text:
Hikov zakon ili Hik—Hajmanov zakon, nazvan je po britanskim psiholozima Vilijamu Edmundu Hiku i Reju Hajmanu. Opisuje vreme koje je čoveku potrebno da donese odluku, kao rezultat mogućih izbora koje ima. Povećanjem broja izbora logaritamski se povećava vreme donošenja odluka. Hikov zakon procenjuje kapacitet kognitivne informacije u eksperimentima gde postoji izbor reakcije. Količina vremena za koje se obradi određena količina bitova naziva se stopa priraštaja informacije.

Za Hikov zakon se ponekad kaže da opravdava odluke dizajna menija. Primenjivanje modela na menije mora se uraditi sa posebnom pažnjom. Na primer, da bi se našla data reč (npr. ime komande) u nasumice poređanoj listi reči (npr. meniju), potrebno je brzo pregledati svaku reč, trošeći linearno vreme, tako da se Hikov zakon ovde ne može primeniti. Međutim, ako je lista reči data u abecednom redu, korisnik će biti u stanju da koristi strategiju podele na manje delove, koja će zahtevati logaritamsko vreme. Naravno, dobro dizajnirani podmeniji dozvoljavaju automatsko deljenje.

Još jedna situacija je kada korisnik ne zna tačno ime komande koju traži u meniju, ali može je prepoznati kada je vidi. U ovom slučaju, korisnik može ali i ne mora da koristi traženje strategijom podele na manje delove, u zavisnosti od delova na koje su predmeti u meniju kategorizovani i koliko dobro korisnik može koristiti kategorije kako bi ubrzao potragu.

Istorija
1868. godine Franciskus Donders je izložio odnos između višestrukih stimulusa i vremena izbora reakcije. 1885 godine, J. Merkel je otkrio da je vreme odziva duže kada stimulus pripada većem skupu stimulusa.

Psiholozi su počeli da uviđaju sličnosti između ovog fenomena i Teorije informacije .

Hik je prvi počeo da eksperimentiše sa ovom teorijom 1951. godine. Njegov prvi eksperiment se sastojao od 10 lampica sa odgovarajućim tasterima za Morzeovu azbuku. Lampice bi se nasumično uključile svakih pet sekundi. Vreme izbora reakcije zabeleženo je brojem izbora u rasponu od 2 - 10 lampica.
Hik je obavio drugi eksperiment koristeći isti zadatak, zadržavajući broj alternativa na 10. Učesnik je obavio zadatak prva dva puta sa uputstvom da ga izvrši što je tačnije moguće. Za poslednji zadatak, učesniku je traženo da izvrši zadatak što je brže moguće.

Hik je tvrdio da je odnos između vremena reakcije i broja izbora - logaritamski. Hajman je želeo da bolje razume odnos između vremena reakcije i broja izbora, pa je u eksperimentu postavio 8 različitih lampica raspoređenih u 6x6 matricu. Svaka od ovih lampica je dobila ime, pa je učesniku mereno vreme koje mu je bilo potrebno da izgovori ime lampice nakon što je osvetljena. Hajman je odgovoran za utvrđivanje linearne veze između vremena reakcije i prenošenja informacija .

Zakon
Ako je -{n}- jednako verovatan izbor, prosečno vreme reakcije T potrebno da se izabere od mogućih izbora je približno:

gde je -{b}- konstanta koja se može empirijski odrediti postavljanjem linije na merene podatake.
Logaritam izražava dubinu "izbora stabla" hijerarhije - -{log}-2 ukazuje da je binarna pretraga izvršena.

U slučaju izbora sa nejednakim verovatnoćama zakon se može uopštiti kao:

gde je -{H}- entropija odluke Teorije informacije koja se definiše kao:

gde se -{p}-i odnosi na verovatnoću -{i}--te alternative koja donosi informaciju teorije entropije.

Hikov zakon je sličan Fitsovom zakonu po formi. Hikov zakon ima logaritamsku formu jer ljudi dele ukupan broj izbora u kategorije, eliminišući time oko polovine preostalih izbora na svakom koraku, radije nego uzimajući u obzir svaki izbor jedan po jedan, što bi zahtevalo linearno vreme.

Povezanost sa -{IQ}-

E. Rot (1964) je pokazao povezanost između -{IQ}- i brzine obrade informacija, koja je recipročna nagibu funkcije:

gde je n broj izbora. Vreme koje je potrebno za dostizanje odluke je :

Kompatibilnost stimulusa i odgovora

Kod Hikovog zakona poznato je da kompatibilnost stimulus-odgovor takođe utiče na izbor vremena reakcije. To znači da odgovor treba da bude sličan samom stimulusu (kao što je okretanje volana da bi se okrenuli točkovi automobila). Akcija koju korisnik obavlja je slična odgovoru koji vozač dobija od automobila.

Vidi još
 Snaga zakona prakse

Reference

Literatura

Spoljašnje veze
 -{Usability Glossary: Hick's Law}-

Интеракција човек-рачунар


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Enrique Granados: The Collection
Main MenuMore options »
$40.00 Low Stock add to cart
ENRIQUE GRANADOS
Alicia de Larrocha (piano) Montserrat Caballe (soprano) Julian Bream, John Williams (guitar), National Orchestra of Spain, Ataúlfo Argenta, etc
[ Sony / RCA Classical Masters / 7 CD Box Set ]
Release Date: Friday 26 May 2017
Should this item be out of stock at the time of your order, we would expect to be able to supply it to you within 2 - 4 weeks.
Enrique Granados - nicknamed "the poet of the piano" and "the Chopin of Spain". The boxset celebrates the 150th birthday of Granados, who was born in the Catalonian town of Lérida. The centrepiece of this new collection is Granados's masterpiece, the breathtaking suite Goyescas. Granados's operatic adaptation of Goyescas itself is included in Sony Classical's new box set, in the first CD release of a recording with an all-Spanish cast the Spanish National Orchestra. It is conducted by Spain's brilliant Ataulfo Argenta, whose career was also cut short by a tragic accident. The version of 'La maja y el ruiseñor' incorporated in the opera Goyescas is also sung in this collection by the great Spanish soprano Montserrat Caballé on an album of orchestrated songs, including the Tonadillas and Canciones amatorias. "Perfect singing of this music" raved MusicWeb International about an earlier release of Caballé's recital. To round off this selection of the best of Enrique Granados: the Intermezzo from the opera Goyescas is heard in a classic recording by the Chicago Symphony under Fritz Reiner.
"Larrocha shows herself still a pianist of the first rank, with a mastery of dynamics and tonal coloration, and she understands this music (which she imbibed from her teacher, Granados's favourite pupil) as few others do." Gramophone review of the Piano Works
Granados: Allegro de concierto, Op. 46
Alicia De Larrocha (piano)
Granados: Danza lenta
Granados: Goyescas (piano suite)
Granados: El Pelele
Granados: Danzas españolas, Op. 37 Nos. 1-12
Granados: Valses Poeticos (7)
Granados: Escenas romanticas
Granados: Bocetos
Granados: Cuentos de la Juventud, Op. 1 (10)
Granados: Canciones amatorias
Granados: Tonadillas
Granados: Goyescas: Quejas ó La Maja y el Ruiseñor
Granados: Cançó D'amor
Granados: L'ocell profeta (Canta, aucell aimat)
Granados: Cuentos de la Juventud, Op. 1: Dedicatoria
Julian Bream (guitar)
Granados: Tonadillas: No. 7, La maja de Goya
Granados: Andaluza
Granados: Danza española, Op. 37 No. 4 'Villanesca'
Granados: Goyescas (piano suite): Intermezzo
Granados: Danza española, Op. 37 No. 6 'Jota'
Julian Bream (guitar), Timothy Kain (guitar)
Julian Bream (guitar), John Williams (guitar)
Granados: Danza española, Op. 37 No. 11 'Bolero'
Granados: Danza española, Op. 37 No. 2 'Orientale'
Granados: Goyescas (opera)
National Orchestra of Spain
Ataulfo Argenta
Consuelo Rubio (Rosario), Ana Maria Iriarte (Pepa), Gines Torrano (Fernando), Manuel Ausensi (Paquiro), The Madrid Singers (chorus)
Xavier de Maistre (harp)
Granados: Danza española, Op. 37 No. 5 'Andaluza'
The Philadelphia Orchestra
Pablo Casals (cello), Nikolai Mednikoff (piano)
Arthur Rubinstein (piano)
Fritz Kreisler (violin), Carl Lamson (piano)
Jascha Heifetz (violin), Samuel Chotzinoff (piano)
Lavinia Meijer (harp) & Carel Kraayenhof (accordion)
Granados: Goyescas (opera): Intermezzo
Mahler: Kindertotenlieder + Songs & Arias by Gluck, Greene, Handel, Purcell etc
The King's Singers Gold
Classical Home
Best Versions
Classics Direct
Australian Eloquence
A Hotblack / Raindance Production
© 2013-2020 Marbecks

