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Do we encourage our employees to leave?
December 7, 2007 at 11:03 am Tyler Rousseau 16 comments
If someone leaves your system for the same job in another (i.e. lateral move), that should get you thinking.
If the average new-employee retention is less two years before they move on to another position, you definitely want to take notice.
If your system sees people leave and then watches them flourish in another position, you shouldn't brag that "they started off in this system." It should raise questions as to why your system couldn't seem to hold on to him/her.
Employee retention has always been difficult in our profession but, sometimes, we unknownngly encourage people to leave.
The list below is a compilation of reasons I've heard Librarians give for leaving their positions. If any of these sounds like a familiar complaint of former employees, you may want to consider it, especially from the employee's perspective.
Pay– Bosses, Directors and Board Members tend to roll their eyes when this issue is brought up. However, this is going to be a key factor for applicants. If two positions are posted and one offers more money than the other it is no surprise which will get more applications. Furthermore, I know several people over the last two years who have earned up to ten thousand dollars a year difference in pay simply by moving, laterally, into another system. How much of a difference can that be? How about the difference of affording your own rent or having to live with someone else.
Vacation and/or Holidays– Some New Jersey Library systems offer 10 days of vacation a year while others offer 24+ days. This does not include federal, personal, floating holidays or sick time. If everything else is equal (pay, benefits, etc.) which system would you rather work for?
Hours and/or Nights– How many nights a week do you require your librarians to work? How many Saturdays and/or Sundays a month?
Yes, we are in public services but we are also highly educated professionals with families, friends and social needs. On the nights that I work I don't get to see my children or wife. One night is tough enough but two nights a week would be nearly impossible and a bigger strain on my family as it means my wife would have to feed, bathe and put both kids to bed by herself. The effects of working multiple nights are further reaching than just the employee's schedule.
Professional Investment– Some systems have a budget for training and others do not. Some systems encourage employees to pursue professional interests and others look for a homogeneous staff. Employees who feel invested tend to support their systems and be happier as they know they may not get the same treatment elsewhere. This can also be a big draw for new employees as it shows the system's interest in professional development. And consider this; the more an employee can pursue their interest, the more they are noticed in the professional realm as an expert in that subject which, in turn, is good for the system's noticability.
Advancement– A professor once told me that Librarians tend to have to promote themselves and that means they leave the system they are working in. Obviously, we cannot promote everyone as there are fewer positions the higher up we go. But, other than steady employment, what are we doing to encourage these people to stay?
If employees leave because of these reasons it doesn't necessarily mean that they are in a bad system but it should rasie a warning flag. As systems, we are in competition with each other to employ the best possible professionals. Although we may hire that professional, what are we doing to keep him/her?
Entry filed under: Uncategorized. Tags: employment, Libraries, policy.
16 Comments
I'd be curious to see these reasons broken down by age. I.e. how many Millennial employees leave because of a director's lack of investment in them (or pay).
I think you'd see an interesting trend form.
Great analysis of reasons employees leave…. One thing I like about being a Talking Books librarian is that most TB library positions are M – F, 8 – 5, with no weekend or evening work. A nice perk!
The system should be performing an annual compensation and classification study. This will ensure that pay is equitable. If you are not doing that, you can't complain that people are leaving for better pay. I had someone leave from a part-time to a full time in another county. That one is tough because it wasn't in the comp and class realm, but most of the people who work for me get the same pay as any other library in Arizona. Librarians make 41K same as Chandler, Arizona, Mariciopa County, etc.
This is a common complaint and the burden of nights and weekends should be shared. How can one say one should do more than another? In some systems, everybody wants to work a night or a weekend and it works better for everyone. If one is unfairly taxed, that is a reason to leave, but if you do it along with everyone else, there is not much to say about that. If everyone is committing equally and there are problems, it may need a review of hours of operation.
Professional investment
Every library should have a training budget. It should allow as many library staff as possible to go to training, explore their interests, and pay for their trips to conferences etc. Most libraries can only afford to send a few people, and then only higher up, if it can be opened up to everyone, the results are interesting.
This one is the toughest. Most libraries are fairly flat institutions. They allow pay increases and there is some room for advancement, but not substatial. This has been an issue for me in the last three months. I lost a library assistant to a bigger system with more pay, I lost a librarian to become a library director in a neighboring town, and a I lost a senior library assistant who became a youth librarian in another neighboring city. There is no room for advancement at my small one library system. The only choice is to go to neighboring communities. It will change, but slowly. In the meantime, I will bleed because of it.
Great post Ty. I think you hit all the biggies!
I agree with Jeff's comment that part of the problem is that libraries are fairly flat organization. Often times the only way to move up is to move out. That's not necessarily a bad thing.
I recently read (sorry no citation) that money is usually not the reason that employees leave. In fact 50% of employees who get a better job offer, and then use that to get a raise from the current employer, end up leaving within a year anyway. Which tells me that money isn't always the issue.
As for how do you retain employees? The basics: Some combination of decent pay, decent benefits, decent work environment. Having HR conduct (anonymous) exit interviews and provide summaries to management can be useful in determining whether there are systemic problems that influence employees' decisions to split. I'm somewhat surprised that exit interviews aren't more standard.
Another thing that I'd point out with the hours is the flexibility. This may become even more important with the millenials. I think libraries need to offer more opportunities for things like telecommuting and flex schedules. That's one of my issues with where I work. I commute 80 miles one way and would love to be able to telecommute one day a week. And we are expected to work a 8-5 or 9-6 schedule.
As to the evenings and weekends, I wouldn't mind a bit more pay for being in a position that requires different hours. While I realize that by choosing public services, I would have a more varied schedule than someone in tech services, it does mean that somehow our lives must compensate for this. We cover full weekends, which can be difficult when I want to spend time with my husband or do something personal.
I have also read that about the pay issue. But enough money can make up for some things sometimes. I've worked enough places to know that there isn't likely to be the perfect workplace and will say that if you pay me enough, I'm more willing to put up with some of those imperfections for a long time.
I don't see that there is really much to be done about advancement. The point about there only being so many positions is true. And I wonder if this is such a big issue for all librarians. Perhaps this issue could be remedied somewhat by giving people more responsibilities in their current positions or offering opportunities to work on new projects. I'd be happy to work as a reference librarian for the rest of my career and not be management as long as I continue to have chances to try new things and can take lead on projects that are suitable to my skills and interests.
As for professional development, some places simply aren't going to have money in the budget to send people places. But providing on site training opportunities can also alleviate some of this. Online workshops and conferences can also be another idea. Or if there is some money, rotate who gets to go to things each year so that every so many years, your librarians and staff get to go to a conference.
I think if administrators are willing to use some creativity and work with their staff, much can be done to keep people happy despite limited resources.
Great post!
I agree that these elements are very often the reason that people will consider a change in position, but I noted that all of these elements are extrinsic in nature. I wonder how many employees who left citing these reasons would have stayed on if they felt intrinsically rewarded?
How many felt appreciated in ways other than money or time?
How many felt that the work that they were doing was important, meaningful, and improved life for others?
How many felt that their feelings were not being considered?
How many were encoding and sending, but not receiving in terms of communication and intent listening?
While many will cite money as the reason they're leaving a job, many of those same people would do the same job for the same money if they were able to adequately sustain their lives while greatly improving their feeling of well being due to their occupation.
While we should surely consider the relative valence of each of these extrinsic elements for our workers, we should verbally or concretely validate and assess them with workers regularly, and give opportunities for workers to determine and achieve valence for themselves, including intrinsic rewards.
Thanks for the forum!
I definitely agree with all of the issues that you have raised – but at some places there is a larger issue: the exhaustion that comes from chronic underfunding and lack of support (this is somewhat larger than the library itself obviously).
Even though my pay is higher and I get double the vacation (to name just two of the difference between my old job and my current one) – what really drove me out of my last job was being asked to fill 5 positions. It is such a relief to work at a place where funding is definitely not an issue and staffing levels are more than adequate (both are public libraries).
Why would "Millennials" have any different reasons for leaving that anyone else?
I'd love to see more people in admin pitching in and helping staff reference and circ desks ESPECIALLY on weekends. This would of course help with the hours issue but it would also help build employee morale and improve communication within the library.
Would this help with employee retention? It couldn't hurt.
I almost took a new job (leaving my current job after about a year) in another system (lateral move) for relatively equal pay and benefits simply because my current success went unappreciated and unsupported.
As a young adult librarian, I had great success in turning a bland and empty teen area into the regular teen hangout. I spent many of my own hours (and money) working to get those kids in and to provide outstanding programs. But admin responded poorly and trouble with noise and typical teen behavior balooned. Soon, the programs I once enjoyed holding, became a nightmare. One librarian for over 50 kids on a regular basis. Ultimately, I left the position to work in a different, better-supported department.
My super said I was a victim of my own success, that I would have to "cut back" on programming. Why anyone should be a victim of success is beyond me. Why stop something that is so clearly working? If I had been supported or compensated for my acheivement, perhaps I would have stayed. As it is, my former position remains vacant.
Pay is such an interesting question. We have masters degrees; is it too much to ask that salary support a lifestyle that no, doesn't include designer duds and far out trips, but does support renting a decent place and being able to save for a home without outside help (ie partner or parents)? How many people in management (bosses, directors, board members) know the cost of renting in their area, or care? In terms of pay, I'll add another pay concern: staff paying for things out of their pocket (food for programs or craft supplies), and libraries both encouraging and allowing it. Adding a further financial burden to those who rely solely on a library paycheck for bills, and giving an edge to those with another source of income.
Hours/Nights. It's one thing to go in being told hours and workweek. It's another to have that changed, either formally or informally, so that you have staff working more nights/weekends than other staff for the same (or less) pay. Not to mention the pressure that can be put on to work "over" the minimum hours and not record it.
Professional Investment can make a big difference. But, unless its clear how this works, it can turn into favoritism.
Advancement: I also think some people pursue advancement not because they want to but rather because it's the only way to increase pay. Worst case scenario for that: staff advancing into positions that they are not really qualified to do. Plus, a person may start at a library that appears to have room for advancement, only to have "reorganzation" remove those opportunties.
I think the respect shown to staff also matters; and all of the above can be a reflection of how staff is valued and respected.
Interesting to me how many comments on this are coming in as anonymous. It shows just how sensitive this topic can be in many cases.
I work at a library that has relatively good pay (I say relatively as it is still not enough, but it is more than most). The problem with being at a library that has better pay is that you generally can not leave to go elsewhere without taking a pay cut. If you are unhappy, you just tough it out as most people can not take a pay cut (at least in my experience).
I have been unhappy for quite some time, but feel trapped and feeling trapped is not good.
People stay and people go for all sorts of reasons. What really helped me stay before at a different library before this one was that I was repsected for my contributions. I no longer feel this is the case and the better pay does not make up for feeling like my opinions do not count.
Wow, there are some fantastic comments here. Good stuff from anonymous people who can feel free to tell it like it is 🙂
Money isn't so much the motivator. If you are allowed to innovate or adjust what you are doing to really meet the needs of those you serve, morale goes up.
It isn't so much money as "Do I love my job?"
However, money becomes and issue if you can't afford decent housing in the area. For my area, a librarian's salary couldn't pay for decent housing. A majority live in a
neighboring community and commute. They still make $41,000 which is what librarians make in bigger systems, and the average according to Library Journal, but that's not
enough to live on with one income.
I agree that directors need to work the front lines more for morale. It isn't always easy if you are always going to meetings, but it will keep you more engaged and understand
what is going on. Nothing worse than a director who doesn't have a clue what is going on in their own library.
I would say the biggest detriment at any job is working hard and getting things done (to much success) with no recognition. I am surprised by the power of thank you and how little
it is used. Unfortunately, this isn't just a library issue.
Good point Jeff on the power of a thank you for a job well done or for someone putting in extra effort.
My first year of teaching I had a principal who visited our classrooms regularly both while we were teaching and after hours just to chat. He was not being intrusive, just interested. About once every 6-8 weeks I would receive a quick handwritten note from him complimenting on something that I had done recently. Sometimes it was just two sentences to say he liked how I had done a bulletin board display and other times it would be a paragraph or two summarizing several things he noticed that he liked. I loved working in that school and for that principal. I have never worked for anyone like that again, but during a stressful first year as an 8th grade teacher it help me keep my sanity. I still have those thank you cards tucked away.
I think it's important to remember when it comes to professional investment, it's not just about money or providing opportunities. It's about support for the staff that take those opportunities from all levels of the library, from the top all the way to the part-time clerk, and including your peers both in your department and in other departments.
At a previous job, we were required to participate in committees, conferences, and other professional development activities. Admin supported it financially, with release time, and with verbal support and encouragement. This did not, however, extend all the way down through the system. So while I did have support from admin, and many of my peers, my supervisors actively made my life a living hell for doing it.
I was required to engage in professional development activities, but if I did, I was punished by my supervisors. And who would want to work in an environment like that?
You have to have support from ALL levels for such things to be successful.
An excerpt from my blog about my thoughts on this post: "What I really want is an opportunity. Or at least I want to feel like I'm going to have opportunities at this organization. My current position does not give me any opportunity to succeed or fail, it's mostly clerical. And there is no staff promotions or development of any kind. If there is a position open, it's available to anyone in the public. Not that that's necessarily a BAD thing (you want the best people), but I've seen them make the most heartless choices between people who are otherwise perfectly qualified and capable."
I am a director of a small public library and MY pay doesn't allow me any extra at the end of the month, espeically when you figure in student loan payment for myself, plus I have two children in college and I'm a single mom. But I wished that everyone wouldn't claim that admininstration isn't caring. I've been in the trenches and know the issues (yes, I know what rentals go for!) and after working long and hard with my board and city gov't, I got my staff a 6% increase last year that didn't include me. (I now make barely more than my assistant) I've also got their benefits package increased and got the Friday after Thanksgiving off for them! 🙂 (yeah, yeah…I get it off too! *LOL*)
and I want to know how a librarian could telecommute?


