Inside Smoke’s Action Node is a true 3D Lens Flare tool. We’ve got 15 FREE custom Lens Flare presets for Smoke 2013. Enjoy!The Pre-Release Trial V2 has just been released for Smoke 2013.The NEW version has several exciting features added to it, as well as many bug fixes. Autodesk is listening to all of the user feedback, and as a result the Free Trial has been extended to December 2012. Some of the new features include a Desktop Paint option with tracking and Autopaint, as well as many other clip based tools for deinterlacing, audio mixdowns, resizing, and denoise. Grant Kay from Autodesk has put together a quick introduction video to the new tools.You can download the Free Smoke 2013 V2 Trial here. If you have already been using Smoke 2013 V1, then there are some things to note before installing V2.Warning: Smoke 2013 Pre-Release 2 Projects are not compatible with Pre-Release 1. Once you install V2, you will lose access to all V1 projects and clips. So if you have projects in progress, finish them before you update. See What’s New in the Smoke Help for a list of the new features, and the Release Notes for all the fixed and known bugs.Now, onto the free lens flares!FREE CREATIVE LENS FLARES FROM PREMIUMBEAT.COM FOR SMOKE 2013The lens flares inside of Smoke’s Action Node are true 3D lens flares. They contain all of the high quality lens flare behaviors you expect from other great lens flare generators like Video Copilot’s Optical Flares.The flares react to frame borders and motion blur. Since Action is a 3D compositing environment, it has natural object occlusion. The occlusion is simply based on the Z position of the light in relation to other objects in the scene. What could be easier?Custom Lens Flares in Smoke 2013 are created using a procedural method. There is a central Lens Flare Node where you connect any number of Iris, Glow, Streaks, Glints, Ring, and Lens Textures.Each texture element then has a set of menus to allow you to design the look of the flare. You can attach any clip media as a Diffuse Texture to the flare elements, and that media will then be used as part of the flare. For instance if you put a Smiley Face logo on the iris, it will react like an iris refection in the flare.I have created 15 custom lens flares that you can add to your Smoke 2013 projects. Feel free to modify them as needed to suit your needs. They are simply a starting point for you to work with. You can never have too many choices! Some are quite normal and others are more abstract.To Install:Unzip the file and place the setups anywhere you want. You can navigate to them via the Smoke Media browser. If you want them to be with the default Smoke Flares, then place them in /usr/discreet/smoke_2013.1_PreRelease2/lensflare/presets/custom/If anyone has any questions, drop a comment below.CLICK HERE TO DOWNLOAD free custom Lens Flares for Smoke from Premiumbeat.com
Raja Bell calls himself a ‘journeyman’ basketball player, and his travels have now brought him to India for the first time. And the National Basketball Association (NBA) star is eager to see the talent pool in the country.”I am very interested in seeing what the talent level in India is like. I’d love to have an opportunity to work with some of the younger kids, because that is my passion. Kenny Natt (India’s national coach) was an assistant coach when I played with the Utah Jazz, so to see the work he’s doing with the national team here is very exciting,” Bell told Mail Today on Friday.”I want to be able to hop into some of those drills and just see where basketball is in the country.”Asked what the secret behind his very ‘Indian’ first name was, Bell said: “It’s not through heritage, though my mother was fully aware of its meaning. My father’s name is Roger, and in the Virgin Islands (when he was born), he was called ‘Raja’, so my mother read up on it, liked it and gave me that name.”With the Olympics just around the corner, the US team is once again the favourite to win a gold medal, but Bell believes the day isn’t far when it will be challenged every step of the way.”Basketball isn’t in its infancy as an international sport, but it is far behind sports like football and cricket. If the NBA can come into these countries and create a fan base, things can progress pretty quickly,” Bell said.advertisement”I don’t think the lack of a challenge is upsetting. We have a league with the best players in the world, and when you can take the best of best from that, the US expects to win gold. Teams from other countries do give us a run for our money, and we have had to do a better job of late of trying to create a ‘team’, rather than a bunch of superstars.”Bell has bounced around the league in his 12-year career, playing for six different teams, some of which have been genuine championship contenders, and others cellar dwellers.But the 35-year-old shooting guard, who went undrafted out of the unheralded Florida International University, has made a name for himself as a defensive specialist who can knock down three-point shots with ease, and is proud of his achievements.”I have exceeded my own expectations, and made a career out of playing in the NBA. Now I just want to add a championship; that would be the final accomplishment. I want to play a role on a championship team,” said the man who has been an NBA All-Defensive Team selection twice.Bell recently agreed to a buyout of his contract with the Utah Jazz, which leaves him free to explore the free agent market, and his destination is likely to be a ready championship contender like the Miami Heat or the Los Angeles Lakers.Superstars like Steve Nash, Ray Allen and Rashard Lewis have taken paycuts to be able to play with these teams next season, and Bell admits this is creating a ‘haves and havenots’ scenario in the league.There is also the issue of team and fan loyalty, but Bell believes the players are just being pragmatic.”Some of our players are taking a more business-like approach, exercising their rights to make that happen. This is a big part of why we were locked out last season. It does create an imbalance in the league, but if you look at the finals last season, it makes for good drama,” Bell said.”Teams like Miami Heat and Los Angeles Lakers were the best in the league in terms of talent, and they have addressed issues on their rosters and got better. So the other teams will have to raise their games to challenge them for the title. Brooklyn (formerly New Jersey) Nets have a chance, and teams like San Antonio are always in the mix because of the way they are coached.”