redpajama_set_name: RedPajamaCommonCrawl


text:
Metal Sucks "A Greater Call": Listen to the First Released... MetalSucks Presents: So Hideous and Bosse-de-Nage 2016...
"A Greater Call": Listen to the First Released Track from the Cult of Luna/Julie Christmas Album!
When Cult of Luna and Julie Christmas (ex-Made Out of Babies, ex-Battle of Mice) first announced their new collaboration, Mariner, they promised that the first single would drop February 11. Well, it's February 11… and the single is here! The eight-and-a-half minute track, entitled "A Greater Call," is goddamn great. It basically sounds exactly the way you'd expect it to sound: like Cult of Luna with some vocals by Julie Christmas. No complaints here! "A Greater Call" is expansive and cinematic and totally crushing. I'm not even that bummed that Christmas is really a minor presence on the track, 'cause the band says the song "might not be representative" of "Julie's involvement." Christ on a cracker, I cannot wait to hear the rest of this record.
Stream "A Greater Call" below. Mariner comes out April 8. Go here to find geographically-appropriate pre-order links.
[via Lambgoat]
Tags: Battle of Mice, cult of luna, Julie Christmas, MADE OUT OF BABIES
Mariner: Cult of Luna Announce New Album with Julie Christmas (Ex-Made Out of Babies)
Shit That Comes Out Today 0
Sh*t That Comes Out Today: February 11, 2022
February 11th, 2022 at 9:38am MetalSucks
Featuring new releases by Napalm Death, Cult of Luna, Voivod, and more!
Cult of Luna Post New Single, "Into the Night"
January 13th, 2022 at 9:00am MetalSucks
The latest from their forthcoming album, 'The Long Road North.'
Cult of Luna Stream New Song "Cold Burn"
December 1st, 2021 at 1:42pm MetalSucks
It's the first single from their new album, The Long Road North, which is out in February.
Anthrax's Frank Bello is Really Excited to Be Here, Not at All Concerned About Swallowing Bugs
Danzig is Just Cleaning Up His Motherf*cking Bricks, Bitch
Eleven Useful Tips for Local/Unsigned Bands
The formula 4 good music: Generic, but with a gimmick (*please read*)
Let's Gossip About How Much Money Famous Metal Vocalists Make


The Contact Group is the name for an informal grouping of influential countries that have a significant interest in policy developments in the Balkans. The Contact Group is composed of United States, United Kingdom, France, Germany, Italy, and Russia. It was first created in response to the war and the crisis in Bosnia in the early 1990s. The Contact Group includes four of the five Permanent Members of the UN Security Council and the countries that contribute the most in troops and assistance to peacebuilding efforts in the Balkans. Representatives of the EU Council, EU Presidency, European Commission and NATO generally attend Contact Group meetings.
The Contact Group has taken a major interest in the UN-led process to determine the future political status of Kosovo (i.e., whether it should be independent or remain a part of Serbia). The Contact Group meets regularly with UN Special Envoy Martti Ahtisaari, who has been charged with running the future status process.
The Contact Group has no Secretariat or permanent staff—it is simply an informal grouping of countries that meets regularly at various levels to coordinate international policy initiatives in southeast Europe. Contact Group public statements, often negotiated to painstaking detail within the group, are considered to be significant statements of the international community's policy and intentions in the region. The Contact Group usually meets at the level of Balkans director (i.e., the highest-ranking diplomats in charge of the Balkans in each foreign ministry). Occasionally, however, the Contact Group meets at the level of Political Director or even Foreign Minister.


text:
@CP_Smith
Scarpia54@yahoo.com
Smith writes about Travel and the Arts for several Southern California publications.
Tweets by Christopher Smith
South Coast Repertory aims for a hint of 'normal' with audio version of 'A Christmas Carol'
December 14, 2020 at 1:01 p.m.
The Costa Mesa theater's audio production, with veteran actor Richard Doyle playing all the roles, will be available online for free Dec. 15-31.
Live theater returns — outdoors and with social distancing — in Westminster
September 21, 2020 at 12:41 p.m.
Rose Center Theater staged two concert performances of 'The Wiz' and will present a similar version of 'Man of La Mancha' this weekend.
South Coast Repertory's 2020-21 season will feature 4 world premieres and a final 'Christmas Carol'
March 16, 2020 at 6:45 p.m.
Richard Doyle will portray Scrooge in the holiday mainstay's final run, while Amy Brenneman will appear in a play she wrote about her daughter's neuro-disabilities.
Theater review: 'Barefoot in the Park' steps uneasily into the 21st century
March 5, 2020 at 1:23 p.m.
Laguna Playhouse's production of Neil Simon's early '60s play is best enjoyed as a time capsule of that era.
Theater review: 'Fun Home' in Anaheim deftly conveys the complexities of one family's life
February 10, 2020 at 5:07 p.m.
The Tony Award-winning musical balances tragedy and comedy as characters express, and repress, their identities.
Theater review: Will Jimmy Buffett fans want to belly up to see 'Escape to Margaritaville'?
February 5, 2020 at 1:56 p.m.
The jukebox musical featuring 27 of the singer's best-loved numbers, currently in Costa Mesa and headed to Hollywood, will appeal to Parrotheads but fans of traditional musical theater may want...
Theater review: 'She Loves Me' at South Coast Repertory is a shining jewel
The 1963 musical, based on a play that has morphed into three movies, delivers a thoroughly enjoyable evening.
Travel: Cirque du Soleil rolls the dice on 'R.U.N,' its new Las Vegas show
The production is a sharp departure, both in tone and content, from the kind of entertainment that has packed in crowds on The Strip for years.
Theater review: 'Fireflies' at South Coast Repertory fails to illuminate but performances and direction are bright
The two-character play, based on the relationship between Martin Luther King Jr. and Coretta Scott King, tries to cram too many elements into its brief framework.
Hal Landon Jr. takes his final bow as Scrooge in South Coast Repertory's 'A Christmas Carol'
The actor who originated the role in the annual production steps down after 40 years playing the legendary miser.


text:
Q: how to load jinja2 templates from zipped folder I am trying to load templates from zipped folder but it won't. The folder structure is
zipped.zip:
   templates/template1.html
I tried opening the file using zipfile module and passing the opened file handle to the get_template function as below
import os
from pathlib import path
import jinja2

TEMPLATE_DIR = os.path.abspath(str(Path.home()))
TEMPLATE_LOADER = jinja2.FileSystemLoader(searchpath=TEMPLATE_DIR)
TEMPLATE_ENV = jinja2.Environment(loader=TEMPLATE_LOADER)

archive = zipfile.ZipFile('zipped.zip', 'r')
hd_template = archive.open('templates/parsing_error_template.html')
parsed_template = TEMPLATE_ENV.get_template(hd_template)
html_template = parsed_template.render(a='something')

The error I got:
parsed_template = TEMPLATE_ENV.get_template(parsed_template)
  File "/home/airflow/airflow/lib/python3.6/site-packages/jinja2/environment.py", line 830, in get_template
    return self._load_template(name, self.make_globals(globals))
  File "/home/airflow/airflow/lib/python3.6/site-packages/jinja2/environment.py", line 804, in _load_template
    template = self.loader.load(self, name, globals)
  File "/home/airflow/airflow/lib/python3.6/site-packages/jinja2/loaders.py", line 113, in load
    source, filename, uptodate = self.get_source(environment, name)
  File "/home/airflow/airflow/lib/python3.6/site-packages/jinja2/loaders.py", line 168, in get_source
    pieces = split_template_path(template)
  File "/home/airflow/airflow/lib/python3.6/site-packages/jinja2/loaders.py", line 27, in split_template_path
    for piece in template.split('/'):
AttributeError: 'ZipExtFile' object has no attribute 'split'

How do I load a jinja2 template from zipped folder?

redpajama_set_name: RedPajamaStackExchange


Below you will find helpful programs to Refinance Student Loans. I provide a brief description of each and the particular benefit that they may provide to you. I've separated them into loans that are specifically helpful for those in residency (affordable monthly payments during residency) and those that want to refinance after residency (usually provide lower rates).
I have a few comments I'd like you to read BEFORE you refinance, though. This is to make sure that refinancing is right for you, first.
Please do the math for your specific situation to see if you get a better deal through the subsidy provided by REPAYE before proceeding with the following refinance options as a resident!
The only time it absolutely without doubt makes sense to refinance as a resident is if you have a contract signed in hand to a non 501(c)3 employer during your last year of training.
One other comment: I recommend that if you are a resident (and have decided not to do PSLF) to apply to all of the programs below. The following rates are advertised rates, which doesn't necessarily correlate to the rate you will actually get. The following is in order of bonus money back to you.
*While not a cash back offer, this deal is actually pretty sweet. Let's look at the average medical student loan debt to see why. If you have $200,000 in student loans each year, and your rate is reduced by 0.25% that saves you $250 per year (that's $750 over three years). Have $300,000? Make that $375 per year.
Pro's: SoFi is one of the most widely used refinancing programs. They advertise some the lowest rates of the four resident refinance programs (that said, I encourage you to apply and see actual rates for you). They will also refinance through fellowship (up to 54 total months per website). Low $100 monthly payment while your debt grows at a substantially lower rate than it was before. Also, interest will not compound while in residency (it will capitalize at the end of residency).
Con's: You must be within four years (54 months total for refinance) of becoming an attending physician (may not be beneficial for longer training programs). The discharge of loans upon death and disability language online is not as strong as some others.
Rates: They refinance you at your future earnings potential, which will provide you the same rate you'd get as an attending physician. That said, Commonbond only allows residents to refinance during your last 12 months of training if you have a contract in hand.
Pro's: Possibly the lowest rates because they refinance at your attending level pay. Lowest monthly payment (loans are deferred for last 12 months of residency, but you can pay on them if you want with no fees being applied). Great protection for your loans (strong language on discharge of loans with death or disability). Allows you to consolidate with your spouse's loans.
Con's: Only available in last 12 months of training. Interest accrues during that last year.
Pro's: Debt forgiven upon death. Also some or all forgiven if permanently disabled. You pay low $100 monthly payment during residency. Remains in effect throughout residency regardless of length of training. Can continue these monthly payments for six months after residency (though, we recommend you refinance again at a lower rate and start paying!). Similar to other programs interest does not capitalize while a resident. This is the only resident program that is offered via a bank, which means it is backed by the FDIC. Also, includes fellowship. May be able to apply for lower rate if contract in hand.
Con's: Slightly higher rates. Co-signer (if one is placed) is not always released. Do not offer a 5 year rate; starts at 7 years. Max loan amount of $500,000.
Pro's: Lowest monthly payment of any resident refinancing programs (only $1 per month). No monthly capitalization during training. Longest low payment period during training; for up to 84 months (7 years) of training. Also, extends to fellowship. Loans discharged on death in resident product (but not attending product below).
Con's: Higher rates, but everyone gets the same (other sites can quote lower advertised rates because their rates vary unlike Splash where everyone's rates are the same). Max loan amount of $350,000.
Fortunately, after residency the decision gets a whole lot easier. Look for the policy with the features you need for the lowest interest rate. Do this by applying to multiple lenders and getting rates quoted to you based on your specific circumstances. If the rates are the same for the same term and type (fixed versus variable), choose the one with the best bonus back to you.
A few more comments. A variable rate is better than a fixed rate. Really a fixed rate is a variable rate plus an insurance policy by the refinance company that rates won't change. Rates have to change a lot and fast for you to lose money with a variable rate. Variable rates are usually lower and are typically worth the (very small) risk.
Here are lenders in order of bonuses back to you with my referral links for various refinancing programs. Again, these are advertised rates and you should apply to multiple companies to see the real rate for you.
*While not a cash back offer, this deal is actually pretty sweet. Let's look at the average medical student loan debt to see why. If you have $200,000 in student loans each year, and your rate is reduced by 0.125% that saves you $250 per year (that's $750 over three years). Have $300,000? Make that $375 per year.
*This is who I refinanced through and have had a great experience.
*Refinance for a cause: every loan that is refinance pays for one year of education for a child in Ghana. Have financed over 5,000 children's educations already.
Bonus Schedule: Must have at least $30,000 in loans to refinance with Splash.


