An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Posted Aug 15, 2017 Submit an Event Listing Director of Music Morristown, NJ Tags Director of Administration & Finance Atlanta, GA Youth Minister Lorton, VA Anglican Communion Assistant/Associate Priest Scottsdale, AZ Cathedral Dean Boise, ID Press Release Service Rector Tampa, FL Course Director Jerusalem, Israel New Berrigan Book With Episcopal Roots Cascade Books Bishop Diocesan Springfield, IL The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Family Ministry Coordinator Baton Rouge, LA Rector Smithfield, NC Priest-in-Charge Lebanon, OH Associate Priest for Pastoral Care New York, NY Rector Hopkinsville, KY TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Rector Belleville, IL Rector/Priest in Charge (PT) Lisbon, ME Assistant/Associate Rector Morristown, NJ The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group Curate (Associate & Priest-in-Charge) Traverse City, MI Featured Jobs & Calls In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Rector and Chaplain Eugene, OR Rector Martinsville, VA Rector Washington, DC Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Rector Albany, NY AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Associate Rector for Family Ministries Anchorage, AK This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Rector Shreveport, LA Canon for Family Ministry Jackson, MS Submit a Job Listing [Anglican Communion News Service] The Synod of the diocese of Christchurch will consider donating its earthquake-ravaged cathedral to the country’s government as a gift to the people of New Zealand. This new option will go alongside two existing options – to reinstate the existing cathedral or to demolish and replace it with a modern building – when the Synod meets to decide the building’s future on the last day of its three-day meeting next month.Full article. Rector (FT or PT) Indian River, MI Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Rector Knoxville, TN Rector Pittsburgh, PA Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Rector Bath, NC Rector Collierville, TN Missioner for Disaster Resilience Sacramento, CA Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Curate Diocese of Nebraska Associate Rector Columbus, GA Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Submit a Press Release Featured Events Priest Associate or Director of Adult Ministries Greenville, SC Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Synod to consider gifting Christchurch Cathedral to New Zealand government Assistant/Associate Rector Washington, DC
Spain CopyHouses•Valencia, Spain ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/874015/froment-house-mano-de-santo Clipboard Architects: Mano de Santo Area Area of this architecture project Save this picture!© Diego Opazo+ 18 Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/874015/froment-house-mano-de-santo Clipboard Projects Forment House / Mano de SantoSave this projectSaveForment House / Mano de Santo “COPY” Manufacturers: Lafarge Holcim, Pladur, Saint-Gobain, GecolExecutive Direction:Eduardo Ferrer DoménechBuilder:Ensecon Obras y ServiciosSteel Locksmith:OcireTechnical Light:MGF diseño InteriorAuthors Architects:Francesc de Paula Garcia Martinez, Ana Gil Collado, Francisco Miravete MartínCity:ValenciaCountry:SpainMore SpecsLess SpecsSave this picture!© Diego OpazoRecommended ProductsWoodTechnowoodPergola SystemsWoodLunawoodThermowood FacadesWoodEGGERLaminatesWindowsLibartVertical Retracting Doors & WindowsText description provided by the architects. The projected building is the result of a double intervention in the existing building, expanding the room with the addition of a large porch to south and an inner, facades and roofrenovation.The solution adopted takes into account on the one hand customer requirements, both functional and aesthetic needs, as the construction features of the existing building and its location.Save this picture!DrawingThe volume, buildable area, urban parameters defined by the particular planning regulations for this area, with the premise of the architects to achieve a right integration and use up to the conditions of the plot and its orientation, resulting in a simple building, of pure volumes with a very careful treatment of the facades design according to their orientation and views, with a renewed composition carpentry, shutters design treatment and the choice of materials. Save this picture!© Diego OpazoSave this picture!First Floor PlanSave this picture!© Diego OpazoThe solution of the dwelling is basically in two floors, ground floor and first floor. On the ground floor, where the main entry is located, the living-dining room piece is laid up (facing the yard),kitchen is practically the existing one but with a different relation with the other pieces, a laundry room, a bathroom, a small cellar, a small second living room and a bedroom attached; there is also a connecting space which starts the section that leads to the upper floor. The first floor is solved with a small connecting space that gives access to three double bedrooms, a shared bathroom and a main bedroom with bathroom and dressing area. Thereis no basementfloor. Roofs are designed as inverted gravel roof, removing the existing pitched tile roof. Save this picture!© Diego OpazoThe volumetry of the building is clear and simple, they emphazise the vertical latticework that decompose the volume and breath life into the image. These latticeworks solve the greatest dimension glass walls solar shading. This new built volume is designed in smooth finished gray exposed concrete, and the rest of the existing facades are cladded with a double isolated wall of continuous finished Aquapannel boards.Save this picture!© Diego OpazoProject gallerySee allShow lessHighgate Bowl / HASA ArchitectsSelected ProjectsPaulaner Headquarter / Hierl ArchitektenSelected Projects Share CopyAbout this officeMano de SantoOfficeFollowProductsGlassStoneConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesValenciaSpainPublished on September 01, 2017Cite: “Forment House / Mano de Santo” 01 Sep 2017. ArchDaily. Accessed 11 Jun 2021.