Grace Poe files bill to protect govt teachers from malicious accusations ‘We are too hospitable,’ says Sotto amid SEA Games woes Oil plant explodes in Pampanga town American Casey Schoenlein came up with a crucial block to put the Lady Realtors at matchpoint before skipper Pamela Lastimosa sealed the win with an ace.“It was a battle out there and any time you come out on top of something as close as that, it always feels good,” said Schoenlein, who chipped in 17 attack points and six blocks for Sta. Lucia.The Lady Realtors took the match lead after three sets but came apart in the fourth behind a strong showing by the Lifesavers.“We need to work on playing under high-pressure situations,” said Amanda Villanueva, one of the key acquisitions for Sta. Lucia in the offseason.“That’s why this is a good experience for us to have our character tested,” said the former Adamson star, who made key contributions in the match with her five attack points and an ace.Generika-Ayala will have an additional concern to look at after Niki del Rio exited the game with an apparent knee injury in the fifth set. LATEST STORIES Golden Wheel honors 2018’s top driver Former Turkish national player Selime Ilyasoglu also came up huge for Foton, completing an all-around performance of 19 markers and 14 digs.“I’m very happy with how the girls played. Also, the imports were able to step up—especially down the stretch,” said Foton coach Aaron Velez.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSUrgent reply from Philippine football chiefSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption charges“I’m surprised because in training, we don’t normally talk [to each other],” said Velez. “We just train hard.”UVC banked on the performances of skipper Kalei Mau and import Yasmeen Bedart-Ghani in the third set to extend the match. SEA Games hosting troubles anger Duterte US judge bars Trump’s health insurance rule for immigrants Private companies step in to help SEA Games hosting Oil plant explodes in Pampanga town MOST READ Foton averted disaster at the expense of United VC, carving out a 26-24, 25-20, 15-25, 25-21 decision in the Philippine Super Liga Grand Prix opener Saturday at Ynares Sports Arena.American Courtney Felinski spearheaded the Tornadoes, with her 23 points on 19 attacks.ADVERTISEMENT PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Read Next The Tornadoes found themselves trailing again early in the fourth, as United VC did everything to push them to the limit, even tying the set at 18.But Ilyasoglu and Felinski came through, catching fire when it mattered most.“Today the imports were able to jell properly with the team,” said Velez.Bedart-Ghani delivered 23 and 14 digs while Mau registered 17 points for United but all that were put to naught by the poise showed by the two-time champions.In the second game, Sta. Lucia, hoping to finally come out of its shell, showed the fruits of its heavy offseason buildup by outlasting Generika-Ayala, 25-21, 22-25, 25-23, 25-16, 16-14.ADVERTISEMENT ‘We are too hospitable,’ says Sotto amid SEA Games woes Don’t miss out on the latest news and information. View comments
Taiwanese tech major HTC finally launched its flagship phone of the year, the HTC 10 in India on Thursday. The HTC 10 has been launched here at a price of Rs 52,990.Globally launched on April 12, the ’10’ is HTC’s answer to Samsung’s Galaxy S7 (and S7 Edge) and LG’s G5. The company said that the phone will be available for buying from June 5 and also the first 500 customers will receive free Ice View case.To recall, HTC sparked a controversy earlier when it listed the Snapdragon 652/3GB RAM toting Lifestyle variant of the HTC 10 on its official website for India giving out the impression that it would bring the mid-level version of the phone here. Soon after the company had to make a clarification that it would indeed bring the original flagship to the country.The flagship HTC 10 phone boasts of a new metal design, better camera, improved performance and possibly better battery life over its predecessor phone, the One M9 (M9+), according to the company.The phone comes with a full-metal unibody with distinct chamfers. The front is carved out of Corning Gorilla Glass 4 and is pretty reminiscent of the HTC One A9, a phone that drew quite a controversy for resembling a certain iPhone . It comes with a fingerprint scanner and a USB Type-C port for charging and data syncing purposes.The HTC 10 has a 5.2-inch QuadHD super LCD 5 display with a 2560 x 1440-pixels resolution and is powered by Qualcomm’s latest and greatest Snapdragon 820 processor with 4GB RAM and 32GB/64GB internal memory which is further expandable by up to 2TB via microSD card. The dualSIM phone runs Android 6.0 Marshmallow-based Sense 7 UI and supports 4G LTE connectivity.advertisementIt further sports a 12-megapixel (UltraPixel) camera on the rear with f/1.8 aperture, laser autofocus, Optical Image Stabilisation and dualLED flash. There’s also a 5-megapixel camera on the front with f/1.8 aperture, autofocus, Optical Image Stabilisation and a screen flash.In addition the company also launched an all new mid-ranger Desire range starting at Rs 13,990. It also announced the One X9 dualSIM phone for India which will be available for buying from June 20 at Rs 25,990.
