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text:
Sabhā
Sabhā, Libya
January, the same as December, is another comfortable winter month in Sabhā, Libya, with average temperature varying between 18°C (64.4°F) and 5°C (41°F). In January, the average high-temperature is relatively the same as in December - a still enjoyable 18°C (64.4°F). Weather in January »
The last month of the winter, February, is a pleasant month in Sabhā, Libya, with temperature in the range of an average high of 22°C (71.6°F) and an average low of 8°C (46.4°F). In Sabhā, the average high-temperature slightly increases, from a comfortable 18°C (64.4°F) in January, to an agreeable 22°C (71.6°F). Weather in February »
March, the first month of the spring, in Sabhā, is a warm month, with average temperature fluctuating between 11°C (51.8°F) and 26°C (78.8°F). In Sabhā, the average high-temperature marginally rises, from an agreeable 22°C (71.6°F) in February, to a moderately hot 26°C (78.8°F). Weather in March »
April is a tropical spring month in Sabhā, Libya, with average temperature fluctuating between 16°C (60.8°F) and 32°C (89.6°F). In April, the average high-temperature increases, from a moderately hot 26°C (78.8°F) in March, to a tropical 32°C (89.6°F). Weather in April »
May, the last month of the spring, in Sabhā, is a very hot month, with average temperature fluctuating between 36°C (96.8°F) and 19°C (66.2°F). In Sabhā, the average high-temperature slightly increases, from a hot 32°C (89.6°F) in April, to a sweltering 36°C (96.8°F). Weather in May »
The first month of the summer, June, is still a very hot month in Sabhā, Libya, with average temperature fluctuating between 23°C (73.4°F) and 37°C (98.6°F). In Sabhā, Libya, the average high-temperature in June is relatively the same as in May - a still sweltering 37°C (98.6°F). Weather in June »
July, the same as June, is another sweltering summer month in Sabhā, Libya, with temperature in the range of an average high of 39°C (102.2°F) and an average low of 23°C (73.4°F). With an average high-temperature of 39°C (102.2°F) and an average low-temperature of 23°C (73.4°F), July is the warmest month. In Sabhā, Libya, rain does not fall in January through April, June through October and December. Weather in July »
August, the last month of the summer, in Sabhā, is another very hot month, with average temperature ranging between max 38°C (100.4°F) and min 23°C (73.4°F). In Sabhā, the average high-temperature in August is practically the same as in July - a still sweltering 38°C (100.4°F). Weather in August »
September, the first month of the autumn, in Sabhā, is still a very hot month, with average temperature varying between 36°C (96.8°F) and 21°C (69.8°F). In Sabhā, the average high-temperature in September is almost the same as in August - a still very hot 36°C (96.8°F). Weather in September »
October, the same as September, in Sabhā, Libya, is another hot autumn month, with average temperature varying between 18°C (64.4°F) and 33°C (91.4°F). In October, the average high-temperature marginally drops, from a sweltering 36°C (96.8°F) in September, to a hot 33°C (91.4°F). Weather in October »
November, the last month of the autumn, in Sabhā, is also a moderately hot month, with average temperature ranging between min 13°C (55.4°F) and max 27°C (80.6°F). In November, the average high-temperature decreases, from a hot 33°C (91.4°F) in October, to a moderately hot 27°C (80.6°F). Weather in November »
The first month of the winter, December, is still a comfortable month in Sabhā, Libya, with average temperature varying between 17°C (62.6°F) and 7°C (44.6°F). The coldest month is December, with an average high-temperature of 17°C (62.6°F) and an average low-temperature of 7°C (44.6°F). Weather in December »
How much does it rain in Sabhā?
Throughout the year, in Sabhā, Libya, 6mm (0.24") of rain is accumulated.
What is the driest month in Sabhā?
In Sabhā rain does not fall in January through April, June through October and December.
What is the month with the least sunshine in Sabhā?
Months with the least sunshine in Sabhā are January and December, with an average of 8h of sunshine.
When does it rain in Sabhā?
Months with rainfall are May and November.
What is the wettest month in Sabhā?
The wettest months in Sabhā, Libya, are May and November, with an average 3mm (0.12") of rainfall.
What are the months with the highest UV index in Sabhā?
Months with the highest UV index are May through July, with an average maximum UV index of 12.
When are the longest days in Sabhā?
June has the longest days of the year, with an average of 13.8h of daylight.
What is the month with the most sunshine in Sabhā?
June through August, with an average of 12h of sunshine, are months with the most sunshine.
What is the warmest month in Sabhā?
The warmest month in Sabhā is July, with an average high-temperature of 39°C (102.2°F) and an average low-temperature of 23°C (73.4°F).
What is the coldest month in Sabhā?
The coldest month is December, with an average high-temperature of 17°C (62.6°F) and an average low-temperature of 7°C (44.6°F).
What is the month with the shortest days in Sabhā?
December has the shortest days of the year, with an average of 10.5h of daylight.
What is the month with the lowest UV index in Sabhā?
December is the month with the lowest UV index, with an average maximum UV index of 4.
The warmest month (with the highest average high temperature) is July (39°C).
The month with the lowest average high temperature is December (17°C).
Months with the highest average low temperature are June, July and August (23°C).
The coldest month (with the lowest average low temperature) is January (5°C).
The wettest months (with the highest rainfall) are May and November (3mm).
The driest months (with the least rainfall) are January, February, March, April, June, July, August, September, October and December (0mm).
Months with the most sunshine are June, July and August (Average sunshine: 12h).
Months with the least sunshine are January and December (Average sunshine: 8).
Months with the highest UV index are May, June and July (UV index 12).
The month with the lowest UV index is December (UV index 4).
Months with the least sunshine in Sabhā are January and December, with an average of 8h of sunshine. In Sabhā rain does not fall in January through April, June through October and December. [1366730]

