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10 Cool iPhone Features That Android Should Steal Right Away
Both iPhone and Android are two important pillars of the smartphone industry. Now, I have been using Android for most of my digital life. But lately, I've started using an iPhone, in addition to using iOS on iPad for the last two years.
Of course, you get a very different experience when you start using iDevices. And, in fact, there are some really cool and helpful features I found on iOS and iPhone. Sadly, these are not present on Android, I mean, Stock Android.
So, here's the list of these features so you can check them out and try them if you have an iPhone.
Now, for better visuals and understanding of these features, you can watch this really interesting video that we've posted on our YouTube channel.
9 iPhone Features That Android Should Steal
1. Offload Apps
It's 2019 and it's not even surprising that you've installed more than 100 apps on your phone. But you don't use all of them every day, do you?
So, on iOS, there is a feature called Offload apps which uninstalls the apps that you haven't used in a while. As a result, you get some free space on your phone to install more apps and click more photos.
However, all the app data is kept on the device. So, when you open the app next time, it automatically installs itself, and because all the data is already there, you can start from where you left.
2. Live Listen (Spying Mode)
Now, this is actually an accessibility feature called Live Listen. But the real reason why I like it so much is it can help you become a part-time spy, or you can know who are your "real friends."
So, how it's done? You can enable live listen on your iPhone and make sure your AirPods are connected to it. Then place your phone in the room where your friends are sitting and walk away. After that, you can listen to all the conversations wirelessly on your AirPods.
3. Battery Health
If your iPhone or your iPad's battery dies real quick, then you can check the remaining battery capacity of your device on the Battery settings page.
Now, this feature has an interesting story. You might have heard that back in 2017 that Apple was caught slowing down older iPhones for some reason.
Later, Apple said it did so to overcome the battery depletion on the older devices. But now this feature can tell if your battery needs a replacement.
4. Scroll To Top
Sometimes, you're scrolling through some website or app and you keep scrolling down to the point from where there's no back coming back. I mean it's just too difficult to reach the top. So, on the iPhone or iPad, you can simply tap on the notification bar to reach the top (watch the video for visuals).
Surprisingly, although this feature is not that big, it's one of the most liked features by Android users. What's more surprising is the feature has been there for ages, I mean, it's so old that it was there when iOS was called iPhone OS.
5. Shake to Undo/Redo
This is another small but useful feature that you won't find on Android. When you're typing something, you can simply shake the device to delete the typos. So, what happens is when you shake the device, you get this undo option.
Certainly, it's somewhat easier than pressing and holding the back button. But still, it looks more like a fancy gimmick until you realize that you can also 'Redo' by shaking. That is you can bring back the text you might have deleted accidentally.
6. AirDrop
Now ever since I have used an iPhone, AirDrop is one thing that I have always wanted to be on Android. I mean, it's interesting to see how seamlessly the file transfer happens between Apple devices.
Yes, it only works between Apple devices. But at least it's a native feature which is not the case with Stock Android. Of course, you have third-party apps that basically do the same job, or if you're fine with Bluetooth then that's okay. Of course the job gets done, but a native feature would have been better.
Apple's Continuity
Now speaking of Continuity, I wanted to add some more features. Like, there is Handoff where you can start using an app on your iPhone and quickly continue using it on your iPad or Macbook.
You also have Universal Clipboard which lets you copy-paste stuff between different Apple devices. Instant Hotspot is another great feature that lets you quickly connect your Mac to your iPhone's internet. And for that, you don't need to set up anything on your iPhone.
However, to use these, as I said, you need to have different Apple devices, like a MacBook or an iPad. Now, Android's counterpart here is the Chromebook (more precisely the Pixelbook) where you might expect some level of sync between your phone and PC.
But I haven't used a Chromebook until now. So, I want to keep things as fair as possible and not talk about these features.
7. Collect Multiple Apps
A great way to organize your home screen is by making folders, and on the iPhone, there's an amazing way to do it. You can hold an app with one finger, then collect other apps and put them in a folder all at once. You can watch the video at the top to see how it's done.
But if you want to do the same thing on Android, you're seriously up for big pain. So, you might not use this feature every day but it's a serious helper at times.
8. System-wide Backup
Even after all these years, one area where Android lags behind is backing up the device. Now, both Android and iOS can backup data to the cloud. But on the iPhone, you can also do a full system-wide backup without using a third party app.
Whereas on Android, although Google says it's backing up your settings, app data, and other things, most of the things don't show up when you're trying to restore your device after a factory reset. The best results you can get is when you have a Pixel device. So, here also you might have to use some third party app.
9. Face ID
Face Unlock is one thing that you can see on many and many non-Google devices, like OnePlus, and crappy one on Samsung. Right now, I don't want to comment on whether it's better than Apple's Face ID or not.
But the reality is that Google hasn't been able to crack the code here. There is no native Face Unlock feature on Stock Android. And I guess that's a big enough reason to hold back Google in the race.
Here also I have heard rumors that Google might bring the long-awaited feature to Android Q.
10. Camera Leveling
iPhone's camera app has this really interesting feature. Suppose you're taking a photo of something from the top-down angle. The camera app has a little marker that helps you keep your phone almost parallel to the ground so that you can keep the symmetry in place.
This feature is there on Samsung Galaxy devices but it would have been great if Google had put it on Android natively or at least on the Google Camera app.
Guys, these were some cool iPhone features that you wouldn't find on a Stock Android device. Now, of course, you can get some of these features using third-party apps. So, go ahead if you want to try them.
Also Read: Best iOS Emulators For PC (Windows And Mac) To Run iOS Apps


