need to figure out that you eventually will figure out if you have enough time. Things are slow anyway. It takes time to get funding, it takes time to convince people of your vision, but that might also be something that you will benefit from in the end, because even if it wasn't deliberate, it somehow forced you to work harder on your idea.
TRIBECA: If you could have dinner with any filmmaker (alive or dead), who would it be?
MALIK BENDJELLOUL: David Lynch or Stanley Kubrick.
TRIBECA: What's your favorite New York movie?
Malik Bendjelloul: I really like Martin Scorsese's After Hours. It's not supposed to be one of his greatest films, but it somehow is the one that I see again and again.
TRIBECA: What would your biopic be called?
MALIK BENDJELLOUL: In the last scene of After Hours, a jukebox plays the Peggy Lee song entitled Is that all there is? That's a good title for a biopic.
TRIBECA: What makes Searching for Sugar Man a Tribeca must-see?
MALIK BENDJELLOUL: I still believe that the story behind Searching for Sugar Man is the best true story I have ever heard. The responsibility of a film director is to try to make a film that is as good as the story. I don't know if I succeeded, but I did my very best for almost four years. And you will hear some fantastic songs, probably for the first time in your life.
Malik Bendjelloul has been directing music docs for 12 years with subjects like Kraftwerk, Bjork, Madonna, and U2. He recently directed a filmed concert with Prince. He made short documentaries for Swedish television that became the basis for the films The Men Who State at Goats and The Terminal.
Searching for Sugar Man opens theatrically on Friday, July 27, in New York and Los Angeles, with more cities to follow in the coming weeks.
Like the film? Check out the soundtrack! Searching for Sugar Man: The Original Motion Picture Soundtrack is now available through Legacy Recordings.
Like Searching for Sugar Man on Facebook.


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I am having trouble getting the search feature at the site level to work. Isthere some setting that needs to be enabled for this to work? This is for ameduim server farm that has SQL Server 2000 database server setup with an indexserver and a front end web server. At one point I had selected the option forfull-text search to see if this was the problem but wasn't sure if this had beendone previously.Also, what would cause an external content source which was working in portallevel searches to all of a sudden stop working. I tried deleting this contentsource and re-adding it thinking that some how indexing had stopped working.This did not fix the problem so now I am stumped and was hoping someone might beable to offer some suggestions. Does adding a search scope for all sites on theportal interfere at all with having other content sources?
Search at the site level uses WSS search, which is based on SQL Full-textindexing. Here's the section from the administrator's guide about setting thisup:Enabling SearchYou must enable search before your site members can use it. If you want toenable SQL Server 2000 searching, you must install the full-text searchingfeature for SQL Server 2000 and then enable search in Windows SharePointServices. Enabling Search for SQL Server 2000To use search with Windows SharePoint Services and SQL Server 2000, you musthave full-text searching installed on your SQL Server computer. Full-textsearching is usually installed by default, but if it is not installed on yourserver, you can install it easily with the SQL Server Setup tools.Install full-text searching with SQL Server 2000Note You must be a member of the Administrators group on the computer runningSQL Server to install full-text searching with SQL Server 2000.On your SQL Server computer, run the SQL Server 2000 Setup program.On the setup screen, click SQL Server 2000 Components, and then click InstallDatabase Server.The Microsoft SQL Server 2000 Installation Wizard opens.On the Welcome screen, click Next.On the Computer Name screen, select the computer type, and then click Next.On the Installation Selection panel, select Upgrade, remove, or addcomponents to an existing instance of SQL Server, and then click Next.On the Instance Name panel, clear the Default check box, and then in theInstance Name box, select your SQL Server instance for Windows SharePointServices and click Next.Select Add components to your existing installation, and then click Next.On the Select Components panel, in the Sub-Components list, select Full-TextSearch, and then click Next.Click Next again to begin the installation.Click Finish.Enabling Search in Windows SharePoint ServicesAfter you have configured SQL Server 2000 to support full-text searching, youare ready to enable search for Windows SharePoint Services.Enable search for Windows SharePoint ServicesOn your server computer running Windows SharePoint Services, click Start,point to All Programs, point to Administrative Tools, and then click SharePointCentral Administration.Under Component Configuration, click Configure full-text search.In the Search Settings section, select the Enable full-text search and indexcomponent check box.Click OK.As for the problems with the external content source, have you re-run a fullindex, and checked the logs for errors?
1. When the site was created, was it made searchable?2. Also make sure that your sharepoint search service is working.3. Check whether the site is included in the content for the contentsource4. Try adding a link to the site again.Adding a scope for all sites does not interfere with other contentsources


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Toddler Toys
This picture makes me laugh so hard! Kids are so weird. This tote holds many of Theo's toys but every now and then he dumps out every last toy and then hides inside the bag and dances around the house. He thinks he is the funniest and sometimes I have to agree.
In a small space you need multi-purpose toys, who knew a paper toy bin could double as a hide and seek place spot as well?!
This bag is from TellKiddo it is a heavy duty paper bag. It may eventually tear but so far it has stood up to Theo's abuse for 6 months and I figure by the time it wrecks I'll be ready for a new look anyway.
Panda Paper Storage Bag // TellKiddo


