ABC News(WILMINGTON, N.C.) — Many health care facilities have been evacuated along the southeastern U.S. coast, as Hurricane Florence threatens the region.But at the Davis Community assisted living facility in Wilmington, North Carolina, they’re sheltering in place.“Those people who are critical care … it would be difficult for us to move them hours away,” CEO Charles Long said. “We may get stuck on the bus, in traffic, and it would be very difficult to care for them.“That’s why we have made the decision to enhance our emergency services on site, stay on site, re-evaluate after the storm and then leave if we need to.”There are close to 600 people taking shelter at the Davis Community, including patients, staff and their families, as well as any family pets, Long said.Diresha Rush, a clinical coordinator and licensed practical nurse at the facility, said that it’s her job to take care of her patients, regardless of the weather.“These people’s loved ones are counting on me to be here and take care of their loved ones through this, and to make sure they’re safe and [that they] make it out of this,” she said.Rush, who is staying at the home with family, said she brought 10 days’ worth of clothes, and that her real concern isn’t at the nursing home but rather for her own home, which is prone to flooding.“We’ll have to see what is left at home once this is all over,” she said.The campus, which holds a mix of assisted living, skilled nursing and rehab facilities, is doubling as a shelter for other facilities to weather the storm, too. And they are prepared, Long, the CEO, said.“We’re required to have food in an emergency for 72 hours, but we go beyond that here, so we have more than that,” he said.Inside the campus’ main storeroom, Long points out cereal, canned goods, different items for baking and other nonperishable items, such as granola bars and soda. Perishable items are in the freezer.As for drinking water, there’s enough of an emergency supply for each person to have one gallon a day, Long said. And if they lose access to the county’s water supply, they have a water tower with non-potable water onsite.Meanwhile, the emergency generator is prepped and ready. “We would not even know when the power goes out because we have an emergency generator [that starts] within three seconds,” he said.The Davis Community is fortified to withstand hurricane-strong winds. There are hurricane shutters on the windows to protect the glass, and the building is a single-story brick facility reinforced with cement and anchored down.“We’re not as worried about [the] structure as people with regular homes,” Long, who has worked at the facility for 30 years, said.“The last major hurricane was Fran [in 1996], and last time I was here working for several days … and someone got a call into me, and said, ‘There’s a tree on your house.’ … As I turned down my street, my house was up in the trees a little, and there were all these people and news crew there, and I was like, ‘Oh, no, this cannot be good.“When I got there, I saw that a tree had gone through my house and split it in half, with a limb sticking right through my mattress and in my bed, so I truly was in the best place, and that was here. … If I’d been laying in the bed, it would have gotten me.”Copyright © 2018, ABC Radio. All rights reserved.
Legislation should be considered an optionOn 1 Sep 2000 in Personnel Today Comments are closed. Related posts:No related photos. Previous Article Next Article It’s official: the government’s code of practice on ageism is not working –most employers do not even know it exists. So is legislation the only way toforce employers to take this issue seriously? We canvass some expert viewsClare MCevoy Human resources manager, CNN The age debate is a hot topic because of the demographic changes we arefacing. With fewer young people entering the workforce and with the massivecosts of pensions on the public purse, society needs to make sure that peopleneed to remain in employment longer and to do this, we need to think about thebarriers that exist. The question is why shouldn’t we help this process by protecting thiscategory against unfair discrimination, when there is some evidence that ageismoccurs in the workplace. If we are to take the issue seriously, as we have with other forms ofdiscrimination, we should consider legislation as an option. The outcome wouldbe to raise awareness of the issue and by doing so change behaviour. It wouldcontribute to shifting attitudes towards employing older people, supporting themessage that by encouraging diversity we can add value to the organisation orbusiness. In cases where awareness is not high, legislation would serve as a reminderof good practice. Employers, knowing that there would be a penalty attached toacting in a discriminatory would think twice before doing so. Those employers who train their staff in fair selection and who already putthe assessment of skills at the centre of the process, may not favour a movetowards legislation, because they would see it as unnecessary. However, in thistype of organisation, introducing legislation would not cause a huge amount ofadditional work. The downside of introducing legislation would be the initial increase in theamount of work – inevitable with any new kind of legislation: from re-visitingpolicies and procedures to re-writing employment contracts, as well as thetraining required for implementation. Legal advice would mean additional costs.However, these costs would be short-term. In the longer term, employers andsociety would see a big return to employers and society – in terms of the wayolder employees would be treated, retention of talent in the workforce forlonger and using the energy and wisdom of a category of resource which is toooften pensioned-off early, or not retrained into different areas of theorganisation. The next challenge for