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1. DRIVERS FOR WORK-LIFE BALANCE
Much of the pressure for work-life balance policies originates from the changing demographic make-up of our potential workforce, changing social roles, the changing responsibilities of organisations and legislative pressure. Increasing numbers of women in the workforce wishing to combine family and work responsibilities is an obvious driver for what were initially called 'family-friendly' polices (Kodz et al. 2002) and which quickly became work-life balance policies. This legacy does cause some problems for the implementation of work-life balance as we discuss later. The ageing population and workforce is another demographic change which has raised the importance of work-life balance for employers. Older employees may wish, or financially need, to remain in work, but work fewer hours or different shift patterns. The government recognises this and in its Opportunity Age strategy (DWP 2005) there is the identified goal of increasing flexibility for older workers so they can combine work with family and other commitments and any health problems.
A recent study by the Royal College of Nursing (RCN) identified the large number of nurses, working very difficult shift patterns, over the age of 50 who were going to retire. Many of these nurses would have been prepared to stay on in work if they had access to shift patterns which allowed them a better work-life balance, or if they could work part time at the same job level. Such is the level of concern that the government has sponsored a drive to improve work-life balance in the NHS (Mahoney 2002). In addition, the fact that people are living longer means that many employees or potential employees have caring responsibilities, not only for children, but also for elderly parents.
In a tight labour market with a shortage of needed skills employers are forced into developing policies which can attract and retain groups of workers who might previously have left the organisation. Lloyds TSB, for example, felt that to attract and retain the workers that they needed, they needed to demonstrate that they were a progressive employer in terms of work-life balance policies. IRS (2002) found that the most popular reasons for employers to introduce work-life balance policies were recruitment and retention, and CIPD (2005) found that retention was the key driver. The importance of this issue is underlined by the fact that the government is encouraging work-life balance, and began a campaign for this in 2000.
A further influence is the need for employers to respond to what is now termed 'a 24/7 society'. Noon and Blyton (1997) argue that individual working hours are being decoupled from operating hours, and that more flexibility is needed to cover round- the-clock peaks and troughs. They argue that this now applies to a much wider range of business areas than hotels, hospitals and continuous processes operations. Financial services and retail operations are now subject to similar pressures. There is much evidence of work intensification over the past two decades and this faster pace has been associated with much greater levels of stress in organisations. Holbeche and McCartney (2002) found that employees were experiencing anxiety, work overload, loss of control, pressure, long hours and insufficient personal time. Such experiences are likely to encourage a reassessment of values in workers, and there is also evidence that younger people entering the labour market are much less willing to sacrifice their personal lives for total commitment to work. Values and expectations appear to be changing.
Associated with such changes organisations have been facing, and sometimes losing, lawsuits in respect of stress resulting from work. From a legal perspective employers have a duty of care, so in terms of self-protection work-life balance measures have an
attraction. On a more positive note there is some evidence that employers are more concerned about promoting a healthy working environment and are more aware of their social responsibilities as an employer.
In conjunction with David Blunkett, the then Secretary of State for Education and Employment, the Employers for Work-life Balance Alliance was set up in 2000. It comprised 22 employers who exhibited good practice in work-life balance and served to offer advice to other organisations. The alliance has now disbanded but in its place Investors in People has developed a work-life balance model which offers guidance for employers.
2. THE LEGISLATIVE CONTEXT: FAMILY-FRIENDLY LAW
In recent years a significant contribution to the development of workplaces which offer a better work-life balance has been made by the government and by EU institutions. This has involved the introduction of new regulations which require employers to take account of the needs of people with family responsibilities as well as substantial improvements to existing statutory rights. Campaigners pressing for greater family- friendly working practices would like to see a much further extension of this kind of legal right, and this may well happen over time. For now though the government has chosen to take an incremental rather than a radical approach to policy development in this area, taking care to balance the interests of employees and employers. The major ways in which the law plays a part in promoting family-friendly working practices are set out in the following paragraphs. The Working Time Regulations 1998, which are also often reviewed in this context, were discussed in Chapter 22.
2.1. Ante-natal care
A well-established statute gives pregnant employees the right to take reasonable time off work to attend medical appointments connected with a pregnancy without losing any pay. The right is expressed as follows:
not to be unreasonably refused time off for the purposes of attending ante-natal care appointments.
This means that permission must be sought and gained before the leave is taken. There is no general right simply to leave the employers' premises and then later state that this was for the purposes of attending ante-natal care appointments. If an employer unreasonably refuses a request, a claim can be taken to an employment tribunal. In many cases the employer's action will constitute sex discrimination and will lead to compensation being awarded. More common are situations in which the time off is agreed to, but not on a paid basis, or in which employers insist that any 'lost' time is made up at a later date. In such cases the tribunals make an award equal to any salary that has been lost. A common situation in which an employer can reasonably refuse a request is where the woman concerned works on a part-time basis and could arrange her appointment at a time when she is not working.
2.2. Maternity leave
The right for a mother to take time off before, during and after her baby is born has applied for many years, but the UK's regulatory regime was altered significantly in 2000 and rights were extended further in 2003 and 2007. The aims were both to increase the amount of time a woman could take off work for maternity reasons, and to simplify administrative requirements.
The scheme specifies three different types of maternity leave:
ordinary maternity leave (OML);
compulsory maternity leave (CML);
additional maternity leave (AML).
OML applies to all workers but there is no qualifying period of service. It can last for up to 26 weeks (i.e. six months) and can start at any time within 11 weeks of the date that the baby is expected to be born. Unlike the old scheme, no information needs to be supplied to the employer in writing, nor are any statements of intentions about taking further leave or returning to work required. The woman must, however, inform her employer of the week in which she expects to have her baby and give three weeks' notice of her intention to take the leave. OML normally begins on the intended date (i.e. on the date the employee informed the employer that it would start), but it starts automatically at an earlier time if the baby arrives early or if the woman is absent for a pregnancy- related reason in the four weeks prior to the expected date of birth.
During OML the contract of employment continues in all respects except for pay. The woman is entitled to retain any contractual benefits such as company cars, portable computers and mobile phones, and her holidays continue to accrue. Any health insurance provided by the employer is retained and all the general duties owed by employers to employees and vice versa continue (see Chapter 6). Moreover, there is a general right for the woman to return to the same job on the same terms and conditions following OML. All pay rises and other improvements to terms and conditions must be honoured so that after her return to work the contractual situation is as if the maternity leave had not occurred. The only exception is where the job becomes redundant during OML, in which case the right is to return to a suitable alternative job with similar terms and conditions. It is important to remember that the right is to return to the same job and not necessarily to the same work. It may be that changes have been made in her absence that mean the detailed work the woman does on her return may be somewhat different.
CML is straightforward. It is simply the two weeks after the birth, during which there is now a compulsory period of maternity leave. The onus is on the employer to make sure that no work is done during this period. Except in the case of very premature births, CML and OML overlap, so CML only applies where a woman decides she does not wish to exercise her right to OML.
AML can only be taken by employees. It runs for a further 26 weeks following on from the end of OML, giving women in this position the right to take a full year of leave following a birth. However, the contractual position during OML and AML is wholly different. Unless the contract of employment states otherwise, terms and conditions of employment do not remain in place during AML. The only exceptions are notice provisions (on either side), redundancy compensation, the right to disciplinary and grievance procedures and the basic duty of trust and confidence. In other respects the contract of employment is suspended during this time. Annual leave continues to accrue but only to the four weeks required by the Working Time Regulations. The right to return after AML is to the same job if reasonably practicable. Otherwise it is to a suitable job on no less favourable terms and conditions.
Whether a woman just takes OML or exercises her right to take AML, she is entitled to return to work before the full period of leave elapses, but to exercise this right she must give eight weeks' notice to her employer. There is no longer any requirement to inform the employer in writing of a return to work after 26 weeks (or 52 weeks in the case of AML). The assumption must be that the woman will return at this time.
2.3. Maternity pay
Public sector employers as well as many larger companies continue to pay their employees during maternity leave, but this is not a legal requirement. Regulations specify only that Statutory Maternity Pay (SMP) is paid through the payroll to all those who are entitled to receive it. SMP is payable for 39 weeks for employees who have completed 26 weeks' service with their employers at the fifteenth week prior to the week that the baby is due, and who earn more than the lower earnings limit for national insurance purposes (£84 a week in 2007). Women who do not qualify for SMP have to claim state maternity allowance from the Benefits Agency from the start of their leave.
SMP is paid at the 'higher rate' for the first six weeks (90 per cent of salary) and thereafter at the 'lower rate' (£108.85 per week in 2007). Employers can claim a portion of their SMP payments back from the government through reduced future national insurance contributions.
2.4. Parental, paternity and adoption leave
European law gives both parents of a child the right to take up to 13 weeks' unpaid leave during the first five years of the child's life or during the five years following the adoption of a child. If the child is disabled, 18 weeks may be taken during the first 18 years of the child's life. In the UK this right currently only extends to employees who have completed a year's continuous service with their employer. It is only available to parents who have caring responsibilities for the child and the leave must be for the purpose of caring for that child. Interestingly, in this area of law, multiple births give multiple rights. So parents of triplets are entitled to take 39 weeks' leave.
As with the Working Time Regulations (see Chapter 22), employers may if they wish enter into a formal workplace agreement with their employees setting out how the principles of the law are to be applied locally. In the absence of such an agreement, a statutory default scheme applies which sets out how parental leave schemes should operate in practice. Included are clauses which restrict parents to a maximum of four weeks' parental leave per calender year and which give a 'right to return' equivalent to that for additional maternity leave (AML).
In addition to the right to take unpaid parental leave, since April 2003 UK law has given fathers of new babies the right to take two weeks' paid paternity leave within the first 56 days of the birth. However, this only applies to employees who have been employed for six months, 14 weeks before the expected date of the birth. As with parental leave, only fathers who expect to have responsibility for the child's upbringing are eligible. Paternity leave is paid at the same rate as the lower rate of statutory maternity pay (SMP), while return-to-work arrangements and contractual entitlements are the same as those for ordinary maternity leave (OML). Here though, multiple births do not give multiple rights.
When parents adopt a child, only one is entitled to take full adoption leave on the same basis as the maternity leave scheme outlined above, with pay during the first six months. The other is then entitled to take unpaid parental leave and two weeks' paid adoption leave. The payment arrangements rules about entitlement, notification procedures and contractual entitlements are as for maternity and paternity leave respectively.
2.5. Time off for dependants
Further European law gives workers a right to take reasonable amounts of time off during working hours for urgent family reasons, employers being informed of the intention to take the leave 'as soon as is reasonably practicable'. The UK legislation which gives effect to the relevant directive dates from 2000. It specifies the following situations in which such leave can be taken:
to provide assistance when a dependant falls ill, gives birth or is injured;
to make arrangements for the provision of care for a dependant who is ill or injured;
on the death of a dependant;
due to unexpected disruption or termination of the arrangements for the care of a dependant;
to deal with an incident involving a child during the time when an educational establishment has care of that child.
'Dependants' are defined as spouses, children, parents or people who live in the same household as the worker, but they only become 'dependants' once they rely on the worker for assistance when ill, either directly or through arrangements made with a third party. Tenants, lodgers and employees are specifically excluded. The term 'reasonable' is not defined in the Act, but guidance issued by the Department of Trade and Industry (DTI) suggests that it should not normally be more than two days (i.e. enough time to deal with an immediate crisis and arrange longer-term care). This law does not therefore give a parent the right to take weeks of time off to care for a child during the whole duration of an illness. As with ante-natal care, the right is not to have a reasonable request turned down, and over time the courts will have to determine what is and what is not reasonable. What, for example, should happen if the employer knows that a mother's husband is unemployed and available to care for a sick child?
2.6. The right to request flexible working
