Few manufacturers have managed to achieve the blend of style, handling and technology innovation that Fujifilm has combined in the X20. With an Advanced optical viewfinder, super-fast hybrid AF and superb design touches like the combined zoom ring and on/off switch it provides the opportunitiy to get your hands on some of the best of what the X-series has to offer at a more affordable price.
The Fujifilm X20 is an advanced compact with a 28-112mm equivalent zoom and a larger sensor than a typical point-and shoot camera. Launched in June 2013, it replaces the Fujifilm X10 with an upgraded sensor that may have the same 12 Megapixel resolution as before, but now employs the same X-trans architecture as Fujifilm's mirrorless range including the flagship X-Pro1, albeit on a smaller sensor area here. The new sensor also has built-in phase-detect autofocus points, a system previously deployed on the the higher end fixed lens X100S.
The other major upgrade is the viewfinder. Renowned for its innovation in developing viewfinder technology, Fujifilm has equipped the X20 with what it calls an Advanced Optical Viewfinder. As the name suggests, it's an optical glass window-type viewfinder, the advanced part consisting of a digital information overlay that provides focus and exposure information. It doesn't incorporate a fully electronic viewfinder and lacks the sophistication of the X100S's hybrid viewfinder, but it's another first for a compact camera and way in advance of anything else currently available.
The X20 retains all of the features that made its predecessor a popular success, including the 28-112 4x optical zoom, 2.8 inch fixed 480k dot LCD screen and a generous complement of physical controls including an exposure compensation dial, control dial, function button and focus mode switch.
In my review I've compared it with Sony's RX100 II, the much anticipated replacement for the RX100 which sports a 28-100mm zoom and a slightly larger 1 inch Exmor R back-iluminated sensor, and the Nikon COOLPIX A, which goes one step futher with a DSLR-sized APS-C sensor and a fixed 28mm f2.8 lens. Read my ful review to discover just how big a part sensor size plays in the performance of these three models and which is the best advanced enthusiast compact for you.
Measuring 117 x 69.6 x 56.8mm, the Fujifilm X20 is the exact same dimensions as its predecessor and at 353g a mere 3 grams heavier. It also looks and feels very similar, the design hasn't radically altered from the X10, which is no big surprise, and from the front the only visible difference is the white X20 badge on the newer model. Externally the new advanced optical viewfinder looks just the same, and the magnesium alloy body is covered in the same faux-leather finish. The new model is available in black or silver and black, and both finishes look very attractive.
Of the Fujifilm X20, Nikon COOLPIX A and Sony Cyber-shot RX100 II, the X20 is the least compact, which might come as a bit of a surprise given it has the smallest sensor of the three. Unlike the Sony RX100 II it won't quite fit in your pocket; Fujifilm's definition of compact, though no less valid, clearly differs from Sony's, at least where these two models are concerned. The Fujifilm X20 is obviously compact compared with a DSLR or even the X-Pro1 and other X-Series mirrorless compacts, but it's not pushing the boundaries at the 'pocket' end of the marlet. In contrast, the RX100 II is about as compact as camera with a large-ish sensor can be. Nikon had the same goal as Sony, but with an even larger sensor and a less compromising stance on other features as a starting point, ended up somewhere very different.
Fujifilm's philosophy puts styling, physical control and handling to the fore and is less concerned with compactness; so long as you're wearing a raincoat, it's pocketable, and compared with a DSLR, it's compact.
As before, the zoom lens is manually operated and also functions as the on/off switch, collapsing to a length of about 28mm when in the off position. To the left of it is the three-position focus mode switch and on the opposite side towards the top is the AF illuminator. The top section is finished in painted metal (on the black model) with two small holes about an inch apart for the stereo microphones to the right of the viewfinder.
Likewise, from the top, the X20 looks almost identical to the X10. The shape is the same, a split-level design sloping in an elegant concave curve to a lower panel containing the mode dial, shutter release, exposure compensation dial and a single programmable function button. On the mode dial the X10's EXR position is replaced by an Advanced SR Auto mode.
On the raised left hand section of the top panel there's the standard hot shoe and on the left hand corner the pop-up flash which is activated by a small switch behind it on the rear panel where, once again, things look so similar that it's difficult to tell the X20 and its predecessor apart. As I've already said, externally, the viewfinders look very similar, though of course in operation the X20's viewfinder is more advanced with an information overlay. The X20's viewfinder also has a eye sensor that automatically switches the viewfinder information overlay on and the main screen off when you put your eye to it.
A strip of buttons arranged in a column on the left of the screen provides Playback, AE lock, Drive mode and White balance functions. On the right, the main command dial is a thumb-operated wheel next to a generous soft rubber-like thumb pad. The sub-command dial is a control wheel with four push-points for AF point positioning, Flash mode, self timer, and macro modes. X10 owners will spot that the Drive modes, previously on the control wheel and the AF point selection, previously with a dedicated button, have swapped positions. Personally, I think this is a more sensible way of doing things, but it does mean upgraders will need to adjust to the new arrangement.
A door on the right side of the body provides access to mini HDMI and USB ports. The latter connects to a computer to download images and video. You can also connect the optional MIC-ST1 external microphone accessory to the USB port.
The combined battery and card compartment is on the right side of the bottom plate and it situated far enough away from the tripod bush on the left side of the lens to allow access when mounted on a tripod.
The X20 uses the same NP-50 Lithium Ion battery as its predecessor and on a full charge you can shoot 270 images before it runs dry. That's exactly the same as the X10, and it's good to know that the new viewfinder hasn't resulted in a drop in the number of shots you can expect. It's more than you'll get from the Nikon COOLPIX A, which manages 230 shots on a fully charged battery but less than the Sony RX100 II with 350 shots. If you're used to shooting with a DSLR, that number may appear shockingly low, but it's average for compact with a slim battery like the NP-50. Remaining battery power is indicated in the usual manner with a three-segment battery icon on the screen.
There's an optional AV power adapter should you wish to power the X20 directly from the mains, but to use it you need another optional accessory, the CP-50 coupler. This fits into the battery compartment (you need to take out the battery) and provides an input for the mains adapter. It's a bit of a clunky and expensive option, but at least it's there for those who want to use the X20 in a studio. A simpler and less expensive option for most people would be to buy a spare and for all day shooting and events that's pretty much a necessity.
The Fujifilm X20 has a built-in pop-up flash with a quoted range of 7 metres at the Auto ISO sensitivity setting. That's not quite as powerful as the RX100 II's, but is average for a compact in this class and provides good even illumination in relatively small spaces and with close subjects. To use the flash you first pop it up by pressing a small switch on the top left corner of the rear panel. Unlike the RX100 II's flash, which extends on an articulated arm, the X20's flash is mounted in a solid plastic plinth.
Once raised you can use the right position on the control wheel to select from Auto, forced on and slow synchro modes. Flash brightness is adjustable from the menu up to +/-2/3EV in 1/3EV increments and you can also select Red-eye reduction from the menu which works in conjunction with face detection using a program to remove red eye from images.
The Fujifilm X20 has a standard hot shoe which will accept an external flash unit including optional Fujifilm units like the compact EF-X20 and the larger EF-42 flash. Both of these are i-TTL compatible, but you need to tell the X20 you have an external flash mounted by setting External Flash to On in the Shooting menu.
Both the Sony RX100 II and Nikon COOLPIX A are also equipped with a hot shoe and so can be mounted with an external flash. About the only difference is that these models lack a built in viewfinder, so if you plan to fit an optional viewfinder you can't use an external flash. The COOLPIX A's internal flash can also be used for wireless control of external units.
Fujifilm has a well-deserved reputation for innovation in viewfinder technology, the company doesn't merely improve specifications, with bigger, brighter higher resolution electronic viewfinders, but comes up with entirely new ways of framing images. The X20 is no exception and features a brand new viewfinder that, perhaps having run out of apposite terms, they've simply called an advanced optical viewfinder.
There is a clue in the name, though, essentially this is an optical viewfinder – the light travels through a glass window at the front of the camera, its path is diverted by two prisms and it emerges through a slightly offset glass window at the rear. Because they provide a fixed angle of view, optical viewfinders are more common on models with a fixed focal length lens. The X20 has a 4x zoom so the viewfinder has its own magnification system linked to the lens that maintains the correct field of view as you zoom.
And while most optical viewfinders provide at least 100 percent coverage, often more, with a framing guide, the X20's delivers 85 percent coverage so you get a little bit more on the shot than you see through the viewfinder. There's a dioptre adjustment wheel to the left of the eyepiece, which provides a circular viewing port surrounded by soft plastic, and on the right a eye sensor. Why do you need and eye sensor on an optical viewfinder? Firstly to switch off the LCD screen but, more importantly to activate the main feature, an LCD information overlay in the viewfinder which provides exposure and focus information.
To begin with, the view through the finder looks like any other optical viewfinder; but half press the shutter release and the aperture and shutter speed are overlayed in the bottom part of the screen. The figures are displayed in seven segment LED style in black for normally-lit subjects automatically switching to green for improved visibility in low light. The Shooting mode is also displayed as is any change in exposure compensation or ISO sensitivity. Additionally there are icons to indicate when framing of a close subject will result in parallax error and when a slow shutter speed is likely to result in camera shake.
The AF area rectangle and confirmation green circle appear when the focus is locked. If the X20 can't focus for any reason, for example if the subject is too close, the overlay colour changes to red and an AF! Warning icon displays. Similarly, if the exposure is incorrectly set everything turns red and a triangle indicates whether under or over-exposure is the problem.
The X20's advanced optical viewfinder isn't as sophisticated as the Hybrid viewfinders of the X-Series mirrorless models or the X100S. There's no Electronic viewfinder and the amount of information that can be overlayed on the optical view is limited to basic exposure and focus information, but it's nonetheless a very workable option for the X20 and goes well beyond what you can do with a purely optical viewfinder. Anyone who has been used to an optical viewfinder will find the X20's advanced viewfinder a big step up, but you can't help thinking if only there was a grid overlay, or an electronic level, or a live histogram overlay it would be so much better.
All of those things would be nice, but it's the 85 percent coverage and absence of a framing guide that I found were the biggest drawbacks of the X20's Advanced optical viewfinder. One of the great things about most optical viewfinders is that they show more, not less of the scene that will appear in your shot, allowing you to see what's just outside the frame and make adjustments to include it, or if it's moving, anticipate it.
And, like any optical viewfinder (except the X-Pro1's which shifts the frame to account for distance to the subject) the X20's is subject to parallax error. The closer you get to your subject, the bigger the difference between what the viewfinder shows you and what the lens sees, so you need to estimate how much up and rightward shift is needed to compensate.
That said, while the X20's viewfinder isn't perfect, it's pretty good and you soon adjust to its fairly minor limitations. And, of course, the viewfinder isn't the only means of composing images, the X20 has a 2.8 inch fixed 460k dot LCD screen. The size is slightly smaller than the 3 inch screens of the Sony RX100 II and Nikon COOLPIX A, while you'd hardly notice the difference between the X20 and the RX100 II, the COOLPIX A's 3:2 screen looks significantly bigger.
