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In-car video cameras have long been atypical perks on law enforcement vehicles in North Carolina, rather than standard features.
In-car video cameras have long been atypical perks on law enforcement vehicles in North Carolina, rather than standard features.
But the benefits they provide in visual evidence of arrests and traffic stops, and in answering public questions about police activity, are turning them into a priority.
State legislators are making a concerted push to have every N.C. Highway Patrol vehicle outfitted with the cameras soon. And local police departments are searching for more ways to pay for the upgrades, despite the high cost of the hardware.
�We want to get all of our cars outfitted,� said Gastonia Police Sgt. Chad Hawkins. �But it just takes time and money.�
Gastonia City Council members took another step in doing that Tuesday. They approved a police department request to use almost $119,000 in federal asset forfeiture money, as well as a Justice Assistance Grant, to spend $188,000 on new in-car video devices.
That will allow the city to buy 40 of the wireless video units, which cost $4,705 each, from Kustom Signals of Lenexa, Kan.
The city has 123 marked police vehicles, 26 of which are already equipped with a wireless or DVD-based, in-car video system. More than half of the department�s fleet will be equipped with cameras after the new hardware is installed.
�So we�re making progress,� said City Manager Ed Munn. �This is a big step forward.�
Gaston County District Attorney Locke Bell is an avid supporter of the technology.
�Any time you can give the judge and jury more information, it�s a good thing,� he said.
New bells and whistles
Years ago, a handful of Gastonia�s police cars had cumbersome, VHS tape-based camera systems. Ten of those have since been replaced with DVD units that are still in use.
The wireless units the city is purchasing allow the footage recorded each day to be automatically downloaded when an officer pulls into the police department or a designated �hot spot.� It simplifies the process of getting the recorded video to supervisors, said Hawkins, who oversees the traffic division and the camera evidence.
�It�s more difficult to manually download all those videos, especially as you get cameras in more cars,� he said.
Footage that isn�t needed is purged from the system after a certain time, while other video is retained for investigations or trials.
The wireless cameras are positioned near the sun visor on the passenger side of the police car. The camera eye can be rotated to face outside of the car, or to record interior activity. A monitor on the rearview mirror allows the officer to see what the camera is recording.
Hawkins said they try to ensure that cars with cameras are spread out as evenly as possible across the city, to ensure multiple shifts and zones share the technology.
The benefits are undeniable, particularly if there is a police incident that involves some use of force, he said. Such footage is valuable for everything from DWI cases to more serious events, he said.
�There are many benefits to it for everyone because it tells the story,� said Hawkins. �You can tell something, you can write about it, but when you can actually see it, it makes it that much better.�
Gradual upgrades
The Gaston County Police Department has 85 to 90 marked vehicles, and two or three of them had in-car, DVD-based video cameras at one point. The hardware was purchased with a grant, but Chief James Buie said it stopped working at some point.
�When they broke down, we never got them fixed,� he said. �It was too cost-prohibitive to do it.�
But Buie said there�s no questioning the value of such technology.
�I think every law enforcement agency can justify the need,� he said.
Not long ago, only about 10 percent of the N.C. Highway Patrol�s vehicles were equipped with in-vehicle cameras, said Sgt. D.L. Litaker of the Gaston County trooper station.
�Now it�s at least 50 percent,� he said. �What we�ve been told is our entire fleet will have in-car cameras � probably within a year. It�s something legislators are pushing.�
State leaders are following the lead of places such as South Carolina, where the entire highway patrol�s fleet is equipped with cameras, Litaker said.
Ninety-five percent of the time, such video capability aids law enforcement, Litaker said. He estimated that the other 5 percent of the time, it exposes wrongdoing by officers in the line of duty.
Such footage can be a double-edged sword, because people watching a video repeatedly after the fact can make unfair judgments on how an officer should or shouldn�t have reacted in a tense, split-second situation, Litaker said.
�And when you�re in the heat of the moment, there are so many things a camera can pick up that a human eye cannot,� he said.
You can reach Michael Barrett at 704-869-1826 or twitter.com/GazetteMike.


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subset: commoncrawl


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To log in, enter your library card number in the User ID field. Your card number is located on your library card (eg. K0000000, S0000000). If your card begins with 9, please add a 0 to THE end of your card number. By default, your password will be your Date of Birth (eg DDMMYYYY). Once you have logged in, please change your password by clicking the 'Change Password' link on the side menu.
If you are unable to log in please contact your Library for assistance.
Reservation costs are $2.50 per item for Shoalhaven members and $3.00 per item for Kiama members.


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An error message like the following is displayed on your Xbox 360:
System Error: Contact Xbox Customer Support
Error code E65
This means there may be a problem with the console hardware.
Try the following steps:
Use our Flashing Lights Solution. Choose one flashing light as the problem and follow the steps in the solution.
If these steps don't resolve the problem, you'll need to request a repair. Learn how to request a repair.
Repair or warranty questions? See Xbox 360 repair: Frequently asked questions.
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Here's a strange twist to the already abnormal Kegasus story: he's played by John C. Bailey, a D.C. actor who has been "20 [years] clean and sober," according to this Deadspin story.
If Kegasus is indeed Bailey — he denied it to Deadspin's Dave McKenna but the website links to this online resume as proof — then it's an interesting fit for a character whose "favorite scent" is "draft beer," according to his bio.
I emailed Katherine Dodson of Elevation advertising agency — the company responsible for the Kegasus promotion — but I have not received a response yet. If and when I do, this post will be updated.
And this is stating the obvious but Bailey is an actor, playing a character, so this shouldn't cause any exisential crises or utter shock. Still, it's a surprising tidbit surrounding a polarizing Maryland "figure" whose story keeps getting weirder. No word on if UniCarl feels betrayed.
So the bottom line: if you see Kegasus on Saturday, you can give him a high-five, but don't offer him a beer to chug.
Watch Bailey star in a commercial against drunk driving, of all things, below.


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'The a--hole factor'
Back-bench freshmen Justin Amash, Tim Huelskamp and David Schweikert are gaining martyr status among conservative activists after they were "purged" from House committees for what they say is a matter of sticking to their principles on tough votes.
But some of their colleagues say the trio got yanked by the leadership-driven Republican Steering Committee because they're jerks — or worse.
Story Continued Below
In an interview with POLITICO, one member of the Steering Committee called them "the most egregious a—holes" in the House Republican Conference.
( Also on POLITICO: Booted House members complain to Boehner)
The argument: This went beyond voting records. The members who were booted made life harder for other Republicans by taking whacks at them in public for supporting the team, according to Republican sources familiar with the Steering Committee's decision.
In a closed-door meeting of the House Republican Study Committee on Wednesday, Amash and Huelskamp argued that they had been unfairly targeted for their conservative voting records, complaining that the leadership used a "secret scorecard" to rate their loyalty.
( Also on POLITICO: Boehner: Scorecard not behind committee purge)
Rep. Lynn Westmoreland, a conservative who is close to party leaders, told them that "the a—hole factor" came into play in the Steering decision.
"He said that it had nothing to do with their voting record, a scorecard, or their actions across the street [meaning fundraising]," Westmoreland spokeswoman Leslie Shedd told POLITICO. "It had to do with their inability to work with other members, which some people might refer to as the a—hole factor."
Shedd said her boss didn't intend to call anyone a name and acknowledged later to her that "perhaps he should have said obstinate factor instead and wanted me to reiterate that he did not and would not call another member of Congress an a—hole."
Huelskamp called it a "typical Backroom deal." When asked why other conservatives didn't suffer the same fate, he said "ask John Boehner, he's the one in the room. Ask Kevin McCarthy, he's the one with the scorecard."
"The purge" has gained mythic status in conservative circles, a sign to some that Republican leaders are so detached from the base that they are anxious to punish anyone who points it out.
( Also on POLITICO: Right ballistic over John Boehner 'purge')
The fight has obscured an important shift in insider House politics, as these were the first members pulled off committees as punishment for political or personality reasons in nearly two decades. Even Tom DeLay, the fearsome majority leader known for hardball tactics, drew the line there.
By exacting retribution, party leaders sent a strong message to the Republican rank and file that they won't tolerate members of the conference attacking each other in public. That's a welcome message for some lawmakers who had urged leaders to attach consequences to working against the goals of the party.