A significant family-friendly measure is the right to request flexible working. It goes some way to meeting the demands of campaigners that parents with child-rearing or caring responsibilities should be able to work part time as a right, but it falls short of this position by some margin. The right is for parents of young children and people with caring responsibilities for infirm adults to request any form of flexible working, but it is likely to be used principally by women returning from maternity leave who would like to cut or alter their hours.
The regulations set out a procedure which requires the parent or carer to write formally to their employer asking for a one-off change in terms and conditions, together with an explanation as to how the request could be accommodated in practice. The employer can turn the request down, but only if one of the following eight reasons applies:
burden of additional costs;
detrimental effect on ability to meet customer demand;
inability to reorganise work among existing staff;
inability to recruit additional staff;
detrimental impact on quality;
detrimental impact on performance;
insufficiency of work during the periods the employee proposes to work;
planned structural changes.
When a request is turned down, the employee has a right to make a formal appeal, but if this is unsuccessful must wait for a further year before being allowed to make another request to work flexibly. The grounds on which complaints can be made to an employment tribunal are narrow because the right is only to make a request to work flexibly. According to the regulations tribunals are not invited to give consideration as to whether the refusal was itself justified on business grounds or not. However, this situation has effectively changed as a result of the ruling in the case of Hardys & Hansons PLC v. Lax (2005) – at least as far as requests made by women are concerned. Here the regulations were used in tandem with sex discrimination law to bring about a situation in which employers' reasons are subject to scrutiny by tribunals. Mrs Lax won her case. Her request to return to work following maternity leave on a job-share basis had been turned down, despite such an arrangement being possible. The employers' objections had been 'greatly exaggerated'.
2.7. Debates about family-friendly legislation
Views are divided about how, and indeed whether, further extensions of the family- friendly rights outlined above would be justified. Some mooted changes are uncontroversial, such as allowing a couple to choose whether it is the mother or the father who exercises the right to take additional maternity leave (AML), but others are strongly resisted by employers' associations. These include paying women at the higher rate of SMP throughout ordinary maternity leave (OML), giving employees returning from maternity leave a legal right to work part time and requiring larger employers to provide access to creche facilities. Many employers argue that such measures would unacceptably add to their costs and make them less competitive internationally. There is also evidence of growing discontent about such measures from employees who do not have families, and a fear that too much regulation of this kind actually serves to hinder rather than help women's employment prospects by acting as a 'disincentive to hiring women of prime child-bearing age' (Lea 2001, p. 57).
However, strong public policy arguments can also be put in favour of family-friendly legislation and these hold sway in current government circles. In short, it is believed that such measures are needed to provide gateways which allow parents (particularly mothers) to combine working with their family responsibilities and hence to put much needed skills and experience at the disposal of the economy. They also serve to encourage single mothers and those with unemployed partners to come off welfare benefits and to take up paid employment instead. Helping fathers to take a greater share of domestic responsibilities contributes to this aim as much as removing the barriers which discourage mothers from returning to work following a pregnancy. In a tight labour market, where skills shortages are common, a compelling case can thus be made for family- friendly regulation on purely economic grounds (see Collins 2002, pp. 454-5).
2. WORK-LIFE BALANCE PRACTICES
Work-life balance options focus on three different types of work flexibility. First, there is flexibility in terms of the number of hours worked; second, the exact timing of those hours; and, third, the location at which the work is carried out. Clearly some options may reflect all three types of flexibility. While the legislation only addresses the need of parents and other carers, there is a strong lobby for flexible work options to be potentially available for all employees. There are many possible work-life balance options, and clearly not all of these options are appropriate for all jobs or employees, and employers will need to be convinced of the business benefits of any work-life balance option. In addition work-life balance will mean different things to different people, depending on their age, life circumstances, values, interests, personality and so on. At present flexible options are predominantly taken by women (IRS 2002). Part-time working remains the most available and most popular (see, for example, CIPD 2005; Kersley et al. 2006), and is now so common that it is often not recognised as a flexible approach. In our own research in a variety of functions in the health service (Hall and Atkinson 2006) we found that part-time work was rarely identified as flexible work to achieve work-life balance, even though it was very much in evidence, and informal approaches to work flexibility such as unplanned time off and individual agreements about start and finish times were the most commonly mentioned and used. Table 31.1 lists the main options.
Some items on this list are self-evident, but others require an explanation. While flexitime has been used for some time the systems tended to be formal, with limits, and there is currently an emphasis on less formal approaches and a more ad hoc approach to flexible hours, with, for example, days off for urgent domestic issues and time made up later. Compressed hours allow an employee to work perhaps a nine-day fortnight by working a little extra each day to allow for one whole day off. Self-rostering has been used particularly in the health service and allows nursing teams to design shift patterns and staffing around the demands of work (for example getting the right mix of skills on each shift and taking account of patient care needs) and their own needs. IDS (2000) has produced a useful volume containing case studies of six organisations explaining how each has implemented work-life balance.
Glynn et al. (2002) suggest that in fixed-hours cultures, such as a supermarket, work- life balance policies which detail specific options for flexibility will help. In a long-hours culture, like consultancy work, they argue that it is harder to achieve work-life balance, and a more viable option is to allow individuals more informal discretion to work their hours at the times and in the location that best suit business and personal needs.
There is some evidence that the public sector makes much better provision for work- life balance (see, for example, Murphy 2006) and Walton and Gaskell (2001) give some excellent examples of senior public sector employees working in a variety of flexible ways. Case 31.1 on this book's companion website, www.pearsoned.co.uk/torrington, focuses on the public sector.
Source: Torrington Derek, Hall Laura, Taylor Stephen (2008), Human Resource Management, Ft Pr; 7th edition.
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What is an IS manager? Job Description, Skills and Salary
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An Information Systems (IS) manager is an integral cog in the service of field engineering.
An individual needs to be responsible for the computer systems within a company framework, requiring you to be in charge of technicians, programmers, and database administrators. But what is an IS manager, and what do you need before becoming an IS manager?
What is an IS Manager?
Information systems managers, sometimes called information technology (IT) managers or IT project managers, are in charge of all computer-related activities in an organization. By planning, coordinating, and providing help to individuals in a business, they ascertain the IT goals of an organization. As such, they are responsible for implementing computer systems and technical frameworks to ensure those goals are met.
How to Become an IS Manager
There is no one direct method for becoming an IS manager. Enrolling in a technology bachelor's degree program such as computer science or information technology is the most important starting point. As it is a requirement for most computer and information systems (CIS) managerial positions and touches on all aspects of CIS, such as programming, software development, and network security, it provides a thorough grounding in the field. Although many employers require a master's degree in a related subject, many people enroll in an MBA program to advance their career. Another route would be to gain work experience, either by an internship or starting out in an IT support role.
IS Manager Job Description
IS managers are in charge of the IT department in an organization and by ensuring program applications run smoothly, this guarantees a smooth running of the business on a day to day basis. IS managers are responsible for a wide variety of duties, such as developing team-level strategic plans and product maps in addition to the daily running of the IT department. They have the final say on the desktop tech used, and as such, they must evaluate, select, implement, and manage these components effectively.
IS Manager Job Skills
IS managers' job skills need to have the ability to research and investigate technologies and systems, and be able to implement these effectively, keeping everything organized, while also having the ability to influence others in a managerial position. It's also important to possess analytical skills, communication skills, decision-making skills, and a strong knowledge of information security, antivirus protection methods, encryption tools, as well as mobile device management, and network management.
What Are the Roles and Responsibilities of an IS Manager?
IS managers' duties comprise analyzing the computer needs of the organization and suggesting upgrades for the executives to consider. An IS manager will organize and direct the installation procedure of the computer hardware and software, and ensure relevant maintenance is carried out when required.
The IS manager will also maintain the security of the network and electronic documents, set out work for other IT professionals, such as systems and security analysis, developing software, and providing computer support for other staff members in the business.
The IS manager also has to manage continual projects, and assess the costs and benefits of each project, and justify the funding when pitching projects to the top executives, as well as negotiate with vendors to get the best level of service.
It is also part of their job description to learn about new technology and find ways to upgrade the systems within the business, and will need to finalize personnel needs for their department. While one IS manager may not carry out all of these duties, and there may be different types of IS managers, the roles and responsibilities would be determined by the size of the organization. For example, a business may have a Chief Information Officer (CIO), who is in charge of the technological goals and implementation, but may not have adequate technical experience. As such, Chief Technology Officers (CTOs) would report directly to the CIO. CTOs would have more technical expertise and is responsible for the technology side of things, such as the overall technology strategy.
IS Manager Salary
An entry-level IS manager with less than one year's experience would earn an average of $58,553. An IS manager between 1 and 4 years' experience earns approximately $67,129, while those with 5 to 9 years of experience earns $78,865, 10 to 19 years' experience earns $92,434, and those with 20 years experience or more, employees earn an average total compensation of $97,032.
What Is the Work Environment Like?
Depending on the size of the company, the work can be varied and high-pressured. Some companies may require IS managers to travel, work on weekends, holidays, and during the night to be on-call.
Is There an Opportunity for Career Advancement?
As most IS managers start out in a lower-level position, career progression can go to higher positions within the IT department. For example, IT directors or project managers can progress CTOs, although if you are not so technically minded, you could advance to CIO, which could help you to progress to executive level.
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text:
Amy P. Perko
Email: perko@knightcommission.org
Amy Perko has led the Knight Commission since 2005, serving as executive director until October 2016 when she was named chief executive officer. During Perko's tenure, the NCAA has adopted a number of the Knight Commission recommendations. The most prominent of these actions include requiring teams to be on track to graduate 50 percent of their players to be eligible for postseason championships; reducing athletic time demands on college athletes and revising its revenue distribution to include incentives for academic outcomes. The Knight Commission recommended all of these actions in its June 2010 report — "Restoring the Balance: Dollars, Values and the Future of College Sports."
Perko serves as the Commission's spokesperson, and has been quoted and interviewed by leading news media, including: ESPN, USA Today, The New York Times, The Wall Street Journal, Bloomberg News, and numerous public radio stations. She has been a keynote speaker and lecturer at a number of events, including the CoSIDA Convention, the University of Florida's Alan C. & Elizabeth Martin Moore Lecture Series, and UNC's Parr Center for Ethics/Public Policy Carolina Forum. She also presents the Commission's work and recommendations at various meetings, including the Sports Business Journal's Intercollegiate Athletics Forum and college athletic conference meetings.
She has written published commentaries on college sports issues, including two published by The New York Times: "Promoting Academics in College Sports" and "Colleges Can Take Action Without an Athletes' Union."
Having served in various leadership positions in sports for more than 25 years, Perko is a recognized leader on college sports issues. In January 2012, she received the NCAA's prestigious Silver Anniversary Award, which is given to six former college athletes on the occasion of their 25th anniversary from college participation in recognition of their civic and professional contributions. In 2015, she was named a "Game Changer" by Street & Smith's Sports Business Journal. Perko's professional affiliations include serving on the United States Tennis Association's National Junior Tennis and Learning (NJTL) and Higher Education Committee,the Positive Coaching Alliance's National Advisory Board, and as a member of the National Association of Collegiate Women Administrators.
A member of the Wake Forest Sports Hall of Fame, Perko was named to Co-SIDA's Academic All-America basketball team three times and earned All-ACC honors twice. She was honored as an ACC Legend in 2005. In 2008, Perko was inducted into CoSIDA's Academic All-America Hall of Fame. Perko graduated summa cum laude and Phi Beta Kappa in 1987 with a degree in history. She received the university's award for excellence in history. She earned a master's degree from the University of Richmond. In Dec. 2015, Perko was awarded an honorary degree from Methodist University.
Perko worked at the NCAA for more than six years and then at the University of Kansas as the Associate Athletics Director and Senior Woman Administrator, where she served on several Big 12 Conference and NCAA committees. In 2001, she was the first Team President named by the National Basketball Association (NBA) for one of its men's basketball development teams, the Fayetteville Patriots.
Perko has been involved in numerous community and civic organizations, including coaching youth basketball teams and service as President of the Board of Directors for the Partnership for Children of Cumberland County, an organization that administered over $10 million in grants for early childhood development and education.