This well-established monograph, updated and now in its ninth edition, deals mainly with electron transport in, and optical properties of semiconductors. It includes lasers, e.g. the quantum cascade laser, quantum processes such as the quantum Hall effect, quantum dots, fullerenes, carbon nanotubes, molecular electronics, the nitrides, and many other recent discoveries in the field. New diagrams and tables provide a comprehensive source of materials data. Selected problems help readers to consolidate their knowledge and invite teachers to use this text for graduate courses on semiconductor physics, solid state physics, and physical electronics.


This weekend, I will be in NYC for the Jonathan LeVine Gallery Gallery 10th Anniversary show. It opens on Saturday, February 21st from 6 -8 pm.
Through the gallery and Dynamo Editions, we are releasing my new, limited edition silk screen print, "We Need to Talk".
Please join me at the opening if you are in town! Please click here for more details.


Personal Note: I'll be doing some more off-the-grid traveling through WWDC, so I'll be taking a break from This Week in Swift. Looking forward to continuing the excitement after the anticipated Swift, iOS, and WatchKit announcements at WWDC!
Well said: "Playgrounds aren't a feature of the Swift language per se—instead, they are a terrific showcase for all that Swift has to offer, from its efficiency and power to its opacity and depth. Playgrounds make it truly simple to create a working program—indeed, every new Playground starts with the soon-familiar "Hello, playground". At the same time, Playgrounds hide some of their most powerful features, leaving exploration as the only means to discovering their rapidly advancing capabilities."
From Apple devforums: "FWIW, we've recently decided to standardize on () -> Void (generally, () for parameters and Void for return types) across all of our documentation." Good catch @ericasadun!
Another good tip from @ericasadun. Use map for printing and debugging collections!
"Swift as it stands (at version 1.2) is a few pieces of syntactic sugar away from being a much more elegant (and functional) language."
Didn't know about WKAccessibilityImageRegion! It allows you to add accessibility labels to specific parts of an image.
"Recall that your Watch extension (where all of your logic and code resides) runs on the iPhone, while your Watch app is really just a bundle of storyboards and assets that are installed on the physical Watch hardware. This means that for an image to be displayed, it somehow needs to make its way from the iPhone, through the air, and to the Watch itself." Learn the three ways to make that happen and a lot more very useful must-read tips!
@richturton discusses some of the boilerplate code encountered in Core Data, and how you can use Swift generics to DRY ("Don't Repeat Yourself") out some of these operations.
"Core Data is a framework of great power, but it often comes with great frustration. Nevertheless, it remains a popular choice for many iOS developers. Swift is a language of great power, yet it promises ease and simplicity. Combining the two, can we use Swift to harness the power of Core Data, without the frustration?
In this talk Jesse Squires walks us through his attempt, and the new frustrations he found along the way."
I was really impressed by the 1Password Apple Watch app design earlier this week. Read about the design process 1Password went through to create their Apple Watch app.
Important design tips for making your tiny icon and visual branding stand out on the Apple Watch.
How to plan and market toward your new app's success.
I loved the discussing this post generated. Make sure to read @owensd's follow up!
It is becoming common to see WatchKit UI that includes a chart-like animating image with text overlaid on top of it. Yet, today when I tried to create this type of interface, I got stuck. I couldn't put a Label on top of an Image!
Love this clever Passcode entry interface from 1Passcode's Apple Watch App.


text:
Q: ASP .NET MVC 5 Showing search record in a table without any button click as soon as user start typing in search box My current Implementation:
public ActionResult Index(string Sorting_Order, string Search_Data)
{
   var modal = _repo.GetAllResturents();
   Search_Data = Search_Data.Trim();
   if (Search_Data != null)
      modal = from r in modal where r.Name.ToUpper().Contains(Search_Data.ToUpper()) select r;
      ViewBag.SortingName = String.IsNullOrEmpty(Sorting_Order) ? "Name_Description" : "";
      ViewBag.SortingCity = String.IsNullOrEmpty(Sorting_Order) ? "City_Description" : "";

      switch (Sorting_Order)
      {
         case "Name_Description":
            modal = modal.OrderByDescending(nam => nam.Name);
            break;
         case "City_Description":
            modal = modal.OrderByDescending(cit => cit.City);
            break;
         default:
            modal = modal.OrderBy(name => name.Name);
            break;
      }
      return View(modal);
 }

Index.cshtml:

<p>
    Search Name: <input type="search" id="search_id" />
    <input type="button"  value="Find" onclick="location.href='@Url.Action("index","Resturent")?search_data=' + $('#search_id').val()" />
</p>

I want some way so that I can show the records from a database as soon as the user starts typing in the search box. Is it possible using autocomplete or using Ajax ? and what is the best approach for this task.
Note: I am not looking for client-side search.

A: For this you can use JQuery DataTable . Here is complete GitHub repository of using JQuery DataTable With ASP.NET MVC
This will give you lot more along with search record in a table without any button click as soon as user start typing in search box

A: The easiest way is to submit each type a button is pressed by Ajax. You can do this using jquery
$("#search_id").keyup(function () {
    //call ajax method
});

This will submit your data every time the user types a new key


text:
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Psychology & Anthropology (1)
Thomas Jones: The Size of Wales, 23 May 2002
"... the logic of publicity and sales. Announcing the results in Oslo, where the thing was organised, Ben Okri told his audience: 'If there is one novel you should read before you die, it is Don Quixote.' Particularly if you're a moribund Norwegian, since Okri has contributed an introduction to the latest Norwegian ..."
Turns of the Screw
Hugh Barnes, 7 August 1986
Mating Birds
by Lewis Nkosi.
Constable, 184 pp., £8.95, July 1986, 0 00 946724 6Show More
by Catharine Arnold.
Hodder, 220 pp., £9.95, May 1986, 0 340 38783 1Show More
by Iain Banks.
Macmillan, 259 pp., £9.95, July 1986, 0 333 41285 0Show More
Incidents at the Shrine
by Ben Okri.
Heinemann, 130 pp., £9.95, July 1986, 0 434 53230 4Show More
by Chinua Achebe.
by Carolyn Slaughter.
Viking, 219 pp., £9.95, May 1986, 0 670 81016 9Show More
"... Sibiya's abdication of the self and his discovery of concern for the well-being of others. Ben Okri writes about social disintegration – and he does it in language that is itself disintegrating and full of the terminology of vomiting and shit. The mood of his collection of short stories, Incidents at the Shrine, harks back to Chinua ..."
Uncertainties of the Poet
Nicolas Tredell, 25 June 1992
by Simon Armitage.
Faber, 89 pp., £4.99, June 1992, 0 571 16607 5Show More
by John Burnside.
Secker, 52 pp., £6, April 1992, 0 436 20103 8Show More
An African Elegy
Cape, 84 pp., £4.99, March 1992, 9780224030069Show More
by Colin Falck.
Taxus, 77 pp., £5.95, March 1992, 1 873012 23 3Show More
Serious Concerns
by Wendy Cope.
Faber, 87 pp., £12.99, March 1992, 9780571166589Show More
"... melodramatic insistence of Ted Hughes. Violence, and the resistance to it, are important themes in Ben Okri's An African Elegy: but his declamatory mode largely proscribes subtle registrations like those of Burnside. Okri's greatest public exposure as a poet came on the 1991 Booker Prize night, when he read ..."
Marina Warner: Why I Quit, 11 September 2014
"... September's 50th anniversary celebrations (as well as Walcott and Livingstone, the list includes Ben Okri, Michèle Roberts, Elizabeth Cook, Iain Sinclair, Tom Raworth and Irvine Welsh), the administrators told me 'family fun' was to be the mood. So instead, would I give a talk about The Wobbly Tooth, a little children's book I wrote thirty years ..."
Back from the Underworld
Marina Warner: The Liveliness of the Dead, 17 August 2017
The Work of the Dead: A Cultural History of Mortal Remains
by Thomas Laqueur.
Princeton, 711 pp., £27.95, October 2015, 978 0 691 15778 8Show More
"... the young artist-photographer who died with her mother in the Grenfell fire, and the ode that Ben Okri wrote the same night are instances.If any part is missing in the triangulation of body, name and mourning ceremony an injury has been done. This is one reason for the miasma that hangs over Grenfell Tower and maddens the survivors. A tenant cries ..."


text:
Q: Modernizr with Rails Turbolinks gem I recently decided to add the Rails gem 'turbolinks' to a project and it wouldn't work.  A bit of adding and subtracting later and I discovered that it works if I remove modernizr.js.  I us modernizr for compatibility as the project will have people accessing it from a bunch of different devices and browsers.
Does anyone have a workaround for this?  Is there a set of simple changes I can make to either modernizr.js or turbolinks.js to make them work better together?  Is there another simple option that does what either of these does and will work with the other?
Any help would be much appreciated.  I'm definitely NOT a javascript whizz, so explanations would be good.

