text:
Eddie Howe committed to Burnley
CLARETS boss Eddie Howe has laughed off speculation linking him with the Portsmouth job.
31st Oct 2011, 10:30am - 3 min read
Betting patterns over the weekend, in the Bournemouth area, saw Howe move to 2/1 favourite for the vacant post, at the club where he spent two-and-a-half years as a player after becoming Harry Redknapp's first signing at Fratton Park.
But after Saturday night's emphatic 3-1 derby win over Blackpool, Howe reaffirmed his commitment to the job at Turf Moor.
Asked if the win reinforced his feelings about the job and the club, he said: "That's never been in doubt. I'm 100% committed to Burnley.
"I'm really proud to be doing this job and proud to be asked to do it, and I want success for the Burnley fans more than anything.
"Hopefully we can do that in the coming year."
The speculation on the eve of a big game wasn't ideal, but he added: "I take it with a pinch of salt to be honest. I was always going to be here, there's never any doubt in my own mind.
"I just laughed at it really."
Howe now turns his focus to building on successive wins in the league at home to managerless Leicester City tonight (Tuesday).
Burnley climbed to 15th on Saturday, within six points of a play-off place with a game in hand.
And assistant boss Jason Tindall anticipates a tough test against the Foxes: "It's another tough game.
"But we go into it very positive on the back of Saturday's result, and the way we performed and the levels we reached."
Sven-Goran Eriksson's departure was a surprise to most outside of Leicester, but Tindall said: "Nothing surprises me any more.
"They brought Sven in, gave him all this money to spend, and he's up the road when thing don't work out.
"But look at Arsenal, people were writing them off a few weeks ago, and Arsene Wenger, but they go to Chelsea and put in a performance like they did.
"Now people are talking about them winning the Premier League, and what a great manager Arsene is."
Eriksson guided City to a 4-0 win over Burnley at what was then the Walkers Stadium in April, and only two players who started that day for the Clarets are likely to do so tonight.
Tindall is happy with how things are shaping up though: "There's obviously been big changes here, there's been a big turnaround of players and we're a very young group.
"But it's a very good squad, although we are lacking a bit of experience, and consistency comes into it at some stage.
"We're very pleased with the squad we've got, and the direction we're going, with four wins in our last six, and we're in good spirits.
"A lot of people probably don't know that we've put that run together.
"There was a lot of negativity on the back of a couple of bad results, but it's our job then to lift that with positive performances and positive results.
"We've managed to do that with back-to-back league victories, and we'll go into the Leicester game full of confidence."
Burnley have not lost a midweek home league game in four years, since QPR won at Turf Moor in the early stages of Owen Coyle's reign, and Tindall admits that is a strange quirk: "Hopefully it will be the same against Leicester, but we can't take anything for granted, especially against a club with such a terrific squad, they have some fantastic players that can hurt you at any time, so we have to make sure we're 100% focused and ready.
"We believe we can beat anyone when we perform to our ability."
Brian Easton is a doubt after a hip injury forced him on early on against Blackpool, while Michael Duff, while back training with the first team squad, is unlikely to feature.
Tindall said: "Easty is progressing well, and he'll be assessed by the physios and hopefully will be available.
"Duffo is training with us and is very close, but we want to be sensible and not rush him back. He would say he could play, but we want to make sure when he comes back he doesn't break down again."
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Only if you take proper care of your nails in Kenya will they look good. To keep your nails healthy and good all the time you will have to work hard on them. While at home, you can use a nail file, which is available in different sizes, shapes and designs.
To make your nails look beautiful, you can apply nail products in Kenya like nail polish or use art nails. Art nails are basically fake nails that you can stick on your nail. Art nails are available in hundreds of designs and colors. You can choose from a floral design to a silvery tattoo design. You can even wear art nails that match with different dresses. As for nail polish, they are available in hundreds of colors and great shades. You can find every color from red to navy blue to even black. You can also find nail polish in glossy colors or with matte finish. One of the salient points of nail polish is that it can hide any flaw in your nail and at the same time provide a protective cover.
One of the most common types of nail products in Kenya is the base coat polish, which will prepare your nails for the actual solid color nail polish. The base coat will also protect your nails from getting discolored due to a color nail polish. The top coat of a nail polish also known as the clear coat is normally used on dry nail polish for protecting and hardening the color. It will protect the color from chipping off.
French manicure is considered as the best treatment for your nails in Kenya. There are times when you might have problems in achieving the right and the most perfect type of French manicure. In such a scenario what you can really do is use a white nail pencil just underneath your nail tip instead of the white polish you have been using so far. This will make your French manicure much easier.
There is several beauty and cosmetic companies in Kenya that sell nail polish with matching lip stick colors too. Using the same color on your nails as is the color of your lipstick will definitely enhance your overall appearance. Alternatively, you can even use nail colors that are in contrast with the lip stick colors.
The most important thing is that you should eat healthy so that the color of your nails in Kenya doesn't become yellowish. As long as you maintain a healthy diet with lots of vegetables and fruits, your nails will look beautiful, healthy and will have a pink tinge to it. There are also vitamins like Perfectil which provide more to nutrients to your nails. To make your style statement bolder, you can wear a different color on your finger nails as compared to your toe nails. At the end of the day, coloring your nails is just another way of pampering your self.


text:
Q: Having an object follow a parabolic trajectory in Unity I have two points, A and B. I have an object at point A that I want to follow a parabolic trajectory from A to the point in the middle of A and B, at an height of h.
I made a picture, I hope it's clear enough:

Here's what I tried (it's a coroutine):
GameObject movingObject = this.movingObject; //this is the object I want to move
Vector3 pointB = target.position
Vector3 pointA = start.position

Vector3 direction = (pointB-pointA).normalized;
Vector3 nextTranslation;
float t, distance, distanceCovered, parameter, speed, startTime;
distance = (targetPosition-startPosition).magnitude; //distance between A and B
distanceCovered = 0;
p = 1000f; //parameter p for the parabola
speed = 10;
startTime = Time.time;

//travel only half the distance
while (distanceCovered < (distance/2)) {
    t = Time.time - startTime; //elapsed time

    //I use the parabole parametric equation to determine the next move
    nextTranslation = new Vector3 (direction.x * parameter * t, (parameter/2) * Mathf.Pow(t, 2f), direction.z * parameter * t);
    nextTranslation.Normalize ();

    distanceCovered += speed;
    pawn.transform.Translate(nextTranslation*speed, Space.World);

    yield return null;
}

It works, but the parameter p doesn't seems to influence the trajectory. I can't influence the height h at wich the object will stop, it's alway the same no matter the parameter p I use.

redpajama_set_name: RedPajamaStackExchange


text:
@interface bTableViewCell : UITableViewCell

@end

redpajama_set_name: RedPajamaGithub


text:
import _extends from "@babel/runtime/helpers/extends";
import _objectWithoutProperties from "@babel/runtime/helpers/objectWithoutProperties";
var _excluded = ["children", "separator", "getRef", "className"];
import * as React from "react";
import { usePlatform } from "../../hooks/usePlatform";
import { useAdaptivityWithMediaQueries } from "../../hooks/useAdaptivityWithMediaQueries";
import { Platform } from "../../lib/platform";
import { Separator } from "../Separator/Separator";
import { PanelHeader } from "../PanelHeader/PanelHeader";
import { classNamesString } from "../../lib/classNames";
import { getPlatformClassName } from "../../helpers/getPlatformClassName";