redpajama_set_name: RedPajamaCommonCrawl


text:
An Overview of the Immigration Problem
commentary: An Overview of the Immigration Problem
Given 31-Aug-13; 13 minutes
Description: (hide)
John Ritenbaugh, citing a recent address given by former governor of Colorado, Richard Lamb, gives a list of comprehensive warnings about the governmental mishandling of the immigration problem. When God led the Israelites into new territory, they were to push out all traces of the inhabitants who dwelled there before them. When God confused the languages at Babel, it effectively curtailed the project the peoples were working on. Similarly, bi-lingualism is fracturing America's ability to construct a coherent policy. According to Lamb, no nation in history has survived in which more than one language was practiced. The current drive in most colleges and universities to attain multi-culturalism has weakened and endangered the survival of a distinctive American culture. When diversity is given greater importance than unity, one can see the end of unity and cooperation with regard to national goals. So much for e-pluribus unum. The insane drive to attribute each minority's disadvantage to the greed of the majority will destroy the integrity of this nation. When local allegiances in ancient Greece became more important than national unity, they lost the war to the Spartans. Like ancient Greece, America is on the fast lane to becoming Balkanized (fractured by petty local allegiances), making us also vulnerable for takeover or destruction. Forces in both political parties are making it difficult to enforce immigration laws because they argue that "immigration is always good," legal or illegal.
The commentary this day is titled, "An Overview of the Immigration Problem." But this first thing that I am going to give to you has really nothing at all to do with that subject. As a matter of fact, it is tied into a commentary that Martin Collins delivered in the recent past ["Who is the god of Medicine?"]. He warned of a few of the dangers of trusting without due respect what doctors are medicating people with these days. One must be very careful because the side effects of many of those medications are lied about, not necessarily by the doctor, but they are prescribed, even though they are tested nowhere near as thoroughly as it should be for a long enough period of time. Thus, their safety record is severely compromised.
Now, even the yummy orange that we so casually buy at the supermarket needs to be thought about a bit. They are so sweet and juicy, and there is hardly anything that will raise one's blood sugar level as quickly and restore the higher energy level that we need after a night's sleep.
Add to this last Sabbath's sermonette by Ronny Graham regarding what's happening to trees in the United States ["Deforestation of Israel"]. We heard how the chestnut tree has been decimated, and at one time the chestnut tree was the very heart of America's wood supply. I'm not sure, but I do not know if there is even one chestnut tree standing in the entire United States today. But this week I learned that orange trees are not all that far from being put on the endangered list because of two different plagues infesting and killing them. Botanists have been searching into a cure for a number of years, and they think they have found a solution. But it is a solution—typical of mankind—that I believe is in the same general manner as that of GMO corn, GMO soy, and modern hybridized wheat "solutions."
Listen to this. They have already used this process, and they report that it is showing good signs of success. The solution is they are combining orange plant DNA with pig DNA, and producing a tree that is apparently impervious to the plagues destroying the trees. I leave you with this thought: Is there no end to Satan's madness?
This second topic was largely drawn from an article that reported on a speech that was delivered by Richard Lamb, the former governor of Colorado. The speech was made during a conference on immigration, and it was held in Washington, D. C. I will only give the points that he made regarding how to destroy America. I'm giving these points not merely because I want you to be aware, but because most of the points that he made are clearly shown in the Bible that God agrees. The points he made are true and destructive. In addition, recorded histories written by men also show them to be true. And with this combination of background, they are more valid than many other points that I have ever seen listed.
Number one was not given by Mr. Lamb, but I mention it because it was the foundation that God gave to ancient Israel's problems with other peoples within their homeland. God commanded them that when Israel entered the land, they were to push out all other people and kill them if necessary. You will find that in Numbers 13 and 14.
Number Two: All it took for God to destroy what was building in Babylon (Genesis 11) was to destroy the people's ability to speak to each other in a common language. Thus, to destroy the United States, turn the United States into a bilingual nation by not forcing immigrants to learn English.
Listen to this. According to Mr. Lamb, no nation in the history of mankind has ever survived with two languages being spoken by the public. Interestingly, in the United States of America today, 100 different languages are spoken.
Number Three: Invent multiculturalism and encourage immigrants to maintain the culture of the land that they emigrated from. Make it an article of belief in universities, emphasizing especially that all cultures are equal. Well, that idea is rancid baloney. Do you honestly believe that a culture, largely derived from God, is equaled by any culture anywhere in the world that is devised by demons?
Number Four: (This is closely tied to number three.) Make sure that the subject of diversity is ultimately of greater importance than unity. This is the subject where the principle of being a melting pot nation, in which all become blended in unity, is changed through the salad bowl analogy, where each culture culture retains its own identity. The differences are emphasized in this rather than the similarities that the peoples have. So much for E pluribus unum, which means, "Out of many, one." Can you imagine what that would do to the church? It would be destroyed, and this approach will destroy this nation, too.
Number Five: A program must be launched to create victimology. The purpose is to get all minorities to think that their lack of success is the fault of the majority. Now, to keep this one going would also create an entire grievance industry to stir feelings of being taken advantage of. This is where the media comes in. They are pushing this constantly.
Number Six: It has not yet occurred, and it takes a bit of knowledge of ancient history to really relate to it, but it can happen here because we are human, too. Ancient Greece is the model. Consider this: Diverse people are the ones most likely to fight one another within the same nation. But in ancient Greece, the people were all the same race of people. They possessed a common language. They worshiped the same gods and they participated in the Olympic Games. However, when a common enemy threatened (Persia), local patriotism and geographical conditions could not be overcome. The Persians won the war. They lost to the Spartans with the 300 men, but then they just swept right over Greece. The Greeks were what we call today "balkanized." If America becomes balkanized through local loyalties, we too will fall. Don't think it can't happen here because the Southwest United States is already moving in that direction. Do you know that Texans unofficially have told California, "We are not going to rescue you"? We are becoming balkanized. (There is a boom going on in Texas.)
Number Seven: This one is already in process. Leadership must make it impossible to enforce immigration laws. The argument used here is that immigration is good for the United States, therefore, it is always good. Where is the proof for that? It doesn't exist. The key word there is "always." At the same time that mantra is being used, another program has arisen. (This is going along with the others.) Discussion of truths must be suppressed by leadership. In other words, those in leadership are making every effort to make American citizens believe that we must accept these people illegally stealing their way into the country on the basis of being a good, kind, caring Christian. They're throwing the religion back in people's faces. Thus, they turn the tables by making it the Christians' fault that these conditions are occurring, and very simply, they will not even rationally discuss the issues until the Christians change their "selfish" opinion. As they charge, all the while, the leadership has an entirely self-centered agenda. A very interesting affair at the very least.
JWR/aws/dcg
Who Is the God of Medicine?
Deforestation of Israel
Why Did God Command Israel to Go to War?
Fiddling While Europe Burns
Learning the Right Things (Part One)
Today's Christianity (Part Two): Southern Christianity Moves North
'Diversity' Movement
Cultures, Clash of
Genetically Modified Organisms
Immigration, Illegal
Languages, Confusion of
National Destruction
Victim Mentality


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text:
London's National Gallery Staff On Indefinite Strike, Most Exhibitions Off-Limits to Visitors
Henri Neuendorf, August 12, 2015
Demonstrators protest outside the National Gallery in central London on February 3, 2015. Photo credit JUSTIN TALLIS/AFP/Getty Images.
The ongoing dispute between London's National Gallery and the museum's staff has culminated in the announcement of an indefinite strike as workers continue to protest against privatization.
On Monday, the Public and Commercial Services (PCS) union said that about 200 members would begin the walkout on Tuesday, the BBC reported. The PCS has already staged 56 days of strikes since February, including a 10-day walkout in May.
According to AFP, museum director Gabriele Finaldi announced in late July that the institution had signed a five-year deal with contractor Securitas to take over security and front-desk services.
The National Gallery insists that the privatization of about 400 visitor service jobs is essential.
#nationalgallery workers begin the first day of all out strike #reinstatecandy pic.twitter.com/FNUYrTtK1m
— Nick Clark (@nick_clark90) August 11, 2015
Deputy director Susan Foister said "We need more flexibility to offer better service to our visitors, we have nearly 6.5 million visitors a year and we want to offer more access, better access and events and activities to as many people as possible."
In a radio interview with the BBC, PCS representative Nick McCarthy countered that "We have no alternative but to go on strike, the privatization is completely unnecessary. Today's strike is indefinite until such time as we are able to reach a solution with the gallery."
He added "Millions of tourists won't be able to get access to the vast majority of works of art in the gallery, and that's enormously regrettable, but the blame for this lies with the gallery. We have sought to negotiate, but the gallery refuses to engage on this and seems hell bent on outsourcing this contract."
Although the museum will remain open during the strike, several rooms will be closed and many educational programs have been canceled.
London National Gallery Strike to Escalate in August
Museo del Prado's Gabriele Finaldi Appointed Director of London's National Gallery Amid Staff Crisis
Staffing Crisis at London's National Gallery
Henri Neuendorf
Specialist, Post-War and Contemporary Art
Patti Smith and Robert Mapplethorpe's 'Just Kids' Adventures to Become Showtime Miniseries
Sigmar Polke Estate Ordered to Return Allegedly Stolen Painting