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High-resolution images of the stamps are available for media use only by emailing firstname.lastname@example.com.
KANSAS CITY, MO — Continuing its tradition of issuing beautiful and distinctive floral stamps, the U.S. Postal Service issued the Kaleidoscope Flowers 46-cent stamps today.
Available in self-adhesive coils of 3,000 and 10,000, customers may order the stamps now to prepare for the Jan. 27 First-Class letter mail one-cent price change at usps.com/stamps, or by phone at 800-STAMP24 (800-782-6724).
This set of four stamps depicts the same graphic flower design, with each stamp featuring one of four different color combinations. Some of the color combinations create the illusion that patterns recede or move forward. Designed by art director Antonio Alcala´, the Kaleidoscope Flowers stamps feature the work of graphic artists Petra and Nicole Kapitza.
Customers may view the Kaleidoscope Flowers stamps, as well as many of this year's other stamps on Facebook at facebook.com/USPSStamps, on Twitter @USPSstamps or on the website Beyond the Perf at beyondtheperf.com/2013-preview. Beyond the Perf is the Postal Service's online site for information on upcoming stamp subjects, first-day-of-issue events and other philatelic news.
Ordering First-Day-of-Issue Postmarks
Customers have 60 days to obtain the first-day-of-issue postmark by mail. They may purchase new stamps at their local Post Office, at usps.com/stamps or by calling 800-STAMP24 (800-782-6724). They should affix the stamps to envelopes of their choice, address the envelopes to themselves or others and place them in a larger envelope addressed to:
Kaleidoscope Flowers Stamp
PO Box 449992
Kansas City, MO 64144-9992
After applying the first-day-of-issue postmark, the Postal Service will return the envelopes through the mail. There is no charge for the postmark. All orders must be postmarked by March 14, 2013.
Ordering First-Day Covers
The Postal Service also offers first-day covers for new stamp issues and Postal Service stationery items postmarked with the official first-day-of-issue cancellation. Each item has an individual catalog number and is offered in the quarterly USA Philatelic catalog, online at usps.com/shop or by calling 800-782-6724. Customers may request a free catalog by calling 800-782-6724 or writing to:
U.S. Postal Service
Catalog Request
PO Box 219014
Kansas City, MO 64121-9014
Philatelic Products
There are two philatelic products available for the Kaleidoscope Flowers stamps coils of 3,000 and 10,000:
- 789416, First-Day Cover Set of 4, $3.60
- 789421, Digital Color Postmark Set of 4, $6.44
The Postal Service receives no tax dollars for operating expenses and relies on the sale of postage, products and services to fund its operations.
# # #
Please Note: For broadcast quality video and audio, photo stills and other media resources, visit the USPS Newsroom at http://about.usps.com/news/welcome.htm.
A self-supporting government enterprise, the U.S. Postal Service is the only delivery service that reaches every address in the nation — 151 million residences, businesses and Post Office™ Boxes. The Postal Service™ receives no tax dollars for operating expenses, and relies on the sale of postage, products and services to fund its operations. With 32,000 retail locations and the most frequently visited website in the federal government, usps.com®, the Postal Service has annual revenue of more than $65 billion and delivers nearly 40 percent of the world's mail. If it were a private sector company, the U.S. Postal Service would rank 35th in the 2011 Fortune 500. In 2011, Oxford Strategic Consulting ranked the U.S. Postal Service number one in overall service performance of the posts in the top 20 wealthiest nations in the world. Black Enterprise and Hispanic Business magazines ranked the Postal Service as a leader in workforce diversity. The Postal Service has been named the Most Trusted Government Agency for six years and the sixth Most Trusted Business in the nation by the Ponemon Institute.
Follow the Postal Service on www.twitter.com/USPS and at www.facebook.com/USPS.


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Shiva Rose
Who are you?
I am a mother, an alchemist, an activist, a writer, a beekeeper and a child of the earth.
What do you make?
I try to make beauty in my life, whether it is in the food that I prepare for my girls, the posts that I do on my blog or the beauty products that I create. I feel like beauty heals, and if I could add some beauty to the world in some way - if that could be my legacy on this planet - I would be very satisfied.
What prompted you to make your own line of beauty products?
I was making face oil for myself and I had been making it for years because I could never find oils. Back then people thought that oils made you break out, but I knew from Ayurvedic traditions that oil is actually good for your skin. I used to make my own blend and I would give it here and there to friends. I didn't really think much of it. And then one day when I was doing Kundalini yoga, it just came to me in a download during meditation. At least the face oil came to me that way and then that sort of snowballed into the whole line.
What I realized when I started my brand is that there are a lot of beautiful, handmade, granola natural products, and then there are a lot of high end, chic yet toxic products. There are very few, I think maybe one or two, lines that are chic yet natural and non-toxic. I feel like it is a niche that hasn't been looked into.
For whom are your products intended?
The customer is a person like myself. I always say that I like to camp in Big Sur but I like to bring 100% organic sheets. So the idea is to have the blending of those two worlds. It is for women who want powerful, natural products that are also beautiful to look at and nice to put on the counter in their bathroom. A lot of younger people seem to gravitate towards my line, which I am so happy about because they seem to get it. So I would say from late teenagers to women in their 70s or 80s; it can go all the way. It crosses gender lines as well as age lines.
What do you hope that your products will bring to your customers' lives?
I do a lot of beauty rituals and I do feel like beauty can be a form of healing. You can do anything with an intention-based practice. When you put on the body oil, you can think of all the good intentions and positive things that you want to bring into your life. When you are using the body scrub, which has lemongrass to release negativity, you can imagine all the negativity of a day being brushed away. So I would like the intention of ritual to come with the products, and I want the customer to feel good and to make them see that they don't need toxic products to make their skin look luminous and beautiful.
Describe your workspace.
It's a studio in my garage. It's just an extension of the house, which makes it easy when my younger daughter is around; I can work from home. Usually I will put on mantras and have crystals around. I really feel like the energy of a place is important to how the creations will come out.
Under what conditions do you work best?
Definitely peaceful conditions. I really do feel like I need to work in a space that is clear, so I like to clear the space with sage. It's like cooking in that you don't want to cook in a place that is messy. You want to feel inspired.
Describe your process.
Before work there is always a meditation that has been done. If I'm not in a good frame of mind I won't make the products because I feel like it will be passed on. It's also like cooking in that way; the molecules absorb your energy. Some people believe that, some people don't. But to me, if you've been in a bad mood and you make dinner and it doesn't taste as good there really is some merit to that, versus if you put your heart and soul into something.
My process depends what I am making. Some of the things are made in a lab, but I still make the face oil, the body oil, the bath salts and now the face scrub myself.
How have you learned what you know? Have you had any teachers or mentors?
I think that I am sort of self-taught. I have a big curiosity, so I will spend years researching something. I devoted myself to acting for so many years and all I did was read plays and books. But I have always loved the idea of alchemy and I have always loved being in the wilderness. Even as a child I would mix things together in the garden. Once I transitioned from acting into the blog I started researching beauty. I just became a voracious reader and was fascinated by the whole concept. I had books on different plants and what they do for you.
How do you choose and source your ingredients?
Ayurveda guided me. They use a lot of sunflower seed, sesame and almond oil, so that was sort of the base. I try to source from farms that I have some sort of relationship with. There are some farms in Oregon, there are some farms in Canada.
Do sustainability and eco-consciousness play a part in your products?
They do in some ways. I try not to have any plastic, which is why it takes so long to source the packaging. My jars are opal glass. I went to a lot of time and effort finding this glass that was a beautiful, high quality glass. When we do mailings we don't use any plastic or styrofoam peanuts. I try to definitely keep all that in mind.
What is the most challenging part of your process? Where do you find the most ease?
The packaging is definitely an issue. It takes so long. I have been trying to get new labels and it has been about 6 months. It's like making a movie; the process is so much longer than you think. So the packaging is the most frustrating thing for me.
The most exciting is just making new products. I love that part of it, putting new things together, experimenting, reading up on chickpea flour or sandalwood.
Is there anyone or anything that inspires you?
Mother Earth, Father Sky, Sister Wind and the sacred waters - the healing waters. Those elements really inspire me. Nature is a huge inspiration for me. There are people who inspire me, like Susan Weed, an herbalist who has written amazing books that are all about weeds, like Dandelion, Mugwart, and Nettle. My younger daughter now knows how to name them now because when we go on walks I quiz her. I think that it is so important that we know the plants that are around us. Nadine Artemis inspires me. I met her after I made my line, but she has a beautiful line called Living Libations. Artists inspire me, like Georgia O'Keeffe and Frida Kahlo. The goddesses really inspire me. All the Hindu Goddesses like Partvati and Lakshmi, which are all about beauty, prosperity and abundance. I read books on them all the time and I have some of their pictures around. For women, there are not a lot of deities and goddesses that we have in our culture, so I seek it from the Greeks, Romans and Hindus. The living tea inspires me. I really love sitting in meditation and drinking this tea from ancient trees in China and Taiwan, it changes you profoundly. My Kundalini yoga practice inspires me, music inspires me. Young, curious, women inspire me.
What's the best piece of advice you have ever received?
I would say to act out of love, not fear. That is always good advice. We often get anxious, and it's always good to ask, "is this coming from a place of fear or love?" when you have an obstacle in front of you. Another one is, "you don't regret things you have done, you regret things you haven't done." That's John Lennon, I always like that one.
I also love Yogi Bhajin because he talks a lot about how powerful women are and about how knowing how powerful you are is power. He talks about prosperity and how it is not about being rich, it is about enjoying what you have. That is prosperity. I always like that too.
What has creating your beauty line taught you?
It has taught me how resilient I can be. It has taught me how people are just hungry for beauty and for non-toxic products. It is an exciting time. They say in Kundalini that we are in the Aquarian age. It means there is a new age. People want change, people are making changes. There is more consciousness, there is more love, there is more grace. I know we get bombarded with all the negative, but there is actually a lot of light on the planet.
What does beauty mean to you?
Beauty to me is life. I can't imagine a life without honoring the beauty in it. It is everything from a simple flower, to the way light hits a patch on a tree, to seeing a bird fly and hearing its song, to feeling the wind against your face. There are so many things that make you feel alive and are just beautiful. So being present is probably the key to beauty.
How has your practice shaped your hands?
I have never really thought about it, but I think that I definitely appreciate them more now. I am very grateful for them. To be honest I have never really liked my hands - I have been sort of petty about that; I never thought they were beautiful hands. But now I have so much appreciation for them.
Shiva Rose in Santa Monica, California on July 25, 2016. Photographs by Joey Chu.