My first thought was “Oh sh*t—How do I deal with this?”When we launched Know Your Worth internally, I experienced the tool in just the same way that many HR professionals are going to experience it – maybe worse. Our entire company was encouraged to log on and try out the tool, which I did. I entered a few basic details about myself and up popped the estimated median base pay I could earn in my local job market.Before I could even dig into the data, there were knocks on my door. Employees from various teams stood holding printouts of their own estimated market values. Managers came to my office asking how to talk to their teams. We were in the middle of a performance review cycle, and employees even began pasting screenshots of their market estimate into their self-reviews. The conversation was starting whether I liked it or not.I thought, “I need to really understand this.”My worry was not really about our pay –we regularly review formal market data and factor that into our compensation packages. However, the questions from employees were a sign that I needed to better understand the Know Your Worth tool, understand the data behind it and think about how it in the context of our total compensation and rewards philosophy. And, most importantly, I needed to quickly think through how we wanted to communicate with our employees about pay.[Related: Check Out Our Know Your Worth Employer Guide]Glassdoor is in a period of significant growth. With approximately 700 employees in multiple locations, we are much bigger than we were when we started 8 years ago, but we are still a start-up. We are changing rapidly, and our compensation and rewards philosophy has to evolve to keep pace. I joined Glassdoor in April and was already planning to work with our executive team on a strategy for compensation for the next phase at Glassdoor, but as most HR professionals know, it is a complex and time-consuming challenge to define or redefine a compensation philosophy that will allow for growth and future eventualities. With the pending launch of Know Your Worth launching, I realized I needed to get clarity on our compensation and total rewards strategy in short order.At its core, Know Your Worth is designed to help people understand their worth in today’s market. They can use it as one factor in evaluating if they are being paid fairly, and help determine if they should attempt to negotiate their pay and/or explore other opportunities. Unlike some other tools that I have seen come and go in the past, the data behind this tool is not only impressive, it’s real time. Know Your Worth uses patent-pending data science and machine learning algorithms that leverage millions of salary reports shared by employees on Glassdoor, while analyzing real-time supply and demand of today’s local labor market. Know Your Worth also factors in typical career transitions of people doing similar work. Each person’s market value, and pay range, is unique to them and private, and will be recalculated weekly and tracked over time.That’s powerful.But it is also challenging if you are the employer.Much like how employee reviews and CEO approval ratings on Glassdoor disrupted the industry 8 years ago, Know Your Worth is the next iteration of transparency and empowerment. We are in a new world where candidates and employees have access to more information, and the worst thing that I could do as CHRO is to dismiss it…or panic. I realized the best thing I could do is to slow down, learn more about it and put it in context. I also realized Know Your Worth had the potential to help inform our compensation going forward.[Related: Download Our Salary Negotiation eBook]I sat down with Robert Hohman, Glassdoor’s co-founder and CEO, to talk about the tool, how we felt it factored into base pay, and how we should communicate about it to our teams. I gave feedback to the engineers and product teams about how the product could be stronger from an HR perspective, and they made changes.It was clear that as an organization, we had to figure out where this new information fit into our pay structure and we had to help educate not just our managers but also our employees. We are still in that process right now.The way we are thinking about this is as follows:1. Market Snapshot: Gather information about the market you compete in for talent. For us, this includes participating in formal compensation surveys, analyzing what we are hearing in our recruiting conversations, gathering data from exit interviews, looking at salary data posted on Glassdoor and now we will also use the data from the Know Your Worth tool. All of this combined gives us a market “snapshot.” Know Your Worth is a useful starting point from which to frame conversations.2. Market Positioning: Next, we are considering where we want to position ourselves relative to that market and what our overall compensation philosophy should be. This includes factoring in the locations where we have offices and what those local talent markets look like as well as segmenting our workforce into different talent groups to be sure we are tailoring our approach where we need to and not assuming “one-size-fits-all” when it comes to market positioning.3. Determine Pay Mix: We are also spending time determining the right pay mix, with the correct balance of base, bonus and equity elements, as well as considering where those fit into our overall rewards program. The reality is we don’t typically come out on the high end for base pay because of our other compensation elements. This means in many instances our employee estimated Know Your Worth market values exceed their current base bay. The reality is, many of our employees could likely earn more base pay at another company, but we think Glassdoor’s total compensation package in aggregate is very competitive.4. Communicate: Lastly, and very importantly, we need to think about how we communicate with managers and employees about our total rewards approach so that they understand what that means for them both now and in the future.We know that base pay is important but it is not the only reason employees want to work for a company. So it is critical to ensure that employees understand the role of compensation and benefits in your overall employment value proposition. The EVP varies by company, and the value that employees place on compensation also varies from one employee to the next.But in the end, employees want to know that they are being paid fairly, both with respect to their colleagues internally as well as what they can expect to earn elsewhere. So being transparent about your rewards philosophy and compensation practices can really help with that.Showing your employees that your organization is not afraid of transparency or of employees having more pay information can go a long way. I find most employees do understand that base pay is only one slice of the overall “rewards” pie. The overall pie at Glassdoor consists of base salary, bonus (or commission), equity, benefits, the value of the work we do and the chance to be part of a powerful mission, opportunities for career advancement, formal and informal learning opportunities and the chance to work with amazing people.At Glassdoor, we want to be sure that the complete pie is taken into account by our employees as they look at their estimated market value through Know Your Worth.As someone who has been in human resources for over 20 years, I am fully aware of how Know Your Worth will disrupt the industry. Honestly, it took me two or three days to wrap my head around it; two or three days of using the tool, talking to colleagues and thinking about its implications. I am now more than confident.I, honestly, have now concluded that having Know Your Worth will help make us all better – better employers and better employees. I stood in front of our entire company recently at an all-hands, right after Know Your Worth was launched internally. I wanted to make sure that employees understood our approach to compensation and how the Know Your Worth tool will fit into that approach. I was able to genuinely say that I am excited to have more transparent conversations about pay.Now, my response to anyone showing up with their Know Your Worth estimate is, “Let’s talk about it – this estimate is a helpful input but it’s just one input. Let’s talk about where it fits into our overall approach to compensation and rewards.”The good news is I now have an engaged and more informed person coming to talk to me about compensation. We can discuss their job title, their years of relevant experience and what they input into the Know Your Worth tool versus what we might be factoring into our own calculations. We can discuss the fact that Know Your Worth represents the estimated median base pay, and put that in context of their total compensation and rewards. And perhaps most importantly, we can get to common ground where both the employee and HR have a shared understanding about where they fit in the company. In some cases, these conversations have also illuminated real gaps we needed to fill and that is also important.Ultimately, Know Your Worth is all about transparency. It is a tool that helps to have an open, healthy conversation with your employees about pay. It’s incumbent upon us as employers to remind people to look at that calculus for themselves. Being afraid of employees getting access to Know Your Worth is a self-defeating proposition.My personal organizational philosophy is: I don’t want anyone employed here as a hostage. Arming employees with information about the market is useful and empowering. Rather than being concerned by employees who have access to Know Your Worth, I’d challenge my colleagues in HR and management to make sure that you’re true to what your employment value proposition is all the time and be open to real conversations. If you want people to be at your company because they want to be there, be transparent. Let’s make sure that we’re being fair, consistent and transparent, and that our employees can feel it.