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Cross-posted from the Goal Keeping DBA blog:
Personal appearance matters. We all know this. Yet a lot of times we don't give it the attention that we should. As I've struggled with severe migraines over the last year or so, personal appearance was one of those things I did enough to be acceptable. But in thinking about my goals for this year, I realized that paying attention to my personal appearance is something I need to do.
Way back when I was a Citadel cadet, one of the things I learned as a freshman (we call them knobs) was personal appearance was critical. Even if you didn't think much about it, you were held to a high standard. And meeting that standard was critical to avoiding unwanted attention from prowling upperclassmen. Being in Regimental Band, our standards of personal appearance were further raised by the Director of Bands, Major Herbert Day, USMC, Retired. Major Day passed away last year, and his death made me think a lot about what I learned from him. One thing I remember was he was always impeccably dressed when it came time be on campus or at a performance. No one looked sharper than Major Day. He set the standard for the rest of us, whether he realized it or not (and you can bet he did).
Our standards were high because we represented The Citadel. We prided ourselves on being one of the toughest military schools (not just a tough college/university, but tough even by the standards of other military colleges) in the United States and in the world. And part of that was how we looked, how we took care of our uniforms, especially in the public eye. The difference between us and others was readily apparent when I went to officer training for the US Air Force. Preparing to come back from survival training (2 day introduction), we were all waiting on the buses to come get us. While we waited, there was a circle of us blitzing down our boots. The majority of us were Citadel. Some others were VMI and Texas A&M. All military school cadets. Other officer candidates looked at us like we were crazy. First off, we brought shoe polish into the field. Second, we were actively working to get all that dirt and grime off our boots after being in a desert climate for two days. Third, that we weren't just trying to clean off our boots, we were bringing them back up to a mirror shine. And fourth and finally, that there were so many of us, most of us from the same school, all gathered around like this was expected. They may have made fun of us before the buses got there, but they weren't laughing when they got off the buses. The shoe was on the other foot. Those of us who had blitzed for the inspection we knew was coming were left alone. The rest were lit up. We knew the game. We came prepared to play.
As a cadet, I didn't have the highest of personal standards. I'll readily admit as a sophomore private I flirted on the line of getting pulled (being written up and getting punished) for poor appearance. I was a dual technical major and I had told myself I didn't have time for that nonsense. Boy was I wrong. I learned this lesson my junior year when I was selected to train the incoming freshmen as a member of the cadre. The rule about being on cadre is your uniform is always perfect. If that means having four pair of perfect shoes, you do it. If that means using Scotchguard on the inside of your shirt so no sweat shows through on a hot Charleston summer day, you do it. If that means it takes you five hours to get a scratch out of your brass belt buckle, five hours will be spent, plus the additional time to get it smooth. The Cadre are the standard for the knobs. And you lived at that standard for two months.
It was hard. But one of the things I took from it was a sense of pride at my personal appearance. It altered my attitude and my outlook. Point blank: it makes a difference. And that's a lesson I keep forgetting over the years, like the last year, when I did enough, but didn't do my best. Polo shirts, khakis, and regular dress shoes were my typical attire for work. Polo shirts, dress shorts, and indoor soccer shoes were my typical attire for church (I'm a youth pastor and I lead games). That wardrobe selection is acceptable. It isn't outstanding. And that's why I realized I needed to change, to go back to the thinking I had during Cadre.
Wednesday was really the start of that. To church revival services I wore a button-down, long-sleeve shirt that fit me well along with a decent pair of slacks. I pulled my hair back properly into a ponytail (growing it out for Locks of Love again). I still wore my indoor soccer shoes, because I need to get a pair of leathers like I wore at The Citadel and in the USAF. We should hopefully fix that this weekend. Last night I began the process of replacing my wardrobe with upgrades in shirts and slacks. That will be something that'll take me the next two weeks to do. But it will be worth the time spent.
Another important thing I did was I went through my closet and I pulled out everything that doesn't fit the image I have in my mind's eye. Every bit of clothing I pulled out is in good shape and wearable. The majority of them are polo shirts that can be worn in a business casual setting. Some were long-sleeved shirts but they weren't what I was looking for. I've sorted them by those shirts with corporate/event logos (I have a lot of them) and those without. Some places won't take clothing with the logos, hence the separation. While they don't fit what I envision, they are all serviceable and acceptable in a professional setting. So I will donate them so someone else who needs them can get to them.
Now I didn't pull those clothes out to make room for the new ones I'm acquiring. I didn't pull them out to feel good about myself for donating them. I pulled them out to make a clean break. So long as those clothes, which may seem more comfortable to me because that's what I've been wearing for a while now (the business casual far longer than the last year) are in my closet, I will always be tempted to go back to them. Better to get them out of the house so I will have to focus on my personal appearance. I know what it takes. I've done it before. And this is what it takes.


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Team Most Valuable Player, 1954
Season Rebounding Record, 15.9 average
Single Game Rebounding Record, 31
One of the most prolific rebounders in school history, Bernie Janicki holds the single season and single game records for rebounding totals to this day after graduating in 1954.
A two-time team captain and team MVP as a senior, Janicki set the season rebound record in 1952 with 476 boards and a 15.9 average.
A native of Ambridge, PA, Janicki is currently eighth all-time in career rebounds with 923 and his 11.1 career average is the third-best in school history.
He also holds the school's single game record with 31 rebounds against North Carolina in a 94-64 win in 1952.
He was a seventh-round NBA draft pick by Ft. Wayne upon graduation and played for the Akron Goodyear Wingfoots of the National Industrial Basketball League in 1954 and 55.
Janicki entered the service and attended Air Flight School and flew jet bombers in Vietnam in 1966 and 67. He retired as a Lieutenant Colonel in 1975.


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Reviews For The Art of Getting Caught
Title: Chapter 1 Reviewer: yanying Signed
Date: Dec 08 2015 06:55 pm [Report This]