/**
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text:
Determinants of Result-based Control in Italian Agencies
Dario Barbieri, Paolo Fedele, Davide Galli, Edoardo Ongaro
Governance of Public Sector Organizations examines recent changes in central governmental administration in contemporary democracies by focusing on organizational forms and their effects. There is a considerable need for such knowledge in a period when governments are constantly restructuring their administration. This book studies and explains how New Public Management (NPM) and post-NPM reforms affect the organizational proliferation and specialization, as well as the autonomy and control of central agencies. New empirical data sheds light on the effects of these changes on organizational performance. The book describes how 'whole-of-government' initiatives with emphasis on reassertion of the centre and horizontal coordination supplement NPM reforms, producing increased layering and complexity in government organizations. The contributors to this volume examine agencies in Australia, Canada, the UK, Hong Kong, Norway, Germany, the Netherlands, Switzerland, Belgium, Italy and Hungary. By combining survey, mapping and case study methodologies, they show that structural, cultural, task-related and historical features interact in shaping organizational reforms.
Governance of Public Sector Organisations: Proliferation, Autonomy and Performance
Per Lægreid, Koen Verhoest
Governance and Public Management
http://www.palgrave.com/products/title.aspx?pid=380589
http://capitadiscovery.co.uk/northumbria-ac/items/1551057
Dive into the research topics of 'Determinants of Result-based Control in Italian Agencies'. Together they form a unique fingerprint.
New Public Management Social Sciences 100%
determinants Social Sciences 61%
Organizational reform Social Sciences 42%
Hungary Social Sciences 28%
Belgium Social Sciences 28%
Switzerland Social Sciences 28%
specialization Social Sciences 27%
Barbieri, D., Fedele, P., Galli, D., & Ongaro, E. (2010). Determinants of Result-based Control in Italian Agencies. In P. Lægreid, & K. Verhoest (Eds.), Governance of Public Sector Organisations: Proliferation, Autonomy and Performance (pp. 133-154). (Governance and Public Management). Macmillan.
Barbieri, Dario ; Fedele, Paolo ; Galli, Davide et al. / Determinants of Result-based Control in Italian Agencies. Governance of Public Sector Organisations: Proliferation, Autonomy and Performance. editor / Per Lægreid ; Koen Verhoest. Basingstoke : Macmillan, 2010. pp. 133-154 (Governance and Public Management).
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title = "Determinants of Result-based Control in Italian Agencies",
abstract = "Governance of Public Sector Organizations examines recent changes in central governmental administration in contemporary democracies by focusing on organizational forms and their effects. There is a considerable need for such knowledge in a period when governments are constantly restructuring their administration. This book studies and explains how New Public Management (NPM) and post-NPM reforms affect the organizational proliferation and specialization, as well as the autonomy and control of central agencies. New empirical data sheds light on the effects of these changes on organizational performance. The book describes how 'whole-of-government' initiatives with emphasis on reassertion of the centre and horizontal coordination supplement NPM reforms, producing increased layering and complexity in government organizations. The contributors to this volume examine agencies in Australia, Canada, the UK, Hong Kong, Norway, Germany, the Netherlands, Switzerland, Belgium, Italy and Hungary. By combining survey, mapping and case study methodologies, they show that structural, cultural, task-related and historical features interact in shaping organizational reforms.",
keywords = "public sector, public administration",
author = "Dario Barbieri and Paolo Fedele and Davide Galli and Edoardo Ongaro",
isbn = "978-0230238206",
series = "Governance and Public Management",
publisher = "Macmillan",
editor = "Per L{\ae}greid and Koen Verhoest",
booktitle = "Governance of Public Sector Organisations: Proliferation, Autonomy and Performance",
Barbieri, D, Fedele, P, Galli, D & Ongaro, E 2010, Determinants of Result-based Control in Italian Agencies. in P Lægreid & K Verhoest (eds), Governance of Public Sector Organisations: Proliferation, Autonomy and Performance. Governance and Public Management, Macmillan, Basingstoke, pp. 133-154.
Determinants of Result-based Control in Italian Agencies. / Barbieri, Dario; Fedele, Paolo; Galli, Davide et al.
Governance of Public Sector Organisations: Proliferation, Autonomy and Performance. ed. / Per Lægreid; Koen Verhoest. Basingstoke : Macmillan, 2010. p. 133-154 (Governance and Public Management).
T1 - Determinants of Result-based Control in Italian Agencies
AU - Barbieri, Dario
AU - Fedele, Paolo
AU - Galli, Davide
AU - Ongaro, Edoardo
N2 - Governance of Public Sector Organizations examines recent changes in central governmental administration in contemporary democracies by focusing on organizational forms and their effects. There is a considerable need for such knowledge in a period when governments are constantly restructuring their administration. This book studies and explains how New Public Management (NPM) and post-NPM reforms affect the organizational proliferation and specialization, as well as the autonomy and control of central agencies. New empirical data sheds light on the effects of these changes on organizational performance. The book describes how 'whole-of-government' initiatives with emphasis on reassertion of the centre and horizontal coordination supplement NPM reforms, producing increased layering and complexity in government organizations. The contributors to this volume examine agencies in Australia, Canada, the UK, Hong Kong, Norway, Germany, the Netherlands, Switzerland, Belgium, Italy and Hungary. By combining survey, mapping and case study methodologies, they show that structural, cultural, task-related and historical features interact in shaping organizational reforms.
AB - Governance of Public Sector Organizations examines recent changes in central governmental administration in contemporary democracies by focusing on organizational forms and their effects. There is a considerable need for such knowledge in a period when governments are constantly restructuring their administration. This book studies and explains how New Public Management (NPM) and post-NPM reforms affect the organizational proliferation and specialization, as well as the autonomy and control of central agencies. New empirical data sheds light on the effects of these changes on organizational performance. The book describes how 'whole-of-government' initiatives with emphasis on reassertion of the centre and horizontal coordination supplement NPM reforms, producing increased layering and complexity in government organizations. The contributors to this volume examine agencies in Australia, Canada, the UK, Hong Kong, Norway, Germany, the Netherlands, Switzerland, Belgium, Italy and Hungary. By combining survey, mapping and case study methodologies, they show that structural, cultural, task-related and historical features interact in shaping organizational reforms.
KW - public administration
UR - http://www.palgrave.com/products/title.aspx?pid=380589
UR - http://capitadiscovery.co.uk/northumbria-ac/items/1551057
SN - 978-0230238206
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BT - Governance of Public Sector Organisations: Proliferation, Autonomy and Performance
A2 - Lægreid, Per
A2 - Verhoest, Koen
PB - Macmillan
CY - Basingstoke
Barbieri D, Fedele P, Galli D, Ongaro E. Determinants of Result-based Control in Italian Agencies. In Lægreid P, Verhoest K, editors, Governance of Public Sector Organisations: Proliferation, Autonomy and Performance. Basingstoke: Macmillan. 2010. p. 133-154. (Governance and Public Management).

redpajama_set_name: RedPajamaCommonCrawl


text:
Miller dazzles, Indians edge Blue Jays 2-1 in Game 2 of ALCS
Sports | October 15, 2016
Tom Withers
Cleveland Indians shortstop Francisco Lindor, left, and center fielder Rajai Davis celebrate their 2-1 win against the Toronto Blue Jays in Game 2 of baseball's American League Championship Series in Cleveland, Saturday, Oct. 15, 2016. (Nathan Denette/The Canadian Press via AP)
AP | CP
CLEVELAND — They don't have a true superstar, an embarrassment of All-Stars or a celebrity following. That's the NBA champion Cavaliers, who play next door.
The Indians, though, have depth, chemistry, one of baseball's best managers and quite possibly the most dominant bullpen weapon in the game.
Andrew Miller has Cleveland two wins from the World Series — and Toronto batters flailing.
Josh Tomlin baffled Blue Jays batters for nearly six innings and Miller, acquired just ahead of the trade deadline for exactly these pressure-packed October moments, blew them away as Cleveland edged Toronto 2-1 on Saturday to take 2-0 lead in the AL Championship Series.
Carlos Santana homered off 20-game winner J.A. Happ, and Francisco Lindor had an RBI single for the Indians. They won the second straight tense game in this series and have won five straight postseason games for the first time in their 116-year history.
An afterthought in August, Tomlin has emerged as an unlikely October star for the Indians. He allowed one run and three hits in 5 2/3 innings for his second win of the postseason — he won the Game 3 Division Series clincher in Boston — before Cleveland manager Terry Francona handed the ball to the magnificent Miller, who is making the Blue Jays look like Little Leaguers.
The lanky left-hander struck out the side in the seventh, two more in the eighth and has 10 strikeouts in 3 2/3 innings in the series. He has not allowed a run in 16 career postseason innings.
"He's one of the best I've ever seen," said closer Cody Allen , who worked the ninth to close the three-hitter for his second straight save. "He goes out there for two innings, shuts them down and gets a lot of swings and misses. Whenever you get to come in behind a guy like that, you're in a pretty good spot."
So are the Indians, who had never been up 2-0 in four previous ALCS trips.
Miller has been the difference so far, blowing through the Blue Jays. Before getting a groundout in the eighth, he struck out seven straight over two games.
"There's a reason we gave up what we did for him," said Francona, referring to the four top prospects the Indians sent to the Yankees in July. "We thought that he could be a guy that we could leverage in situations like we have. And it would make our bullpen that much better and give us a chance to keep playing. And that's exactly what he's doing."
After bludgeoning Texas in the ALDS by hitting eight homers and scoring 22 runs, Toronto has one run and 10 hits — eight singles and a pair of doubles — in two games against the Indians, dropping to 0-2 in the ALCS for the second straight year.
Bautista is 0 for 6 in the series with five strikeouts and in a 0-for-14 postseason tailspin. The only bat flipping Joey Bats has done is back into the rack.
"We didn't get destroyed or anything in these two games, but we've got our work cut out for us," Jays catcher Russell Martin said. "History shows we can hit the ball. We're going to have the opportunity to do that at home."
The series heads north to Toronto's raucous Rogers Centre for Game 3 on Monday, with Cleveland's Trevor Bauer slated to face Marcus Stroman.
Tomlin originally was scheduled to pitch Game 3, but he was pushed up after Bauer cut his right pinkie while repairing one of the drones he enjoys flying as a hobby. The 31-year-old Tomlin pitched himself out of the rotation by going 0-5 with a 11.48 ERA in August, but injuries to Carlos Carrasco and Danny Salazar gave him another chance and he's made the most of it.
Tomlin relied on his curveball to keep the Blue Jays guessing.
"I needed to establish I could throw it for a strike early on, and then it was a pretty good pitch," he said.
Miller's slider buckled the Blue Jays and delighted his teammates.
"I don't even know how to say it," Indians second baseman Jason Kipnis said. "It's fun to watch. I've faced that before, which is not fun to watch."
POST(SEASON)POURRI: Indians RF Lonnie Chisenhall extended his postseason hitting streak to six games, equaling Jhonny Peralta's team record to begin a career. . Lindor has five RBIs in four playoff games. . Josh Donaldson's double in the third inning made him Toronto's playoff leader in the category for a season (six) and career (nine). … The winning team in ALCS Game 2 has advanced to the World Series 24 times in the last 30 years. … Teams holding a 2-0 series lead are 24-3 in the LCS under its present best-of-seven format.
MILLER TIME
Miller spent his first six big league seasons as a starter, but has no desire to do it again. "I think that ship has sailed, I had my chance," said Miller, who went 10-1 with a 1.45 ERA in 70 regular-season outings this season. "The bullpen is a lot of fun. I like coming to the ballpark every day knowing I have a chance to pitch."
For the second time in the postseason, LeBron James and most of his Cavs teammates showed up to root on the Indians.
Blue Jays 2B Devon Travis is done for the postseason with a right knee injury he aggravated during Game 1. Toronto was granted a roster substitution by Major League Baseball and replaced Travis with 1B Justin Smoak. Travis would not be eligible for the World Series if the Blue Jays advance.
Blue Jays: Stroman allowed one run in both regular-season starts — no decisions— against Cleveland, posting a 1.29 ERA and 15 strikeouts in 14 innings.
Indians: Bauer was 1-0 with a 1.38 ERA and 16 strikeouts in two outings against Toronto. Scheduled to start the following day, he came on in relief and pitched five scoreless innings in Cleveland's 2-1, 19-inning win July 1.
Carney Column: Major League Baseball has a problem it's too afraid to address