A: Here is a issue that I faced
https://github.com/rails/turbolinks/issues/270
You need to have modernizer in your included in the head and you can have the js's in the body


text:
<?php

namespace Flowcode\UserBundle\Repository;

use Amulen\UserBundle\Entity\User;

/**
 * UserRepository
 *
 * This class was generated by the Doctrine ORM. Add your own custom
 * repository methods below.
 */
class UserGroupRepository extends \Doctrine\ORM\EntityRepository
{
    public function findByGroup($group)
    {
        $qb = $this->createQueryBuilder("gr");
        $qb->join("AmulenUserBundle:User", "u", "WITH", "1=1");
        $qb->join("u.groups", "gr2");
        $qb->where("gr.id IN (:group_id)");
        $qb->andWhere("gr2.id = gr.id");
        $qb->setParameter("group_id", $group);
        $qb->setMaxResults(1);
        return $qb->getQuery()->getOneOrNullResult();
    }
}

redpajama_set_name: RedPajamaGithub


text:
Hubble image of the globular cluster Omega Centauri. Credit: NASA, ESA and the Hubble SM4 ERO Team
The farthest star
Phil Plait
@BadAstronomer
Tag: Bad Astronomy
Tag: Stars
Tag: gravitational lensing
Tag: galaxy clusters
Tag: spectrum
Tag: Supernova
Tag: space
UPDATE April 2, 2018: This news was just announced as an official Hubble press release, but if you're a regular BA reader you may have seen this exact story here on my blog back in July 2017! I wrote about this exciting result after seeing it described on AstroBites, a site written by astronomy graduate students about interesting scientific results published in professional journals. So, you heard it here second! :)
This is incredible: Due to a quirk of cosmic geometry, astronomers have detected the light from the farthest individual star ever seen. How far away is it?
Over nine billion light-years away.
Yes, you read that right. Nine. Billion. Light-years.
A single star, from that distance. Holy yikes. Seriously, when I read about this the hairs on the back of my neck stood up. This is seriously amazing, so much so that for a moment I couldn't believe it was real. Then I read the paper, played with the math a little, and, sure enough, this appears legit.
Normally, a star this far away would be far, far too faint to see. Like, hundreds of times too faint! However, in this case, we caught a break from the Universe: The light from the star has been hugely magnified by the gravity from a cluster of galaxies between us and it.
Here's how this works. Any object with mass — a galaxy, a star, you, me — bends space, literally warps it. We perceive that bending as gravity. If you shoot a rocket past the Moon, the gravity of the Moon bends the path of that rocket.
This happens with light, too. Like a car following a curve in the road, a photon (a particle of light) traveling through the Universe will have its path slightly bent this way and that as it passes by massive objects. The more massive the object (and the closer the photon flies past it) the more the light gets bent. We call objects like these gravitational lenses, because a lens is an object that bends light.
There are a lot of things that can happen because of this. For example, the light from a distant exploding star (called a supernova) goes off in all directions. But if some of that light passes a galaxy, a bit of it that might otherwise miss us gets bent toward us by the gravity of that galaxy. We wind up seeing that light! Sometimes that means we see multiple images of the same object, and sometimes it means the light from a single object gets amplified, making it appear brighter.
Video of How gravitational lensing works
About 5 billion light-years from Earth is a cluster of galaxies called MACS J1149+2223. It's a collection of a handful of galaxies in a group a few million light-years across. It was first discovered in 2007, but in 2014 it generated a lot of excitement among astronomers because a supernova appeared near it. But the supernova was not in any of the galaxies in the cluster; it was from a much more distant galaxy, well over 9 billion light-years away. The light from the supernova passed through the cluster on its way to us, and because of that had its light bent. The gravity of the cluster split it into four separate images, making it the first multiply lensed supernova ever seen.
Astronomers have been observing MACS J1149 every few months, to keep track of the supernova. When they looked at an image taken in April 2016, they saw something peculiar. A point source (literally, a dot of light) not too far from the supernova appeared to change brightness. This is unusual, and could mean many things: Another supernova, a time-delayed image of the first supernova (because the light travels along different paths, the multiple images of one supernova arrive at Earth at different times), or some other type of variable object.
LS1, the farthest star ever seen by humans. The star is indicated by the blue arrow; the spiral galaxy host is seen twice due to multiple lensing by the cluster MACS J1149. The supernova (nicknamed "Refsdal") is labeled as well. Credit: Kelly et al.
[LS1, the farthest star ever seen by humans. The star (left) is indicated by the blue arrow; the spiral galaxy host is seen twice due to multiple lensing by the cluster MACS J1149. The supernova (nicknamed "Refsdal") is labeled as well. The star didn't appear in a Hubble image from 2011 (top right), but was in another taken in 2016 (bottom right). It physically moved a tiny bit, changing the amount of lensing, making it brighter. Credit: Kelly et al.]
What they found, though, was astonishing: The colors of the object were a solid match for a star. In fact, it appears to be what's called a blue supergiant, a star that's more massive, much larger, and hotter than the Sun. Blue supergiants are stars nearing the ends of their lives; they've run out of useable hydrogen in their cores to fuse, and due to complicated processes their cores become much hotter, which makes the outer layers of the star swell up and become enormously brighter. Some of the brightest stars in the night sky are blue supergiants, like Rigel in Orion and Deneb in Cygnus. They dubbed this newly discovered object LS1, for Lensed Star 1.
Even though they can be over 10,000 times brighter than the Sun, a blue supergiant 9 billion light-years away would still be far too faint to see, even with Hubble. However, that's where the gravitational lens helps us out! It boosted the apparent brightness of LS1 by about 600 times, making it visible in the Hubble image.
The solid lines indicates the spectrum of a blue supergiant, adjusted for distance to the host galaxy of LS1. The red diamonds are the colors measured in the Hubble images. It's a remarkably good fit. Credit: Kelly et al.
[The solid lines indicates the spectrum of a blue supergiant, adjusted for distance to the host galaxy of LS1. The red diamonds are the colors measured in the Hubble images. It's a remarkably good fit. Credit: Kelly et al.]
Once they found it in the 2016 images, the astronomers found it in other data as well. The apparent brightness of the star changed over time in the images. While a blue supergiant can change its brightness, it's more likely LS1 is moving as it orbits the center of its own galaxy, and as it does so the effects of the gravitational lens change. That's because the lens is not a smooth one! The individual galaxies in MACS J1149 all contribute to it, which distorts the lensing. A more distant galaxy which we see on one side of the cluster (say, to the left in the image) would get lensed differently than a galaxy on the other side (on the right).
This happens on smaller scales, too. Individual lumps of mass in the cluster can cause sharp changes in the lens on very small scales. If the star is moving in space rapidly enough, it moves relative to those lens distortions, causing sudden changes in its brightness. This amplification of the star's brightness happened several times over the years, including once where it was magnified by a factor of about 2000!
Interestingly, in observations from May 2016, LS1 peaked in brightness twice, which may indicate it's not a single star, but a binary, two blue supergiants in orbit around one another. That's rare, but does happen, so it's certainly a possibility.
So, what does all this mean? Well, scientifically, it's very interesting indeed. Since this star (or stars) is too faint to see normally, it gives us a glimpse into a galaxy that otherwise would be too distant to study. It also gives us information on the small-scale distribution of mass in MACS J1499, since the amount of magnification depends on how matter is spread around (in fact, in some images a second star popped into view near LS1, which may be a multiple image of it as well).
But what does this mean to you? Well, let me show you.
Go outside at night, and look up. See all those stars? Those are all inside our own galaxy, the Milky Way. In fact, the vast majority of the stars you see are only a few dozen or maybe hundred light-years away. Only a handful of naked-eye visible stars are more than 1000 light-years away (like the aforementioned Rigel and Deneb).
Video of Q and BA Episode 3: The Farthest Star
A video I made back in 2007 about the farthest stars you can see with your naked eye.
Yet our galaxy is 100,000 light-years across, so all the stars you can see are local. Using big telescopes we can see individual stars in nearby galaxies, and the farther away the galaxy the fewer we see. Even Hubble can only pick out the superstars when they're so far away.
And yet here we are, with this star. A massive, luminous, possibly binary monster more than halfway across the Universe, visible because of a natural happenstance amplifying its light. Because of that, we can see this star that is well over a million times farther away than any other star you can see in the sky with your eye.
Some people tell me that science is boring. I can't imagine what Universe they're living in.
More Bad Astronomy
Amazing photo of the Quadrantid meteor shower… from space!
Hubble's spectacular view of UGC 2885: Is this the biggest spiral galaxy in the Universe?
Tip o' the redshifted spectrum to AstroBites. You should subscribe to them if you want technical details on pretty cool new journal papers.


