Category : jppoxvtejugj

Employers failing to exploit top talent

first_img Comments are closed. Employers failing to exploit top talentOn 23 Sep 2003 in Personnel Today Previous Article Next Article The vast majority of employers admit they are failing to tap into the fullpotential of their staff. Capitalising on Talent, a report by business psychology consultancy OPP,finds that 84 per cent of companies admit that talent lies undiscovered intheir organisations. Almost 80 per cent of the 400 senior HR professionals surveyed do notactively identify and develop talented staff, even though 94 per cent believeemploying the most talented staff improves profit. The research shows little is being done to capitalise on hidden internalcompany strengths, with 77 per cent admitting that their organisation does nothave an active talent management strategy. A lack of methods to assess talent and potential is causing headaches for HR,with 96 per cent admitting to hiring staff who haven’t lived up toexpectations. Nathan Hobbs, leader of the Talent Management Consulting Team at OPP, isalarmed that so many organisations are not applying talent managementtechniques. “There is no excuse for getting this wrong, particularly given thenumber of proven ways to accurately assess staff potential, such as the use ofassessment centres and psychometric instruments,” he said. “It isperfectly possible to identify underlying potential and capitalise its value tothe business.” Nearly half the respondents define talented people as those who activelyseek new challenges and are keen to take on responsibility. When it comes to attracting and retaining talented staff, competitivefinancial benefits are not key according to the UK’s HR directors. In theiropinion, flexible working options, flexible benefits and holiday entitlementare far more important. Related posts:No related photos.last_img read more