But the slightly smaller screen size is a minor issue, a more significant difference is that the RX100 II's screen is articulated where the X20's is fixed. On an enthusiast compact like the X20, I think a flip-out screen would be a big draw and it's a little disappointing that Fujifilm has decided against it. Not surprising though, currently only the viewfinder-less X-M1 mirrorless compact system camera features a fold out screen and, to be fair, the presence of a viewfinder makes an articulated screen more of an engineering challenge (though not impossible as the NEX-6 and 7 prove).
In other respects the screen works well, proves a decent image that's viewable under all but the brightest condition and complements the viewfinder well. You can use it as alternative viewer and ignore the viewfinder, and that's a worthwhile approach in some situations like shooting from high angles, or when you want to use the electronic level, grid, live histogram or other information not available in the viewfinder.
Another approach is to use the screen purely for information display and the viewfinder to compose. The Info display mode, one of five options you can toggle through using the display button, turns off the live view and displays shooting mode, exposure details, exposure compensation, metering and focus modes, image size and quality, ISO sensitivity, frame count battery power, surrounding a grid displaying the selected AF area. The Viewfinder eye sensor turns off the screen to conserve battery power when you put your eye to the viewfinder. You can also configure the X20 to manually use either the screen or viewfinder and the screen can be switched off altogether to maximise battery life.
The Fujifilm X20 has a fixed 4x optical zoom with a range of 7.1 – 28.4mm which equates to 28-112mm on a full-frame 35mm camera. Unusually for a compact the zoom isn't powered but manually operated by a mechanically coupled zoom ring on the lens barrel. The zoom ring also functions as the X20's on/off switch, collapsing the lens when twisted beyond the 28mm wide angle setting to the off position.
This arrangement is typical of Fujifilm design in that it's novel and unorthodox while at the same time providing the feeling of traditional and conventional camera engineering. Paradoxes aside, it just works really well. You can turn the camera on and zoom, enabling framing and capture in a single swift motion. The zoom coupling has a reassuring direct feel about it and the 28, 35, 50, 85 and 112mm (35mm equivalent) zoom positions are marked in white on the lens barrel, so you can set them fairly precisely before raising the camera to your eye if, for example, you want a 'standard' 50mm view or an 85mm portrait shot.
As I mentioned earlier, the lens zoom is also directly coupled to the viewfinder magnification, so as you zoom in and out so does the viewfinder. Where it not for the corner of the lens appearing in the viewfinder a the wide angle end of the range and the parallax, you could almost believe you were viewing through the lens.
The maximum aperture is a respectably bright f2, falling to f2.8 at the 112mm telephoto end of the zoom range. That the maximum aperture only closes by a stop from the wide angle to the telephoto end of the zoom range means you get good low light performance at all focal lengths enabling you to shoot with faster shutter speeds or lower ISO sensitivity settings. It also provides a better chance of achieving shallow depth of field. The Sony RX100 II's 28-100mm lens starts at a slightly brighter f1.8 aperture, but closes to f4.9 at the 100mm telephoto end of the range. However, aperture isn't the only determinant of depth of field, focal length, distance to the subject and sensor size also play a significant part.
So what sort of depth of field can you expect from the Fujifilm X20 in practice? To find out, I made some comparisons between the Fujifilm X20, RX100 II, and Nikon COOLPIX A, and the results may surprise you. Below are two comparisons of the macro capabilities and depth of field characteristics of the three models. For the first I set the lens to the widest angle position and maximum aperture and got as close as I could to the subject. Getting in close doesn't just allow you to capture larger detail, the depth of field also becomes much shallower. As you can see from the examples below, All three cameras allow you to get pretty close to the subject at the 28mm focal length. In its super macro mode the Fujifilm X20 can go even closer than the 1cm macro mode limit, but for this test the ordinary Macro focus mode, which has a 1cm closest focus distance was used.
As you can see from the comparison below, all three models produce a respectable result with a nicely blurred background, but the COOLPIX A is most blurred, followed by the RX100 II, then the X20. To put it another way in this comparison, the bigger the sensor, the blurrier the background.
So how about portraits taken from a typical distance? Can any of the three take a lead in blurring the background? The following shots below were all taken at their maximum focal lengths and maximum apertures. As you can see the Sony RX100 II doesn't do a great job of blurring the background; it's a little out of focus, but still pretty distracting. The f4.9 maximum aperture at the full zoom 100mm equivalent just isn't wide enough to narrow the depth of field sufficiently.
Despite its smaller sensor, the Fujifilm X20's wider f2.8 aperture produces a slightly better result at the telephoto end of the zoom range. The worst of the bunch is the Nikon COOLPIX A. Its 28mm fixed lens not only renders the background almost as sharp as the subject, the wide angle perspective makes for particularly unflattering portraits. So if you were looking for a small camera which can blur the backgrounds on portraits, you'll still be looking at an interchangeable lens model, like the smaller mirrorless cameras. I have some more shallow depth of field examples in my Fujifilm X20 sample images gallery.
The X20's lens is stabilised with four modes available from the Q menu. Shooting only mode applies stabilisation when the shutter is half pressed, whereas in Continuous mode it's active all the time. While this makes a difference when composing shots using the screen, you obviously won't see any difference when using the optical viewfinder, so Shooting Only mode, which uses less power would be the best option in that case.
There are two further modes which apply motion detection and select a faster shutter speed to freeze subject movement. That's undoubtedly a useful addition for novices, but I suspect enthusiast photographers will be happier keeping control of the shutter speed themselves. The X20 lacks the ability to restrict stabilisation to a single plane for panning, but Optical Steady Shot on the RX100 II doesn't offer a panning mode either and the 28mm fixed focal length lens on the COOLPIX A isn't stabilised.
To test the X20's stabilisation I set it to Shutter priority mode and with the lens zoomed in to the 112mm equivalent position took a series of shots with the stabilisation off, then set to the shoot only position. To reduce the potential for camera shake I used the optical viewfinder for these shots, with the camera pressed against your face there less scope for movement. As you can see from the crops below the X20 can be hand held at shutter speeds down to 1/8th with sharp results. That's about four stops slower than the photographers' 'one over the focal length' rule would suggest is advisable and a very good result for the X20.
100% crop, 7.1-28.4mm at 28.4mm 100 ISO 1/8 image stabilisation Off.
100% crop, 7.1-28.4mm at 28.4mm 100 ISO 1/8 image stabilisation On.
The Fujifilm X20's X-Trans sensor and newly developed EXR Processor II provide it with a range of shooting modes broadly equivalent to those found on the X-Series mirrorless compact system range. Like its predecessor it has a mode dial and, in addition to the PASM modes there's Auto, Advanced SR Auto, SP (Scene position), Adv, which applies special effects filters, Movie, and finally two custom positions C1 and C2. The Advanced SR Auto mode replacing the EXR mode of the X10.
The Auto mode is a no frills Program auto lacking scene detection, most controls are disabled, but you can set the drive mode to continuous, set macro mode, access the Q menu for some settings and even use the AE lock button. Switch to Advanced SR Auto mode, though, and you get the benefit of auto exposure with scene detection. Advanced SR Auto uses scene detection to select an appropriate scene mode from a possible 11 options including Night, Night (Tripod) Macro, Sunset, Snow Sky and Scenery. It can also tell if you're taking a portrait in any of the above situations, and if the subject (human or otherwise) is in motion.
The X20 includes the Advanced effects filters introduced on the X100S. These include Toy camera, Miniature, Pop colour, Dynamic tone, Soft focus, and a range of partial colour effects. There's also a high key and Low key effect. Unlike the Sony RX100 II, which allows the use of some effects (though not Miniature) with movies, the X20's effects can only be used for stills shooting, if you press the movie record button with the mode dial in the Adv position, the X20 will start recording video, but no filter will be applied. That's a bit of a shame as some effects, like the ubiquitous Miniature mode, work better for movies than they do for stills.
There are two further modes available from the Advanced menu. Pro Low light shoots four images and produces a low noise composite and Multiple Exposure allows you to shoot two frames which are then overlayed into a single image.
In modes that support it the X20 provides exposure compensation up to +/- 2EV and 3 frame auto exposure bracketing up to +/- 1EV in 1/3EV increments. 3-frame bracketing is also available for ISO sensitivity, Dynamic range, and the film simulation modes (see below). It's a shame the bracketing is limited to three frames, which rules it out for serious HDR work. The Sony RX100 II is similarly limited, but makes up for it with its Auto HDR mode which shoots three frames in an exposure range up to 6EV and combines them automatically in the camera to produce a single HDR composite. The Nikon COOLPIX A is similarly limited to three-frame auto bracketing, but can extend to +/- 2EV in 0.3EV increments.
The X20 also includes the film simulation modes that reference Fujifilm's legacy film stock. The default colour rendering mode is Provia, replicating Fujifilm's colour slide film stock, there's also Velvia – a high saturation transparency film popular with landscape photographers, and Astia (for portraits). The Pro Neg Hi and Pro Neg Std, options are followed by Black & White and a range of filtered monochrome options and finally sepia.
Finally, it's good to see that Fujifilm has included the Motion Panorama mode from the higher end X100S, and has updated it to provide additional modes with a wider field of view. Motion Panorama is one of the options available from the menu when the mode dial is in the Adv position. the various panorama modes work best with different zoom settings and the on screen zoom bar turns white to indicate when you've got the zoom correctly adjusted. You can then choose the pan direction and camera orientation followed by the angle of view.
Here's where the X20 goes further than any other compact, including the Sony RX100 II. In addition to 120, 180 and 360 degree panoramas, it offers a fourth option for 360 degree panoramas that loop seamlessly, otherwise known as cylindrical panoramas. It works, but because both ends of the panorama need to be stitched in the camera it's quite fussy and will fail if you don't keep the camera level or there are objects in close range. In which case you just get the ordinary 360, or part of it. 360 degree panoramas have a maximum resolution of 11,520 x 1624 if shot in portrait orientation and 11,520 x 1080 in landscape.
You can play back cylindrical panoramas on the X20's screen, but they're standard .jpg files and if you open them in an image editor you'll see a wide panoramic shot. The ends are a pixel perfect match though, so with the right software you could create a seamless cylindrical VR panorama for on-screen viewing. So if you're really into your panoramas, the X20 provides the best in-camera options of any compact.
In an improvement on its predecessor, the Fujifilm X20 offers a 1080p60 best quality video mode with two further options, 720p60 and VGA (640 x 480) at 30fps. The X10 offered the same resolutions, but at a maximum 30p frame rate. There are also three high speed modes, 640×480 at 80fps, 320×240 at 150fps and 320×112 at 250fps, providing slow motion playback speeds (at 30fps) of nearly 3x, 5x and just over 8x respectively, slightly faster than the three modes available on the X10.
Video is encoded using the h.264 codec at an average bit rate of 36Mbits/s and saved in a QuickTime .mov file. Stereo sound is recorded via twin mics located on the top section of the front panel.
Like all X-series compacts and mirrorless system cameras, the X20 lacks a dedicated movie record button, so to shoot movies you must first select the Movie mode position on the mode dial. This puts the screen into 16:9 mode with black bars top and bottom. Here's another drawback of the Advanced optical viewfinder incidentally, with no 16:9 guides, framing with the viewfinder involves a degree of guesswork that renders it pretty well unusable for movie shooting, so you're restricted to the screen.