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The government has appointed Tariq Bajwa, a BS-22 officer of Secretariat group as Secretary Finance Division on Friday. The notification issued by the Establishment Division stated that Secretary Economic Affair Division Tariq Bajwa is transferred and posted as a Secretary, Finance Division with immediate effect and till further order.
Bajwa was transferred to Economic Affairs Division (EAD) in November 2015 when he failed to achieve the revenue target as a Chairman, Federal Board of Revenue.
Secretary Finance post was vacant after the retirement of Dr Waqar Masood on 21 January and the government had given the additional charge to Dr Shujaat Ali who is currently working as the Special Secretary in Finance Division.
It is worth mentioning here that Tariq Bajwa is due to retire on June 18, 2017, and Finance Minister has to refill this important slot yet again in June.
Sources claimed that government will also announce 2017-18 budget on 27th of May, this year.
On the other hand, Government is also considering appointing Member Operational Dr Irshad as chairman FBR till his retirement on 22 April 2017, currently he is looking after the matters of FBR.
Sources told this scribe that Advisor to Prime Minister on Revenue Haroon Akhtar is lobbying for Dr Irshad who is grade 22 officer from Inland Revenue.
The government had promoted Dr Muhammad Irshad from grade 21 to 22 on August 5, 2016 by surpassing four senior officers of FBR Haroon Mohammad Khan Tareen, Rana Ahmed, Riaz Ahmed Khan and Seema Majid. These officers had filed a petition against the promotion of two junior FBR officers.
An informed source told that Shahid Mehmood and Rizwan Ahmad have become the hot favourite for the position of Secretary EAD after issuing the notification of Tariq Bajwa.
Mehmood is currently serving as the advisor to the International Monetary Fund's Executive Director since February 2015 and Rizwan Ahmed is working as the chairman Trading Cooperation of Pakistan.
The post of foreign Secretary has remained vacant after the appointment of Aziz Chaudary as Pakistan'sAmbassador to America.
There are rumours about that the aforementioned post being filled by Abdul Basit- Ambassador to India, Tehmeena Janjua- Ambassador to Geneva, and Syed Ibne Abbas- High Commissioner to the UK.


text:
TASD Login Links
Clever Login Page for Canvas
Students use this link to access Canvas and your District Online Apps by logging into Clever
Office 365 Login Page
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TASD Help Center
If you have a question about Chromebooks, iPads, Clever and/or Canvas. Please complete this form and someone will be in touch with you shortly.
Curbside Meals Order Form
This form will need to be completed each morning before 9:00 AM. Curbside pick up will be available at the rear of the High School between 10:00 AM to 10:30 AM. Please follow the signs.
NEW School Board Meeting Dates *Updated Time*
The Tunkhannock Area School District Board of School Directors will hold a Policy Committee meeting at 6:30 PM on January 11, 2022. Please note change of time. The meeting will be held in the STEM Academy, Innovation Lab located at 41 Philadelphia Avenue, Tunkhannock, PA. They …	Continue
The Tunkhannock Area School District Board of School Directors will hold a Policy Committee meeting at 6:30 PM on January 11, 2022. Please note change of time. The meeting will be held in the STEM Academy, Innovation Lab located at 41 Philadelphia Avenue, Tunkhannock, PA. They will also hold a Public Work Session/Board Meeting at 7:30 PM on January 20 2022. Please note there will not be a meeting on January 27, 2022. The Work Session/Board Meeting will be held in the High School Auditorium located at 135 Tiger Drive Tunkhannock PA.
ARP ESSER 3 With COMMUNITY MEETING INPUT
TASD After hours COVID Healthline
If you are calling to report any Covid related issues after school hours, please contact the TASD After Hour Covid Healthline at 570-219-4031 and leave a message. If this is an emergency, please call 911. Thank you
Flexible Instruction Day
If you are experiencing difficulties during a Flexible Instruction Day, please read the FAQ's below. If you still are unable to solve your problem, please contact us at 570-836-3111 ext. 1137 and leave a message. Messages will be returned in the order they were received.
Flexible Instruction Day FAQs
TASD Fusion C3 Cyber School Registration 2021-2022
TASD Fusion C3 Cyber School Registration 2021-2022 Link
TASD Health and Safety Update July 22, 2021
Health and Safety Plan Summary Tunkhannock Area SD
Voluntary Insurance Coverage for Students
BollingerSchools.com
Luzerne County Head Start
Luzerne County Head Start is taking applications for all program options. Slots are still available for the 2021-2022 school year. Please call 570-829-6231 or https://lcheadstart.org/
Information on Act 66
On June 30, 2021, Governor Tom Wolf signed Act 66 of 2021 (Act 66) into law. Act 66 permits students that were enrolled during the 2020-21 school year to repeat their grade level in an effort to make up for any lost educational opportunities due to the COVID-19 pandemic. Parents/…	Continue
On June 30, 2021, Governor Tom Wolf signed Act 66 of 2021 (Act 66) into law. Act 66 permits students that were enrolled during the 2020-21 school year to repeat their grade level in an effort to make up for any lost educational opportunities due to the COVID-19 pandemic. Parents/guardians and students, at or over the age of 18, have until July 15, 2021, to elect to have their child or themselves repeat a grade level for the 2021-22 school year. Additional information can be found here:
Health and Safety Plan 2021-2022
This document represents the first draft of our Health and Safety Plan for reopening school in August 2021. It will be considered by the Board at its meeting on July 22, 2021. It is understood that the plan will be reviewed and revised throughout the school year, as guidance bec…	Continue
This document represents the first draft of our Health and Safety Plan for reopening school in August 2021. It will be considered by the Board at its meeting on July 22, 2021. It is understood that the plan will be reviewed and revised throughout the school year, as guidance becomes available. If you have questions or comments on the document, please email: mailto:questions@tasd.net
Email Questions@tasd.net
ARP ESSER Health and Safety Plan Guidance & Template
TASD Fusion C3 - Eyes on the Future
Superintendent's Loom recording explaining TASD's Fusion C3
TASD Fusion C3
TASD Canvas Demo
Check out the video we created showing off our Canvas Online Learning Platform
TASD Phased School Reopening Health and Safety Plan Template
This Plan will be reviewed in October by the Committee to determine if changes will be made to the Plan for the Second Quarter of the school year.
TASD Phased School Reopening Health and Safety Plan Revised
CHIP, short for the Children's Health Insurance Program, helps keep kids strong.
CHIPcoversPAkids.com Flyer
Safe to Say Something Program
On Tuesday February 19th High School students were introduced to the Safe to Say Something app, website, and hotline. Safe to Say Something teaches students how to recognize the warning signs from individuals who might want to hurt themselves or others. It encourages kids to ta…	Continue
On Tuesday February 19th High School students were introduced to the Safe to Say Something app, website, and hotline. Safe to Say Something teaches students how to recognize the warning signs from individuals who might want to hurt themselves or others. It encourages kids to take action by saying something to a trusted adult, calling 911, or using the safe to say something reporting system. Please see the attached flyer for more information.
Safe to Say Program Overview
Dental Hygiene Clinic -Fortis Institute
Receive quality dental care at a reduced price in a modern teaching facility! Offering:Exams, Cleanings, X-rays and more!!!
Fortis Institute Dental Clinic Flyer
All Call System
If you are not receiving district messages from our all call system (such as school closures and superintendent messages), please contact Karin DeLancey at karin.delancey@tasd.net to verify your contact information. This way we can ensure your information is correct.
District Informational Documents
Click here to be taken to the TASD District Document Page
The mission of the Tunkhannock Area School District is "to maximize the potential of all students to become productive individuals in an ever-changing environment".
District Level Plan
District Start/Dismissal Times
School Year 2021 - 2022
My Mealtime.com
Official TASD YouTube Channel
Right to Know Law and Open Records
School Calendar 2021 - 2022
Approved 05/27/2021
School Performance Profile
Tunkhannock Area School District Foundation
2021-2022 Winter Keystone Exams Testing Dates
Literature - December 1st & 2nd, pds. A, B, & C each day
Algebra 1 - December 7th & 8th, pds. A, B, & C each day
Biology - January 5th & 6th, pds. A, B, & C each day
Guidelines for Review of Keystone/PSSA for Religious Reasons 2021-2022
District Arrival and Dismissal Procedures
Start Dismissal Times 2021 - 2022
STEM Arrival and Dismissal Procedures 2021 - 2022
Work Session / Board Meeting
Category SB meeting
Dates & Times 01/20/2022
7:30 pm -to- 7:30 pm
Location Tunkhannock High School Auditorium 135 Tiger Drive, Tunkhannock PA 18657
Location To Be Determined
Dates & Times 04/7/2022