Associate Dean for Diversity and Inclusion

first_imgWorking closely with faculty, trainees, students andadministrators, search committees, and Department Directorsproviding effective strategies for identifying diverse candidatesand addressing bias in the screening and selection process.Overseeing unconscious bias training for all search and selectioncommittees. Sharing responsibility with the JHM Chief Diversity Officer forserving as a member of Department Director and other SOM searchcommittees. Being a resource to support SOM initiatives to recruit, retainand advance diverse faculty, housestaff, and post-doctoral fellows[clinical and non-clinical]. Specifically, the Associate Dean forDiversity and Inclusion will: The Johns Hopkins University School of Medicine seeks anaccomplished and creative academic leader for the position ofAssociate Dean for Diversity and Inclusion. The successfulcandidate will have demonstrated expertise and vision in promotingand advancing diversity for faculty and learners as well as anoutstanding academic career at a major academic medicalinstitution.The Associate Dean will report to the Executive Vice Dean of theSchool of Medicine (SOM) and the Vice President, Chief DiversityOfficer of JHM in executing the JHU & SOM diversity strategicpriorities/goals. The Associate Dean for Diversity and Inclusionwill advise the JHU-SOM senior leadership team and lead strategicdiversity efforts that advance JHU-SOM’s mission and vision;collaborate with key university constituencies to develop and carryout initiatives that contribute to the achievement of diversitygoals; contribute to the recruitment, retention and career goals ofunderrepresented faculty, trainees (housestaff and clinical andnon-clinical and post-doctoral fellows) and other learners (medicaland graduate students); and support the overarching goals of JHUfaculty, trainees, students, and academic leaders to enhance theSOM programs for diversity and health equity. The Associate Deanwill create and lead a SOM Diversity Council to coordinatediversity and inclusion initiatives across the Clinical and BasicScience Departments and will serve as a member of the JHM DiversityLeadership Council to help facilitate coordination of system-widediversity and inclusion best practices.The Associate Dean works as a member of the Johns Hopkins MedicineOffice of Diversity and Inclusion and the Dean’s Office and carriesthe broad responsibilities for: Being a visible and accessible leader for faculty and learnersunderrepresented in medicine and science. The Associate Dean for Diversity is expected to: Demonstrate a collaborative and transparent leadership style;strong interpersonal skills; and excellent written and oralcommunicationsDemonstrate program development skills and the ability totrack, analyze and disseminate data on effort/programevaluationDemonstrate ability to collaborate with and advise faculty andlearners from all backgrounds and especially those underrepresentedin medicineBe knowledgeable about tools and resources on leadership andfaculty and learner recruitment, retention and advancementBe recognized for their reputation on diversity issues andinitiatives to recruit, retain and advance diverse faculty,learners and staff. Providing mentoring, peer support and sponsorship to facultyand learners from underrepresented groups. The qualified candidate needs to have a MD and/or PhD and/ orequivalent doctoral degree. Demonstrated academic achievements,preferably at the Associate or full Professor level.8-10 years of related work experience.Exhibit in-depth contemporary knowledge of the culture of academicmedicine and the issues of access, inclusion, diversity, equity andmulticulturalism.The Associate Dean for Diversity reports to the Executive Vice Deanof the School of Medicine and the Vice President/Chief DiversityOfficer, JHM who has broad responsibilities for supportinginitiatives for faculty, staff and learner excellence anddiversity.Applications are only being accepted online via Interfolio and mustinclude a cover letter and CV.The successful candidate(s) for this position will be subject to apre-employment background check.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.The Johns Hopkins University is committed to equal opportunity forits faculty, staff, and students. To that end, the university doesnot discriminate on the basis of sex, gender, marital status,pregnancy, race, color, ethnicity, national origin, age,disability, religion, sexual orientation, gender identity orexpression, veteran status or other legally protectedcharacteristic. The university is committed to providing qualifiedindividuals access to all academic and employment programs,benefits and activities on the basis of demonstrated ability,performance and merit without regard to personal factors that areirrelevant to the program involved.The successful candidate(s) for this position will be subject to apre-employment background check.If you are interested in applying for employment with The JohnsHopkins University and require special