What Is the Relationship Between Office Cubicles and Partitions?
What Are The Different Types Of Cubicle Dividers? How To Choose The Right One.
Low Wall Cubicles Help To Increases Collaboration & Productivity!


Hey guys! We've got another great sewing contributor debuting on Crazy Little Projects today. It's Karly from Paisley Roots sharing a doll pattern for you to sew! This project could be a great gift, whether for the holidays or for anytime, because you can personalize and customize and make it perfect for your recipient. Change the skin, the hair, the clothes, to whatever works for you! Bet you've got some kiddos who will LOVE this doll pattern and tutorial!


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Data science for the transport industry
Academics and a student from BU's Department of Computing and Informatics worked with Bournemouth-based technology company We Are Base and its subsidiary, Passenger Technology Group, on data analytics for the bus transport industry.
We Are Base has worked with companies in the transport sector since 2008, building websites for various bus operators before building its first mobile ticketing app in 2015. By summer 2015, the company had introduced a Research and Development/ data science team which was supported by an Innovate UK funded Knowledge Transfer Partnership (KTP) with BU.
The KTP saw BU PhD student, Manuel Salvador, join We Are Base as an R&D Engineer with initial support from Professor Bogdan Gabrys and supervision from Professor Marcin Budka, a specialist in machine learning and data science from BU.
Shortly after, Passenger Technology Group was formed to provide a foundation for We Are Base's software product development for the transport sector. Passenger has since created a suite of connected products predominately for bus operators, including mobile apps for passengers.
Those mobile apps provided Manuel and Professor Budka with a wealth of anonymised data for their research, most of which had wide-reaching implications for the bus industry that could be used to improve operators' services. For example, data was collected from the route planning function that could demonstrate what routes were popularly searched for. This data could empower operators to understand what routes they should be running based on demand.
The partnership between We Are Base and the Department of Computing and Informatics has resulted in a number of significant outputs including five funding bids and two journal articles. One of the most significant results is the development of an ETA prediction engine that uses real-time data and machine-learned analytics to accurately predict arrival time, helping passengers to better plan their journeys. This technology is now integrated within the offerings from Passenger – an industry first in a sector that formerly had many third-party companies providing this service.
Professor Budka uses data from the collaboration in his teaching at university and, together with some of the team at We Are Base, ran a workshop at BU's Festival of Learning 2016 on Big Data. The KTP ended with the completion of Manuel's PhD, which was awarded in 2017.
Matt Morgan, Operations Director at We Are Base, commenting on the lasting impact of the collaboration, said: "Having the opportunity to work with skilled academics enabled our business to investigate and then invest in areas that otherwise would have remained out of reach for us. Professor Budka and his team have added value from day one and continue to do so even now that the KTP has now come to an end."
Funding has been secured for another PhD student to work with Professor Budka and We Are Base to further develop the ETA prediction engine, continuing the Fusion of education, research and practice in data science at Bournemouth.
Manuel, now Dr Salvador, said: "Joining a KTP as part of my PhD studies allowed me an insight into the unique challenges of industry and of academia. I think KTPs help to develop a culture of innovation within UK based companies and also make academics more aware of the problems facing industry which is a good thing because, too often, industry and academia can become separated.
"One of the first challenges I encountered was finding a way for everyone to understand each other where there are big differences not only in the way that industry and academia do things, but also in the way they talk about it. Working at Base during my PhD has been really interesting and it's clear to me that this Fusion approach has both short and long-term benefits for all involved."
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text:
Vikings' Floyd gets 1 day in jail for violation
751dJosh Weinfuss
Source: WR Bryant applies for reinstatement
Giants suspend safety Moore following arrest
Gould happy with deal after 'weird offseason'
The NFL's best and worst offensive arsenals: Barnwell's 32-1 ranking
6dBill Barnwell
Fantasy football sleepers, busts, breakouts for 2019
16dFantasy staff
Berry: 100 facts for the 2019 fantasy football season
22dMatthew Berry
The 2020 NFL draft QB class: Five names to know, plus potential landing spots
77dAlex Scarborough and Kevin Seifert
Barnwell: Why the Chargers shouldn't extend Melvin Gordon's contract
The surprise offseason standout for all 32 teams
30dNFL Nation
The NFL's 'off' season: Ranking the seven biggest whiffs this spring
Vikings' Michael Floyd sentenced to 1 day in jail for violation
Josh WeinfussESPN Staff Writer
Covered the Cardinals since 2012
Graduate of Indiana University
Member of Pro Football Writers of America
SCOTTSDALE, Ariz. -- Minnesota Vikings receiver Michael Floyd was sentenced Monday to one day in jail and will have to complete the final five days of his house arrest after a Scottsdale City Court judge found that Floyd violated the terms of his house arrest, which stemmed from a December arrest on DUI charges.
Judge Statia D. Hendrix conducted Floyd's hearing in her courtroom over the phone; Floyd and his attorney, Robert Feinberg, were on the other line via speaker phone. A review of alcohol monitoring reports indicated that Floyd missed a test, as well as the presence of alcohol in several tests.
Report: Vikes support Floyd's kombucha claim
Vikings' Floyd called to show-cause hearing
Floyd will serve his day in jail starting Monday at 9 p.m. ET. He'll begin the five days of his house arrest Wednesday. Hendrix told Floyd that any alcohol found in his system was a violation of the house-arrest terms.
General manager Rick Spielman said in a statement that the Vikings expected Floyd to be with the team for the start of training camp on July 26.
"When we signed Michael Floyd, we hoped he would show signs of improvement and we continue to expect that he shows progress and a professional attitude," Spielman said. "We believe Michael will be a productive member of the Vikings organization, both on and off the field."
An NFL spokesman told ESPN that the league has been "monitoring developments" but declined to comment further.
The records show Floyd was tested three times between 5:30 a.m. and 6:33 a.m. on Sunday, June 11.
In his statement, Floyd confirmed he was tested three times, with his blood alcohol content registering .055, .045 and .044. Floyd then said he fell asleep after the third test and missed a fourth at 6:33 a.m.
On June 12, a day after Floyd's missed test and the alcohol was recognized in his body, Sentinel Advantage, the company that provides the testing devices, stopped monitoring Floyd.
Floyd has contested that he "drank several bottles of kombucha," a fermented tea, which caused the alcohol to appear in his body. On Monday, Floyd told Hendrix he didn't have any additional comments. Feinberg said he would stand on the legal documents he filed with the court.
Floyd was arrested in Scottsdale on Dec. 12 when he was found asleep at the wheel of his vehicle. He had a blood-alcohol level of .217 when he was arrested. He was sentenced to 24 days in jail and 96 days under house arrest. He had served 91 of them as of June 12.
Floyd was being tested six times per day under the terms of his house arrest, which was transferred from Arizona to Minnesota last month, allowing him to participate in the Vikings' offseason program.
After the arrest, Floyd was released by the Arizona Cardinals. He finished the 2016 season with the New England Patriots, then signed a one-year, $1.41 million deal with the Vikings on May 10.


Should We Keep Making Pages For Non-Kennel Pals Animals Here?
Should we move those pages to BABF Wiki or keep them here and copy them at that wiki? Voice your opinions here.
Hey guys! It's me, your neighborhood friendly Rigbybestie! Anyway, (yes, I'm a Spiderman fan before you ask), I was wondering, Build-a-Bear has been asking about this for the longest! Now, who else would you want at Build-a-Bear, if they would make them? I say, Discord and Queen Chyrsalis. Those two ROCK! But, they'd never make them, sine they're villians and not really considered "kid-friendly". But, BABW makes the BEST stuffed animals, so I'd really like them there. What are YOUR opinions?