New year, new you. Isn’t that the saying?! Whether you’re looking for a life overhaul this month or just looking to be your best self in 2017, now’s the perfect time to:Refresh your approach to your jobGet inspired about the potential of your careerStart taking action steps to starting a creative side projectFinally start creating a game plan for getting your entrepreneurial idea off the ground Here are 7 books we highly recommend to help you get inspired and motivated to boost your career (and life!): Originals by Adam GrantThe tagline for this book is “How Non-Conformists Move the World.” Read: how not being like everyone else is actually an asset. This book will help you see the benefit to taking the road less traveled and then get you ready to blaze your own path.Presence by Amy CuddyAfter reading Presence, you’ll be ready to make 2017 the year of confidence, poise, and, well, an unforgettable presence. Go beyond power posing and into the depths of social psychology with this popular Harvard social psychologist.Grit by Angela Duckworth This breakaway bestseller is flying off the shelf, so there’s a high probability you may have already received this book as a holiday gift. Angela Duckworth is dethroning the idea that possessing intelligence and talent is the foundation for success. Instead, it’s this idea of “grit” that’s the secret to getting what you want.Getting More: How You Can Negotiate to Succeed in Work and Life by Stuart DiamondDo you want to ask for a raise this year? Or seal an impressive business deal? Want access to the insights on how to be a better negotiator from an expert negotiator? Then read this book. Bonus: You’ll also learn how to apply your new negotiations skills to your advantage outside of the office.Emotional Intelligence by Daniel GolemanYou know all about IQ, but do you know about EQ? EQ refers to your emotional intelligence, and it’s arguably just as important as your IQ. This book stands the test of time as an ultimate resource on how to increase your EQ.The Power of Habit by Charles Duhigg How do you make good habits and then how do you keep them? This book is not a step-by-step on what exactly you should do to make a habit and stick with it. Rather, this book goes far past the superficial and into the depths of business and psychology to explain how habits work.Damn Good Advice (For People With Talent) by George Lois Take a break from dense chapters with this artfully created book. But don’t let the whimsy fool you: it still packs a punch with relevant, insightful, and influential information on how to succeed in your career.
Cost of living is determined by the ratio of median annual base salary to median metro home value. (Median annual base salary per metro based on at least 2,500 salary reports shared by local employees on Glassdoor over the past year [8/16/16-8/15/17]). Median home value is according to the Zillow Home Value Index for All Homes, as of June 2017).Job satisfaction ratings per metro is based on at least 1,500 company reviews shared by local employees on Glassdoor over the past year (8/16/16-8/15/17; Ratings based on a 5-point scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied). Surprised that you don’t find tech and finance hubs like San Francisco or New York on here? That’s no coincidence.“Big, metropolitan cities may be more famous than others, including being home to some amazing companies to work for, but this recognition is also what contributes to them being among the most expensive places to live,” says Glassdoor Chief Economist Dr. Andrew Chamberlain. “People may be overlooking midsize cities like Pittsburgh or St. Louis if they are looking to relocate or find new opportunities. What this jobs report shows is that many midsize cities stand out for offering a great mix of a thriving job market with plenty of opportunity, paired with home affordability and being regions where employees are more satisfied in their jobs too.”Ready to make your next big move? Check out jobs in the cities above or check out our full list of Best Cities for Jobs in 2017! “Where should I move for work?” It’s a question that comes to mind for almost everyone at some point, from recent graduates looking for their first real job to seasoned professionals who’ve grown restless at their current position. It’s tempting to make this decision based on a gut feeling alone — maybe you’ve always dreamed of being surrounded by the hustle and bustle of New York City, or the glitz and glamour of Los Angeles — but a decision as big as moving shouldn’t be made on a whim. Besides personality fit, it’s critical to think about things like cost of living, job availability and quality of life. Don’t feel like doing exhaustive research into all of the major metros in the U.S. to find this information? We don’t blame you. Glassdoor’s made it easier for you by releasing our Best Cities for Jobs in 2017 report, which ranks the top U.S. cities according to their Glassdoor City Score, a figure determined by weighing three factors equally: how easy it is to get a job, how affordable it is to live there and how satisfied employees are working there.* Here are the five cities that came out on top:1. Pittsburgh, PAGlassdoor City Score (out of 5): 4.4Job Openings: 95,399Median Base Salary: $44,000Job Satisfaction Rating: 3.2Median Home Value: $137,400The Steel City hits the sweet spot between a reasonable cost of living (it was the third most affordable among the top 50 metros we studied based on median salary compared to median home value), tons of open jobs and generally satisfied employees. Traditionally known as an industrial hub, Pittsburgh has seen a revitalization in recent years, with booming healthcare, education and tourism sectors. Get your fill of culture at one of the city’s many art museums, or your sports fix from a Steelers or Penguins game.See Open Jobs 5. St. Louis, MOGlassdoor City Score: 4.4Job Openings: 104,725Median Base Salary: $45,600Job Satisfaction Rating: 3.4Median Home Value: $148,600The second Missouri city to crack our top-five list, St. Louis is home to a number of major corporations like Nestlé Purina, Panera and Anheuser-Busch. St. Louis’s picturesque Gateway Arch draws in a great deal of tourism throughout the year, as does its unique food scene with local dishes such as St. Louis-style pizza, ribs and toasted ravioli.See Open Jobs 2. Indianapolis, INGlassdoor City Score: 4.4Job Openings: 80,561Median Base Salary: $43,000Job Satisfaction Rating: 3.3Median Home Value: $138,100Known as the Crossroads of America, Indianapolis is located within a single-day drive of 70 percent of the nation’s business centers and port cities. While the majority of the city’s economy is driven by finance, insurance and manufacturing, it’s also seen a tech boom over the years, with companies like Salesforce setting up shop there. Check out the legendary Indy 500 race or the Indianapolis Children’s Museum!See Open Jobs *Methodology: Glassdoor’s Best Cities for Jobs report identifies U.S. metros with the highest overall Glassdoor City Score, based on a comparison of the 50 most populated U.S. metros. Each region’s Glassdoor City Score, based on a 5-point scale (5.0=best city for a job, 1.0=worst city for a job), is determined by weighing three factors equally: hiring opportunity, cost of living and job satisfaction.Hiring opportunity is determined by the ratio of active job openings to population. (Job openings per metro represent active job listings on Glassdoor as of 8/15/17. Population data is according to the United States Census Bureau). 