In 2015, thankyouforcoming sets up a series of short residencies for critics and curators which operates as a reciprocated invitation between Nice and other cities in France and abroad. The ACROSS (scenes de province) program is a collaborative, participative and experimental project which aims to bring a special kind of exposure to different artistic scenes and raises questions about uses of mobility.
► 5:30PM, Sandra Doublet and Romain Boulay will present the different stages of their career, they will also give an insight about the art scene in their region, and they will present their own views about curatorial practices today.
► 6:15PM, artists' films screening, whose work is supported by Sandra Doublet and Romain: 35 min of unprecedented program!
It will be a time to discuss and exchange together afterwards. Free entrance. Come along!
+ discover a new commission by L'Officine, a Nice exclusive : Lithography/typography of Groupe Rembrunir, "Notre jeunesse est sans lieu", 20 ex, numbered and signed, price : 150 euros.
Sandra Doublet, Sandra Doublet is graduated from the Ecole du Louvre (Paris) and holds a Masters degree in « Curating Contemporary Art » (Paris IV Sorbonne), she is currently projects coordinator at MPVite (Nantes).
Since 2009, she is the assistant of curator Daniel Kurjakovic. She worked especially on the exhibition We'll Know Where When We Get There by Lee Ranaldo & Leah Singer (CNEAI, 2009), Owls turn their entire head to change views, a solo exhibition by Vittorio Santoro (Fondation Ricard, 2012) as well as on the radio piece project by Lawrence Weiner for the Atelier de création radiophonique of France Culture (2010/2011) and for the launch of the magazine Torrent (2014).
She is curator for the exhibition Vicarious (Vivarium – Atelier Artistique Mutualisé, Rennes, 2015), and co-curator with Lili L'Herroux of the exhibition Walk the talk (PAD, collectif Blast, Angers, 2015).
She is currently editorial board member and contributor of the annual review R.a-r, « Revue aller-retour ».
Romain Boulay lives and works between Nantes and Brussels.
He graduated from the Fine Arts School of Nantes with honours. He has since participated in many exhibitions in France and abroad. His work questions the relationship between painting and space: « Romain Boulay shifts our comprehension of the traditional two-dimensional space of painting towards the third dimension, in a mode distinct from minimalism. Indeed, it is not towards the object that his practice is aimed, but toward an understanding and an exploration of the painting as a volume and a place where the gaze exists (Les Peintures immatérielles) and, more recently, the body of the viewers (in sculpture-installations and his work's architectural displays). » (excerpt from Tristan Trémeau's text).
Since 2005, in parallel with his artistic work, he has started curating within the non-profit organisation Manifestement Peint Vite (MPVite), questioning the relationship of artists to exhibition places, in particular the concept of the White Cube and its neutrality. In 2012, he created, with Carole Rivalin and Michel Gerson, MilleFeuilles studios, of which he is director, and of which Pierre-Alexandre Remy is president. MilleFeuilles is a production platform of 600m2 comprised of 18 artists' studios and with production spaces for large-scale art works. Romain Boulay also teaches at the National School of Architecture in Nantes since 2011.


text:
Home › AK Fire Info › Contact Creek Fire (#151) now at 8,127 acres, hitting natural barriers
Contact Creek Fire (#151) now at 8,127 acres, hitting natural barriers
By Alaska Division of Forestry on June 5, 2022
Update: June 7th, 8 pm
The Contact Creek Fire is at 8,127 acres as of June 6th at 1:39 pm. Most of the perimeter of the Contact Creek Fire has burned into natural barriers such as sparse fuels at higher elevations, lakes, and streams. Based on VIIRS Satellite heat detection points, sections of the northwestern and southern flanks remain active, as well as the eastern flank of the fire.
June 7th updated map of The Contact Creek Fire
AK Division of Forestry conducted a detection flight over the Contact Creek Fire on June 6th, and observed smoldering and creeping, with the fire backing to the west and east. A heavy smoke inversion was observed.
Based on the 48 hour smoke forecast model, smoke laying into King Salmon or Brooks Camp can be expected in the morning, but clear out by the afternoon.
Also burning is the 5 acre Idavain Fire (#218). The Idavain Fire is 25 miles east of King Salmon and 2 miles south of Idavain Lake, and started on June 6, 2022. The fire is being monitored by National Park Service and Alaska Division of Forestry personnel as it burns in a limited management area in Katmai National Park & Preserve. Fuels include tundra, grass, and mixed fuels.
Map of the Idavain Fire
Aerial view of the Idavain Fire. Photo Credit: Kamai NPS
Cooler and wetter conditions are anticipated to arrive in the Katmai area the next five days. However, until these fires receive a wetting rain event, or the perimeter consumes available fuels up to a natural barrier, expect diminished but incremental growth.
The Contact Creek Fire (#151), which started 40 miles southeast of King Salmon, is now reported at 6,632 acres as of 1pm June 4th. The persistence of dry conditions and record heat on the Katmai peninsula has contributed to fire growth. Fire #151 is in a limited management area in Katmai National Park and Preserve, and officials from the National Park Service and Department of Forestry are continuing to actively monitor the fire's progress.
Aerial view of the Northwest flank of the Contact Creek Fire (#151). Active fire perimeter is expected to be slowed down by surrounding waterways in the next several days. Photo Credit: Katmai NPS
Gathered from recent aerial observation, roughly 70% of the fire's perimeter is no longer growing due to creeks 6-10 feet wide creating a natural barrier. The entire north and northeast sides of the fire look to be held up on creeks of this size, and the sections of perimeter left burning are expected to run into similar streams that will halt growth within the next several days.
View of the East side of the fire, where growth is being slowed by natural barriers in the hills. Photo Credit: Katmai NPS
A Remote Automated Weather Station (RAWS) can be seen towards the center of the frame. Photo Credit: Katmai NPS
Aerial view of the South edge of the fire. Photo Credit: Katmai NPS
Below is the most recent map of the Contact Creek Fire. The dots highlight the heat remaining in the fire perimeter from within the last 48 hours. This provides a visual that demonstrates the inactivity around the majority of the fire's edge.
Map of the Contact Creek Fire compiled from aerial imagery gathered on June 4th at 1pm. Map
Residents in Southwest Alaska may see smoke in the King Salmon area due to this fire. The National Park Service will continue to monitor this incident and further updates will be issued.
‹ Smokejumpers, water-scoopers corral fire burning near mining district north of Fairbanks
Nearly 5000 Lightning Strikes Statewide this Weekend ›
Categories: AK Fire Info