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Use the computer to model an epidemic. Try out public health policies to control the spread of the epidemic, to minimise the number of sick days and deaths.
Is the age of this very old man statistically believable?
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text: 16 Request Information | College of Business Administration | Kent State University Skip to main content SearchCloseSEARCH KENT STATE Search Search in: College of Business AdministrationAll www.kent.edu SearchSearch A-Z Index A B C D E F G H I J K L M N O P R S T U V W Apply Visit Give Now FlashLine Login Calendars Phone DirectoryFaculty & Staff Phone Directory Emeriti or Retiree All Departments Maps & Directions Search College of Business Administration Menu About Us Close About Us Overview New Business Building Dean's Welcome Events For the Media National Advisory Board Newsletter Rankings and Facts Responsible Leadership Initiative Research and Expertise Spirit of Women in Business Future Students Close Future Students Overview Admissions Business Learning Community Career Services Office Computer Requirement Education Abroad Events Scholarships Visit the College Current Students Close Current Students Overview Advising Computer Lab Computer Requirement Education Abroad Events International Advising MAPS Mentors Scholarships Student Organizations TechHelp Service and Repair Center Programs Close Programs Overview Bachelor of Business Administration Executive MBA Full-time MBA Online MBA Dual Degree MBA M.S. in Accounting M.S. in Business Analytics M.A. in Economics Ph.D. in Business Administration Professional Sales Certificate CBA® Certificate Departments Close Departments Overview Accounting Economics Finance Management and Information Systems Marketing and Entrepreneurship Global Close Global Overview Education Abroad International Internships Global Management Center Partnerships Careers & Internships Faculty & Staff FlashLine Login Calendars Phone DirectoryFaculty & Staff Phone Directory Emeriti or Retiree All Departments Maps & Directions Search Apply Visit Give Now Live Chat Request Information Request Information College of Business Administration Mailing Address P.O. Box 5190Kent, OH 44242-0001 Street Address 800 E. Summit St.Kent, OH 44242 Street Address475 Terrace DriveMailing AddressPO Box 5190Kent, OH 44242-0001 Contact Us 330-672-3000 email@example.com Contact UsUndergraduate Programs – 330-672-2872Graduate Programs – 330-672-2282 Quick LinksNews Grad Blog Departments Centers Investing in the College COBA Intranet Login Kent State Kent Campus - Facebook Kent State Kent Campus - Twitter Kent State Kent Campus - YouTube Kent State Kent Campus - Instagram Kent State Kent Campus - LinkedIn Kent State Kent Campus - Snapchat Kent State Kent Campus - Pinterest ... Information Accessibility Emergency Information For Our Alumni For the Media Jobs & Employment Life at KSU May 4th, 50th Commemoration Privacy Statement Tuition Technology Support Website Feedback


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Does anyone have anything nice to say about the Ralph Lauren outfits that U.S. Olympians are wearing to Sochi's opening ceremonies?
Here's your chance to vote thumbs up or thumbs down on a number of outfits, and add your fashion comments. Be sure to tell us whose look surprises as the athletes parade by.
The U.S.
Team U.S. describes this knit cardigan by Ralph Lauren as "a dynamic mix of patriotic references in a classic color palette of red, white and navy." Or does it outdo the ugliest Christmas sweater?
Designer Bosco has gone heavy on red for the host team. Imaginative, or perhaps a little USSR retro?
See that guy on the right? Is he going to the Olympics or to prep school? And where's that sunny Australian yello?
Designer Willy Bogner says there's no political message in Germany's rainbow uniforms and that he was inspired by the 1972 Summer Olympics in Munich. Certainly, it's hard to find the German flag in these.
Great Britain
What a contrast to those outfits that scream for attention. Is this classic (ie safe) or too subdued?
Let's just stick to the curling team's look, even if it doesn't make it to the opening ceremonies. Since 2010, they've favored a loud look. Does it work, or do they look like they're wearing pajamas with a silly jacket?
There's just one member of the team, and this downhill skier favors a Mariachi look. No band in sight. Need we say more?
More MarketWatch Olympics coverage:
Google's rainbow doodle makes a political point
Sochi horror story: A stranger in your hotel room


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- Bussiness News
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Somehow it is always the U.S. that is the cleanest shirt.
Many stocks are entering my buy ranges again. The question is how much short-term risk do individual names have?
I've done my product evaluation work on BB10 and, folks, it's good.
As you know, last Friday, December 14, was 90 degrees from the high of the year.
I just think we are seeing one of those "stupid" moments again.
On Monday, the S&P 500 carved out an N/R 7 day.
No, CCC isn't the new AAA, but the market is starting to trade it that way.
I'd ask not what is wrong with AAPL, but simply what is causing the downside


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Three women who disappeared in Cleveland a decade ago were found safe Monday, and police arrested three brothers accused of holding the victims against their will. A timeline of key events in the case:
- Aug. 23, 2002: Michelle Knight, 20, vanishes. She was last seen at a cousin's house near Lorain Avenue and West 106th Street.
- April 21, 2003: Amanda Berry, 16, disappears after leaving her job at a Burger King at the corner of Lorain Avenue and West 110th Street, a few blocks from her home.
- January 2004: Police go to Ariel Castro's home at 2207 Seymour Ave., near from where Knight and Berry were last seen. No one answers the door. Child welfare officials had alerted police that Castro, a school bus driver, apparently left a child unattended on a bus. Police later spoke to Castro and determined there was no criminal intent.
- April 2, 2004: Georgina "Gina" DeJesus, 14, disappears while walking home from school. She was last seen at a telephone booth at the corner of Lorain Avenue and 105th Street.
- March 2, 2006: Berry's mother, Louwana Miller, 43, dies after being hospitalized with pancreatitis and other ailments. She had spent the previous three years looking for her daughter.
- May 6, 2013: Knight, Berry, DeJesus and a 6-year-old girl believed to be Berry's daughter are found at Castro's home. Police arrest three brothers, Ariel Castro, Pedro Castro and Onil Castro, in connection with the women's disappearances.