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There's an article in The New York Times today about an issue on which I take a strong stance: gifted and talented education (GATE). In education lingo, this is called "tracking," which means sorting kids into different groups, classes, or cohorts based on their perceived ability level. It happens in almost all schools to varying degrees. In my elementary school district, those of us whose parents signed us up (key phrase there) took some type of logic test at the end of second grade. I remember looking at pictures of a piece of paper folded a bunch of times with holes punched through the layers and having to choose from A, B, C, or D what the pattern of holes would look like after the paper was unfolded. I remember feeling like it was impossible, but I did well and thus the course of my education and life were determined when I was seven years old. For the rest of elementary school, a handful of us got pulled out of class every Wednesday and put on a bus to another school where we did enrichment activities. In junior high, mostly the same group of kids took GATE classes separate from the rest and honors and AP classes in high school. Eventually, most of us went to selective colleges and now have jobs in academia or the white-collar workforce. Everything from our careers to our social circles are largely due to a test our parents signed us up for before we had even memorized a times table. I benefitted from this system, but as an adult educator, I will go so far as to say the system is morally reprehensible.
As much as I might want to believe that I am somehow innately smarter than the majority of society, I know the truth is along these lines: I have a privileged education because I am white, speak Standard English, grew up in a rich town with well-funded public schools, and have parents who made huge sacrifices so that I could be the first person in my entire family to graduate from college. In high school, I sensed something was amiss when I noticed my classes only had white kids in them when the school was half Latino. I TA'd for my AP English teacher senior year during a class he taught called "Basic English Skills." Instead of reading books, the students were writing cover letters for job applications. This was their English class. The NYT article interviews a parent of triplets, each in a different track (gifted, general, and special ed) at their elementary school. The parent at first suggest that the classes are pretty much the same, but then backpedals: "Leon does seem to be pushed harder, Ms. Bloch said. He is asked to think of things in complex ways, not just to memorize dates of the American Revolution or names like John Adams, for instance, but also to understand relationships between events and people, or to explain possible motives or forces behind certain events, like the Boston Tea Party."
The article focuses on one aspect of tracking, which is that it helps to perpetuate the de facto racial and socioeconomic segregation that is pretty much the norm in public schools. The article gives a lot of predictable statistics about gifted kindergarten in New York City public schools (i.e., its racial demographics are the inverse of the district's) and describes the lack of access that students in the poorest neighborhoods have to these enrichment programs. Gifted kindergarten! Gifted kindergarten is, beyond a shadow of a doubt, nothing but privileged kindergarten covered up by language that tells five-year-old children that some people are better than other people.
It is really hard to explain to non-educators (and, horrifyingly, to some educators) what is wrong with tracking. Well, maybe it's not that hard to explain, but it's hard to accept that most people have never questioned the ethics of it. When I meet strangers at parties and tell them I'm a teacher, a frequent comment I hear is how it must be nice to be a teacher if you get to teach the "smart" kids. I want to slap people when they say stuff like that, but I can't because they are totally and pathetically oblivious to how racist, classist, and just plain fucked up the comment is. As an observation, it is, of course, correct–it is nice to teach kids who have been labeled "smart" by the education system. What is disturbing is how people use that label as if were not a label at all but a genuine demarcation between humans without critically examining how and by whom the designation is made and how it shapes people's identities for their lifetime.
So, on the one hand, I was pleased to see the article because it raises an issue people don't think about critically enough, but on the other hand, it disappointed me because it doesn't get even close to the root prejudice here. That tracking segregates schools by race is a problem. But the bigger problem is that we live in a society that teaches us from a very young age that if we can learn to do things better faster, then we are better people who have more value and status. The root of all discrimination is the belief that some humans are better than others, and as long as we believe that, as long as we communicate it to our children implicitly, then there will always be an underclass. And I'm supposed to tell my students, as a matter of political correctness, not to say the word "retarded" for something they think is stupid, as if their society doesn't judge all of them by a set standard of ability, as if it doesn't then class them off accordingly.