ArchDaily Y Chalet / PARALX “COPY” Lead Architects: Projects ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/948320/y-chalet-paralx Clipboard CopyHouses•Faraiya, Lebanon Area: 650 m² Year Completion year of this architecture project Lebanon Y Chalet / PARALXSave this projectSaveY Chalet / PARALXSave this picture!© Bahaa Ghoussainy+ 36Curated by Paula Pintos Share Architects: PARALX Area Area of this architecture project 2018 CopyAbout this officePARALXOfficeFollow#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesOn FacebookFaraiyaLebanonPublished on September 26, 2020Cite: “Y Chalet / PARALX” 26 Sep 2020. ArchDaily. Accessed 10 Jun 2021.
Fundraising United fails to deliver Howard Lake | 13 June 2000 | News 11 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Advertisement Fundraising United, the innovative attempt to raise funds for 22 charities by direct mail has failed to cover costs, according to Nicola Hill in The Guardian. The operation was designed to reduce direct marketing costs, particularly for smaller charities, by sharing the cost of an appeal to 400,000 households in March.Read Out in the cold by Nicola Hill at the Guardian.
Online solutions provider is working with Vitalise, formerly the Winged Fellowship Trust , to gather as many stakeholder email addresses as possible, to enhance the charity’s emphasis on its online communications.Vitalise needed little convincing that it could make considerable savings by moving its communications functions online. However, this move would have little impact if it could not communicate online with large numbers of its stakeholders.Working with custom online solutions provider iConcertina Creative, the charity, which provides essential breaks for disabled people and carers, launched a campaign to gather stakeholders’ email addresses. The campaign centred on a competition which offered an Apple Imac G5 computer. This would be awarded to the lucky winner once 2,000 email addresses had been gathered. The campaign is still gathering email addresses, according to iConcertina. Advertisement Howard Lake | 26 June 2005 | News iConcertina Creative will next design an import routine which will append these email addresses to the existing fundraising, volunteer and guest databases using postcode and date of birth data matches.iConcertina Creative is working with Vitalise to help it transform from being a paper-centric organisation with multiple, isolated databases. Other initiatives it is helping the charity with include a database rationalisation project which builds read and write interfaces between three primary databases and an online self-service project allowing volunteers to register online.iConcertina are presenting at UK Fundraising’s Perfect Pitch IT/online showcase on Thursday 30 June in London. AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis iConcertina helps Vitalise build stakeholder email list Tagged with: Consulting & Agencies Digital Individual giving About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. 17 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis
About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. 17 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Charity Begins Howard Lake | 6 December 2007 | News
71 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis1 Tagged with: corporate trusts and foundations Advertisement The Arsenal Foundation raised a total of £250,250 in its December 2015 dedicated charity matchday, which saw it win 2-1 against Manchester City.The funds will help the Gunners continue their support of a range of education and sport projects that help young people both in the UK and overseas. Through the Gunners Fund as well as by working with organisations that also support young people, The Arsenal Foundation will award grants to a range of projects in north London and further afield.In 2015, its projects included the funding and construction of two football pitches in refugee camps in Iraq for displaced Iraqis with partner Save the Children. This year the club hopes to visit the camp with coaches.The Arsenal Foundation will also continue its relationship with Bob Wilson’s charity, Willow, which organises special days for young adults with serious illnesses.Arsenal manager Arsène Wenger, who donated a day’s wages as part of the matchday event, said:“We all love Arsenal and we are very proud to have that power of influencing people’s lives in a positive way. For me and for all the players, all the staff and everybody involved at Arsenal, the charity matchday is always a special day.” AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis1 70 total views, 1 views today Melanie May | 9 February 2016 | News About Melanie May Melanie May is a journalist and copywriter specialising in writing both for and about the charity and marketing services sectors since 2001. She can be reached via www.thepurplepim.com. Arsenal Foundation dedicated matchday raises over £250k