This state-of-the-art display provides a dynamic advertising medium that runs 68 billion colors for true-to-life image reproduction. The 11′ x 20′ digital sign is viewed by over 21,000 cars a day at the busy Turlock intersection of Fulkerth Road and Golden State Blvd. Prominently located on the Stanislaus County Fairgrounds, each ad will be seen approximately 192 times per day.


San-tron is excited to exhibit at the International Microwave Symposium (IMS), June 12th – 14th in Philadelphia in booth #1348. San-tron is revolutionizing RF coaxial cable assembly design for critical military applications. Solutions include: Flexible, weatherproof and dust-proof pressurized assemblies; enhanced TNCs with standard or reverse polarity; high power 7/16s; extreme shock- and vibration resistant Type Ns; and high-flex, 20 GHz eSMA assemblies.


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« RIP blogging?
Awesome advertising campaign for Trident »
8 Ways to Fail Your Twitter Bio
by Nick Faber
Tuesday, March 1st, 2011
Here's a list of overused words in Twitter bios that fail by telling rather than showing.
Expert or Maven (33,209)
It's up to your peers, not you, to declare you an expert. Too often, seeing "expert" in a bio sends us running in the opposite direction. Kinda like being a self-described "winner."
Guru(14,309)
Nothing shouts "leader of a cult with one member" more than a self-titled "guru." Unless you're a yogi or a certified leader of Eastern religion, leave the Guru-ing to, you know, Gurus.
Social Media (44,518)
If you're a "social media" strategist, chances are that your intended audience is full of other "social media" types. And they don't call it social media, they just call it "work."
Enthusiast, (39,237)
Enthusiast sounds sweeter and less pompous than guru or expert. It's just that, well, lots of other people are enthusiastic about being an enthusiast. How about "fan?" Or, if you're just trying to say it with more syllables, try "aficionado."
Nerd (31,052)
Back in the day, "nerd" was an inflammatory word that conjured up images of taped-together glasses and greasy hair. Today, "nerd" can be synonymous with "enthusiast," both in meaning and frequency of use on the internet.
Geek (68,754)
The debate has raged over the differences between nerds and geeks since Sputnik. This venn diagram indicates a geek is a nerd with social skills. There are a lot of networked nerds out there.
Human or Person (128,109)
It may feel sensitive to finish off your bio with "human" or "person." But your writing should prove you're not a robot. If your bio says "father, skateboarder, guitarist, social media guru, cyborg," THEN we're excited.
2.0 (13,711), Interactive (12,179), and Online (103,349)
Do you add "Earth" to your mailing address?
Don't despair if you're using some of these words or phrases. But if you're using two at once — for example Social Media Enthusiasts (2791) or Expert Gurus (470) — do some pruning.
And if you're using three — Online Mavens of Geekdom — hire a human.
Bonus: There are 8901 ninjas on twitter. Who's minding the dojo?
For more fun with buzzword (ab)use, check out LinkedIn's most overused profile buzzwords.
See also @scottgould's post about Twitter bio uniqueness.
Tags: Advice for Bloggers, bio, buzzwords, description, Homepage, Twitter