A translation from the Spanish of a blog post by Tatica titled "Colaborador? Embajador? Mentor? Qué eres? This isn't a literal translation - I may have gotten a few parts wrong because my Spanish reading skills (supplemented by Google Translate) aren't particularly good - but I tried to capture my understanding of what Tatica was trying to say.
Although I have been part of the Fedora community for nearly four years, I've seen that many people don't fully understand the differences between the levels of collaboration (or hierarchy) that can occur in a community. Whether you're a Fedora, Ubuntu, Debian, or FreeBSD contributor, the community you participate in can help you learn to become the contributor you want to be.
Having an organized community or at least a clearly defined purpose is the main thing that turns users into contributors. When people come to you for information and help, or when you talk on IRC or the mailing lists for answers, we're supposed to set a good example. However, many people are afraid to say "I don't know" and prefer to remain silent if they don't know the answer to the question they're asked. What if we said to these newcomers "Hey, I don't know either, but what if we learned together?"
What happens after I join the mailing lists and start hanging out on IRC and going to events? It's at this point where you start seeing differences between different project communities. It's at this point that users may decide to change and try another distribution, or stay and start contributing to that particular community. My own journey from user to contributor was very fast, so I will try to break it down a bit.
"What, me a contributor?" The first thing you have to realize is that you're going to have to do work; you need to accomplish things. Your main motivator for a "career" within the community should be pride in knowing that you're contributing to the software that you use. Simply attending events and giving talks about the work of others isn't enough - you must contribute yourself. If you do that, recognition and responsibilities will follow.
Many times people fail to come to the community and collaborate because they don't think they can contribute anything. That's one of the biggest misconceptions I've found. If you want to be part of a community, you should know that the community will also be your school - they will teach you how to contribute in the ways you want to help. When I started with Fedora, I couldn't really draw, much less speak or write English. I learned English here, and am now learning Porguguese. Learning is an everyday thing in an open source community.
"Hurrah for Ambassadors!" In Fedora, we say Ambassadors are frequent contributors to the community; our list of Ambassadors is the list of people who can spread the good word about the project. However, many people forget that to be an Ambassador, you need to be a contributor first - not because the wiki page says it's a requirement, but because it's the right thing to do. Every day I get 2-3 emails from users who want to be Ambassadors because they want to spread the usage of Fedora by giving lectures or workshops. You don't need to be an Ambassador to spread Fedora. Some people believe the "Ambassador" title is like a "license" that you need to to give lectures or broadcast on Fedora, and some people have even sent me messages saying "I want to be an Ambassador so that Fedora will send me places."
Now, as Ambassadors, is this the message that we want to send and what we want Ambassadors to be? We need to set a good example. For my part, since I became a contributor I've been trying to pitch in on what I can, and now I've started to focus more on specific things because I usually try to do too much. I've worked on Fedora art and events, translations, websites, writing content, and now working on the development of the LATAM Fedora community magazine. If all Ambassadors set a good example by showing a high level of commitment, the people who want to join will see our example and follow our lead without us having to explain a lot.
"And now a mentor?" After three years of participating in Fedora, I was asked to be a mentor to new Ambassadors. My role is to discover and guide new talent that will make our community better. I must be honest; I'm tough on new recruits. I filter out those who think that they can just install Fedora and become Ambassadors two weeks later without investing time in learning how to contribute to the community. However, if you just show me - even by a single email - that you want to take the next step, I will help you see how easy it can be.
Mentoring may be a scary task, but you should do it! I think I tend to be overinvolved with the people I mentor. Some of them do fail along the way. I try to teach them what they can do based on their skills, and I try to introduce them to others in their city and encourage them to teach others what they know. I'm not sure what the other mentors do, but I think they all do the same.
Being part of the community isn't just about having Fedora, Ubuntu, or Debian installed on your machine. It's not about appearing in events or delivering brochures, or about being on a mailing list or IRC channel but never saying anything. Being part of the community is about participating, learning and teaching that we are an example to the rest of the world on how to perservere and overcome obstacles. We spend our time doing wonderful things to improve the technology and help the other people who are doing this alongside us.
Now, who do you think you are to your community?


text:
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          Bootstrap

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下载完整的版本或者从选择的组件、javascript插件以及你需要的其他资源定制你的专属Bootstrap包。

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3. 自定义变量

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基本构建(Scaffolding)

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基本样式表(Base CSS)

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其他(Miscellaneous)

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      快速添加必要的javascript

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        Typeahead

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所有选中的插件将会被编译成单个文件,bootstrap.js。所有的插件需要最新版本的jQuery支持。

    Reset to defaults

      3. 自定义变量
      不用编译器随意修改Bootstrap

基本框架(Scaffolding)

      @bodyBackground
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      @textColor
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链接(Links)

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      <input type="text" class="span3" placeholder="darken(@linkColor, 15%)">

颜色(Colors)

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图片精灵(Sprites)

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网格系统(Grid system)

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流动网格系统(Fluid grid system)

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字体排版(Typography)

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      @baseLineHeight
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      @altFontFamily
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      @headingsFontFamily
      <input type="text" class="span3" placeholder="inherit">
      @headingsFontWeight
      <input type="text" class="span3" placeholder="bold">
      @headingsColor
      <input type="text" class="span3" placeholder="inherit">
      @heroUnitBackground
      <input type="text" class="span3" placeholder="@grayLighter">
      @heroUnitHeadingColor
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      @heroUnitLeadColor
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表格(Tables)

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导航(Navbar)

      @navbarHeight
      <input type="text" class="span3" placeholder="40px">
      @navbarBackground
      <input type="text" class="span3" placeholder="@grayDarker">
      @navbarBackgroundHighlight
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      @navbarBrandColor
      <input type="text" class="span3" placeholder="@navbarLinkColor">
      @navbarLinkColor
      <input type="text" class="span3" placeholder="@grayLight">
      @navbarLinkColorHover
      <input type="text" class="span3" placeholder="@white">
      @navbarLinkColorActive
      <input type="text" class="span3" placeholder="@navbarLinkColorHover">
      @navbarLinkBackgroundHover
      <input type="text" class="span3" placeholder="transparent">
      @navbarLinkBackgroundActive
      <input type="text" class="span3" placeholder="@navbarBackground">
      @navbarSearchBackground
      <input type="text" class="span3" placeholder="lighten(@navbarBackground, 25%)">
      @navbarSearchBackgroundFocus
      <input type="text" class="span3" placeholder="@white">
      @navbarSearchBorder
      <input type="text" class="span3" placeholder="darken(@navbarSearchBackground, 30%)">
      @navbarSearchPlaceholderColor
      <input type="text" class="span3" placeholder="#ccc">

组合框(Dropdowns)

      @dropdownBackground
      <input type="text" class="span3" placeholder="@white">
      @dropdownBorder
      <input type="text" class="span3" placeholder="rgba(0,0,0,.2)">
      @dropdownLinkColor
      <input type="text" class="span3" placeholder="@grayDark">
      @dropdownLinkColorHover
      <input type="text" class="span3" placeholder="@white">
      @dropdownLinkBackgroundHover
      <input type="text" class="span3" placeholder="@linkColor">

表单(Forms)

      @placeholderText
      <input type="text" class="span3" placeholder="@grayLight">
      @inputBackground
      <input type="text" class="span3" placeholder="@white">
      @inputBorder
      <input type="text" class="span3" placeholder="#ccc">
      @inputBorderRadius
      <input type="text" class="span3" placeholder="3px">
      @inputDisabledBackground
      <input type="text" class="span3" placeholder="@grayLighter">
      @formActionsBackground
      <input type="text" class="span3" placeholder="#f5f5f5">

      @btnPrimaryBackground
      <input type="text" class="span3" placeholder="@linkColor">
      @btnPrimaryBackgroundHighlight
      <input type="text" class="span3" placeholder="darken(@white, 10%);">

表单状态和通知窗口(Form states & alerts)

      @warningText
      <input type="text" class="span3" placeholder="#c09853">
      @warningBackground
      <input type="text" class="span3" placeholder="#fcf8e3">
      @errorText
      <input type="text" class="span3" placeholder="#b94a48">
      @errorBackground
      <input type="text" class="span3" placeholder="#f2dede">
      @successText
      <input type="text" class="span3" placeholder="#468847">
      @successBackground
      <input type="text" class="span3" placeholder="#dff0d8">
      @infoText
      <input type="text" class="span3" placeholder="#3a87ad">
      @infoBackground
      <input type="text" class="span3" placeholder="#d9edf7">

      4. 下载

    定制及下载

下载包中都有什么?