Previous Article Next Article Simply having the biggest carrot on offer will not attract the bestcandidates, says Andy BattThe ever-uncertain economic climate means that for many organisations,concerns about skills shortages and employee turnover have been superseded inthe short-term by questions of how to manage costs and raise productivity. But the longer-term agenda remains. Creating a well-managed, effectiveworkforce, able to deliver its best for the future, cannot and should not beleft to chance. Employers will need to be smarter about managing all their employee ‘talent’effectively – not just the high-fliers they may have focused on in the past. The problems caused by a mismatch of need and available resources in thelabour markets are all too familiar. The IT industry has illustrated thisdifficulty, with repeated periods of high salary inflation and employeeturnover. In the UK and Germany, governments have taken radical steps to dealwith such shortfalls, offering easily obtainable work permits to thousands ofskilled IT staff from outside the EU. These are the wanted ‘economic’ migrants.Population growth trends indicate that in the absence of other changes – forexample, substantial increases in immigration or relocation of jobs to othermarkets – skills gaps could become widespread throughout Europe. How employers can prepare Employers need to market themselves to existing and future employees with asmuch vigour as they do their products and services. The most successfulorganisations will have already addressed many of the following: – Develop a distinct employer brand Organisations with a clearly defined employment brand proposition andpositive image find it easier to attract new staff. Those who have not investedin building their reputation will naturally find it harder to recruit, and mayend up paying a premium to persuade employees to join them. Think about ways in which you can differentiate your employment offer fromthe rest. Benchmark yourself against organisations rated as the best to workfor in your markets. – Expand the ‘marketplace’ you recruit from Every employer strives to hire the best possible people. Yet in a tightmarket, a compromise may need to be reached between ‘the ideal’, and what isavailable at a reasonable cost. Review your hiring policies to ensure they arenot unnecessarily restrictive. This might include: – Understanding age limitations – A simple way of increasing the supply ofskilled workers is to keep existing employees in the workforce for longer.People in their 50s have considerable experience and wisdom, and may well bemore loyal than someone in their 20s. There are well known executives beyondnormal retirement age who are energetically running successful businesses –such as Warren Buffet and Rupert Murdoch. The EU has set goals for countries to extend the average retirement age. Anumber of retail organisations, notably B&Q in the UK, have already takensteps to encourage older employees to remain or rejoin the workforce.Increasing your own organisation’s effective retirement age can haveimplications for pension provision, such as increased benefits payable for ashorter period and the financial consequences of this need due care andattention. The Nationwide Building Society in the UK has revamped its pensionscheme to remove disincentives to employees delaying retirement or workingreduced hours at the end of their career. – Encourage female employees – Along with older workers, the EU is committedto increasing the number of women in the workforce. Family-friendly policiessuch as part-time working, term-time working, home working, parental leave andchildcare support all play a role in achieving this aim. While mostorganisations now have family-friendly policies in place, the culture does notalways lend itself to people taking them up without guilt. A positivemanagement attitude to this is essential. – Appreciate the difference between competence and knowledge – It is all tooeasy to seek specific past experience or qualifications when looking for a newrecruit. Yet many studies have demonstrated that the way people work is thestrongest indicator of future performance. For many roles, specialist technicalknowledge can be learned far more easily than behavioural changes. – Learn about unfamiliar qualifications – When recruiting staff from anothercountry, it is important to understand some of the differences in their localeducation system. A German graduate may well have only just started theirworking career at the age of 30, while a UK graduate could well have eightyears work experience by then. – Understand internal customers Any external marketing expert recognises that the better you know yourcustomers, the easier it is to understand their needs. Make sure the sameapplies to your organisation internally. Line managers should regularly talk totheir teams about how they feel about their working environment, and act ontheir feedback. Encourage ‘open door’ policies where employees have theopportunity to speak freely. Conduct regular employee attitude surveys – withweb-based surveys this is not an onerous process. The use of a short,consistent questionnaire enables trends to be tracked over time withoutoverloading employees. Gathering data from leavers about why they left, or fromnew recruits about their experience of your hiring process, will create anaccurate picture of your company culture. – Improve the ‘product’ you offer Once you understand what people want, or what other organisations do well,the next step is to take advantage of the opportunities identified. Somepositive steps are: – Consider how you could be more flexible about when, how and where staffwork. With modern telecoms technology many employees can and increasingly arekeen to operate from home, at least some of the time. – Consider segmenting your offer to appeal to different employee groups. Forexample, an internationally mobile employee might not value membership of alocal pension plan with lengthy