assistance or accommodationduring any part of the pre-employment process, please contact theHR Business Services Office at [email protected] For TTYusers, call via Maryland Relay or dial 711.The following additional provisions may apply depending on whichcampus you will work. Your recruiter will adviseaccordingly.During the Influenza (“the flu”) season, as a condition ofemployment, The Johns Hopkins Institutions require all employeeswho provide ongoing services to patients or work in patient care orclinical care areas to have an annual influenza vaccination orpossess an approved medical or religious exception. Failure to meetthis requirement may result in termination of employment.The pre-employment physical for positions in clinical areas,laboratories, working with research subjects, or involvingcommunity contact requires documentation of immune status againstRubella (German measles), Rubeola (Measles), Mumps, Varicella(chickenpox), Hepatitis B and documentation of having received theTdap (Tetanus, diphtheria, pertussis) vaccination. This may includedocumentation of having two (2) MMR vaccines; two (2) Varicellavaccines; or antibody status to these diseases from laboratorytesting. Blood tests for immunities to these diseases areordinarily included in the pre-employment physical exam except forthose employees who provide results of blood tests or immunizationdocumentation from their own health care providers. Anyvaccinations required for these diseases will be given at no costin our Occupational Health office.Equal Opportunity EmployerNote: Job Postings are updated daily and remain online untilfilled.EEO is the LawLearn more:https://www1.eeoc.gov/employers/upload/eeoc_self_print_poster.pdfImportant legal informationhttp://hrnt.jhu.edu/legal.cfm Providing annual reports to the Vice President/Chief DiversityOfficer and the team of Associate Deans on SOM faculty and learnersthat includes diversity initiatives, demographic trends andobjective outcomes, strategic goals, and future plans. Working collaboratively with SOM leaders, Department Directors,Division Chiefs, Vice Dean of Faculty, Vice Dean for Education, andDiversity Councils/Committees to advance the institution’scommitment of recruitment, retention and advancement of a diverseacademic workforce. Collaborating and partnering with Diversity Councils in the SOMand JHU and launching a SOM Diversity Council. Explre opportunities to create transitions of underrepresentedgroups from our residencies and fellowships (clinical andnon-clinical) to our faculty.Partner with the Assistant Dean from Medical Student Affairsand Director of Medical Student Diversity and the Assistant Deanfor Graduate Biomedical Education and Graduate Student Diversity toorganize underrepresented medical and graduate students,housestaff, and postdoctoral fellow attendance to the regional andnational meetings of the Student National Medical Association(SNMA), the Latino Medical Student Association (LMSA), Society forAdvancement of Chicanos and Native Americans in Science (SACNAS),Annual Biomedical Research Conference for Minority Students(ABRCMS), and other minority-focused meetings/recruitmentevents.Partner with the Associate Dean for Postdoctoral Affairs tosupport recruitment and retention of non-clinical postdoctoralfellows from UIS groups and to establish a UIS mentoringnetworkPartner with the Assistant Dean from Graduate BiomedicalEducation and Graduate Student Diversity to enhance UIS graduatestudent recruitment and retentionPartner with Assistant Dean from Medical Student Affairs andDirector of Medical Student Diversity to enhance UIM medicalstudent recruitment and retention.Centralize reoganization of departmental UIM visitingclerkships that aim to foster recruitment into our housestaffprogramsOversee unconscious bias and holistic admissions training forresidency program selection committeesPartner with the Associate Dean for Graduate Medical Educationto support recruitment of housestaff who are from groupsunderrepresented in medicine (UIM); serve as a co-advisor to theHousestaff Diversity Council; establish a school-wide second lookweekend with UIM applicants to all of our residency programs priorto the Match and underrepresented in science (UIS) and UIMapplicants to our fellowship programs; and createa mentoringnetwork for UIM housestaff and clinical postdoctoral fellows andUIS non-clinical postdoctoral fellows. Collaborating with the offices of Faculty and FacultyDevelopment, Women in Science and Medicine, Medical StudentDiversity, Graduate Student Diversity, Student Pipeline Programs,Vice Dean for Education, JHU Office of Diversity and Inclusion, JHUOffice of Multicultural Affairs, and JHU Vice Provost for Diversityand Inclusion on cultivating new initiatives, and implementing andevaluating existing efforts. Co-sponsoring educational experiences, curricular andco-curricular, that foster faculty and learner education indiversity, cultural and linguistic competency, health equity,implicit bias and multi-cultural instruction.last_img read more