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To do that, VISD recruits at predominantly minority colleges throughout the year. The district goes to job fairs in places such as University of Texas-Brownsville, UT-Pan American and Texas A&M-Kingsville.
"Plus, the other universities that we really hit hard are here at our back door," Chapa said. "For our elementary grades, (UHV is) probably our biggest source for new teachers."
The likelihood of retaining teachers who graduate from UHV is promising, too, he said, as recruiting obstacles aren't just limited to ethnicity.
"If you're young and single, the draw to Victoria is not as great as going to a more urban area," Chapa said.
Couples who graduate together or people interested in establishing themselves in Victoria are more likely to come to VISD.
"We want our staff to be a direct representation of all our students. We want them to aspire to become not only teachers . but doctors, and lawyers and engineers. We want them to reach their highest potential," Chapa said.
In an English class at Victoria East High School, two students gave a persuasive presentation about Buenos Aires to a class scattered with white, black and Hispanic students.
Every other slide, their Mexico-born teacher, Alicia Garcia, chimed in to help the girls struggling through some long Spanish words.
It was a scene less common than you might think - not the mix of languages or colors, but the teacher leading it all.
The Victoria school district's Hispanic population has steadily increased in the past decade. Last year, Hispanics made up about 61 percent of the students in the district. Meanwhile, the number of Hispanic teachers has remained mostly stagnant. During the past few years, the number of Hispanic teachers in the district has hovered around 19 percent. Put another way, that means there are three times as many Hispanic students as Hispanic teachers.
The majority of VISD teachers - 75 percent - are white but teach a white student population of about 29 percent.
The numbers clearly reveal a disparity among teachers and students not just in Victoria, but across the state and nation. But, as it goes with education, the story goes beyond the data.
In the 13 years Garcia has been teaching, she hasn't shied away from sharing her story. When she came to the United States at the age of 4, her parents didn't speak English and didn't have an education above the fifth grade. Garcia said she saw her mom struggle to live on food stamps and without a car or telephone after her parents divorced.
"I share that with my students. I'm very open with them," Garcia said. "I don't take any excuses, and I always use myself as an example. I hope that will influence and encourage them."
Garcia and several other teachers said they share their personal triumphs with students in an effort to show students they get it. They know what it's like to struggle at a young age and to come out successful.
"If you're at a school that's predominantly a certain ethnicity, there needs to be somebody in that building that looks like you," said Willie Pickens, an education consultant. "It's not that the people treat you badly, and they normally don't. You just want to see somebody who looks like you, who talks like you ... who maybe understands your experience."
Jacob Castillo, a sophomore Hispanic student in Garcia's class, said students can tell when teachers go out of their way to connect with students.
"We all know that teachers aren't teachers just for the money," Jacob said. "For them to make it in a job where their ethnicity is at a low percent - to know they can make it, you can probably achieve that goal and work hard, too."
Besides being a familiar face for inspiration, teachers who reflect their student body can help ease any cultural misunderstandings that might arise in the classroom. For example, Garcia said, she's found that sometimes disciplining Hispanic students in Spanish can garner a more respectful response.
And Doreen Martinez, a new assistant principal at Patti Welder Middle School, recounted a misunderstanding from her time as a conflict resolution specialist in the Katy school district.
A parent had called, Martinez said, angry because a teacher had snapped her fingers in the face of an African- American student. The woman explained the snapping was interpreted as a fighting gesture, something the teacher did not understand or intend to imply.
"If they're not the same race, just being sensitive to the needs of a culturally diverse population, that's a big factor," Martinez said.
Pickens is a charismatic former teacher and principal from the Houston area who now spends most of his days interacting with kids across VISD campuses.
As an education consultant hired by VISD, Pickens, a black man, brings high expectations, a no-nonsense attitude and a preacher-like style that seems to win him the confidence of students - unless he's talking to them about becoming a teacher.
"The ones I talk to about education who would do well, they say, 'Hey, you all are not making any money.' They're laughing at me," Pickens said.
Particularly when it comes to students who may come from a tough economic background, teaching is a career that simply doesn't appeal to them, Pickens said.
Students of all races are more likely to pursue degrees in science and engineering, according to the latest census data. But because fewer blacks and Hispanics pursue a bachelor's degree at all, the number entering the field of education is even lower.
Foreign-born citizens who get a degree are least likely to get one in education, with only 7.5 percent doing so, according to census data.
"Your heart's gotta be in it. It's not for the money, and a lot of families need money," said Patti Welder teacher Debra Pena. Pena added a good number of Hispanic students go on to pursue degrees in business or marketing.
Indeed, after science and engineering, Hispanics, blacks and whites are most likely to get a degree in business or even arts and humanities before education.
"The fact that being a teacher is going to take going to college, dedication and a willingness to sacrifice economically ... that's a lot to ask," Garcia, said.
Diana López, a Mexican- American and English instructor at UHV, said Hispanic students might not be entering the education field because, without seeing Hispanic teachers, they don't connect themselves to that career.
"Another possibility is they just haven't grown up yet to get those jobs," she said. "I know the demographics are really shifting nationwide. The younger generation, just generally speaking, has a higher population."
López mentioned the persistent need for men to become teachers, too. Pickens, meanwhile, noted black men are hardly present in elementary education at all.
Every person interviewed for this article, though, prefaced their conversations with saying the ethnicity of a teacher is not nearly as important as the quality of a teacher.
"Children need somebody who's going to care for them regardless of their race," Martinez said.
"You can take any teacher regardless of their background, and if that teacher has a caring ear, that teacher can work with all obstacles," Pena added.
López said she sees the tides shifting, particularly at UHV, which the government defines as a Hispanic-serving institution, meaning it enrolls at least 25 percent Hispanic students.
"It's exciting to see all these young, Hispanic students getting their college degrees and thinking about what careers they're going to have," López said. "So many of them are first-generation college students, so they're really kind of forging the path for their younger siblings. I'm really excited to be a part of that journey for them."


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Nobody wins playing hooky
It seems our workplace cycles are balanced around the school year. Therefore, September means back to 4-chlorodehydromethyltestosterone school for all levels of students and back to "serious" work for employees.
The reason I use the word "serious" is summer is the time when most employees take a vacation, and to be honest, many employees also work at just a little bit slower pace.
And, as with schools, one of the problems that arises is the issue of absenteeism. Yes, people legitimately become ill, especially when colds and fevers are passed from schoolchildren to adults. However, the bigger issue related to absenteeism is the concept of playing hooky.
No mistake, the issue isn't related to our good old Canadian game of hockey! Instead, hooky is a rather unwelcome game in which employees are absent without permission or without an excuse. In fact, some employees simply disappear for days at a time. Unfortunately, absenteeism in the form of hooky is far too common and a lot more costly to organizations than recognized.
A recent survey showed more than half of employed Canadians (54 per cent) readily admitted they've called in sick as an excuse for simply not wanting to come to work. What's shocking, however, is the fact 71 per cent of the survey's Manitoban participants admitted they have played hooky from work. Approximately 83 per cent of this Manitoba group of employees stated stress and burnout as their reason for faking a sick day.
This statistic is an astounding and disturbing number, and if the figures weren't staring me in the face, I wouldn't have believed it. In fact, I've consistently defended Manitoba workers whenever I've encountered someone who insists our workers are "unproductive." Frankly, I don't know what to think! Are Manitoba workers lazy, Restore Mesterolone Tablets inconsiderate, uncommitted or selfish, and/or are leaders failing to recognize and deal with workplace stress?
In my view, work is a two way street. It's Injectable Steroids For Bodybuilding In India an opportunity for individuals to achieve personal satisfaction and growth, and for employers, it's an opportunity to build a strong team, build a great product and/or provide superior service.
With the right mix, work can be such a win win for everyone. Yet it's obvious more attention needs to be paid to the issue of absenteeism, and organizations need to take the lead.
Start with a good look at your payroll costs. Absenteeism impacts three areas in your workplace. There are the "Hgh Jintropin Avis" direct costs for wages and benefits paid to employees while they are away. There are indirect costs for loss of productivity, and there are Masterton Rentals hard dollar replacement costs for those individuals who cover for the absentee employee. Finally, there are also administrative costs that go along with any absenteeism.
Overall, studies show total absenteeism costs can average 35 per cent of base payroll, while incidental, unplanned absences such as playing hooky costs an organization approximately 5.8 per cent of "Anabola Steroider Norge Lagligt" payroll. In addition, incidental, unplanned absences across all employee levels averaged 5.4 days per employee and result in the highest net loss "Oxandrolone Powder India" of productivity per day.
In most cases, replacement workers consist of supervisors and/or co workers. In the case of supervisors, this means a higher paid employee is doing the work of a lesser paid employee, which creates an increased cost of 19 per cent per absentee coverage. In the case of a co worker, this extra work most often results in overtime costs of approximately 15 per cent of the absence cost.
As well, when employees work in teams and one key person is absent, studies show productivity is reduced an average 22 per cent. This may be due to the fact that meetings are postponed and projects are delayed when the absent employee is not replaced. However, part of the dilemma for a leader is that inserting a new individual into an established team for a brief period often decreases rather than increases productivity.
At the same time, there are a good deal of hidden costs that are difficult to quantify. For instance, absenteeism in general, and especially a chronic hooky player, can cause challenges with employee morale. When individuals become overworked, they become stressed and therefore less productive. The situation will also cause discontent among employees as blaming and finger pointing begin to occur, especially when key deadlines are missed and group or corporate penalties are applied.
So just how are organizations managing absenteeism, especially unplanned, incidental absences? Most organizations now have some sort of flex time policies and/or personal days, as well as formal attendance and absence procedures. However, the challenge for managers is actually enforcing these attendance policies.
The key strategy is to act immediately. Most mid size and large organizations are utilizing attendance management systems that allow managers to quickly identify individuals who appear to be experiencing a problem with attendance. These statistics are forwarded to a human resources and/or department manager for followup. Again, action must be taken or the monitoring system will be ineffective.
On the other hand, smaller organizations without standardized and enforceable human resources policies and tracking systems may find themselves challenged with managing attendance because their records are often inaccurate. In fact, a large percentage of employee complaints, or lawsuits for that matter, pertain to inaccurate and/or insufficient tracking of employee time, with the majority of cased resolved in the employee's favour.
More forward thinking organizations are tackling absenteeism by focusing on the overall health and well being of their employees. This includes elements such as flexible work policies, telecommuting, health assessments, stop smoking and weight loss programs, plus annual flu and blood pressure clinics. In addition, we see organizations placing priority on employee development as a means to attract, retain and engage workers.
On the other hand, attendance at work is an individual employee responsibility. In my view, attendance is a key career responsibility. That's because one of the most frequent performance measures for any employee is a record of attendance dependability. How can you get ahead in your career if you aren't at work? How can anyone depend on you?
Thus, it's important to be professional by attending work on time and making arrangements to deal with personal affairs outside of work hours whenever possible. It also means following your policy guidelines by providing early notification of absences, completing report documents as required, providing medical confirmation and staying in close touch with the supervisor.
Now that organizations have returned to a "serious" Buy Jintropin business cycle, it's time for both employers and employees to get serious about attendance. Playing hooky is just not acceptable.
Source: Canadian HR Reporter, Kronos survey "Sick and Tired", news release, May 15, 2013; Survey on the Total Financial Impact of Employee Absences, Mercer, June 2010.
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Honors Program
A.B. students who have an overall grade point average of 3.0 with a 3.33 grade point average in the major are eligible for the Honors Program in Engineering Sciences. Applications are accepted between the second week of the fall term in the junior year and the second week of the winter term in the senior year.
Contact Professor Erland Schulson, chair of the Engineering Sciences department, for details.
Honors Project
The honors project, either an experimental or a theoretical investigation, generally begins in ENGS 87: Undergraduate Investigations; the project itself, part of ENGS 88: Honors Thesis, includes a written thesis and an oral presentation.
Honors and High Honors
Students who complete the Honors Program with a B+ average or better and have a grade point average of 3.33 or higher in the major receive a degree with "Honors in Engineering Sciences." A degree with "High Honors in Engineering Sciences" is awarded to students who, in addition to the above, have taken two Engineering Sciences courses beyond those required for the major (excluding ENGS 87 and courses under ENGS 20), have attained a grade point average of 3.50 in all engineering sciences courses, and have completed outstanding independent work.