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The saying "it isn't rocket science" is a common cliché in English to state, rather sarcastically, that something isn't that difficult (with the implication that the person complaining about it, well, shouldn't). But I really think we should change the saying to "it isn't ecology", for ecology is perhaps one of the most complex disciplines in science (whereas rocket science is just 'complicated'). One of our main goals is to predict how ecosystems will respond to change, yet what we're trying to simplify when predicting is the interactions of millions of species and individuals, all responding to each other and to their outside environment. It becomes quickly evident that we're dealing with a system of chaos. Rocket science is following recipes in comparison.
Because of this complexity, ecology is a discipline plagued by a lack of generalities. Few, if any, ecological laws exist. However, we do have an abundance of rules of thumb that mostly apply in most systems. I've written about a few of them here on ConservationBytes.com, such as the effect of habitat patch size on species diversity, the importance of predators for maintaining ecosystem stability, and that low genetic diversity doesn't exactly help your chances of persisting. Another big one is, of course, that in an era of rapid change, big things tend to (but not always – there's that lovely complexity again) drop off the perch before smaller things do.
The prevailing wisdom is that big species have slower life history rates (reproduction, age at first breeding, growth, etc.), and so cannot replace themselves fast enough when the pace of their environment's change is too high. Small, rapidly reproducing species, on the other hand, can compensate for higher mortality rates and hold on (better) through the disturbance.
Ask any fisher about it. The first (and perhaps best) predictor of a problem in an exploited stock of fish is when the average size starts to drop. When you see the big ones become rarer, you know that your mortality source is picking off the big ones by preference. Usually this also means that the best reproducers are being taken out of the system, so recruitment goes down too. We've even seen this effect in the world's largest fish (whale sharks).
So how many readers up until now had 'animals' in the mind's eye? Probably most of you. It turns out that plants, and in particular, trees, follow the same general rule. So this week I report (a little belatedly, I'll admit) a clever Perspective that just came out in Science by my good friend and colleague, Bill Laurance (along with David Lindenmayer and Jerry Franklin). Spawned by Bill's article in New Scientist earlier this year, the Perspective reports the nearly global trend of large trees disappearing – from the jungles of the Amazon to the wet eucalypt forests of southern Australia.
Of course, selective logging has historically taken out the biggest trees first (much like fisheries have done to big fish), and from Bill's earlier work we know that fragmentation hits big trees the hardest, but it's actually more complex than that. As the climate warms, increasing frequencies of drought means that the big fellas have a hard time drawing the necessary volume of water up to their canopy leaves, giving rise to leaf loss and eventual death of the individual tree. Also, increasing invasion of things like opportunistic lianas and lantantas prevent recruitment of tree seedlings on the forest floor. Diseases are also hitting big trees the hardest, as are outbreaks of tree-eating insects like the mountain pine beetle in western North America.
So, like the Home Tree of Pandora that succumbed to the greed of extra-planetary humans, the species dependent on large trees the world over are also losing ground. If we lose the biggest of the forest, we'll lose countless other species. This is just another sad chapter in the synergistic loss of life on Earth.


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The Henry Thomas Gallery at Jobswell campus has a dynamic exhibition programme of contemporary art, craft & design. National and international practitioners are invited to exhibit, be guest speakers on the visiting lecture programme and offer masterclasses at the art school. The gallery is an important venue for key events and student exhibitions at the end of the academic year.
Follow us on social media for details of events and openings.
22 September - 16th October
Selection of 2020 / 2021 Graduate Resident's work
2 November - 27 November
Sculpture staff exhibition of their work
Evening of 26 November
Festival of Fire and Light (Performance Iron Pour other details t.b.c.)
2 - 15 December
Christmas Fair (to be confirmed)
11 January - 5 February
Peter Spriggs exhibition of Paintings/Prints
10 February - 2 March
Meinir Mathias exhibition of Paintings/Prints
8 - 12 March
Rise - Foundation Course Student exhibition
17 - 24 March
Criw Celf Project - Raising the Bar and Portfolio Groups
29 March - 15 April
Graduate Exhibition
All of the above are open Monday to Friday 9.30am to 4.30pm
18 May - 4 June
Degree Show
14 - 18 June
Further Education Course Shows
Opening times to be confirmed for the degree and further education shows - please phone closer to the date for details:- 01554 748 201
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WASHINGTON – The Obama administration's top environmental official in the oil-rich South and Southwest region has resigned after Republicans targeted him over remarks made two years ago when he used the word "crucify" to describe how he would go after companies violating environmental laws.
In a letter to Environmental Protection Agency Administrator Lisa Jackson sent Sunday, Al Armendariz said he regrets his words and stresses that they do not reflect his work as administrator of the five-state region including Texas, New Mexico, Oklahoma, Arkansas and Louisiana. Armendariz, who holds a doctorate in environmental engineering, apologized for his remarks last week. A senior administration official, speaking on condition of anonymity because of the sensitivity of the subject, told the Associated Press that he has since received death threats. His resignation was effective Monday, when he informed his senior staff.
"I have come to the conclusion that my continued service will distract you and the agency from its important work," Armendariz wrote in the letter, which was obtained by the Associated Press.
Republicans in Congress had called for Armendariz' firing, after Oklahoma Sen. James Inhofe highlighted the May 2010 speech last week as proof of what he refers to as EPA's assault on energy, particularly the technique of hydraulic fracturing, or fracking.
At a town hall meeting in Washington on Friday, Jackson had said only that she would continue to review the case, calling Armendariz' words "inflammatory" and "wrong." President Barack Obama appointed Armendariz in November 2009, at the urging of Texas-based environmental groups. He is one of a few Latinos in senior leadership at the EPA.
The regional administrator's words "don't comport with either this administration's policy on energy, our policy at EPA on environmental enforcement, nor do they comport with our record as well," Jackson said.
The EPA, perhaps more than any other agency, has found itself in the GOP's crosshairs over its regulation of the gases blamed for global warming, steps it has taken to limit air pollution from coal-fired power plants, and its increased regulation of fracking, which is responsible for a gas drilling boom. Republicans, including presidential contender Mitt Romney – who has called for Jackson herself to be fired – have blamed the agency for high gasoline prices and clamping down on American energy.
Armendariz, who was based in Texas, frequently found himself at odds with the state government and the oil and gas industry.
Several disputed contamination cases in Texas in which Armendariz was involved have helped stoke environmental concerns over fracking, a technique in which oil and gas producers inject water, chemicals and sand underground at high pressures to fracture rock so gas can come out.
Armendariz' speech was made in Dish, a small town northwest of Dallas, where residents' concerns over the environmental impacts of hydraulic fracturing helped put the issue on the national stage.
Testing, which was urged by the EPA, showed some groundwater contamination and elevated toxic air pollution after operators began using a new method – a combination of hydraulic fracturing, or fracking, and horizontal drilling – to extract once out-of-reach gas.
Referring to how Romans conquered villages in the Mediterranean in the Middle Ages, Armendariz said, "They'd go into a little Turkish town somewhere, they'd find the first five guys they saw and they'd crucify them."
"And so you make examples out of people who are in this case not complying with the law," he said." Find people who are not complying with the law and you hit them as hard as you can and make examples of them."r


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The expansion will help fulfill 2020 goals to double recycled water production.
West Basin's Edward C. Little Water Recycling Facility in El Segundo, Calif., ─ known as the only facility in the world that produces five different types of recycled sewer water ─ will be undergoing its fourth expansion since its original construction in 1995, under the design-build team from Parsons.
The facility is being expanded to help fulfill West Basin's Water Reliability 2020 goal to double recycled water production by the year 2020. The facility currently produces 30 million gallons per day (mgd) and this expansion will increase capacity by an additional 16 mgd.
Under the Phase V expansion, water purification facilities (microfiltration, reverse osmosis or RO, and ultraviolet advanced oxidation process facilities) will be expanded to produce an additional 5 mgd of water supplied to the seawater barrier to prevent seawater intrusion and refill groundwater supplies. A single pass RO membrane water purification system at the Chevron facility will also be expanded to bring an additional 500,000 gallons a day to NRG's El Segundo Power Plant. Other Phase V work includes an ozone pretreatment facility, irrigation water facilities (Title-22 high rate clarification unit), and various solids handling facilities will be added to the facility to improve water quality and efficiencies.
"Parsons was selected by the West Basin Board of Directors due to its extensive water and wastewater treatment experience and design-build experience," said West Basin Board President Ronald C. Smith. "Parsons has committed to conducting extensive local outreach to hire from within West Basin's service area, focusing on small and minority-owned businesses and union labor. They have also committed to 'no change orders' and an accelerated schedule which could save West Basin time and money and bring additional recycled water online sooner to meet our customers' needs," Smith said. "Our Board is convinced Parsons is the right choice."
Design-build teams were pre-qualified prior to bidding, with four teams eligible to submit proposals for the project. The Phase V project work will cost $60,565,000.
Recycled water brings sustainable, locally-produced water supplies to the region, making our water supplies more reliable. Taking additional treated sewer water that would otherwise be discharged into the ocean will allow West Basin to help keep, on average, 50 million gallons of wastewater out of Santa Monica Bay, every day.
Source: West Basin Municipal Water District
This free webinar will inform attendees on the most significant updates and modifications in the new standard, known as E1527-21 Standard Practice for Environmental Site Assessments: Phase I Environmental Site Assessment Process.


