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9:09:48am
krindorr Truly Addicted User
What to watch this in CFB Week 7 (from the BYU perspective)
OK, last week was a setback. Looked bad, lost a winnable game to a maybe-good-maybe-not opponent. But this week we've got Arkansas (another that falls into the 'maybe we're good, but maybe not' category) and that will tell us a lot about BYU and Arkansas. A win is probably good enough to get us back into the Top 25, depending on what else happens.
Here's a list of other games in each timeslot that could have interest from a BYU perspective
Non-Saturday
Worth tuning in to Baylor @ West Virginia (Thursday 7:00 ET, FS1). At this point Baylor is our marquee win. If they win this game, they probably jump into the top 25. If they lose...well then they're a .500 team whose only wins are Albany, Texas St, and an Iowa St team that looks likely to struggle becoming bowl eligible. We're at the point in the season where perception is on a knife's edge for some of these teams, so need Baylor to win. Baylor favored by 3.5, so shoudl be relatively close.
Too late, but also worth mentioning Louisiana @ Marshall (Wednesday 7:30 ET, ESPN2). Realistically, that game was a no-win situation for us. Marshall winning wouldn't have made the Notre Dame loss to them any better, but Marshall continuing to look overmatched by Sun Belt foes just makes ND's loss to them even uglier...and by extension, our loss to Notre Dame. Luckily it's a few degrees of separation, but ND (and we) would have preferred Marshall be non-terrible.
Saturday Noon ET
It's a struggle to find a good, relevant game to watch here. Probably the best (of an uninspiring slate) is Iowa St @ #22 Texas (ABC). It's not great, but it has a few hallmarks of interest. A) it supports the Big 12, B) Iowa St winning is good for Baylor and therefore for us, C) Texas is just ahead of us in the polls and would give us a chance to move up. Suffice it to say, we'd be heavily rooting for Iowa St here. Unfortunately Texas is favored by 16.5, so this game may well be terrible
Other options include
#19 Kanas @ Oklahoma (ESPN2): Lots of the same logic applies here. We want to support the Big 12 (Kansas more than Oklahoma) and we want to move up in the rankings (which only happens if Kansas loses though). This divided rooting interest and the lack of mutual opponents though drops it to the 2nd game. Should be a better one though, even if Oklahoma is favored by 9.
Minnesota @ 24 Illinois (BTN): Frankly, you don't want to watch this game, and probably can't since it's on the Big Ten Network. But with Illinois at #24 and blocking our way into the Top 25 while being favored to lose (Minn -6.5), it's one to at least track. Just don't do your eyeballs the pain of watching it.
#10 Penn St @ #5 Michigan (FOX): This is the big one from a national perspective. It has nothing to do with BYU and isn't that relevant, but given the real likelihood that every game above is terrible, it's the last resort. Michigan favored by a touchdown.
An unusual early game in Provo, the game to watch (or attend) is definitely Arkansas @ BYU (ESPN). Both team lost last week, which removes some lustre, but this is our chance to get back in the Top 25. Given the weakness of the schedule after this point, a loss to Arkansas will likely remove us from Top 25 range for a while. Unfortunately, with a loss, Arkansas would no longer be considered a quality win. Despite all that... watch BYU. Doesn't matter who they're playing or what the situation. Arkansas is favored by 1.5 so it should at least be a close game
Other games to track (but not watch) during this time window are:
#8 Oklahoma St @ #13 TCU (ABC): This is a great game of two highly ranked, undefeated future Big 12 conference mates. It's a shame it's the same time as the BYU game (and the Alabama/Tennessee game that will righfully eat up all the national attention). These two are the Big 12's best chance for a playoff spot, with TCU favored by 4.
For the 3rd game, I'd recommend #3 Alabama @ #6 Tennessee (CBS). It doesn't have anything to do with BYU, but should be a fantastic game. If you prefer something with BYU implications, an under-the-radar great option is #15 NC State @ #18 Syracuse. Should be a good game (Syracuse favored by only 3.5) and one of those teams will likely drop out of the Top 25, which makes more room for BYU.
Some tough choices, but ultimately skewing to my rooting interests as a BYU fan, the game here to watch (at least at first) is Stanford @ Notre Dame (NBC). Stanford is unequivocally bad, but they are our only remaining P5 opponent after this week, and given our recent familiarity with Notre Dame, this should be a good chance to assess them. Unfortunately, either team losing here is bad for us, but it's unavoidable. Also, note that Notre Dame is favored by 17, so be prepared to flip elsewhere if/when this one gets ugly.
Others to watch include
#7 USC @ #20 Utah (8 PM ET, FOX): For the 3rd consecutive week, Utah gets a mention. In this case, it's because they're a rival, because they're a possible Big 12 expansion candidate (like it or not), because they're a team slightly ahead of us in the rankings that might lose, and because it should be a good, close game with Utah favored by 3.5
Third option is #16 Mississippi St @ #22 Kentucky (SECN). The teams aren't particularly relevant to BYU, but the rankings are. Should be a good game (Miss St favored by 4) and one of these two has to lose, meaning they'll likely fall out of the Top 25.
~10 PM ET
The late games are REALLY ugly again - starting to see why networks want anything half-decent to put there. Again, there's only 4 late games (9 PM ET or later) this week and they're all pretty bad. The most relevant is Washington St @ Oregon St (9 PM ET, PAC12). Washington St is 4-2 and receiving votes, plus a longshot expansion candidate. It's not much, but it's the most relevant late night action
If not that, then options include
San Jose St @ Fresno St (10:45 ET, FS1): Fresno has yet to beat an FBS team. San Jose St got a vote in the last AP poll. But the line is only 8.5, which makes it closer than any other remaining options, and Fresno St has at least been mentioned as a (PAC) expansion candidate, giving them some miniscule relevance (kind of)
I always try to give 3 recommendations in each time slot, so I'll list Air Force @ UNLV (10:30 ET, CBSSN) here. They're at least both 4-2, but completely irrelevant to our interests and Air Force is favored by 10, so I don't really recommend you watch this one. But it's better than staying up until midnight (eastern time, so 10 PM kickoff mountain time) to watch 2-4 Nevada travel to Hawaii to take on a team that doesn't have an FBS win.
12,293 (67 FO)
Related Threads Topic: What to watch today - lots of interesting Big 12 games and BYU-related games (krindorr, Sep 24, 2022 at 9:49am)
What to watch this week with BYU on bye (krindorr, Nov 11, 2022 at 6:40pm)
What to watch in CFP Week 8 (from the BYU perspective) (krindorr, Oct 20, 2022 at 12:55pm)
Other Related Threads:
What to watch this week - BYU, Big 12, poll watching (krindorr, Oct 3, 2022 at 4:03pm)
It's been a bit touch and go, but every game has gone BYU's way so far today (krindorr, Sep 24, 2022 at 5:55pm)
10/13/22 9:09am
What to watch this week with BYU not playing