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Possible Duplicate:
Are there any simple rules for article usage ("a" vs "the" vs none)
Can someone explain the difference between 'the messenger' and 'a messenger'? Please don't just explain that one is a definite and another is an indefinite article. I have seen people using both where differentiating one from the other seems difficult to understand. For example:
I am just the messenger.
I am just a messenger.


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No Place for Heresy
One of the best examples of reform is that which occurred at Cluny in the tenth century in southern France following the darkest times of the Western church after the fall of Rome (see Nick Needham's article above for …Read More
The Heresies of Love
God is a unity of distinct persons. The one God is Father, Son, and Holy Spirit. So says the doctrine of the Trinity. Some people believe in the unity and oneness of God, but deny that He consists in different …Read More
Truly God, Truly Man: The Council of Chalcedon
It's hard enough to pronounce "Chalcedon." Getting to grips with its theology can be even more daunting. But the effort will be very richly rewarded. For the past 1,500 years, right up to the present day, virtually all …Read More
Drifting into Heresy
More than 120 years before the American Revolution, the charter of Harvard College was established. But the "Rules and Precepts" of the college adopted in 1646 show that the leaders saw education (and all of life) as an arena in …Read More
Error and Our Era
"Truth is great and will prevail, if left to itself." Thus asserted Thomas Jefferson, champion of free speech and enemy of established religion. I'm not sure that Jefferson entirely believed that. Jefferson did believe that only an educated, well-informed citizenry …Read More
Help! My Neighbor's a Heretic
My middle daughter had a great concern for a boy in our neighborhood and his family. They did not attend church, and they "never read the Bible." She suggested that we buy her friend a copy of the Scriptures …Read More
Heresy and Those Who Fought It
"To murder the soul is worse than murdering the body, so the teaching of heresy should be punishable by death." I have never forgotten this statement made to me 40 years ago by a monk in the Trappist monastery of …Read More


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Yao Wen
posted on Monday, May 02, 2011 - 5:43 pm
I am doing a two level SEM model study. The input data is a covariance matrix. I didn't find the example for this kind of input. So I am not quite sure how to set up the sample size. Are there two sample sizes that one is for group size, the other one is for individual size? Or, is only one sample size needed which indicates the average sample size?
Thank you!
Linda K. Muthen
posted on Monday, May 02, 2011 - 5:53 pm
See Example 13.1 and pages 431 and 432 of the Version 6 user's guide.
Yao Wen
posted on Wednesday, May 04, 2011 - 9:31 pm
Thank you for the reply!
But in my case, I only have one level-2 covariance matrix as input to obtain the estimates of parameters for both levels.
I am not sure if it is possible to do this in Mplus.
Linda K. Muthen
posted on Thursday, May 05, 2011 - 6:09 am
This will not work. You need raw data.
Wolfgang Schoppek
posted on Thursday, June 09, 2011 - 9:58 am
I'm trying to apply a 2-level regression analysis with about n=200 students in k=9 classes. I'm only interested in effects on level 1. From reading papers by Hox and Maas, I had got the impression that the small number of classes does not seriously affect the estimated parameters on level 1. Is that true? In other words, would a random intercept model that considers only level-1 predictors be reasonable for my dataset?
Thank you!
Linda K. Muthen
posted on Thursday, June 09, 2011 - 2:03 pm
This sounds plausible. You could compare this to a Bayesian analysis where we have found fewer cluster units are needed.
Wolfgang Schoppek
posted on Tuesday, June 14, 2011 - 2:00 am
Thank you for your quick response. Analyses with ML and Bayes estimation yielded very similar results. Could you please give me a hint to the reference where the Bayesian estimation is reported?
Linda K. Muthen
posted on Tuesday, June 14, 2011 - 2:37 pm
See the following which is available on the website:
Asparouhov, T. & Muth�n, B. (2010). Bayesian analysis of latent variable models using Mplus. Technical Report. Version 4.
See also,
Browne, W.J. & Draper, D. (2006). A comparison of Bayesian and
likelihood-based methods for fitting multilevel models. Bayesian
Analysis, 3, 473-514.
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Metallic Colours
Solid Colours
Adjust the engine response, transmission, steering effort and engine tone, as well as lighting, design and display combinations. With five different driving modes to choose from and the option to create your own custom driving profile.
Driver information is delivered with brilliant clarity on the 7" full colour instrument display screen, the largest in its category.
Sensors measure the parking space, whether it be parallel, perpendicular or 45 degree angled, and guide the vehicle in without the driver needing to control the wheel. Simply work the pedals.
Featuring lane departure warning, blind spot warning, active emergency braking, and auto high/low beam headlights to keep you safe.
Unlock or lock the vehicle, and even start the ignition, without the need to take the key out of your bag or pocket.
†5 years unlimited km warranty applies to all new Renault passenger vehicles. Demonstrator vehicles receive balance of new vehicle warranty.
Roadside Assistance terms and conditions apply. Call our Customer Service Team on 1800 009 008 or view the Terms and Conditions statement at www.renault.com.au/drivingpeaceofmind for details.
◊Complimentary 12 months 24/7 Roadside Assist when you purchase a Renault vehicle (balance of 12 months for demonstrator vehicles). Further complimentary 12 month periods of Roadside Assist will be given from the date of each scheduled maintenance service at a participating authorised Renault dealer within 4 years of purchase (within 4 years from registration for demonstrator vehicles). Renault ownership terms and conditions..
^First 3 scheduled maintenance services capped at $349 per service on new and demonstrator MEGANE models based on standard scheduled servicing from new and on normal operating conditions. Scheduled maintenance services required every twelve (12) months or 30,000km (whichever occurs first). MEGANE is also subject to adaptive servicing requirements, as determined by the Oil Condition Sensor, and may require servicing prior to the standard 12 months or 30,000km service intervaI. If vehicle is not presented within three (3) months of when the scheduled service is required, right to that capped-price service under the program is forfeited.