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AR Modular RF has introduced a new portable, lightweight, fully automatic band-switching RF booster amplifier for single or multi-band VHF/UHF tactical radio equipment. The new Model KMW1035 is a 50-watt amplifier that covers the 30 – 512 MHz frequency band using six high-speed auto switching filters to assure harmonic suppression.
The unit is SINCGARS, HAVEQUICK, and ECCM compatible. It includes voltage spike suppression, RF sensing, T/R switching, automatic level control (ALC), six automatically switched harmonic filter bands, and protection against antenna mismatch, over-temperature and accidental polarity reversal.
The KMW1035 amplifier is the latest member of AR Modular RF's line of rugged, dependable, battle-tested military booster amplifiers.
AR Competitive Edge products supply a multitude of unique RF solutions to companies around the world. The company's limitless support network reaches the far corners of the globe. AR products are backed by the company's "Competitive Edge" warranty, the best and most comprehensive warranty in the industry. When companies purchase from any AR company they have the peace of mind that comes from knowing the global leader will be there to help with any problems today, tomorrow and always.
For more information visit their website at www.ar-worldwide.com.
SOURCE: AR Modular RF


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It's time for another Gallery Opening! Join us, Friday 6/23/17, from 6:30p-8pm. Natalia Pas has some really bright and unique art that you won't want to miss. Drip Coffee and Decaf and snacks on us--come all!
2017 Juried Student Art Show
This Spring, OQ is hosting its 4th Annual Juried Student Art Show! This is when we highlight local talent from teenage artists. The Show is open to anyone ages 14-18. Spread the word and encourage your friends to enter!
Here are a few key details for all entries:
- Entry deadline is Saturday, March 25th at 11:59pm.
- Artists chosen to participate will be notified by April 6th.
- This year's medium is PHOTOGRAPHY, and the theme is "START A CONVERSATION."
- Limited to two submissions per artist (you can submit one piece or two pieces), and final artwork should not to exceed 18"x24" framed.
- Awards will be announced at the reception, 27th of April, which begins at 6PM.
- There is a prize for Best in Show Award (1st) and Second Place!
Submit one jpg of each entry (Last Name_Title of Piece.jpg), not exceeding 5MB, to Tammy Knorr via email at firstname.lastname@example.com
Gallery Opening: Stories from Origin, Cudinamarca Colombia
We're re-opening the Shop at 8p, tonight, Friday, February 24th, as we share our very own experiences, and share why we continue to partner with La Palma Y El Tucán, who is pushing the boundaries of coffee in Colombia!
Bonus: 30% off bags of whole bean coffee from the LPYET neighbors, including Sr. Effrain's Farm, only at the opening. You NEED to try it!
HP Boro PARK PARTNERS Community Grant Program
Have we at OQ made an impact on you? Or do you just love having a sweet spot to swing by to grab a sweet cup of coffee or bag o' beans? Maybe you consider us 'your place'?
Either way, HP, you've definitely made an impact on us and have become 'our people!'
If your answer was yes, please join us:
2017 Park Partners Voting Session
Sunday, February 12th, from 2-4pm
220 S. 6th. Ave (Senior/Youth Center)
Drop in to cast your vote for OQ to be granted up to $2,000 to help us improve 'your' place!
Join us, as we seek to expand our space and support the growth of culture & diversity of our lovely little community.
For the HP Boro's flyer/more information, click here
New Gallery Opening! Thursday, November 3 at 6:30pm
Celebrate Fall with us at our next Gallery Arts opening! 🍁🍂
Next week
Thursday Nov. 3rd
Starting at 6:30p
A local recreational artist, Amy Dees, was was born and raised in San Diego who now lives in Metuchen. She thoroughly loves where she lives. In college, she took oil painting classes and fell in love with the medium. She was able to study under a fantastic artist, Marilyn Murphy.
Come Thursday to find out more and see the new exhibit which brings all the colors of Fall from across the country into the OQ coffee shop!
Organic Cold Brewed Cocoa
Sometimes you may feel like you're indulging when you have chocolate (at least we do), but more recently, there has been a fabulous wave (much like "third wave coffee") in chocolate, in which folks are doing bean-to-bar chocolate: traceable, sustainable guilt-free chocolate! Our friend Melanie who started Anahata Chocolate took on this endeavor, and did so here in central New Jersey, being the first minority, women-owned chocolatier in the U.S. She's now taking a break from the business, but is sure to keep chocolate in her life. Find out more about Anahata Chocolate here.
While we're sad to see her take a break, we are carrying on her legacy this summer in the form of Cold-brewed Cocoa! Technically, it's cold-brewed cacao nibs. The ground nibs have been cold brewed for 24 hours. You will get a tea-like taste with a long, lingering and heavy finish of chocolate.
These nibs are a mix from three Caribbean farms:
- 75% La Red Guaconejo: is a certified organic, fair trade cocoa cooperative located in the Dominican Republic.
- 25% Elvesia and Belize: The Elvesia comes from a Swiss farm, tracing back to the 18th century in the Dominican Republic. these beans are an exceptional blend of organic Trinitario and Criollo that ferment for five days and are slowly dried in the sun for a higher quality flavor profile.
As if you needed any more reasons, this cold brew cocoa also happens to be good for you: packed with minerals like magnesium and iron, it is also filled with antioxidants--especially when the cacao is raw (and these are!)
The Beginning of Things - Gallery Opening!
Join us on Friday, February 12 for the opening of another gallery show! Local artist, Andrew Cross will be featured. Come see! Snacks on us :)
OQ First Fridays... Aug 7th!
Check out our next First Friday event on August 7th! Will you do us a solid and share the event? #savethedate