redpajama_set_name: RedPajamaCommonCrawl


Beersmith has a hop age tool, and a hop inventory. I was planning to add my hops to the hop inventory, but discovered that it does not care about the AA content of the hops, nor the year. I do, however.
I suggest that AA is added to the hops, so you can have several listings of the same hops, just with different AA. I also suggest that the AA is automatically estimated based on the initial input of Hop name, claimed AA and year. Then it should be possible to calculate it using the correct formula in the hop age tool, and keep the AA correct at all times. This will significantly improve the hop substitution feature in the recipe editor. For instance your recipe has Target at 10% AA, and then you could choose "Substitue" and Select any inventory hops, and then it would maintain the same IBU with the new hops. If the selected inventory hops is not sufficient to maintain the same IBU, it should prompt to select another hop for the remaining IBU.
I understand that implementing this probably would involve some effort, but I think it would be an awesome improvement.
The inventory for a hop does reference the %AA for that hop. When I have multiple lots of a given hop, I duplicate the hop in the profile and adjust the parameters according to the information I have. I then adjust the hop name to include the %AA for easy reference. Each hop lot is then listed independently and I know which hop lot I draw from for the recipe.
I suggest that AA is added to the hops, so you can have several listings of the same hops, just with different AA. I also suggest that the AA is automatically estimated based on the initial input of Hop name, claimed AA and year. Then it should be possible to calculate it using the correct formula in the hop age tool, and keep the AA correct at all times. This will significantly improve the hop substitution feature in the recipe editor. For instance your recipe has Target at 10% AA, and then you could choose "Substitue" and Select any inventory hops, and then it would maintain the same IBU with the new hops.
This would be a nice option to be able to substitute keeping the same IBU contribution. I usually do the quick conversion in my head when I sub one lot for another. If I am using 15 grams of a 12% AA hop and my new batch is around 14% AA, I can pretty quickly guess that I will need about 13 grams of the new lot to get close to the same HBU/IBU contribution.
If the selected inventory hops is not sufficient to maintain the same IBU, it should prompt to select another hop for the remaining IBU.
It may work for someone with a vast inventory, but I plan my brews out months in advance and use the shopping list feature to put together the items that I need. I would not want the selection of an ingredient tied to just what I have in inventory. Maybe as a user option to turn on or off this would work for those who create recipes from inventory.
Just my input. Realize that many people use the program differently than how you may use it. I, for instance, would not care for the program to determine my hop %AA based upon the HSI since the HSI is measured using a set of criteria which my hops in storage do not encounter. My hops once opened are vacuum sealed and placed in a freezer for storage. I find very little degradation of the bitterness from a lot of hops over the course of several years when treated and stored this way. Others I know do not care for their hop inventories in the same way and so choose to adjust the %AA in a manner which suits them.
Good ideas and worth talking about to determine interest in these features you suggested!
+1 from me. I've mentioned this before across 2 different suggestions. It's fairly easy to calculate substituted hops weight to maintain IBUs but I'm sure it would be easy enough to just have a check box saying 'maintain IBUs' when you choose a new hop. I'd also find date of opening a really useful addition to all ingredient inventories and it would then presumably be quite easy to use the same calculations used in the hop age tool to have a column in the inventory with current AA% estimate.
P.S. I have a really simple spreadsheet for hop substitution maintaining IBUs - it just multiplies current AA% * weight and uses that calculated value / the substituted hop's AA% to give the new weight.


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Attleborough Academy Norfolk
office@aan.norfolk.sch.uk
9 Norwich Road, Attleborough, Norfolk, NR17 2AJ
Results, Performance & Inspections
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Pupil Premium & Year 7 Catch-up
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Term Dates 2020-2021 (as at September 2019)
Pay Online (Wisepay)
See your Child's Homework
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Helping Your Child Revise
Year 11 Leavers' Day
On Monday 20th of July, the year 11s officially left the Academy after 5 years of study and the completion of their GCSEs. Although many of them will be returning to pursue their sixth form studies, for a few of them it would be a goodbye. To recognise the hard work they have done with their revision, it was a day of celebration. The Year 11s came in fancy dress and there was a wide variety of costumes, from a Nineteenth Century gentleman, to air stewardesses, to the Flintstones, a bob-sleigh team, an astronaut and many film characters. The Year 6 students who were visiting the Academy for the day voted on the best dressed characters. The awards went to Gemma Woods, dressed as Freida from the film Shrek, and Luke Cox who came as a human gallows. Both were awarded with a free Prom ticket.
The Year 11s had a Leaver's Assembly where pictures of their life in the Academy were shown, and enjoyed. Then Mr McShane and Miss Mair gave out prizes for academic achievement and exceptional effort, before a final presentation showing pictures of them when they joined the Academy five years ago. My, how they have changed. This was followed by a parade around the Academy with photographs being taken before enjoying the Leaver's Barbeque, in thankfully warm, sunny weather. It was a lovely way to celebrate the achievements and Academy life of the Class of 2016.
Website by NES New Media


The paper presents a random graph based analysis approach for evaluating descriptors based on pairwise distance distributions on real data. Starting from the Erdős-Rényi model on uniform random graphs, the paper presents results of investigating random geometric graph behaviour in relation with the appearance of the giant component as a basis for choosing descriptors based on their clustering properties. Experimental results prove the existence of the giant component in such graphs, and based on the evaluation of their behaviour the graphs, the corresponding descriptors are compared, and validated in proof-of-concept retrieval tests. The goal is to build an evaluation framework where descriptors and their combinations can be analysed for automatic feature selection.


text:
Q: problem doing chown for a group I just started a new job and got given a new laptop, I am having problems archiving xcode iOS apps.
the command xcode wants to use is:
cd /Users/manuel.betancurt/Documents/testeos/iOS/suzo
/usr/sbin/chown -RH manuel.betancurt:MACSC\\Domain\ Users /Users/manuel.betancurt/Library/Developer/Xcode/DerivedData/suzo-budvdahrkocdbhdzgvybyoizscxk/Build/Intermediates.noindex/ArchiveIntermediates/suzo/InstallationBuildProductsLocation/Applications/suzo.app

but I get the error

chown: MACSC\Domain Users: illegal group name Command SetOwnerAndGroup
failed with a nonzero exit code

I can see the id for the user, but the group is not working?
So what is the issue?, why is this failing?, is this related to some configuration changed by the sysadmin that prepared the mac?
what is this group "MACSC\Domain\ Users"

redpajama_set_name: RedPajamaStackExchange


text:
Darío Raúl Fabbro (* 11. März 1976 in Buenos Aires) ist ein ehemaliger argentinischer Fußballspieler, der auf der Position des Stürmers spielte. In seiner Karriere liefen Fabbros Verträge meistens nur ein Jahr.

Karriere
Seine erste Station war der argentinische Verein Club Atlético Huracán wo er zwei Jahre spielte. Danach spielte er für eine Saison für den Club Almagro. Anschließend wechselte er zum Verein CD Godoy Cruz, dem größten Verein in der Region Cuyo. Nach nur einer Spielzeit verließ er den Verein und ging ins Ausland zu CS Emelec in Ecuador. In 24 Ligaspielen konnte Fabbro sechsmal einnetzen. Er gewann 2001 die Meisterschaft der ecuadorianische Serie A, die höchste Fußballliga des Landes und stand im Finale der Copa Merconorte, wo man gegen den Millonarios FC unterlag. Seine nächste Station war der chilenische Verein Club Deportes Concepción wo er ein Jahr lang unter Vertrag stand. Von 2002 bis 2003 spielte er für Sporting Kansas City in der Major League Soccer. Danach kurz für New England Revolution ebenfalls in der MLS. Nach noch nicht einmal zwei Jahren MLS ging er zurück nach Argentinien zu Club Atlético Temperley, wo er traditionell ein Jahr lang blieb. Zwischen 2005 und 2006 nahm er sich eine Auszeit vom Fußball und spielte zuletzt von 2006 bis 2007 für den Platense FC aus Honduras.

Privates
Fabbros jüngerer Bruder Jonathan ist ebenfalls Fußballspieler aber auf der Position im Offensiven Mittelfeld.

Erfolge
 2001: Ecuadorianischer Meister mit CS Emelec
 2001: Finalist Copa Merconorte mit CS Emelec

Weblinks

 Profil auf enciclopediadehuracan.com

Fußballspieler (Club Atlético Huracán)
Fußballspieler (Club Almagro)
Fußballspieler (CD Godoy Cruz)
Fußballspieler (CS Emelec)
Fußballspieler (Deportes Concepción)
Fußballspieler (CA Temperley)
Fußballspieler (Platense Fútbol Club)
Argentinier
Geboren 1976
Mann
Fußballspieler (Sporting Kansas City)
Fußballspieler (New England Revolution)