包括编译过的CSS、编译及压缩的CSS、编译过的jQuery插件,所有的都打成zip包方便你使用。

回到顶部

Bootstrap的设计和创建离不开@twitter的关照,由@mdo和@fat创建,文档翻译@zhangsp

代码遵守Apache License v2.0许可,中英文文档遵守CC BY 3.0许可。

图标来自于Glyphicons Free, 遵守CC BY 3.0许可。

redpajama_set_name: RedPajamaGithub


text:
Wilderness Safaris to open Iconic Camp in Namibia
Kirurumu Serengeti North Camp Opens
Rhinos: It's time for Plan B
Asilia Africa to open Namiri Plains on the 1st July 2014
Kuro Tarangire opening 15th June
Acacia Africa 's New Accommodated Overland Tours Will Attract Family Market
Cox & Kings introduces painting holidays to Africa with Art Safaris
Whale Shark Season in Kenya is Back
Bwindi gorilla family lose Silverback to illness
Greystoke Mahale's Peli-cam has hit the news
Auric Air New Flights To Dodoma
By Auric Air Services
Auric Air, the leading domestic scheduled and charter airline in Tanzania has confirmed that it will soon start flying more often within the region. The airline has been buying more aircraft, allowing it to expand its flight schedule.
Effective February 17 Auric Air is adding flights to Tanzania's formal capital city of Dodoma. Operating from Dar Es Salaam, the airline now uses a fleet of 8 Cessna 208B Grand Caravans, all of which were purchased brand new ex-factory, the first to come online in 2008 and the most recent acquisition made in 2012.
Additional bases were since the start of flight operations established in Arusha and at the country's main international airport, Julius Nyerere International in Dar es Salaam, from where passengers can now reach 19 'regular' destinations on scheduled flights and yet more by charter. This makes Auric Tanzania's airline with the widest network and a choice for tourists and business travelers alike. Notably for tourists does Auric bring Tanzania's coastal and island destinations within easy reach, like Tanga, Pemba, Unguja, Zanzibar, and Mafia Island while also offering flights to some of the lesser known but nevertheless spectacular national parks like Katavi, Rubondo Island or Ruaha besides the main parks like the Serengeti and Manyara. Air Safari packages are available on request via the airline's website www.auricair.com


text:
The General Schedule (GS) is the predominant pay scale within the United States civil service.  The GS includes the majority of white collar personnel (professional, technical, administrative, and clerical) positions. , 71 percent of federal civilian employees were paid under the GS. The GG pay rates are identical to published GS pay rates.

The remaining 29 percent were paid under other systems such as the Federal Wage System (WG, for federal blue-collar civilian employees), the Senior Executive Service and the Executive Schedule for high-ranking federal employees, and other unique pay schedules used by some agencies such as the United States Securities and Exchange Commission and the Foreign Service. , some federal employees were also paid under Pay Bands.

History
The GS was enacted into law by the Classification Act of 1949, which replaced Classification Act of 1923.  The GS is now codified as part of Chapter 53 of Title 5 of the United States Code sections 5331 to 5338 ().  The pay scale was originally created with the purpose of keeping federal salaries in line with equivalent private sector jobs.  Although never the intent, the GS pay scale does a good job of ensuring equal pay for equal work by reducing pay gaps between men, women, and minorities, in accordance with another, separate law, the Equal Pay Act of 1963.

Prior to January 1994, GS personnel were generally paid the same amount (for a given grade and step) regardless of where they worked.  This system ignored the growing reality of regional differences in salaries and wages across the United States, and this led to a perception that in many locations federal civil service salaries were increasingly uncompetitive with those in the private sector, thus affecting recruiting and retention efforts by federal agencies.  In January 1994, the Federal Employees Pay Comparability Act of 1990 (FEPCA) introduced a "locality pay adjustment" component to the GS salary structure. Both Republican and Democratic administrations have complained about the methodology used to compute locality adjustments and the projected cost of closing the pay gap (as determined by FEPCA) between federal salaries and those in the private sector.  In December 2007, the President's Pay Agent reported that an average locality pay adjustment of 36.89% would be required to reach the target set by FEPCA (to close the computed pay gap between federal and non-federal pay to a disparity of 5%).  By comparison, in calendar year 2007, the average locality pay adjustment actually authorized was 16.88%.  As a result, FEPCA has never been fully implemented.

Administration
The United States Office of Personnel Management administers the GS pay schedule on behalf of other federal agencies.

Changes to the GS must normally be authorized by either the president (via Executive Order) or by Congress (via legislation).  Normally, the President directs annual across-the-board pay adjustments (including locality pay adjustments) at the beginning of a calendar year after Congress has passed the annual appropriations legislation for the federal government.

Under FEPCA, the Bureau of Labor Statistics conducts annual surveys of wages and salaries paid to non-federal workers in designated locality pay areas.  Surveys are used to determine the disparity, if any, between federal and non-federal pay in a given locality pay area.  The Federal Salary Council (created by FEPCA) prepares recommendations concerning the composition of the designated locality pay areas and the annual comparability adjustment for each area, as well as an adjustment for all other workers outside these areas, referred to as "Rest of U.S.".  The council's recommendations are transmitted to the President's Pay Agent (also created by FEPCA), which then establishes, modifies, or disestablishes individual locality pay areas and makes the final recommendation on pay adjustments to the president, who may either accept the agent's recommendations or (in effect) reject them through the submission of an alternative pay plan.

FEPCA also provides for an automatic annual across-the-board adjustment of GS pay rates.  A common misconception is that the annual federal pay adjustments are determined according to cost of living fluctuations and other regional considerations.  In fact, the across-the-board adjustments to the GS (but not locality pay) are determined according to the rise in the cost of employment as measured by the Department of Labor's Employment Cost Index, which does not necessarily correlate to the better-known Consumer Price Index, which tracks consumer prices.

Grade and step structure

The GS is separated into 15 grades (GS-1, GS-2, etc. up to GS-15); each grade is separated into 10 steps. At one time, there were also three GS "supergrades" (GS-16, GS-17 and GS-18); these were eliminated under the provisions of the Civil Service Reform Act of 1978 and replaced by the Senior Executive Service and the more recent Senior Level (non-supervisory) pay scale.

Most positions in the competitive service are paid according to the GS. In addition, many positions in the excepted service use the GS as a basis for setting pay rates. Some positions in the excepted service use the grade designator "GG"—for example, "GG-12" or "GG-13". The GG pay rates are generally identical to published GS pay rates.

The GS-1 through GS-7 range generally marks entry-level positions, while mid-level positions are in the GS-8 to GS-12 range and top-level positions (senior managers, high-level technical specialists, or physicians) are in the GS-13 to GS-15 range. A new GS employee is normally employed in the first step of their assigned GS grade, although the employer has discretion to, as a recruiting incentive, authorize initial appointment at a higher step (other agencies may place the employee at a higher grade). In most professional occupations, entry to mid-level positions are classified at two-grade intervals—that is, an employee would advance from GS-5 to GS-7, then to GS-9 and finally to GS-11, skipping grades 6, 8 and 10.

Advancement between steps within the same grade
Permanent employees below step 10 in their grade normally earn step increases after serving a prescribed period of service in at least a satisfactory manner. The normal progression is 52 weeks (one year) between steps 1–2, 2–3, and 3–4, then 104 weeks (two years) between steps 4–5, 5–6, and 6–7, and finally 156 weeks (three years) between steps 7–8, 8–9, and 9–10. However, an employee can be rewarded for outstanding work performance via a "quality step increase" ("QSI"), which advances the employee one step within grade regardless of time at the previous step. (When a QSI is awarded, the date of the QSI becomes the starting date for the next step increase, which (if future step increases are awarded on the normal progression) will shorten the overall time for an employee to reach the final step within a grade.)

Advancement between grades
Depending on the agency and the work description, a GS position may provide for advancement within a "career ladder," meaning that an employee performing satisfactorily will advance between GS grades, normally on an annual basis, until he(she) has reached the top GS grade for that job (which represents full performance). Advancement beyond the top grade (to either a specialized technical position or to a managerial position) would be subject to competitive selection.

Not all positions, however, provide for such a "career ladder," thus requiring employees who seek advancement to consider other career paths, either within their agency or outside it.

An example is the "career ladder" for auditors within the Defense Contract Audit Agency (DCAA). The traditional "entry level" grade within DCAA is the GS-7 level (some employees come in either at the lower GS-5 level or higher GS-9 or GS-11 levels) and the "career ladder" is GS-7 to GS-9 to GS-11 and finally to GS-12, with the employee expected to advance between grades after one year and to reach the GS-12 level after three years. Beyond the GS-12 level, advancements to the higher levels (GS-13, GS-14, and GS-15, most of which are managerial positions) are based on competitive selections.