text:
© Reuters. FILE PHOTO: Crew members look out from the container ship, the MV Maersk Mc-Kinney Moller, as it berths during its maiden port of call at a PSA International port terminal in Singapore September 27, 2013. REUTERS/Edgar Su
COPENHAGEN (Reuters) -Shipping group Maersk on Friday posted better than expected fourth-quarter revenue and earnings, fuelled by record freight rates for container shipping.
Underlying earnings before interest, tax, depreciation and amortization (EBITDA) totalled $8 billion, above guidance given by the company in November.
"The strong result in the quarter reflects the continuation of the exceptional market situation within (the) Ocean (division) caused by global disruptions to supply chains, which have led to further increase in container freight rates," Maersk said in a statement.
Revenue stood at $18.5 billion, against $17.5 billion expected by analysts in a Refinitiv poll.
EUR/USD 1.1418 ↑ Sell
GBP/USD 1.3678 Buy
USD/JPY 114.43 Sell
AUD/USD 0.7210 Neutral
USD/CAD 1.2536 ↑ Sell
EUR/JPY 130.65 Neutral
EUR/CHF 1.0440 Sell
Crude Oil WTI 83.50 Neutral
Hang Seng 24,221.43 ↑ Sell


text:
Drama 2014 1 hr 46 min
A first-year music student wins a seat behind the drums in a jazz band led by a teacher who uses fear and intimidation to push his students to perfection.
Starring Miles Teller, J.K. Simmons, Melissa Benoist
Director Damien Chazelle
Terence Fletcher
Nate Lang
Max Kasch
Dorm Neighbor
Damon Gupton
Suanne Spoke
Aunt Emma
Charlie Ian
Helen Estabrook
Michel Litvak
David Lancaster
Couper Samuelson
Gary Michael Walters
Justin Hurwitz
Compelling drama about relentless pursuit of perfection.
© 2013 Whiplash, LLC. All Rights Reserved.
English (AAC, Dolby 5.1, CC, Subtitles)
Bulgarian (Subtitles), Czech (Subtitles), Danish (Subtitles), Dutch (Subtitles), English (United Kingdom) (Subtitles), Finnish (Subtitles), French (France) (Audio, Subtitles), Greek (Subtitles), Hungarian (Subtitles), Italian (Italy) (Subtitles), Norwegian (Subtitles), Polish (Subtitles), Portuguese (Brazil) (Subtitles), Portuguese (Portugal) (Subtitles), Slovak (Subtitles), Slovenian (Subtitles), Spanish (Latin America) (Subtitles), Spanish (Spain) (Subtitles), Swedish (Subtitles)


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A data class representing a geographic position. A position can consist of a latitude, longitude, and other information such as heading, accuracy and speed.
Creates a point using given latitude and longitude.
Creates a point using given longitude, latitude and altitude.
Creates a point using given GPS coordinates.
Returns the coordinates for the point, in degrees.
Returns the heading, in degrees.
Returns the horizontal accuracy reported by the GPS device, in meters.
Returns the speed reported by the GPS device, in meters/second over ground.
Returns the vertical accuracy reported by the GPS device, in meters.
Sets a new coordinate for the point, in degrees.
Sets the heading for the position, in degrees.
Sets the horizontal accuracy reported by the GPS device, in meters.
Sets the speed reported by the GPS device, in meters/second over ground.
Sets the vertical accuracy reported by the GPS device, in meters.


text:
Q: ubuntu 14.04 with froxlor running on php-fpm using letsencrypt wont work with global acme location config Here is my problem. To use letsencrypt acme on every domain I add include /etc/nginx/acme.conf in every vhost config:
acme.conf
location /.well-known/acme-challenge {
    alias /var/www/froxlor/.well-known/acme-challenge;

    allow all

    location ~ /.well-known/acme-challenge/(.*) {
        default_type text/plain;
    }
}

vhost.conf
server {
    listen <IP>:80;
    server_name example.de;
    include /etc/nginx/acme.conf;

    root /var/customers/webs/example/example.de/;
    index index.php index.html index.htm;

    location / {
        try_files $uri $uri/ @rewrites;
    }

    location @rewrites {
        rewrite ^ /index.php last;
    }

    location /webalizer {
        alias /var/customers/webs/example/webalizer/example.de/;
        auth_basic "Restricted Area";
        auth_basic_user_file /etc/nginx/froxlor-htpasswd/1-229049931c767630a601718d62346214.htpasswd;
    }

    location ~ ^(.+?\.php)(/.*)?$ {
        try_files /ec157a05122f20edd82ad600247730bf.htm @php;
    }

    location @php {
        try_files $1 = 404;

        include /etc/nginx/fastcgi_params;
        fastcgi_split_path_info ^(.+\.php)(/.+)\$;
        fastcgi_param SCRIPT_FILENAME $document_root$1;
        fastcgi_param PATH_INFO $2;
        fastcgi_pass unix:/var/run/example-example.de-php-fpm.socket;
        fastcgi_index index.php;
    }

}

I put a test.html in .well-known/acme-challenge so that example.de/.well-known/acme-challenge/test.html should return that file but instead I get a redirect to example.de/well-known/acme-challenge/test.html/.
Things I tried in acme.conf:

*

*changing location to ^~ /.well-known/acme-challenge - same effect

*changing location to ^~ /\.well-known/acme-challenge - same effect

*use root /var/froxlor instead of alias - same effect

I think I got lost somewhere in nginx location resolving order, which I tried to fix with:

*

*in case of resolving order

*in case of regex

*in case of idk

A: Service php5-fpm wasnt running with the new config despite the fact that i service php5-fpm restarted it.
killing php5-fpm it via kill and service php5-fpm start solved it.

redpajama_set_name: RedPajamaStackExchange


text:
Буга́ївка —  село в Україні, у Полтавському районі Полтавської області. Населення становить 212 осіб. Орган місцевого самоврядування — Пальчиківська сільська рада.

Географія
Село Бугаївка розміщене за 2 км від села Макарцівка. По селу протікає пересихаючий струмок із загатою.

Посилання
 Погода в селі Бугаївка

Села Полтавської області

redpajama_set_name: RedPajamaWikipedia


This hammock chair is the perfect place to spend a lazy summer afternoon! Emily from Life Sew Savory shows how you can make one yourself! Use a canvas or outdoor fabric to make this fun summer sewing and DIY project!