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To control video with dragging might sound a bit strange and useless but keep on reading and you'll see the the possibilities this creates.
For a project I'm working on, I wanted to create a rotating 3D image which the user van control with his mouse using dragging.
This kind of displaying is often used for displaying objects like cars:
or purses?
or other products:
Getting started
First I created a UserControl and added 2 properties:
- "AutoPlay" which plays the video once when loaded
- "MovieSource" which contains the Uri of the videofile
- "StretchMovie" which contains the Uri of the videofile
To be on the safe side I created a public method "Release" to stop the dragmode. If by some reason the mouse stays in dragmode it can be stopped by calling the Release method:
Custom MouseCursor
For a better drag experience a "custom" mousecursor is added when hovering over the control and when dragging.
To achieve this, add an image ("_cursor" in the code snippet below) to the page which you can position when the mousemove event is triggered. With this.Cursor = Cursors.None you can make sure the default cursor is no longer visible.
Controlling the video
In the eventhandler of the mousemove event, first check if the user is dragging:
If so, set the movieposition to the correct value:
The call to the UpdateVideoPlayer method makes sure the movie gets rendered on the right frame:
Click here to view the demo
Click here to download the source
One issue I experience (could be my laptop) is that it's a shocky. It's not rotating fluently. In Mediaplayer Classic it works fine, so I think it's a rendering issue with SL2. If someone has any ideas about this, please let me know!
That's it for now. I'm leaving to Spain tomorrow for a two week holiday, so no more for at least two weeks! :)


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Del Rio High School Marching Band – 1st Division
Del Rio Middle School Mariachi Nueva Juventud – 1st Place
Canta, Canta, Canta
Del Rio Middle School Jazz Band
Satin Doll
Del Rio Middle School Concert Band – 2nd Division (1st Division Sight Reading)
Captain Dance March by William Owens
Allegretto (from Symphony No. 7) by Beethoven/arr. Robert Longfield
Shenandoah arr. Robert W. Smith and Michael Story


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Laser Printers
We carry a wide selection of brands to ensure we offer the perfect laser printer for every office.
Laser Printers Overview
No printing environment is like another. Consequently, it is important to offer a variety of reliable solutions. All Copy is partnered with major brands including Konica Minolta, Canon, Muratec, HP, and Lexmark so we can offer you the best machine that fits your workspace.
All Copy also offers on-site service, support, and consultation to ensure your printing environment is both efficient and cost-effective.
Laser Printers Features & Benefits
Black & White
& Color Output
Choose from black & white or color printing options. All Copy Products offers the lowest cost per print for both black & white and color.
Properly integrating laser printers into your business not only enhances productivity, but also reduces the consumption of power, paper, toner, and other consumable supplies.
Many machines in our catalog offer stapling and two-sided printing capabilities. These features allow your documents to be professionally finished and ready for immediate distribution.
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Big business do a lot of printing. For organizations that use numerous printers we can offer our fleet program. Let us use our industry expertise to enhance printing performance and reduce your overhead.
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When it comes to printing, every business is different. At All Copy Products, we customize each print solution around the specific needs of each client.
Managed Print Services
If you already have a fleet of laser printers in your office, it can be a real pain to make sure they are all running smoothly. Our managed print team can take that work off your hands by managing and providing your supplies, maintenance, and offering constant support for every machine. You focus on running your business, while we focus on managing your printing environment. Click to learn more about Managed Print Services.
Are you spending extra money on inefficient printing? Contact us to set up an on-site print audit and consultation.
Request a Quote