employers would be to make the working environment aplace where people would prefer to stay than to retire from. The Cabinet Office Some employers would prefer the clarity of legislation rather than feelingthey did not know where they stood with a voluntary code of practice andextensive guidance…age discrimination legislation would have a positiveeffect on British culture and would build on a growing sense of public interestand concern about the issue. The scale of the impact on employers’ behaviour ishard to measure and would depend on the model of legislation adopted. But theabsence of legislation on age when it exists for gender, race and disabilitysends a powerful message that age discrimination is taken less seriously.Kay Allen Head of diversity, B&Q Legislation would not enhance our policy on age or make us see the businesscase any differently. Would legislation strengthen the business case foremploying older workers or just burden employers? I was in favour of a code ofpractice to help spread the message on age. If forced to choose a side I wouldrather push for changes in retirement and pensions and other issues which wouldenable employers to develop flexible employment policies. I would advocateeducation rather than litigation. Good employers will reap the benefits veryquickly if they understand the business case.Kay Jarratt Development director, Employers’ Forum on AgeA majority of our members say they would like to put their own houses inorder. There is also quite a lot ofenthusiasm for legislation, but I doubt those people are the chief executivesbut those with an equal opportunities remit who need more wang to theirwellies. Our members would claim theyare working towards age diversity practices and that it’s the businessarguments that win. But we do need theGovernment to deploy more resources in getting the message out to decisionmakers. We welcome the new programmewhich will do much more.Marie Gill Head of colleague relations, Asda Stores We need legislation like a hole in the head. Yes, it would make ageismillegal but would it really make a difference? I doubt it. The problem as withother forms of diversity is generally with smaller organsiations. But there area lot of things that government and employers could do to change attitudes.Some of that is about visibility, about giving older people a higher profile inliterature and marketing campaigns and about celebrating age. The code ofpractice is helpful but we have to make sure more employers are using it asfully as they should be.
It could never happen to us…On 1 Jan 2002 in Musculoskeletal disorders, Personnel Today Comments are closed. Previous Article Next Article Corus had a good safety record until tragedy struck in November – a tellingreminder that it is just not safe to assume disasters will always happen tosomeone else, By Nic Paton It will be many months before it is clear what caused the deaths of threeworkmen in November 2001’s horrific explosion at the Corus steel plant in PortTalbot. The blast, which injured 15 men, five of them critically, is a tragedyfor the town, which is reliant on the industry, and also for Corus, the firmformerly known as British Steel before its merger with Dutch rival KoninklijkeHoogovens. Despite a number of high-profile setbacks – notably the explosion in 2000 atits Llanwern plant that left a worker with a fractured spine and led inNovember 2001 to a record £300,000 fine – Corus generally has a good safetyrecord in an industry that has to deal with many risk factors within theworkplace. Corus itself has described the Port Talbot accident as”unprecedented”. A high risk industry Common hazards for workers include exposure to molten metal and slag,dealing with heavy machinery, materials handling, noise exposure and working atheight and with electricity. Since the explosion on 8 November, a total of four investigations have gotunder way. The lead investigation is being carried out by the South WalesPolice. The Health and Safety Executive (HSE), Corus itself and the main tradesunion, the Iron and Steel Trades Confederation (ISTC) are carrying out theirown investigations. It is still too early to say with any certainty what was behind the blast infurnace number five. What is clear is that just before the explosion staff wereworking on controlling the temperature within the furnace, as what Corusdescribes as “an abnormality in the operating temperature” had beennoticed. This would have involved using water to quench some of the heatinside. Other operations were carrying on as usual, with workers drilling throughthe clay plug at the side of the furnace and tapping the molten materialinside, a procedure that happens many times a day. There was also a team ofcontractors carrying out maintenance work on some of the surrounding pipes.These three factors meant more workers than usual were in the vicinity of thefurnace. Furnace number five weighs about 1,000 tonnes and it is estimated there wassome 2,000 tonnes of solid material and liquid iron inside it, known as burden.The force of the blast separated the furnace about a third of the way up atthe point where there is a joint that allows natural expansion and contraction,creating a gap of a few inches. This allowed a combination of ash, slag, molteniron and ore to pour out. Following the blast, the furnace settled back,closing the gap, but landing slightly off centre on its hearth. The furnace floor is enclosed on three sides by steel sheeting. This wasbadly damaged, with a hole blown through one side, as was some of the pipework.Two workers who died – Steven Galsworthy, 25, and Andrew Hutin, 20 – werekilled at the scene, while colleague Len Radford, 53, died later in hospital. The investigation The furnace will inevitably be at the centre of the health and safetyinvestigations. But even here investigators have had to wait a number of weeksfor it to cool