Exposure control, as on the earlier X10, is pretty basic and mostly determined automatically, but the auto exposure control has been updated and now features scene recognition. The new Movie Scene Recognition feature can automatically recognise six types of scene and optimise the settings for the best results under a variety of shooting conditions. Other than that you can set the exposure compensation dial prior to shooting and pressing the Q button gives you the option of changing the resolution, white balance, or film simulation mode. So while you can't apply the Advanced effects filters to movies you can at least shoot with different colour rendering options including filtered monochrome and sepia, an example of which you can see below.
The X20 has one further enhancement that should affect video quality. Its new sensor incorporates phase-detect AF points on the chip to augment the contrast-detect AF system. This works in both movie and still modes, but its effect when shooting video is much more apparent as it's not just the end result that matters, but how you get there. Even the very best contrast detect AF systems can't tell whether your subject is behind or in front of the current focus position and must therefore focus through the subject before returning. At its worst, this can result in several back-and-forth passes before the AF finally settles on the subject. With its phase-detect sensors the X20 is able to tell whether the subject is front- or back-focussed and hone in on it directly, generally nailing the focus first time.
That's the theory at least, in practice, many hybrid AF systems haven't fully delivered on that promise, and the X20's C-AF performance was actually inferior to the contrast-detect systems of the Sony Cyber-shot RX100 II and the Nikon COOLPIX A. If you look at my panning examples below you'll see that the AF has a tendency to jump about when panning and zooming and in my coffee cup continuous AF test is slow and hesitant. While it may offer speed advantages for stills shooting the X20's hybrid AF system clearly isn't optimised for video and for certain situations you'd be better off switching to single AF mode, or even manual.
Fujifilm recommend a class 10 card or faster for shooting movies. If you like to shoot long movie clips you'll be more than a little disappointed at the maximum clip recording times the X20 offers. In the best quality 1080p60 mode the maximum clip length is 14 minutes increasing to 27 minutes at 720p. While these short clip lengths don't in themselves rule the X20 out for serious movie shooting, along with all the other factors, lack of a dedicated movie record button, limited exposure control, poor AF performance, unsuitability of the viewfinder, and lack of effects filters, it all adds up to a less than impressive performance.
The plain truth is that the X20 and other X-system models are first and foremost stills cameras, video is offered on an equal footing with a number of other secondary features. If video is important to you, virtually any other advanced compact will do the job better including the Sony RX100 II and Nikon COOLPIX A, both of which offer full control over exposure, better AF performance, longer single clip recording and, in the case of the RX100 II, the ability to apply some effects filters.
All of these clips were shot using the X20's best quality 1080p60 movie mode. For this handheld panning shot stabilisation was on. The X20 produces good quality video with a high level of detail. The stabilisation damps down smaller movements but is a little jittery in places. Nnotice how the continuous AF jumps around just before the end of the pan. There are also some disconcerting exposure changes which are visibly stepped.
Stabilisation was turned off for this tripod-mounted shot. Two things are particularly noticeable here. Once again there's the stepping changes in the exposure which are very visible and off-putting. If that on its own wasn't enough to render the clip unusable, the flitting continuous AF puts paid to it.
Quality is good on this low light interior pan with little noise. The AF problem is reduced, but it's still happening and once again the exposure steps visibly in the pan past the windows.
This coffee cup clip tests the X20's continuous autofocus. With the camera zoomed in a little I've started shooting the close up of the coffee cup, then panned up to the bar and back again. Once again, the X20's AF performs disappointingly, failing to acquire focus on returning to the cup until I move the camera around a little and even then with a good deal of back and forth hesitancy.
While you can't apply Advanced filter effects to video on the X20, you can use the film simulation modes. This is sepia.
The X20's handling, not surprisingly, shares elements of other X-series models, but has some unique characteristics of its own. The most obvious being the lens zoom ring with its dual on/off function. With its advanced optical viewfinder it has a similar feel to other viewfinder equipped X-Series models, though, despite the 'Advanced' tag this is in fact a more basic viewfinder than on the other models, providing less in the way of information and feedback.
Like the X-M1, it substitutes the old school aperture ring and shutter speed dial for a mode dial, and opts for the widely used main and sub-command dial approach for exposure control, with a dedicated dial for exposure compensation. It also follows the X-M1 in the regrettable way it disables program shift when DRO is set to Auto, which it is by default.
Like other X-series models, the X20 menu system is arranged on a series of shooting and set-up tabs. However, these are several pages long and searching inevitably turns into a bit of a scroll-fest. That's not a huge problem as most of the frequently accessed features are available on the Q menu. The arrow pad is used to highlight a setting on the grid which can then be changed using either the main or sub-dial. It would be nice to be able to customise some of these settings, for example an entire row is taken up with tone, colour and sharpness controls, which I'd bet will be largely ignored by many and certainly won't be frequently changed.
The X20's autofocus system benefits from a radical upgrade from its predecessor thanks to its new sensor which incorporates phase-detect AF points. This provides the X20 with a dual-mode focus system which uses either the contrast-detect system or the new phase-detect system depending on the subject and lighting conditions. Hybrid AF isn't new, it's used by a number of other manufacturers including Nikon, Sony, Canon and more recently Olympus on their mirrorless models. It's not so common on compacts though and this is the second fixed lens compact Fujifilm has endowed with dual mode AF, following on from the higher end X100S.
In theory, the hybrid system should provide faster, more reliable AF and Fujifilm claims AF speeds as fast as 0.06 seconds for the X20 – even faster than was claimed for the X100S. Whether the X20 can actually focus in a little over a 20th of a second (though the tests are conducted under CIPA conditions so I don't doubt it) it's hard to say, but it is significantly quicker than the COOLPIX A. In good light, with distant subjects the X20 locks focus and beeps almost instantaneously. I also tested the X20 alongside the Sony RX100 II and it's faster than that too.
The X20 has three AF modes, AF-S, AF-C and Manual which are selected by setting a switch on the left side of the body. In AF-S mode you can select one of 49 areas, but you can't change the size of the AF area.
Push the focus mode selector to Manual and you can adjust the focus manually using the rear control wheel. With Focus check selected in the menu the screen magnifies so you get a better view of what you're trying to focus on and a distance scale is also displayed at the bottom of the screen.
Like the Sony RX100 II, the X20 also offers focus peaking, which surrounds in-focus detail with a white halo. It's quite effective, but unlike the Sony system you can't change the colour and even on the highest of the two levels the effect is quite subtle. It's a real bonus in low light conditions, though, where its often difficult to tell if the focus is spot on.
The Fujifilm X20 offers full resolution continuous shooting at one of four speeds, 3, 6, 9fps, and 12fps. Though the printed manual states the top 12fps speed is restricted to 6 Megapixel M sized images, this isn't in fact the case and it shoots full 12 Megapixel images.
The quoted burst length is 39, 20, 14, and 11 frames respectively and the focus and exposure are set on the first frame regardless of the selected speed. That's an improvement on the X10 which offered a 10fps 6 Megapixel reduced resolution mode in addition to 7, 5, and 3fps at full resolution. In addition to the auto bracketing modes the Drive mode menu also offers a Best Frame capture feature which shoots without saving when the shutter is half-pressed, then when you press all the way down records 8 frames split, according to your preference, before and after the shutter button was pressed.
To test the X20's continuous shooting performance I fitted it with a freshly formatted 8GB Sandisk Extreme Pro UHS-1 SD card. I set the fastest full resolution 12fps mode, set the picture quality to Large Fine JPEG, turned the stabilisation off, selected a shutter speed of 1/500 and held the shutter release down. The X20 fired a burst of 10 frames at a rate of 12.5 fps, so a slightly smaller burst than quoted at a slightly faster rate. With the shutter held down the X20 continued to shoot at a rate of around 3fps. Switching to RAW files, the X20 managed a burst of 8 frames at 10fps. This time, with the shutter held down the X20 continued to shoot at around a frame per second.
So the X20 offers a real improvement on the continuous shooting performance of its predecessor, with a 10 frame full resolution JPEG burst at slightly faster than 12fps. It's marginally better than the Sony RX100 II which can shoot a slightly longer 13 frame burst but at a slower rate of 10fps. The Nikon COOLPIX is the laggard of the bunch, with a 4.5fps top rate, though it can maintain it for a lengthy 100-frame burst.
The problem with both the Fujifilm X20 and Sony RX100 II is that, while the frame rate is respectably fast, the short burst barely lasts for a second, which isn't long enough to capture sustained action. For really effective and sustained fast continuous shooting you still need to look to a mid range DSLR or mirrorless camera. One thing that does work in the X20's favour though is its Advanced optical viewfinder which, unlike a live view screen or electronic viewfinder, lets you keep track of the action in real time throughout the continuous shooting burst.
The X20 uses a newly developed sensor which is a physically smaller version of the X-Trans CMOS sensor developed for the X-Series mirrorless compact system camera range including the flagship X-Pro 1. The System cameras and the X100S use an APS-C sensor, but the new sensor in the X20 is a 2/3 inch design. It's not only smaller than the higher end X-System cameras but also other large sensor compacts like the Nikon COOLPIX A, which also has an APS-C sensor and the 1 inch sensor of the Sony RX100 II. That said, it's significantly bigger than the 1 / 2.3in sensors typically found in compact cameras.
The key difference between X-Trans and conventional sensors is the colour filter array. In a traditional digital camera sensor, each photo site is covered by a coloured filter arranged in a repeating pattern. The most common pattern uses a two-by-two square array with one red, one blue and two green filters; this is known as the Bayer pattern after the Kodak engineer who invented it. Software then interprets this data to generate a full colour image in a process known as de-mosaicing.
Fujifilm's X-Trans sensor claims to avoid moiré by employing a different pattern of filters which more closely resembles the random nature of film grain. So instead of the traditional two-by-two Bayer pattern, the X-Trans sensor employs a six-by-six repeating pattern with a less regular arrangement of coloured filters within. You can see how this looks in the diagram opposite, reproduced from the Fujifilm brochure.
Fujifilm reckons this new pattern is so effective that moiré is reduced to an extent that eliminates the need for a low-pass filter altogether. The more complex pattern does, however, require a more intensive de-mosaicing process to generate a full colour image, and to cope with the number-crunching, Fujifilm has equipped the X20 with its newly developed EXR Processor II as used in the X100S.
Moving onto the actual photos, the X-Trans sensor delivers 4:3 shaped images with a maximum resolution of 4000×3000 pixels. 16:9, 3:2 and 1:1 cropped aspect ratios are also available, and each shape is additionally offered at two lower resolutions if desired. Images can be recorded as JPEGs, RAW files or RAW plus JPEG. The sensitivity ranges from 100-12800 ISO. Auto ISO can be limited to a maximum of 400 to 3200 ISO.
Like the X100S, the X20 is fitted with a leaf shutter. This has a shutter speed range of 30 seconds to 1/4000th, but one of the limitations of the leaf shutter is that is has a maximum speed of 1/1000 with the aperture wide open at f2.0. That limits its usefulness for achieving shallow depth of field in very bright conditions.
To see how the quality of the Fujifilm X20 measures-up in practice, take a look at my Fujifilm X20 quality and Fujifilm X20 noise results pages, browse my Fujifilm X20 images, or skip to the chase and head straight for my verdict.