vesting provisions, but they may value taxplanning advice. Another example is providing flexibility for employees tochange the construction of their package as their personal circumstances changeduring their career. – Tailor your offering by market For organisations operating in multiple markets, there are clear practicaladvantages to having common policies and systems. It enables communication andHR systems development to be shared. However, it is equally important to beaware of the different regulatory and tax regimes, employee expectations andmarket norms. Offering stock option programmes on exactly the same terms inBenelux, France and the UK would create big differences in income tax andemployers’ social security liabilities in each country. With some tailoring,these programmes could be delivered far more efficiently. – Communicate your offering effectively (and often) It is no use having a great proposition if you do not communicate it tocurrent and prospective employees. Simple tools such as total compensationstatements can be powerful in ensuring employees understand and appreciate thevalue of their current total package. Equally, where employees need to makechoices about package elements, flexible benefit programmes can significantlyimprove understanding. Web-based communications provide a simple way for employees to look thingsup or to disseminate information. This can also have the added benefit ofremoving transactional workload from HR teams. For prospective employees and new recruits, a set of well-packaged materialsabout the organisation and the total employment offer presents a slickprofessional image, and is more likely to be read and appreciated. Retain existing customers Many of the actions above will improve the overall employment offer and helpretain staff. Hay Group research on what drives a genuinely ‘engagedperformance’ from an employee frequently shows that the extent to which theyperceive opportunities for personal development and growth is a key factor indeciding whether to stay or leave an organisation. Allowing unpaid career breaks, job rotations, secondments and support forpersonal study such as language courses, MBAs and so on can all contribute toincreasing the loyalty and commitment of employees. Encouraging employees totake responsibility for their own development can also be seen as positive.Combined with e-learning tools, this can be an efficient method of enhancingthe skills and satisfaction of your workforce. Handling severance well should not be overlooked. As well as focusing onmaking the working environment and employment offer attractive for current andnew employees, ensure leavers and unsuccessful applicants are treatedreasonably – you never know when you might need them or one of their ‘network’in the future. Train your salesforce Managers who interview potential employees are the public face of theorganisation. This also applies to external recruiters. Training andcommunication is important, not just to deliver a high-quality hiring process,but also to ensure a consistent, truthful and positive message about yourorganisation is presented to prospective employees. As outsourcing of HRactivities grows, it is critical the quality of suppliers is monitored. Despite current unemployment variations across Europe, the most likelylong-term trend will be a shortage of skilled employees. Employers who areproactive in understanding the implications of this, and start identifyingpractical solutions that continue to meet both the business and the reputationobjectives are likelier to recruit and retain more talented people than thosewho ignore the longer-term trend. The authorAndy Batt is a consultant for Hay Group, a people management consultancyResourceswww.haygroup.co.uk Be a unique employerOn 1 Nov 2002 in Personnel Today Comments are closed. Related posts:No related photos.
September 7, 2019 /Sports News – Local Davis helps Weber State run past Cal Poly 41-24 Tags: Josh Davis/Weber State Wildcats Football FacebookTwitterLinkedInEmailOGDEN, Utah (AP) — Josh Davis ran for 129 yards and two touchdowns and Kris Jackson added two short scoring runs to power Weber State to a 41-24 victory over Cal Poly on Saturday night in a nonconference matchup between Big Sky Conference teams.After both teams managed only a first-quarter field goal, Jalen Hamler ripped off a 47-yard TD run to give Cal Poly (1-1) a 10-3 lead with 6:24 left in the second quarter. Jake Constantine connected with Rashid Shaheed for a 20-yard score to pull the Wildcats (1-1) even and Davis scored on a 22-yard run with 26 seconds left in the half to put Weber State up 17-10.The Wildcats took the opening possession of the second half and went 75 yards in nine plays with Jackson scoring on a 3-yard run for a 24-10 lead. The Mustangs pulled within 24-17 with 4:12 left in the third quarter when punter Doug Lloyd fumbled in his own end zone and Brandon Davis recovered for the TD. But Josh Davis delivered again with an 18-yard TD run with 24 seconds left in the quarter to stretch the Wildcats’ lead to 14.Jackson’s 1-yard run midway through the final quarter put the game away for Weber State.Kevin Smith rushed for 114 yards on 13 carries as the Wildcats amassed 275 yards on the ground. Constantine completed 17 of 23 passes for 137 yards. Weber State outgained Cal Poly 457-346. Cal Poly’s Hamler was 11-of-14 passing for 182 yards and he rushed for 53 yards and a score on 19 carries. Associated Press Written by