down to a point where it is stable and fully accessible. Acontrolled operation to quench the furnace began at the end of November. “The examination of the scene will take quite a while. It will takemonths rather than weeks,” says Mike Cosman, the HSE’s head of operationsfor Wales and the West. Computer and manual records, maintenance logs and otherdocumentary evidence will be closely investigated, and key workers will beinterviewed. Issues being examined include the precautionary measures and safetymanagement systems that were in place at the time of the incident. The adequacy of resourcing will also come under the spotlight. During 2001,Corus cut some 6,000 jobs in England and Wales and in September reportedhalf-year pre-tax losses of £230m. The ISTC has raised concerns that Corus cutthe jobs of many health and safety representatives. “Corus has lost a lot of people who have a lot of experience and whohave been well trained in health and safety,” says Robert Sneddon,research officer for health and safety at the union. The company also has a culture of long hours, and while directors mayemphasise the need for high standards in health and safety, the message doesnot always filter down to regional and local manager level, he argues. Another issue of concern to the ISTC is the drift towards multi-skillingamong workers, with fears that employees are not being adequately trained tocope with the extra responsibilities. The union also complains that its safetyreps are not involved enough in helping to implement company initiatives. But the HSE’s Cosman is careful to steer clear of suggestions that the tougheconomic environment faced by the company could have been a contributoryfactor. Reducing the workforce does not in itself make a plant less safe, heargues. Sometimes it actually means maintenance becomes a higher priority. “The danger in these circumstances is that there are plenty of peoplewho will try to jump on the bandwagon. This will be a properly analysedinvestigation based on data rather than gossip and innuendo,” he says. Health and safety issues Jack MacLachlan, manufacturing director for Corus Strip Products UK,stresses that health and safety is, and has always been, the number onepriority at the plant. “Our target is to have zero accidents,” hesays. “Safety is not compromised in any way at all in relation to theeconomic conditions. We have made that very clear.” Built in 1959, the furnace was not old in terms of industry standards andhad been subject to an ongoing 12-month safety review. It was relined in 1989,adds MacLachlan. One of the key health and safety thrusts at the plant has been to integrateprotocols into day-to-day process, to make them second nature, argues StevenPearce, health and safety manager. He and his colleagues have been working toimprove behavioural aspects, givingindividuals more responsibility for whatthey do. The working environment, the competence of workers and the behaviour andculture of employees are the three key health and safety factors that need tobe addressed, he adds. In the Welsh Assembly, first minister Rhodri Morgan has been kept underpressure from members worried about the company’s safety record. Just daysafter the blast, Morgan was forced to reassure the assembly that no abnormalmaintenance work had been carried out on the furnace prior to the explosion. He said there had been no molten metal break outs at the plant since 1994and the furnace had been regularly checked. This did not stop mutterings among some assembly members that the safety ofthe furnace had been a “talking point” among workers for weeks priorto the blast – something Corus denies. According to MacLachlan, the company has worked tirelessly to assuage theseconcerns, bringing assembly members to the plant and explaining, as far as itcan, what happened and what it is now doing. “Their concerns have beendealt with,” he insists. While the four investigations are primarily looking at health and safetyissues, getting the plant back to full operational capacity will also throw upsome occupational health issues, suggests the HSE’s Cosman. Dangers from heatand dust inhalation and possibly exposure to asbestos as a result of theclean-up operation must be considered, as must musculoskeletal injuriesassociated with making heavy items safe. Psychological impact Another issue that is being addressed by Corus is the psychological impactof the blast on workers, their families and those who have been injured orbereaved. In the immediate aftermath of the explosion, the company appointed staff toact on as go betweens with the families of the dead or hospitalised workers,helping with issues such as accommodation and finances and generally offeringsupport. This has now been extended to others exposed to the incident. Counsellorshave also been working with individual workers and groups of employees. Compared to even 20 years ago, health and safety within the steel industryhas improved dramatically. Sneddon, who worked at the Ravenscraig steel worksin the early 1980s, says the vast majority of plants today are much saferplaces. In the 12 months before the explosion, the Port Talbot plant reported a 22per cent drop in time off because of accidents among workers, a key indicatorof health and safety effectiveness. Any lessons or recommendations that come out from the investigations intothe tragic events at Port Talbot will not only be applied to Corus but to”the blast furnace community” as a whole, says MacLachlan. For the ISTC, the key lesson to learn is the need to get away from a”them and us” approach to health and safety. “Both the company and unions have to work at health and safety. It hasto be everyone’s business,” says Sneddon. “The traditional culture within the company, has always been one of ‘itwill never happen to me’, this needs to change dramatically,” he adds. Related posts:No related photos.