Address18 rue St. Vincent, St. Germain en Laye 78100, France.
Azurreo is an outsourcing company specialized in the telecom field, providing with the technical coordination and global resources needed to quickly and cost effectively deploy tailored solutions that meet your specific requirements.
Working across disciplines at any point in the project lifecycle, from strategy to design to implementation to operations and maintenance.
We bring more than 15 years of experience and certified methodologies, and best practices with over 250 projects delivered in more than 25 countries globally.
So every step of the way, you benefit from our recognized in-depth understanding of the issues you face and a unique perspective on telecom networks, services, processes and systems, gained over the years with our active interactions with industry professionals.


Ryan Warwick not only invests privileged clients' money, he also invests his personal time and money to provide medical attention to underprivileged people in his community and around the world.
By day, he's an investment adviser for Rathbone, McReynolds & Daly Investment Consulting of Wachovia Securities. In that role, he manages the relationship and portfolios of clients ranging from wealthy individuals to corporations, foundations, and nonprofits.
By night, he sits on the board of the Genesis World Mission and the Garden City Community Clinic. He accepted a board position after he joined his wife, Shannon, on a medical mission to Bangalore, India. The mission was a joint effort between Calvary Chapel and Genesis World Mission.
While in India, he learned of a practice of placing burned hands in cow dung to fight infection – something that made the infections even worse. He saw opportunities to help people save lives simply providing modern medical treatments and establishing healthy environments.
He said he didn't see many people smiling in India, and that simply touching someone was rare.
Warwick got his start with Rathbone, McReynolds & Daly as an intern while completing business administration and accounting degrees at Northwest Nazarene University. He is now a CPA, a chartered financial analyst and an accredited asset management specialist.
He gives back to his community by providing financial and budget counseling to those in difficult situations.
Idaho Business Review recognizes 40 accomplished men and women younger than 40. Past recipients score applicants on a 1-to-5 scale in four categories: professional accomplishments, leadership skills, community involvement and long-term goals. The 40 with the highest total scores are the year's honorees.


The excitement is building for Adobe Summit 2019 — and with so many sessions to choose from, how do you prioritize? This blog post is here to help.
The information below covers the Content & Experience Management Track, and it can help you plan your personal agenda while at Summit. We recommend you bookmark this page for continuous reference during the week of Summit. If you haven't registered for the conference yet, there's still time.
In addition, don't miss the 6th annual Experience Manager and Target Customer Exchange pre-conference networking event on Monday, March 25. Learn more and register to attend here.
What's New in Content & Experience Management?
We've grouped the sessions to align with the key innovation themes from the Adobe 6.5 release to make it easy to find what's most important to you.
Looking for the art of the possible in Experience Manager? Check out Adobe Experience Manager Rock Star where participants share innovative ways of solving business challenges in Experience Manager, and judges pick a winner, as well as Meet Dexter: The World-Class Experience Manager Implementation of Adobe.com and Modernizing Adobe Experience Manager. These sessions are designed to help you make the most of your Experience Manager investment.
In order to keep up with consumer demand for personalized content and to manage the explosion of content from various sources, you need a content system of record that works for creatives, marketers, and IT. Come learn best practices, tips, and tricks to accelerate delivery of content to any channel.
From smartphones and connected cars to interactive retail stores, consumers are constantly engaging with brands. In today's world, it's about connecting the experience across all those channels — online and offline — and reusing content across touchpoints to create a mutually rewarding customer journey. The sessions below span topics such as best practices for using Adobe Experience Manager with single-page apps (SPAs), on screens, or for headless requirements.
With the help of machine learning and AI, you can reach more of your best customers by delivering experiences that quickly and automatically adapt to their wants and needs. Join these sessions to learn about new features in Adobe Experience Manager, powered by Adobe Sensei, that help you automate content management and cross-channel delivery.
The cloud is all about agility and innovation, enabling brands and their IT teams to support dynamic business and marketing needs. Join the following sessions to learn more about self-service tools to manage experiences in the cloud.
Are you an IT executive, architect, developer, or in a more technical role? These sessions are targeted to you and focused on a deeper dive into the technical deployment aspects of Experience Manager.
To understand the power of Experience Manager 6.5, it's best to get hands-on training from experts. You'll have access to a computer preloaded with all the necessary software and files for the lab.
The following list represents just a few of the many labs available to you the entire week. Here's a complete list of everything on offer.
Be sure to check out the complete conference agenda as well as the session catalog page from which you can search for specific topics or speakers.
We look forward to seeing you there and don't forget to stop by the Community Pavilion to see what's new in Experience Manager 6.5 – in action!


Nachdem ja bereites die Patch 3.3 5er Instanz "The Forge of Souls" in einem PTR Preview Video vorgestellt wurde, wurden nun die ersten Geheimnisse der 10/25er Raidinstanz rund um die Eiskronen Zitadelle, die mit Patch 3.3 den Weg ins Spiel finden wird und derzeit auf den PTRs ausgiebig getestet wird, gelüftet.
So wird die IceCrown Citadel in drei Wings unterteilt sein: Frostwing Halls (Bosse: Sindragosa, Valithria Dreamwalker), The Plagueworks (Bosse: Festergut und Rotface, Professor Putricide) und The Crimson Hall (Bosse: Valanar, Keleseth und Taldaram). Nachdem man sich durch diese geschlagen hat, öffnet sich die eisige Pforte zum Frozen Throne, wo es schließlich im Kampf gegen den Lich King Arthas, mit samt seinem Schwert Frostmourne, geht.
All across the lands of Northrend, many battles have been fought against the vile Scourge. Countless lives have been lost since the Alliance and Horde first reached the frozen wastes, but the champions of Azeroth continue to march forward. Now Icecrown Citadel, the cornerstone of the Scourge's power and the home base of the Lich King, is their final target. Tirion Fordring and the Argent Crusade have forged an alliance with Darion Mograine and the Knights of the Ebon Blade to form the Ashen Verdict. The strongest combatants of this coalition, along with the champions of the Alliance and Horde, will lead the charge against the citadel.
This dungeon reveals the culminating story events and battles of the Wrath of the Lich King expansion pack. Join the legendary heroes Highlord Tirion Fordring, High Overlord Saurfang, Muradin Bronzebeard, Highlord Darion Mograine, and King Varian Wrynn in an epic battle against the Scourge and their master. Icecrown Citadel features 10- and 25-player versions of the raid dungeon, and each version has 12 encounters. Each encounter can be fought in either normal or Heroic mode, and players can use a new user interface feature to toggle easily between difficulties. The rewards in the raid dungeon start at item level 251 in the normal mode with 10-player encounters, increase to item level 264 in the Heroic mode mode with 10 players and the normal mode with 25-player encounters, and then finally reach item level 277 in the Heroic mode with 25 players.
After breaching the fortress, players will face a legion of undead guards directed to repel any invaders. Commanding the defenders is Lord Marrowgar, a monstrosity fused together from the bones of the undead. Supreme Overseer of the Cult of the Damned, Lady Deathwhisper is the next opponent. She bolsters the faith of her followers by promising them the opportunity to give eternal service in undeath.
As they continue their ascent, the Alliance and Horde heroes ultimately end up outside of the citadel where their hatred for one another erupts into a battle for dominance over the Rampart of Skulls. Players will join in battle alongside High Overlord Saurfang on the Orgrim's Hammer gunship or Muradin Bronzebeard on The Skybreaker in a unique encounter. Each faction will protect its gunship and try to destroy the other one in a back-and-forth battle to see who is truly worthy of facing the Lich King.
The Lich King's most powerful death knight then stands as the final obstacle for the heroes to enter the upper reaches of the citadel.
After the heroes of the Alliance or Horde defeat the other faction on the gunships and wipe out the creatures near the entrance, players will venture into an area with three separate wings. Here they will face a multitude of terrors that must be vanquished in order to confront the Lich King.
In the Frostwing Halls players will battle alongside the Ashen Verdict and push into the lair of the deadly frost wyrm Sindragosa, who continues to strengthen her brood with the help of Ymirheim's vrykul. Along the way, the heroes will stumble upon Valithria Dreamwalker, a captured green dragon whom the Scourge is using as a test subject for their own ends….
The Plagueworks contains the most twisted experiments ever produced by the Scourge. In this wing players will face two new forms of abomination in Festergut and Rotface, who currently protect their devious creator, Professor Putricide.
The Crimson Hall contains the leaders of the San'layn, undead blood elves who oversee the Scourge's operations throughout Azeroth. The blood-princes Valanar, Keleseth, and Taldaram were raised into undeath by the Lich King to avenge themselves while protecting their blood-queen, Lana'thel.
After clearing all three wings, players will ascend to the Frozen Throne, where the Lich King and his runeblade, Frostmourne, await to deliver them to their deaths….