Today Image Coin Going to launch by Sept. 1st, 2016.
Actually Todaycoin site still not give more details about such things as how will impression count or anything more related to image hosting.
I will suggest you to go for forum to ask any question.
Good altcoin listed few days before with good road of decentralized image hosting .


Acting in a special called meeting Wednesday, March 8, the Gorman ISD Board of Trustees named Mr. Mike Winter as Lone finalist for the position of superintendent of the Gorman ISD.
Mr. Winter is currently superintendent of the Adrian ISD.
Boil Water notice for Morton Valley Water Supply Corp.


Discussion in 'Current Events' started by bradl, Dec 19, 2014.
Straight out of StoryCorps for this one. Great story, and I'm glad someone at the Pentagon and NORAD had a good sense of humour. Enjoy.
Shoup's children, Terri Van Keuren, 65, Rick Shoup, 59, and Pam Farrell, 70, recently visited StoryCorps to talk about how the tradition began.
Terri remembers her dad had two phones on his desk, including a red one. "Only a four-star general at the Pentagon and my dad had the number," she says.
"This was the '50s, this was the Cold War, and he would have been the first one to know if there was an attack on the United States," Rick says.
His children remember Shoup as straight-laced and disciplined, and he was annoyed and upset by the call and thought it was a joke — but then, Terri says, the little voice started crying.
"And dad realized that it wasn't a joke," her sister says. "So he talked to him, ho-ho-ho'd and asked if he had been a good boy and, 'May I talk to your mother?' And the mother got on and said, 'You haven't seen the paper yet? There's a phone number to call Santa. It's in the Sears ad.' Dad looked it up, and there it was, his red phone number. And they had children calling one after another, so he put a couple of airmen on the phones to act like Santa Claus."
"It got to be a big joke at the command center. You know, 'The old man's really flipped his lid this time. We're answering Santa calls,' " Terri says.
"The airmen had this big glass board with the United States on it and Canada, and when airplanes would come in they would track them," Pam says.
"And Christmas Eve of 1955, when Dad walked in, there was a drawing of a sleigh with eight reindeer coming over the North Pole," Rick says.
"Dad said, 'What is that?' They say, 'Colonel, we're sorry. We were just making a joke. Do you want us to take that down?' Dad looked at it for a while, and next thing you know, Dad had called the radio station and had said, 'This is the commander at the Combat Alert Center, and we have an unidentified flying object. Why, it looks like a sleigh.' Well, the radio stations would call him like every hour and say, 'Where's Santa now?' " Terri says.
"And later in life he got letters from all over the world, people saying, 'Thank you, Colonel,' for having, you know, this sense of humor. And in his 90s, he would carry those letters around with him in a briefcase that had a lock on it like it was top-secret information," she says. "You know, he was an important guy, but this is the thing he's known for."
"Yeah," Rick says, "it's probably the thing he was proudest of, too."
Track Santa from Norad Santa.
They were supposed to track Satan.


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Bio-One services all types of trauma, distressed property, and biohazard scenes in communities throughout DFW. We partner with local authorities, communities, emergency services personnel, victim services groups, hoarding task forces, apartment complexes, insurance companies and others to provide the most efficient and superior service possible.
1. A call is made to our owner, Todd.
2. Todd will then go through in detail the steps that need to be taken.


text:
Morton grows local health care
In Bartlesville, health care is one of the community's main priorities.
The same can be said for Morton Comprehensive Health Services, one of the state's largest federally-qualified health centers, which opened a satellite center in Bartlesville this summer. The center is headquartered in Tulsa.
Morton's Bartlesville office, which opened June 10, is located at 4140 SE Adams Road, Suite 105.
The center, whose mission is to provide "quality-focused, cost-effective and family-based health services," offers both adult and pediatric care. The center is in partnership with Jane Phillips Medical Center and is a member of the Washington County Wellness Initiative.
"The way our process works is when a patient comes in and after they're registered they're triaged by our nurse … We get their vital signs and we get their (medical) history and move them through the process," provider Jayme Taylor explained at a legislative tour of the center held Friday afternoon.
According to Taylor, x-ray capabilities are not available at the center. She also said that while the clinic can prescribe medication, no narcotic medications are prescribed. Patients who need services beyond the capabilities at the clinic are referred to JPMC, she said.
"Working with Jane Phillips Medical Center and the Washington County Wellness Initiative, Morton will collaborate in the development of a community health system, partnering with other local and regional organizations to provide improved access to primary health care and other health related services necessary to reduce health care disparities and improve health outcomes in the City of Bartlesville and surrounding communities," CEO John M. Silva in a June press release.
Since its conception, Morton's Bartlesville clinic has seen approximately 200 patients.
"I'm actually quite surprised by the number of patients that we're already seeing in the short period of time (we've been open), said Taylor. "There is that need for primary care, especially Medicare and Medicaid. At first I though it was going to be slow growing, but we are actually growing rather quickly."
Taylor said Morton will strive to play a key role in the community. The clinic plans to do this through providing transportation services for patients who lack transportation access to and from appointments at the local office. Transportation will also be available for patients needing to visit Morton's other locations for additional health services.
Spanish language translation is also available to Spanish-speaking patients.
Taylor hopes to see more growth at the clinic, acknowledging that the Morton name is still new to many citizens.
"Our name's still growing within the community, and so there are people who are still unaware that we're here," Taylor said.
Currently, Taylor is the only provider at the site. She said that she hopes to see a need for more providers as the clinic continues to grow.
"Just being out in the community and seeing the needs that they have, I think Morton is going to be a good addition," she said.


text:
The MFF: Europe's other ticking clock
MFF / COMMENTARY
Fabian Zuleeg , Marta Pilati
Besides the risk of the UK crashing out of the EU without a deal on 29 March 2019, there is another cliff edge looming: 31 December 2020. Not only does it mark the end of the Brexit transition period (unless extended), but it is also the day on which the next Multiannual Financial Framework (MFF) has to be in place. While the MFF deadline is often dismissed as a technicality, the stakes are high, especially this time.
The EU's next multiannual budget needs the agreement of all member states and the European Parliament. But the negotiations are expected to be harder than ever, given the member states' opposing visions for the future and the prevailing 'juste retour' logic: everyone tries to get as much as they can while contributing as little as possible. Instead of waiting for an 11th-hour agreement to materialise, the EU and its member states should face their differences head-on and start working on a compromise now, or risk going over another cliff edge, with no deal at all.
A Gordian knot
Reaching a compromise on the MFF has always gone down to the wire, but this time the process is likely to be even more difficult. Some member states, like Sweden and the Netherlands, are firmly rejecting the idea of having to raise their contributions to the EU budget. Additionally, the EU is expected to do more – and thus spend more – in a wider range of policy priorities, including migration and security.
Adding more complexity to this already tense debate is Brexit: the departure of a net contributor to the EU budget leads to a net loss of approximately €10 billion per year. To cover the gap, the EU27 must decide whether to raise contributions, cut existing programmes, increase the Union's own resources, or a combination of the three. There's a real chance that the member states will not be able to clinch a deal.
A way out?
If the Council has no agreement in place on 31 December 2020, "the ceilings and other provisions corresponding to the last year of that framework shall be extended until such time as that act is adopted" (art 312.4 TFEU). This means that the EU budget for 2020 would be extended to 2021.
But how can the 2020 budget be extended, if there is €10 billion less to spend (assuming there are no further payments from the UK)? It is possible that the 27 member states will not be able to agree promptly on an MFF revision. The worst-case scenario is a complete shutdown of the EU institutions, which would resemble a downsized version of the current US government shutdown: the interruption of active programmes, a halt of payments of salaries and financing, and the closure of EU buildings. If that were to happen, legal questions of liability for previous commitments are bound to be raised.
A time-constrained prisoners' dilemma
Ending up without an agreement on the MFF is a drastic outcome, but it is not unrealistic. Not unlike Brexit, the MFF negotiations present a 'prisoners' dilemma'. If everyone digs in their heels and chooses self-interest over cooperation, the default outcome will be the least desirable one: no agreement. This is suboptimal as all parties would be better off if they reach a compromise.
Arguably, the costs of a no deal scenario are asymmetric: net recipients stand to lose more than net contributors in case of an EU budget shutdown. Therefore, the less affected party can afford to be more stringent. The consequences of a failure to find an agreement are also not clear. Such additional uncertainty may lessen the sense of urgency and reduce incentives to act.
The clock is ticking. While there are still two years left to reach a deal, institutional change within the EU will probably delay the real negotiations (with a compromise unlikely before the European Parliament elections in any case), and the upcoming Council presidencies are not likely to facilitate compromise. The positions of Romania, Finland and Croatia are all too much at the extremes of the 'net-contributors, net-recipients' debate to be the ones brokering a deal within the Council, unless they show a greater willingness to sacrifice their narrow financial interests. One might have to wait until the German presidency (second semester of 2020) to start seeing some real trade-offs.
No deal by default
As a compromise on the MFF has also become increasingly complex and difficult to sell domestically, an agreement can be reached only with the threat of a cliff edge. On the surface, MFF negotiations are a matter of financial contributions, but the underlying logic is a battle of principles. Member states increasingly disagree on the values behind the EU budget. Should it help the best become even better – and increase competitiveness – or support those who struggle the most – and aim for convergence? What are the EU's priorities: migration, climate change, economic stability, cohesion or others? And should the MFF be used to 'punish' misbehaviour? These questions are becoming a source of friction and division. Once the need to cover the Brexit gap is added in, negotiations for the next MFF become harder than ever.
Overcoming seemingly unresolvable deadlocks with overnight extraordinary summits has become the default practice for the EU. But going to the brink bears the risk of going over the edge. A 'no deal' on the MFF, not by design but by default, cannot be excluded. Time is running out, and in contrast to the Brexit transition period, the negotiations on the next MFF cannot be extended without all sides incurring significant costs.