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CPU Benchmarks
Over 1,000,000 CPUs Benchmarked
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Low End CPUs
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Profit-Sharing and Incentive Pay
Forum Responses
From contributor J:
I've worked for a couple of large shops that tried profit sharing, and it didn't work out so well. Neither of them offered to pay a percentage of all profits; rather, they each had a sort of baseline profit target and only promised a bonus on profits that exceeded that target. They held meetings, made promises, got people's hopes up... and then the profits never (and I mean not even once) crossed the threshold, and no bonuses were ever paid. Younger, less cynical employees (such as myself) worked harder at first, but when it didn't pay off, quickly went from being enthusiastic team players to feeling like chumps.
My guess is that (for good reason) few business owners are willing to make the process transparent by showing employees the books, so the whole arrangement breeds suspicion. ("They're making more money than they're telling us about.")
There's also the problem that such checks are likely to be based on whether the shop profits as a whole, but the choice to work harder or smarter is made by individuals. Any individual who works harder than those around him ends up watching the increased profits that he personally earned get put into everyone else's pockets. I hope there's a good way to set this sort of thing up, but I haven't seen it yet.
From contributor L:
Contributor J, as an employee, what do you suggest? Would we as employers be better off to reward you and make you sign a piece of paper that says you won't brag or talk about a bonus? This is only a question, not meant to be derogatory. We want to keep our best; how would you do it?
From contributor T:
I talked to my accountant about this a couple of years ago. The plan he suggested (not 401K, but something like that) would allow employees to contribute to the plan and me to match that to a point, say 5% of gross wages. If they were to quit, they got 100% of what they put in, plus interest. They were vested 10% per year and would get both contributions after 10 years, if they left. I think they can also draw it out for good reasons - emergency of some sort or to buy a house, etc. Best part, I could also be in this plan.
From contributor W:
To the original questioner: Lots of things effect profit that employees have no control over. You need a production incentive, so they have rewards in relation to their efforts. Your goal, after all, is to motivate them. I will get back to this in a minute.
Contributor J, being a business owner, I have been there: offer profit sharing in hopes that the crew will finally start producing enough to generate a profit for the business! And yes, the business needs a baseline profit to keep its doors open, but many businesses barely keep their doors open, so profit sharing never materializes. There's a Catch-22 in there somewhere.
For years I looked for a good way to setup a production incentive program, and generally found nothing except consultants that wanted to do it for a fee. But finally I added enough clues together to get something along the following lines. This works well for me, but I do have about 44 employees right now. I know you have to be careful so you don't give away money you don't have! I have done that many times.
Here are the mechanics... First you need something to measure productivity by that you can hold your employees responsible for. I make cabinet doors, so I cannot know what works for you (not all doors take the same amount of labor, so I had to invent a measurement that tries to measure labor equally. I came up with something years ago that started out as a guess on how many minutes it takes to produce a raised panel door, flat panel door, double panels, arches, etc.) I would imagine that maybe counting finished cabinet boxes, or counting lineal feet of cabinets, might work. It doesn't have to be perfect, just maybe 80% accurate for starters as to the relationship to labor input. Let's use an example of lineal feet.
Determine your minimum acceptable profit (10%, for example). Determine how many lineal feet must be produced per day so that even on short months (20 day months), and with the normal business ups and downs, you make 10% at the end of the month. (10 lineal feet, for example.) I am assuming you have already paid yourself something as salary first. Profit is over and above that.
Determine how much profit you make for each additional lineal foot over 10' per day. So for a 20 day month, say this is $900 additional profit for an 11' per day average. (These may be ridiculous numbers, but just examples).
The idea is to motivate: I suggest your payout be 1/3 of that additional profit to the crew, which would be $300 (per lineal foot over 10 ft). They make more, you make more. This is a win/win situation. Don't get stingy. You can't motivate with peanuts.
Now you want to determine what percentage to add to their monthly pay. Say you have $10 and $15/hour employees. Make an Excel spreadsheet that multiplies their hours worked (straight hours, no 1.5 for overtime hours) times their base pay. Now use a long month - 23 days. 23 days x 8 hours x $25/hour pay = $4600. You are going to pay $300, or 6.5% (rounded) of their base pay x hours worked. $120 to one guy, and $180 to the other in a long month
This is how you sell it to your employees - "For every foot over 10 feet average monthly production, you will get 6.5% of your hours worked x base pay for the month." Adjust the percentage up or down as you like. Supervisors get at least double the percentage of floor guys, and a shop foreman with 20 underlings might get 5X that percentage. This allows you to keep supervisor and foreman pay very modest if they are making minimum expected production levels. If they cannot achieve the minimum (average 10 ft per day), then you will be looking for new supervisors/foremen.
Now you have your guys talking at break about how they can do 13 lineal feet per day for May so they can get a healthy bonus. You have more self-directed, motivated employees. You are making more money.
All numbers and percentages are just used for the example. You have to determine what is right for your business. Remember that most months (longer than 20 days) you already have made more than your minimum profit before you start paying bonuses.
From contributor J:
Contributor L, yours is a tough question. I'm no longer an employee, having quit to work for myself a few years ago. While I don't have employees of my own, I've become more sympathetic to the challenges my former employers faced.
The local NPR station interviewed an author not long ago who'd studied employee happiness at many companies. She ranked "more money" as being fourth or fifth on her list of effective motivators. If I remember right, the most important thing was that employers/bosses needed to be aware that their employees are individuals with different goals, desires, and priorities. Policies that assume everyone wants the same things may be attractive because they seem evenhanded and easier to implement, but they aren't very effective. What works is to speak personally with each employee, find out what they want, and do your best to help them achieve it.
This author also covered the basics of what causes employee dissatisfaction. She had a list, but one that resonated with me was that people can't stomach working in the service of values they don't share. My last employer was very religious; dumb people who went to his church were promoted ahead of smart people who didn't. Jesus-talk was tossed around to a degree that made my skin crawl.
From contributor I:
I think the book you are referring to is "First, Break All the Rules: What the World's Greatest Managers Do Differently." This book is fantastic, the only management book I have read in years that is based on fact and not some Harvard MBA's thesis with no real research or facts to back it up. If reading and applying what the book talks about does not improve employee job satisfaction and performance and your management skills, I don't know what will.
To answer the original question, we have two bonus programs (talk to your accountant about why you should not call it profit sharing).
For sales and front office staff, we pay bonuses based on revenue goal attainment. We found with these people, who are money motivated, that setting a high but achievable threshold and then further incentivizing to exceed goals significantly is the best plan. We do not give partial credit (sales rep A achieves 80% of his monthly quota, he gets $0; sales rep B hits 120%, he gets 120% of his bonus).
Our warehouse, manufacturing, and team leads get bonuses based on measurable goals. Since we are lean and routinely make outsource/insource decisions, we do not pay bonuses based on production volume.
Our key objectives are:
We set a perfect score for each category that is weighted. Overall perfect score for the month is 1000, minimum score to get any bonus is 750. At 750 they get 75% of the available bonus pool, going up to 100% at 1000 points. We also offer to double the bonus for the quarter if we get three consecutive months of 975 or more (hasn't happened yet but we've been close). Any employee with a write up offense in the month is ineligible for bonus.
We have posters in the break room that I update every evening so the guys know exactly where they are at. We sometimes offer extra credit for things like volunteering to work Saturdays, exceptional customer service, key business or process improvement suggestions, etc.
All the managers are paid on MBOs that are measurable goal driven, like the shop/warehouse plan, but are also tied to the company's performance. Managers who don't meet goals (paid quarterly) are terminated after 2 sequential misses or 3 misses in a 12 month period of time. This has only happened once. Our sales staff average 60% of their total comp in bonuses, our warehouse and shop staff 40%, and our managers 70%.
From contributor D:
I had an employer at one time who gave out profit sharing quarterly. Stay away from it. It will give you attitude problems from the employees. First of all, not all quarters are that profitable and when that quarter rolls around and they don't get a decent check, it will piss them off. I know, I was in their shoes. Come Christmas time and they need that check, and it isn't what they planned on, it will take months for them to get their heads on straight again. I worked for a family business and they all drove new vehicles, all took nice vacations, had new Harleys and campers, but for some reason they said the company never made any money, thus our profit sharing checks amounted to squat. Needless to say, the company has some of the highest turnover, and the skilled cabinetmakers stay away.
In my opinion, give them more raises and give them other perks - buy them lunch occasionally or take them golfing or anything, but stay away from profit sharing unless you can guarantee them about the same checks every quarter.
From contributor J:
" I worked for a family business and they all drove new vehicles, all took nice vacations, had new Harleys and campers, but for some reason they said the company never made any money..."
I think we might've worked for the same family.
"...give them other perks - buy them lunch occasionally..."
That company also used to buy everyone popsicles on hot summer days. Employees were almost as disappointed when that stopped as when they quit giving Christmas bonuses - it's not just the measurable value of the benefit that counts, it's also the meaning of it; i.e., does the boss even notice that his employees are in a dusty, sweltering 90 degree shop while he's making phone calls from an air-conditioned office?
From contributor L:
What an eye opener! Gotta sell my Harley, camper, plane and helicopter. Okay, don't own any, but the answers from contributors J and D truly answer a lot and give me something to work with I hadn't even though of before. Thanks. Don't worry - I won't do the popsicle thing.
From contributor E:
