RelatedJamaica Hosts Symposium to Observe World Town Planning Day FacebookTwitterWhatsAppEmail Jamaica will join the international community on Thursday, November 8, in observing World Town Planning Day 2012, by hosting a one-day symposium at the Jamaica Conference Centre, in Kingston, under the theme: ‘Climate Change Resilience and Smart Communities’. The symposium will feature a series of presentations on Planning; and display exhibits as well as inputs from several schools, including a poster competition. Acting Director in the Integrated Planning and Environment Division of the National Environment and Planning Agency (NEPA), Leonard Francis, speaking at a JIS ‘Think Tank’ on November 1, said that World Town Planning Day is an important activity in the nation’s development, as it enables discussion on Planning; and highlights the virtues of good town planning. “We’ll be focusing a whole lot on Kingston and St. Andrew this year. It’s very important that Kingston be highlighted, as it is the capital and we should have a vision as to where we want Kingston to go,” he said. Mr. Francis said the hope is that at the end of the symposium, there will be a vision as to the way forward for planning in Kingston and St. Andrew, and other urban centres across Jamaica. The symposium will look at four themes: ‘Downtown Kingston Redevelopment’; ‘Hazard Mitigation and Climate Change’; ‘Local Government and Community Development’; and ‘Emerging Trends and Changes to improve the Planning and Development Process’. In addition, displays will be mounted on the day at several key stakeholder partners, including the Universities. The public is being encouraged to attend the symposium and be updated on development plans for Kingston. RelatedJamaica Hosts Symposium to Observe World Town Planning Day Jamaica Hosts Symposium to Observe World Town Planning Day EnvironmentNovember 3, 2012 RelatedJamaica Hosts Symposium to Observe World Town Planning Day Advertisements
‘Our primary job is to regulate lawyer behavior’ Senior Editor Incoming Bar President Scott Hawkins has announced the formation of a commission to study the Bar’s regulation of lawyer conduct, with an eye on the growing number of Bar members and recent high-profile instances of lawyer misconduct.Hawkins announced the commission at the Board of Governors May 27 meeting, and the board gave its unanimous approval to the proposal.He said a review was timely both because of the rapid growth in Bar membership and of new challenges faced by the grievance system.“In launching this commission, my goal is. . . to make sure we are — keeping with our regulatory obligations — as vigilant and able as we can be to help regulate over 100,000 lawyers, which soon will be our number. It won’t take long to get there,” Hawkins said.He also said the Bar has faced novel issues, such as the giant Ponzi scheme run by former Ft. Lauderdale attorney Scott Rothstein and the alleged involvement of attorneys in robosigning and other paperwork difficulties associated with the ongoing home foreclosure crisis.“We have big issues to think about, not the least of which is: How do we handle the mass fraud problem such as [former President] Jesse [Diner] had to wrestle with in the Rothstein debacle in the fall of 2009? How do we deal with mass issues such as the robosigning problems with foreclosures?” Hawkins said. “Are there things we should be thinking about differently or more broadly in regard to regulating lawyer misconduct?”The commission’s membership will include both board and nonboard members, he said, and may have three co-chairs and three vice chairs. As chairs, Hawkins said he’s considering board member Eugene Pettis, former Bar President Miles McGrane, and Naples trial attorney Ed Cheffy. As co-chairs, he’s looking at outgoing Young Lawyers Division President Reneé Thompson, outgoing board member Jake Schickel, and board member Greg Coleman. Other likely members include board members Brian Burgoon, Laird Lile, and Dennis Kainen.In remarks prefacing his announcement of the commission, Hawkins said, “We often lose sight of the fact we were formed as a regulatory body; we were formed to regulate lawyer behavior. When the Supreme Court created us [The Florida Bar] in 1950. . . we were charged with that job.