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Qualcomm on Wednesday announced its own smartwatch that will have a low-power Mirasol display and be compatible with Android mobile devices.
The smartwatch, called Toq (pronounced "talk"), will ship in the fourth quarter this year. Qualcomm's announcement comes on the same day Samsung announced its Galaxy Gear smartwatch, which has a 1.6-inch screen and offers 25 hours of battery life.
Toq will have a color capacitive touchscreen display, and offer "days" of battery life, Qualcomm said. The smartwatch will be able to work with a smartphone to show incoming messages and calls, play back music and show weather information.
The smartwatch emerged earlier this year as a prototype to display the capabilities of Mirasol, which has been used in color e-readers. Now Qualcomm has decided to commercialize Toq as a showcase of its latest technologies.
Qualcomm did not immediately provide the screen size or price. Mirasol, which started reaching e-readers in 2011, is considered more power-efficient than the LCD technology used in Samsung's Galaxy Gear.
The Toq will have wireless charging and will work with smartphones to wirelessly play back music over Bluetooth. Qualcomm is one of the companies leading the development of WiPower, a wireless charging specification that allows for recharging of devices without placing them on charging pads.
The "Premium Audio Edition" of the smartwatch will come with a headset through which users can also place phone calls on a smartphone. A Toq app will allow program notifications to be sent from the smartphone to the smartwatch. Toq will be compatible with smartphones running Android 4.0.3 and above.
Toq's always on and always connected, and tells users what they need to know "with just a glance at your wrist or a whisper in your ear," said Paul Jacobs, Qualcomm CEO, in a statement.
The Toq will be continually upgraded through software. Qualcomm's Snapdragon chips are used in many smartphones and tablets, and developers already write specific applications geared toward those chips.
Agam Shah covers PCs, tablets, servers, chips and semiconductors for IDG News Service. Follow Agam on Twitter at @agamsh. Agam's e-mail address is email@example.com


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The texture and details in nature have always been awe-inspiring. From the form of the flowers to the translucence of ferns, to the texture of mushrooms, the softness of mosses and strength of the nautilus, they have all mesmerised us at some point of time in our lives. In these moments of revelation lies our inspiration for creating the Trumpet flower lamp. Papier-mâché became the preferred material of choice due to its immense versatility, durability and workability. This lamp has been handcrafted with utmost attention to detail, and strives to capture the essence of nature. Our intention is to connect the user with nature during his day-to-day interaction with our product.
Dimensions : 900mm x 900mm x 1676mm (W x D x H)
Material : Papier-mâché
Weight : 3000g


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by Stephen Leahy
First published at National Geographic's NewsWatch
The planet is in peril, 3,000 scientists and other experts concluded at the recent Planet Under Pressure conference in London. Climate change, overuse of nitrogen and loss of biodiversity are just three of the perils threatening to make much of our home uninhabitable.
World leaders will meet in Rio de Janeiro June 20-22 to address this at the Rio+20 Conference, 20 years after the very first Earth Summit.
Rio+20 needs to be the moment in human history when the nations of the world come together to find ways to ensure 'the very survival of humanity,' environmentalists and scientists have said.
A "Green Economy" will be one of the main ideas under discussion in Rio. The idea is to make a transition to an economic system that maximizes human well-being while operating within the planet's environmental limits. Exactly how this could be accomplished has yet to be defined.
The current economic system rewards those who exploit and destroy nature, said Vicky Tauli-Corpuz, Executive Director, Tebtebba (Indigenous Peoples' International Centre for Policy Research and Education).
The current system hinders and even blocks Indigenous peoples from practicing their traditional ways of living that actually represent "a real green economy" that can be sustainable, achieve well being and are climate-friendly, said Tauli-Corpuz, a member of the indigenous Kankana-ey Igorot community in the Philippines.
Please throw something in the tip jar before reading on. This is how I make my living.
Tauli-Corpuza spoke to me at a special workshop run by United Nations University (UNU) and the Intergovernmental Panel on Climate Change (IPCC) earlier this month in Cairns, Australia. That workshop was about how traditional knowledge and practices could help in reducing carbon emissions that are overheating the planet.
Unless countries are going to eliminate GDP (gross domestic product) and economic growth and begin to work holistically then they will not be solving anything, she said.
Vicky Tauli-Corpuz, Executive Director, Indigenous Peoples' International Centre for Policy Research and Education and member of the indigenous Kankana-ey Igorot community in the Philippines. Photo: IISD
In the first State of the Planet Declaration, experts at Planet Under Pressure agree the current short-term growth policies must end or humanity risks pushing past irreversible tipping points."However, what they will be talking at Rio+20 is more economic growth with a flavour of green," said Tauli-Corpuza.
So why is she and many other Indigenous people going to Rio+20?
"It's a venue to present our views and to share knowledge," she said.
In fact, indigenous peoples will host their own conference in Rio days before the formal Rio+20 Summit. Throughout the Summit they will run the Indigenous Peoples' Pavilion to showcase their experiences on how to live sustainably.
"We are collecting information from communities and looking at the common threads of traditional knowledge that work," said Tauli-Corpuza.
When talking to people from women's groups, labor organizations, and many non-governmental organizations, we are all seeking the same things, she said.
Respecting human rights, and the legal and customary rights of indigenous peoples tops the list of what's needed.
"The United Nations needs to call on the nations of the world to recognize and respect the rights of indigenous peoples," said Johannes Bauer, an independent scientist and co-founder of the REDD+ Australia Cooperative Working Group, a non-governmental organization involved in protecting forests in Australia and Papua New Guinea.
"The key is for indigenous peoples to manage their own affairs. Governments are often the biggest unwitting obstacle," said Bauer at the UNU/IPCC workshop.
For Bauer and every indigenous representative at the workshop, the overaching issue is the right to their land and cultural practices. Indigenous peoples are among the most affected by climate change, as well as by industries like mining, oil, coal, and agribusiness that appropriate or use their lands without consent.
Many are suspicious the proposed shiny new green economy is the old, land-hungry wolf in green clothing.
"The values of the growth economy are at odds with indigenous values," said Fiu Elisara, Executive Director of Ole Siosiomaga Society (OLSSI) in Samoa.
Traditional values include local self-sufficiency, social cohesion, cooperation and respect for all living and non-living things. Among Latin American indigenous communities this is known asBuen Vivir ("good living" in Spanish), or Sumak Kawsay in the language of Andes mountain peoples.
Those are the values for low-carbon living and yet governments often prevent local people from living and managing their lands in locally appropriate ways, said Elisara.
Last August many indigenous leaders called for an international moratorium on the activities of extractive industries (mining, oil, gas etc) operating without consent of local people. They will raise this issue again at Rio+20 and said that the current economic and development model has been a disaster and that a truly green economy understands "that humans are an integral part of the natural world" and respects the rights of human beings.
"We believe that our worldviews….are crucial in bringing about a more just, equitable and sustainable world," they concluded in a public statement called the Manaus Declaration.


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Update, 7:40 p.m. KGO-TV reported just before 7 p.m. that police had "stormed the building" where the suspect or suspects were believed to be barricaded, but no one was inside. According to several people on Twitter who identified themselves as local residents, police set off a flash-bang grenade at about 6:30 p.m. as they moved in on the apartment building. As of about 6:49 p.m., police were "dispersing somewhat" from the area, according to a user named BehemothBullTerrier. At around 6:55 p.m. "Behemoth" wrote: "It's over. No one was in the apt unit. That's a cop w/ the bomb robot."
Original post, 5:22 p.m. A police action on the south Berkeley border at Shattuck Avenue has been tying up traffic for hours and may not be resolved for many more.
According to the Oakland Police Department, at least one suspect in a shooting earlier in the day is barricaded inside an apartment on Shattuck. Thus far, police have been unable to establish communication.
Officer Johnna Watson, Oakland Police spokeswoman, said the incident began Friday afternoon at 12:26 p.m. when dispatchers started getting calls about a shooting at MacArthur Boulevard and Broadway.
One victim was taken to the hospital for a non-life threatening injury. Witnesses gave police both suspect and vehicle information, which led authorities to a home in the 6400 block of Shattuck Avenue, said Watson.
As of about 4:45 p.m., police had detained one suspect in the shooting, and were still trying to establish communication with a suspect or suspects inside a building. Watson said police had also questioned a woman in connection with the shooting, but had determined that she was not involved.
The police perimeter stretches from 66th down to 63rd, and from Dover over to Racine. Drivers, pedestrians and cyclists are being directed through narrow neighborhood streets. Police said safety is a key concern.
Watson said police had evacuated and surrounded buildings in the 6400 block of Shattuck. Police have not recovered a weapon, and are treating the suspect or suspects as armed and dangerous, Watson said.
The Oakland Police SWAT team is on site, but police continue to try to establish communication.
Would you like a digest of the day's Berkeley news in your inbox at the end of your day? Click here to subscribe to Berkeleyside's free Daily Briefing.