I think the best thing you can do as an employer, is treat your employees as you would treat yourself. If you are making enough money to buy yourself toys like motorcycles and boats, you should be able to take some percentage of that profit and spread it around with the people that help you make that money. Of course this will not happen on every job, but most employees quickly figure out that some jobs are profitable and some are not, and if they see a reward on a profitable job, they may repeat the behavior that brought that reward. Some jobs are made unprofitable by poor bidding, planning or ordering, and that is usually beyond the control of the shop employees. Bosses need to realize that they are just as dependant on their employees as the employees are dependant on them - it's kind of like a team effort to produce work and make money. As soon as you develop the superior employer attitude, you are spending lots of time looking for new employees and complaining about not making money. Accept responsibility for providing an example of work, personal, and financial ethics. If you think that your employees don't know about your motorcycle and your vacations, you are kidding yourself. Unfortunately, some employers have never really worked for someone else, let alone in a production or factory environment, so they don't have a clue how the working man thinks. Employees have a tendency to empathize with employers who have come up through the ranks, and haven't forgotten where they came from; those people don't need to hear it from me, because they know exactly what I'm talking about, and how to reward an employee who helps them create a successful business.
From contributor L:
So would the best employee reward be a 401k that we contribute to for the long term employees? Or in addition to it, a bonus schedule based on performance for employees that understand the performance issue? Or a bonus that comes around unannounced?
From contributor W:
The best reward is one that an employee earns through their own actions, as proof of their excellent performance. What would mean more to you - winning $1000 in the lottery, or earning an extra $1000 because you kicked ass and took names? Winning the lottery may not be repeatable, but kicking ass and taking names is!
From contributor S:
The simplest plan is a 401K or a SEP for a small business. Less accounting fees, etc. Unfortunately, for the small, non-incorporated shop, they can be expensive if you have more than 2/3 employees. You can decide every year how much you want to put in for yourself, and the IRS dictates what the employees get. It is all tax deferred. A lot depends on your employee turnover. If your typical employee leaves in 3 years or less, go with a SEP. You don't have to contribute a dime for employees till they have worked 3 years, but then they get the same percentage of their gross pay "given" to them as you choose to contribute to yours. You can skip years. You can decide at the end of the year what you want to do depending upon on what it will cost for the employee contribution. A $25/hr employee will cost you about $7500 a year if you make a max contribution, but there are caps as well.
I owned a shop for 38 years. I retired at age 56. In the 25 years I had a SEP plan, only 2 employees were with me the required 3 years to qualify, and I put 15% of my net into it every year. I never found that it helped keep any employee even though it was explained to every new hire. I had a 3 man shop and worked right alongside the employees until they went home at 5, then I did all the owner required stuff till who knows when. I have a couple of boats, RV, paid for home, and every toy I ever wanted, all while paying high wages for my area and running a quality shop. Even with a plan that all the employee had to do to qualify for a 15% pay boost was to shut up and work. Believe me, they still eyeball what the owner has, know that it was earned on their back, and never give a thought to the millions the owner has invested that they don't.
If it makes you feel less guilty about having more than your employees, go for it. If you think it is going to make your crew more efficient, or keep an employee from hopping jobs for a 50 cent an hour raise, you are mistaken. Most employees don't think beyond next Friday's pay check. After all, we'll have social security when we get too tired to work... And you wonder why old people end up living on melamine laced cat food from China?
From contributor Q:
I am really not sold on this profit sharing idea. We wanted to get people showing up on time and taking less days off, so we offered an extra dollar an hour to everyone who worked over 35 hours a week. Didn't do a damn thing. The people who were showing up continued to show up. The people who weren't still didn't.
We used to do piecework. People used to make anywhere from 9.00/hr to 35.00/hr. Eventually all the high paid people quit because they didn't like the pace and burnout, and I was left with the slow workers, and was unable to replace the fast workers.
We now try to maintain a nice, clean, professional place to work. We try to help people with their careers, schooling, training, etc. People are not quite as productive, but there are less problems.
I think that the profit sharing deal is not worth the effort and headaches. I mean everyone who does it admits they pay their employees a smaller base rate, anyway.
From contributor R:
You can lead a horse to water, but you can't make it drink. If you have employees who are just biding time in your shop, then they won't be motivated by additional money. If I was you, I'd sack the people you aren't happy with, distribute some of the income you saved to your good people, and then try and attract some more good people with a higher wage. Basically, hire two people who can do the work of 3.5 guys, and pay them 1.5 times what you'd pay an average employee.
"Didn't do a damn thing. The people who were showing up continued to show up. The people who weren't still didn't."
That to me says it all. Not everyone is going to be a superstar, but when people can't be bothered showing up, why are you employing them?
We have about 20 guys on our workshop floor - the foreman and supervisor are all on a bonus that is a percentage of profit. They are on an above average basic wage, but they know that the bonus is the smartest way for them to increase their income.
We give away 20% of our profit - we pay profit percentage bonuses to the people who can improve our business as they influence other people or control/supervise areas. That's 18% - the last 2% is basically discretionary; we might pay .25% to a young guy who has just finished his apprenticeship but is doing a great job. We might pay .25% to our receptionist if she's made our life easier. We might pay .75% to our machine operator if he keeps the machine in good condition with minimal downtime and maximum output. We also basically give new kitchens to people who've given us good service - in the past two years we've "given" three employees a kitchen which would retail for around $25k.
Throwing out bonuses to everyone isn't going to achieve a lot - as you said, the good people will continue to be good, the bad people will continue to be bad. Case in point; we recently upgraded a young guy to our "Senior Group" - increased pay and responsibility which he'd been asking for; he's done a very good job since. A guy the same age as him, who is as capable, but has a terrible attitude - we sat him down and told him exactly what we'd done, the size of the other guy's pay rise, all the other stuff - no secrets. Told him that if he could improve his attitude and become a team player then we would increase his wage as well. But we told him it was non-negotiable; either he did it or he left, we don't want him if he's only half-here mentally.
Surprise, surprise, he's leaving. He started making noises in the workshop that he deserved more money and that he was going to look for another job - so we finished him up and told him to go find another job. We gave him the opportunity to make more money, but he'd rather continue to be an idiot. The best part was that a lot of our junior guys basically said get rid of him, he's being an idiot.
We've made it very clear to everyone - if you can improve your performance and it means that you can do the work of 1.5 people, we'll pay you 1.25 times the pay. We want a small, self-sufficient, self-disciplined workforce.
The other important thing, as evidenced here - don't promise bonuses and the like if you're full of shit. If you tell your guys you'll pay them a bonus if they reach a certain figure, and you reached the figure and then stiff them, you'll screw yourself.
From contributor G:
I agree with contributor S. The most often-asked question in corporate America has got to be "what can we do to motivate these people?" Truth is, you can't, at least not for long. Motivation comes from inside a person, a place you have no access to. Looking back over the years, the best answer for me has always been "hire better people" - but easier said than done. I feel your pain, and I wish I had a better answer for you.
From contributor O:
Oh man, what a can of worms you've opened. I've been on both sides of the desk and there is no good plan. The 401k plan stinks from the employee side, as they are thinking of vacation or taking the kids to the lake and need cash now, not in 20 years. Adding to the 401k means very little for most of them and is an easy out for you. A bonus plan has to be completely transparent and upfront. No funny business with the books and the formula needs to be explained as well, or else it will not give the desired results. All in all, if you have people who are "gittin' er dun," pay them. Do it now before they go somewhere else, as you can be assured that it's on their mind. People in your work force who you count on to get the job to the dock on time every time and actually do it and more are the ones you have to keep, and they are the ones you need to pay more. It's not their fault if you bid a job wrong and a profit is not made, they still did their part and did it over and above what was required. Don't abuse them by not paying them what they're worth. They will walk on you - that you can take to the bank.
From contributor R:
Motivation is a really tough question. After running a shop for over 15 years, I can say that some employees are worth keeping and some not. After trying a standardized approach that is performance based, production based, etc. it has come down to simply managing the people.
Hands down, nothing beats an honest, look them in the eye, talk. Tell him/her what is expected, and provide continuous feedback, with a heavy hand, loud on the praise, and a quick way to fix the screw up. I have made it a point to talk to everyone (about 85 people) and let them know where they stand at least twice a month. That approach has beat out all the convoluted bonuses, performance based targets, retirement plans, etc. we tried and then subsequently dismantled.
From contributor B:
As your typical libertarian free market man that wants to keep and reward the best and do away with the lesser at any individual position, I look for incentives whereever I can find them. I like the carrot and the stick. The carrot to employees to push in a positive direction and the stick is used as a measuring stick and to help weed out the employees that do not fit with the overall objectives of the company and need to find work elsewhere.
Similar to above I've used a specialized bonus to reward the behavior that I want my employees excited to perform at their individual task. It's important to include disincentives for poor quality, attendance, attitude, or whatever else you want to manipulate.
Don't be cheap, make sure it is well understood, and update bonus information for the employees to review (and make it accessible for their review as regularly as possible). What do I mean by not cheap? Give the potential for an additional 25% of gross wages.
It is also a fantastic recruitment tool. It won't take long before your town knows that you take good care of your employees. You want to be the employer of choice, not the employer of last resort. (Couple it with a substance abuse policy if you haven't enacted one already, give your folks 30 day notice that it is coming, if they want to keep their job, it�s time to get clean).
A very wise man once told me "pay your good employees a little bit more than they think they are worth and you'll get it all back." He was right.
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text: Hey friends! I'll be upstate all weekend long with Dusty Rose Vintage for the Phoenicia Flea at Stone Ridge Orchard. Come on by and say hi if you're lucky enough to have escaped the city. I'll be selling maps and other prints. And bring some sunblock! I think it's going to be an amazing, sunshine-y weekend.