Service Desk Support Specialist 1

first_imgDepartment Overview:The UCO Service Desk is the primary contact for most technicalconcerns at the University of Central Oklahoma. The Service Deskprovides assistance with enterprise services provided by the Officeof Information Technology, general campus information, and givesdirection to the appropriate campus resources.Position Overview:The IT Service Desk Support Specialist Level 1 serves as the firstpoint of contact to the organization for technology related servicerequest and incidents. Assist clients via telephone, email, oronline trouble tickets. Works to provide resolutions for reportedIT system issues and problems from a Tier 1 scope. Provides supportfor Tier 1 issues, incident management, client communications, andservice requests. Correctly assigns more complex system andapplications issues to Tier II and Tier III support specialist.Focused duties will include oversight and management of theTechnology Assessment Committee (TAC) tickets and Employee SecurityAccess (ESAF) service request.Department Specific Essential Job Functions:Demonstrated basic knowledge of computer hardware and software,including Microsoft operating systems Ability to effectivelycommunicate by phone or in person and with different groups ofpeople across campus. Ability to explain technical terms ineveryday language and document issue details efficiently. Knowledgeof information technology and OIT products and services. Analyticaland troubleshooting skills related to Windows, MAC, and Androiddevices. Excellent customer service skills; ability to achievesuccessful outcomes in handling difficult situations and customers.Drive to work in a fast-paced environment. Shows initiative andacts independently to resolve technical problems. Team player witha friendly, courteous demeanor. Must have the ability to problemsolve, troubleshoot, be attentive to detail, and understandimplications for the academic context. Adheres to and complies withthe University’s shared values (3Cs) and the Office of InformationTechnology’s Code of Ethics. This position is on­call 24×7×365 andrequires the successful candidate to have “high­speed” Internetaccess to their residence. “High­Speed” infers Cable modem or DSLmeasured within the Mega­Bit upload and download speeds. Thisposition requires the successful candidate to maintain a smartphone on which to receive telephone calls, email, and SMS messagesfrom servers and authorized OIT personnel.QualificationsQualifications Required:Requires general education or vocational training and 1+ years ofrelevant experience in chosen field or equivalent combination ofeducation and experience.Qualifications Preferred:Experience supporting Windows and Apple Operating Systems in aHelpdesk environment. Knowledge of ITIL concepts and ability tofollow existing Problem, Change, and Incident Managementprocedures. ITIL Foundations Certification or relatedcertifications. Experience with Learning Management Systems orsimilar applications. Experience providing support to clients inremote/off-site locations. Experience in Higher Education.Knowledge/Skills/Abilities:Demonstrated basic knowledge of computer hardware and software,including Microsoft operating systems Ability to effectivelycommunicate by phone or in person and with different groups ofpeople across campus. Ability to explain technical terms ineveryday language and document issue details efficiently. Knowledgeof information technology and OIT products and services. Analyticaland troubleshooting skills related to Windows, MAC, and Androiddevices. Excellent customer service skills; ability to achievesuccessful outcomes in handling difficult situations and customers.Drive to work in a fast-paced environment. Shows initiative andacts independently to resolve technical problems. Team player witha friendly, courteous demeanor. Must have the ability to problemsolve, troubleshoot, be attentive to detail, and understandimplications for the academic context. Adheres to and complies withthe University’s shared values (3Cs) and the Office of InformationTechnology’s Code of Ethics. This position is on­call 24×7×365 andrequires the successful candidate to have “high­speed” Internetaccess to their residence. “High­Speed” infers Cable modem or DSLmeasured within the Mega­Bit upload and download speeds. Thisposition requires the successful candidate to maintain a smartphone on which to receive telephone calls, email, and SMS messagesfrom servers and authorized OIT personnel.Will this employee supervise others?No.Physical Demands:Reasonable accommodations (in accordance with ADA requirements) maybe made, upon request, to enable individuals with disabilities toperform essential functions.last_img read more

Waitrose sees strong festive sales

first_imgLike-for-like sales increased by 2.8% at supermarket Waitrose over the Christmas period – the sixth consecutive year it has outperformed the market.The group said yesterday that total sales for the five weeks to 3 January were £728m, up by 7% on the same period last year (excluding fuel).Grocery sales through Waitrose.com grew by 26.3% it added.Mark Price, Waitrose managing director, said: “This strong sales performance in a tough trading environment is a tribute to all our partners who work so hard to give the high-quality products and outstanding service that customers want all year round and especially at Christmas.“As a business owned by the people who work here, we can take the long-term view and our Christmas results show the effectiveness of our strategy of investing in good value, in making our shops attractive destinations and in building our online business.”last_img read more