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text:
The romanization of Serbian or latinization of Serbian is the representation of the Serbian language using Latin letters. Serbian is written in two alphabets, Serbian Cyrillic, a variation of the Cyrillic alphabet, and Gaj's Latin, or latinica, a variation of the Latin alphabet. The Serbian language is an example of digraphia.

Gaj's Latin alphabet is widely used in Serbia. The two are almost directly and completely interchangeable. Romanization can be done with no errors, but in some cases knowledge of Serbian is required to do proper transliteration from Latin back to Cyrillic. Standard Serbian uses both alphabets currently. A survey from 2014 showed that 47% of the Serbian population favors the Latin alphabet whereas 36% favors Cyrillic; the remaining 17% preferred neither.

Use of romanization

Serbo-Croatian was regarded as a single language since the 1850 Vienna Literary Agreement, to be written in two forms: one (Serb) in the adapted Serbian Cyrillic alphabet; the other (Croat) in the adapted Croatian Latin alphabet, that is to say Gaj's Latin alphabet.

The Latin alphabet was not initially taught in schools in Serbia when it became independent in the 19th century. After a series of efforts by Serbian writers Ljubomir Stojanović and Jovan Skerlić, it became part of the school curriculum after 1914.

During World War I, Austria-Hungary banned the Cyrillic alphabet in Bosnia and its use in occupied Serbia was banned in schools. Cyrillic was banned in the Independent State of Croatia in World War II. The government of socialist Yugoslavia made some initial effort to promote romanization, use of the Latin alphabet even in the Orthodox Serbian and Montenegrin parts of Yugoslavia, but met with resistance. The use of latinica did however become more common among Serbian speakers.

In late 1980s, a number of articles had been published in Serbia about a danger of Cyrillic being fully replaced by Latin, thereby endangering what was deemed a Serbian national symbol.

Following the breakup of Yugoslavia, Gaj's Latin alphabet remained in use in Bosnian and Croatian standards of Serbo-Croatian. Another standard of Serbo-Croatian, Montenegrin, uses a slightly modified version of it.

In 1993, the authorities of Republika Srpska under Radovan Karadžić and Momčilo Krajišnik decided to proclaim Ekavian and Serbian Cyrillic to be official in Republika Srpska, which was opposed both by native Bosnian Serb writers at the time and the general public, and that decision was rescinded in 1994. Nevertheless, it was reinstated in a milder form in 1996, and today still the use of Serbian Latin is officially discouraged in Republika Srpska, in favor of Cyrillic.

Article 10 of the Constitution of Serbia adopted by a referendum in 2006 defined Cyrillic as the official script in Serbia, while Latin was given the status of "Script in official use".

Today Serbian is more likely to be romanized in Montenegro than in Serbia. Exceptions to this include Serbian websites where use of Latin alphabet is often more convenient, and increasing use in tabloid and popular media such as Blic, Danas and Svet. More established media, such as the formerly state-run Politika, and Radio Television of Serbia, or foreign Google News, Voice of Russia and Facebook tend to use Cyrillic script. Some websites offer the content in both scripts, using Cyrillic as the source and auto generating Romanized version.

In 2013 in Croatia there were massive protests against official Cyrillic signs on local government buildings in Vukovar.

Romanization of names

Serbian place names
Serbian place names are consistently spelled in latinica using the mapping that exists between the Serbian Cyrillic alphabet and Gaj's Latin alphabet.

Serbian personal names
Serbian personal names are usually romanized exactly the same way as place names. This is particularly the case with consonants which are common to other Slavic Latin alphabets - Č, Ć, Š, Ž, Dž and Đ.

A problem is presented by the letter Đ/đ that represents the affricate  (the same sound written as <j> in most romanizations of Japanese, similar, though not identical to english <j> as in "Jam"), which is still sometimes represented by "Dj". The letter Đ was not part of the original Gaj's alphabet, but was added by Đuro Daničić in the 19th century. A transcribed "Dj" is still sometimes encountered in rendering Serbian names into English (e.g. Novak Djokovic), though strictly Đ should be used (as in Croatian).

Foreign names

In Serbian, foreign names are phonetically transliterated into both Latin and Cyrillic, a change that does not happen in Croatian and Bosnian (also Latin). For example, in Serbian history books George Washington becomes  or , Winston Churchill becomes  or  and Charles de Gaulle  or . This change also happens in some European languages that use the Latin alphabet such as Latvian. The name Catherine Ashton for instance gets transliterated into  or  in Serbian.
An exception to this are place names which are so well known as to have their own form (exonym): just as English has Vienna, Austria (and not German Wien, Österreich) so Croatian and romanization of Serbian have  ().

Incomplete romanization
The incomplete romanization of Serbian is written using the English alphabet, also known as ASCII Serbian, by dropping diacritics. It is commonly used in SMS messages, comments on the Internet or e-mails, mainly because users do not have a Serbian keyboard installed. Serbian is a fully phonetic language with 30 sounds that can be represented with 30 Cyrillic letters, or with letters of 27 Gaj's Latin alphabet and three digraphs ("nj" for "њ", "lj" for "љ", and "dž" for "џ"). In its ASCII form, the number of used letters drops down to 22, as the letters "q", "w", "x" and "y" are not used. This leads to some ambiguity due to homographs, however context is usually sufficient to clarify these issues.

Using incomplete romanization does not allow for easy transliteration back to Cyrillic without significant manual work. Google tried using a machine learning approach to solving this problem and developed an interactive text input tool that enables typing Serbian in ASCII and auto-converting to Cyrillic. However, manual typing is still required with occasional disambiguation selection from the pop-up menu.

Tools for romanization
Serbian text can be converted from Cyrillic to Latin and vice versa automatically by computer. There are add-in tools available for Microsoft Word and OpenOffice.org, as well as command line tools for Linux, MacOS and Windows.

References

Serbian
Serbian language


This week's Short Stack celebrates the latest developments in OpenStack, including the Newton release, and catching up with DBaaS.
Heavy Reading recently released the results of a survey that reported 85.8% of telecom respondents find OpenStack to be critical to their success. The survey was commissioned by the OpenStack Foundation and examined the current usage and adoption plans of communications service providers, especially concerning network functions virtualization (NFV), where OpenStack has become the infrastructure platform of choice.
Sam Dean discussed how prominent OpenStack has become in the enterprise. A large factor in what made OpenStack successful, of course, is its contributors. While the Contributor Awards at the upcoming OpenStack Summit will focus mostly on those who contribute code, there will also be a way for those who contribute in other meaningful ways to be acknowledged with this year's Active Contributor Award.
Frank Days of Tesora and Sharone Zitzman of Gigaspaces reflected on the challenges of organizing an OpenStack Day event. Days said he believes regional OpenStack Day events to be important because they offer those who may be new to OpenStack a means of learning more about the project without the investment of attending the OpenStack Summit. Both agreed that getting local meetup organizers involved from day one is a key to a successful event.
Nick Chase detailed over fifty of the newest features in the latest OpenStack release. Last week's Newton release showcased how OpenStack has reached its goal of supporting cloud-native applications in all forms, including virtual machines, containers, and bare metal. Chase highlighted updates in projects including Neutron, Nova, Cinder, and more.
Proving that the Database as a Service (DBaaS) market is expanding, Google recently announced the availability of three new database services: Cloud SQL, Cloud Datastore, and Cloud Bigtable. Around the same time, a new report stated that the DBaaS market will grow at a compound annual growth rate of 65% from 2016 to 2020. It's clear that organizations are embracing cost-effective DBaaS solutions and will continue to do so in the coming years.


CJ Pearson may not be a name recognized in all social or political circles, but the young high school junior is slowly becoming synonymous with a new wave of conservatism, willing to take on the status quo.
Take, for example, his latest tiff with celebrity and former model Christine Teigen.
The two clashed over social media on Tuesday afternoon, in what seemed to have started with Kent State student Kaitlin Bennett—who famously took graduation photos with an AR-15.
Bennet tweeted that she was excited to appear on a Logan Paul podcast when Teigen went way out of her way to let people know that she does not care.
"I'm extremely excited to announce that I will be flying out to California in a few weeks to go on @LoganPaul's podcast, Impaulsive! Is the internet ready for this??" the Kent State student tweeted.
"I've just gotten word that the internet does in fact, not care," Teigen replied.
Pearson, perhaps adding insult to injury, swiped Teigen's liberal views and support for Congresswoman Alexandria Ocasio-Cortez's marginal tax plan.