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7 inch Display Panel for Hospitals
7" nurse call display units with the latest 24/7 rated touchscreen technology
Medicare nurse call display panels offer a multitude of options designed to be unobtrusive for patients and ward staff alike.
The compact 7" HTM model allows for easy installation as either wall mounted or more mobile units fixed using a swivel bracket. This flexibility allows these compact units to be used in various locations like corridors and ward entrances, depending on the set-up requirements of the hospital.
The display's high visibility screen enables multiple calls to be viewed on the same display.
There are many additional data options, and for larger hospital environments floor plans can be displayed on the screen to pin point the exact nurse call location.
7 inch Display Panel - Technical Information
|Call notes
|'Note' button will show if notes have been entered for a specific resident
|Location maps
|» 'Map' button will light for accepted calls with associated maps. Tap Map button to view the location of each call on the relevant floor plan
» Colour coded location markers flash for call types
|HTM compliant sounds
|» Up to 99 zones
» Text addresses for zones (DL)
» Call escalation
» Zone priority option
|Function buttons
|» Control buttons on touch screen
» Volume adjust Day/Night settings
» Mute
» Calls Waiting - to scroll though waiting call list*
» Map - to display call location
» Notes - resident/patient notes
» Menu - to access advanced functions
*Auto scroll option available. The display will cycle through the first four calls waiting
|Client edit
|» User editable details (DL)
» Resident's name,
» Set reminders and add/edit notes
» Switch Day/Night mode
|Call accept
|» The accept feature shows that a member of staff has selected the call to attend
» Tap or mouse click on selected call will accept the call
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» 173 MHz
Note. Advanced features may not be available on some frequencies - please ask for details.
Please call our free phone number 0800 849 5123 or Contact us for more information.