Written by Tags: Basketball/Craig Smith/Mountain West/Utah State Aggies FacebookTwitterLinkedInEmailLOGAN, Utah (Monday, March 26) – Utah State University Vice President and Director of Athletics John Hartwell announced Monday that Craig Smith has been named the school’s 19th head coach in 113 seasons of Aggie basketball.A press conference to formally introduce Smith will be held in the Wayne Estes Center, which is located on the Utah State campus, on Tuesday, March 27, at 11 a.m. The event is open to the public and media, and free parking will be available in the lots just north of the Estes Center.“Our family and I are pumped to join Utah State University and the community of Logan,” said Smith. “Utah State men’s basketball has tremendous leadership from the top in President (Noelle) Cockett, athletic director John Hartwell, and all the way down. It was easy to see and feel that our visions were aligned when it comes to running a successful basketball program.“Utah State has a rich tradition of excellence with tremendous fan support. The Dee Glen Smith Spectrum is one of the best home-court atmospheres in the country and I am amped to see ‘The HURD’ in full force. We are looking forward to making USU hoops a force in the Mountain West.”In all, Smith has 22 years of collegiate coaching experience, including seven years as a head coach, and has been to postseason play 10 times during his career, while winning three regular season and two postseason conference championships. As a head coach, Smith has been named conference Coach of the Year three times (2006, 2007, 2017) in addition to receiving the NAIA II National Coach of the Year Award in 2007 and the National Association of Basketball Coaches (NABC) District 12 Coach of the Year Award in 2017.Smith also has experience coaching in the Mountain West as he spent five years as an assistant at Colorado State from 2008 to 2012.“When we started this process two weeks ago we identified several characteristics we wanted in our next head coach – high energy, high character, a proven recruiter and proven player development, to name a few,” said Hartwell. “We believe we have not only checked all the boxes, but that we have hit a home run with the hiring of Craig Smith. Craig has been a winner at every level. Craig, his wife Darcy, and their family, will be tremendous assets to Utah State University and Cache Valley. We look forward to Craig leading our team to the high levels of success that Aggie basketball has experienced in our storied history.”Smith comes to Utah State after spending the past four years as the head coach at the University of South Dakota, where he led the Coyotes to a 79-55 (.590) record, including a 38-26 (.594) mark in the Summit League. In his last two seasons at USD, he led the program to back-to-back postseason appearances (NIT, CBI) and a conference championship (2017), as the Coyotes produced a 48-21 (.696) record, including a 23-7 (.767) mark in league play.During this past season at South Dakota, Smith led the Coyotes to a 26-9 record, which is the second-most wins in school history, and its best record in their 10 years at the Division I level. USD also finished second in its conference during the 2017-18 campaign with an 11-3 mark and advanced to the championship game of the Summit League Tournament, followed by an appearance in the College Basketball Invitational, which was its second-straight postseason appearance. In all, USD did not lose back-to-back games once during the 2017-18 regular season.Statistically, South Dakota led the Summit League and ranked 12th in the nation in scoring margin (+12.2 points per game) during the 2017-18 season, while also ranking first in the conference and 32nd nationally in field goal percentage defense (.409), and first in the conference and 36th in the nation in field goal percentage offense (.476). USD also ranked third in the Summit League and 35th in the nation in scoring offense (80.9 points per game) during the 2017-18 campaign, second in the conference and 30th in the nation in turnovers (11.1 per game), and second in the league and 20th nationally in turnover margin (+3.2 per game). The Coyotes also led the league and ranked 65th nationally in 3-point field goal percentage defense (.329) last season and were first in the conference in scoring defense (68.7 points per game), while also ranking second in the conference in both free throws made (555) and attempted (740).Following the 2016-17 season, Smith was named the Summit League and NABC District 12 Coach of the Year as he led South Dakota to a 22-12 record, including a 12-4 mark in league play, to win its second-ever Division I conference championship. The Coyotes concluded the season by playing in the National Invitation Tournament.During his four years as the head coach at South Dakota, Smith coached nine players