‘Dome-ish’ season two aims to explore cultural issues

first_imgThe second season of “Dome-ish,” the television program showcasing diversity and identity problems at the University of Notre Dame, will premiere Thursday in the Duncan Student Center. While carrying over the message of the first season, the second run of “Dome-ish” will have a different stylistic and dramatic focus.Senior Erin Williams, one of the producers of “Dome-ish,” said the program will explore a variety of themes related to privilege.“We deal with all issues relating to privilege and inequality. That’s a very general way of saying it,” she said. “But race, gender, poverty, sexuality — more broad than sexual assault, just abuse in general.”Whereas the last season of “Dome-ish” had a more comedic focus with little or no story carryover between episodes, this season will feature a continuing narrative surrounding a set of characters, junior Durrell Jackson, another producer, said.“This year, we decided to take a different stylistic approach,” Jackson said. “One thing is we wanted to make an episodic series. We implemented main characters and a storyline that flows from episode to episode. These are main characters that you’re going to be able to follow. … We changed the face of it, but not the idea of it.”The sketch comedy-focused first season presented some problems, Jackson said. For example, he said the lack of a continued storyline made it difficult for people to get attached to the series.“Getting feedback from people who were watching it, they didn’t feel the need to follow when it was just skits,” he said. “It was just like ‘oh yeah, I should catch this skit this week and not worry about the rest.’ We wanted to develop something where you want to go back and watch that first episode, you want to follow along, you want to see how these characters develop. … We wanted to develop a following that’s just going to carry.”Williams and Jackson said the storylines will consist of “realistic fiction.” He said “Dome-ish” will be different from a program like “Show Some Skin” in that not every story will recount an actual occurrence.Both Williams and Jackson expressed a hope that the episodic series will be more focused.“We’ve kind of narrowed it on the things that we can talk about, but I would like to say we took 100 cars and put them in four lanes, in the tunnel,” Jackson said. “Before, it was like a million cars in the parking lot all trying to get out. We’re able to slowly feed you a lot of things in a tighter format so it’s easier to receive.”Williams said that each issue won’t necessarily become the focal point of every episode.“There may just be one comment that touches on an issue that’s happening on campus,” Williams said.The season will not just focus on problems at Notre Dame. The producers said the programming will also deal with issues happening in the broader world, as well as family and other at-home issues characters are having. The second season of “Dome-ish” is intended for a wider audience than the first.On the whole, Williams and Jackson both said they hope “Dome-ish” will serve as an introduction to sometimes overlooked and ignored cultural problems.“The problem I’ve seen with Notre Dame in trying to bring important issues to the forefront is that we’re always preaching to the choir,” Williams said. “We’re always preaching issues to people who already know and who have already brought them to the mainstream, to the forefront. It’s the majority culture, the dominant culture, that’s sometimes not listening to us. I usually see entertainment as a way of bringing these issues to the forefront and not being so, maybe in other words, aggressive. So, this is our way of introducing issues to the majority culture.”Jackson said he hopes that the changes made to “Dome-ish” will help expand its reach.“On the visual side, I wanted to create a different experience and different type of showing of talent in how creative we can get,” he said. “ … We kind of stepped it up from last year. We’re still amateur, don’t get us wrong. We don’t have all the professional equipment, we don’t have all the professional skills. We’re trying to touch a little bit on that level where it’s not just people on campus that are watching. It’s to where it can reach avenues — the South Bend community, our communities at home — where they watch it and say, ‘Oh that show’s nice!’ … We most definitely feel like that we can showcase this here, but also make it wide enough where we can showcase it everywhere.”The “Dome-ish” premiere will take place in the Duncan Student Center at 8 p.m. on Thursday. The season will consist of eight episodes and be available on YouTube after their official airing.Tags: Diversity, Dome-ish, privilegelast_img read more

Sanders named chairman of Health and Aging Panel

first_imgSenator Bernie Sanders (I-VT) was appointed today to chair the Senate Subcommittee on Primary Health and Aging.‘With more Americans heading into retirement, we need to focus on supporting our seniors and ensuring their quality of life. I look forward to working side by side with Sen. Sanders to protect the benefits that our seniors have worked hard for, from pensions to health care, while also advocating for programs like community health centers and LIHEAP that are vital to families across the country in these tough economic times,’ said Sen. Tom Harkin (D-Iowa), the chairman of the full Committee on Health, Education, Labor & Pensions.Sanders’ panel is responsible for several areas that are among his top priorities, including community health centers, home heating assistance, seniors programs, pensions and dental care.Sanders has been a champion in Congress for community health centers, securing $11 billion in last year’s health care reform law to increase the number of patients served in the next five years by 20 million. That infusion of support came on the heels of another $2 billion that he added in the 2009 stimulus bill.The centers provide affordable primary and dental care as well as low-cost prescription drugs and mental health counseling. In Vermont, Community health Centers now serve over 100,000 Vermonters.The subcommittee’s oversight of the Low-Income Home Energy Assistance Program will allow Sanders to continue to fight for the much-needed program. ‘During these very difficult times, seniors on fixed incomes and families with children shouldn’t have to make the choice between heating their homes and putting food on the table,’ Sanders said.Sanders led the effort in Congress to double funding for LIHEAP to $5.1 billion annually since 2008. Unfortunately, President Obama proposed cutting the program in half for next year and House-passed legislation would slash $400 million from the program this year. Vermont’s congressional delegation has pledged to fight such cuts.Sanders’s panel also has jurisdiction over the Older Americans Act, which is up for reauthorization this year. Its programs include ‘meals on wheels,’ congregate meals, and senior center programs.Sanders’ subcommittee is one of three subcommittees of the H.E.L.P. committee.Source: Sanders’ office. WASHINGTON, March 16, 2011last_img read more