“By virtue of our funding [from mandatory membership fees], as opposed to private voluntary contributions, there are restrictions on what we can do,” he added. “You need to remember when you have opportunities to share what we do. . . that we are not a political body; we are a regulatory body. Our primary job is to regulate lawyer behavior. Over half of our budget is devoted to that.”The Bar does have other missions and duties, including the promotion of the efficient administration of justice, he said.“But, please remember, we have restrictions on how we can spend money,” Hawkins said. “We are not partisan. We are a regulatory body. It’s helpful to remind people about that when they ask where The Florida Bar is on a particular issue.” Lawyer Regulation Under Review July 1, 2011 Gary Blankenship Senior Editor Regular News Lawyer Regulation Under Review
Through the agreement, the Iwatani Corporation subsidiary and UK-based energy storage and clean fuel company hope to reduce pollutants and improve air quality by offering renewable hydrogen to the transportation, energy storage and renewable energy sectors in North America.ITM Power: Right place, right time“We are very pleased to have signed this agreement and be collaborating with ITM Power to meet the needs of customers who have committed to transitioning to low-carbon-intensity derived hydrogen as an energy source,” said Joe Cappello, CEO of Iwatani Americas.“ITM Power’s world leading electrolysers and Iwatani’s vision for growth in the North American green hydrogen market align very well and we look forward to deploying projects together.”Iwatani enters US hydrogen marketThe collaboration enables the two companies to share opportunities and, where a commercial case exists, work together on an exclusive basis to deploy ITM Power’s PEM electrolysers and Iwatani’s gas handling and deployment solutions. “Iwatani Corporation is a recognised leader in the hydrogen industry, and we are delighted to be collaborating with the company in North America,” said Dr. Graham Cooley, CEO of ITM Power.“Transport refuelling is just the tip of the iceberg for demand for hydrogen from renewable sources and this partnership will be well positioned to participate in the exciting and rapidly growing industry.”Hydrogen ZoneFrom the Hydrogen Economy to the merchant refinery hydrogen market, for all the latest news, views and analysis of the global hydrogen business, visit and bookmark gasworld’s dedicated Hydrogen Zone.The Zone includes market reports and intelligence, interviews, profiles of who’s-who in the hydrogen sector, and further reading items. Make sure you visit it today!www.gasworld.com/zones
Upcoming events support local athletic programsFor Hub City TimesMARSHFIELD — The Marshfield Tiger Booster Club (MTBC) is a not-for-profit volunteer organization that was formed to support and enhance all athletic programs of Marshfield High School and Marshfield Middle School by raising funds to enable the schools to remain competitive in a challenging economy.MTBC’s volunteer board of directors is made up of past and current parents, alumni, and community members. Main fundraising sources include the concession stands at football games, advertisements for the annual sports program, banners at Beell Stadium, a golf outing to raise money for the student-athlete scholarships, and membership dues.The biggest MTBC fundraiser is the Booster Bash, a dinner and evening full of fun, raffles, games, and auctions, including naming rights to the field house. New this year is the Booster Dash, a 5K Fun Run/Walk open to all ages.This year’s Booster Dash 5K Fun/Run walk is scheduled for Friday, Sept. 25. Visit facebook.com/events/344856365688164 for more information. Registration for the event is at 4:30 p.m. at Beell Stadium. The Booster Bash Dinner/Auction will be held Friday, Sept. 26, in the Youth Building at the Central Wisconsin State Fairgrounds. More information is available at facebook.com/events/1606681656288252.Through these efforts the Marshfield Tiger Booster Club has been able to purchase equipment, supplies, and apparel and fund camps, workshops, and services totaling more than $500,000. MTBC’s success depends on the community.Please consider joining our organization. We are successful because of our members and their willingness to volunteer.