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We at The Guvnors' Assembly are rather keen on Mr Smith's offerings, a well-dressed gentleman with a penchant for bikes, a kindred spirit if ever there was one. We will however be the first to admit that his offerings can be a little pricey in these austere times.
The more astute amongst you may have realised by now that a fairly large sporting jolly is taking place this year in our Capital, to celebrate this bash the Isle of Man Post Office, no doubt chivvied along by the fact that the island boasts a chap who apparently is fairly handy on a bicycle, have commissioned a range of stamps from Mr Smith.
Seven different events are depicted on the stamps, however it is of course (in our humble opinion) the one depicting a bicycle that makes the collection a worthwhile purchase.
The compendium is available from the Isle of Man Post Office Website starting at a very reasonable £4.92 all the way up to £50 for the Special Collectors Book. The book is also available from the Paul Smith website.
So for the price of a couple of pints of London Pride, a philatelist can avail himself of a little artwork from a quintessential British designer.
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Grief and Bereavement Services
Recommended counseling and bereavement resources for your family.
Grief support services you can count on.
Perazzo's staff can recommend and connect families with trusting and caring grief counseling services in our area. In your time of grief, counseling is important in helping you to come to terms with the passing of a loved one.
Well trained and compassionate, the counseling groups we work with are there in your time of need.
Below, we have provided a list of various counseling resources that we have compiled over the years. Please be sure to consider contacting these organizations if you feel a need for counseling.
Check A Therapist's Credentials
NYS Professions: Online Verifications
New York State Education Department
Office of the Professions
State Education Building, 2nd floor
89 Washington Ave. Albany, New York 12234
Call: (518) 474-3817
Cancer-Related Bereavement
For family members who have cancer or whose loved one had cancer
275 Seventh Avenue, 22nd Floor, (between 26th and 27th Streets)
New York, NY 10036
Contact:Intake department or bereavement coordinator, Amanda Sutton, x6138 Leave message and they will call you back. 800- 813-HOPE
Cost: Call for info
Cancer Care offers groups to address the concerns of a variety of populations who are affected by any type of cancer, at any stage which includes:
- Bereavement Support for Partners and Relatives
- On-site groups, telephone support groups (800-813-Hope), and online support groups
- Cancer care offers more than 50 support groups each month, where people meet face-to-face, over the telephone, or online to discuss problems, gain support, and learn from other. Each of these groups is led by a professional oncology social worker from the staff of Cancer Care.
Calvary Hospital
1740 Eastchester Road Bronx, NY 10461
Contact: Dr. Sherry Shack, Director of Bereavement Services
Cost: Free
Groups are open to the community and run by professional pastoral counselors.
Gilda's Club NYC
195 West Houston St.
Contact: Anyone in the program department can be of assistance 212-647-9700
Cost: Free
Gilda's Club New York City Mission: To support, educate and empower individuals impacted by cancer and their families. Their free comprehensive cancer program includes support groups, educational lectures and workshops for individuals living with a cancer diagnosis, caregivers, and anyone grieving the loss of a loved one to a cancer-related illness – men, women, teens, and children. For more information, please call and find out when the next orientation meeting for new members is being held.
Hospice Foundation Of America (HFA)
2001 S St. NW #300
Washington, D.C. 20009
Call: (800) 854-3402
Fax: (202) 638-5312
HFA is a nonprofit organization that promotes hospice care and works to educate professionals and the families they serve in issues relating to care giving, terminal illness, loss and bereavement.
Memorial Sloan Kettering Hospital
1275 York Avenue
New York, NY 10021
Cost: None
Open to the community when the death is cancer- related. Groups run by a certified grief professional.
Types of Groups: loss of spouse, loss of an adult child, adult loss of a parent, adult loss of a sibling (or other important relationships). Ten weeks for one and a half hours each. These groups are held on Monday, Tuesday, Wednesday and Thursday evenings and are closed. There are also drop-in general bereavement groups held during the day.
Hospice Based Bereavement Services
Cabrini Hospice
Contact: Bereavement Coordinator, Ronnye Halpern CSW
227 East 19th Street, between 2nd and 3rd, 16th floor
New York, NY
Cost: None
Monthly drop-in group, every 2nd and 4th Tuesdays, 6:00 – 7:30
Groups run by professionals Visiting Nurse Service of New York
1250 Broadway, 17th floor
Bereavement Coordinator: Vince Corso
For Manhattan: Janet King
For The Bronx: Esther Rosario
Large variety of population specific groups
Groups run by professionals
Cost: None
Jacob Perlow Hospice
First Avenue at 16th Street
New York, NY 10003
Contact: Bereavement Coordinator, Benyamin Cirlin, CSW
(212) 420-4153
Cost: None
Twice monthly drop-in group
Fierman Hall
317 East 17th Street., 6th floor
Week closed group. Grief Reconciliation Seminar
Registration required. Available to members of the community in addition to family of hospice patients
Metropolitan Hospice and Jewish Hospice of Greater New York
6323 7th Ave Brooklyn, NY, 11220-4711
Contact Bereavement Coordinator: Frank Attanasia
Chaplain: Rabbi Charles Rudansky
Cost: None
Bereavement And Loss Center Of New York
168 West 86th St., Suite 1D New York, NY 10024
Call: (212) 874-4711
Call: (212) 799-9180
Fax: (212) 749-2481
E-mail: firstname.lastname@example.com
Hospice Services Outside of New York City
VNS Hospice of Suffolk
505 Main Street Northport, NY 11768
Contact: Andrea Fierro, RN, Bereavement Coordinator
(631) 261-7200 x316
Groups are held Friday afternoons, 4:00-5:00
Cost: None
The Compassionate Friends
The mission of The Compassionate Friends is to assist families toward the positive resolution of grief following the death of a child of any age and to provide information to help others be supportive.
Marble Collegiate Church
3 West 29th Street (Near 5th Ave.)
New York, NY 10001
Be sure to contact the chapter through their web site, or contact the national office, to confirm the meeting time, day, and location.
Hospice Care Network- Bereavement Centers
Large selection of population specific groups
Queens: (718)939-2273
Nassau: (516)832-7100
900 Merchants Concourse
Westbury, NY 11590
Suffolk: 631/666-6863
14 Shore Lane
Bay Shore, NY 11706
Hudson Hospice, Inc
93 Clark St., Jersey City, NY 07305
General bereavement groups
Cost: Free
General and Population-Specific Bereavement Groups
(212) 582-9100
Clearinghouse for all kinds of support groups
Telephone counselors are available Mon – Friday, 11:00-2:00 to match people with the most appropriate group. Self help bereavement groups for all situations are available in all boros. General Bereavement Group
Family Life and Respect Life Office
Pastoral Bereavement Program
(212) 371-1000, x3187
In every boro and most counties, non-denominational
Cost: None
Groups run by trained volunteers
National Council of Jewish Women
820 Second Avenue, 2nd floor (between 43rd and 44th streets)
New York, NY 10017-4504
tel: (212) 687-5030 ext. 10
website: www.ncjwny.org
Cost: none
general bereavement group for adult men and women group is generally held in the afternoons, 8 consecutive 90 minute sessions
Friends in Deed
594 Broadway, suite 706
tel: (212) 925-2009
website: www.friendsindeed.org
Cost: none (donations accepted)
Eric Schneider is a Pastoral psychotherapist who specializes in brief, short term therapy and has a special interest in group work.
Center for Loss and Renewal
Contact: Benyamin Cirlin, CSW
(212) 874-4711
168 W 86th St., #1D, NY
Individual and group counseling available
Cost: Call for info
The 92nd Street YMCA
1350 Lexington Avenue
New York, NY 10128
Groups for Widows/Widowers and for loss of parent
Cost: $100.00 for six sessions
The Bereavement Center of Tuckahoe
Contact: Mindy Farkas
(914) 961-2818 x365
Cost: call for info
See Calvary Hospital
Bereavement Services for Older People
(New York Service Program for Older People) Widowed Person's Service day and evening groups led by trained widowed persons
Contact: Barbara Danish, 787.7120
302 W 91st New York, NY
Cost: None
Next step groups are for those who have been widowed more than one year. Bereavement support group for adults who have lost a partner or spouse. There are day and evening groups available. All groups are 8-10 sessions. Under the direction of a qualified coordinator, trained volunteers, who are widowed, provide comfort, support, and understanding. They offer support groups and personal one-to-one support services.
Caring Community
20 Washington Sq. North New York, NY 100 11
(212) 260-6626
Fax: (212) 254-9636
E-mail: email@example.com
The agency provides a wide variety of social services to the elderly.
Parents and Siblings who have suffered the death of a child
For bereaved parents and their siblings
Groups are organized and run by parent survivors
Local Office – (212) 439-8111
Second Tuesday and 4th Tuesday at 7:00
Marble Collegiate Church
1 West 29th
Cost: None
212/795-9888 x143 for intake – Marilyn Comacho or Sheila Ramich at 632.4692
Groups for children who have lost a parent or significant other beginning at age 5-teens
Groups begin in the spring and the fall and are 12 weeks in duration
They are held from 4:15 -5:30 and there is a simultaneous educational group for parents
549 West 180th St., New York 10033
Cost: call for info
New York Jewish Healing Center
A Jewish Connections Program of JBFCS
850 Seventh Ave., Suite 1201
Contact: Myra Shendell, CSW
Cost: call for info.
850 Seventh Ave., Suite 1201, NY, 10019
Groups facilitated by a rabbi and a social worker
Groups are available for spouses, adult children, siblings, and parents who have lost an adult child.
A group is also available for Jewish Survivors of a Close One's Suicide
Contact: Rabbi Simkha Weintraub, CSW
212.399.2320 ext.215
Cost: None
Jacob Perlow Hospice
First Avenue at 16th Street
New York, NY 10003
Contact: Bereavement Coordinator, Benyamin Cirlin, CSW
(212) 420-4153
Cost: None
Twice monthly drop-in group
Fierman Hall
317 East 17th Street., 6th floor
Week closed group. Grief Reconciliation Seminar
Registration required. Available to members of the community in addition to family of hospice patients
Metropolitan Hospice and Jewish Hospice of Greater New York
6323 7th Ave Brooklyn, NY, 11220-4711
Contact Bereavement Coordinator: Frank Attanasia
Chaplain: Charles Rudinsky
(718) 921-7900
Cost: None
Chai Lifeline
Telephone conference groups led by a social worker
also bereavement retreats
Contact: Rabbi Moshe E. Bomzer
(212) 699-6646
Cost: None
151 West 30th St. New York, NY 10001
The Jewish Center for Spiritual Care of the New York Board of Rabbis
Spiritual Care Hotline and Pastoral Visiting Program
136 E 39th St
Contact: Rabbi Debrah Cohen or Rabbi Joshua Zlochower
For residents of the East Side of Manhattan and Queens who are homebound and alone. The rabbis will make home visits to offer spiritual support and make referrals to other services
Cost: none
212/795-9888 x143 for intake – Marilyn Comacho or Sheila Ramich at 632.4692
Groups for children who have lost a parent or significant other beginning at age 5-teens
Groups begin in the spring and the fall and are 12 weeks in duration
They are held from 4:15 -5:30 and there is a simultaneous educational group for parents
549 West 180th St., New York 10033
Cost: call for info
Graham-Windham Manhattan Mental Health Center
274 West 145th St., 2nd Fl.
New York, NY 10039
Contact: Kate Sherman, CSW
(212) 368-4100 x22
Groups held Thursdays 4:00 – 5:00
For girls and boys ages 10 – 13
Uses psychodrama, and action methods to facilitate the grief process
Cost: call for info
See Chai Lifeline
See Visting Nurse Service of New York – groups for children
The Sanctuary
2 Washington Square
Lobby Suite South
Larchmont, NY 10538-1448
contact: Amy Liebman-Rapp
tel: (914) 834-4906
website: www.thesanctuaryforgrief.org
seminars on loss and grief for children and teens bereavement groups for students individual grief counseling for children and adults resource material
Payne Whitney Clinic
528 East 68th Street
New York, NY 10021
Weill Cornell Westchester
21 Bloomingdale Road
White Plains, NY 10605
Lesbians and Gay Men
208 West 13th Street
New York, NY 10011
Contact Doneley Meris for an intake assessment,
(212) 620-7310 ext.277
Cost: free
Women's Grief Support group, Thursdays, 6:00-7:30
Men's Grief Support group, Wednesdays, 6:00-7:30
Gay Men's Health Crisis
119 West 24th Street
New York, NY 10011
Mental Health Services, (212) 367-1165
Living after loss group, 10 week group
See Visiting Nurse Service: Gay and Lesbian Bereavement Group
Contact: Donna Danrille
(212) 290-3923
SAGE (Senior Action in a Gay Environment)
contact: Allan: (212) 741-2247 ext. 229
208 West 13th St.
New York, NY 10011
Provides mutual support to older gay men and lesbians who have lost their life's partner or who are caring for their partner who is gravely ill. Screening before attending first meeting.
Survivors of Suicide
120 Wall Street, 29th Floor
New York, NY 10005
Survivors of Homicide
(513) 721-5683
Spanish Language
See Calvary Hospital
General Bereavement group for Spanish-speakers meets the third Thursday of the month.
(212) 305-4562
Contact: Lucy Wicks
Cost: Sliding scale/Medicaid/Insurance
710 W. 168th St., 6th Floor
New York, NY 10032
For adolescents:
(212) 305-7257
Contact: Sheila Ryan
Cost: call for info
622 W. 168th St. Room 619N
New York, NY 10032
Gay Men's Health Crisis
119 West 24th Street
New York, NY 10011
Mental Health Services, (212) 367-1144
Contact: Anya Seltenheim, (212) 367-1141
Living after loss group, 10 week group
Individual Bereavement Counseling (Medicaid/Medicare)
Union Settlement Corporation
Johnson's Counseling Center
2089 Third Avenue
New York, NY 10029
(212) 828-6144
The Postgraduate Center
138 East 26th Street, 4th Floor (between Lexington and Third Avenue) New York, NY 10010
See also Jewish Board of Family and Children's Services Individual grief counseling is available.
Medicare/Medicaid accepted
See Cancer Care. Deceased or bereaved must have had cancer. Assessment will determine plan of care
"The staff was very attentive to our needs and requirements especially since our needs kept changing."
Nelson M.
"They made our family and friends feel at home and cared for us more than anyone expected. Their staff took photos of all the flowers and the gift cards so I could know what I was thanking people for. This was a great help. Everyone was very courteous and professional, but also compassionate."
Benedict R.
"They reached out to the recommended florist to ensure I received excellent service. They handled every detail with class, style and understanding. This is an amazing organization that did everything perfectly and helped me significantly at a very difficult time."
Michael G.