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For the third edition of GQ Selects, we've chosen 20 favorites from the September issue. Check back each month for more.
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text:
Q: Select 1 row from table where foreign key table records exist I've got two tables, Products and ProductImages with a one to many relationship between Products and ProductImages.  I'm trying to work a query on on the Products table with a condition that the results contain only rows with matching records in the ProductImages table.
Products
----------
id (PK)

ProductImages
---------------
id (PK)
product_id (FK to Products)

The only way I can work it is with a subquery, but surely there must be a better/more efficient way.

A: SELECT p.* FROM Products AS p
INNER JOIN ProductImages AS pi ON p.id = pi.product_id
GROUP BY p.id

A: user join
SELECT * FROM Products INNER JOIN ProductImage  on
Products.id  = ProductImage.product_id

A: select * from products
where id in (select product_id from ProductImages)

A: SELECT Products.* FROM Products
INNER JOIN ProductImages ON Products.id = ProductImages.id
and Products.Id = @ProductID // if required this condition

redpajama_set_name: RedPajamaStackExchange


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What happened to the cheese????
Congratulations So romantic. I wish you all the best.
So happy for you both! You are fabulous! Congrats!


Come Soar With us on the new NPA Website!
It is an exciting time to be a part of the NPA as it enters a new era with the launch of its completely redesigned website! The new website is set to launch on March 14, and will be unveiled at the 2019 NPA Annual Conference on Friday, April 12.
Our new clean design is chosen to appeal to our membership by making navigation intuitive and redundant. This organizational initiative represents systemic changes to better serve our members by using a member-centric model and improved resources.
At the NPA, we have two types of memberships that are the life force of our organization. Therefore, we have completely redesigned our website to streamline and customize the experience for our members.
The first central hub of information is for postdoctoral scholars. Here users will find personalized information and resources tailored to their specific needs. For postdoctoral scholars, including current postdocs and prospective postdocs, there are tools and materials to help them navigate their early career progression. These tools range from finding a mentor to career development guides.
This organizational initiative represents systemic changes to better serve our members by using a member-centric model and improved resources.
The second central hub of information is for organizations. On the organizational side of the website, there are instructional guides and resources for administrators that help support postdocs within all sectors of the U.S. research enterprise. As the NPA grows, we recognize that many types of organizations support postdocs including academia, federal entities, industry, and professional societies. One of the most exciting aspects of the new website is that as we expand, we will publish materials that specifically apply to each of these member organizations.
Check out the redesigned webpage!
The new website will also highlight both historical and current published research conducted by the NPA on behalf of the postdoctoral community, to provide guidance for its members. This research can help prospective postdocs compare prospective institutions or give current postdocs insights into the policies and practices of their institutions. In addition, this research may be used by institutions to implement policies and practices that support postdocs.
The growing NPA Career Center will continue to be a valuable tool for both postdocs and employers looking to hire postdocs or early-career scientists. The specialty niche of postdocs can be difficult for employers to reach, but the NPA site places qualified and diverse potential employees directly into their hands.
On the new website, each committee of the organization (Advocacy, Outreach, Meetings, and Resource Development Committees, The POSTDOCket, and Diversity and International Officers) will have their own landing page full of useful information pertaining to their focus area within the postdoctoral community. These pages highlight the work of volunteers within the organization and showcase how the NPA works toward its mission of improving the postdoctoral experience through advocacy, education, resource development, and community building.
Lastly, we have completely redesigned our membership resources to make it easier than ever to become a member. If you are already a member, we invite you to share the new website with colleagues and anyone interested in supporting postdocs. Moreover, if you are coming to the NPA for the first time, take some time to explore our new website. If you like what you see, please visit our Join page to join as a postdoc or an organization.
We look forward to having you on our new website. See you then!
Samantha Black, PhD, is a program associate at the NPA.
Scientists who have prioritized mentorship over the years can make a significant difference. Such is the case of Edward L. Krug, PhD, a professor in the Department of Regenerative Medicine and Cell Biology at the Medical University of South Carolina (MUSC). Krug is the recipient of this year's NPA Garnett-Powers & Associates Mentor Award, which will be presented at the 17th NPA Annual Conference.
There is no doubt mentoring is essential for career development. Every successful professional has had at least one inspiring mentor during their career that guided him or her toward their chosen profession. Large organizations and businesses also recognize the importance of mentorship for professional growth of their employees. They sponsor career development activities that range from informal "coffee talks" to formal, structured mentoring programs. These gatherings connect senior and junior peers seeking to develop long-lasting personal relationships. Academia is no exception. Postdoctoral scholars are mentored by their advisors and through activities hosted by postdoctoral affairs offices and associations at their respective universities and research institutions.
Nevertheless, developing interpersonal relationships with senior scientists is not often highlighted as a priority during postdoctoral training. In these cases, scientists who have prioritized mentorship over the years can make a significant difference. Such is the case of Edward L. Krug, PhD, a professor in the Department of Regenerative Medicine and Cell Biology at the Medical University of South Carolina (MUSC). Krug is the recipient of this year's NPA Garnett-Powers & Associates Mentor Award, which will be presented at the 17th NPA Annual Conference.
With a long career as a principal investigator (PI), Krug over the years has become more interested in professionally developing postdocs outside of the lab. He promoted the establishment of MUSC's Office of Postdoctoral Affairs 14 years ago, where he is today the associate dean for the Office of Postdoctoral Affairs. Over his career, Krug acknowledges he had several role models that helped him to grow into the scientist and mentor he is today. He even considers his co-workers as mentors in some regards.
Good mentors are good conversationalists and have enough learning experiences to give some context to the variety of ways a person can perceive a specific topic or issue.
Krug spends most of his day interacting with postdocs, graduate students and faculty. He counsels them on challenges they face in their research and moving their careers forward. As the research integrity officer for the university, Krug also teaches research compliance and ethics. For Krug, thorough training in research integrity should be a must-have in any research program.
At MUSC all postdocs are required to attend a two-day retreat on research ethics. At this retreat, postdocs are taught responsible research practices and other valuable skills such as professionalism, networking, interpersonal communication, and conflict resolution. Krug advocates for in-person training to prevent misconduct practices. He adds, "if you know how to develop your career ethically, you're less likely to do something irresponsible and get in trouble." Krug's structured approach for handling conflict situations involve effective conversations, the use of moral reasoning and a thorough analysis of all the parameters that might impact the successful resolution of the dilemma. This is actually what a good scientist would do for a well-designed experiment.
For Krug mentoring students and postdocs is about empowering the mentee to be autonomous in the future. He defines a good mentor as one who can listen objectively and get the mentee past his or her emotions in order to get to the issues impeding progress. Good mentors are good conversationalists and have enough learning experiences to give some context to the variety of ways a person can perceive a specific topic or issue.
Tomas Aparicio, PhD, is an associate research scientist at Columbia University Institute for Cancer Genetics, New York, NY.
The NPA is proud to announce the 2019 Distinguished Service Award Recipient, Mary Anne With, program manager of the Postdoctoral Program at the Los Alamos National Laboratory (LANL). With has been a member of the NPA since its establishment in 2003, and in 28 years of service has influenced the careers of over 10,000 postdocs. NPA will present With with the award at the 2019 Annual Conference.
With is being honored for her pioneering changes to the LANL postdoctoral program, her positive influence on the postdoctoral experience at a local and national level, her advocacy for and contribution to the professional development of the LANL postdoctoral scholars, and the many opportunities she has helped create for postdoc research and career advancement.
With has worked hard from the day she joined the postdoc program at LANL in 1991. At that time, the program was located in the Human Resources Division. She knew she could do more for the postdocs and advocate for more change if her department was moved to a science based organization. This was the first of many important changes to come.
By positioning the postdoctoral program this way, With leads the postdoctoral committee and its rigorous review process that guides the selection of the best and brightest postdoc candidates to join the over 400 postdocs working at LANL, and from here she can begin the work of advocating for postdocs before they even meet her.
It is this willingness to take chances to move forward, combined with a strong personal caring for each individual postdoc that marks With as a true leader.
For instance, in 2006, noting the lack of communication and coordination between the national laboratories postdoctoral programs, she worked with the NPA to come up with ideas for a unified program. From these discussions, she established a national laboratory postdoctoral program forum for postdoc program coordinators from all of the DOE laboratories.
The members of this forum have put together a national lab resource guide, and share information on how to get an office or a program started. These exchanges have made With a national leader, often consulted about best practices.
But for With, the touching moments are when she receives letters from postdocs who have passed through LANL, talking about the impact she has had on their lives and families, and the important ways she helped them become connected to their local and scientific communities. Although there have been opportunities to move up throughout the years, she loves what she is doing and intends to go on helping postdocs as long as she is able.
Dedicated and Thoughtful to Every Component of the Process.
This is how Sanders describes With. It is this deep knowledge and caring that has led her to be such a brilliant advocate for the postdocs at LANL. She feels honored to work among the talented postdocs that pass through her institution, and feels they deserve recognition. This caring is her motivation for initiatives that range from the career development offerings, such as CV writing, behavioral interviewing, and giving an effective seminar, to extraordinary, such as the Science in "3" initiative, in which the postdocs are challenged to sell their science in 3 minutes or less at a Scientific American level, with no questions, to a panel of external judges.
Realizing that not all postdocs would remain at the institute, she started an external career fair to provide LANL postdocs and students an opportunity to connect with companies and form networks and forge relationships that could strengthen their careers, including employment opportunities.
In addition to helping improve postdoc programs nationally through her establishment of the National Lab Postdoc Program Resource Guide, she also created an annual survey, program exit survey, and a program database to track extensive program demographics.
When asked if she had any advice she could share with others, With said, "Don't limit yourself to the general description of the position you are seeking." The program she started with is worlds away from the program as it exists today. This is due to her willingness to seek support when she saw the need for change, and to provide support when the postdocs at LANL sought to make changes.
Under her leadership, a number of Distinguished and Named Fellow appointments have been established. These prestigious appointments are awarded thru a rigorous review process and approximately 40 are selected annually, including Director's postdoc fellow appointments. . With recognizes talent, and will fight to get it the recognition it deserves, as demonstrated thru the creation of the Distinguished Performance Awards, Distinguished Mentor Awards, and multiple publication awards that grant recognition to the postdocs and mentors she works with at LANL.
There is only one month left until the 17th NPA Annual Conference, taking place in Orlando, FL from April 12-14, 2019 at the Rosen Centre Hotel! We offer a wide variety of opportunities for networking and enhancing professional development and leadership skills. In this article, we would like to highlight a selection of the on-site workshops that will be offered for a wide range of participants.
The full program of the conference, including keynote address and plenary speakers, can be found here.
Laura Demarse, PhD, assistant dean for professional development at NC State University, and Chris Smith, PhD, postdoctoral affairs program manager at North Carolina State University will introduce the NC State Graduate School's Accelerate to Industry (A2i)TM program. This new model for workforce development establishes several activities intended to enhance employment and career success of graduate students and postdocs. This workshop session will also include a hands on exercise to simulate interdisciplinary project work in a high-stress work environment. Participants will work in teams to execute the project deliverables requested by project leaders followed by a conversation to debrief on the participants' perceptions, assumptions, and other features that impacted the progress of the project.
This workshop will share two different strategies on how to give postdocs tools to maximize their postdoctoral training and move toward an independent career. First, Bruce H. Mandt, PhD, director of the Postdoctoral & Career Development Office at the University of Colorado Denver-Anschutz Medical Campus will conduct a career exploration activity to help participants identify three potential career paths. In the second part of the workshop, Robin Colomb Sugiura, MA, associate director for programs & outreach, and Sofie R. Kleppner, PhD, associate dean for postdoctoral affairs will share their approach for career selection from Stanford University. Their curriculum is based on "Designing Your Life" by Burnett & Evans and uses a number of tools that push postdocs to query themselves as they design several potential training plans, which are ultimately discussed in small groups with institutional resources. A big thank you to the University of South Florida, which is sponsoring this workshop.
Ericka M. Boone, PhD, director of the Division of Loan Repayment at the Office of Extramural Research at the NIH, will be talking about a very hot topic—imposter syndrome. Research is dominated by highly intelligent, driven people that live in fear of being "exposed as a fraud" because someone, somewhere will discover they're not quite as smart or talented as they should be. This is impostor syndrome, which can negatively impact job performance and career development. This workshop will provide attendees empowering techniques on how to recognize impostor behaviors and confront the "impostor" hiding within.
This is just a small selection of more than 24 workshops that will be offered at this year's dynamic conference. The full program of the conference, including keynote address and plenary speakers, can be found here. We hope to see you in Orlando!
Claudia Späni, PhD, is a postdoctoral fellow at Northwestern University and the meetings liaison on NPA Board of Directors; Lisa Boughner, PhD, is a program manager and engagement manager at Cheeky Scientist and the co-chair elect for the NPA Meetings Committee; Tullia Bruno, PhD, is a research assistant professor of Immunology at the University of Pittsburgh Hillman Cancer Center and is the strategic planning chair on the Board of Directors of the NPA.
The myth of the guru mentor.
One individual cannot provide all the mentoring support that another individual desires or needs. Let's repeat that. No one person can serve as a sufficient mentor to meet a postdoctoral scholar's every mentoring desire or need. In fact, there is no "single guru-mentor," for anyone. An important role that postdoctoral supervisors, and PDO staff and faculty can play in the career development of their postdocs is to provide a framework for mentoring and empower postdocs to develop their own mentoring network comprised of multiple mentors.
This is especially important for postdocs belonging to systematically marginalized social identity groups (including but not limited to women, people of color, and individuals with disabilities) who are navigating an academic environment that was not built with them in mind and who often have less access to informal networks, a relatively high sense of isolation, and exacerbated feelings of loneliness that are common in academia. In what follows, we outline five important steps that postdoctoral supervisors and PDO staff and faculty can take to support their postdocs in getting the mentoring they need to thrive in their careers.