Furthermore, if an employee is promoted to a grade which is not part of the career ladder (such as a promotion to a supervisory position), the employee's salary is set at the step within the higher grade nearest the employee's current salary (but never below the current salary), plus additional steps to reward the employee for the promotion and to account for the increased responsibilities that go along with the new position. As an example (and not including locality adjustments), an employee at GS-12 Step 10 (base salary $) being promoted to a GS-13 position would initially have his/her salary set at GS-13 Step 4 (base salary $, as it is the nearest salary to GS-12 Step 10 but not lower than it), and then have his/her salary adjusted to a higher step (such as GS-13 Step 6, having a base salary of $).

Salary calculation
Salaries under the GS have two components: a base salary and a "locality pay adjustment".

Base salary
The base salary is based on a table compiled by Office of Personnel Management (the 2023 table is shown below), and is used as the baseline for the locality pay adjustment.  The increases between steps for Grades GS-1 and GS-2 varies between the steps; for Grades GS-3 through GS-15 the increases between the steps are the same within the grade, but increase as the grade increases.  The table is revised effective January of each year to reflect the basic cost of living adjustment (known as the General Schedule Increase).

Some positions have their own unique GS scales. One notable example being patent examiner positions who can receive a supplement of more than 50% from the standard GS scale. Under the laws governing special GS scales, employees whose positions are covered by those scales earn either the special scale salary, or the standard GS scale salary plus a locality adjustment (see below), whichever is higher.

Locality adjustment
The second component of the GS salary, the locality pay adjustment, was introduced in 1994 as part of the Federal Employees Pay Comparability Act of 1990 (FEPCA).  Prior to FEPCA, all GS employees received the same salary regardless of location, which failed to reflect both the disparity between public sector and private sector pay as well as differences in cost of living in major metropolitan areas. As noted earlier, an employee in a position with a special GS scale does not receive a locality adjustment unless the pay under the special scale is lower than using the locality pay adjustment.

Under FEPCA, the United States (excluding territories and overseas employees) are divided into locality areas for purposes of determining pay.  As of 2023, there are 54 designated areas consisting of 51 specified areas (generally following either Metropolitan statistical areas (MSA's) or Combined statistical areas (CSA's) but frequently including bordering counties that are not included within the MSA/CSA), two additional designated areas for the states of Alaska and Hawaii, and a "Rest of U.S." which consists of areas within the United States not designed as a separate locality area.  The areas other than "Rest of U.S." are designated to receive pay adjustments in addition to the general adjustment provided to all GS employees, while "Rest of U.S." receives only the general adjustment provided to all GS employees.  Salary adjustments in other U.S. Territories and for overseas employees are separate from this adjustment.

The total pay with locality is calculated as follows (the result of both equations is the same):

FEPCA places a cap on the total salary of highly paid employees (mainly those at the higher GS-15 Grade steps) – the total base pay plus locality adjustment cannot exceed the salary for employees under Level IV of the Executive Schedule.

The locality pay adjustment is counted as part of the "high-3" salary in calculating Federal Employees Retirement System (FERS) and Civil Service Retirement System (CSRS) annuities, as well as the baseline for individuals having a percentage of salary deducted for deposit into the Thrift Savings Plan.

Personnel outside the United States
Personnel based outside the United States (e.g. U.S. territories, foreign overseas areas) receive a lower locality adjustment (4.76% for 2010).  However, they may also receive certain non-taxable allowances such as cost-of-living allowances, post allowances and housing allowances in accordance with other laws, such as the Foreign Service Act.  Federal civilian workers based in CONUS do not normally receive housing allowances or government-furnished housing.  Also, some civilian personnel stationed overseas do not receive housing allowances; this may include military dependents working in federal civilian positions overseas, military members that left the service while overseas and were hired into an overseas position, and U.S. citizens hired into overseas positions while traveling abroad.

In contrast, the tax-free allowances paid during overseas assignments (especially the housing allowances) are generally considered to be an incentive to serve overseas, as they can be quite generous.  While this situation may be advantageous to some personnel during their assignment overseas, these tax-free allowances are not considered to be part of one's salary, therefore they are not counted when computing a civil service annuity at retirement.  CONUS locality adjustments, however, are counted when computing annuities.

Employees stationed in Alaska and Hawaii were formerly considered OCONUS and received a cost of living adjustment, but are being phased into the domestic locality pay system.

Note:"Employees of the U.S. Government are not entitled to the foreign earned income exclusion or the foreign housing exclusion/deduction under section 911 because 'foreign earned income' does not include amounts paid by the U.S. Government as an employee. But see Other Employment, later"

Comparison between civilian and military rank equivalents

Protocol Precedence Lists for civilian and military personnel have been developed by each of the Department of Defense organizations to establish the order of government, military, and civic leaders for diplomatic, ceremonial, and social events.  Protocol is a code of established guidelines on proper etiquette.  Precedence is defined as priority in place, time, or rank.  In the government, military and diplomatic corps, precedence among individuals' positions plays a substantial role.  Equivalency between civilian pay grades and military rank is only for protocol purposes and informally for delegated supervisory responsibilities.  While the authority of military rank extends across services and within each service, the same does not exist for civilian employees and therefore, there is no equivalency of command or supervisory authority between civilian and military personnel external to the local organization.  The "Department of the Army Protocol Precedence List" is developed by the Army Protocol Directorate.  Another form of the Army "Precedence List" can be found in Appendix D of DA PAM 600-60: A Guide to Protocol and Etiquette for Official Entertainment.  The Department of the Navy "Civilian and Military Pay Grades" list can be found in Annex D of OPNAVINST 1710.7A: Social Usage and Protocol.  The Department of the Air Force "Military and Civilian Rank Equivalents" can be found in Attachment 10 of AFI 34-1201. Consolidated DOD lists have been compiled by JMAR.

The equivalency of GS and military ranks with respect to financial accounting has different rules than those treating protocol.

Pay for performance
In recent years, there have been several attempts to eliminate the GS and replace it with various pay systems emphasizing "pay for performance" (i.e., a system in which pay increases are awarded based more on merit and work performance and less on seniority and length of service). The pay structure which enables this is typically known as pay banding. The best known efforts in this area are the pay systems created for the Departments of Homeland Security and Defense (the National Security Personnel System) in 2002 and 2003, respectively.  These efforts were challenged by federal labor unions and other employee groups.  Many supervisory and non-bargaining-unit employees, however, were converted from their GS positions into equitable NSPS positions.  As part of his fiscal 2007 and 2008 budget proposals, President George W. Bush proposed the eventual elimination of the GS to be replaced by a pay-for-performance concept throughout the Executive Branch of the government. The Office of Management and Budget prepared draft legislation, known as the "Working for America Act", but  Congress has not implemented the proposal. President Barack Obama signed the legislation repealing the NSPS system on October 29, 2009.  Under the terms of the 2010 Defense Authorization Act, Public Law 111-84, all employees under NSPS must be converted back to their previous pay system not later than January 1, 2012.  The law also mandates that no employees lose pay as a result of this conversion.  In order to ensure this, a set of conversion rules has been developed.  In most cases, if an employee's current NSPS salary falls between two step levels of the GS grade to which their position is classified, their salary will be increased to the higher step.  Employees whose salary was increased beyond the GS step 10 amount while under NSPS will be placed on retained pay, meaning they will receive 50% of the annual cost of living increase until the GS table catches up to the level of salary they are earning.