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Sometimes a preemie doesn't need to be hooked up to 10 different machines to be given the chance to survive.
When Carolyn Isbister put her 20oz baby on her chest for a cuddle, she thought that it would be the only chance she would ever have to hold her. Doctors had told the parents that baby Rachel only had only minutes to live because her heart was beating once every ten seconds and she was not breathing.
Mrs. Isbister remembers saying:
"I didn't want her to die being cold. So I lifted her out of her blanket and put her against my skin to warm her up. Her feet were so cold.
"It was the only cuddle I was going to have with her, so I wanted to remember the moment." Then something remarkable happened. The warmth of her mother's skin kick started Rachael's heart into beating properly, which allowed her to take little breaths of her own.
"We couldn't believe it – and neither could the doctors. She let out a tiny cry."
"The doctors came in and said there was still no hope – but I wasn't letting go of her. We had her blessed by the hospital chaplain, and waited for her to slip away.
"But she still hung on. And then amazingly the pink colour began to return to her cheeks."
"She literally was turning from grey to pink before our eyes, and she began to warm up too."
The sad part is that when the baby was born, doctors took one look at her and said 'no'.
"They didn't even try to help her with her breathing as they said it would just prolong her dying. Everyone just gave up on her," her mom remembered. Ian Laing, a consultant neonatologist at the hospital, said: "All the signs were that the little one was not going to make it and we took the decision to let mum have a cuddle as it was all we could do.
"Two hours later the wee thing was crying. This is indeed a miracle baby and I have seen nothing like it in my 27 years of practice. I have not the slightest doubt that mother's love saved her daughter."
Rachael was moved on to a ventilator where she continued to make steady progress.
Miss Isbister said: "The doctors said that she had proved she was a fighter and that she now deserved some intensive care as there was some hope.
"She had done it all on her own – without any medical intervention or drugs.
"She had clung on to life – and it was all because of that cuddle. It had warmed up her body enough for her to start fighting."
Because Rachel had suffered from a lack of oxygen doctors said there was a high risk of damage to her brain. But a scan showed no evidence of any problems.
After just 5 weeks she was taken off the ventilator and four months she was released home.
She is currently doing well and enjoys cuddles, which her parents give whenever possible.
When a parent holds their baby on their chest – skin to skin it is referred to as Kangaroo Mother Care.
The benefits for all babies on KMC are that they stabilize faster on skin to skin care than in the incubator (they do not stabilize in the incubator in the first six hours of life)Then KMC babies have stable oxygen rates and breathing. The heart rate is stable. The temperature is most stable on the mother ( in skin to skin care the mothers chest automatically warms to warm a cold baby, and the mothers core temperature can drop if her baby has a temperature.)
You can read more about it at kangaroomothercare.com


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• tucker •
têk-ê(r) • Hear it!
Part of Speech: Verb, Noun
Meaning: 1. (Verb; US Regional slang) To tire completely, to exhaust, to fully wear out. 2. (Noun; Australian slang) Food.
Notes: Every now and then we like to toss in a popular slang or regional term and today we have just the word for that category: tucker as in "plumb tuckered out". This phrase is still moderately common down South, especially in the Southwest. Plumb in that phrase is just as interesting. Anything that is plumb is absolutely vertical, perfectly aligned, so it is easy to see how in some areas it became a synonym of absolutely and perfectly.
In Play: In addition to a geographical region where this word is heard, there is a generational region as well. Those of us in the upper age levels will be heard saying things like: "I don't like riding these new-fangled bicycles that don't even have wheels because they tucker me out something awful and I don't even get anywhere!" In Australia, you might hear something like this: "Tucker tucked away almost all the tucker before the party began."
Word History: A tucker was someone who finished woven materials by stretching them on tenters. Tuckers 'tucked', that is, stretched to the limit, newly woven cloth before putting it on sale. Plumb tuckered out would be the state of someone who had just been stretched to their limit, as though on a rack. (Today's Good Word is dedicated to one of my childhood heroes, actor George 'Gabby' Hayes [1885-1969], pictured at the left, who often found himself "plumb tuckered out" from supporting the leading man in the 190 mostly western movies he played in.)
P.S. - Register for the Daily Good Word E-Mail! - You can get our daily Good Word sent directly to you via e-mail in either HTML or Text format. Go to our Registration Page to sign up today!
Come visit our website at <http://www.alphadictionary.com> for more Good Words and other language resources!