Center mentoring needs and desires on the mentee.
Step one: Help postdocs understand that they should put an end to their search for a guru mentor and instead develop a mentoring network.
A mentoring network made up of multiple mentors can serve postdocs well as they navigate the transition from graduate school to independent researcher and professional. Rather than creating a mentoring network based on the availability of particular potential mentors, an effective network is one centered on the mentees and on what kind of mentoring they want and need to excel in their career.
Step two: Engage postdocs in conversations around identifying their mentoring needs and desires.
Ask, "What do you want or need to thrive and be successful?" Don't tell. Ask. Asking is a way to communicate your respect for all that they know about themselves and their careers and to empower them to take charge of their career development. These conversations can be effective in one-on-one formats as well as through personal reflection and small group discussions. Some common mentoring needs include professional development, sponsorship, intellectual community, and access to opportunities, among others (see figure). Additional needs might include emotional support, accountability, role modeling, honest feedback on ideas and writing, or access to a third space.
An important role that postdoctoral supervisors, and PDO staff and faculty can play in the career development of their postdocs is to provide a framework for mentoring and empower postdocs to develop their own mentoring network comprised of multiple mentors.
This counterspace, where you can be fully yourself—living and expressing your professional and social identities at the same time without question—can be especially important to postdocs from systematically marginalized groups. From critical race theory, counterspaces are supportive, identity-affirming community spaces, in which individuals belonging to systematically marginalized groups have their experiences and skills validated. Counterspaces can provide opportunities, as Macy Wilson, PhD, described, for women of color to talk "about how to survive and thrive in predominantly white and male spaces." A recent study found that women have different networking needs than men, and that women with a tight female-dominated inner circle had a job placement level 2.5 times higher than those with a male-dominated inner circle. This close circle of women gave them access to "gender-specific private information and support." While this study did not address race and ethnicity, it is possible to hypothesize similar findings for women of color.
Identify and develop a mentoring network.
Once postdocs have identified their mentoring need and desires, they are ready to identify their current and potential mentors.
Step three: Collaborate with postdocs to identify anyone in their lives who is already serving as a mentor, discuss which mentoring needs and desires are being met, and strategically assess who else they might add to their network to provide them with the broadest level of support.
Ask, "What is a strategic and intentional way to get the support you want?" Mentors can be located within a postdoc's current institution as well as at other institutions or even outside of their field. And just as there is no single "guru-mentor," there is no set model for who can be an effective mentor. While some mentoring needs can be met through relatively traditional hierarchical relationships or by more senior colleagues (for example, role models, sponsors and advocates), peer mentoring can be an important node in a mentoring network. Peers and near-peers can meet important mentoring needs including accountability, writing support, and problem solving. Friends and family can be also serve as mentors who offer emotional and social support as well as accountability.
Step 4: Step into conversations with postdocs about how to initiate, develop, and sustain a rich variety of mentoring relationships.
Not all postdocs already know how to develop strong mentoring relationships, but all can benefit from discussing how to be strategic and intentional about initiating new relationships and nurturing existing relationships. Many, if not most, mentoring relationships do not develop formally—as in "Will you be my mentor." However, when mentoring relationships develop organically, that development can still be strategic and intentional. For example Kerry Ann Rockquemore, PhD, from the National Center for Faculty Development & Diversity wrote about how to maximize mentoring conversations and strongly suggested avoiding using the word "mentoring" or asking someone to be your mentor. A great step for those seeking mentorship is to dig into resources about what defines a good mentoring relationship and learn how others have benefited from a wide range of mentoring relationships.
Step 5. Remind postdocs (kindly) that the need for multiple mentors never ends and that relationships change.
They must revisit their mentoring needs, desires, and network regularly as they navigate their careers. A PDO can institutionalize mentoring network checks through workshops, one-on-one conversations, and articles about the importance of upkeep to mentoring relationships and networks. If you are a faculty member supervising postdocs or work in a postdoctoral office, please join us for a workshop at the upcoming 2019 NPA Annual Meeting.
Claire Horner-Devine, PhD, is the founder of Counterspace Consulting and a co-director of four, federally funded, national programs (BRAINS, WEBS, LATTICE and WFAB) designed to accelerate and improve the career advancement of early-career researchers from underrepresented groups in STEM. She currently serves as one of the two Diversity Officers for the NPA. Horner-Devine can be contacted at claire@counterspaceconsulting.com.
The changing career landscape for graduate level scientists has led to a need to reform training and career preparedness for graduate students and postdoctoral scholars. North Carolina State University's Graduate School (representing ~10,000 graduate students and 400+ postdocs) undertook this challenge by building the Accelerate to Industry (A2i)™ program.
Laura Demarse, EdD., assistant dean of professional development and external relations, deems A2i an "educational imperative" to prepare trainees to be competitive in a 21st-century workforce.
"Our mission is to show NC State graduate students, postdocs, and alumni the wide range of available industry careers and to help them secure industry jobs. We also empower them to hit the ground running in the corporate environment by developing and demonstrating key competencies that are not usually learned through graduate training," said Demarse.
The key to the A2i program is building partnerships with industry sponsors located within the Raleigh-Durham metro area and its renowned Research Triangle Park. These sponsors help to financially support A2i programming, which benefits them by giving them the opportunity to access and interact with the incredible talent available at NC State University.
The program began with three founding industry sponsors: Eastman, ABB, and LORD Corporation. It has been facilitated by these corporations' presence on NC State's Centennial Campus, a unique public-private initiative working to increase research innovation and economic development. New industry partners are constantly being added and recruited. The recent addition of MedPharm and collaboration with its CTO, Jon Lenn, PhD., and senior director of research biology & innovation, Jon Volmer, PhD, will provide more diverse insights into how graduate students and postdoctoral scholars can leverage their skills in a corporate setting.
The Graduate School at NC State works closely with graduate level representatives from the founding industry sponsors to develop and assist in delivering A2i's content. These representatives include Barclay Satterfield, PhD, external innovation leader at Eastman; Nic Kraft, PhD, university relations program manager at ABB; and Seth Carruthers, PhD, global chemical technology director at LORD. Through these collaborations, A2i now offers a suite of diverse programming to its trainees that ranges from internships to site visits and semester-long development series.
Participants learn to work in teams to better understand project management, leadership, and effective communication skills and develop strategic skills that are not a part of traditional academic training. While branded as industry immersion, the skills developed during this week are also applicable to academic career success. Thus, Industry Immersion Week seeks to close the gap in participants' initial self-reported lower confidence in their strategic, people skills relative to traditional academic skills. This can be shown visually by opposing strategic skills and academic skills and evaluating the percent of postdocs who have a chance to develop this skill while performing the duties of their postdoc.
Lilian Matallana, PhD, a research associate in the Department of Forestry and Environmental Resources at NC State, participated in the first Immersion week in 2017. She helped plan the event in 2018. One of the program elements she truly values is how trainees can focus on career exploration and learn how to build a portfolio that they can use to show their value while on the job market. Furthermore, "attending this event with [other] trainees at a similar point in their development helps in identifying a peer support group that one can utilize after the week is over for advice and feedback during the job search process," Matallana said.
NC State has been actively working to expand A2i programming across the United States and licenses the materials it has developed for free to other universities. Currently, four other universities (including the University of Florida and the University of Arkansas) are running A2i programming at their institutions. Discussions are underway to grow that number in the coming months.
In response to this increased interest from academic partners, A2i is offering a "train the trainer" program at NC State June 12-14, 2019. Through this workshop, individuals can learn more about running the A2i program at their home institutions. It is open to all interested parties. Registration for the workshop begins on March 15, 2019. Check out the A2i Summer Institute website for the latest details.
This planned growth of A2i academic partners speaks to the larger goal of building a national network where data can be collected on how training initiatives translate into future employment. This A2i network will also work to advance academic understanding of how trainees' career paths are influenced when they are informed about careers that apply entrepreneurial skills and given training to develop those skills. Furthermore, given the scalable nature of A2i, other institutions can implement the components that best suit their needs based on their available resources.
"The initial success of A2i and the ability to readily partner with corporate sponsors has produced a new comprehensive model of how to supply graduate students and postdocs with the information they need to be successful in industry and beyond. Our goal is grow this initiative across the country and beyond to promote and to increase career success across these groups," according to Peter Harries, PhD, interim dean of the Graduate School at NC State.
Christopher Smith, PhD, is the postdoctoral affairs program manager at North Carolina State University, Raleigh, NC.
Bringing about change can be a long, laborious process with advances and setbacks along the way. Nevertheless, the characteristics of the most effective policy makers, advocates, and communicators are shared by scientists. Scientists just need to learn to re-calibrate these qualities in a realm that may be unfamiliar.
It started with a telegram.
My mom learned of the suffering by a young family in Moscow. They wanted to leave the Soviet Union, hoping to start a better life in another country. But for nine years, the soviet regime refused to grant them permission to emigrate.
The husband held a doctorate in zoology. He led a group at an institute specializing in medical parasitology and tropical medicine. The wife also had her doctorate and was a notable etymologist—which is to say someone who studies the origins of words. The Gorbachev administration forced his resignation and he was working as an elevator operator. The son was kicked out of school Their phone calls were monitored. Desperate, they went on a hunger strike.
My mom organized a campaign to free them. She coordinated telegrams from all 50 US states urging Soviet President Gorbachev to release the family, wrote to President Reagan, and met with our congressperson. She mobilized young people to mail postcards and she publicized the case in the media.
Three months later, the Uspensky family was freed.
It's impossible to know what effect, if any, my mom's efforts had on the outcome, but the lesson for me was clear: one person can have an impact, make a difference, change the world.
Hope, knowledge, and improving people's lives is an apt description for the work of scientists and engineers that can be applied beyond science: it is also the aspiration of all those shaping policy for the betterment of our world.
Patience. Efforts to overturn outdated policies or produce results from communication techniques can be incremental and painstakingly slow. After 9/11, I spearheaded passage of the first ever law to require screening of all the billions of pounds of air cargo carried on passenger airlines. A five year endeavor, we had to adjust to frequent twists and turns throughout the process before ultimately succeeding in getting our bill signed into law.
Tenacity. The policymaking process is designed to be inefficient. It enables a broad spectrum of stakeholders to express opinions and shape formative policies as they move through a labyrinthian process. Vigilance (to detect attempts to undermine your efforts) and endurance (to stay focused on the goal despite the circuitous policymaking route) are valuable assets.
Research. "Know your audience" is a typical directive for those wanting to communicate science effectively. But what specifically should you know about your audience? The answers are non-obvious and multifaceted. Including factors such as, How do you assess an audience's knowledge of a topic to tailor your remarks accordingly?
Public policy is my tool for "changing what's wrong". During a 20–year Capitol Hill career that included Chief-of-Staff in the Senate and House of Representatives, I targeted policies that were, from our perspective, harmful, counter-productive, or just plain wrong. It was my responsibility to help derail those policies, while also developing new legislation and policy initiatives to improve the lives of all Americans. Policy has been my path for making a positive impact on the world; for others, it's science. Both can feel more like a calling than a career, more like a way of life, not just a livelihood.
National Medal of Science Recipient, Lucy Shapiro, PhD, is a developmental biologist who personifies the philosophy in science of doing something to deliver widespread public benefits. Shapiro fights emerging infectious diseases and infectious disease resistance that threaten human health. In her lab, she's discovered new ways to overcome resistance that is systematically rendering antibiotics useless. Working with her husband, Harley McAdams, PhD, a physicist and professor of developmental biology, and their joint research team, she can quickly pinpoint genes that almost any microbial species needs for survival. This enables the targeting of the functions these genes control and the creation of new antibiotics "resistant to resistance". Shapiro, McAdams and their team have several such antibiotics in clinical trials.
At Bayer Strategic Consulting, I'm fortunate to work with inspiring scientists—physicists, neuroscientists, archeologists, and others—dedicated everyday to asking, and answering, that question.
Whether working with immune cells or to cure cancer, making crops more drought resistant through gene editing, or examining Renaissance literary texts, scientists understand a long uphill climb may be required to achieve success. Likewise, navigating the policy terrain to make desired changes can be as exhausting as it is frustrating. It often seems Newton's first law of motion applies to public policy as well as it does to physical objects; once established, a law, regulation, or policy tends to stay on the books, unchanged, unless acted upon by an outside force.
Through consulting and my When Science Speaks podcast, I teach motivated scientist how to generate and apply that external force for change. I share insider skills and behind the scenes knowledge gained during two decades on the front lines of major policy battles in Congress like the Affordable Care Act and homeland security after 9/11. My audience and colleagues are passionate, committed groups of scientists at professional societies and universities as well as individual graduate students and postdocs interested in science policy and science communication.
The aim is to help scientists leapfrog up the learning curve so they can reach their goals while avoiding mistakes and distractions that would slow their progress.
Throughout my time on Capitol Hill, I worked closely with the AAAS fellows selected to serve in our office. I recognized a shared devotion to making the world a better place that contributed to fellows' decision to apply for the fellowship program and also fueled their scientific research.
Consulting and hosting my podcast enables me to help scientists develop and strengthen their policy and communication muscles, whether they exercise them in the lab, library, boardroom, or halls of Congress.
Thank you to new and renewing Sustaining Members of the NPA!
Sustaining Members are a vital part of the NPA. Sustaining Members represent a range of professional societies, postdoc associations, postdoc offices, and other organizations that serve the postdoctoral community. Students, postdocs, faculty, and staff at NPA Sustaining Member institutions are eligible to join the NPA, at no cost, as Affiliate Members. Check to see if your institution is an NPA Sustaining Member.
Thank you renewed members for your continued support!
A special thanks to Lina for all her hard work over the past year!