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Pink GrapefruitRB-11
Pink Grapefruit
Product Details
Rhino Plastic blanks are specifically manufactured for pen turning from a special blend of poly-resins and the results show in the finished product. Currently we are offering these pen blanks in seven beautiful color combination's. They exhibit a beautiful pearlescent like effect that shimmers and "dances" in the light. Many of these Rhino Plastic blanks have semi-translucent colors allowing for a depth not seen in other blanks. They turn smoothly and polish to a very high gloss shine using the same tools and supplies you're used to. Rhino Plastic blanks are 100% made in the USA.
These blanks are approximately 7/8" x 7/8" x 5-1/2" long making them ideal for every style pen kit on the market.
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July 12, 2014 from 9:00 am - 12:00 pm PDT
A fun and inspiring workshop with practical information that you can immediately use!
David Cochrane presents some refreshing and even radical ideas on:
- Improved Ways to Determine What Works in Astrology! (Just say no to "convenience sampling")
- Graphic Information! (We are in the 21st Century!)
- Stepping Outside Your Theoretical Comfort Zone! (Dear Prudence, won't you come out to play?)
- A New Solar System (This ain't the Solar System you learned about in 4th Grade!)
The information provided is practical and down-to-earth - not abstract philosophy. The workshop is designed to show you how to be more effective and successful in astrology.
Having the right tools to get the information that you need is essential when working with your clients. Whether you are a beginner or a professional, whether you follow Hellenistic, classical, modern psychological, evolutionary, or any other kind of astrology, this is a workshop that will inspire, motivate, and perhaps even cause a bit of debate!
At the center of astrological practice and philosophy is the need to have the information tools (software) that makes new developments possible. This workshop will provide specific methods and ideas that will enable you to better use not only the Sirius astrological software but whatever other astrology program you currently use.
During the workshop, you are encouraged to type in your thoughts, observations, questions, and insights. During short breaks David will review these and incorporate your comments and insights into the workshop itself.
Come join the party and help move your work, studies, and goals in astrology forward!
David Cochrane is the founder of Cosmic Patterns Software, Inc. and the author of the Kepler astrology program. David's involvement in astrology for over 3 decades is impressive. David is a dynamic and engaging speaker who is able to break complex ideas down into simple form and to inspire as well as to educate.


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Helpful Tips for Staying Motivated While Working From Home
Many individuals are choosing to work from home and this can be a great way in which to balance freedom with the ability to work around your own schedule. No longer do you need to fight your way through the traffic to get work. No longer do you need to waste time in meetings. However, working from home has its own difficulties and one of the main issues that you will face is that of motivation. Many individuals struggle to work from home as they are unable to keep their motivation levels up whilst they carry out the work that they need to do in order to pay the bills. In this article we will outline a selection of tips that will help you stay motivated when you are working from home.
Stay away from distractions
There are many distractions in the home and this can stop you from achieving goals and staying motivated. Try and stay away from entertainment such as tv, and focus on the work at hand. If you are on a computer doing your work then you may be tempted to check social platforms such as Facebook and Twitter. It is important that you do not, as this can waste large amounts of time, especially if you are checking these sites on a regular basis.
Take regular breaks
Regular breaks are important so as to help with focus. Working on something for too long will stop you from being focused and will detract from the quality of your work. Try different time slots. An hour and a half of work followed by a half an hour break can be a good system and will help you to stay focused and motivated.
Set goals
Setting goals is important when staying motivated whilst working from home as it will help achieve the tasks that are ahead of you. It will also allow you to see your progress and will be a direct indication of how much work you have done. Try and set several goals a day but make sure they are achievable.
Remember to get out
Spending too much time in one place may become an issue and will create a negative outlook. The way to resolve this is to find a park or a space that you can go to if you need to take a break from the space that you are working in. This will help you to clear your head and will open up new thoughts about the work that you are doing.
It is important to incorporate many different strategies when working from home and to stay positive. When negativity sets in it will make the work harder to achieve. The most important thing to remember is that you will feel better, the more work you can achieve, so setting goals and targets is always important. However, it is important to take regular breaks so that you can spend time thinking in a way that is positive and dynamic. You will then come back to your work with a new sense of energy and will be able to achieve the goals that you set out for yourself.
Working At Home in Internet
Working at home in the days before the Internet was exceedingly difficult. Some people worked for helplines. Other people did transcription at home. There were few other jobs that people could really do from the comfort and the security of their own homes, and the perception that work-at-home jobs are rare and poorly paid is still with us today.


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When in a rush it can be easy to misplace something important. Next thing you know you're looking everywhere trying to spot what you've lost. In the app What's The Difference the objective is to spot five differences between two like pictures. Can you beat all levels and spot all differences before time runs out?
Take a look at the video and find out what you think.
This is a Cult of Mac video review of the iOS application What's the Difference? ~ spot the hidden objects in this photo puzzle hunt! – Candywriter, LLC, brought to you by Joshua Smith of TechBytes W/ Jsmith.


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-]EsS[- Group gives you our first project for IL-2 Sturmovik 1946. Note that this Massive Multiplayer map is only compatibel with: ULTRA PACK 3.0. You can find the mod easily at Google.
Only registered members can share their thoughts. So come on! Join the community today (totally free - or sign in with your social account on the right) and join in the conversation.
The fist previews form the map hope you like them


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Automotive Sales Representative
Airpark Dodge Chrysler Jeep • Scottsdale, AZ
Posted 23 days ago
Job Snapshot
Automotive - Motor Vehicles - Parts, Sales - Marketing, Retail
Automotive, Sales, Retail
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Job Description
Airpark Dodge Chrysler Jeep is looking for Sales Representatives.
Job Responsibilities:
- Sales Representatives complete extensive training regarding the product line. (Chrysler, Jeep, Dodge & Ram)
- Spend time with customers to determine their needs and discusses vehicle options
- Sales Representatives test drive vehicles to demonstrate automotive features
- Sales Representatives will complete quotes, return email/voicemail, other administrative functions to include running credit applications and processing transaction paperwork
- Support on-line customers through our eSales office
- Follow up with existing and potential customers to generate leads and close sales
What you can expect:
- Industry competitive compensation, commissions, bonuses & benefits
- Sales training and support that will provide you with the skills you need to be a top earner!
- A revamped and exciting product line that makes it easy to sell!
- Professional work environment.
Job Requirements
- Automotive sales experience is a plus but not necessary for this role - we will train you!
- Other sales experience will be considered with steady work history
- Applicants with stable background in customer service will also be considered
- Outgoing personality with expertise at developing relationships (i.e., a "people person")
- Basic MS Office knowledge; computer software and internet proficiency
- Excellent verbal/written communication, strong negotiation and presentation skills
- Professional Appearance
Join our winning automotive sales team!
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Job ID: 0010P
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BT What???
Bob Harper, the Manager of Central Heating plant and HVAC Services, just clued me in on a great energy web site. I had been attempting to convert oil and natural gas into BTU's and provide greenhouse gas emissions per-thousand square feet (yeah, I know!!) for the college. He told me not to be insulted but directed me to www.eia.doe.gov/kids/index.html . What a great site for explaining energy in simple and easy terms.
So the next time you need to know where natural gas comes from, what states produce oil or if you're just in the mood for energy sudoku, check out this site.
Tags: BTU's, Heating Oil, Natural Gas, Sudoku