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text: Rural, rustic Romania. A country with the beauty of mountainous landscapes, UNESCO World heritage site Saxon villages and agricultural practices which are reminiscent of the rest of Europe a few decades ago. The people are friendly and very hospitable. Romania is forested and has some of the largest populations of lynx, bear and wolf found anywhere in Europe. Maramures, Viscri, Sibiu and Sighi Soara whould be on anyone's travel itinerary. It is, perhaps, the hidden gem of Europe!Read More


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Global Vertical Quenching Machine Market Report 2019, Competitive Landscape, Trends and Opportunities
SKU ID : Maia-14133811 | Publishing Date : 24-Apr-2019 | No. of pages : 131
The report mainly studies the size, recent trends and development status of the Vertical Quenching Machine market, as well as investment opportunities, government policy, market dynamics (drivers, restraints, opportunities), supply chain and competitive landscape. Technological innovation and advancement will further optimize the performance of the product, making it more widely used in downstream applications. Moreover, Porter's Five Forces Analysis (potential entrants, suppliers, substitutes, buyers, industry competitors) provides crucial information for knowing the Vertical Quenching Machine market.
Major players in the global Vertical Quenching Machine market include:
Changchun Research Institute
EMA Indutec
Wuhan Han's Goldensky
On the basis of types, the Vertical Quenching Machine market is primarily split into:
Type 1
Type 2
Type 3
On the basis of applications, the market covers:
Application 1
Application 2
Application 3
Geographically, the report includes the research on production, consumption, revenue, market share and growth rate, and forecast (2014-2026) of the following regions:
United States
Europe (Germany, UK, France, Italy, Spain, Russia, Poland)
Southeast Asia (Malaysia, Singapore, Philippines, Indonesia, Thailand, Vietnam)
Central and South America (Brazil, Mexico, Colombia)
Middle East and Africa (Saudi Arabia, United Arab Emirates, Turkey, Egypt, South Africa, Nigeria)
Other Regions
Chapter 1 provides an overview of Vertical Quenching Machine market, containing global revenue, global production, sales, and CAGR. The forecast and analysis of Vertical Quenching Machine market by type, application, and region are also presented in this chapter.
Chapter 2 is about the market landscape and major players. It provides competitive situation and market concentration status along with the basic information of these players.
Chapter 3 provides a full-scale analysis of major players in Vertical Quenching Machine industry. The basic information, as well as the profiles, applications and specifications of products market performance along with Business Overview are offered.
Chapter 4 gives a worldwide view of Vertical Quenching Machine market. It includes production, market share revenue, price, and the growth rate by type.
Chapter 5 focuses on the application of Vertical Quenching Machine, by analyzing the consumption and its growth rate of each application.
Chapter 6 is about production, consumption, export, and import of Vertical Quenching Machine in each region.
Chapter 7 pays attention to the production, revenue, price and gross margin of Vertical Quenching Machine in markets of different regions. The analysis on production, revenue, price and gross margin of the global market is covered in this part.
Chapter 8 concentrates on manufacturing analysis, including key raw material analysis, cost structure analysis and process analysis, making up a comprehensive analysis of manufacturing cost.
Chapter 9 introduces the industrial chain of Vertical Quenching Machine. Industrial chain analysis, raw material sources and downstream buyers are analyzed in this chapter.
Chapter 10 provides clear insights into market dynamics.
Chapter 11 prospects the whole Vertical Quenching Machine market, including the global production and revenue forecast, regional forecast. It also foresees the Vertical Quenching Machine market by type and application.
Chapter 12 concludes the research findings and refines all the highlights of the study.
Chapter 13 introduces the research methodology and sources of research data for your understanding.
Years considered for this report:
Historical Years: 2014-2018
Base Year: 2019
Estimated Year: 2019
Forecast Period: 2019-2026
Frequently Asked Questions
This market study covers the global and regional market with an in-depth analysis of the overall growth prospects in the market. Furthermore, it sheds light on the comprehensive competitive landscape of the global market. The report further offers a dashboard overview of leading companies encompassing their successful marketing strategies, market contribution, recent developments in both historic and present contexts.
- By product type
- By End User/Applications
- By Technology
- By Region
The report provides a detailed evaluation of the market by highlighting information on different aspects which include drivers, restraints, opportunities, and threats. This information can help stakeholders to make appropriate decisions before investing.


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Series 85224District Court (Fifth District : Juab County) Declarations of intention record books
Dates: 1896-1958.
0.50 cubic foot and 2 microfilm reels
These records are housed in the Utah State Archives' permanent storage room.
Scope and Content
To become a citizen of the United States, an individual normally filed a "declaration of intention to become a citizen" at least two years prior to applying for citizenship. The next step was the naturalization hearing at which the candidate and witnesses either made oral statements or filed written petitions and affidavits attesting to the applicant's character, worthiness to become a citizen, and the validity of statements made to the court. If the judge found the applicant eligible to become a citizen, an oath was administered and the individual renounced his former citizenship. At this point a certificate of citizenship was issued documenting the fact.
These volumes contain declarations of individuals' intentions to become United States citizens. The first forms contain blanks only for the individual's name, sovereign, date, and signatures of the individual and the clerks witnessing his statement.
Beginning in 1906, the Bureau of Immigration and Naturalization of the Departmentof Commerce and Labor (later the Naturalization Service of the U.S. Dept. of Labor) furnished the court clerks with the necessary blank forms. The forms were furnished in bound volumes as a court record. Each volume was to be indexed and the declarations numbered consecutively beginning with number 1 in volume 1. Loose sheets were also furnished so the duplicate copy could be given to the declarant and the triplicate copy mailed to the Bureau of Naturalization.
The forms contain blanks for the name and location of the court; the individual's name, age, occupation, color, complexion, height, weight, hair color, eye color, visible distinctive marks, birthplace, birthdate, and current residence; the location from which he emigrated to the United States and the vessel name; his last foreign residence; the name and title of the ruler to whom he would be renouncing allegiance; and the port and date of arrival in the United States.
By 1917, additional blanks were inserted to record hismarital status, and if married, his wife's name (altered to "spouse's name" after 1922 when married women could seek citizenship on their own instead of automatically assuming the nationality of their husbands), birthplace and residence. He was to take an oath that he was not an anarchist or polygamist, and that it was his intention to become a United States citizen and make the country his permanent residence. Blanks were provided for his signature and for the date and signature of the court clerk who witnessed his oath.
By the 1930s, more blanks were added for sex, race, present nationality; marriage date and place along with the spouse's birthdate and date and place of entrance to the United States; the number of children with their names, birthdate, birthplace, and residence; any previous declaration of intention, with number, location, and court; and his or her name at entry.
In 1941, the Immigration and Naturalization Service was moved to the U.S. Department of Justice. Asentence was added regarding any departures from the United States with a table in which to record dates of departure and return, the ports used, and the vessel name. The anti-polygamy clause was dropped from the oath, but the statement regarding anarchy was expanded. In 1952, the filing of a declaration of intention became an optional rather than a mandatory step in naturalizations.
The series was begun at statehood in 1896 when Juab County moved to the fifth judicial district, and the district courts began keeping records separately in each county. In 1977, the county was moved to the fourth judicial district.
Chronological. After 1906 also numerical by case number. Volume 3 is in reverse chronological and numerical order.
Related Records
Certificates of citizenship record books from the District Court (First District), Series 83895, of the 1st District Court may contain final naturalizations of Juab County residents issued during the territorial period as Juab County was in the 1st judicial district from 1859-1896.
Declarations of intention record books from the District Court (First District), Series 85113, of the 1st District Court may contain declarations filed by Juab County residents during the territorial period, as Juab County was in the 1st judicial district from 1859-1896.
Naturalization record books from the District Court (Fourth District : Juab County), Series 85178, contain final naturalizations issued by the same court and may include records of individuals who filed their declarations here earlier.
Preliminary citizenship examination lists from the District Court (Fourth District : Juab County), Series 85179, contain a list of recommendations on naturalization and may include records of some of those individuals who earlier filed their declarations of intention with the court.
Citizenship certificate stubs from the District Court (Fifth District : Juab County), Series 85180, log declarations contained in this series along with other brief data.
Additional Forms
This series is available on microfilm.
Access Restrictions
This series is classified as Public.
Preferred Citation
Cite the Utah State Archives and Records Service, the creating agency name, the series title, and the series number.
Finding Aids
Indexes: Each volume has its own index. Entries are alphabetical by the first letter of the individual's surname. , covering from March 24, 1896 thru 1951.
Indexing Terms
- Declaration of intention--Utah--Juab County.
- Naturalization--Utah--Juab County.
- Emigration and immigration--Utah--Juab County.
- Citizenship--Utah--Juab County.
Page Last Updated .


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Suez so͞oĕz´ [key], city (1996 pop. 417,610), NE Egypt, at the northern end of the Gulf of Suez and at the southern terminus of the Suez Canal. An important port with extensive facilities, it is also a refueling station, a holding area for ships entering the canal, and a center for the storage and refining of oil. Petroleum products, paper, and fertilizers are major manufactures. Suez is linked by rail with Ismailia and Cairo; oil is conveyed by pipelines to Cairo and Alexandria. The city is also a departure point for pilgrims on their way to Mecca.
Although the site of the city was occupied in antiquity, Suez was little more than a small village throughout most of its history. In the 16th cent. it became a naval and trading station under the Ottoman Turks. After the completion (1869) of the Suez Canal the city became a major port. Its economy suffered during the periods that the canal was closed following the Arab-Iraeli Wars. Suez became a tax-free industrial zone after the canal permanently reopened in 1975.
The Columbia Electronic Encyclopedia, 6th ed. Copyright © 2023, Columbia University Press. All rights reserved.
See more Encyclopedia articles on: Egyptian Political Geography


text:
MICRO Vortex Generator Kit for the Cessna 205 Series is FAA STC approved and ready for installation on your airplane. The Micro VG Kit includes the STC, VGs, installation tools, computer cut templates, detailed illustrated drawings and instructions, and Loctite® AA 330™ adhesive for installing the vortex generators on your airplane.
|Stall Speed % Reduction
|Forward CG:
Testimonial / Endorsement
FAA Test Pilot Dean Melton had this to say about Micro VGs: • "You can fly slower & fly smoother" • "Helps in landing, much better elevator" • "Better Control, --- real solid right at stall" • "Solid instrument platform, much better" • "Much smoother ride in turbulence, --- great improvement here" • "You've got a great product"