redpajama_set_name: RedPajamaWikipedia


Marcel Marceau is probably the most famous pantomimist in the world. Years ago he had a funny bit in the Mel Brooks movie "Silent Movie" where he actually speaks.
Why am I talking about a pantomimist in a column about job interviews? Because today I felt like I was interviewing a mime (pantomimists are referred to as mimes).
Recently, I have been interviewing candidates for some Data Analyst positions in my current project. Today's experience was, I hope, unique. I share here with you now so that you can take note and make sure that you nail your job interviews instead of blowing it like this guy did.
This was a simple, 30 minute phone interview to screen candidates for a longer virtual interview with a team of interviewers.
I used the first eight minutes or so to explain the program and the position and then I launched into the meat of the interview - the candidate's experience.
Me: "Tell me about your experience doing data profiling and data cleansing."
Him: "Yes. I have done that."
Me: "Tell me about what kind of problems with data you have uncovered while doing data profiling, how you found them, and what you did about them."
Him: "Yes. It is common to uncover problems like missing data and bad data during data profiling."
Me: "Well, okay then. I think I have all the information I need. Do you have any questions for me?"
Him: "No. I don't think so."
Me: "Okay. Thanks for taking time to talk with me. We'll be in touch." Click.
We were done and off the phone in about 10 minutes and in 30 more seconds I had fired off an email to the recruiter saying "Pass" on this candidate.
I am really hoping this guy heard the job as I described it and decided it wasn't a good fit. However, rather than giving such a terrible interview, I would have appreciated a candid remark like, "This really doesn't sound like something I want to do. Please remove me from consideration for this role. Thanks."
My fear is that this guy is really this bad at interviewing.
Just so you know, when an interviewer like me asks you to talk about your experience, I am expecting you to tell me what you have done and for whom. Even if you give me a quick synopsis or overview, that is fine (in fact that is great). I can then pick where I want to dig deeper.
While it is true that long answers can be deadly in an interview, really, really short answers in interviews are not a good idea. They don't showcase your skills, which is what you want to do to get an offer (or a follow up interview).
My favorite interviewing book, "Killer Interviews" by Ball and Ball, advises that you keep your responses to no more than 2 minutes long.
Tom Sheppard has been hiring, firing and coaching job seekers for decades. He is the author of Tips and Tricks for Effective Interviews and several other books for job seekers. You can learn more about Tom on his Author Page.
(C) Copyright 2016 Thomas K Sheppard and A+ Results, LLC. All rights reserved.
Okay, here is another quick chapter in the ongoing saga of resume faux pas that I see as people apply for PM roles with me.
Today, I got one that I hadn't ever seen before. Which is really pretty amazing to me considering how many resumes I have seen over the years.
What was this noteworthy mistake?
Under "Key Achievements" which an applicant listed he noted "Developed technical expertise" and "Developed a background understanding..."
I don't know about you, but I admit freely that unless an engagement show signs that it will help me develop or grow in some way, I am not overly eager to take it on. So what I learn in and engagement is important. To me.
A prospective employer doesn't care a whit about what I learned in a past engagement. What they do want to know is what I did that benefited my past employers.
If your resume reflects a WIIFM (What's in it for me?) attitude, chances are good that, like this guy's, your resume will end up in the trash instead of doing what it should do: getting you an interview.
The dance between job seeker and prospective employer is one where both side tries to present their best face and make themselves as attractive to their dance partner as possible.
Don't step on your own foot by crowing about how you benefited from a past dance partner. Instead, show them how you applied your knowledge to get results for others which you can also do for them.
As a veteran of the USMC I take serious exception to people who claim veteran status, or claim to have served in certain units, or been given certain military awards, which they didn't actually earn.
The picture above, as cited on the website TaskandPurpose.com, is Michael R. Schrenk, 47, dressed as a laughably poor fake Marine, next to a real Marine at the Erie County Fair. Feel free to follow the link above to see why they called him "The Worst Fake Marine of All-Time."
My own military career was relatively undistinguished. I never got shot at. I didn't have to shoot at anyone. I didn't even leave the USA. I earned a Good Conduct Medal, some meritorious promotions, and a few Meritorious Masts. Still, I am proud to have served and although I never had to hear a shot fired in anger, I was prepared to go into harm's way if I had been required. And, I have a deep and abiding respect for those who have "seen the elephant."
Lately, I have been interviewing job candidates for data analyst and business analyst positions. The other day, I saw a resume which made me want to scream! I call it "borrowed glory" when the candidate includes psuedo accomplishments in a resume, but the real accomplishment was done by someone else.
"Worked with" or "Worked on"
One resume I received had nearly 40 of these useless 'accomplishments' listed. And, they weren't made any more impressive by adding opinions in the form of adjectives such as, "collaborated extensively..." and "Worked closely...".
Nearly as useless as these verbs are in telling what a candidate has actually done are "served", "coordinated" and "utilized."
In contrast with these useless and fluffy filler bullet points, this candidate used good action verbs like "developed", "analyzed", "maintained", "documented", "led", "performed", "created" and "gathered" less than 30 times.
To add more to the fluffy-filler of the resume, the candidate included bullets explaining the nature of the projects among the bullets listing the candidate accomplishments.
I can only infer that the job seeker thought that volume would make up for lack of quality in the bullet points listed in his resume. Perhaps he thought that the nature of the projects where he was a participant would so impress me that I would perceive him to be so skilled and knowledgeable that I would feel compelled to interview him. And, that in the interview he could wow me enough to overlook the steaming pile of manure that he had served up in his resume.
Anyone who has been in the workplace very long knows that every team has participants. A few of those participants are real contributors. And, that in spite of the drag on the team from participants, the contributors manage to actually get the work done and deliver results.
Your resume has exactly one purpose, to get you an interview. If it isn't getting interviews for you, then you need to examine it very carefully.
If your resume peppered with pieces of fluffy-filler, get rid of them. They aren't doing you any favors.
This candidate never got an interview from me. I wasn't about to waste my time talking to a participant. I am only willing to consider hiring contributors, the people who deliver results.
Perhaps I am more critical than many hiring managers. But, do you want to count on that when it comes to getting the job you want?
Tom Sheppard is the author of Tips for Effective Resumes: Get and Keep the Job You Want, available as an ebook through Amazon. In addition he has authored a series of books to help job seekers Get and Keep the Job You Want.
His books are the results of decades of interviewing, hiring and firing people as well as coaching job seekers, preparing resumes and cover letters.
Today, I wanted to share something that seldom happens to me. I got a resume that contained a couple of crazy screw-ups that I have never seen before.
In the last few weeks I have been working to fill several roles in my current project team. That means I have, once again, been looking at lots of resumes, doing some phone interviews, and doing even fewer face-to-face interviews (most of those using video conferencing software).
In case you aren't aware of my background, you should understand that I have literally seen thousands of resumes. So, when I tell you that this is a first for me, you will hopefully understand how startling that really is.
Any decent interviewing coach will tell you, never trash-talk a former employer. When you say bad things about a former employer, the prospective employer immediately is put on guard, wondering what you will say about them when you move on to your next position.
Still, sometimes a job candidate will screw up, letting the mouth get ahead of the brain, and say negative things about a former employer.
However, I have never heard of a job seeker putting negative things about a former employer in their resume, until today.
I started reading this poorly formatted resume (I could waste a whole column on the bad formatting in this resume), wading through it diligently until I hit this phrase, "... groups had open turf wars...". This was followed by another loaded phrase, "... continue without ruining the testing of others...". This last part was embedded in the candidate's accomplishments. I also found the word "harmony" in the situational objectives mentioned in the resume.
For just one former employer, this candidate effectively delivered a message that the company had a dysfunctional team that had to bring in this candidate to get everyone to behave like adults working for a common enterprise. The assertion begs the question, now that the candidate is moving on, will the inner-bad-children come out once more and cause the dysfunctional behavior to flourish again?
If you aren't getting my point on this, consider what I am saying from another perspective.
What would happen to you if you wrote on your FaceBook or LinkedIn page that your current employer had a dysfunctional environment where turf wars were raging? If you don't know what would happen, let me help you out. As soon as your employer found out about your post, they would be very likely to fire you.
Some will ask, "why would they fire me if it is a known fact within the company?" The answer is simple. Loyalty. You don't air the family dirty-laundry in public.
I know that loyalty has a bit of a bad name right now. And for those who are looking for a job, the word may make you uneasy. But loyalty is as indispensable today as it ever has been, even if its limits are more constrained now than ever before.
In the past, loyalty was a two-way street. Employees gave their best to their employer and employers offered decent pay and benefits that may even include a job for life.
Now, it's more of a one way street, or at least a much shorter two-way street than it used to be. Today, employees give their best to their employer while they keep looking for the employer and job that they really want, and employers offer what benefits they feel they must to attract employees, while they stand ready to cut benefits and jobs at a moment's notice if it will boost their quarterly returns and keep the shareholders happy.
Still, there is a dimension to loyalty that persists and is a two-way street. You don't want your former employer to share all your warts with anyone who will listen, and your employer doesn't want you to share their warts with others.
We all know that in private conversations, once trust has been established, warts will get shared. But, we don't expect to see them appear in writing.
When this candidate tried to highlight his wart-removal skills, what he actually did was manage to point out the warts of his former employer, and betray their trust. If he had done this in the confidential setting of a job interview, it might have been forgivable. This wart was outed in writing in a resume that could be read by anyone, forwarded to anyone, and possibly seen by thousands.
If this resume is posted on a site like Monster.com, the candidate is at risk of being sued for libel by the former employer.
In comparison with the total faux pas of outing an employer's warts, the second never-before-seen feature of this candidate's resume pales to almost insignificance. Before this resume, I have never seen a candidate insert in their resume a "personal challenge."
Right along with all the experience and accomplishments, the candidate posted a phrase, "Personal Challenge", and then proceeded to list the challenge that this employment opportunity presented to the candidate. It was presented as a question, such as, "Can I ...?"
Do you see the insanity of questioning your abilities in the text of your own resume or job interview? Instead of presenting an image of accomplishment in the resume, this personal challenge inserts a question of the candidate's abilities.
When a prospective employer reads your resume, they always ask themselves, "can the candidate really deliver this kind of performance for me and my company?" It is a sure way to kill your job prospects for you to question your own abilities in your resume.
This job seeker showed he is disloyal and questions his own abilities. Why would anyone want to hire a duplicitous incompetent?
Remember, your resume gets the first interview. If it doesn't interview well, you won't get a chance to speak for yourself.
This candidate never even got an interview because his resume didn't interview well.
(C) Copyright 2016 Thomas K Sheppard and A+ Results LLC.
Tom Sheppard is the author of several self-help books for job seekers. His bookTips for Effective Resumes is available as an ebook through Amazon. His bookTips for Effective Interviews is in its second edition and is now available in paperback as well as ebook formats. You can learn more about his help for job seekers at his blog www.ResumesByTom.com and from his Amazon Author Page.
Why NOW! is the Best Time To Look for a Job!
I have some goods news for you and some bad news for you.
The good news is that right now, unemployment is the lowest it has been in 10 years. And, that means it is a great time to get a better job - one with better pay or perks, or both.
In a recent article in MSN Money, Caroline Baum asks, "Have Businesses Really Run Out of People to Hire?" And Rich Miller of Bloomberg News notes that "It's becoming harder and harder to attract people to do those entry level jobs..."
The Labor Department reported on June 8 that job openings rose to 5.8 million in April from 5.7 million in March. That tied last July's results as the highest since records began in 2000. Hires, meanwhile, fell to 5.1 million, from 5.3 million.
To put this very simply, it means you have 5.1 million people hired out of 5.8 million job openings. And, although 700,000 job openings isn't huge when you spread it all over the country, it still portends a problem for businesses.
The bad news is that right now, unemployment is low, and that means that there are other folks out there looking to get a better job. They are competing with you to get the attention of hiring managers so they can get interviewed and to get job offers.
Now, you may look at all that I just said, and reply, "So how is now different than any other time I have been looking for a job?"
That is an excellent question. And I have some very good answers.
First, because unemployment is low, it means that there are more jobs than job seekers. Although this may not be true in a specific industry, it is a reality of the broader market.
Getting a job is the first step toward getting the job you want.
Having unfilled jobs tends to make hiring managers cranky, and sometimes a bit desperate. One of them might take a chance on you even if you're not the ideal candidate for their job. This means you should feel more confident about applying for jobs where your qualifications may be a bit marginal. Be bold and swing for the fences.
Taking a less than ideal job can be the best thing to do for your career.
Just because you take a job that isn't really the one you want, it doesn't lock you into that for the rest of your life (or even for a year). If you are currently unemployed, or underemployed, don't be afraid to take a job while you are looking for the job you want.
When your ideal employer asks about your current employment situation (which may not even be on your resume), tell them (the truth), "I have temporary employment while I am looking for the sort of role where I can make a greater contribution."
If the job you take while looking for the job you want relates to your chosen field, then, by all means, put it on your resume and explain to your prospective employer that you are "exploring areas related to your main area of expertise so that you can broaden your knowledge and experience base in your field."
If the current job in no way relates to the job you want, then don't worry about putting it on your resume, although it will end up on any job application you fill out.
Not having a job makes it harder to get a job.
When a hiring manager interviews you and finds out that you are unemployed, especially in a candidate-scarce job market, the first thing they ask themselves is, "if no one else wants this guy/gal, why should I?" The second thing they ask themselves is, "what is wrong with this candidate if they cannot get a job right now when candidates are scarce and jobs are plenty?"
Neither of those are questions you want them asking themselves or anyone else.
So, broaden your definition of an acceptable job and take one. Ideally, the job you take will relate to your chosen field. If not, don't despair.
Regardless of whether the job you take is unrelated or related to the job you want, being employed lets a prospective employer know that you are employable. That way, they don't ask themselves those two pesky questions I mentioned above.
Also, because you already have a job, they assume you aren't desperate. Meaning they cannot safely give you a "take it or leave it" job offer. Because, since you aren't desperate, you can "leave it" and they will still have an unfilled role and the lower productivity that goes along with that.
Instead, they want to know what will it take to lure you away from your current position.