text:
Hayground Integrated Arts & Science Center = I-ASC
"Personal knowledge is not made, it's discovered." EO Wilson
"Imagination is the marriage of art and science." Jon Snow
I-ASC is Hayground's home base for art and science.
It will be an indoor/outdoor classroom of unfettered curiosity, learning, adventure, creativity and thought, serving as the launch pad for fertile minds to explore their surroundings and convey their experiences.
Here art and science will arise from exposure to nature, direct observation, collection, analysis and imagination. Students will glean that science is creative, art is discovery, and that the two are inextricably linked.
Carefully and thoughtfully green-designed with the artist and citizen scientist in mind, a primary goal of building this building is to get out of the building. I-ASC will propel students out into the environment to have first hand experience of how the natural world works.
There students will become immersed, returning to study, create, and do service under the guidance of our mentors. By blending education and activism, I-ASC will foster an educational opportunity where students learn to love, care, protect and serve their natural world.
I-ASC will be Hayground's center for experiential learning; a place for scientific and artistic growth and innovation where our community can live science and art in action.


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If one sticks to the boxscore -- in which every hit and run batted in always seems the result of a mighty clout--the Yankees' 6-2 victory over the Detroit Tigers Sunday had the appearance of muscular dominance.
Forty-five Yankees hitters parading to the plate in eight innings. Eleven hits. Fifteen runners left on base. The personal milestones of Curtis Granderson collecting his 500th (and 501st) career runs batted in. Alex Rodriguez surpassing the great Willie Mays in career RBIs with his 1,903rd and 1,904th.
That kind of sock, paired with the pitching power of ace Carsten Charles Sabathia, produced a statistical imbalance along the lines of using a cannonball on a mouse.
Sabathia allowed four hits, walked two and struck out eight in eight innings, allowing an overworked bullpen to catch its breath.
But in real time, and as the 43,084 Yankee Stadium customers witnessed it, the Yankees in fact spent most of the spring afternoon feebly trying to squeeze out some offense. Their left-on-base total was bloated by the nine walks they were issued. Four of their first nine hits didn't leave the infield.
Rodriguez never got a ball to the outfield. He walked. Nudged a bases-loaded dribbler well short of third base for an infield hit and an RBI. Struck out. Grounded out. And, with runners on second and third and one out in the seventh, picked up another RBI when shortstop Ramon Santiago fielded his weak grounder and threw to the plate, where Chris Stewart barely slid under the tag.
Granderson's first RBI came on a bases-loaded walk -- after a walk, a seeing-eye single and a two-out infield single, and before Rodriguez's RBI infield hit.
The Yankees did hit two solo home runs, one by Granderson that slipped out of the leaping Austin Jackson's glove after Jackson nearly made a spectacular over-the-wall catch, and a second-deck blow by Andruw Jones.
But mostly, as Granderson put it, the Yankees "showed we can win in multiple ways.''
He lamented that his groundout in the fifth stranded three more runners with the Yankees clinging to a 3-1 lead that was narrowed to 3-2 a half-inning later on Miguel Cabrera's RBI double.
"But it's April,'' said Granderson, whose home run was his eighth. "You're a little too quick or a little late. You're still getting your rhythm. There's a lot of thinking going on up there at the plate, and in this game, that can get you in trouble.''
Still, with Sabathia (3-0), whose earned run average has begun to shrink (4.58) after a slow start, the Yankees have "a guy we've come to rely on,'' said Derek Jeter, hitting .396 after his two infield singles. "He battles and keeps us in the game.''
Sabathia again worked with backup catcher Stewart and was thoroughly at ease doing so. "This is the second game in a row,'' Sabathia said, "where I didn't check him off at all . I felt really comfortable.''
Manager Joe Girardi insisted that "offense is second; save runs for me. I know that doesn't go on the back of a bubblegum card, but Stewie's job is defense.''
As it turned out, Stewart's sharp leadoff single in the seventh was hit harder than anything Rodriguez could summon all day. But Rodriguez's defense included two nifty stabs of line drives -- the "save runs'' premise at work.
That emphasis could grow with word that Nick Swisher, hitting .284 and leading the team with 23 RBIs, will miss several days because of a strained hamstring. (He left the game after a third-inning walk.) In the end, the Yankees just want to look better in the boxscore.
We're revamping our Comments section. Learn more and share your input.


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This weekend was a very special one: I got to help out my brother and my stunning sister-in-law prepare their nursery for their impending welcoming of their little baby boy. Due in about a month or so, they had done so much of the work already! They had purchased the crib (an amazing find on Orlando's Cragslist!), picked up the rug and the posters! And all we had to do, was paint, put together the furniture and be done!
Things are never as easy as they seem! We managed to get a lot done for a two-day effort. Some of the funnier obstacles though included: having to put together and pull apart not one, but two pieces of furniture twice! (IKEA, you and I have a love-hate relationship...), installing a variety of frames to hang at the exact same height (IKEA, not to nag, but you know what I'm talking about), breaking screwdrivers, running short on paint... yet, despite all these obstacles, I laughed so hard throughout the entire project! Nothing compares to being surrounded by people you love. Thank you, Stefan and Jessica, for letting me help out with creating the first home of your firstborn!!


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Drinks with the Lads!
Send to friend
Date:Saturday, 16 February, 2013 - 21:00
Venue:Dillinger's Bar, Itaewon
Cost:Pay for what you consume!
Fancy a few drinks out with some of the BASS crowd?
On Saturday16th February a British lad will be organising a low-key gathering for lads and ladies at Dillinger's Bar in Itaewon. This bar has good food and a great selection of beers including Guiness & Kilkenny! Please sign up if you are interested and we will provide further details.


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QS World Grad School Tour in Istanbul and in Ankara
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Kenya's stunning and awe-inspiring songstress, Habida recently had a road accident but she was lucky enough to get out alive.
The beauty with a melodious voice was driving a swanky Aston Martin V8 car in the streets of America before she was encountered the awful ordeal.
Habida is currently at the United States promoting her brand new song but her tour almost ended on a sad note, thank God she wasn't hurt.
Below are photos of Habida's expensive guzzler that crashed.