Let me start off by saying I am not a doctor. I was, however, diagnosed with ADHD several years ago and with therapy, I've come to find out that I've always displayed the traits of ADHD since childhood.
I'll say it: I don't think ADHD is a disability. It is if you try to fit into the corporate 9-5 world, then sure, I suppose it might be. Trying to force yourself to get up, get ready, and do the same routine every day is exasperatingly mind numbing and down right difficult. For some, it's peace of mind having structure and routine. For me, it's torture.
America runs on the corporate structure and admonishes those with opposing personalities. I'm a hard worker and I did excellent in school – but it came at a price: time. I spent most of my time trying to get myself to focus on the task at hand, eating up my free time to do anything else. While others were outside playing, I was inside getting my work done (and not because I couldn't understand it, but because I couldn't get myself to just finish it).
We try to quell our opposing personalities with medications and therapies, but really, we should be embracing them and setting ourselves up for success.
We are driven, as a country, by a need to classify ourselves and establish hierarchies and relationships. Because of this, we ended up with the corporate ladder – a vertical movement that does not support lateral movement. It's all about who is your boss and who you boss. We can never break those bonds and move laterally because the corporate world does not support that. We will always earn and spend at the same ratio. We will always have the same societal pulls. It will always be a struggle, because it's supposed to be.
Those with jobs other than the typical 9-5 corporate jobs are often looked at as the ones who weren't successful in school. I can personally think of several examples of people who went into different fields, worked under a different structure, and benefitted more.
The startup world is filled with people like this – people like Steve Jobs, Mark Zuckerberg, etc. These are people who just didn't operate as well in a pre-established structure and defined their own that worked for them.
If the corporate world wasn't meant for you and you are scared to drop it completely for fear of paying the bills, then try taking on a hobby that supports your personality. You will most likely find that you are excelling. The key, though, is to monetize it, set it, and forget it during your 9-5 job. Let your side project generate revenue while you are at work and do the upkeep after work. It's not a quick, easy thing, though: it takes time, creativity, and dedication.


They were so big and painful in labor that poor GAIA couldn't bear to bear any more. So she got CRONUS to help with some radical birth control and newly neutered URANUS was overthrown.
After the deed was done, CRONUS and RHEA ruled over the Gods and the world entered a Golden Age of peace and prosperity. A second generation of TITANS was born — GAIA's grandchildren: HELIOS, EOS, SELENE, ASTERIA, LETO, LELANTUS, ATLAS, PROMETHEUS, EPIMETHEUS, MENOETIUS, METIS, ASTRAEUS, PALLAS, PERSES.
Of course this Golden Age of bliss didn't last. The following generation of deities — the Olympian Gods — warred against them and a disgruntled ZEUS banished them all to Tartarus Prison.
Saunders, Chas, and Peter J. Allen, eds. "TITANS - the Greek Gods and Goddesses (Greek mythology)." Godchecker. Godchecker.com / CID, 27 Aug. 2015. Web. 25 April 2019.
We are often asked about mythology merchandise. Do we sell Titans graphic novels, books, video or role-playing games (RPG)? To purchase such goodies we suggest you try Amazon, Ebay or other reputable online stores. For official Godchecker merch please visit our God Shop where a wide range of items are available to buy.


text:
Select other Clemson Tigers Beadle, Josh Foster, Devin Galloway, Brevin Gibson, Chauncey Godfrey, RJ Hall, PJ Hemenway, Alex Hunter, Chase Hunter, Dillon Kelly, Matt Middlebrooks, Ben Nauseef, Daniel Nauseef, Jack Schieffelin, Ian Tyson, Hunter Wiggins, Chauncey Clemson Tigers
Jack Nauseef
Team: Clemson Tigers Height: 6-1 Born: --
Class-Eligibility: Sr-Sr Weight: 163 Hometown: Dayton, OH
21-22 Clem 5 0 1.2 0.0 0.0 0.0 0.0 0.0 0.0 0.2 .000 .000 -
Career 8 0 1.1 0.0 0.1 0.1 0.0 0.0 0.0 0.1 .000 .000 -
21-22 Clem 5 0 6 0 3 0 2 0 0 0 0 0 0 0 0 1 0
Career 8 0 9 0 4 0 3 0 0 0 1 1 0 0 0 1 0
11/21 Ly-Md W 72-41 1 0 1 0 1 0 0 0 0 0 0 0 0 0 0
12/17 @Rich W 85-57 1 0 0 0 0 0 0 0 1 1 0 0 0 0 0
1/24 GaTech W 72-51 1 0 0 0 0 0 0 0 0 0 0 0 0 0 0


Many other cities in the United States are wonderful places for retirement. Shop, rent or buy affordable housing and enjoy city and country living, Bangor, Maine, Pocatello, Idaho and Deltona Daytona, Florida. These communities give the relaxation from stress while offering outdoor living with an energetic way of life when desired.
Retiring in a place where a majority of older people live is the choice of some. This makes Miami, Florida and Scottsdale, Arizona popular areas. Florida has no state income tax, while Arizona does not tax social security. This adds to the appeal of these places and Arizona offers a number of cities in varied economic ranges. Climate and activities are staples in any state. Bangor, Maine offers a beautiful mixture of weather, shops and restaurants. Deltona-Daytona, Florida offers warm weather, seashores and picturesque scenery. Parks are throughout these areas. Retirees might also try Tucson, Flagstaff and Phoenix to take up as retired residences.
The best cities to retire to are catering to older people as the population grows in years. In Thousand Oaks, California, the age range is above 41.5 years and a great place for retiring. Accommodations, housing and recreational needs will make provisions for retiring residents in a large number of cities around the world.


Latest talk on social media has been rumors of self-proclaimed Dr. Jose Chameleone beating up club guvnor's Dj Bryan.
After deejays uniting as one to denounce his music on airplay, Chameleone has come out to clear and sound innocent about the allegations as posted on facebook.
The wale Wale star marked that these are fabricated wars because he decided to work with new night spot the establishment which is a direct competitor with club Guvnor.
Uganda got an interesting society in every business. From politics to the last part of community and its tales of envy, selfishness will never end l!! That explains why we stay behind in very many activities and later blame the unnecessary.
At the end of August 2016, I was requested by Mr. Charlie Lubega a Friend, Inspirational Big brother and Owner of Club Guvnor to grace the Legends night of September 2016. We both agreed on the date 27th September 2016.
I then asked him to ask his Club Dj's to keep my music on rotation to activate the anticipated night.
On the next weekend I passed the club to see how it was going and I realized we had different interests - Me, The club owner and the Djays who notoriously didn't play not even a second of my music. That's when I sighted failure of coordination hence I pulled out.
"Another Club owner of the new "
Establishment Club" came to me asking me to be the star to open and launch his Club same month. As a business man I took his offer and did a great job which hasn't gone down well with the neighbouring Club Guvnor!! This sent them into panic and eventually one of its DJs found me and my friends in Club Play as I took a few friends out. He came and tried to reason with me telling me how Guvnor will start a war with me since I worked with its neighbouring Establishment.The argument heated and I asked him why they have the right to work with Different other artistes and I can't work with other clubs as if I am married to them!!!!! We argued a lot but none of us was physical. Their DJ went back to Guvnor, Made a false report and after it didn't pay, he has steered his selfish interest and shared it with more Dj's around to validate his ego.
I wish to put this very clear that whosoever believes in such manner is not supporting a positive revolution to grow music beyond boundaries but using selfishness.We are all business men in a similar trade where if you don't give respect to one you will never take none. You have played and depended on artistes music free of charge for so many years and internally failed copyright.
Why don't you use the same Platform and tactics to demand for FairPlay and royalties every time artistes music is played.
I personally got fed up of negativity and now act accordingly to redeem our music and the unheard voices of upcoming and existing talent.


text:
Ayesha (Italian Aiscia) is a woreda in Somali Region, Ethiopia. The northernmost woreda of the Shinile Zone, Ayesha is bordered on the south by Dembel, on the west by Shinile, on the north by Djibouti, on the east by Somaliland, and on the southeast by the Jijiga Zone. Towns in Ayesha include Ayesha, Dewele, Lasarat and Mermedebis.

The average elevation in this woreda is 766 meters above sea level. , Ayesha has 180 kilometers of all-weather gravel road and 287.2 kilometers of community roads; about 20% of the total population has access to drinking water. The tracks of the Addis Ababa - Djibouti Railway and Ethio-Djibouti Railways cross this woreda, following the canyon cut by the Ayesha River in a southern direction, then turning southwest into Shinile just before reaching Adigale.

In mid April 2006, floods were reported to have displaced up to 3,000 people in Laserat. According to woreda officials, the floods destroyed more than 190 houses and killed as many as 500 head of livestock. The Ethiopian De-mining Office reported in November 2008 that it had cleared land mines planted in Ayesha as part of the four million square meters of land the office had cleared in the Somali Region.

Demographics
Based on the 2017 Census conducted by the Central Statistical Agency of Ethiopia (CSA), this woreda has a total population of 75,215, of whom 39,089 are men and 36,126 women. While 10,726 are urban inhabitants, a further 64,489 were pastoralists.

Based on the 2007 Census conducted by the Central Statistical Agency of Ethiopia (CSA), this woreda has a total population of 58,086, of whom 31,241 are men and 26,845 women. While 7,970 or 13.72% are urban inhabitants, a further 37,339 or 64.28% are pastoralists. 96.3% of the population said they were Muslim, and 2.68% said they practiced Orthodox Christian.

The 1994 national census reported a total population for this woreda of 46,605, of whom 23,305 were men and 23,300 were women; 6,577 or 14.11% were urban inhabitants. The largest ethnic group reported in Ayesha was the Somali people of the Issa inhabitants (95.99%).