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Smart I.T.
From building robust networks to collaborating with other departments to fund new projects, here's what you need to do to keep innovating in the new year.
As 2013 draws to an end, it's time for the savvy district technology leader to look forward. We asked some smart leaders for their best ideas (and will share some of our own) to get 2014 off to a great start. Here are six actions you can take to ensure that IT is doing all it can to support the mission of your district.
1) Improve IT efficiency and effectiveness. Okay, it's not the sexiest idea, but efficiency and effectiveness are where the rubber meets the road. Focus on them and you can demonstrate value to your superintendent and improve the bottom line, sometimes in dramatic ways:
• Cut severe or major incidents and problems by 50 percent;
• increase on-time resolution from 70 percent to 82 percent of all cases;
• reduce the number of support tickets submitted annually by nearly 20 percent; and
• increase customer satisfaction from 95 percent to 97 percent.
Tony Inglese, CETL, CTO in the Batavia Public School District 101 (IL), accomplished all those metrics over the past two years by tapping into the Information Technology Infrastructure Library and implementing its change-management processes for continuous improvement. If you don't know about the ITIL, you should: It's the most widely accepted approach to IT service management in the world. ITIL provides a cohesive set of best practices drawn from the public and private sectors around the world. Interestingly, ITIL was started as an actual library by the United Kingdom's government in the 1980s. The library was built around a process-model based view of controlling and managing operations credited to W. Edwards Deming, creator of the plan-do-check-act (PDCA) cycle.
Rather than look for outside guidance, Steve Young of Judson Independent School District in San Antonio, TX, developed an in-house metric-tracking system to try to sharpen his team's understanding and attention to data in IT operations. He created a Key Performance Indicator dashboard. (In case you haven't hear the term before, KPIs are a set of quantifiable measures that a company or industry uses to gauge or compare performance in terms of meeting their strategic and operational goals.) While the purpose of Young's effort was to create data awareness, he says that, for the 2014 school year, the dashboard has saved the district more than $96,000 at the campus level and $54,000 at the department level as of early October.
Before instituting the KPI initiative, when Young asked his IT staff how many guests they were seeing on the wireless networks at the high schools, a typical response would be, "I don't know. We can't identify this easily." And when he inquired about trends in help desk tickets and the department's ability to service them, he would hear something vague like, "There are a lot open…."
Young says the purpose of the effort was to create an easy-to-understand visual representation of metrics and KPIs, and make it very simple for staff to update data from their silos. The goal is to integrate and automate data analysis from a few key systems and share this data publicly. He didn't want to make his IT staff mini-data clerks or data analysts, but rather to create conversations about the data.
The district developed a ColdFusion web application that allows employees to quickly enter in metrics from their silo. That data is then displayed in a rotating slide format on a web page. Most data is displayed historically to facilitate identifying trends or patterns. While the IT staff can pull the page up on their desktop at any time, the main way Young increased visibility was to place a large, rotating digital sign in a public space that staff (and visiting vendors) see several times a day.
According to Young, the KPI effort has created greater awareness about data, helped staff better verbalize their performance numbers, and fostered cross-function awareness. This has resulted in an increased focus on customer service and great "water cooler" discussions. Finally, the dashboard shows district staff and students that IT cares about them.
2) Move toward cross-departmental integration.
Speaking of silos, as you look forward to the new year, it is worthwhile to look at your school system and ask yourself how many of the department applications (SIS, LMS, cafeteria, transportation, library, etc.) contain the same student information. Many of these applications have the capability to import student information fields using defined formats, SIF, or other standard formats. This capability allows staff to enter student data into one application, which can then export it to the others, saving lots of entry time and reducing errors and inconsistencies between systems. A quick review of common data used among the various siloed systems in your organization will help you determine how you can save users the time it takes to enter the same information more than once.
3) Don't forget about security.
If you have been reading about major 1-to-1 deployments, one theme keeps coming up: security. Think about the security breach that the Los Angeles Unified School District experienced when hundreds of students hacked their new iPads. It got national news coverage--and not the kind you want.
Two key strategies can help you avoid this situation. First, you need a solid plan to address network security. A great place to start is CoSN's Cyber Security for the Digital District resources, which include a self-assessment checklist, a cybersecurity rubric, and a security-planning template. Resources focus on four critical infrastructure components: management, technology, business continuity, and stakeholders/end users.
Second, when something bad happens (and it will), remember to take a deep breath and think of it as a "teachable moment." If you're operating with a solid plan, you can show your administration and the public that you have done what you can to mitigate risk. Frankly, even high-security organizations have the same problem--just ask the National Security Agency.
Kids have a lot of time and energy to devote to hacking systems that adults tell them they can't access. To outline the responsibilities of students and faculty when using the school network, you need an Acceptable Use Policy--or better yet, a Responsible Use Policy. What's the difference? Acceptable Use policies typically ban the use of certain technologies at school, while Responsible Use policies focus on behavior. So rather than telling students they can't use mobile devices at school, Responsible Use policies tell them the responsible ways that they can use their devices. If, despite your best efforts, a student hacks the system anyway, make it a teachable moment. In fact, some districts rehabilitate student hackers by using them to help identify security breaches in the system.
4) Focus on bandwidth and network design.
CoSN just completed a national survey of nearly 470 school districts on E-Rate and bandwidth. The big takeaway: 99 percent of districts say they will need additional internet bandwidth and connectivity in the next 36 months. Do I have your attention?
More troubling, 43 percent of the school districts indicated than none of their schools can currently meet the goal of 100 Mbps of internet access per 1,000 students. This goal, set by the State Education Technology Directors Association (SETDA) and the LEAD Commission Blueprint and reinforced by President Obama's ConnectED, seems a tough one to reach: Only one-quarter of districts responded that 100 percent of their schools have met the goal. All CTOs need to keep a close eye on bandwidth needs to ensure that a lagging network isn't getting in the way of learning.
Our survey also showed that most school networks are not able to support broadband due to problems with wireless access points, internal connections/wiring, and the backbone in the school LAN. For example, 57 percent of districts do not currently believe that their school's wireless networks have the capacity to handle a 1-to-1 deployment.
There also is a geographic digital divide, with lower wireless classroom access available in rural schools. Only 51 percent of rural elementary schools have wireless access to 100 percent of their classrooms, and 8 percent have no wireless access. While suburban and urban schools have slightly better coverage for wireless access, no district reported that more than 71 percent of its schools have wireless access in all classrooms. Regardless of geography, almost one-third of the schools reported lacking wireless access in some classrooms.
Our respondents also told us that half of school buildings have, in part, older and slower wiring (Cat5 and Cat3) that will not carry data at broadband speeds. Meanwhile, 26 percent of districts are using slower copper backbones in their school LAN. The backbone in a school LAN provides the high-speed connection from the point that broadband enters the building to connecting points throughout the building. Like a major vein or artery to the heart, the backbone must be well designed to be able to collect and distribute data at high speeds--or the entire system fails.
It is time for district technology leaders to think holistically about their school networks-- from the big pipe to the school door to the internal connections, from the WiFi to the end-user device.
5) Define beneficiaries for new services, and seek their support.
Is your district implementing or considering a BYOD and/or a district-provided 1-to-1 initiative? Are you feeling the pressure for infrastructure upgrades to enable high stakes online assessments? Clearly there is no lack of demand for funding for new IT projects. And this is all happening when IT budgets are below 2008 levels for most districts.
For 2014, take a look at your project list and ask, "Who is the major beneficiary of each project?" If the project is worth doing, the department that it benefits should be willing to chip in from their budget to get it done. In the business world, they formalize IT as a service process with a charge-back system (as do some K-12 education service agencies). While a charge-back system may be further than your district wants to go, seeking budget help from those who will benefit may forge the partnership you need to get things done.
6) Fine-tune your skills.
Finally, the greatest thing that holds back school systems from practicing smart IT is the lack of human technology leadership. On the other hand, you and your team are the greatest IT asset you have. To help you develop the skills you need and connect with your peers, check out CoSN's Framework of Essential Skills of the K-12 CTO.
You're Certifiable
One way to quantify your skills as a tech leader is to earn certification. Through CoSN, you can become a Certified Education Technology Leader. This aspirational national certification demonstrates to your staff, superintendent, and other stakeholders that you have mastered the knowledge and skills needed to define the vision for and successfully build 21st century learning environments in your school district.
The CETL certification exam is based on the Framework of Essential Skills of the K-12 CTO, which is the body of knowledge defining the skill areas critical to today's education technology leaders. The Framework is divided into three primary areas: Leadership and Vision, Understanding the Educational Environment, and Managing Technology and Support Resources. The exam fee is $299 for CoSN members and $499 for nonmembers. To help you prepare, CoSN offers a variety of prep materials.
Another educational technology group that offers tangible proof of ed tech skills is Leading Edge Certification. This alliance of nonprofits, universities, and educational agencies offers three certificates: Online and Blended Teacher, Administrator, and Digital Educator. Certification programs generally run six to eight weeks, and can include online-only training or a combination of face-to-face and online training. All training is done by Leading Edge Alliance members. To earn certification, participants must successfully complete all coursework and assignments in accordance with the course calendar and then pass the LEC Portfolio. The cost for the Online and Blended Teacher and the Digital Educator certifications are $450, and the Administrator certification is $749. You can find opportunities near you or online here.
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When the New York Institute of Technology took a gamer's advice to organize esports play for its students, little did the institution expect that seed
to grow into groundbreaking medical research, a potential area for development of a new minor and a recruitment lure for new students. In this interview Dan Vélez, NYIT's director of Athletics and Recreation, and Jerry Balentine, dean of the College of Osteopathic Medicine, explain what medical issues esports players face as athletes, how esports compares to other athletic endeavors and what the future looks like for students who immerse themselves in the world of collegiate online gaming.
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Wastewater Treatment Plant Instruments from Nivelco
Nivelco and Aqua Technology Group can provide all your instrumentation and control needs for collection systems, liftstations and pumps, package plants and wastewater treatment plant. This diagram of the wastewater treatment process details two separate sections: wastewater treatment processes and slurry treatment processes.
The sewage is collected in lifstations, underground sumps or pits, also known as wetwells, and is pumped to the sewage treatment plant.
Measurement and control tasks:
Reliable level measurement is necessary to provide pump start and stop signals with fail safe switch-off points to avoid dry running.
The EasyTREK SP type non-contact ultrasonic level transmitter models with IP68 ingress protection is Nivelco's recommendation for this measurement task.
Another popular choice for liftstations or deep sumps is the flush mounted NIVOPRESS NC type
hydrostatic borehole transmitter or the NIVOPRESS NP series with recessed membrane equipped with a sewage adaptor working on the principal of the diving bell.
A PLC or our MultiCONT process controller unit is ideal to process the analogue 4…20 mA signals and to control the switching points. For fail-safe protection, the robust NIVOFLOAT NWP float level switches are recommended.
The sewage pumped in from the network contains a lot of organic and non-organic materials in suspended form as well as in solution. This pollution has to be removed. The particles are filtered with a mechanical screen. The dissolved pollution can be reduced by adding coagulant materials. The reduced slurry is then separated from the water in the sedimentation tank.
The purified sewage can be streamed to any natural water after chemical inspection and yield measurement.
- Ultrasonic level transmitters for level measurement (2-wire integrated (blind) or compact versions), EchoTREK or EasyTREK
- For the control of the mechanical screen a differential system with 2 ultrasonic level transmitters is recommended
- The AnaCONT range of analytical measurement devices is ideal for the chemical analysis of the cleaned water
- Open channel flow metering can be done using our Parshall flume, and EasyTREK level transmitter.
- For the calculation and data logging a MULTICONT PEW controller can be used.
- High and low level switching will be performedwith NIVOSWITCH vibrating fork sensors
The slurry separated in the sedimentation tank istransferred to the digester tank. The emitted biogas is stored in a biogas tank and then fed to a biogas generator. The biogas section of the plant is classified as a hazardous environment. The slurry retained in the digester is transported from the plant after dewatering (dehydration)
- ATEX certified ultrasonic level transmitters(EchoTREK or EasyTREK) or ATEX certified guided microwave level transmitter (Micro-TREK) can be used for level measurement.
- Nivelco's choice for measuring the temperature of biogas is the ATEX certified temperature transmitter THERMOCONT TTJ Ex.
- Nivelco recommends an ATEX certified pressure transmitter for measuring the biogas pressure the NIVOPRESS DT Ex