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What is a curator?
Every so often I'll meet someone who asks me what I do; this draws the response "I'm a natural history curator"*. Sometimes I will then be faced with the dreaded follow-up question "what does that mean?"
I hate it when this happens, because the curatorial role involves lots of different things and it can be hard to summarise them in any kind of concise and intelligible way. Different museums expect different things from curators, which will usually depend on the rest of the staffing structure. So when I answer I can only really answer for myself and what I think MY curatorial role entails.
The most obvious responsibility is "curating collections", which is not actually an explanation in any meaningful way. To curate more or less means to "take care of", but these days the museum sector has become professionalised and there are other specialists who take on much of the duty of care; conservators, collections managers, documentalists and so on.
What I bring to the care side of things overlaps with these roles, but my spin is to bring subject specialist knowledge to the mix.
This allows me to help other departments by providing them with useful information. For example, non-specialist staff will largely have to go by what's written on an object label, whereas I am expected to check that information and challenge old taxonomy and misidentifications. I may also provide additional or new information about objects by researching their history or identifying parts of their composition.
A nice illustration of this can be seen in these two objects – one from the Horniman Museum & Gardens' Anthropology collection (top) and one from the Natural History collection (bottom):
The Natural History specimen had originally been mislabelled by the original supplier as the skull of an Andean Condor from Bolivia, which I had spotted and corrected to Lappet-faced Vulture (a species from Africa) after a bit of research. The Anthropology specimen was originally identified as being an 'eagle skull' charm from Nigeria and it was simple to provide a more detailed species identification after having done the work on the Natural History specimen.
This sort of fact-checking and enrichment of data is essential for museums if we are to provide an accurate, reliable and authoritative resource for our audiences.
The same need for fact-checking also applies to quality television programmes, so it is perhaps unsurprising that museum curators will often be involved in documentaries, either as a presenter (like George McGavin or Richard Fortey), an expert that gets wheeled in to provide context (I think all curators have done this!), or as a shadowy figure behind the scenes baby-sitting an object or advising on content (I was scientific advisor for Ben Garrod's excellent Secrets of Bones for example and I have fond memories of fiercely guarding an Indian Elephant leg at the filming of the Royal Institution's Christmas Lecture "Why Elephant's Can't Dance").
I'm all for getting collections used like this, since I think that the real value of collections lies in their use. This may be scientific, educational or artistic use – it doesn't matter which, as long as the use doesn't significantly compromise the objects and contributes to a wider understanding or appreciation of the world. In some cases you can manage both – a project I've been involved in with fine art photographer Sean Dooley is a good example of this.
Another large part of what I do is science communication. Museums were one of the earliest methods by which the general population could access decent quality information about the wider world and, despite the rise of the telly, museums still serve as an important interface between the academic world and the public.
This means that I get to research topics (in varying amounts of detail) that are relevant to our collections and audiences and produce exhibitions, give talks and write articles communicating that research. Sometimes this will be somewhat on the dry side (like a methodological paper about measuring skulls), while other times it will be a bit more fun, like my stint as #ExtremeCurator:
For me science communication and museum advocacy goes beyond the museum walls and 9-5 working hours, so I also organise free monthly science-related events in a London pub, I'm a trustee of the Natural Sciences Collections Association, I do evening talks all around the UK, I tweet and of course I am a #MuseumBlogger here at Zygoma.
This last activity has been both hard work and incredibly enjoyable. The hard work comes from the discipline required to organise and write a weekly blogpost, while the enjoyment has come from the fantastic community that has developed around the Friday Mystery Object posts (which have now been running for about five years). I've found that my knowledge has increased a huge amount and I've been able to encourage and help support other people in their interest.
My favourite example of this is Jake, who has been reading my blog since he was seven! Now he's twelve and has already published an incredible book on bones that I was lucky enough to be able to help with. It's the unexpected things like this that make blogging so worthwhile and which make my job the best job in the world!
*my job title is actually "Deputy Keeper of Natural History", but that's a term even less familiar than "curator".


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Morning Minutes: March 2
Word of the Day
Panglossian pan-GLAH-see-un (adj.) Marked by the view that all is for the best in this best of possible worlds; excessively optimistic -- www.merriam-webster.com
Web Site of the Day
Read Across America
In conjunction with Dr. Seuss' birthday, Read Across America encourages all children to celebrate reading. This site has kids activity ideas, a song and even a "readers oath." For adults, there are booklists and other resources to help involve your children.
Number to Know
16: In a 2000 list by Publishers Weekly of the 100 best-selling children's books of all time, 16 were by Theodore Geisel, aka Dr. Seuss. Geisel was born on this date in 1904.
This Day in History
March 2, 1962: Wilt Chamberlain sets the single-game scoring record in the National Basketball Association by scoring 100 points.
Today's Featured Birthday
Musician Jon Bon Jovi (48)
Daily Quote
"I like nonsense, it wakes up the brain cells. Fantasy is a necessary ingredient in living, it's a way of looking at life through the wrong end of a telescope. Which is what I do, and that enables you to laugh at life's realities." - Theodor Geisel, aka Dr. Seuss


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Real Estate Statistics
Financing Solutions
Gorham-College Manor Real EstateLong ago, the area of the Region of York and around what is now known as Newmarket became a great way to travel between Lake Simcoe and Lake Ontario for its positioning along the East Holland River. The Lieutenant Governor of Upper Canada of the time decided that the route along the Newmarket area was the easiest trail to traverse in an easterly direction. In the late 17th Century, this government official decided to begin developing and constructing Yonge Street along the old trail beginning it at Toronto Bay and letting it extend to what is now called Holland Landing in the northern area. Settlement of the area happened quite quickly and by an unlikely band of Quaker people from Vermont, US in 1800. The Holland River was the perfect place to construct a mill and dam off a portion of the river to create a pond to power the mill (now known as Fairy Lake). In no time at all, homes, shops, a tannery and a distillery were in place which drew more people (and more mills being built) into the area and it officially became a village by 1857. The river provided such a grand position, that the 'downtown' area was centered around it, not closer to the newly built Yonge Street, which by now Newmarket was incorporated as a town (1880). Growing substantially and well into the 19th Century, the name Newmarket derived from the full time market that sat in the downtown area…Newmarket.Borders for Newmarket are shared with Whitchurch-Stouffville in the east, East Gwillimbury in the north, King in the west and Aurora in the south. Sitting north of the city of Toronto and within the Greater Toronto Area and part of the Golden Horseshoe, Newmarket is one of the best municipalities to live in, work in and play in. The easy access to surrounding municipalities and the city of Toronto itself makes for a highly enticing area to invest in…long term. Newmarket has beautifully maintained its downtown heritage conservation district for over 100 years, which lends to the charm of Newmarket. Culture and business commerce has added a fantastic blend to this already gorgeous town. The real estate market is just as attractive, with bungalows, detached and semi-detached houses, townhouses and country homes, there are very little restrictions on what will please any home buyer. Open spaces within larger lots are a commercial investors dream and optional vacant lots are beckoning to developers with future visions of homes within the Newmarket area.Newmarket goes beyond a family-friendly presence; this town's commitment to ideal access to plenty of amenities and facilities for all ages is apparent in the 15 elementary schools, 4 secondary schools, 6 Catholic elementary schools and 1 Catholic secondary school. One Christian elementary school (private) and Pickering College & Seneca College are also available. Southlake Regional Health Centre is the main healthcare center for Newmarket.Connecting directly to the city of Toronto through a variety of transportation options, Newmarket's residents have the ease of working within the city with an easy commute to and fro. Drivers can utilize Davis Drive or Vivian Road/Mulock Drive, go to Highway 404 to connect to Highway 400 by using the Highway 9. York Region Transit service, VIVA Blue service, VIVA Yellow service and GO Transit service (Newmarket GO Station) all meet up with Toronto Transit at different points in routes. For residents that work handy to their homes in Newmarket are fairly keen on using some of the trails via cycling for traversing the town (the most popular and convenient for lengthy travel is the Tom Taylor Trail as it starts at the border of Aurora/St. John's side road, extends north through the downtown core and makes its way to Holland Landing within East Gwillimbury). The Oak Ridges Moraine hosts the most southwestern part of Newmarket and falls under the protection of the Greenbelt.Known for its historical and architectural significance, Newmarket possesses many sites of interest that are sprinkled all over the town. Some of the more interesting sites are (and located within Main Street) are: Roadhouse and Rose building, Cawthra House, Doane House, Trinity United Church, William N. Starr building, King George Hotel, Old Newmarket Town Hall and Courthouse, Rogers House, Charles Hargrave Simpson building, Robert Simpson Store and the Canadian National Railway building. Other places of interest are the Newmarket Theatre, the Newmarket Riverwalk Commons, Funnery Play Park and Café, Elman W. Campbell Museum.Fun sidebars found in Newmarket include the Arch Brewing Company, Kids at Sea, Of Rock & Chalk Indoor Rock Climbing Gym, Holland Marsh Wineries, Upper Canada Mall and Fairly Lake Park. The St. Andrew's Valley Golf Club is a big hit with residents who love to indulge in golfing. Other sports complexes offer swimming, sports facilities and courts. Whether indoors or outdoors, Newmarket is the place to call home.
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