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NADP Colleagues: Sharron Sturgess - the Leicestershire Specialist Mentoring Network
This episode finds Lynn Wilson from NADP chatting with Sharron Sturgess from the University of Leicester. We find out how Sharron and colleagues realised the need for personal support and CPD for mentors working with university students in Leicestershire and discover how they set up a county-wide network and their ideas and plans for the future.
Lynn Wilson in conversation with Sharron Sturgess from the Leicestershire Specialist Mentoring Network.
Lynn: Welcome to the sixth in our series of NADP conference podcasts. These podcasts are a series of interviews where we aim to get to know our colleagues and partners and learn about their experiences working in our sector. Today I'm talking with Sharron Sturgess, who was one of the partners who set up the Leicestershire Specialist Mentoring Network. Welcome, Sharron.
Sharron: Morning, thanks for having me on.
Lynn: To start with, can you tell us something about you and your role within your actual institution?
Sharron: Yes. So, I'm currently an autism specialist. But I started life as a secondary school teacher, and I did that for a decade. And then when I had my children, I realised, there must be easier ways to earn a living than teaching. And it turns out there was! I became a disability adviser at Loughborough University, and I worked there for a while, and I became the manager of the service. And then for various reasons I wanted to specialise a bit more. So, I kind of went into autism; did some qualifications; made that my specialism; and then I moved across to the University of Leicester, where I am now running the autism support. I'm the autism specialist, and that includes running the mentoring service for Leicester University. I supervise a team of mentors as well as having a caseload of my own.
Lynn: So how big is your team? You say you run a team; and how many disabled students do you support?
Sharron: The Accessibility Centre, which is the disability service at Leicester, we're supporting about 1800 students, and we have about 90 autistic students at the university, so those are the ones I have particular responsibility for, and working alongside me I've got a team of five mentors, and we're probably mentoring about 50 students, although I aim to meet all of the autistic students that disclose to the university. These are the ones we know about, of course. I think there are many more autistic students that we're not supporting, because they've not shared that information with us. But yeah, there's about 90 students. I've got five mentors, and we're mentoring between 50 and 60 students between us at any one time.
Lynn: Okay, but there may be some of our listeners who don't know about the UK specialist mentoring service. Can you tell us a bit more about mentoring and who it assists?
Sharron: Yeah, so the idea behind mentoring is, it's about supporting students one-to-one to look at the barriers that their disability might place for them in their learning and their access to university life. I think there was a version of mentoring that existed before the DSA funded it but in 2014 it was sort of set up as a non-medical-health specialist band 4 role. So, there are basically two types of mentoring. So, there's mental health mentoring that will work with students with disclosed, mental health conditions to look at how they can remove the barriers they face, and the other specialist mentoring is for autistic students, which is the mentoring I'm involved with, and it's very much around working one to one with a student to look at the difficulties that they can encounter, that their autism might present for them in the way of barriers and helping that student to find the strategies that work for them, we're very much a student led role – mentoring. You know as a good mentor, it's not about doing these things for students, it's about looking at why they're finding it hard to engage with their studies, or integrate into university life or get involved on a level that they want to get involved on and helping that student to work out ways around those problems for themselves. For me it's very much about it empowering students because if you do something for someone, they never learn to do it for themselves. And at the end of the day, we're with these students for three or four years of their life and then they're going to go off. So, what you want to do is to give them the tools, to manage their own disability for themselves. There is some mentoring required with other disabilities, certainly when I first started working, and I was a generalist, I did a lot of one to one work with students with Chronic Fatigue/ME and cognitive injuries, so brain injuries. That's not funded by DSA anymore, but I do know of universities that still provide mentoring for those sorts of disabilities as well.
Lynn: Yes, I was a mentor in the past and took mentoring qualifications and quite a few of the students I supported with would fall between the DSA bands now. I had a young lady with autism, which she would receive mentoring for, but besides that she also had very high levels of pain and so she used to concentrate in on the pain due to her autism concentration and get kind of spiralled down into this little circle of pain which was difficult, and I had another student with ADHD and chronic pain as well. And under the DSA system, she wouldn't receive mentoring now, it'd be up to the university to sort, I think,
Sharron: Yes, that's the other group that are really missing out because that's my other current specialism - students with AD(H)D, and they kind of go between myself and our study skill services support neurodiversity, mainly dyslexia, but actually quite a lot of those with AD(H)D have similar sort of issues to autistic students. They just need help, working on strategies to help them manage their lives and help them manage their conditions, and that's not always related to study related things. You know, because we're supporting students to manage their day to day routines, and also manage things like their social lives or self-esteem. The other side of university that people don't think about when they apply. They think about doing their degree in the academics, whereas good mentoring will look holistically at the whole student, and I think students with AD(H)D benefit really well from mentoring in the same way that autistic students do.
But, as you say, it's not DSA funded and I think this is the other problem mentoring has; good universities with lots of resources can provide mentoring to any student that needs it. Quite often, with the squeezing of resources, particularly as we're coming out of the pandemic, lots of universities are depending on DSA to fund their mentoring services. At my institution, I've got a certain degree of flexibility. I'm a full-time member of staff available to students who are not DSA funded, but my mentors are obviously on their zero hours contracts so they're being funded through DSA. So, it varies from institution to institution, but really mentoring is something that a lot more students than those funded through DSA would really benefit from.
Lynn: Yes, and it needs to be specialist mentoring as well.
Sharron: It does.
Lynn: Peer mentoring, when it's something like AD(H)D, and you need to have a good idea of the techniques and strategies that will really help.
Sharron: Absolutely, yeah, you could do more harm than good if you don't know what you're doing. Yeah. As with anything.
Lynn: So, actually, we wanted to talk today about the specialist mentoring network that you set up. Can you tell us a little bit about who was involved? And why it was set up.
Sharron: Yeah, it was all quite fortuitous really. So, when I left Loughborough and moved over to Leicester, one of my mentors at Loughborough (that I'd been mentoring in her career progression), she then stepped into my role at Loughborough - the autism specialist role -because I was their autism specialist there and the service manager. But she took the autism role, and we kept in touch, because it was obviously quite a big step up for her. And we started to have discussions about, you know, she wanted to provide training, I was doing training could I help her out?
And then, at the same time, I was working alongside someone who actually was the lead at De Montfort University, which is our other local university in Leicestershire. She got the job as the autism lead at De Montfort (we were working on the Reach Partnership, which came after Aim Higher). So, we were doing work in Leicestershire around supporting disabled students to go to university, and when that project finished, she became the autism lead at De Montfort.
So, we came out of the fact that I just happened to know my counterparts at the local universities, and we were all facing the same sorts of issues. We had a mentoring team, and it can be quite a lonely endeavour mentoring. It's you one-to-one with a student. Mentors are quite often… they're not full-time members of staff, they will be zero hours contracts, they're sort of floating in and out of the office. They might see their supervisor, you know, but they're not necessarily meeting up with each other. And the three of us kind of got together and thought, well, we think actually, if we pool our resources, we can put on some good mentoring training, and then give mentors an opportunity to network with each other and learn from each other. And so, we thought, because the three of us knew each other, and that we could pool resources really. So, I offered to host a meeting in Leicester, and it took off from there. The pandemic has disrupted proceedings, but until then, we were having regular meetings. I would host in meeting in January in Leicester and then my colleague would host the meeting in June, at De Montfort, and we have, between us, anything between 20 to 25 mentors that would come together, and they really like the opportunity to network with each other. I think that's been the most successful aspect of this, is that mentors feel they're part of a growing service and they're not just working in silos on their own with students. They hear that other people are having the same sorts of issues and worries and concerns about their work that other people are, again, that just makes them feel part of a team.
Lynn: Yeah, I think, also, so much of mentoring is keeping up to date with new techniques and new strategies, and hearing about things that have helped other students. It's really important to be able to network with others and actually gain that knowledge.
Sharron: Yeah, absolutely. It's funny, whenever I go to training, especially with NADP, when you go to conferences or face-to-face things. When you put on your feedback form 'What's the most useful thing of the day?', I always put the networking. It's just learning from other colleagues and knowing that we all face the same sorts of issues. And, quite often I think, as autism specialists, you might be the only autism specialist in your university, and then I've got this team of mentors looking to me for all the answers, I don't have all the answers, but I know that if I reach out to my colleagues, someone else will. And I think that's the premise of networking isn't it? I t's knowing that you haven't got to do it all on your own, you're not the only person doing that. So, you don't need to keep reinventing the wheel, you just need to look out externally and reach out and see who's around you.
Because we wanted something that was, was face-to-face, we've done it in our locality. We've got three big universities in a quite close geographical locality and, again, I think that helped as well. So, the fact that we knew each other, and the universities are quite close, and we all had reasonable sized services that we could pool resources. Then the network just evolved from that really quite easily. We also all had buy-in from our managers, and you know they will be quite happy to let the three of us go off and set up something between ourselves. We don't have many resources so we've kind of pooled what we do have, but you know I think buy-in from management is also a big help. If you've got a manager who will trust you to reach out and see who else in your local institutions will support you. That's a big help as well.
Lynn: Yeah, that kind of leads me into saying… I'm sure that there are many of our members thinking it's a great idea to set up a local network like this because funding is just so short, or shall we say non-existent, for CPD at the moment. And so, I was going to say, do you have any advice for the first steps people would need to take, to set up something similar? But I think management buy-in is definitely number one, isn't it?
Sharron: Yeah, absolutely. I'm very fortunate, I think because I've done management myself and my manager just sort of lets me go off and leaves me to it. But yeah, I think certainly if your service manager will let you take those first steps that's the first thing to do.
The second thing is then to find out who is in your locality, you know, because quite often in counties, there are more than one of the universities you tend to find they cluster universities near each other. So, I think it works easiest if it's in your locality. So, finding out who's near you, reaching out to their autism leads, that that's a good second step.
And the other thing I think that helps is pooling your resources. So, looking at what training they've done, what training you've done, and not reinventing the wheel, you don't need to do that. Often there's things already out there really. And what we've also done is that we've pulled in external people. So, at my institution, for example, Student Services. They were doing a lot of work around having difficult conversations, of working with difficult people (while I don't think autistic people are difficult!) Well, having those difficult conversations and of what to do when people disclose things to you. So, that was a piece of work going on in our university anyway and I thought, well actually, this would be really useful for mentors. So the last face-to -face session we had in January 2020 I had the Practice Lead from Student Services in my university. She came and delivered her training to the specialist mentors, and it was something a bit different and although most of the training that we deliver, is one of the three of us practice leads in the universities, actually if you can bring external people in, whether that's external people to your service within your institution or external people from outside, if you've got local links, that helps as well because I think… the mentor training, you need to benefit from it as the practice lead as well. So, if you're always putting it on, you don't necessarily get the benefit of the of the training in the same way. So, using whoever else's is training is out there and, as you say, I think it's, a really good way of upskilling yourself, as well.
So, we put on training that mentors ask for, and they've asked for quite a lot of mental health training. We did run a session where I did something on selective mutism because I happen to have been to a conference and I read up quite a lot about it, I made some contacts at the conference that I went to and it was quite good. You know it's that premise that a good way of knowing that you've understood something is then to teach it to somebody else. So, because I've got a selectively mute student, by doing some reading, some research around it, going to a conference, I was able to put together a presentation and present that to the mentors.
One of my other colleagues had dealt with a number of students with Tourette's and she did the same sort of thing. So, we all put on a sort of mini presentation about something that we've been dealing with that we hadn't dealt with before. And again, the mentors were all able to benefit from our having to upskill ourselves as well.
Lynn: That's great. Yeah, I can really see how it would work so well for mentors, I home educated my kids. So, I changed careers from biochemistry and I moved into note taking, mainly for science subjects, and then I did SpLD tuition, training, and mentor training and I was doing also doing exam invigilation training as well. So, I moved into all those areas but when you're remote from the university and being paid perhaps by an agency, you don't have the contacts that you need to get the training that you need either, and money to go to conferences and pay for yourself. So, I think it's a fantastic idea and I know I would have really appreciated it when I was working in in mentoring and SpLD tuition and that