Quite often, we get stuck in quicksand in the human resources profession while we endlessly gaze at our navels and debate whether we are in the Strategic vs. Tactical, or the Traditional or Cutting-Edge camps. We read, we discuss, we talk…but at the end of the day it becomes the ACTION we take, as individual practitioners and leaders, that can define HR for now and the future. There are a number of authors, academicians and pundits who write about the human capital space. In June of this year, the group of Dave Ulrich, Jon Younger, Wayne Brockbank and Mike Ulrich released HR from the Outside In: Six Competencies for the Future of Human Resources, the latest book encapsulating research into HR competencies which they’ve undertaken over the past 25 years. The current book outlines what the authors have defined as the six competencies for HR professionals/leaders: Strategic Positioner, Credible Activist, Capability Builder, Change Champion, HR Innovator and Integrator and Technology Proponent. And while human resource professionals may sometimes be chastised for having too many self-indulgent discussions about what they do, or (heaven help us) where they want to sit, these conversations remain an important undertaking. Without an awareness of what we as HR professionals must focus on to contribute to business (and people!) success, there can be no resulting ACTION! Several months ago Bill Boorman and I (Robin Schooling) began a series on our respective blogs (He Said/She Said: HR Edition) where we discuss an issue by approaching it from our specific frames of reference — SHE as an HR Leader working day-to-day for a mid-sized organization in the U.S. and HE as someone who lives in the global space where he sees and experiences firsthand the changes brought about by a connected world where people in HR and Recruiting are doing “cool things.” At the intersection of traditional and cutting-edge lies the future of Human Resources, and so we’re asking, as we discuss HR leadership in the 21st Century: “Is HR ‘New Cool’ or ‘Old School?” Please join @weknownext at 3 p.m. ET on Wednesday, October 3 for a “He Said/She Said” #NextChat with @BillBoorman and @RobinSchooling. We’ll explore the questions surrounding HR’s movement along the continuum of change as the profession continues to evolve, as well as the competencies needed to deliver success. Q1. Where does HR begin and where does it end? Q2. Can a set of competencies be defined that covers ALL HR practitioners or does this vary based on location, size, or industry? Q3. What should HR professionals be doing to create and deliver value? How has this changed over the years? Q4. How can HR pros simultaneously manage tactical duties while also responding to future strategic and technical expectations? Q5. Do today’s students want to work in HR? Do they consider it cool? Or do they view it as old school Q6. Are there “cool” new ways of doing things that allow HR professionals to look forward rather than looking backward?
The 2017 Human Resource Executive 20th Annual HR Technology Conference takes place October 10-13 in Las Vegas. As a 2017 HR Technology Conference Insiders Blogger, I interviewed several human resources and technology experts to get their perspective on how technology and trends are impacting the HR profession. Jason Lauritsen a keynote speaker, author, and advisor. He is an employee engagement and workplace culture expert who will challenge you to think differently. A former corporate Human Resources executive, Jason has dedicated his career to helping leaders build organizations that are good for both people and profits. Most recently, he led the research team for Quantum Workplace’s Best Places to Work program where he has studied the employee experience at thousands of companies to understand what the best workplaces in the world do differently than the rest. Jason is the co-author of the book, Social Gravity: Harnessing the Natural Laws of Relationships. Connect with Jason at www.JasonLauritsen.com Q. There’s been an explosion in real-time and pulse feedback technology for performance and engagement. Why are these systems becoming a critical substructure for businesses in terms of talent management and retention?These technologies are largely trying to address a lack of people management skills within our organizations. The idea of real-time feedback isn’t new. In fact, I think most people would argue that being a good manager requires that you both give and solicit continuous real-time feedback. You don’t need technology for that, but you do need skill in having conversations, asking good questions, and providing constructive coaching to employees. These skills are difficult and time-consuming to develop, so organizations are turning to technology in hopes of a quicker solution. The problem is that if you don’t also fix the management skill gap issue within your organization, these technologies are unlikely to be the solution you hope they will be. Q. Can HR technology really drive employee engagement, or do they only reflect and report on what is happening with engagement?Technology is a tool. Having the right tools is critical. But, tools aren’t the solution. Hammers and saws don’t build houses, people following detailed blueprints use tools to build houses. The same is true for employee engagement. If you don’t have the right plans in the hands of skilled people, the tools aren’t of much use.Technology doesn’t