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I'm thrilled to be back on stage at Houston's Main Street Theater, performing in a very funny two-woman show called Girls Only: The Secret Comedy of Women. The show is such a joy to perform, and I'm having a blast. This morning, Keri Henson (the other actress in the show) and I appeared on Great Day Houston, where we were interviewed about the show and we performed part of a scene.
It was so much fun, and I feel so blessed to be living my dreams of being a professional actress! Thank You, God!


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I am running a old version of PocoMail, 2.6. The volume of my email is very low so I have not had the need or the spare cash to upgrade.
I am running XP Pro SP1 & I would like to upgrade to SP2. Has anyone got any feedback on PocoMail, any version, under SP2. There hasn't been much in the forums which I take as a good sign that PM is OK with the OS upgrade.


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By Gary Martin, Washington Bureau
WASHINGTON — Sen. John Cornyn will offer an amendment to a sweeping immigration reform bill that would require law enforcement to have 100 percent U.S. control of the Southwest border before permanent status can be offered to undocumented immigrants here illegally, aides said Tuesday.
Cornyn, R-Texas, will offer the amendment as a way to strengthen the border security portions of the bill and to attract more GOP support in the Senate, where the bill still faces political hurdles.
But Democrats and the authors of the Senate bill have cautioned against "poison pill" amendments that could unravel bipartisan support for the carefully crafted bill.
The amendment calls for the U.S. comptroller and the Department of Homeland Security to establish that American law enforcement has 100 percent control of the U.S.-Mexico border before green cards can be issued to the 11 million undocumented immigrants.
Cornyn will call the provision the "results amendment," because it "guarantees real security and real results," an aide said.
It is expected to meet opposition from Democratic and Republican sponsors of the bill, who voted against increased border-security measures last month when the bill was before the Senate Judiciary Committee.
Cornyn told committee colleagues last month that he would unlikely support the bipartisan version of the reform bill and vowed to amend the bill when it reached the floor.
The current bill would allow permanent status to 11 million undocumented immigrants and instructs DHS to bring 90 percent of the border is under operational control.
Cornyn's amendment would require the U.S. comptroller, an independent agency, to determine 100 percent control before any permanent status or green cards could be issued.
Democrats and minority groups have voiced concern that increased benchmarks for border security could delay implementation of measures to address the 11 million people here illegally.
The Senate is expected to take up the bill and begin debate on its provisions as early as next week where both supporters and opponents of the current immigration bill are expected of offer changes.
Cornyn's amendment mirrors the bipartisan bill in seeking a nationwide electronic verification system for employers to check immigration status of potential employees. Also under the amendment, permanent status for undocumented immigrants would be contingent upon the establishment of a biometric exit system to track foreigners who enter and exit the country on visas.