who earned a total of 11 Summit League honors, including Matt Mooney, who was a two-time first-team all-league honoree and a two-time NABC All-District 12 team member.Prior to being the head coach at South Dakota, Smith spent two seasons as an assistant at Nebraska (2013-14) and five seasons as an assistant at Colorado State (2008-12), helping the Cornhuskers to the 2014 NCAA Tournament and the Rams to the 2012 NCAA Tournament. While at CSU, Smith also helped the Rams advance to the 2010 CBI Tournament and the 2011 NIT.Smith’s other head coaching stint was at Mayville State University in North Dakota, where he compiled a 72-29 record in three seasons and three-straight NAIA II National Tournament appearances from 2005-07. The Comets were 1-25 the season before Smith’s arrival and competed in the NAIA National Championship game in their third season under Smith.After winning 17 games in his first season at Mayville State, the Comets set a school record for victories with 28 during the 2005-06 campaign, while winning the Dakota Athletic Conference (DAC) regular season and tournament championships. Mayville State advanced to the national quarterfinals before falling to the eventual national champions.In 2007, Smith was named the NAIA II National Coach of the Year when the Comets defended their regular season and tournament titles and advanced to the National Championship game. It marked the first time any men’s basketball team from North Dakota had ever played for a national title. Smith also earned DAC Coach of the Year honors in both 2006 and 2007.Smith began his coaching career as an assistant at Mayville State during the 1996-97 season as he helped the Comets advance to the NAIA II Tournament. He then spent the 1997-98 season as a graduate assistant at Northern State in South Dakota, helping the Wolves to the Elite Eight of the NCAA Division II Tournament. He then spent three seasons as an assistant at Minot State in North Dakota, followed by three more seasons as an assistant at North Dakota State, where he began his affiliation with current Nebraska head coach Tim Miles. Following his three years as head coach at Mayville State, Smith worked under Miles at both Colorado State and Nebraska before becoming the head coach at South Dakota.Smith is a Stephen, Minn., native and a 1996 graduate of the University of North Dakota, where he earned his bachelor’s degree in secondary education. He then earned his master’s degree in teaching and learning from Northern State, where he served as a graduate assistant for the 1997-98 season. The Wolves reached their first-ever Elite Eight that season.Smith and his wife, Darcy, have three sons: Landon, Brady and Carson, along with a daughter, Lauren.Fans can now place a deposit on their 2018-19 Men’s Basketball Season Tickets. For just $25 down, per ticket, fans can secure their seats for the 2018-19 season. Fans who place a deposit prior to Friday, April 13, will receive an exclusive coach Craig Smith autographed item. To make your season ticket deposit go tohttp://bit.ly/MBBTix2018CRAIG SMITH FILECoaching History (22 Years) 2019 – Utah State – Head Coach2015-18 – South Dakota – Head Coach2013-14 – Nebraska – Assistant Coach2008-12 – Colorado State – Assistant Coach2005-07 – Mayville State – Head Coach2002-04 – North Dakota State – Assistant Coach1999-01 – Minot State – Assistant Coach1998 – Northern State – Graduate Assistant1997 – Mayville State – Assistant CoachPostseason Appearances (10) NCAA Tournaments (2): Nebraska – 2014; Colorado State – 2012NIT Tournaments (2): South Dakota – 2017; Colorado State – 2011CBI Tournaments (2): South Dakota – 2018; Colorado State – 2010NCAA Division II Tournaments (1): Northern State – 1998NAIA II Tournaments (3): Mayville State – 2007, 2006, 1997Conference Championships (3): South Dakota – Summit – 2017; Mayville State – Dakota Athletic – 2006, 2007Conference Tournament Championships (2): Mayville State – Dakota Athletic – 2006, 2007Coach of the Year Honors (5) NAIA II (1): Mayville State, 2007.NABC District 12 (1): South Dakota, 2017Summit League (1): South Dakota, 2017Dakota Athletic Conference (2): Mayville State, 2007, 2006Education 1996 – North Dakota – Bachelor’s in Secondary Education1998 – Northern State – Master’s in Teaching and LearningFamily Wife, Darcy; Sons – Landon, Brady, Carson; Daughter – Lauren. March 26, 2018 /Sports News – Local Craig Smith Named Utah State Head Men’s Basketball Coach Robert Lovell