Notes

Districts of Somali Region

redpajama_set_name: RedPajamaWikipedia


This is always one of my favorite times of the year. The NCAA tournament is filled with so many emotions. Watching all the upsets reminds me that no matter the odds, anything is possible and never take your opponent for granted. My bracket like everyone's is busted. My Final Four is Florida, Michigan St, Wisconsin, and Duke with the Gators winning another Championship.
"Two sets of threes": Never lie, never cheat, never steal. Don't whine, don't complain, don't make excuses. This is something John Wooden's father, Hugh, passed onto him. I attribute much of what I do to my father. He's a mensch with a big heart. This weekend was his birthday and I'm happy he spent it while on vacation with my mom. My father instilled similar principles in me that I try my best to follow. Sponge showed me love on Instagram this weekend. It made my day to read his kind words. Being a father figure at age 23 was no easy task but the reward of seeing him succeed in college is priceless!
Random acts of kindness are what keep the world spinning. I was in Dallas for Run Rock n Roll's Dallas Half Marathon and the karma loop started right at the airport. When picking up my rental car the man helping me asked about the basketballs so I gave him the brief story. He asked me to show him something so I started doing my thing right there and everyone pulled out their phone to record it. I guess they were entertained because that 2 minute show got me a free upgrade! Speaking of passing things down. I was parking my rental car in Dallas this weekend for the expo and the person who's spot I took, got out of their car and handed me their parking ticket. It didn't expire until 11:50PM and saved me $12. Better than the money was the kind act. I did the same for the person that took my spot. I asked them to keep it going. It would be cool if they did.
The day before Rock n Roll Dallas I went to visit Children's Medical Center thanks to friend, fellow Lululemon team member, and SA2LV runner Michael Hawley. In the hospital I got to meet many battling patients. I brought my basketballs and put on a demonstration for them. I also gave out some basketballs and t-shirts. We did art, played video games, board games, and basketball on the kiddy hoop. One of the children couldn't get enough. He was only 7 years old and had an IV connected to his arm but was shooting, dribbling, and passing with me for at least 30 minutes non stop! He loves the Mavericks and is appropriately named after the greatest of all time!
Like Joan Jett, I love Rock n Roll! The Dallas Half Marathon was a blast from start to finish! The American Authors totally rocked it! I've been playing them in "Cardio Lab" Monday's and Wednesday's at 8:30am at Newton's Method so to see them on stage after running 13.1 miles was an awesome surprise! I can't wait for my next two Rock n Roll race's April 6th in San Francisco and April 13th in Raleigh. Until then you can find me eating egg whites at the best place for breakfast and lunch, Roasters n Toasters!


The government quoted data from provident fund records, Income Tax filings and the National Pension System (NPS) to support its argument in favour of job creation. PM Narendra Modi said new jobs were created in the unorganised sector, which accounts for 80-85% employment, citing an increase in the sale of commercial vehicles, infrastructure building and housing activities. He said about 1.8 crore people had enrolled in the EPF in the past 15 months, and 64% of them were first-time employees. He said employee registration under the NPS jumped from 65 lakh in March 2014 to 1.2 crore till October 2018.