The lack of desperation on your part gives you more leverage to negotiate. Ask for everything you want, full-time work, benefits, pay, etc. The worst that will happen is they will say "No" and drop you as a candidate. In which case you are no worse off than when you came in the door. The best that will happen is they will give you all or part of what you ask. And that will leave you much better off than when you walked in their door.
What Separates Tom Sheppard From Donald Trump?
Earlier this month, when both Ted Cruz and John Kasich suspended their bids for the Republican nomination for President, billionaire businessman Donald Trump became the only Republican candidate still pursuing the nomination of the party to run for President of the United States (POTUS).
That put me in a very unexpected position with just one degree of separation between me and the man who may be the next POTUS.
And what separates me from Donald Trump is Donald's son Eric Trump.
I have met Eric several time at business conferences where we have shared the stage.
Eric has always been there for just one purpose. To make money, not for himself or his father, but for St. Jude's Children's Hospital in New York. From my perspective he has been a tireless supporter of this charity. And, I have personally witnessed him help to raise hundreds of thousands of dollars for the hospital. He raised the money from entrepreneurs and business owners, capitalists.
What does all this have to do with you getting and keeping the job you want?
When you willingly give your time, your money, or both, to a cause that is bigger than yourself, it makes you a better person. And, being a better person makes you more attractive to potential employers.
If all I knew about Eric Trump is that he is the son of Donald Trump, I might make all sorts of erroneous assumptions about the man, his character, and even his father. Having met Eric on several occasions, and seen him in action, I can tell you that he isn't afraid of hard work, and he willingly gives of his time and money to a worthy cause which is bigger than himself. In short, he uses the advantages his name and family give him to help others who cannot repay his help in any way.
If I were looking to hire Eric Trump for any position, his charitable work would play a significant role in my consideration.
Likewise, when I look at a resume of a potential job candidate and they include references to their volunteer activities, it immediately lets me know that they are not a one-dimensional person.
While I realize that some employers believe they want to hire people whose only interest is their work, most a much wiser than that. They realize that the key to employee longevity in any role that is preventing burnout. And, the key to preventing burnout is balance.
Volunteer activity helps bring balance.
As an individual, it helps you to keep perspective on your own life when you are actively engaged in helping others, whose lives are not as good as your own.
Also, your volunteer experience can often give you opportunity to take on responsibilities which are much greater than you have at work. This is one of the best ways to get experience to back up your push to get the job you want.
I have heard it said that knowledge is power. And, knowledge shared, is power squared.
It is impossible to succeed at anything without knowledge. Louis Pasteur is credited with saying that luck is an acronym for Laboring Under Correct Knowledge.
Many unsuccessful people look enviously at successful people and say, "she was lucky." Unsuccessful people don't realize how many times that lucky gal failed, and learned from failure, before she gained enough knowledge to succeed.
A smart person will learn from their experiences. A truly wise person will learn from the experiences of others. If you don't know how to succeed, learn from someone you know who has succeeded.
Pay them to teach you. Trust me, they paid for their knowledge.
If you are too poor to pay them with money, then trade them your time and labor for their knowledge. Find out a need they have and fill it. Make yourself valuable to the person you want to learn from.
And, give them value before you ever ask for value in return.
Why? Because they already know their knowledge is valuable. And if they are wise, they will have learned that if they give you their knowledge for free, you won't place the proper value on it. Then, you will squander the valuable knowledge they have given you by ignoring it. You will have wasted their valuable time.
But, when you pay for something, you place a value on it. And the more dear the price you pay, the greater value you will place on that knowledge.
Every successful person I know has paid dearly for the knowledge that allowed them to succeed.
I don't care if you define success in terms of relationships, inner peace, fame, fitness, things, or all of these, your success will only come through the correct application of knowledge coupled with the effort or price you pay.
A friend of mine, Leeza Donatella (Spiritual Spew), enjoys an higher than ordinary level of inner peace than most people I know. For her, part of the price was three weeks of silence and meditation in a painful yoga pose.
No success is free. The price may not be exacted in dollars and cents, but the law of exchange is immutable, irrevocable, and inescapable. If you think otherwise, you have some high prices to pay to gain the knowledge you need to succeed.
You just paid for this bit of knowledge with your time. Leverage it for your success.
PS: If you know someone who is having trouble getting the job they want, tell them to check out www.TipsForEffectiveInterviews.com. It has already changed failure into success for many job seekers. It is filled with powerful knowledge.
This St. Patrick's Day, the second edition of my book Tips for Effective Interviews: Get and Keep the Job You Want hit the bookshelves.
I am excited about this for several reasons. First, this is the fourth paperback I have published from all my business titles. Ebooks are great, but for me, being a reader from way back, there is something very satisfying about holding a printed and bound copy of a book with my name on it in my hands.
The second reason I am so excited about this is because this new edition is so much better than the first edition. I was able to take many of my recent hiring experiences and fold them into the book to add even more value to my readers.
Now, before I gush anymore, I want to be totally transparent with you. This is not a big book. It is about 70 pages. And you know what? It is worth its weight in gold!
According to Google results, on this Saint Patrick's Day, the price of gold is $1,232.30 per ounce.
My book weighs 5.6 ounces. This makes its worth in gold an astounding $6,900.88.
Now, suppose you are earning a median income in the US. That is about $43,000 per year.
If you use the techniques I teach you in Tips for Effective Interviews, and you get a job earning just 10% more than you earn now, that is an extra $4,300 in income to you in the first year alone. Add in your merit pay increase of 3.5% in the first year ($1,290) and now you are up to $5,590. Now, multiply that number by the number of years you hold that job (let's just say 2), and you are more than $11,000 to the good. All because of investing less than $10 in yourself to learn how to interview right.
The power of correct knowledge is really pretty amazing, isn't it?
Most people I interview for jobs, don't know how to interview well. Very few of them have invested the time and energy to research how to do it right, and most of the information they get is pretty spotty and some of it is downright wrong.
When you add to that mix the fact that most people conducting interviews have never been trained in how to conduct an interview, and you have a perfect storm where unqualified candidates get hired and qualified people like yourself are left thinking that the person who got hired must have had some incriminating evidence on the decision-maker.
The good news is that you don't need to be a victim of poorly trained interviewers any more. And, you don't have to be a victim of the lack of solid, proven, reliable information on how to nail an interview every time.
Now, with Tips and Tricks for Effective Interviews, you can know how to control the interview and land yourself in the top tier of candidates every time - assuming that you are actually qualified for the job.
I do have to add that last disclaimer, because even if you ace the interview and you aren't qualified to do the job, you will probably not last a year in the new role, if they hire you.
I confess that this past year, I hired one really bad candidate. I will call her Ms. Mystery.
Ms. Mystery had a very strong resume. It was nicely formatted. It had all the right key words. It showcased accomplishments, not just responsibilities.
Ms. Mystery interviewed extremely well. Her answers were concise. They showcased her experience. I thought we had a winner. We made an offer and she accepted.
Three weeks in it was obvious that there was a problem. She was stressed to tears every day, and she wasn't able to deliver the kind of results that her resume and interview indicated she could. A week later, we let her go.
She is still a mystery to me. I don't know how she could have fooled us all so well, unless she had a brilliant job search coach and lied through her teeth. I liked her, but we couldn't carry her. She had to carry her own weight.
She had gotten the job she thought she wanted. Unfortunately, she didn't have the skills needed to perform so that she could keep the job she got.
That is not a situation I would wish on anyone.
It is also not something I can prevent you from doing if you insist on doing that to yourself. And my book, Tips for Effective Interviews is powerful enough to let you get yourself in over your head. So, use it wisely.
I have recently had the 'pleasure' of interviewing candidates for positions as project managers on the same contract I am currently working. My recent experience demonstrates that in spite of my books and others out there, people continue to mess up their chances for a job by either doing the wrong things or doing the right things the wrong way.
I am going to share some real-life, current examples of resume mistakes that prevent job seekers from getting an interview and then some interviewing problems that keep them from getting a job offer.
Of course, I have changed the names to protect the guilty.
Ms. Mia (or should I say, MIA?) – her most recent experience was left off of the resume. Since her resume was redone on the recruiting company letterhead, I can't say whose fault this was, but it didn't help her case.
When we asked, are you still with Company XYZ? She had to say, "No. I have been at ABC since 2014." My reaction was, "Oh! Well then, tell me about what you are doing for them?"
The bad news about that is that with very limited time for an interview, we chewed up valuable talk-time which could have been avoided if I had seen the position in the resume. Then, I could have asked specifically about anything in that experience that seemed relevant.
Unfortunately for Ms. Mia, having the up-to-date resume wouldn't have made a difference, because Ms. Mia had interviewing skill issues that kept me from moving her to the next round of interviews.
Her resume had indicators that she might be qualified for the role, which is why she got the initial interview. Her problem was that during the interview she failed to articulate her answers in ways and words that made it clear that she had actually worked in the same kind of role I was looking to fill. This left me uneasy and without a clear understanding of her skill set.
Mr. Nickels – After looking at his resume, I wouldn't consider him for this role. He had PM experience but not at the right level. His budgets were $1.5mm to $2mm. This is not comparable to the $10mm+ level of experience/impact/seasoning that is needed for a PM in where I am working right now.
In this case, Mr. Nickels didn't do anything wrong. His resume gave me the numbers I needed to know that he would not be a good fit. I know from situations where it has occurred that hiring a person into a role that is too far above their skill set level is bad for everyone.
I remember the first time I experienced this. In spite of my reservations (which was really just a gut feel which I couldn't clearly articulate), my teammates decided to hire a new team member. Within weeks (literally less than a month) she began to fail because her skills were a match in type, but not in level for the job.
She protested that she could bring in her deliverables in three months, not the three weeks the timeline called for. All the rest of the team members could meet those deliverables in that schedule, because their game was that much better (higher level) than hers.
We had to manage her out, which is a painful HR nightmare for everyone involved. And it is one I am not eager to repeat.
The woman in question suffered financially and emotionally from the process and our team suffered from the lost productivity and missed client expectations from her sub-level performance.
So, I learned how to match both skill set and level of skill to positions. I also learned how to discern it in resumes and uncover it in interviews.
Mr. Fantastic – I might have interviewed him based on his resume. But if his "multi-million dollar … complex healthcare systems" project listed in his most recent experience turned out to have a budget of less than $10mm, I would have wanted to end the interview right then.
What really kept me from wanting to interview him was his liberal use of hyperbole in his resume.
He had "Excellent" skills – excellent compared to what – a shoe shine boy?
He had a "razor sharp focus." Is anyone going to confess to being unfocused in a resume?
He would "skillfully apply" – would any candidate note a skill in their resume that they applied clumsily?
He was "highly effective." How high is up? Is highly effective delivering an ROI of 500% or 5%? I guess that depends on if the project cost was $5 or $50 million. A 500% ROI on a $5 investment means you turned $5 into $25. And although 5% on $50 million means $2.5 million, it also means that the payback period is 10 years.
I suggest you purge your resume of these kind of adjectives and adverbs. They convey ego, not facts.
1) Your resume summary or skills list mentions a skill set, but your resume experience (and maybe your actual experience) does not reflect any role where you actually had to work in roles that required that as a primary skill set.
o Their resume experience does not reflect experiences where they had to display key PM skills such as project planning, risk management, issue escalation, stakeholder management, etc.
Often this happens because they held roles that may give them some PM skills, but it is not the same as actually having the PM role.
Many of these are people who were asked to act as the PM while also working as an individual contributor in the project. Experience has shown that people in this situation are exposed to PM deliverables and skills, but have not had the opportunity to develop those skills to the level required to manage a project of significant size and complexity. They are an entry level PM, at best.
2) Your resume lists skills as "responsibilities", but doesn't contain any "accomplishments" that reflect those skills. Providing a list of responsibilities without accomplishments that relate to those responsibilities may be read as you were responsible for a lot of things, but didn't do them, and that is why you are now looking for a new job.
Resumes that are laced with "excellent skills" often lack cold, hard facts. Facts and numbers tend to tell their own story and often your willingness to put out your numbers for all the world to see suggests a level of confidence and self-awareness that is too frequently missing in job applicants.
I suggest that you put cold, hard numbers into your resume wherever possible.
Okay, if you managed to avoid those resume pitfalls and you actually got an appointment for an interview, now, you need to do a few things to nail it in the interview.
When you are asked a question in the interview make sure you answer it in less than five minutes. If you cannot give a clear and concise answer in five minutes, then you haven't practiced your answers. If you don't think you can practice your answers, then you haven't given enough thought to what you have actually done in your career.
If you are unable to quickly and clearly cite specific experiences that answer interview questions your actual experience will remain unknown and you are unlikely to progress to an offer.
Consider your answers carefully and listen to the questions you are asked. Even when asked a hypothetical question (e.g., "how would you …?"), instead of saying what you would do, you should respond by pointing to a specific instance in your experience where you handled this kind of situation. You should explain the situation, what you did, and what resulted from your actions. Even for interviewers who habitually ask these (in my opinion worthless) hypothetical questions, answers that highlight actual experience over theory are more impactful.
Hypothetical questions and hypothetical answers are, in my view, only useful when interviewing an entry-level candidate. Unfortunately, many interviewers have never received good training in how to interview in ways that allows them to uncover the relevant experience a candidate has to offer, so these hypothetical questions are very common.
When a candidate tells me what they "would do" or "typically do" (the latter is slightly better), they are talking theory rather than experience. They might be using Google while on the phone to scan the highpoints from an online article to answer the question, or they may be relying on what they learned in a class. In either of those instances, they are talking theory because they have never actually done it. When the candidate says what they "typically do", that is a stronger response, but it still lacks the validation that comes from telling about a relevant experience and what they actually did do.
Avoid using "we-speak". You should be very clear to delineate what the team ("we") was asked to do, and what you ("I") did. I know that we are all indoctrinated in team mentality and not hogging glory, but you are being hired, not the team.