Countrywide says in its third quarter trading statement that changes to Stamp Duty and the EU referendum have ‘significantly’ reduced transaction levels and it now expects the number of homes it sells this year to be down 6% overall compared to 2015.The company says the additional Stamp Duty tax levied on landlords who purchase property and the uncertainty created by the referendum also helped reduce its revenue by 4.3% for the three months ending September 30th when compared to last year, from £197.1m to £188.5m.But it’s not all gloom; the number of homes it sold during the quarter only reduced by 1%, and year- on-ear the number of sales remains up by 7% although in London, like many other agents, Countrywide’s figures are brutal. Sales in the capital were down 29% during the quarter when compared to last year and down 11% overall.Countrywide’s lettings business proved a much happier place. It had 14% more properties under management compared to the same quarter last year after it focussed on landlord retention as a key initiative.The company’s mortgage business is also doing well; it arranged 19% more loans during the quarter than in 2015 and 30% more year on year.“As well as further strengthening our position as the UK’s largest single mortgage broker, we have been focused on improving our retention rate on existing customers whose fixed term deal has come to an end,” the report says.CEO Alison Platt (pictured) says: “We have made good progress this year despite tough market conditions since the EU referendum, particularly pleasing is our growth in market share in both sales and lettings based on available market data up to July.”Countrywide results November 24, 2016Nigel LewisWhat’s your opinion? Cancel replyYou must be logged in to post a comment.Please note: This is a site for professional discussion. Comments will carry your full name and company.This site uses Akismet to reduce spam. Learn how your comment data is processed.Related articles Letting agent fined £11,500 over unlicenced rent-to-rent HMO3rd May 2021 BREAKING: Evictions paperwork must now include ‘breathing space’ scheme details30th April 2021 City dwellers most satisfied with where they live30th April 2021 Home » News » Agencies & People » Countrywide results: sales sag but letting business is booming previous nextAgencies & PeopleCountrywide results: sales sag but letting business is boomingMixed third quarter results released this morning are down to EU referendum and Stamp Duty changes, it says.Nigel Lewis24th November 20160510 Views
Must have experience in instructing French language andcultureApplicant must score advanced in English as tested against theOral Proficiency Interview (OPI), is required to take the OPIbefore selection and must score superior in French.Individual must be able to pass a Criminal BackgroundInvestigation enabling successful clearanceapplication/approval.Must have knowledge of current teaching methodologies andpractices in the classroom and experience utilizing advancedclassroom technologies.Must be able to work productively within a team andindependently. Master’s degree in relevant fieldMust have experience in curriculum development for Frenchlanguage materials.While employed instructors must develop curriculum based on theneeds of the program and as required by the DoD. About the Defense Critical Language/Culture Program (DCLCP) atthe Mansfield CenterThe Defense Critical Language/Culture Program (DCLCP) at theMansfield Center develops and presents comprehensive language andregional studies/cultural awareness courses, courseware, andsupporting materials designed to prepare DOD and USG employees foroverseas deployment. These courses and materials will bespecifically designed to meet DoD requirements, and may include,but not be limited to, languages such as Chinese, Arabic, Dari,Persian, Indonesian, French, Russian, Pashto, and Korean.Additionally, these courses and materials will include asubstantial regional and cultural studies component. DCLCP willalso develop synchronous online learning modules and Apple Apps forlanguage and culture instruction in coordination with Department ofDefense (DoD) entities.Criminal Background Investigation is required prior to Offer ofEmployment In accordance with University policy; finalists forthis position will be subject to criminal backgroundinvestigations. ADA/EOE/AA/Veteran’s Preference Reasonableaccommodations are provided in the hiring process for persons withdisabilities. For example, this material is available inalternative format upon request. As an EqualOpportunity/Affirmative Action employer, we encourage applicationsfrom minorities, veterans, and women. Qualified candidates mayrequest veterans’ or disabilities preference in accordance withstate law. References *References not listed on theapplication materials may be contacted; notice may be provided tothe applicant. Testing Individual hiring departments at UM-Mmay elect to administer pre-employment tests, which are relevant toessential job functions. Employment Eligibility. All NewEmployees must be eligible and show employment eligibilityverification by the first date of employment at UM, as legallyrequired (e.g., Form I-9).How to ApplyPriority Application Date: Wednesday, April 