4. Raleigh-Durham, NCGlassdoor City Score: 4.4Job Openings: 65,810 Median Base Salary: $50,000Job Satisfaction Rating: 3.4Median Home Value: $228,200Smack dab in the middle of the Research triangle — the area between North Carolina State University, Duke University and the University of North Carolina at Chapel Hill — Raleigh-Durham is home to many jobs in academia, tech and healthcare. Given the close proximity to three major universities, Raleigh-Durham is a college sports fan’s dream, with the Duke University Blue Devils and UNC Tar Heels historically among the best college basketball programs in the country. But while college sports here may be intensely competitive, the job hunt isn’t — Raleigh-Durham is ranked the second-best city for hiring opportunity, based on the ratio of current job openings to population.See Open Jobs 3. Kansas City, MOGlassdoor City Score: 4.4Job Openings: 90,649Median Base Salary: $45,000Job Satisfaction Rating: 3.3Median Home Value: $159,400The largest city in the Show Me State, Kansas City is a hub for great barbecue, live music and, of course, plenty of open jobs. The federal government is one of the largest employers in KC, with a significant presence from the IRS, Social Security Administration and US Postal Office. Hot tip: Kansas City is also vying hard to become home to Amazon’s newly-announced second headquarters.See Open Jobs
6. Information Security Analysts Director, FSU Coastal and Marine Laboratory Florida State University Tallahassee, FL 23 hours ago 23h A version of this article originally ran on The Motley Fool. It is reprinted with permission.Browse Open Jobs 23 hours ago 23h Related Links: 23 hours ago 23h 7. Operations Research AnalystsMedian Salary: $68,571Projected Growth, 2016-2026: 27 percentDescription: Operations research analysts use advanced mathematical and analytical methods to help organizations investigate complex issues, identify and solve problems and make better decisions.See Open Jobs 4.2★ 3 In-Demand Jobs That Let You Work Remotely 7 Ways to Maximize Your Income Median Salary: $76,133Projected Growth, 2016-2026: 28 percentDescription: Information security analysts plan and carry out security measures to protect an organization’s computer networks and systems. Their responsibilities are continually expanding as the number of cyberattacks increases.See Open Jobs RN – FAMILY BIRTHING CENTER – SANTA FE MEDICAL CENTER Presbyterian Healthcare Services Santa Fe, NM Diesel Mechanic A Royal Flush Inc Bridgeport, CT 23 hours ago 23h Pest Control Technician United Pest Solutions Seattle, WA 3.3★ 4. Software Developers, ApplicationsMedian Salary: $75,323Projected Growth, 2016-2026: 30 percentDescription: Develop, create and modify general computer applications software or specialized utility programs. Analyze user needs and develop software solutions. Design software or customize software for client use with the aim of optimizing operational efficiency. May analyze and design databases within an application area, working individually or coordinating database development as part of a team.See Open Jobs 1.9★ 3. Physical Therapist AssistantsMedian Salary: $69,464Projected Growth, 2016-2026: 31 percentDescription: Physical therapist assistants, sometimes called PTAs, and physical therapist aides work under the direction and supervision of physical therapists. They help patients who are recovering from injuries and illnesses regain movement and manage pain. Physical therapist assistants are involved in the direct care of patients.See Open Jobs Lead Technician in Hayward, California | Careers at Amerit Fleet Solutions Amerit Fleet Solutions Hayward, CA 3.2★ Server/Bartender IL MITO Trattoria e Enoteca Hartland, WI Job flexibility is becoming more valued by American workers. More than a third of professionals (and in the West, nearly half) said they would turn down a job offer that didn’t offer a flexible working environment, according to a survey conducted by Wakefield Research. While 24 percent of people who work in an office said they love their jobs in a recent survey by Leadership IQ, fully 38 percent of mobile workers and a whopping 45 percent of telecommuting workers said so.If flexibility is important to you, instead of just checking to see how much flexibility there is in any job you apply for or are offered, consider being more proactive and aiming for fields and careers that are currently growing rapidly and offer considerable flexibility, too.Where the Flexible Jobs AreThe folks at FlexJobs have identified 11 occupations that have the highest expected growth between 2016 and 2026 and that also tend to feature significant flexibility. They used data from the Bureau of Labor Statistics that cited solar photovoltaic equipment installers and wind turbine service technicians as the two fastest-growing occupations, but alas, those job tend not to be too flexible.Here, then, are a bunch of the next-fastest-growing jobs (in descending order of job growth rate) that do offer flexibility, along with their median 2016 salaries and a brief description of the job from the Bureau of Labor Statistics’ Occupational Outlook Handbook.1. Physician AssistantsAverage Base Pay: $106,873Projected Growth, 2016-2026: 37 percentDescription: Physician assistants, also known as PAs, practice medicine on teams with physicians, surgeons and other healthcare workers. They examine, diagnose and treat patients.See Open Jobs 23 hours ago 23h Registered Nurse – ACUTE CARE – PRN, Day Greenville Hospital System Greenville, SC Burlington Yard Material Handler Curtis Lumber Burlington, VT 23 hours ago 23h 23 hours ago 23h N/A 2. Nurse PractitionersAverage Base Pay: $117,298Projected Growth, 2016-2026: 36 percentDescription: Nurse practitioners (NPs) serve as primary and specialty care providers, delivering advanced nursing services to patients and their families. They assess patients, determine the best way to improve or manage a patient’s health and discuss ways to integrate health promotion strategies into a patient’s life.See Open Jobs 5.0★ 3.5★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Speech Lanaguage Pathologist TheraCare of New York Norwalk, CT 4.2★ 4.5★ Bitcoin Millionaire’s Warning Will Give You Goosebumps 5. MathematiciansMedian Salary: $76,988Projected Growth, 2016-2026: 29 percentDescription: Mathematicians conduct research in fundamental mathematics or in application of mathematical techniques to science, management and other fields. Solve problems in various fields using mathematical methods.See Open Jobs LCSW/RN Admissions Counselor Highland Ridge Hospital Midvale, UT 3.2★
Sevilla president Jose Castro has confirmed they’re keen on Manchester City attacker Nolito.The Spain international has declared he wants to leave City this summer and has mentioned interest from Sevilla and former club Celta Vigo.Castro told Radio Seville today: “When we talk about top players, one can never say things are ready. “It is true that we have not talked about any other option as we’ve made great progress in getting Nolito to play for us.”Nolito only moved to City last summer from Celta.