The government plans to put into orbit more satellites after successful launch of Bangabandhu-1 in order to make satellite communications business viable for the country.
Telecom Minister Mustafa Jabbar said the government is well aware that this kind of business cannot be viable with only one satellite.
"Definitely we will go ahead with Bangabandhu-2 or Bangabandhu-3 within the shortest possible time. We have already had discussions with senior policymakers in this regard," he observed.
He made the comments at a roundtable on "Bangabandhu-1 Satellite: Opportunity Unlimited" at the Bangladesh Telecommunication Regulatory Commission (BTRC) in Dhaka.
The Telecom Reporters' Network Bangladesh organised the programme.
Bangabandhu-1 would be launched for its orbital slot on 119.1 degrees east. Three more applications have been made to the International Telecommunication Union for sending satellites on the slots on 69 degrees east, 102 degrees east and 135 degrees east.
The launch of the satellite was scheduled for May 4. However, it has been deferred to May 7 for possible inclement weather.
"The US company SpaceX has fixed the possible date on May 7 for the launch as the weather will not be suitable on May 4," said the minister, adding that the government has a mega plan about satellites after the first launch.
Speaking at the roundtable, BTRC Chairman Shahjahan Mahmood said the launch of the satellite has been rescheduled as the weather would not be favourable.
The launch of the country's first satellite has been deferred several times in the past.
Mahmood asked all local television channels to turn their channels from Bangabandhu-1 following its launch.
The satellite will have 40 transponders.
Saiful Islam, managing director of Bangladesh Communication Satellite Company Ltd, said BCSCL is trying to hire a firm to promote the sales of transponders, especially in countries such as Indonesia and the Philippines.
Abu Saeed Khan, senior fellow of LIRNEasia, a Colombo-based ICT think tank, said though the satellite would be in space, its success would be measured in the surface.
"Please form a commercial policy for the satellite company and try to run with the market," said Khan.
He also called for removal of all taxes for the activities related to the satellite to ensure its commercial success.
Naim Mohammad Fazlun, chief operating officer of AND Telecom Ltd, one of the leading satellite connectivity sellers in the country, called for incentives to connect with the remotest parts of the country with the satellite.
Otherwise, it would be very costly to use the capacity, he said.
Jabbar said the government has identified 772 hard-to-reach unions and will use the satellite to connect with them.
Md Mesbahuzzaman, project director of the Bangabandhu-1 Satellite, Md Khalilur Rahman, associate professor of School of Engineering and Computer Science at Brac University that launched the country's first nanosatellite last year, and Abdulla Hil Kafi, a research assistant of the Brac University's satellite project, also spoke.