List of other pay scale terms
AD: Administratively Determined
DB: Demonstration Army Engineers and Scientists External Link
DE: Demonstration Army Technical and Business Support External Link
DJ: Demonstration Army Administrative External Link
DK: Demonstration Army General Support External Link
DN: Defense Nuclear Facilities Safety Board External Link
DO: Demonstration Air Force Business Management and Professional External Link
DP: Scientific and Engineering (S&E) External Link (page 10)
DR: Demonstration Air Force Scientist and Engineer External Link
DS: Technical Specialist External Link (page 10)
DU: Demonstration Air Force Mission Support External Link
DX: Demonstration Air Force Technician External Link
ES: executive schedule
FO, FP, FS: Foreign Service (Department of State, USAID, Commerce, Agriculture)
FR: Federal Reserve System External Link
FV: Federal Aviation Administration
GG: General schedule, excepted service (except patent examiners)
GM, GL, GP, GR: e.g., see General Schedule Supervisory Guide and U.S. Personnel Management – Pay & Leave
HS: House Employee Schedule, governs salaries of employees of the United States House of Representatives and is maintained by the Committee on House Administration.
HWS: House Wage Schedule, similar to the House Employee Schedule but applies to certain House employees not employed by Member offices.
IA: Defense Civilian Intelligence Personnel System (DCIPS)—used by the Navy and others External link
IC: Incident Command – FEMA Exempted Service Intermittent Disaster Staff (FEMA Reservist)
IT: Incident Teams – FEMA Exempted Service Incident Management Staff (FEMA CORE) Pay Band I–V
JS: Judiciary Salary – U.S. Courts
NF: Non-Appropriated Fund
NH, NJ, NK: AcqDemo (DOD Civilian Acquisition Workforce Personnel Demonstration Project
NY: Corporation for National and Community Service
SK: United States Securities and Exchange Commission pay scale
SV: Department of Homeland Security excepted service (i.e., Transportation Security Administration)
VN: Federal medical careers
WG: Wage grade
WM: Wage Mariner. Operates government owned, government operated (GOGO) ships for National Oceanic and Atmospheric Administration (NOAA) and Military Sealift Command (MSC) among other agencies.
Y (National Security Personnel System): Formerly used for Department of Defense (DoD) civil service jobs (approx. 2006–2012) There are four Career Groups: (1) Standard: YA, YB, YC, YP, (2) Scientific and Engineering: YD, YE, YF, (3) Medical: YG, YH, YI, YJ, (4) Investigative and Protective Services: YK, YL, YM, YN (NSPS was repealed in 2009; see National Security Personnel System for more info)
Z: National Institute of Standards and Technology's Alternative Personnel Management System (APMS)

References

 Army Regulation 570-4, p. 39–40.

External links
  at the United States Office of Personnel Management website
 General Schedule pay tables at the United States Office of Personnel Management website
 General Schedule Qualifications contains information on how general schedule grade levels intersect with qualifying education levels.
 2010 Schedule from Federal jobsite contains information on how general schedule grade levels are increased based on locality pay percentage.

United States Office of Personnel Management
Salaries of office-holders
Civil service ranks in the United States

redpajama_set_name: RedPajamaWikipedia


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Centridini est une tribu d'insectes de la famille des Apidae (une des familles d'abeilles).

Liste des genres
Selon  et  :
 Centris Fabricius, 1804
 Epicharis Klug, 1807

Notes et références

Liens externes

Apidae
Tribu d'Abeilles (nom scientifique)


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text:
No Place Like Home – Al Jazeera
April 15, 2015 /in Frontpage Article, News /by HCWG
The original article can be read here: CLICK HERE
In May 2008, 62 people were killed in a wave of xenophobic attacks across townships.
Foreign nationals, mostly migrants from Somalia and Ethiopia, were dragged through the streets of Alexandra, barely a few kilometers from Johannesburg's plush Sandton suburb, and "necklaced" – a throwback to the summary execution tactic used in the Apartheid days.
A rubber tyre, filled with petrol, is forced around a victim's chest and arms, and set alight.
In an instant, the story of South Africa's much-touted rainbow nation of black, white and brown people happily living together, fizzled away in an outburst of vengeance.
Tens of thousands of people were displaced, forced to seek refuge in churches, mosques and even police stations. In the end, it took military intervention to quell the violence.
South Africa is a nation of multiple ethnicities, languages and nationalities. From the Zulu and Xhosa, to the Dutch and the British. Somali and Tutsi to Indian Tamil and Gujarati, Chinese and Zimbabwean.
However divided, unequal, and structurally flawed, South Africa is home to a very diverse population of people. A country with deep pockets, it remains attractive as a home for migrants, some of them seeking greener economic pastures, others safety and security.
The economy relies heavily on migrants, be it to make up for a massive skills shortage or as cheap labour in farms and mines.
Despite the violence meted out to foreign nationals, tens of thousands continue to seek asylum there, as many as 60,000 to 80,000 per year.
According to the UNHCR, there were almost 310,000 refugees and asylum seekers in the country as of July 2014. By the end of 2015, this number is expected to top 330,000.
Xenophobia in South Africa is not new. Some, like Michael Neocosmos, Director of Global Movements Research at the University of South Africa (UNISA), recall anti-migrant sentiment in the early nineties, when the new government was in the midst of planning new economic policies and politicians of all stripes began drumming up anti-immigrant sentiment.
"It is important to recognise that xenophobia can exist without violence. And it's not sufficient to simply recognise it when people start killing each other," he said.
A survey in 1997 showed that just six percent of South Africans were tolerant to immigration. In another survey cited by Danso and McDonald in 2001, 75 percent of South Africans held negative perceptions about black African foreigners.
In a most painful of ironies, many South Africans associate foreign black Africans with disease, genocide and dictatorships.
The ills of Apartheid: skin colour, complexion and passes, in this case citizenship, are still the determinants of a better life, or discrimination.
Little illuminates this disparity more than the infamous Lindela Repatriation Centre, built in 1996 for undocumented foreign nationals entering the country. Lindela, outside Johannesburg, has been a scene of abuse, corruption and incessant overcrowding. But the undocumented are also held at police stations, even army bases.
"There is evidence that even in 1994, the records have shown that foreigners were thrown out moving trains because they are killed of bringing diseases, taking jobs, the same rhetoric we hear today," Jean Pierre Misago, a researcher at the African Centre for Migration and Society at the University of Witwatersrand, said.
"It didn't start or end in 2008. It had been building up," he said.
And build up it did. In 1998, three foreign-nationals were killed on a train, between Johannesburg and Pretoria. In 2000, a Sudanese refugee was thrown from a train on a similar route. The reasons were all the same: blaming foreigners for a lack of jobs, or economic opportunity. In 2007, a shop in the eastern Cape was set alight by a mob.
The violence that escalated in 2008, was distinctive and decisive. It affected black, African foreign nationals; poor and disenfranchised South Africans; in the townships, but there is no evidence to suggest white Europeans were attacked, or those from the Indian subcontinent.
A very particular demographic paid the price, but researchers remind us that at least one third of the victims were actually South African. Xenophobia is not a problem unique to South Africa.
With so many economies battling recession for the better part of the past decade, the deadly triad of competition-survival-blame has seen fear of the foreigner rise across the globe.
"Xenophobia is experienced in the north and the south, in the Southern African Development Community (SADC) regions and other countries. It's a worldwide phenomenon," Misago said.
But, contrary to popular belief, xenophobia in South Africa is not just a problem of the poor.
A national survey of the attitudes of the South African population towards foreign nationals in the country by the South African Migration Project in 2006 found xenophobia to be widespread: South Africans do not want it to be easier for foreign nationals to trade informally with South Africa (59 percent opposed), to start small businesses in South Africa (61 percent opposed) or to obtain South African citizenship (68 percent opposed).
The violence of 2008 was still shocking.
The country fell into mourning; South Africans understood that the innocence of democratic transition, purposefully packaged in cotton and celebrated with confetti, had finally been taken. The mask had fallen.
This was a country now reverberating under the internal schisms of rising dissent and desperation. The South African government, for its part, refused to label the violence as 'xenophobic'.
Then President Thabo Mbeki, at the very end of his second term in office, said those who wanted to use the term were "trying to explain naked criminality by cloaking it in the garb of xenophobia".
http://hcwg.org.za/wp-content/uploads/2015/04/xeno-ih-23b.jpg 200 300 HCWG http://hcwg.org.za/wp-content/uploads/2013/04/HCWG-Logo-Side.png HCWG2015-04-15 10:45:382015-04-15 10:47:09No Place Like Home – Al Jazeera
Human Rights Day Message from HCWG MEDIA UPDATE: JUSTICE, CRIME PREVENTION AND SECURITY (JCPS) CLUSTER MEDIA BRIEFING...