Atletico Madrid president Enrique Cerezo is confident they can keep hold of star midfielder Saul Niguez.Saul is being celebrated across Europe this week after his hat-trick for Spain in their U21 Euros semifinal win over Italy.The midfielder is being linked with Barcelona, but Cerezo says: “He’s a very good player with a very long contract with Atlético.”Are you going to ask me the same thing every summer?”If he has an agreement with another club? I do not think so. Saul is a player from Atlético Madrid. He will not go anywhere.”
Calvin College’s release on its Sushi Theatre is a great example. Note the prompt to Share the Story, and the easy-to-use links to do so. Also, as higher ed marketing guru Bob Johnson points out, “the topic of the press release, ‘Sushi Theatre’ is included in the title tag for the page, making it more likely that a search engine ‘spyders’ will find and index it. The keyword in the title tag is then repeated in the major text heading (the headline in this case) on the page, and again early in the text itself.”Source: http://www.gettingattention.org/my_weblog/2007/03/make_it_easy_fo.htmlAbout the AuthorNancy E. Schwartz helps nonprofits succeed through effective marketing and communications. As President of Nancy Schwartz & Company (http://www.nancyschwartz.com/), Nancy and her team provide marketing planning and implementation services to organizations as varied as the Robert Wood Johnson Foundation, Center for Asian American Media, and Wake County (NC) Health Services.Subscribe to her free e-newsletter “Getting Attention”, (http://www.nancyschwartz.com/getting_attention.html) and read her blog at http://www.gettingattention.org/ for more insights, ideas and great tips on attracting the attention your organization deserves.NOTE: You’re welcome to “reprint” this article online as long as it remains complete and unaltered (including the copyright and “about the author” info at the end), and you send a copy of your reprint. Nothing’s more powerful than having your audiences spread the word about your program, organization or new leadership. Such “viral marketing” is far more powerful than your organization telling its own story as friends tend to listen to friends, and believe what they say. To encourage viral marketing, make it as easy as possible for your audiences to spread the word. Here are two great ways to do so:1. Include a ‘forward to a friend’ link in your e-news and advocacy campaigns.2. Enable your audiences to spread the word more broadly, via social networking tools. Here’s how:Crafted to double as direct communications with your target audiences. They have to be engaging, succinct and formatted for easy digestion (lots of bullets, white space and short paragraphs).Integrate key tools to link to spokesperson bio and contact info, related resources and more. They’ll make a world of difference.Feature the single keyword for the release in the page title tag, the primary content heading (in your list of releases, or in your site) and the text at the top of the release (ideally in the first sentence of the first paragraph).One-click buttons to Share the Story (more engaging than Forward to a Friend):Add the site to reader’s bookmarks via DeliciousRate the site via DIGG.
There are seven deep human needs to remember when creating nonprofit campaigns. (These are not to be confused with Maslow’s hierarchy of needs!) The old marketing and fundraising playbooks don’t work anymore. It is time to reinvent nonprofit marketing and communications for a new era using The Seven Deep Human Needs.Need 1: To be SEEN and HEARDDoes your home page make people feel heard? Not many people give money because they read a well word-smithed mission statement. Effective nonprofit websites and campaigns provide space for people to express themselves. Nonprofits need to truly listen to their supporters and acknowledge what they are saying.Not listening is the root of most problems, personal and professional.ExamplesMarch for Women’s Lives allowed people who couldn’t march to post messages and stories on the March for Women’s Lives’ web site.Juvenile Diabetes Research Foundation created a site for young people. As an after thought, they included a pen pal section where young people could connect with other young people who have diabetes. It is the most popular part of the site.Oxfam used Flickr petitions successfully in several campaigns. When two of their staff members returned from Darfur, they created a video to raise awareness about it. They collected questions about Darfur from supporters to include in the video.The Environmental Defense Fund asked supporters to help them write a Declaration of New Patriotism.Need 2: To be CONNECTED to someone or somethingEngage people by connecting to what they (not you!) care about.ExamplesBeliefNet has prayer circles where people can share prayers for specific people.March of Dimes’ Share Your Stories allows families of babies in the NICU to share stories.CarePages allow families and friends of people who are sick and hospitalized to share updates on patients’ conditions and provides a place for people to send messages of support.National Resource Defense Council asked supporters to upload their photo and post about why they care about the environment.An Ocean Conservancy member created a Cause page for the organization without telling them. On their own, the member recruited 2,500 people to the Cause.Need 3: To be part of something GREATER THAN THEMSELVES(This one speaks for itself.)ExampleFrogwatch USA is a monitoring program that facilitates people’s collecting and sharing data about frogs in their area.Need 4: To have HOPE for the futureDoom and gloom, and finger-wagging messages don’t work.Example of gloomy messagingThe Ad Council’s Don’t Almost Give Campaign video on YouTube. One commenter wrote, “I hate these commercials.”Examples of hopeful messagingEarth: The Sequel received 15,000 views within 2 weeks.Save the Children’s homepage uses mostly photos of healthy, rather than sick, children.The Mix It Up campaign encourages young people to cross “social boundaries” and sit with someone new at lunch.The Yes We Can Obama video.Need 5: The security of TRUSTPeople are starved for a sense of trust in “the messenger.” The book The Geography of Bliss discovered that one of the common factors among people in “happy countries” is a sense of trust.Examples76% of givers say they are influenced by friends and family. Allow people who already support you champion your cause help spread the word and fundraise on your behalf.The Packard Kid Connection site helps kids get ready to go to the hospital. It builds trust because it looks like Club Penguin (Club Penguin is a social network for children), and it has videos of children explaining how things work at the hospital.Need 6: To be of SERVICEThe #1 reason people stop giving to a nonprofit is that they feel like they are being treated like an ATM machine. They want to help, but they want to be of service, and to have different ways of serving. That need is not being fulfilled if all they hear is the unimaginative drumbeat of dollars.Need 7: To want HAPPINESS for self and othersThe core of Buddhism is that everyone wants happiness and to be free from suffering. The more you want happiness for others, the better it is for you, and them.