drive employee engagement. An engaging experience of work is what drives engagement. Smart leaders create an intentional strategy (the blueprint) and use tools like technology to shape the employee’s experience in a positive way. Q. With so many new technology products that promise to improve employee engagement, the seemingly endless options can be overwhelming. What advice can you share with HR for how to select engagement technology that’s right for them?Before you buy any technology, you should first create an employee engagement strategy and plan for your organization. This should include how your organization defines engagement, why it matters to your organization’s success, and how you’ll measure progress. Once you clarify these things, you will be able to identify where you have gaps and opportunities that can be addressed using technology and other tools. Said more simply, know first what kind of tool you need before you go tool shopping. Otherwise, you are likely to buy something you don’t need. Q. How are artificial intelligence, chatbots and machine learning impacting the evolution of employee engagement technology? I am not sure they are at this point. These are definitely the buzzwords flying around in HR tech at the moment, but I don’t know that I’ve seen anything of any substance yet as it relates to employee engagement. That doesn’t mean that there won’t be a host of vendors at HR Tech trying to convince us otherwise, but I think it’s mostly marketing hype rather than true AI or machine learning. As these technologies mature in the future, I’m sure that they will disrupt the work of employee engagement but it’s not happening yet. Q. You’ll be hosting the session titled “The HR Hacklab: What New HR Tech Solutions Are Needed Now?” with Joe Gerstandt. If you could design a “dream technology” for HR what would it look like?I’ve long been a fan of Organizational Network Analysis(ONA) as an incredibly powerful tool for diagnosing and improving workplace engagement, innovation, and performance. The problem is that ONA is complex and labor intensive to apply. There’s yet to be a technology tool to come to market to make ONA accessible to the average organization both in terms of simplicity and cost. I hope that someday soon this will change. Making visible the internal network of relationships that reflect how work actually gets done and who is most important in that process is transformative. Jason Lauritsen will speak at the 2017 HR Technology Conference & Expo on the following dates:The Role of HR Technology in Driving Employee Engagement: Wednesday, October 11, 2017: 11:00 AM – 12:00 PMThe HR Hacklab: What New HR Tech Solutions Are Needed Now?: Tuesday, October 10, 2017: 1:00 PM – 2:15 PMMega Session: HR Technology Conference Hackathon Reveal: Thursday, October 12, 2017: 1:45 PM – 3:00 PM
About the authorPaul VegasShare the loveHave your say Watford boss Gracia explains holding back goalscorer Doucoure for Newcastle drawby Paul Vegas10 months agoSend to a friendShare the loveWatford managed to secure a point after a late equaliser for their 1-1 draw with Newcastle United.Salomon Rondon put Rafa Benitez’s Newcastle ahead just before the half-hour mark, but they could not hold out for all three points as Abdoulaye Doucoure popped up to make it 1-1 eight minutes from time. Asked initially about the decision to rest Doucoure, Gracia said: “I have to choose in all the games different players and in this moment playing every three, four days I have to give the chances for all of my players.“I’ve many times said all my players deserve the chance to play because they are working very well. We are a good squad, not only a good team and if I don’t do it in this moment when can I do it.“It was the moment to change the players because some of them need rest and today if you see Doucuore this season he is the third player with the most minutes (played).”Pressed further on if six changes was too many, the Hornets boss responded: “If you see the result you can say that but I don’t agree.”
hannah davis derek jeter michiganPerhaps former New York Yankees shortstop Derek Jeter really is a true Michigan man. Saturday night, Jetes, who was raised in Kalamazoo, apparently delayed celebrating Halloween to catch the end of the Michigan vs. Minnesota game. His fiance, Hannah Davis, posted an Instagram photo of him anxiously watching a television while she was ready to go out. The photo, which shows Jeter dressed up as a devil, is amazing.Michigan won the game on a goal-line stand, so Jeter was probably in a good mood. Guy has a decent life.[The Big Lead]
To put it another way: Against average competition, Embiid rivals Stephen Curry, Giannis Antetokounmpo and James Harden as the most prolific scorer in basketball in terms of points per 100 possessions. But when he’s guarded by Gasol, he essentially turns into Dewayne Dedmon.At 7 feet tall and 250 pounds, Embiid can usually bully smaller defenders and tactically position himself in the post. But Gasol is too big to be pushed around, and it’s forcing Embiid out of his sweet spots. Throughout the series, Gasol has refused to cede ground to Embiid, denying the entry pass into the post and forcing Embiid to catch the ball outside of the paint. During the regular season, Embiid averaged 7.4 touches in the paint per game. Against Gasol and Toronto in the playoffs, Embiid is averaging just 4.2 touches in the paint per game.Another