Sweet Revival: Carolina Chocolate Drops Deliver String Band Roots

first_imgFor the Carolina Chocolate Drops there’s a fine line between offering a history lesson and a foot-stomping good time. The Durham, N.C., trio has spent the last five years unearthing the largely unsung traditions of black string band music, and along the way become one of the most dynamic live acts on the continuously exploding youth-charged old-time revival scene. The formula mixes a throwback of past generations—plucking banjos and sawing fiddles—with an underlying progressive edge.“We’re depicted as a very traditional group, but the way that we approach the music is not very strict,” says band member Dom Flemons, who plays guitar, banjo, and a variety of old-fashioned percussion, including jugs and bones. “We add things to bring it forward.”The Carolina Chocolate DropsThe group, which also includes versatile instrumentalists Rhiannon Giddens and Justin Robinson, met in 2005 at the Black Banjo Gathering. The event was held at Appalachian State University in Boone, N.C., by scholars as a one-time symposium and festival to discuss the African roots of the banjo. After realizing a shared love of old-time sounds, the trio was collectively mentored by Joe Thompson, a 91-year-old elder statesman of traditional Carolina Piedmont music, who’s regarded as one of the last original black string band players. With Thompson’s tutoring, the Chocolate Drops soon started bringing pre-Civil War sounds of the rural South to stages across the country.While the group is committed to mining material from the past, they also can’t help but incorporate the influences that come from being in their ‘20s. The band’s latest album, last year’s Genuine Negro Jig, which was nominated for a Grammy for Best Folk Album, strikes a proper balance between the generation gaps. In addition to longstanding traditional tunes like “Cornbread and Butterbeans” and “Cindy Gal,” the effort also features front porch-style takes on Tom Waits’ “Trampled Rose” and R&B singer Blu Cantrell’s dance club anthem “Hit ‘Em Up Style.” It’s all part of a dual mission to be ambassadors of forgotten sounds and to encourage crowds to get up and move.“We’re presenting a particular form of music, but interpreting it in a way that’s true to our generation,” says Flemons. “All of the history is important, but what’s most important is that the music needs to be hot and swinging. We want people to get up and shake it.” 1 2last_img read more