1, 2020by 11:59 pm MDTA complete application Includes: The University of Montana invites applications for FrenchInstructor of Language and Culture with the Defense CriticalLanguage and Culture Program (DCLCP). This position will assist inthe development of curriculum and instruct military and UnitedStates government agency personnel in intensive language andculture courses delivered over video-teleconferencing (VTC) andin-resident venues. The duration of each course ranges from one dayto one year. While classes are in session 5-6 hours of teaching perday is common per instructor, while 2-3 hours per day are used forlesson preparation, classroom management, administration andsupplementary curriculum development. When courses are not insession course materials are developed by the language instructorsfor publishing and for in-class use. The language instructor isresponsible for 5-6 hours of in class teaching daily and helpingthe Lead Instructor in the design of course curriculum andsyllabus.Due to instruction being conducted at multiple training sites, sometravel may be required for instructors.The instructor must be fluent in French language and demonstrate ahigh level of proficiency in English. The instructor is required totake an Oral Proficiency Interview and score superior in French andadvanced in English prior to selection.The instructor must have a high level of knowledge in currentteaching methodologies and be comfortable with teaching throughtechnology using Video-Teleconferencing (VTCs), Smartboards, andiPads. Instructors must also be able to work productively in agroup (team teaching, active coordination, extensivecollaboration), and work effectively in an independent mode. Theinstructor must be able to create and follow syllabi withoutoversight.The French Instructor of Language, Culture and Regional Studieswill teach not only the language, but also teach cultural andregional studies courses in the target language or inEnglish.The position may be located at Fort Bragg, NC, Missoula MT or otherlocation dependent upon mission requirements or as determined bythe Director of the DCLCP.Required Qualifications Job LocationFort Bragg,North Carolina, United StatesPositionTypeFull-Time/Regular Preferred QualificationsPh.D. in relevant fieldExperience in intensive language instruction, particularly in amilitary or government setting. Letter of Interest – addressing your qualifications andexperience related the stated required skills for theposition.Detailed Resume – listing education and describing workexperience.Professional References – names and contact informationfor three (3) professional references.
Closer to home, Oxford SU is continuing the huntfor a VP for Charities and Community, a position unfilled by Hilary term’selection. President Joe Inwood also penned a letter this month, calling for theuniversity to revoke the honorary degree given to the Sultan of Brunei. The voting records of all delegates are available for viewing online, whilst a list of the motions discussed over the three day event can be found here. All Oxford delegates voted against the motion to revoke gender quotas within the SU. The proposer highlighted the now-increased presence of women in the organisation, since the rule’s creation in 2014, as well as the potential harm to non- binary individuals that a 50% female quota poses. The last 5 NUS presidents have identified as female, with racial discrimination featuring more often than gender inequality in this year’s manifestoes. Among the motions discussed, Oxford SU delegates voted to support the Mental Health Charter. This would seek to improve standards of mental health provision and funding across universities, acknowledging alarming rates of student suicide and the ongoing “mental health crisis”. This follows the November announcement that the NUS was unable to pay off a £3m deficit, cutting half of its jobs as a result. However, all Oxford delegates voted against a review of the NUS’s finances. The National Union of Student’s annual conference took place between Tuesday and Friday of this week. Five of Oxford’s seven elected delegates were present and voting in Glasgow, with two not voting on any motions. This conference saw the election of Zamzam Ibrahim as NUS President. Ibrahim, the former president of the Salford University students’ union, vowed in her manifesto to hold a National Student Strike, calling for free education, an improved student maintenance allowance and the return of the post-study work visa for overseas students. The conference itself was marked from the outset by sitting president Shakira Martin’s admission of the NUS’s financial trouble. Telling the conference that “we should have run out of cash”, Martin stated: “We are having problems that we need to sort out”. Oxford SU has been contacted for comment on the proceedings.