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text:
package google

import (
	"encoding/json"
	"fmt"
	"reflect"
	"sort"
	"testing"

	"github.com/hashicorp/terraform/helper/acctest"
	"github.com/hashicorp/terraform/helper/resource"
	"github.com/hashicorp/terraform/terraform"
	"google.golang.org/api/cloudresourcemanager/v1"
)

func TestSubtractIamPolicy(t *testing.T) {
	table := []struct {
		a      *cloudresourcemanager.Policy
		b      *cloudresourcemanager.Policy
		expect cloudresourcemanager.Policy
	}{
		{
			a: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
						},
					},
				},
			},
			b: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"3",
							"4",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
						},
					},
				},
			},
			expect: cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
						},
					},
				},
			},
		},
		{
			a: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
						},
					},
				},
			},
			b: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
						},
					},
				},
			},
			expect: cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{},
			},
		},
		{
			a: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
				},
			},
			b: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"3",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
				},
			},
			expect: cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"2",
						},
					},
				},
			},
		},
		{
			a: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
				},
			},
			b: &cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{
					{
						Role: "a",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
					{
						Role: "b",
						Members: []string{
							"1",
							"2",
							"3",
						},
					},
				},
			},
			expect: cloudresourcemanager.Policy{
				Bindings: []*cloudresourcemanager.Binding{},
			},
		},
	}

	for _, test := range table {
		c := subtractIamPolicy(test.a, test.b)
		sort.Sort(sortableBindings(c.Bindings))
		for i, _ := range c.Bindings {
			sort.Strings(c.Bindings[i].Members)
		}

		if !reflect.DeepEqual(derefBindings(c.Bindings), derefBindings(test.expect.Bindings)) {
			t.Errorf("\ngot %+v\nexpected %+v", derefBindings(c.Bindings), derefBindings(test.expect.Bindings))
		}
	}
}

// Test that an IAM policy can be applied to a project
func TestAccGoogleProjectIamPolicy_basic(t *testing.T) {
	pid := "terraform-" + acctest.RandString(10)
	resource.Test(t, resource.TestCase{
		PreCheck:  func() { testAccPreCheck(t) },
		Providers: testAccProviders,
		Steps: []resource.TestStep{
			// Create a new project
			resource.TestStep{
				Config: testAccGoogleProject_create(pid, pname, org),
				Check: resource.ComposeTestCheckFunc(
					testAccGoogleProjectExistingPolicy(pid),
				),
			},
			// Apply an IAM policy from a data source. The application
			// merges policies, so we validate the expected state.
			resource.TestStep{
				Config: testAccGoogleProjectAssociatePolicyBasic(pid, pname, org),
				Check: resource.ComposeTestCheckFunc(
					testAccCheckGoogleProjectIamPolicyIsMerged("google_project_iam_policy.acceptance", "data.google_iam_policy.admin", pid),
				),
			},
			// Finally, remove the custom IAM policy from config and apply, then
			// confirm that the project is in its original state.
			resource.TestStep{
				Config: testAccGoogleProject_create(pid, pname, org),
				Check: resource.ComposeTestCheckFunc(
					testAccGoogleProjectExistingPolicy(pid),
				),
			},
		},
	})
}