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The Lightning Dreamer
Mar. 2013. 192p. Harcourt, hardcover, $16.99 (9780547807430). Grades 7-12.
REVIEW. First published February 15, 2013 (Booklist).
Engle's historical novel in verse is a fictionalized biography of the nineteenth-century Cuban abolitionist poet Gertrudis Gómez de Avellaneda, known as Tula. Told in multiple voices, Engle's elegant verses, rich in simile and metaphor, focus on the poet's life as a teenager. Forbidden access to books because her mother believes reading and writing make women unattractive, Tula escapes to a nearby convent. There, she discovers volumes by the rebel poet José María de Heredia, whose words feed her own rebellious spirit, which is exemplified by her rejection of two arranged marriages. "I long to write like Heredia," she muses, "but what do I know of great cities and the wide lives of men? I'm just a silenced girl. My stories are simple tales of emotion." Seen as an outcast and a madwoman, she is sent to the country, where she falls in love with Sab, a freed slave, and continues to write about equality for slaves and for women. Engle's richly evocative verses conjure up a time when women, like slaves, were regarded as property to be sold into loveless marriages. This is the context for a splendid novel that celebrates one brave woman who rejected a constrained existence with enduring words that continue to sing of freedom.
— Michael Cart
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Books For Youth - Fiction - Historical Fiction