On July 30, 1916, the Black Tom Island munitions depot was completely destroyed by a series of explosions and fire. Lives were lost, and property damage was immense. The destruction was the result of sabotage; bombs planted by German spies. Many consider the event to be the first terror attack committed by a foreign entity on U.S. soil. The buildings that stood on the site before the 1916 tragedy are long gone. But on the easternmost jetty there are still remnants of the original structure, which were left as a monument to the history of the site when Liberty State Park was created.These artifacts serve to educate and remind us of the vital role of Black Tom Island during the WW1, and the tragic event in July of 1916. It’s important that these artifacts be preserved as a valuable historical resource. Black Tom Island is currently threatened by plans to develop a private marina along the entire southern shore of the site. The marina has the support of the outgoing governor and the commissioner of NJDEP If constructed, public access to the 3 jetties of Black Tom Island would be permanently cut off and more importantly, the historical quality of Black Tom Island and the jetties would be erased. The artifacts that remain on the one jetty, the only remaining physical, historical reminders of the destruction that took place here in 1916, would be destroyed. We must not allow this to happen.A local group called Friends of Liberty State Park has a website, folsp.org. Here you can find information and links, where you can voice your opposition to the marina project. If you want to help protect Black Tom Island as a free, open space, and preserve its historic artifacts, please voice your opposition to the marina project.Thomas Zalewski Dear Editor:The historic Black Tom Island site is now the southern area of Liberty State Park, along Morris Pesin Drive. It includes the area from the boat launch down to the great lawn at the southeast corner of the park beyond the flag plaza, and the 3 jetties in between. Black Tom Island has a significant place in history. Early in World War 1, the site was a large munitions depot and played a major role in the war effort, well before the U.S. entered the war. Many tons of munitions were shipped from these jetties to France and Britain, providing vital support.
Further information is now available about this hackathon. The DASA Real-World Incident Response Hackathon will take place on 26-27 November in Central London.This hackathon will focus on improving the way we investigate incidents through the application of Multimedia Analysis and Artificial Intelligence.Participants will be asked to process large amounts of real-world incident multimedia data and rapidly identify key information for on-site experts – people, places, events, in fact anything that may assist an investigations team.We’re interested in how entities relate to each other, the event timeline and narrative, and near-term predictions. Data will mostly take the form of video which will be varied in quality, source, and format. Some will be live-streamed during the event.This is a unique opportunity for participants to demonstrate their ability to extract useful information and insights from large multimedia data sources which would help teams to respond to incidents more quickly and effectively. We expect the successful hackathon attendees to leverage Artificial Intelligence techniques including Machine Vision, Facial Recognition, and Object Recognition, as well as being able to process multimedia sources in a variety of formats from a variety of sources.At the end of the second day a final prize presentation will take place.To register for the event, please visit the Eventbrite page. If you have any questions then please email [email protected] with the title Real-World Incident Response hackathon in the subject line.
Following the release of their Live In Boulder LP, Colorado-based trio SunSquabi released their newest single “Just A Little” today. “Just A Little” is only a taste of what’s to come, showing just a sliver of where the direction of the band’s music is heading. Bridging the gap between live improvisational music and electronic beats, SunSquabi has been gaining incredible momentum from their previous releases Deluxe EP, Odyssey EP, and Anytime EPs. The single delivers good vibes with its slow rolling, iridescent and nostalgic components that encourage the inevitable head nod.SunSquabi Releases “Live In Boulder” LP Ahead Of Headlining Denver GigListen to SunSquabi’s new “Just A Little” below!This news comes ahead of the band’s biggest headlining show to date at the Fillmore Auditorium in Denver, CO on November 11. Presented by Griz’s All Good Records, SunSquabi will be joined by The Russ Liquid Test (New Orleans, LA), Escort Live Band (Brooklyn, NY) and Defunk (Canada) with special guest Flamingosis to round out the bill. All Good Records and SunSquabi have curated the November 11th show to cultivate a full-blown dance party with some of their favorite acts performing today. As one of the scene’s most renowned live acts, and in anticipation of their upcoming performance at the Fillmore, SunSquabi is excited to bring in a full concert experience with their largest and most immersive audio and visual production ever.SunSquabi Taps The Russ Liquid Test, Escort, Defunk, and Flamingosis For Biggest Show YetColorado has seen SunSquabi grow from supporting artists at the Fox Theatre in Boulder to playing the world renowned Red Rocks amphitheater 3 years in a row. Standing at the forefront of the epicenter of the electro-funk scene in Colorado, the trio have championed the thriving genre as one of the culture’s integral live acts. In 2017, SunSquabi took their live show across North America, to festivals from Summer Camp to Electric Forest to Camp Bisco, and are thrilled to bring it all home to their home town fans on November 11th. Tickets are on sale now!SunSquabi Tour DatesNov-11 Sat Denver, CO The FillmoreDec-1 Fri Punta Cana, DR Dominican HolidazeDec-15 Fri Detroit, MI Masonic TempleDec-31 Sun Minneapolis, MN SnowtaJan-26 Fri Tucson, AZ Gem & Jam