text:
NCS Policies
4111 Recruitment, Selection and Hiring
4111(R) Recruitment, Selection, and Hiring
4111.1, 4211.1 Nondiscrimination, Affirmative Action
4112.1 Contracts
4112.2 (R) Certification
4112.4, 4212.4 Employee Health
4112.4, 4212.4 Employee Health, Exposure Control Plan (R)
4112.4, 4212.4E_Exhibit A Incident-Report-Form
4112.4, 4212.4E_Exhibit B Post-Exposure-Mgt-Release-Form
4112.6, 4212.6 Personnel Records
4112.8, 4212.8 Nepotism
4113, 4213 Assignment_ Transfer
4113,4213(R) Assignment and Transfer_ Regulation
4115 Supervision
4116 R Evaluation of Teaching Staff Members_Regulation
4116 TeacherEval_Reg (3)
4116(R) Evaluation_ Regulation
4117 Separation-Resignation
4117.4, 4217.4 Reduction in Force-Abolishing a Position
4117.41 Nonrenewal
4117.50-4217.50 Staff Discipline
4117.51-4217.51 Withholding Increment
4118.3, 4218.3 Staff Grievance
4119 23 4219 23 Substance Abuse_ Regulation
4119.2 Responsibilities
4119.2(R) Responsibilities Regulation
4119.3, 4219.3 Workplace Harassment
4119.21, 4219.21 Conflict of Interest
4119.22, 4219.22 Inappropriate Staff Conduct 8.10
4119.22, 4219.22(R) Inappropriate Staff Conduct, Regulation 8.10
4119.23 Employee Substance Abuse
4119.23-4219.23 (R) Under the Influence or Substance Abuse
4119.23-4219.23 Employee Substance Abuse
4119.26, 4219.26 Staff Dress
4119.26, 4219.26(R) Staff Dress, Regulation
4119.27 Social Networks
4121 Substitute Teachers
4122 Student Teachers_ Interns
4123 Classroom Aides
4131 Staff Development_ Inservice Education, Visitation, Conferences
4138, 4238 Nonschool Employment
4138.2 Private Tutoring
4141-4241 Salary Guides
4142-4242 Salary Checks and Deductions
4142-4242(R) Salary Checks and Deductions, Regulation
4147, 4247 Employee Safety
4151, 4251 Attendance Patterns
4151.1, 4251.1 Personal Illness and Injury
4151.1, 4251.1(R) Personal Illness and Injury Procedure, Regulation
4151.2 Family and Medical Leave
4151.5, 4251.5 Jury Duty
4151.9, 4251.9 Military Leave
4151.12-4251.12 Sabbatical
4210 Tenure
4212.1 Contract
4222 Noninstructional Aides
4243(R) Overtime_ Regulation
THE NORTHFIELD BOARD OF EDUCATION FILE CODE: 4111
Northfield, New Jersey X Monitored
X Mandated
Policy X Other Reasons
The Northfield Board of Education believes that the quality of the professional staff in large part determines the quality of the education offered district pupils. Therefore, the superintendent shall have the responsibility of locating and recruiting the best qualified candidates to provide for the identified needs of district pupils.
Provisional teaching candidates shall be given equal consideration with all other candidates for teaching positions. The Superintendent shall follow all requirements of the administrative code in providing the necessary training program for all teachers hired with provisional certificates.
All teachers hired by the board for programs in the district supported with Title , part A funds shall be highly qualified, as defined by federal law. All teachers of core academic subjects (English, reading/language arts, mathematics, science, foreign languages, civics/government, economics, arts, history and government) hired by the board shall be highly qualified.
It shall be the duty of the superintendent to see that persons nominated for employment shall meet all qualifications established by state or federal law, including the completion of a criminal history check, proof of citizenship or eligible alien status, and certification for the type of position for which nomination is made.
The superintendent shall take steps to verify the academic credentials of any potential candidate for employment, and ensure any degrees cited, academic coursework or credits completed, or titles claimed by an individual have been granted by an accredited institution of higher education. For Superintendent candidates, the board shall take similar steps. This includes, but is not limited to, ensuring the candidate supplies official transcripts to verify that credentials are from an accredited institution. The board secretary shall have responsibility for ensuring the documents are received, verifying credentials, and reporting to the board on the process. Documents shall not be accepted from non-accredited institutions or any fraudulent source.
The superintendent shall recommend for employment those individuals who, in his/her opinion, are best qualified to fill the vacancy without regard to race, creed, color, national origin, ancestry, age, sex, affectional or sexual orientation, gender identity or expression, marital status, domestic partnership status, familial status, liability for service in the Armed Forces of the United States, nationality, atypical hereditary cellular or blood trait of any individual, disability or because of genetic information or refusal to submit to or make available the results of a genetic test, pregnancy or other conditions not related to the duties and responsibilities of the job.
The superintendent shall prepare and maintain job descriptions that define the duties, responsibilities and qualifications required for each position. The board shall adopt those job descriptions required by law or code and others as appropriate.
The board shall not pay tuition reimbursement, salary increases, or approve promotions for any employee based on credits earned from a non-accredited institution. If a current employee is found to have obtained employment, tuition reimbursement or increased salary based on documents or credentials obtained from a non-accredited institution, the board will take appropriate action, up to and including the possible discharge of the individual and/or obtaining a refund of the tuition reimbursement or increased salary.
The superintendent in determining the candidates to be nominated shall seek information whenever possible from the candidate's prior employers.
The board shall affirm employment and initial placement on the salary guide by a recorded roll call majority vote of the full membership of the board.
The board shall appoint all staff members only from nominations made by the Superintendent. Should a nominee be rejected, it shall be the duty of the Superintendent to make other nominations.
Every employee hired by the board shall have their principal residence with the State of New Jersey. For the purposes of this policy an employee may have only one principal residence which shall be defined as:
Where the employee spends the majority of their nonworking time;
Is most clearly the center of the employee's domestic life; and
The employee's designated legal address and legal residence for voting.
The fact that an employee is either domiciled or owns a home or property in the State of New Jersey shall not by itself satisfy the requirement of principal residence.
An employee hired on or after September 1, 2011 who is not a resident when hired shall receive one year to establish residency in New Jersey. If the employee fails to establish residency within that year, he/she shall be deemed unqualified for employment and shall be removed pursuant to N.J.S.A. 52:14-7(d);
An existing employee who was not a resident of New Jersey on or prior to September 1, 2011 is exempted from this policy, if he/she has not had a break in public service for a period of time greater than seven days;
An employee hired by the district who was a non-resident public employee prior to September 1, 2011 is exempted from this policy, unless he/she has not had a break in public service for a period of time greater than seven days;
A break in public service shall be defined as an actual separation from employment for more than seven calendar days due to such causes as resignation, retirement, layoff, or disciplinary removal. But a leave of absence shall not be considered a break in public service.
An employee may request an exemption to the State committee formed under N.J.S.A. 52:14-7 on a basis of critical need or hardship. The decision on whether to approve an application of the employee shall be made by a majority vote of this committee. If this committee fails to act within 30 days after receipt of the employee's application, no exemption shall be granted and the residency requirements set forth in this policy shall be in effect.
Employment History – Definitions
For the purpose of this policy:
"Child abuse" means any conduct that falls under the purview and reporting requirements of law (P.L. 1971, c.437; N.J.S.A. 9:6-8.8 et seq.) and is directed toward or against a child or student, regardless of the age of the child or student (see also board policy 5141.4 Missing, Abused and Neglected Children);
"Sexual misconduct" means any verbal, nonverbal, written, or electronic communication, or any other act directed toward or with a student, including a sexual invitation, dating or soliciting a date, engaging in sexual dialogue, making sexually suggestive comments, self-disclosure or physical exposure of a sexual or erotic nature, and any other sexual, indecent or erotic contact with a student.
Required Disclosure of Employment History
The board shall require all applicants for employment and applicants to provide contracted services for positions and services that involve regular contact with students to provide the following information:
A list, including name, address, telephone number and other relevant contact information of the applicant's:
Current employer;
All former employers within the last 20 years that were schools; and
All former employers within the last 20 years where the applicant was in a position that involved direct contact with children;
A written authorization that consents to and authorizes disclosure of the information requested for the district to review the employment history and the release of related records by the applicant's list of employers as detailed in "A" of this section, and that releases those employers from liability that may arise from the disclosure or release of records;
A written statement as to whether the applicant:
Has been the subject of any child abuse or sexual misconduct investigation by any employer, State licensing agency, law enforcement agency or the New Jersey Department of Children and Families. This is not required if the investigation resulted in a finding that the allegations were false or the alleged incident of child abuse or sexual misconduct was not substantiated;
Has ever been disciplined, discharged, nonrenewed, asked to resign from employment, resigned from or otherwise separated from any employment while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct;
Has ever had a license, professional license, or certificate suspended, surrendered, or revoked while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct.
Review of the Employment History
A review of the employment history of the applicant shall be conducted and the employers listed by the applicant contacted. The dates of employment shall be requested and a statement as to whether the applicant:
Was the subject of any child abuse or sexual misconduct investigation by any employer, State licensing agency, law enforcement agency or the New Jersey Department of Children and Families. This is not required if the investigation resulted in a finding that the allegations were false or the alleged incident of child abuse or sexual misconduct was not substantiated;
Was disciplined, discharged, nonrenewed, asked to resign from employment, resigned from or otherwise separated from any employment while allegations of child abuse or sexual misconduct were pending or under investigation, or due to an adjudication or finding of child abuse or sexual misconduct; or
The review of the employment history may be conducted through telephone or cellphone, electronic communication or written communications. If the review is conducted by telephone or cellphone the results of the review shall be documented in writing by the district employee assigned to conduct the review.
Any applicant who willfully provides false information or willfully fails to disclose information required shall be subject to discipline and including termination or denial of employment; may be deemed in violation of law (N.J.S.A. 2C:28-3); and may be subject to a civil penalty of not more than $500. Notification of these penalties shall be on all applications for employment for positions which involve regular contact with students.
Review of Out-of-State Employment History
A review of out-of-State employers that are part of the employment history of the applicant shall be conducted and the employers listed by the applicant contacted. The Superintendent or his or her designee shall ensure that the employment history review conducted with an out-of-State employer is documented with specificity as to the diligent efforts made to:
Verify the information provided by the applicant; and
Obtain the information requested from any out-of-State employers listed by the applicant.
The district shall not enter into a collectively bargained or negotiated agreement, an employment contract, an agreement for resignation or termination, a severance agreement, or any other contract or agreement or take any action that:
Has the effect of suppressing or destroying information relating to an investigation related to a report of suspected child abuse or sexual misconduct by a current or former employee;
Affects the ability of the district to report suspected child abuse or sexual misconduct to the appropriate authorities;
Requires the district to expunge information about allegations or finding of suspected child abuse or sexual misconduct from any documents maintained by the district. This excludes allegations that are found to be false or alleged incidents of child abuse or sexual misconduct that have not been substantiated.
The district may employ or contract with an applicant on a provisional basis for a period not to exceed 90 days pending the employment history review by the district provided that all of the following conditions are satisfied:
The applicant has complied and provided the information requested;
The district has no knowledge or information pertaining to the applicant that the applicant is required to disclose as part of the employment history review; and
That special or emergent circumstances exist that justify the temporary employment of the applicant.
When the review of an applicant's employment history reveals that the applicant has a history of sexual misconduct or child abuse, the applicant shall be disqualified from employment with the district without grievance or appeals procedures or tenure proceedings pursuant to any collectively bargained or negotiated agreement or any law, rule or regulation.
The district shall respond to requests for employment history information pertaining to former or current district employees in compliance with law, within 20 days of the receipt of the request and former employee's consent to release the information.
Information received about an applicant's employment history shall not be a public record.
Adopted: March 26, 2012
NJSBA Review/Update: June 25, 2018
Readopted:
Recruitment, Selection and Hiring; Hiring; Nondiscrimination; Affirmative Action, Background Check, Personnel Background Check, Domestic Partnership Act, Residency Requirements
Legal References: N.J.S.A. 10:5-1 et seq. Law Against Discrimination
N.J.S.A. 18A:3-15.2 Fraudulently issued, obtained, forged or altered degree or certification; use in connection with business or occupation
N.J.S.A. 18A:6‑5 Inquiry as to religion and religious tests prohibited
N.J.S.A. 18A:6-6 No sex discrimination
N.J.S.A. 18A:6‑7.1, -7.5 Criminal history record; employee in regular contact with pupils; grounds for disqualification from employment; exception
N.J.S.A. 18A:6-7.6 Employees; qualifications; discrimination, prohibitions
through N.J.S.A. 18A:6-7.13
N.J.S.A. 18A:6‑76.1 Deadline for notification to students of requirements
of provisional certificate and induction program
N.J.S.A. 18A:11-1 General mandatory powers and duties
N.J.S.A. 18A:13‑40 General powers and duties of board of newly created regional districts
N.J.S.A. 18A:16‑1 Officers and employees in general
N.J.S.A. 18A:26‑1, -1.1, ‑2 Citizenship of teachers, etc.
N.J.S.A. 18A:27-1 et seq. Employment and Contracts
See particularly:
N.J.S.A. 18A:27-4.1
N.J.S.A. 18A:54‑20 Powers of board (county vocational schools)
N.J.S.A. 26:8A-1 et seq. Domestic Partnership Act
N.J.S.A. 52:14-7 Residency Requirements
N.J.A.C. 6A:7‑1.1 et seq. Managing for Equality and Equity in Education
N.J.A.C. 6A:7-1.4,-1.8
N.J.A.C. 6A:9B-5.7 Citizenship requirement
N.J.A.C. 6A:9‑6.1 et seq. Types of Certificates
N.J.A.C. 6A:9-8.1 et seq. Requirements for Instructional Certification
N.J.A.C. 6A:9-11.1 et seq. Exceptions for the Requirements for the Instructional Certificate
N.J.A.C. 6A:9-12.1 et seq. Requirements for Administrative Certification
N.J.A.C. 6A:10:1.1 et seq. Educator effectiveness
N.J.A.C. 6A:30-1.1et seq. Evaluation of the Performance of School Districts
N.J.A.C. 6A:32‑4.1 Employment of teaching staff
N.J.A.C. 6A:32‑4.8 Support residencies for regularly certified, inexperienced first‑year principals
N.J.A.C. 6A:32-5.1 Standards for determining seniority
P.L. 2018, c.5 – regarding requirements for employment history review for child abuse
and sexual misconduct.
P.L. 2018, c.9 – regarding unlawful employment practices with respect to discrimination
in compensation or in the financial terms and conditions of employment
42 U.S.C.A. 2000e et seq. – Title VII of the Civil Rights Act of 1964 as amended by the Equal Employment Opportunities Act of 1972
29 U.S.C.A. 794 et seq. – Section 504 of the Rehabilitation Act of 1973
8 U.S.C.A. 1100 et seq. – Immigration Reform and Control Act of 1986
42 U.S.C.A. 12101 et seq. – Americans with Disabilities Act (ADA)
No Child Left Behind Act of 2001, Pub. L. 107-110 20 U.S.C.A. 6301 et seq.
Old Bridge Education Association v. Old Bridge Township Bd. of Ed., 1986 S.L.D. 1917
Taxman v. Piscataway Bd. of Ed., 91 F. 3d 1547 (3d Cir. 1996)
The Comprehensive Equity Plan, New Jersey Department of Education
Cross References: 2130 Administrative staff
*2131 Superintendent
4000 Concepts and roles in personnel
*4111.1 Nondiscrimination/affirmative action
*4112.2 Certification
*4112.4 Employee health
4112.5 Criminal history check
*4112.6 Personnel records
*4112.8 Nepotism
*4121 Substitute teachers
*4222 Noninstructional aides
*5120 Assessment of individual needs
*6010 Goals and objectives
*Indicates policy is included in the Critical Policy Reference Manual.
4111(R) Recruitment, Selection, and Hiring →
As the center of our community, Northfield Community School provides our children the opportunity to achieve their greatest potential and prepares them to compete and excel in the global 21st century society.
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