Sharron: of that you've just reminded me… I mean I'm focusing on the three universities based in the network, but actually we're wider than that. So, we've got a couple of local Further Education providers and who're doing, you know, for their foundation degrees, do some DSA work. We've got Loughborough College and Brooksby Melton College, and we actually have the Learning Support Centre who one of the big non-medical help suppliers based in Leicester. They sort of grew out of the service at De Montfort University, and I happen to know Laura Cook as well, and I met her semi-socially one evening and we've got chatting about work, and I told her about the network and she was interested in that. So, they're actually part of our network. So, it's not just the universities, we recognise that the private suppliers, the product suppliers, as it were, they're all facing the same sorts of issues we are. So yeah, we've had the Learning Support Centre involved with us and Laura has offered up resources, things like using their training rooms, if we need to, and that sort of thing. So again, it's pooling resources, isn't it?
Lynn: Yeah, it's great and I am so pleased to hear that you're including Further Education as well. We have quite a few colleges as members and they find it even harder than our university members to get CPD at an adequate level for what they need. So, it's wonderful that you're forging those links as well.
Sharron: And again, that came out of people that we knew, you know. Bizarrely enough, a very good university friend of mine, his partner was actually the head of Learning Support at the college, so that's how I said to him, 'you have an autism lead we've got this network, do you think they want to join'. And then Brooksby Melton, the lady that was the autism lead there, she was on the REACH partnership with myself and a colleague at De Montfort. So, again, it all came from people knowing each other.
It is true what they say: 'it's not what you know, it's who you know', but hopefully it's been mutually beneficial and if you don't know people in your local area, then you just need to go out and find out who they are. You just need to contact your local universities and just make those connections for yourself, but you do tend to find I think in this sector - because it's quite a niche sector, isn't it? - that people tend to move between local institutions. And, you know, I know certainly between Loughborough, Leicester and De Montfort, staff move between the three. I know people who've worked in, you know, two or more of the institutions. So, it's building on that really, it's building on those professional networks and friendships that you make along the way.
Lynn: Okay, now we hear an awful lot about inclusivity in our roles as disability practitioners. So, how do you think that mentoring assists with inclusivity?
Sharron: I think it can work in two ways really. I think first of all it's about supporting that student that you're working with, to support themselves and help them to take ownership over their own disability. Because they've come from school where quite often the SENCO or their parents have done everything for them, and now they're becoming an independent young adult, and they want to be included in things but they've got to learn to do that more for themselves. I think mentoring can help support young disabled people to do that, to take ownership and decide on how much inclusion that they want, because, you know, some autistic people are much more self-sufficient and want to spend, particularly the social aspect, they may want to stay in their own world, but in many ways, they want to be a part of university life. They want to get the most out of university life not just do a degree. So, mentoring can help a young person in that regard – to support them to include themselves as much or as little as they want to.
And then the other side of it, and I think this is kind of a run-off from the general disability adviser role, or the autism lead role. My mentors will then also work with departments, and again, my mentors because we're based in the institution would probably be better able to do this than other mentoring services, but I think if you're based in institution, it's about supporting that student to advocate themselves on working with a department to get them to see how they could include students more. So that comes more under the guise of Universal Design for Learning, if you like. So, I know that some of my mentors have been for meetings with departments to discuss with those departments, things like making adaptions to group work, putting reasonable adjustments in place for assessment and supporting that other side.
So, it as a disabled person myself, I always feel with a disability, you've got to meet the world halfway, I know that I take ownership over my own disability, and I know what my limits are. And I've been supported through my life to do, to recognise that, so I can advocate for myself. But, on the other hand, you also need the world to take account of the fact that you don't fit into it the same way as everybody else. So, you need them to meet you halfway. You know that's the university, isn't it? And I think mentoring is uniquely placed to see both sides of that, to see what the student needs, to see what the university needs to do, and to help them meet in the middle as it were.
Lynn: I do like that concept, that's great. I think it really helps to explain what mentoring is as well. Yeah, good one.
Sharron: I think it helps build that bridge, doesn't it? Between the two sides of that coin, because you can't sit around thinking that the world needs to bend to you because you're disabled, you've got to learn to advocate and learn those strategies, as I was saying before. As an autistic student, learn those strategies but there's an awful lot that universities do, that do put barriers in place for autistic people, and hopefully mentoring helps the university recognise that, and remove those as well.
Lynn: The other term, we're beginning to hear an awful lot about now is intersectionality. It's certainly helping us at NADP to increase understanding that one size does not fit all when it comes to disabled students not every dyslexic student is the same as every other dyslexic student. Can you talk a bit about how intersectionality affects mentoring?
Sharron: Yeah, I think as a mentor, you're not just working with an autistic person you're working with young person that may have other things going on. So, whether that's that they're from the BAME community and they've got a cultural aspect, or something that you do see a lot of within the autistic population, is the LGBT community. And certainly, I started with quite a number of transgender students, and the mentors were like, yeah, a lot of their students identified with the LGBT community, and, you know, we thought this was an area that they might benefit from training. So, we did have a training session where I actually bid for some funding and we bought in an external speaker from the LGBT Centre in Leicester, and they came to speak to us, to just widen people's understandings of the community. And then I held a session in the afternoon around: 'what does that mean for our work with young autistic people?' Because if it's a community that you're not particularly embedded within yourself, particularly around chat transgender issues. I think, you know, people have got their heads around that people can be can be lesbian or gay, well, I think the needs of transgender students are very different and very particular. Three of my new starters this year identify as transgender and you want to make sure that you're respecting what that means for them, and understanding what that means. And I've got a student who is questioning, and I think the nature of mentoring can become quite an intimate professional relationship that students will open up to you or tell you things that they've perhaps not told other people. So, it was very much about training our mentors to recognise what that means for a young person who's exploring their identity and that intersectionality with autism, because I think quite often in the Autistic community, it gets passed off as 'Now you're not trans you're autistic; or you're trans but you're not autistic'. They don't see that the two… you know you've got one or the other and that's not the case. But one can affect the other.
So, we did some training around that and then very much training around sort of our boundary issues where we fit into that as mentors because I think that's a big thing if you're mentoring. You need to know the limits of your own capabilities, and then the limits of what you're expected to do as well. You can't do everything and be everything, but you can increase your understanding in order to support that young person to increase their understanding of themselves.
So yeah, I think intersectionality is a big thing. And as I say for us… I think the big one for us has been the LGBT community, but then there are those students who work with cultural issues and those students that we work with that also come from non-traditional backgrounds. You know, we get quite a lot of older people who find out they're autistic in later life, so, they're studying, not just as an autistic student but as an autistic student with a recent diagnosis, and they're also a mature student, who will have other responsibilities. And so, yeah, I think intersectionality for any disabled student is a big thing. And I think it's important that we support mentors to understand that, so that they can support students in learning to understand themselves better.
Lynn: Yeah, I think in any of the kind of caring professions, or caring roles, that boundary issues are so important. And I think especially with these one-to-one work roles, where you're working so closely with the student, that those boundary issues are… you have to be well aware of where you're going to hold that boundary, and things like your specialist mentoring network are just so vital for people to be able to discuss that out and work out exactly where they're going to hold the boundaries because it's a personal decision on every single occasion, I think.
Sharron: Yeah absolutely and autistic people, you know they work better with clearer boundaries. I am very clear with my students, for example, they can email me anytime but they can't expect a reply from me anytime. You know, if they're having a difficult day, they can ask me if I'm free. But if I'm not, I'm not.
So, I'm very clear with them about their access to my support and advice and guidance. And that's very much something I have to install in my mentors, because you work closely with a young person, you get professionally invested in how they are and how they're doing and then, you know, there's quite an element around safeguarding and the university's responsibilities to its students. But, you know, we're only a part of that, I think when you're a mentor working with a student you can feel like it's all on you and it's not. And again, as you say, I think there can be a lack of supervision and support for mentors. And I think having regular network meetings, whether that's within the mentors or within your own institution or indeed with other local institutions, if you set up your own network, it gives those mentors opportunity to offload to each other. And as we've already said, you know, learn from the fact that other people have had the same dilemmas as you, that you're not the only person with that. I think that's really valuable.
Lynn: So okay, what's the biggest challenge you have with your specific role right now, and do you have any ideas at all on how you're going to overcome it?
Sharron: [laugh] I'm overworked and under-paid and I don't know how I am going to resolve that! Yeah, it's workload, isn't it? It's always workload; workload and lack of resources. I mean I've been doing this work a long time, so I know not to get stressed out about workload and I know that…when I was managing you learn to delegate, don't you? You learn to start saying 'no' as well and to be a bit clever about what you're doing.
As for resources, that's where things like the mentoring network come in because, although it feels like it's an effort to put something on for a group of people, actually, we've all got to do CPD under the DSA-QAG regulations. We all need to do at least 10 hours a year. So, if I can get those hours in by putting on a two-hour session with my mentors, again, you're working smart aren't you? You're pooling resources, you're being clever about what you do. And you don't have to do it all yourself. I keep coming back to that phrase, don't I, reinventing the wheel because I do think sometimes we think we've all got to go back to the beginning and start over and you don't have to, somebody out there will have done something that you can use.
The email forum that we've got - the practitioners' network. I think that's the next step for us as a group of professionals, is to have an autism practitioners' network, which has started with email list because if you put on the email list, somebody somewhere will have done what you're trying to do. And we're quite a good bunch, aren't we? We're quite good at sharing amongst ourselves. And again, that helps us as individuals to work smarter, because we haven't got the time in the day to keep doing things from scratch.
Lynn: Yeah, the JISCMail list for our NADP members is one of the most valuable things of membership. And we hear that time and time again because, you know, 'I'm at a small university, and I'm the only disability adviser at the University and I've now got a blind student coming to study biology. And can anyone help?'
Sharron: Yeah, absolutely, you know, because it's quite a niche area as I've already said that, you know, we need to reach out and support each other, because you can't possibly know everything about everything. I think, manage workload is something, and then being clever about resources, that's the way I'm currently trying to manage my current role.
Lynn: Coming back totally to you for one final question then. What's something about you that most people familiar with you and your work, wouldn't know?
Sharron: My problem is a bit of an open book, everybody knows everything about me! But I think it would come back to my own disability status. I'm very upfront about the fact I am disabled. I have a visual impairment. And I think it's easier for me to share that information with people because I need people to know I can't see very well. If you're going to a conference, for example, you need the alternative formats or you need the presentations beforehand, or things like that.
I'm also working with young disabled people. I always think… I don't like that idea of being a role model. I don't like to put myself above anybody else, but I know that it's a way of empathising with young people I've worked with, by saying, 'I genuinely understand the difficulties your having with being a disabled person. I have had them myself.'
So, you know, most people know about my disability but the one thing I would say is that I don't think people know quite how poor my sight actually is, because I think I do myself a disservice sometimes. I'm of that generation where it was more medical model, you know, I went to a special school where you couldn't play on the fact that you couldn't see, because nobody else could see there and you just had to get on with it. You know, we didn't have large print books we just had big old magnifiers instead. So, it was very much about changing yourself to fit in with what society needs and it's not like that now, but I know for myself, I've still got that hangover.
So, I think, although I tell people I've got poor sight I do play it down quite a lot, and I don't think people realise quite how poor my sight actually is. It's always hard to explain because when somebody says, 'Well, what can you see?' 'I don't know. What can you see?' I've got no frame of reference. I've always had poor sight, so, it's like…well I don't know it's not quantifiable, but I think that's what people don't appreciate and I think it's a huge benefit to me in this role because I think you have real empathy, when you're a disabled person supporting other disabled people, because you can genuinely say 'yes I do understand what you're going through because I've been through it myself'.
Lynn: You know we were talking about intersectionality and one size doesn't fit all. So, no disabled person is the same as any other disabled person but some of our experiences will be similar, and just gives us, as you say, that understanding, not totally, of what they're going through, but it enables us to empathise that little bit more, I think,
Sharron: And it gives me that legitimacy to say to a young disabled person, and I've said this to various students I work with, the world will not bend to your will. You have got to learn to take ownership and have some agency over your own disability and I have the legitimacy to say that because I've been through that. When you go to Uni you want to be the same as everybody else. I see it with the first years, they just want to get in, and then they realise they're not going to do it quite the same way. And I'd say, some have been through this, and by the third year, they recognise they can still fit in but in a different way. You know, and as I say, I think that's, that's where being a disabled person myself, I think has great benefit in this role.
Lynn: That is great, thank you very much for sharing your time and all your knowledge with us this morning. And, yes, it's been a really interesting session so thank you very much.
Sharron: Thank you. Thanks for having me on.