Posted on May 6, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This week on the MHTF blog:Maternal health in a middle income countryIsaiah Ndong, VP for Programs at EngenderHealth, discussed obstetric fistulaWe celebrated the International Day of the MidwifeThe Young Champions of Maternal Health updated us on their progressTim Thomas reflected on the Young Champion’s Future Forum in Accra, GhanaSome reading for the weekend:Bill Easterly, a feminist?Pop Council: Supporting mothers, before, during and after childbirthMoTeCH: using mobile phones for maternal health in GhanaVouchers associated with increase in institutional delivery in PakistanShare this: ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on June 6, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The following is part of a series of project updates from Future Generations. MHTF is supporting their project, Using Pregnancy Histories to Help Mothers, based in Peru. More information on MHTF supported projects can be found here.Written by: Future GenerationsAs the first project year reaches completion, the “Between Us (Women)” Project has trained 72 Women Leaders (WL) from 28 communities of the Andean highlands of Cusco in Peru. Of these, 93% are still “active”, even though not all are consistently able to attend all the workshops. We are far enough along in the project to graph results on training workshop attendance trends which have leveled off around the 70% mark with a late further decline associated with the pre-winter harvest season. We have also graphed results of pretests and posttests for all six priority topics for the project, showing more improved posttest scores in the intervention group as compared to the control group, the topics including pregnancy, birth and postpartum, newborn, breastfeeding, infant diarrhea and pneumonia. Monitoring data on community education activities carried out by WL show how many community women have been exposed to educational activities of the WL through home visits and in women´s group meetings. WL in the intervention groups have completed on average twice the number of home visits to pregnant women and mothers of children under age two, as compared to the control group.In two out of the four project districts where women gather in meetings on a monthly basis as a requirement for a cash transfer program (called the JUNTOS program), WL have been able to reach more than triple the number of women for group education activities (and quadruple the number by WL in the intervention group), as compared to districts where JUNTOS does not operate. In other words, given that JUNTOS does not provide educational content to its beneficiaries, our training program for WL has greatly potentiated the health education of JUNTOS beneficiaries who otherwise would not receive health information in this important national program that is targeted to women in extreme poverty.Share this:
We’re pleased to announce that we’re beginning to expand our coverage to include domestic partners. If you already have dental insurance through Freelancers Union, you’ll be able to add your same-sex or opposite-sex domestic partner and your partner’s children to your policy. If you’re applying for dental coverage for the first time, you’ll be able to include your partner when you apply. Dental open enrollment begins September 1, with changes effective October 1, so starting today you can sign up your domestic partner for dental coverage. We’re working toward including domestic partners for our health plans next. We’ll keep you posted.
Fortune Magazine has opened up its annual business plan competition, so that it now allows entries from entrepreneurs who aren’t in business school. Winning the contest doesn’t guarantee any cash prizes, but it does confer the kind of notoriety that often attracts funding. It’s worth considering business plan competitions, because many do offer start-up capital–and an entry deadline may be just the motivation you need to get your plan in shape. For the inspiring story of the winner of one such competition, read Biznik’s interview with Sterling Peake. She turned a plan for a dog-training business into a thriving enterprise in Seattle.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.There are nearly 400 million web pages, and that number grows every minute. Mastering landing page SEO is critical to becoming visible to your target market. Without it, your landing pages will fade into obscurity. Here are three SEO-focused tactics to try on your landing page.1. Provide better customer serviceOnly 4 out of 10 companies consider themselves customer-centric. That’s not good for dwell time SEO metrics and overall customer satisfaction. Things like bounce rate, time on site, and CTR all impact your ranking potential. And bad customer experiences will lead to bad metrics. A great example of providing a better customer service experience is via Housecall Pro:To provide a better experience, they use FAQs to answer commonly asked questions.This also works to add content and text to the landing page, helping them rank on Google. Lastly, they offer live-chat (shown in the bottom right corner) to connect instantly with guests, improving dwell time and conversions. Some great ways to improve the experience on your pages are: Live chatDiverse contentFAQsKnowledge centersWebsite speedWhile you don’t need to use all of the above, you should utilize usability testing to help decide which factors are most important.2. Dial in your messagingMessaging is critical for both users and search engines. Targeting the right keywords will help you rank. But making those keyword phrases compelling enough to purchase is just as (if not more) important. Check out this example landing page from Freshdesk’s Helpdesk page:In this post, Freshdesk nails both messaging for SEO and users. First, they target a central, main keyword focus: Helpdesk Software. Next, they fill their landing page with relevant and related keywords, as well as contextual information.This is landing page SEO mastery!One of my favorite examples is from Adventure For Less, a travel blog:With simple messaging geared right towards their audience, they are clearly trying to attract a very specific segment of the travel space. This helps them both stand out in search engine results and drive higher click-through rates. Be unique! Unique messaging can help you differentiate from competitors and improve CTR. Need help with your own messaging? Check out this simple messaging breakdown from Intercom to derive inspiration:Answer these questions and you’ll serve both users and search engines alike. In conclusionLanding page SEO is not as complex as it’s made out to be. These three examples are great inspiration, but it’s as simple as this: Focus on providing a better experience from start to finish. Then, dial in your content and messaging to hit it home.