// Test that a non-collapsed IAM policy doesn't perpetually diff
func TestAccGoogleProjectIamPolicy_expanded(t *testing.T) {
	pid := "terraform-" + acctest.RandString(10)
	resource.Test(t, resource.TestCase{
		PreCheck:  func() { testAccPreCheck(t) },
		Providers: testAccProviders,
		Steps: []resource.TestStep{
			resource.TestStep{
				Config: testAccGoogleProjectAssociatePolicyExpanded(pid, pname, org),
				Check: resource.ComposeTestCheckFunc(
					testAccCheckGoogleProjectIamPolicyExists("google_project_iam_policy.acceptance", "data.google_iam_policy.expanded", pid),
				),
			},
		},
	})
}

func getStatePrimaryResource(s *terraform.State, res, expectedID string) (*terraform.InstanceState, error) {
	// Get the project resource
	resource, ok := s.RootModule().Resources[res]
	if !ok {
		return nil, fmt.Errorf("Not found: %s", res)
	}
	if resource.Primary.Attributes["id"] != expectedID && expectedID != "" {
		return nil, fmt.Errorf("Expected project %q to match ID %q in state", resource.Primary.ID, expectedID)
	}
	return resource.Primary, nil
}

func getGoogleProjectIamPolicyFromResource(resource *terraform.InstanceState) (cloudresourcemanager.Policy, error) {
	var p cloudresourcemanager.Policy
	ps, ok := resource.Attributes["policy_data"]
	if !ok {
		return p, fmt.Errorf("Resource %q did not have a 'policy_data' attribute. Attributes were %#v", resource.ID, resource.Attributes)
	}
	if err := json.Unmarshal([]byte(ps), &p); err != nil {
		return p, fmt.Errorf("Could not unmarshal %s:\n: %v", ps, err)
	}
	return p, nil
}

func getGoogleProjectIamPolicyFromState(s *terraform.State, res, expectedID string) (cloudresourcemanager.Policy, error) {
	project, err := getStatePrimaryResource(s, res, expectedID)
	if err != nil {
		return cloudresourcemanager.Policy{}, err
	}
	return getGoogleProjectIamPolicyFromResource(project)
}

func compareBindings(a, b []*cloudresourcemanager.Binding) bool {
	a = mergeBindings(a)
	b = mergeBindings(b)
	sort.Sort(sortableBindings(a))
	sort.Sort(sortableBindings(b))
	return reflect.DeepEqual(derefBindings(a), derefBindings(b))
}

func testAccCheckGoogleProjectIamPolicyExists(projectRes, policyRes, pid string) resource.TestCheckFunc {
	return func(s *terraform.State) error {
		projectPolicy, err := getGoogleProjectIamPolicyFromState(s, projectRes, pid)
		if err != nil {
			return fmt.Errorf("Error retrieving IAM policy for project from state: %s", err)
		}
		policyPolicy, err := getGoogleProjectIamPolicyFromState(s, policyRes, "")
		if err != nil {
			return fmt.Errorf("Error retrieving IAM policy for data_policy from state: %s", err)
		}

		// The bindings in both policies should be identical
		if !compareBindings(projectPolicy.Bindings, policyPolicy.Bindings) {
			return fmt.Errorf("Project and data source policies do not match: project policy is %+v, data resource policy is  %+v", derefBindings(projectPolicy.Bindings), derefBindings(policyPolicy.Bindings))
		}
		return nil
	}
}

func testAccCheckGoogleProjectIamPolicyIsMerged(projectRes, policyRes, pid string) resource.TestCheckFunc {
	return func(s *terraform.State) error {
		err := testAccCheckGoogleProjectIamPolicyExists(projectRes, policyRes, pid)(s)
		if err != nil {
			return err
		}

		projectPolicy, err := getGoogleProjectIamPolicyFromState(s, projectRes, pid)
		if err != nil {
			return fmt.Errorf("Error retrieving IAM policy for project from state: %s", err)
		}

		// Merge the project policy in Terraform state with the policy the project had before the config was applied
		var expected []*cloudresourcemanager.Binding
		expected = append(expected, originalPolicy.Bindings...)
		expected = append(expected, projectPolicy.Bindings...)
		expected = mergeBindings(expected)

		// Retrieve the actual policy from the project
		c := testAccProvider.Meta().(*Config)
		actual, err := getProjectIamPolicy(pid, c)
		if err != nil {
			return fmt.Errorf("Failed to retrieve IAM Policy for project %q: %s", pid, err)
		}
		// The bindings should match, indicating the policy was successfully applied and merged
		if !compareBindings(actual.Bindings, expected) {
			return fmt.Errorf("Actual and expected project policies do not match: actual policy is %+v, expected policy is  %+v", derefBindings(actual.Bindings), derefBindings(expected))
		}

		return nil
	}
}

func TestIamRolesToMembersBinding(t *testing.T) {
	table := []struct {
		expect []*cloudresourcemanager.Binding
		input  map[string]map[string]bool
	}{
		{
			expect: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
					},
				},
			},
			input: map[string]map[string]bool{
				"role-1": map[string]bool{
					"member-1": true,
					"member-2": true,
				},
			},
		},
		{
			expect: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
					},
				},
			},
			input: map[string]map[string]bool{
				"role-1": map[string]bool{
					"member-1": true,
					"member-2": true,
				},
			},
		},
		{
			expect: []*cloudresourcemanager.Binding{
				{
					Role:    "role-1",
					Members: []string{},
				},
			},
			input: map[string]map[string]bool{
				"role-1": map[string]bool{},
			},
		},
	}

	for _, test := range table {
		got := rolesToMembersBinding(test.input)

		sort.Sort(sortableBindings(got))
		for i, _ := range got {
			sort.Strings(got[i].Members)
		}

		if !reflect.DeepEqual(derefBindings(got), derefBindings(test.expect)) {
			t.Errorf("got %+v, expected %+v", derefBindings(got), derefBindings(test.expect))
		}
	}
}
func TestIamRolesToMembersMap(t *testing.T) {
	table := []struct {
		input  []*cloudresourcemanager.Binding
		expect map[string]map[string]bool
	}{
		{
			input: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
					},
				},
			},
			expect: map[string]map[string]bool{
				"role-1": map[string]bool{
					"member-1": true,
					"member-2": true,
				},
			},
		},
		{
			input: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
						"member-1",
						"member-2",
					},
				},
			},
			expect: map[string]map[string]bool{
				"role-1": map[string]bool{
					"member-1": true,
					"member-2": true,
				},
			},
		},
		{
			input: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
				},
			},
			expect: map[string]map[string]bool{
				"role-1": map[string]bool{},
			},
		},
	}

	for _, test := range table {
		got := rolesToMembersMap(test.input)
		if !reflect.DeepEqual(got, test.expect) {
			t.Errorf("got %+v, expected %+v", got, test.expect)
		}
	}
}

func TestIamMergeBindings(t *testing.T) {
	table := []struct {
		input  []*cloudresourcemanager.Binding
		expect []cloudresourcemanager.Binding
	}{
		{
			input: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
					},
				},
				{
					Role: "role-1",
					Members: []string{
						"member-3",
					},
				},
			},
			expect: []cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
						"member-3",
					},
				},
			},
		},
		{
			input: []*cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-3",
						"member-4",
					},
				},
				{
					Role: "role-1",
					Members: []string{
						"member-2",
						"member-1",
					},
				},
				{
					Role: "role-2",
					Members: []string{
						"member-1",
					},
				},
				{
					Role: "role-1",
					Members: []string{
						"member-5",
					},
				},
				{
					Role: "role-3",
					Members: []string{
						"member-1",
					},
				},
				{
					Role: "role-2",
					Members: []string{
						"member-2",
					},
				},
			},
			expect: []cloudresourcemanager.Binding{
				{
					Role: "role-1",
					Members: []string{
						"member-1",
						"member-2",
						"member-3",
						"member-4",
						"member-5",
					},
				},
				{
					Role: "role-2",
					Members: []string{
						"member-1",
						"member-2",
					},
				},
				{
					Role: "role-3",
					Members: []string{
						"member-1",
					},
				},
			},
		},
	}

	for _, test := range table {
		got := mergeBindings(test.input)
		sort.Sort(sortableBindings(got))
		for i, _ := range got {
			sort.Strings(got[i].Members)
		}

		if !reflect.DeepEqual(derefBindings(got), test.expect) {
			t.Errorf("\ngot %+v\nexpected %+v", derefBindings(got), test.expect)
		}
	}
}

func derefBindings(b []*cloudresourcemanager.Binding) []cloudresourcemanager.Binding {
	db := make([]cloudresourcemanager.Binding, len(b))

	for i, v := range b {
		db[i] = *v
		sort.Strings(db[i].Members)
	}
	return db
}

// Confirm that a project has an IAM policy with at least 1 binding
func testAccGoogleProjectExistingPolicy(pid string) resource.TestCheckFunc {
	return func(s *terraform.State) error {
		c := testAccProvider.Meta().(*Config)
		var err error
		originalPolicy, err = getProjectIamPolicy(pid, c)
		if err != nil {
			return fmt.Errorf("Failed to retrieve IAM Policy for project %q: %s", pid, err)
		}
		if len(originalPolicy.Bindings) == 0 {
			return fmt.Errorf("Refuse to run test against project with zero IAM Bindings. This is likely an error in the test code that is not properly identifying the IAM policy of a project.")
		}
		return nil
	}
}