Watchsong is a company I founded in 2008 to share the music I was writing. The reach and influence of some of the songs has been surprising and humbling. It's a God thing.
I recently joined Church Works Media, a company that was right in line with Watchsong's products and philosophy. It made a lot of sense to take my work there, where I can better tend to it and share it with a broader audience. We just announced a merger between Church Works Media and Watchsong. I'll write more about it soon.
I am so grateful for everyone who has encouraged me in this creative venture over the years. You can keep up with what I'm doing here at my new website. But I'd also encourage you to follow Church Works Media!


Week 3 of my 10 week series on home buying mistakes that can cost you. This week we're looking at mistake #8, "Not Researching the Neighborhood".
Here's the scenario: You've just moved into your dream home but you didn't have time or didn't even think to research the neighborhood and now, due to not liking the neighborhood, you are thinking your dream home might be your nightmare home...if only you had done your homework! Make sure you go in the right order: Step #1- find a neighborhood/location you like, then step #2 find a home in that area!
Before you start scrutinizing neighborhoods, turn the magnifying glass back on yourself.
Think about what you're really looking for in a new neighborhood. Remember, you'll probably have to make compromises, so put the "must-haves" at the top and the "would- like-to-haves" at the bottom.
Do you have children or are you planning to have children in the near future? If you answered yes, then consider things such as the school district/neighborhood school and other important factors, such as parks nearby. Even if you don't have school aged kids, consider that buying near a good school can actually be an asset to your property value.
What type of home do you want? Are you looking to buy a single family home, duplex, condo, etc.?
How far are you willing to commute? If you have a car, then how long is the drive? Does it seem reasonable (make sure you factor in both getting there and returning each day)? Do you plan on taking public transportation- then, if so, is it close enough to easily access?
Do you want to be in an older more established neighborhood or a new development? If you aren't sure, weigh the pros and cons: older homes will have more mature landscaping, usually more variation in homes on a given street, but also more repair work and possibly not as energy efficient. Newer homes have more modern features, usually are more nergy efficient, but don't have the established feel to the neighborhood and usually landscaping is still young.
Think about what you don't want in a neighborhood, too. If you can't stand late-night noise, you'll probably want to steer clear of the college area or an area with a lively bar scene.
Finally, make sure you visit a potential neighborhood you want to buy in several times and at different times of the day.
Residential 2 Bedroom 1 Bath Built in 1951 0.2 Acres 626 Sq. Ft.
Residential 3 Bedroom 1 Bath Built in 1937 984 Sq. Ft.
Residential 4 Bedroom 3 Bath Built in 1965 0.21 Acres 2077 Sq. Ft.


Keyword Placement: Keyword placement mean where you place your keyword during. The best rule is to have your primary keywords in first two lines of your paragraph.
Keyword Density: Key word density means the number of time the keywords are repeated in your content. This density is generally not more then 5% for the main keyword you are focusing.
Keyword prominence: Keywords prominence mean have your primary keywords standout with respect to the rest of the text. This can be achieved during creation by bolding the text or using italic. What the most webmaster recommend is to bold the text.
Remember content creation during site optimization should be done with most care since in search engine world CONTENT IS THE KING. The website with the best text gets the best search engine ranking.
1. Length. One common reason why readers bookmark is that they want to read from start to finish but don't have the time at the moment. Writing a good quality article which is longer than your average blog post is a good way to get bookmarked.
2. Introduce a new idea. Seth Godin's blog posts seem almost contradictory to the above point, in that they are frequently bookmarked but tend to be quite short. What makes them bookmark able is that they contain thought-provoking ideas readers don't want to risk forgetting. You can encourage bookmarks by innovating.
3. Write a useful tutorial, how to, or guide. Tutorials tend to contain too many steps to memorize in one sitting. If a reader thinks what you are teaching is worthwhile, they'll bookmark it. The most successful tutorials and guides are written about something a lot of readers want to do but haven't been shown how elsewhere. Uniqueness and demand are the key factors in deciding whether a tutorial is bookmark able.
4. Create a one-stop reference. This requires more hard-work than creativity, and as such anyone can do it. Pick a topic and assemble all the useful information and resources you can find on that topic in one place. Readers are likely to bookmark this because you've done all the hard-work for them.
5. Create a recommended list. If you've developed a sense of trust with your readers then they're likely to respect your opinion. Create a list of your favorite blogs, or favorite websites, or favorite posts, or favorite albums, etc. Readers will appreciate the recommendation from someone they trust. The longer the list, the more likely it is to be bookmarked and returned to later.
6. Create a cheat sheet for your topic. A cheat sheet is any single-page reference guide for a topic. A web-designer's cheat sheet might contain definitions of every CSS term, a beginner chess player's cheat sheet might outline how the pieces are set-up on the board, and how they move, a traveler going to Japan might create a cheat sheet with key Japanese phrases, tourist attractions, notes on local customs, and so on.
Cheat sheets encourage bookmarking because they're a quick reference for information that can't easily be remembered. I've written in detail on creating cheat sheets here.
7. Make a convincing argument on a controversial topic. Readers who share your opinion will often bookmark the post if they feel you've stated their case more eloquently than they themselves could. When the argument comes up elsewhere, that reader is likely to point others to your article as a means of stating their case. There is even a chance that your post could go viral — though you have to be prepared for a little controversy in the comments section!
8. Compile great videos on a topic. Search for the best ten (or whatever number) videos on your topic and compile them in a post. If each video is 5 minutes long then it might take half-an-hour to watch them all. Readers will be more likely to bookmark the post and watch a new video when they have the time.
9. Remedy a problem. If the remedy is not a simple process readers are likely to bookmark it so they can implement the points over time. Even readers who are not yet suffering the problem might bookmark the post just in case they suffer it in future. I myself have bookmarked a post which lists dozens of content ideas — even though I'm nowhere near running out of ideas yet.
10. Compile a directory of links. These links are usually grouped under one broad topic and divided into sub-headings. There might be a sentence or two of evaluative or descriptive text next to the link. The more links, the more bookmark able the content.


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Coivrel est une commune française située dans le département de l'Oise en région Hauts-de-France. Ses habitants sont appelés les Coivrillons et les Coivrillonnes.

Géographie

Description
Coivrel est une commune rurale du Plateau picard dans le nord de l'Oise, limitrophe de Maignelay-Montigny située à  au sud de Montdidier,  au sud-ouest de Saint-Quentin,  au nord-ouest de Compiègne et à  au nord-est de Beauvais.

L'ancienne route nationale 38 (actuelle RD 938) reliant Beauvais à Noyon, passe au nord du village. La station de chemin de fer la plus proche est la gare de Tricot, desservie  par des trains TER Hauts-de-France qui effectuent des missions entre les gares Amiens et de Compiègne.

Au début du , Louis Graves indiquait que le « territoire de Coivrel comprend, une plaine à périmètre presque ovale, et une butte centrale, du, plateau de laquelle le chef--lieu domine tout le pays. Il n'y a point d'eau courante dans son étendue, mais les pentes du coteau donnent naissance à quelques sources »

Géologie et relief
La "butte de Coivrel'' est une masse de sable traversée par quelques lits d'argile plastique à lignite pyriteux : la colline présente sur ses bords les découpures arrondies des coteaux tertiaires. Le sable est, en général, de couleur vert jaunâtre ou jaune mêlé de grains verts : il contient des blocs isolés de grès blanc lustré, coquiller brun à écorce rougeâtre ; quelques fragments sont très ferrugineux. Le lignite est apparent sur la pente orientale de la butte, où on l'exploite : il consiste en plusieurs lits terreux alternant avec des argiles jaunâtres et grises et recouverts d'un banc de coquilles lacustres ou littorales.

Climat
Le climat qui caractérise la commune est qualifié, en 2010, de « climat océanique dégradé des plaines du Centre et du Nord », selon la typologie des climats de la France qui compte alors huit grands types de climats en métropole. En 2020, la commune ressort du type « climat océanique altéré » dans la classification établie par Météo-France, qui ne compte désormais, en première approche, que cinq grands types de climats en métropole. Il s'agit d'une zone de transition entre le climat océanique, le climat de montagne et le climat semi-continental. Les écarts de température entre hiver et été augmentent avec l'éloignement de la mer. La pluviométrie est plus faible qu'en bord de mer, sauf aux abords des reliefs.

Les paramètres climatiques qui ont permis d'établir la typologie de 2010 comportent six variables pour les températures et huit pour les précipitations, dont les valeurs correspondent à la normale 1971-2000. Les sept principales variables caractérisant la commune sont présentées dans l'encadré ci-après.