By now, it’s clear that Tencent Games’ PUBG MOBILE is one of the most popular multiplayer games for smartphones and tablets. Since its release for Android and iOS earlier this year, the game has taken the world by storm. PUBG MOBILE has even gotten its own e-sports championship, drawing millions to its ever-growing community across the world. While the developer is earning truckloads of money from several in-game purchases, various third-party accessory manufacturers are coming up with dedicated add-ons and special gaming smartphones to enhance the gameplay experience. Therefore, it’s easy to understand how serious the world of gamers takes PUBG MOBILE.Since it is a free-to-play game, rookies often bump into experienced players who spend a lot on in-game purchases to with enhanced weapons and accessories. This often leaves the newbies vulnerable to early exists form matches while still exploring the capabilities of the game. However, there are some simple and honest tricks that can help you in your quest to claim the Chicken Dinner. We don’t guarantee a win, but it’s no harm in following these to increase your chances.5 simple tips to win matches in PUBG MOBILE– Always make sure you plug in your headphones before joining a match. The developers have designed a superb audio experience with stereo effects. This helps in alerting you of an approaching enemy and get ready for the ambush.– While it may be proud to walk abreast across open battlefields, it’s clever to stay out of sight from snipers looking to hunt you down from miles away. Therefore, prefer taking cover behind rocks, trees, buildings and abandoned vehicles. If possible, make your movement carefully as a substantial one will reduce your camouflage.advertisement– PUBG does offer a slew of attractive bright clothing for players to put on their characters. A good player will always avoid bright coloured clothes and opt for clothes with darker shades. Dark clothes are difficult to spot for snipers and other players over long distances. Also, prefer covering as much skin on your character as possible to reduce your chances of getting seen.– While common sense pushes you to jump into the battlefield and open fire on opponents, it is advisable to grab weapons as fast as possible and stay away from the initial rush of trying to kill as many players as they can. Stay unnoticed until the better players take out the less experienced ones and device a strategy to kill them.– Choose your weapons carefully. PUBG offers rifles in abundance. Try to get a machine gun as fast as possible. Weapons such as UMP9, UZI, AKM, Tommy Gun and even pistols can shoot bullets faster and have shorter reloading times. If you happen to stumble across a sniping rifle, grab one as your secondary weapon and try to hunt for a 4x or 8x scope for increasing your shooting range.Do remember that an online multiplayer game like PUBG MOBILE demands a strong presence of mind as well as better strategies to play every single match and claim the “Chicken Dinner.”ALSO READ | 40 per cent players use PUBG as a social communication channel: ResearchALSO READ | PUBG’s new snowy Vikendi map goes live on its test servers, new weapon, vehicle to follow suitALSO READ | OnePlus 6T McLaren Edition quick review: Some extra speed and a dash of orange
Indian skipper Virat Kohli on Thursday won the toss and elected to bat against West Indies in their World Cup fixture at Old Trafford.India have gone with the same team which played against Afghanistan. Meanwhile, West Indies have made two changes in their line-up. They have brought in Sunil Ambris and Fabian Allen in place of Evin Lewis and Ashley Nurse.”We are gonna bat first. Looks like a hard surface. We’ve got two wrist spinners and Kedar Jadhav is the third spinner. It’s a used pitch, we see it slowing down. There are a few rough patches at the right spots for our wrist spinners. A lot more application, understanding the situation. When there’s a 50-60 partnership, make it into a big one. I think closing out situations and capitalising on them will be the key. Same team,” Virat Kohli said after winning the toss. India vs West Indies Live Score, ICC World Cup 2019″We wanted to bat as well. If there’s anything in the wicket, it’s probably first-up. Hopefully we get early wickets. We have got two changes. Sunil Ambris comes in for Evin Lewis and Fabian Allen comes in for Nurse. Evin’s struggling for the last couple of days. We thought Fabian is well suited against this Indian team. Hopefully, he does well. We are getting closer and closer. It’s about putting in a complete game. Today’s another opportunity,” Jason Holder said at the toss.India Playing XI: Lokesh Rahul, Rohit Sharma, Virat Kohli(c), Vijay Shankar, MS Dhoni(w), Kedar Jadhav, Hardik Pandya, Mohammed Shami, Kuldeep Yadav, Yuzvendra Chahal, Jasprit BumrahadvertisementWest Indies Playing XI: Chris Gayle, Sunil Ambris, Shai Hope(w), Nicholas Pooran, Shimron Hetmyer, Jason Holder(c), Carlos Brathwaite, Fabian Allen, Kemar Roach, Sheldon Cottrell, Oshane Thomas.What TV channel is the World Cup 2019 match India vs West Indies on?All World Cup 2019 matches can be viewed on – Star Sports 1, Star Sports 2, Star Sports 3, Star Sports 1 in Hindi, Star Sports HD and DD Sports.Where will the World Cup 2019 match between India vs West Indies be played?The World Cup 2019 match India vs West Indies is being played at The Old Trafford cricket ground in Manchester from 3 PM IST on Thursday, June 27.Where can I watch the World Cup 2019 match India vs West Indies live?The match will be shown on the Star Sports TV network and DD Sports.Where can I check the online live updates of the World Cup 2019 match India vs West Indies?You can follow our coverage here – www.indiatoday.in/sports/cricket-world-cup-2019 Also Read | Virat Kohli breaks Tendulkar and Lara record, fastest to 20,000 international runsAlso Read | India vs West Indies, World Cup 2019: Rohit Sharma’s dismissal sparks off controversy
Iowans are being reminded to beware of phone calls from someone claiming to be with the Internal Revenue Service.One of the would-be scammers called KSIB Radio in Creston and the entire call was recorded.Audio Playerhttp://kscj.com/wp-content/uploads/2016/08/SCAM.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.OC……..”lawsuit before” :09The radio station employee said no, so the caller began with the scam.Audio Playerhttp://kscj.com/wp-content/uploads/2016/08/SCAM2.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.OC………..as your tax. :19The scam caller didn’t like being questioned.Audio Playerhttp://kscj.com/wp-content/uploads/2016/08/SCAM3.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.OC……….”very carefully”. :14The scammer claimed the IRS was owed nearly 39-hundred dollars which needed to be paid immediately.When he was told he’d called a radio station and that the conversation was being recorded, he hung up.Iowans are warned to not give this sort of caller any personal information and to just hang up.The I-R-S does not conduct business of this sort on the phone. It’s done by mail.