factor contributing to Embiid’s lack of paint touches is the crowd that’s been forming right around the basket. Fellow Sixer Ben Simmons can’t shoot outside of 10 feet and so positions himself near the rim, which brings his defender to effectively provide help defense when Embiid is in the post. That’s a problem especially when the help defender is Kawhi Leonard, the player who has guarded Simmons most of the series.To make up for his lack of paint touches, Embiid has had to rely on his jump shot to generate points. But that’s not his strong suit. In the regular season, Embiid shot 34 percent on jumpers. In this series, he’s just 10 for 37 (27 percent) on those shots. Gasol is forcing Embiid to do what he does least well, and it’s working to the Raptors’ advantage.The fact that Gasol has given Embiid trouble shouldn’t be all that surprising. Even at 34 years old, Gasol can still play like the defensive player of the year he once was. Just ask Nikola Vucevic: Gasol neutralized the All-Star center during the Raptors’ first-round series against the Magic. Vucevic scored just 17 points per 100 possessions when Gasol was the primary defender — a far cry from Vucevic’s season average of 32 points per 100 possessions.When Gasol was brought to Toronto in a midseason trade, it was reasonable to wonder whether the big Spaniard had enough in the tank to make a difference on a contending team. Those doubts have been put to rest, in part because Gasol has chiseled out a perfect role for himself. In Toronto, Gasol doesn’t need to anchor a defense while also serving as a primary scorer, like he was forced to do in Memphis. Instead, he’s able to focus on what he does best, which is lock down the opposing team’s best big man.In all fairness to Embiid, he’s reportedly battled through injury on top of illness during the playoffs. And if we’ve learned anything from his monster Game 3, it’s that a healthy Embiid can live up to his self-proclaimed title. The only question is whether he can do it consistently against an elite defensive stopper like Gasol.Check out our latest NBA predictions. Joel Embiid has described himself as the “most unstoppable player in the league” — and for good reason. When he’s at his best, like in Game 3 of the Eastern Conference semifinals, he can make defenders look downright foolish as he pump-fakes his way into windmill dunks. But so far in Philadelphia’s series against Toronto, Game 3 has been the exception. The Raptors have all but shut Embiid down on the offensive end, thanks in large part to Marc Gasol — the man who has perfected the art of stopping the league’s most unstoppable player.Through five games of the series — which the Raptors lead 3-2 — Gasol has matched up with Embiid on 201 possessions, holding him to just 21 points per 100 possessions. That’s a significant dip from Embiid’s season average of 37 points per 100 possessions.If you think those numbers are obscured by Embiid’s recent upper respiratory problem, consider this: Over the past two seasons (which is as far back as the NBA’s matchup data goes), Gasol has played against Embiid on nine separate occasions (including the regular season and this year’s playoffs). During that stretch, the two have matched up on a total of 379 possessions. Embiid averages just 19 points per 100 possessions when Gasol is his primary defender, by far his lowest average against anyone who has guarded him on at least 100 possessions.
As my boss, Nate Silver, wrote in his introduction to FiveThirtyEight’s March Madness predictions, 2014-15 was not a college basketball season defined by parity. For starters, Kentucky enters the bracket undefeated and — according to the Simple Rating System (SRS) — is the strongest pre-tournament team that the NCAA has seen in a while: But even beyond Kentucky, most of the other top teams this year are unusually strong, according to their SRS ranking. Wisconsin’s rating is about average for a second-ranked pre-tournament SRS team since the NCAA tournament expanded to 64 teams in 1985, but Arizona is the eighth-best No. 3 in that 31-tournament period. Duke is the seventh-best No. 4. Villanova is the fifth-best No. 5. Virginia is the fourth-best No. 6. And Gonzaga and North Carolina each rank fifth among teams ranked No. 7 and 8, respectively. And 2015’s field only gets more impressive the deeper you dig:That’s why, if you look at the average SRS rating of the top third of teams in the field, the 2015 tournament ranks as the most top-heavy in more than a decade. Starting in the early 2000s, college basketball seemed to be trending toward a more even distribution of talent across the tournament, with fewer truly dominant teams at the top. Between Kentucky and its other unusually dominant peers, this season bucks that trend in a big way.Now, you might be tempted to think this is a case of the NCAA’s selection committee doing a better job of including the top teams according to statistical power ratings such as the SRS. And the sea of salmon-colored rows that make up Ken Pomeroy’s top 44 seems to lend credence to this theory. But in terms of average SRS, this year’s field features a pre-tournament rating of +11.7 — essentially no different from the +11.4 field average of a year ago.This season’s crop of tournament teams simply appears to be jam-packed with talent at the top, which we can only hope leads to an exciting month of basketball.Check out FiveThirtyEight’s March Madness predictions.