Avec le changement climatique, ces variables ont évolué. Une étude réalisée en 2014 par la Direction générale de l'Énergie et du Climat complétée par des études régionales prévoit en effet que la  température moyenne devrait croître et la pluviométrie moyenne baisser, avec toutefois de fortes variations régionales. Ces changements peuvent être constatés sur la station météorologique de Météo-France la plus proche, « Godenvillers », sur la commune de Godenvillers, mise en service en 1937 et qui se trouve à  à vol d'oiseau, où la température moyenne annuelle est de  et la hauteur de précipitations de  pour la période 1981-2010.
Sur la station météorologique historique la plus proche, « Beauvais-Tillé », sur la commune de Tillé, mise en service en 1944 et à , la température moyenne annuelle évolue de  pour la période 1971-2000 à  pour 1981-2010, puis à  pour 1991-2020.

Urbanisme

Typologie
Coivrel est une commune rurale, car elle fait partie des communes peu ou très peu denses, au sens de la grille communale de densité de l'Insee.
La commune est en outre hors attraction des villes.

Occupation des sols

L'occupation des sols de la commune, telle qu'elle ressort de la base de données européenne d'occupation biophysique des sols Corine Land Cover (CLC), est marquée par l'importance des territoires agricoles (92,6 % en 2018), une proportion identique à celle de 1990 (92,6 %). La répartition détaillée en 2018 est la suivante :
terres arables (79 %), zones agricoles hétérogènes (13,6 %), zones urbanisées (5,4 %), forêts (1,9 %).

L'IGN met par ailleurs à disposition un outil en ligne permettant de comparer l'évolution dans le temps de l'occupation des sols de la commune (ou de territoires à des échelles différentes). Plusieurs époques sont accessibles sous forme de cartes ou photos aériennes : la carte de Cassini (), la carte d'état-major (1820-1866) et la période actuelle (1950 à aujourd'hui).

Habitat et logement
En 2018, le nombre total de logements dans la commune était de 119, alors qu'il était de 115 en 2013 et de 113 en 2008.

Parmi ces logements, 88,2 % étaient des résidences principales, 5,9 % des résidences secondaires et 5,9 % des logements vacants. Ces logements étaient pour 99,2 % d'entre eux des maisons individuelles et pour 0,8 % des appartements.

Le tableau ci-dessous présente la typologie des logements à Coivrel en 2018 en comparaison avec celle de l'Oise et de la France entière. Une caractéristique marquante du parc de logements est ainsi une proportion de résidences secondaires et logements occasionnels (5,9 %) supérieure à celle du département (2,5 %) et à celle de la France entière (9,7 %). Concernant le statut d'occupation de ces logements, 82,9 % des habitants de la commune sont propriétaires de leur logement (82,8 % en 2013), contre 61,4 % pour l'Oise et 57,5 pour la France entière.

Toponymie
La localité a été désignée comme Cayvrel et  Coevrel.

Histoire
Au , Coivrel dépend du duché-pairie d'Halluin.

Un manoir seigneurial, fortifié, dont il ne subsiste aucune trace, se trouvait au nord du village.

Sous l'Ancien Régime, Coivrel relevait de la généralité d'Amiens, de l'élection ou subdélégation de Montdidier. La paroisse faisait partie du bailliage de Vermandois, puis, au démembrement de ce dernier, vers 1516, du bailliage de
Montdidier. Les justiciables y étaient jugés suivant la coutume de Péronne qui différait de celles de Beauvais, de Senlis,ou d'Amiens, différences qui compliquaient les procès déjà si longs à l'époque. Les habitants relevaient du gouvernement de Picardie et, depuis 1420, du gouvernement particulier de Péronne, Roye et Montdidier.

Pendant la Révolution française, 17 parcelles ayant appartenu à la paroisse sont vendues comme biens nationaux, ainsi que quelques terres ayant appartenu au duc de la Rochefoucault-Liancourt après son émigration.

En 1839, la commune était propriétaire du presbytère et d'une promenade plantée sur la grande place. On y trouvait une cendrière , une briqueterie et un moulin à vent. De nombreuses femmes vivaient de la couture des gants de peau, activité introduite dans le canton en 1828, et une partie de  la population travaillaient dans les bois voisins. La cendrière permettait l'exploitation de cendres pyriteuses utilisées comme engrais et avait été concédée en 1808 à M/ Lancry puis, en 1824, à M/ Marty. L'exploitation s'étendait alors sur , employait 35 hommes, 7 femmes et 4 enfants qui produisaient  d'engrais utilisés dans les communes avoisinantes. Cette activité, après avoir cessé, est reprise en 1892, exploitant une veine de  d'épaisseur située vers 7 à  de profondeur L'entreprise produisait également du sable et de l'argile à poterie. Deux autres sablières étaient également exploitées en 1909.

L'activité de Coivrel était facilitée par deux gares situées à  du village : celle de Maignelay-Montigny, sur la ligne de Saint-Just-en-Chaussée à Douai et la Gare de Tricot sur celle d'Ormoy-Villers à Boves. 37 personnes avaient des ruches qui produisaient de la cire et du miel vendus à des marchands habitant hors de la commune.,

En 1909, l'activité agricole était effectuée par 18 cultivateurs, dont l'un cultivait 150 hectares, quatre de 20 à 40 hectares et les autres moins de 20 hectares. La plupart détenaient au moins une partie de leurs terres dans le cadre d'un bail rural. Les cultures, principalement exploitées en assolement triennal comprenaient blé, avoine et prairies artificielles ou betteraves. La production de pommes et de poiriers complétait l'activité agricole et permettait la fabrication de cidre et de poiré. En 1899, on comptait au village 78 chevaux, 9 annes et 200 vaches, et, en 1900, environ 500 moutons ainsi qu'environ 70 porcs,

Politique et administration

Rattachements administratifs et électoraux

Rattachements administratifs
La commune se trouve depuis 1942 dans l'arrondissement de Compiègne du département de l'Oise.

Elle faisait partie depuis 1801 du canton de Maignelay-Montigny. Dans le cadre du redécoupage cantonal de 2014 en France, cette circonscription administrative territoriale a disparu, et le canton n'est plus qu'une circonscription électorale.

Rattachements électoraux
Pour les élections départementales, la commune fait partie depuis 2014 du canton d'Estrées-Saint-Denis

Pour l'élection des députés, elle fait partie de la première circonscription de l'Oise.

Intercommunalité
Coivrel est membre de la communauté de communes du Plateau Picard, un établissement public de coopération intercommunale (EPCI) à fiscalité propre créé fin 1999 et auquel la commune a transféré un certain nombre de ses compétences, dans les conditions déterminées par le code général des collectivités territoriales.

Liste des maires

Population et société

Démographie

Évolution démographique

Pyramide des âges
La population de la commune est relativement jeune.
En 2018, le taux de personnes d'un âge inférieur à  s'élève à 35,0 %, soit en dessous de la moyenne départementale (37,3 %). À l'inverse, le taux de personnes d'âge supérieur à  est de 22,2 % la même année, alors qu'il est de 22,8 % au niveau départemental.

En 2018, la commune comptait  pour , soit un taux de 52,42 % de femmes, légèrement supérieur au taux départemental (51,11 %).

Les pyramides des âges de la commune et du département s'établissent comme suit.

Culture locale et patrimoine

Lieux et monuments

 Église Saint-Martin () :  elle est consacrée le  par l'évêque de Riom. La nef est rectangulaire, de deux bas-côtés, est longue de quatre travées. Le chœur polygonal et sans transept. La façade occidentale est percée d'un portail mouluré dans le tympan duquel se trouve une sculpture en pierre du  représentant saint Martin partageant son manteau. Le portail est surmonté d'une rose polylobée. Le clocher carré en bois recouvert d'ardoise  est ajouté au . On y trouve un bâton de procession ancien ) et un bas-relief de saint Martin de 1671 en bois ainsi qu'un ensemble de 52 bancs classés monument historique ( et s).
 Le Castelet : il s'agit des vestiges d'un fortin gallo-romain dont il ne reste qu'une butte de terre de 100 sur 90 mètres, située au nord du village.

Personnalités liées à la commune
Sous l'Ancien Régime, la Seigneurie de Coivrel a été possédée par :
 Guy de Rouvroy, dont le fils, Mathieu le Borgne qui s'allie vers 1332 à la maison de Saint-Simon et possédait les terres du Plessier-sur-Saint-Just et de Coudun ;
 Mathieu II , petit-fils du précédent et  surnommé le Borgne comme son père et son aïeul, est tué en 1415 à la Bataille d'Azincourt. Il avait vendu Coivrel et Le Plessier-sur-Saint-Just à Arnaud de Corbien chancelier de France.

Voir aussi

Bibliographie
 , sur Gallica..

Articles connexes
 Liste des communes de l'Oise

Liens externes
 .

 .

Notes et références

Notes

Références

Site de l'Insee

Autres sources

Coivrel