I remember learning about Pangea (You know, the supercontinent?) when I was in elementary, and I remember wondering: Where in the world did my ancestors come from? With today's best DNA for ancestry options on the open market, we don't have to wonder anymore.
As DNA testing becomes more and more prominent and more and more affordable, more and more options are available to consumers. Some are better than others, and some offer different features.
Basically, the best DNA test for ancestry for your unique needs is going to depend on what exactly you're looking for. Do you want health information? Do you want to meet long-lost relatives? Do you want a snapshot of your ethnic makeup?
There's a DNA test for everyone out there. To help you find the one that best matches what you're looking for, here's a rundown of your options — including their pros and cons.
One of the biggest complaints about DNA tests for ancestry is how broad and general the results can be. "It just said I'm from Europe … Big deal," you might say.
Well, Europeans have lived in pretty close quarters for centuries. The borders have shifted, and the people have moved. It's going to be hard to pinpoint exactly where you're ancestors are from. A DNA test for ancestry isn't going to identify the small village in the Ural Mountains where you're great grandparents first met. But it can provide larger swaths where your ancestors may have lived, like Scandinavia, the British Isles, Eastern Europe, etc.
Some users are going to be surprised by their results. Others aren't. But it's unfair to penalize the companies because you are exactly who you always suspected.
1. Vitagene DNA Test — Our Top Pick!
Each of the options on this page is available for an MSRP of $99. Where Vitagene's DNA Test sets itself apart is in its information that goes beyond just ancestry.
In fact, Vitagene's main focus is on delivering actionable health information that can assist you in losing weight, taking the right vitamins and more. AncestryDNA and 23andMe can deliver information beyond ancestry, too, but you only really gain meaningful access to that information by paying a little bit more.
Vitagene isn't perfect, of course. As mentioned, most who are searching for the best DNA test for ancestry discover that they're disappointed by how broad the ancestral information can be. Of all the options on this page, Vitagene delivers the least comprehensive ancestry information. It's competitive with the others, though not quite as good. But Vitagene takes the top spot thanks to its fast turnaround times and the value that emerges from the extra information you get without paying extra.
What's most interesting about Vitagene is the health insights that come as part of the $99 package. When you choose Vitagene's DNA test, you gain information about the how your body reacts to certain diets and macronutrients, as well as how it processes certain foods. You learn which types of exercise will benefit you most, and you discover the vitamins that will deliver the greatest impact.
This is truly actionable information that requires no upgrade above the $99 price tag. Not only do you get a glimpse into your ancestry, you get to use those ancestral insights to live your healthiest life.
We're all impatient to learn about our ancestry, right? Join the club. You may not be comforted by a 4- to 6-week turnaround time, that's about as good as it gets — and you only get it at Vitagene.
Also, other providers (see below) promise 6- to 8-week turnaround times — but they don't always deliver. They provide the caveat that turnaround times may be longer when volume is high — which make sense, right? But it sounds like volume is often high, and the 8-week deadline is often blown through.
This isn't much of a catch, but it's worth mentioning: There's a little more upfront work on your part when using Vitagene. Because of the in-depth heath information they want to provide, you must fill out a fairly lengthy questionnaire.
Again, it's nothing too taxing, and it's worth the effort, but be prepared to share about your health history, goals, etc.
It might be surprising to see Vitagene this high on the list, especially because it's competitors have larger communities and longer histories in the industry. But this is a true deal for those who value health information and insights in addition to the ancestry background. Vitagene is fast, efficient and delivers actionable information that you can use to make your life better — right now.
AncestryDNA is one of the original providers, which is why so many reflexively consider it the best DNA test for ancestry. This is a good option, one that delivers a strong ancestral profile and a great user interface.
This company also serves as home to the largest ancestry community — more than 3 million users who are actively building their family trees using AncestryDNA. That means you have access to a huge community and numerous data points. This wealth of information allows you to discover greater insights about yourself and your heritage.
Yes, AncestryDNA is a wonderful service — but you need to subscribe to the community to get the greatest benefit out of it. The $99 a DNA test kit runs you will include the ethnicity estimate, genetic communities and a list of DNA matches. You get a 30-day free trial membership, which means access to scanned documents and records. This is where you can make true connections with your ancestors and build your family tree. It's just not included in the $99 price.
When DNA testing companies promise to help connect you with relatives, what they mean is that you can fit into their existing web of family trees. The more people who've created family trees with a company, the more connections you'll be able to make.
AncestryDNA is home to the largest such community, which means you can build your own family tree and make connections with distant relatives and discover ancestors you never knew existed. The only drawback, as mentioned, is that you must pay for a membership to fully enjoy these added benefits.
AncestryDNA brings unmatched experience to the DNA testing space. They've been doing this for 20-plus years, which means they know what they're doing. Your information is safe and secure, as AncestryDNA has proven privacy processes. And the AncestryDNA interface is nicely designed and attractive — not to mention easier to process and understand than what you'll find with 23andMe.
The promised turnaround time of 6 to 8 weeks doesn't sound too bad. But AncestryDNA seems to be in constant high-volume mode — they are always behind. This is most likely a function of strong demand, but many users become frustrated as they wait for results to arrive.
Enhancing this frustration is a steady drip of marketing emails AncestryDNA sends while you wait. They're trying to get you to pay to join their members-only community, which is where you really get the benefits of AncestryDNA's services. But these marketing emails aren't welcome when you're still waiting 10 weeks after sending in your sample and you aren't seeing any updates on progress.
Some users are most interested in building their family trees and learning about distant relatives and recent ancestors. If that's what you're interested in (and you can afford the membership upgrade), it's hard to beat AncestryDNA. But, if you're looking for a robust ethnicity profile, health information or additional features included in the test kit price of $99, you're going to be disappointed.
Huge community makes family tree building easy.
Experience and strong brand reputation in this space.
Wait times longer than the competition.
Greatest benefits require paid membership.
23andMe is another well-known DNA testing brand, one that offers industry-leading ethnicity insights. As with AncestryDNA, 23andMe offers an upgrade option that delivers much deeper information about who you are and where you came from. In this case, the upgrade is to the $199 package that also includes health information.
Founded in 2006, 23andMe is a trusted provider of DNA testing for ancestry. While it's not atop our list, you can't go wrong with choosing 23andMe for the best in ancestry information at the $99 entry rate.
DNA is complex and complicated. While some of the DNA testing companies excel at making this complex and complicated information come to life in simple ways, 23andMe delivers information that's more difficult to digest. That's not to say it's impossible to understand, but other providers have been data visualization and reporting approaches.
Not all testing companies offer information on your Neanderthal ancestry, but 23andMe does. This is a neat differentiator that makes ancestry feel real and powerful. We think of Neanderthals as people who exist only in museums or textbooks, but there existence lives on today in many of us.
Vitagene offers the fastest turnaround time at 4 to 6 weeks. AncestryDNA offers a slightly longer turnaround time of 6 to 8 weeks, but it struggles to meet its own deadlines. 23andMe promises delivery in 6 to 8, and it can be expected to meet (or beat) that deadline. There's no long waiting and wondering period with 23andMe.
Adding on the health report is what makes 23andMe a great option. As mentioned, some users will be looking for different types of information. If you're interested in robust ancestry and health information, upgrade to the more expensive package and you'll get insights that are closely aligned to your expectations.
23andMe is a wildly popular provider of DNA testing for ancestry. You can search for reviews of these products and find different opinions and takes on which one is the best. While 23andMe is not our top pick, it's provides a proven product that you can trust to get the job done.
The one word that most buyers use to describe their experience with DNA testing is this: fun. When you choose a DNA test for ancestry, you get insights and information about your past and your heritage that you only could have guessed at previously. As mentioned at the top, you may be surprised by what you find or you may find exactly what you expected. But this is still a fun process that wasn't available to the general public just decades ago. If you're going to take the plunge and buy the best DNA test for ancestry, make sure to have some fun with it. Anything less would be a waste.
Ethic Profile: Almost all test compare your genetic makeup to sample from specific populations of people. The result is a series of percentages that indicate a best guess at your ethic makeup.
Haplogroups: Certain DNA types trace back to certain genetic mutations that emerged at specific times and in specific places.
Neanderthal Percentage: Some DNA tests offer an estimated percentage of DNA you inherited from Neanderthal ancestors — which some users find cool … and other users don't.
Top Surnames: Some tests use your DNA to identify specific surnames with whom you share much in common.
Raw DNA: Almost all tests will give you a raw DNA sample you can download for use with other DNA analysis platforms.
Think of DNA testing like political polling. Both use models and samples to provide what is essentially an educated guess at what might be — ancestry and ethnic origin in the case of DNA, and popular opinion in the case of polling.
These estimates are only as good as the models and samples they are based on. These models and samples will also differ from company to company, so you could conceivably receive three different sets of results if you took a test from each of the three companies on this page.
This is a reminder that DNA testing, while fascinated, remains an imperfect science. It provides helpful insights and information, but it's not infallible.
How does a user make the most of a test?
The first step is to identify what exactly you want out of DNA testing for ancestry. If you're interested in building a family tree, you can get the most out of your test by choosing AncestryDNA and signing up for a membership, too. If you want actionable health information, go with the Vitagene option. If you're interested in robust ethnicity information plus health insights, go with the upgraded 23andMe package. When you know what you want from the start, it's far easier to ensure that you get it.
How reliable is DNA testing?
When it comes to identifying your distant relatives, DNA testing should be pretty accurate when used in tandem with a family-tree building platform. It gets a little dicey if you want to learn where your ancestors lived thousands of years ago. DNA testing can provide a strong indication of where your ancestors lived, but these indications are often broad — which can be a source of disappointment for users.
How far back do ancestry tests go?
To answer this question, it's important to understand that much of what we think of as ethnicity is actually just cultural traits. Some ethic groups have been largely isolated throughout history, which makes it easier to trace back further if you're part of one of these people groups. But more ethnic groups, while sharing cultural traits, have many different genes in their pools. This makes it harder to go back further with ancestry testing.
Tempered enthusiasm is recommended when searching for the best DNA test for ancestry. $99 is a heck of a deal to get information about where you're from and where your ancestors may have lived, but don't expect sweeping insights and specificity. If you're lily white and the test shows that you're from Western Europe, it's hard to be disappointed in that — even if there's no real surprise.
For a little bit more, consider getting the Vitagene kit, which includes the in-depth health information. Or, upgrade with AncestryDNA or 23andMe to get the detailed information you are looking for. Otherwise, maybe consider taking a pass on DNA testing altogether. Sometimes it's fun to just wonder and to embrace the mystery.
Have you had an experience with DNA testing for ancestry, good or bad? If so, let us know in the comments, or send us a message using our contact page.