func testAccGoogleProjectAssociatePolicyBasic(pid, name, org string) string {
	return fmt.Sprintf(`
resource "google_project" "acceptance" {
    project_id = "%s"
    name = "%s"
    org_id = "%s"
}
resource "google_project_iam_policy" "acceptance" {
    project = "${google_project.acceptance.id}"
    policy_data = "${data.google_iam_policy.admin.policy_data}"
}
data "google_iam_policy" "admin" {
  binding {
    role = "roles/storage.objectViewer"
    members = [
      "user:evanbrown@google.com",
    ]
  }
  binding {
    role = "roles/compute.instanceAdmin"
    members = [
      "user:evanbrown@google.com",
      "user:evandbrown@gmail.com",
    ]
  }
}
`, pid, name, org)
}

func testAccGoogleProject_create(pid, name, org string) string {
	return fmt.Sprintf(`
resource "google_project" "acceptance" {
    project_id = "%s"
    name = "%s"
    org_id = "%s"
}`, pid, name, org)
}

func testAccGoogleProject_createBilling(pid, name, org, billing string) string {
	return fmt.Sprintf(`
resource "google_project" "acceptance" {
    project_id = "%s"
    name = "%s"
    org_id = "%s"
    billing_account = "%s"
}`, pid, name, org, billing)
}

func testAccGoogleProjectAssociatePolicyExpanded(pid, name, org string) string {
	return fmt.Sprintf(`
resource "google_project" "acceptance" {
    project_id = "%s"
    name = "%s"
    org_id = "%s"
}
resource "google_project_iam_policy" "acceptance" {
    project = "${google_project.acceptance.id}"
    policy_data = "${data.google_iam_policy.expanded.policy_data}"
    authoritative = false
}
data "google_iam_policy" "expanded" {
    binding {
        role = "roles/viewer"
        members = [
            "user:paddy@carvers.co",
        ]
    }

    binding {
        role = "roles/viewer"
        members = [
            "user:paddy@hashicorp.com",
        ]
    }
}`, pid, name, org)
}

redpajama_set_name: RedPajamaGithub


Formica White Onyx, available since 1969 — You KNOW you've seen this in a gazillion kitchens and bathrooms!
I have been on a tear, of late, researching laminates. Considering how Greige and Granite-y 99% of what's out there is, I want to provide Retro Renovators with the broadest researched selection possible of designs that have a more historical, retro appeal. After I learned that Formica's butcher block laminate has been in production since 1972, I asked Formica if they could look through their records to identify any more laminates introduced in the 60s, 70s and 80s, and which are still for sale today. And yes, the company found 54 more postmodern-era laminates for us to consider for our bathroom and kitchen renovations. At the left: White Oynx, which has been in production since 1969. Faux granite today — faux marble back then. A reminder to let's not diss today's granite fixations too much, we're now in houses built during a time when there were just different fixations.
Marine Blue, 1976: Heck to the yeah!
In 1963 – possibly earlier – we had Antique White (above), as well as White, Champagne and Beige. Why not!
Cool, huh? See all of Formica's solid-, pattern- and woodgrain laminate here.
Jeff is on the lookout for gold speckled laminate countertops — he uses them for banjo finger boards!
The 1965 ranch I grew up in had/has a formica counter top white background with space age stars and spots all over. Has anyone else seen this or might have a commerical photo?
Pam thanks for your link back to this article – mystery solved I think as to what my 1948 wood cabinets were faced with – dune wood. (which still seems to be available). As the floor, sink, and countertops are original I also wished the cabinets had been left alone, but putting a name to the pattern has helped me to appreciate them more. They are still in very good condition.
I'm trying to date this kitchen – the laminate counters are white with a sager-forest green ragged on. It's a common pattern, seen it all my life, but I have no idea when it dates from. My kitchen has the original wood cabinets (custom, shellacked) and a linoleum floor in horrible shape. There's an alcove for the stove, lined in white with gold glitter laminate to the ceiling. probably from the same time? The bathroom is Mamie pink with blue trim. If that has a date! Please help. The link to Formica's historical archive leads nowhere now.
Trying to locate some sheets of the white laminex with gold speckles early 60s kitchen. To redo our kitchen back to its original design , previous owners tried to modernise our 1962 house, just doesn't work does it ..


text:
Q: problems with local storage and onClick on page refresh hello guys i am woking on this app where there are 3 states on a button
first state, this is the default when the web page is openend for the first time
Picture 1:-

then when you click it, it changes to another image, and sets a timer.
Picture 2:-

when the timer is over it changes again to another image.
Picture 3:-

then when u click it again it is changing to picture nr 2 with green outline and start timer again,
I use local storage to make sure I save the timer and the pictures, but my problem is when I refresh the page I turns back to picture number 1, here I would like it to remember what "state" it was in, if it was clicked once I need it to on refresh, remember that I should be "green" like on picture 2 and wait for the timer to end and turn "red" like on picture 3, and if the timer was out and it was red like on picture 3 I need it to remember that also!
I'm REALLY lost, and all new to this, so I hoping for help, maybe and example..
thanks in advance :( :O
here a my html button code:

and here is my javascript:

A: HTML:

JS:

A: Local storage survives page refresh. you don't need a backend server for this, it can be done using JS.
Have a method that sets up the content panel
function loadContent(state){
// get state as parameter and show buttons accordingly
}

on your $(document).ready check is local storage holds those values (localStorage.getItem()) that you need. if it does pass those if not pass initial setting

A: this i the code i have now, and it still refreshes other rows in my foreach loop
 @foreach (var item in Model)
    {

                     item.behov)"><input type="image" src="~/lib/pictures/behov.png" style="height:150px;width:150px" />

                     item.sove)"><input type="image" src="~/lib/pictures/sove.png" style="height:150px;width:150px" />

                     item.div)"><input type="image" src="~/lib/pictures/diverse.png" style="height:150px;width:150px" />

                    <input type="image" src="~/lib/pictures/Redigere.png" style="height:150px;width:150px" />

                    <input type="image" src="~/lib/pictures/slet.png" style="height:150px;width:150px" />

@Html.DisplayFor(modelItem => item.navn)

    }

@section scripts
                {


text:
Q: select top 2 rows every 5 rows in pandas I want to select top two rows every 5 rows in pandas dataframe. How could I do this?
Consider the following dataframe:
col1  | col2 | col3
1     | 1    | 1
2.    | 2.   | 2
3.    | 3.   | 3
4     | 4    | 4
5.    | 5.   | 5
6.    | 6.   | 6
7.    | 7.   | 7

I would like to get the following values
    col1  | col2 | col3
    1     | 1    | 1
    2.    | 2.   | 2

and
    col1  | col2 | col3
    6.    | 6.   | 6
    7.    | 7.   | 7

I will really appreciate the help!!!

A: Use floor division on the index and groupby on it with head:
df.groupby(df.index//5).head(2)


Kendra Doukas, LMFT is one of the Catalyst Center's expert therapists in the area of mental health during pregnancy and postpartum periods. She recently served on a panel of experts discussing the importance of recognizing the Mind-Body connection during pregnancy. The panel included members from the medical, midwife, and mental health communities and they provided a comprehensive perspective on this topic. Kendra discussed aspects of mental health as it relates to pregnancy/postpartum periods and the importance of pursuing a healthy balance for optimal mental well-being. Watch the full video below!


Irish singer songwriter Gavin James' 'Always' was featured on the new episode of The CW supernatural drama series Legacies this week — Season 1, Episode 14, "Let's Just Finish The Dance" (March 14th, 2019).
The song was played as Josie confronts Lizzie, Roman listens to Lizzie and Josie's conversation without them knowing, and as Hope breaks down.
Gavin James' 'Always' is from his sophomore studio album Only Ticket Home, which was released in October, 2018. It was the second single from the album, and made it to the 53rd spot on the Irish singles chart upon release.
The album itself hit the number 2 spot on the Irish album chart, as well as eventually charting in both Switzerland and the Netherlands.
As for Gavin James, he has been interested in and playing music since he was a little kid. He even joined his first rock band when he was just eight years old, but has been performing primarily solo since 2013.
Listen to Gavin James' 'Always' as featured on Legacies in the lyric video below. You can hear his entire sophomore album — Only Ticket Home — on the Spotify widget below that.