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Imprisoned Youth Get Legal Access Under Court Settlement
After a recently settled class-action lawsuit, children held in Mississippi's brutal Columbia Training School will be allowed open access to legal assistance.
Conservative Christian Groups Attack Children's Video
Two national conservative Christian groups are leading the charge against a new video promoting tolerance, alleging that the video's links to a Center tolerance pledge are part of a 'pro-homosexual agenda.'
SPLC Founder Helps Community Honor Dr. King
After a series of race-related incidents, Center co-founder Morris Dees traveled to Snohomish County, Wash., to help celebrate the birthday of Civil Rights Movement leader Dr. Martin Luther King, Jr.
Inspiring youth activism through civil rights history
A new Center film documents and inspires youth activism.
Reputed Klansman Pleads Not Guilty in 1964 Murders
After more than 40 years, reputed Klansman Edgar Ray Killen has been arraigned on murder charges in the murder of three civil rights workers.
New Project Protects Rights of Immigrant Workers
The Immigrant Justice Project has been created to fight for the rights of immigrant workers in the Southeast, where conditions are worst in the nation and workers are routinely exploited.
Educational Resource has Powerful Impact
A recent survey of Teaching Tolerance subscribers shows the magazine is having a powerful impact in the nation's schools.
Center counters threat of domestic terrorism
A leader in tracking hate groups, the Center exposes terrorist and extremist plots.
Neo-Confederate Named to State Education Board
Ron Wilson, a neo-Confederate leader who has associated with various extremist causes, has been elected to the S.C. state education board despite his controversial ties.
Students Mix It Up from Coast to Coast
On Tuesday, Nov. 16, 2004, the third annual Mix It Up at Lunch Day was a success with over 4 million students at more than 9,000 schools participating nationwide.