This vignette that a hostile work environment occurs when unwelcome sexual advances or other verbal or physical conduct of a hostile or discriminatory nature unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive working environment.
Hostile work environment? You bet! Disrespectful? Absolutely. But this particular harassment likely would not be considered discrimination.


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Event 0 (PC) review
"There Is No A and I in Team, Only Me"
Beyond graphical enhancements, programming and other aspects of video-games, artificial intelligence feels like the final frontier for games where its possibilities seem endless. The pursuit of greater artificial intelligence is not merely the means to add greater challenge or more immersion, but to explore the software's innerworkings to discover how much of its creation is the result of precise coding and of accidental surprises in action. It is the one aspect of video-games that perhaps is the most tangible that will never truly snuff out the endless questions of its mystery, and Event[0], while not exactly revolutionary, goes to show the untapped potential of a dream in its simplicity.
As with any other artifice of fiction, the A.I. of E0 is a lot more idealistic than it could possibly ever be, and this aspect is its greatest shortcoming as a game. Through storytelling and gameplay, E0 seizes upon the primal necessity of fiction to warrant its existence. Eons since man first dreamed, fiction masquerades its true purpose of make-believe as a learning tool to explore possibilities either dreamed in the immediate or the impending future to persuade others to heed their warnings of what may come to pass. In the case of E0, the lesson it teaches is not to prevent the inevitability of A.I. but to understand its shortcomings, its potential and its value as the realities are less of a concern for the future but one of the impending present.
Artificiality and purpose are not only themes of Event[0] but they are also central to the illusions it creates in terms of innovative gameplay, which is a whole lot of smoke and mirrors to disguise tech, old and new, to create an actual companion who appears to have learning capabilities. The mechanics are taken from games like Wasteland and many Infocom text-adventures where player inputs are conveyed through typing responses with the modern conventions of walking simulators to add audiovisual elements and immersive qualities to enhance its gameplay. It is essentially a glorified ChatBot given its own game, but simply saying it repeats what has already been tried and true with the same benefits and flaws would be a mistake.
The genius element behind what makes E0 believable is not so much its accuracy in imitating intelligence but how it creates a persona to a degree that excuses its shortcomings. Knowing that the only character you associate is an A.I., this fact gives the player enough suspension of disbelief to work around the game's shortcomings, which is the A.I itself. Kaizen, the ship's A.I., manages to communicate with enough variety of his responses as well as demonstrate the illusion of understanding the connotations of words that you would have to intentionally type out responses to at its weakest moments to break the illusion. It demonstrates the ability to make inferences from sentences (ex. mentioning a name and then referring to that person as she/he) as well as building some sort of long-term memory about your interactions in its database.
Honestly, the illusion itself is so sophisticated I would have never understood it without the help of Mark Brown's video, which explains how the A.I. responses operate under the guise of context clues that associate tags (nouns, locations, etc.) generating a list of variable sentences. Games of old were limited by their memory constraints to make these responses anything less than scripts that searched for keywords, but these additional changes is what makes the false appearance of human intelligence feel real. The limitations of Kaizen is similar to the Moravec Paradox mentioned by Steven Pinker, which in layman's terms describes that it's not teaching A.I.s how to respond that is the attribute of intelligence but providing the "fundamentals" we take for granted like the senses and applying them to make conclusions that demonstrate real cognitive thought. This method of learning, however, is the basis of imitating human thinking, and it's the problem of creating these "fundamentals" (ex. How do you program the ability to see?) that is the next challenge. It's a shame then that E0 is over before the game can really explore just how far it can keep up its pretenses.
Outside of its interest in exploring a tangible bonding experience with an A.I., Event[0] does also manage to create a rather mentally stimulating experience where the gameplay does not feel like an afterthought. Most of the gameplay elements only add to the experience rather than detract from them. Puzzles are not excuses to force players to work alongside Kaizen; they are opportunities to create attachments from requiring information from the A.I and the A.I. trusting you to perform them. This all combines with the immersive elements you would expect from walking sims like audio and visual cues, less obtrusive HUDs and simple mechanics, while never breaking its limitations.
The problem with E0 other than its brevity that would benefit with more time to develop that bond and to flesh out its admittedly simple, vague narrative is that the gameplay nor story really are about you and Kaizen. The A.I. itself is a large focal point of the experience and it plays an important role as a character who you learn about from log files and its actions, but the game itself never puts Kaizen in the spotlight. Puzzles utilize hacking mini-games, wandering around rooms for clues, reading text-logs and exploring space where Kaizen is an accessory to everything. Even in terms of the narrative, Kaizen is the only character you truly get to know its perspective as it is focused around other characters and the Singularity Drive, which is concerned about a different character. Much like its opportunity to be innovative for A.I.s in games, the opportunity to make something unique feel misguided.
To be honest, and I'm surprised of hearing this from myself, this is the type of episodic/early-access game that seems ripe for continued support to enhance its ideas. The core gameplay, ideas, and execution are all here ripe for something perhaps too great for the developers. Had this been the introduction episode with future journeys and opportunities to flesh out its ideas that lead up to the conclusion, the overall impact of Event[0] would be something magical to explore. In its current state, however, it is a dream worth savoring and time worth spending, perhaps at a discount, to explore the unknown with a smart-aleck ChatBot to probe around its thoughts for the times to come.
Community review by Brian (January 09, 2022)
Current interests: Strategy/Turn-Based Games, CRPGs, Immersive Sims, Survival Solo Games, etc.
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Joey Barrington (* 18. Januar 1980 in Rio de Janeiro, Brasilien) ist ein ehemaliger englischer Squashspieler.

Karriere
Joey Barrington begann seine professionelle Karriere im Jahr 2002 und gewann sechs Turniere auf der PSA World Tour. Seine höchste Platzierung in der Weltrangliste erreichte er mit Rang 24 im Januar 2007. Sein Vater Jonah Barrington, gleichzeitig sein Trainer, war ebenfalls als Squashspieler aktiv und erfolgreich. 2008 wurde Joey Barrington erstmals in die englische Nationalmannschaft berufen und vertrat England in vier der insgesamt fünf Begegnungen bei den Mannschaftseuropameisterschaften in Amsterdam. Seine letzte komplette Saison auf der World Tour bestritt er 2011/12. Auf der PSA World Tour 2012/13 bestritt er lediglich noch ein Turnier.

Joey Barrington ist bereits seit einigen Jahren als Live-Kommentator auf der PSA World Tour aktiv. Im März 2014 heiratete er seine Frau Emily. Die beiden wurden am 21. Dezember 2014 Eltern eines Sohnes.

Erfolge
 Europameister mit der Mannschaft: 2008
 Gewonnene PSA-Titel: 6

Weblinks

Einzelnachweise

Squashspieler (England)
Europameister (Squash)
Geboren 1980
Engländer
Brite
Mann

redpajama_set_name: RedPajamaWikipedia