Long Island St. Patrick’s Day 2013 Events

first_imgSign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York St. Patrick’s Day may be two weeks away, but Irish eyes will be smiling all month long during parades and other events before and after the March 17 holiday, which falls on a Sunday this year.Here are the latest in the ever-growing list of Paddy’s Day festivities across Long Island this month.PARADESMarch 31 p.m., The Irish American Society of Nassau, Suffolk, & Queens – 63rd Annual Saint Patrick’s Parade. http://irishamericansoc.com/site/March 912 p.m., Westhampton Beach St. Patrick’s Day Parade 2013. Main Street. www.whbstpats.com/12 p.m., 5th Annual Am O’ Gansett St. Particks Day Parade. www.amagansettchamber.org/upcoming-events/2 p.m., The Annual Bay Shore/Brightwaters St. Patrick’s Day Parade. Saxon Avenue and travels west on Main Street to St. Patrick’s Church. www.stpatricksparadebsbw.com/March 1011:30 a.m., The 21st Annual Bayport-Blue Point St. Patrick’s Day Parade. Snedecor Avenue in Bayport, and runs along Montauk Highway, ending at Blue PointAvenue in Blue Point.2 p.m., The 79th Annual Huntington St. Patrick’s Day Parade. Starts at the Huntington Train Station along New York Avenue, to west Main Street, and ending atSaint Patrick’s Church. http://huntingtonhibernian.com/St.phpMarch 161 p.m., St. James St. Patrick’s Day Parade. Lake Avenue from Woodlawn to Railroad Avenue.March 1711:30 a.m., Montauk’s 51st annual St. Patrick’s Day Parade. Starts on Edgemere Road and ends on Main Street12 p.m., The 63rd Annual Miller Place-Rocky Point St. Patrick’s Day Parade. Starts on Harrison Avenue in Miller Place and ending at Broadway in RockyPoint.12:30 p.m., The 18th Annual Patchogue St. Patrick’s Day Parade. Starts on Route 112 Main Street and ends on West Avenue.1 p.m., The 25th Annual Glen Cove St. Patrick’s Day Parade.March 2312 p.m., Rockville Centre 17th Annual St. Patrick’s Day Parade.OTHER EVENTSMarch 67:30 p.m.-8:30 p.m., Celtic Celebration Concert. Montauk Library 742 Montauk Highway, Montauk.March 86:30 p.m., Irish Rock concert at Mulcahy’s of Wantagh, 3232 Railroad Ave., Wantagh. www.muls.com/wantagh/?events=st-patricks-week7:30 p.m., Irish History through Music. Huntington Library, 338 Main St. Huntington. http://thehuntingtonlibrary.org/8 p.m., The Saw Doctors. The Paramount, 370 New York Ave, Huntington. www.paramountny.com/shows/March 912-5 p.m., St. Patrick’s Day Celebration at Old Bethpage Village Restoration. 1303 Round Swamp Road, Old Bethpage.8 p.m., BLACK 47. Boulton Center, 37 West Main St. Bay Shore. http://boultoncenter.org/CalendarItem.aspx?eventId=705March 1011 a.m.-5 p.m., Irish Experience Festival, Physical Education Building Hofstra University, Hempstead.March 12:4:30 p.m., Decorate A House For St. Patrick’s Day Children’s Workshop. 100 Jericho Turnpike Westbury.March 166 p.m., St. Patrick’s Day Corned Beef and Cabbage Dinner, Polish Hall 214 Marcy Avenue Riverhead.8 p.m., Celtic Nights. Staller Center, Nicolls Road, Stony Brook. http://stallercenter.com/1213/season.html#celtic-nights8 p.m., St. Patty’s Weekend Irish Comedy Showcase, The Paramount, 370 New York Ave, Huntington. www.paramountny.com/shows/March 16 & 17: St. Paddy’s Shenanigans. McFadden’s, 210 Merrick Road, Rockville Centre www.mcfaddensrvc.com/events-details.php?id=2189St Patrick’s Day Celebration. Napper Tandy’s Irish Pub, 15 East Main Street, Smithtown. www.nappertandysirishpub.com/smithtown/smithtown.htmlMarch 1712:30 p.m., Lepre-Con 2013. The Nutty Irishman, 323 Main Street, Farmingdale and 60 E. Main St. Bay Shore, www.leprecon.com/4 p.m. The Celtic Tenors, Westhampton Beach Performing Arts Center. 76 Main Street, Westhampton Beach,March 233 p.m. & 8 p.m., Celtic Woman. The Tilles Center for the Performing Arts, 720 Northern Boulevard, Brookville. www.tillescenter.org/event.cfm?id=830last_img read more