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This column will change your life
We're all too busy, but is it just an excuse? asks Oliver Burkeman
Oliver Burkeman
@oliverburkeman
Fri 6 Mar 2009 19.01 EST First published on Fri 6 Mar 2009 19.01 EST
Hardly a month goes by, it seems, without one new book and several magazine articles informing us that life these days moves too fast, bombarding us with too much information, tempting us with too many electronic distractions from What Really Matters. (When it comes to warnings of "information overload", in fact, you might say we're overloaded with... oh, never mind.) We face a "coming dark age", cautions Maggie Jackson in Distracted, one of the better recent works on the topic. She fears an "attention-deficit future" in which we'll live shallow, fragmented, joyless lives, robbed of our powers of "deep focus".
It doesn't disprove this thesis to observe that people have been saying similar things at least since the invention of the telegraph. "To allow oneself to be carried away by a multitude of conflicting concerns, to surrender to too many demands, to commit to too many projects, to want to help everyone in everything, is to succumb to the violence of our times," wrote the wise Trappist monk Thomas Merton in the 1960s, long before the web, or BlackBerrys, or the first use of the word "multitasking" as applied to human activity. "Frenzy destroys our inner capacity for peace." Were he alive today, he presumably wouldn't have a Twitter account.
There's something suspect, though, about the sheer number of experts clamouring to tell us how busy and distracted we are. We seem to enjoy hearing it. Books far inferior to Jackson's cram the business and self-help shelves, targeting "stressed executives", husbands and wives in "time-starved" marriages, "women who do too much". They promise a path to serenity, and some offer useful tips. But all subtly reaffirm the background assumption: you're insanely busy, and you'll be lucky to find five minutes for yourself.
It would smack of middle-class privilege to deny that some people really are that busy, and need to be just to survive. But what the gurus of overload only rarely acknowledge - though it's been recognised by psychologists for decades - is that, for the rest of us, busyness has payoffs. Telling ourselves we're hugely stressed makes us feel important, in demand, even energised; it also gives us permission to avoid confronting deeper issues. Distraction and overcommitment aren't simply outside forces to which we "surrender", in Merton's words; often, we welcome them in. "Being crazy-busy can contribute to a sense of self-worth," notes the psychiatrist Ed Hallowell, whose book CrazyBusy dissects the busyness addiction. "But it's a crazy way to do it."
Perhaps the biggest payoff of all, though, is that busyness is the perfect excuse: if you're convinced that you're overstretched and overwhelmed, you're spared the terrifying prospect of actually doing the things, and making the changes, that you want - or say that you want, since busyness spares you from examining that question, too. As for information overload, what if we're not as powerless to resist the draw of Facebook, 24-hour news and always-available email as we comfortably tell ourselves we are? Then, we might have to confront the possibility that there isn't an unstoppable force of technology or culture frustrating our plans and intentions. A "coming dark age" of overwhelming distraction is a scary prospect. But maybe the absence of one is even scarier.


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With Case out, Parsons seen as likely chairman
Lance Fiasco January 14, 2003 • 12:00 am
With Steve Case set to leave as chairman of AOL Time Warner in May, industry observers said Monday that CEO Richard Parsons was the front-runner to further consolidate his power base and take on the additional chairman title.
However, with Case gone as a scapegoat for investor gripes, Parsons must produce proof of a turnaround at the ailing America Online unit or else risk becoming a target for angry investors, they said.
"He's now the man in charge with no one to blame," said Hal Vogel, head of media investment firm Vogel Capital Management. "He'll get to take the praise or the criticism."
An AOL TW spokeswoman Monday couldn't say who might be named the new chairman and by when. "The board will address the issue… in due course," she said but couldn't say whether both internal and external candidates will be considered.
Company observers predicted that the chairman issue would first be brought up at a regularly scheduled board meeting Thursday, with a Case successor named by the company's annual shareholder meeting in May. Also, most observers called Parsons the most logical pick.
"They'll pick Parsons to streamline management and have a cleaner (power) structure" with one executive functioning as both CEO and chairman, one source close to the company said.
Some observers suggested that AOL TW vice chairman Ted Turner, who had been one of Case's toughest critics, could step up and win the board chairmanship. Through a spokesman, Turner on Monday declined comment on the issue.
However, analysts said his chances were limited. "Turner is very vocal and tends to be somewhat controversial," First Albany Corp.'s Youssef Squali said. "I don't think AOL TW wants that" kind of a person as chairman at this time.
Merrill Lynch analyst Jessica Reif Cohen suggested a scenario that caught people's attention but was described by many as unlikely. While AOL TW has deep management benches, Case's departure "conceivably would open the door for strong outside management – e.g. Mel Karmazin as CEO – should Dick Parsons become chairman," she said.
Karmazin is in the midst of contract renewal talks with AOL TW competitor Viacom, where he will serve as president and chief operating officer until year's end under his current contract.
A spokeswoman for Viacom declined "comment on speculation." And an AOL TW spokeswoman also wouldn't speculate on Karmazin's chances or interest.
Squali said he doubted there would be a big management reshuffle. "Any change in general structure of management (at AOL TW) would only bring more confusion," he said.
Added James Goss, analyst at Barrington Research Associates: "Parsons just became CEO recently, so I don't think he'd give up that job so soon." He called the CEO the likeliest chairman candidate, though other sectors and companies have tended to separate the two top corporate positions.
No matter who ends up with the chairman post, observers said the big Case critics among directors and shareholders had won a victory late Sunday with Case's resignation. Those critics include Turner; Liberty Media chairman John Malone, who through Liberty owns about 4% of AOL TW; and Gordon Crawford, from investment firm Capital Research & Management Co.
Malone and Crawford could not be reached for comment, and Turner only commented in general terms. "I admire Steve Case's decision to put our company and its employees first and am delighted that he will remain on the board and be active because, frankly, we really need his experience and vision," he said in a statement.
Analysts Monday called Case's departure decision was not as surprising as its timing was. Some said they had expected Case, who has been blamed by many investors for early failures of the merged AOL TW, to stay on the board at least until the fall.
Sources close to the situation said Case made up his mind without pressure from company executives late Friday before informing Parsons on Saturday. "I think he wanted to leave on his timing and his terms," one source said.
Analysts lauded Case's exit as a way to end investor criticism and debate about his future, though it will not change the conglomerate's fundamentals. "While we do not expect this (management) change to have a material effect on AOL TW's day-to-day operations, we do believe that this move may help ameliorate some investors," JP Morgan analyst Spencer Wang said.
AOL TW shares reversed bigger early gains to close up 1% at 15.03. Credit Suisse First Boston analyst Bill Drewry predicted any stock gain would be "temporary" given that "the overall AOL TW outlook is still mixed."
Sources close to the situation discounted the notion that Case had decided to resign because he didn't believe in a turnaround of the AOL unit. "He just didn't have the stomach to go through all the media drumbeats leading up to the shareholder meeting in May" and a vote about his chairmanship there, one source said.
The same person suggested that Case also hoped to boost AOL TW shares, of which he still owns a substantial portion.
Sources familiar with the situation said Case had no official work contract and would not receive any severance. He did, however, own 11.5 million AOL TW shares plus 18.3 million stock options as of March, according to a regulatory filing made then. At the current stock price, his outright stock alone would be worth $172.5 million.
While AOL TW shareholders have seen their stock fall more than 80% since the merger, Reif Cohen said Monday that "from a premerger AOL shareholder perspective, Steve Case did an exceptional job for shareholders" given that a pure-play Internet firm would face challenges to survive today.
In a memo to employees, Parsons also lauded Case. "Both as chairman of AOL TW and as the guiding genius behind AOL, Steve is the author of a historic chapter in global communications," he said. "Steve's extraordinary vision and unique experience will remain important assets to our entire company."


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