Chur bro, these are the hottest Kiwis up for grabs

first_imgSonny Bill Williams of the Blues NRL team made a name for himself during a stint in Sydney. Picture: Instagram. MORE REAL ESTATE NEWS Stunning views across the home. Source: Realestate.com.au Luxurious and spacious. Source: Realestate.com.au FOLLOW SOPHIE FOSTER ON FACEBOOK Being able to lock up and go is one of the best things about getting a duplex. Source: Realestate.com.auAgent Drue Matich of Telos Group has it listed as being “a short stroll to the community gardens, heated indoor pool or the beautiful Orewa beach”.“A single car garage with internal access, means no more dashing to the car when the unexpected Auckland rain hits, and giving you storage for the bikes or golf clubs.”Low maintenance, with a heated pool, gym, sauna, five hole putting green and communal gardens in the complex, this could be ideal for travellers — one minute chilling by the pool, “nek minute” off on another adventure with no worries. Dan Carter who was a star player for the All Blacks in the last decade took Kiwi speak to Japan where he played last year. Picture: Koki Nagahama/Getty Images. Property taxes hit record levels Lucy Lawless took the accent to Hollywood as Xena Warrior Princess. They’ve topped South African, Irish, Italian and even Australian, which made up the rest of the top five.If you’re keen on a stint in the Land of the Long White Cloud, grab your jandals (flip-flops/thongs/slippers) and check out some of the most stunning properties listed on realestate.com.au right now. The home is designed like a tropical sanctuary. Source: Realestate.com.au“This house is unlike anything on the market,” was how it was described. “Choose from-overlooking the beautiful beach of Orewa and beyond, or enjoy your own tropical sanctuary with numerous entertaining spaces and a built-in spa pool-all surrounded by exquisite landscaping. You will really feel exotic.”Among its other charms are a cozy media room, separate laundry, double garage with internal access and a tool shed. Luxury Duplex The most “skux” (cool, trendy, hot) of them all has got to be this off-the-plan penthouse in the heart of the unofficial capital Auckland.But you will need some seriously deep pockets to land this one — it’s listed at a mean $23.7m, or about $25m Kiwi dollars.Spread over 556sq m when complete, the four bedroom sky home is expected to be “one of the most desirable addresses in Auckland”, according to a listing by Sotheby’s international realty — New Zealand. Video Player is loading.Play VideoPlayNext playlist itemMuteCurrent Time 0:00/Duration 0:58Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -0:58 Playback Rate1xChaptersChaptersDescriptionsdescriptions off, selectedCaptionscaptions settings, opens captions settings dialogcaptions off, selectedQuality Levels720p720pHD432p432p216p216p180p180pAutoA, selectedAudio Tracken (Main), selectedFullscreenThis is a modal window.Beginning of dialog window. 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This modal can be closed by pressing the Escape key or activating the close button.PlayMuteCurrent Time 0:00/Duration 0:00Loaded: 0%Stream Type LIVESeek to live, currently playing liveLIVERemaining Time -0:00 Playback Rate1xFullscreenHow much do I need to retire?00:58 If that giant price tag has you saying “yeah nah”, a stunning escape that’s not too far north of Auckland might be just the thing. Priced around $1.51m (NZ$1.6m), the four bedroom, two bathroom house is 298sq m and sitting on a large 1,012sq m block of land. Located in Old North Road 28, Orewa, the property has all the makings of a great escape with “sea views, privacy and location”, according to agent Drue Matich of Telos Group. When completed, this is expected to be “one of the most desirable addresses in Auckland”. Source: Realestate.com.au“The true centrepiece of the penthouse, is the stunning courtyard — accessible from all areas of this exclusive residence,” it said. The kitchen is bespoke and style is international luxury. “Imbued with an ambience and mood usually found in the grandest of penthouses in London and New York, this sky garden penthouse will truly lift the spirits of not only those who live here but also those that are fortunate enough to visit this very special place.” Orewa Escape Sky Garden Penthouse has a courtyard open to the elements and accessible from most rooms. Source: Realestate.com.auMore from newsParks and wildlife the new lust-haves post coronavirus13 hours agoNoosa’s best beachfront penthouse is about to hit the market13 hours ago Actor Temuera Morrison, who got his break via the cult film Once Were Warriors in the mid-90s, managed to get the Kiwi twang into Star Wars as Jango Fett. Dan Carter representing New Zealand via the All Blacks at the 2015 Rugby World Cup at Twickenham Stadium, London, in 2015. Picture: Laurence Griffiths/Getty Images.The Kiwi accent has just been named the sexiest in the world, so if immersion in the land of ‘fush and chups’ and the All Blacks floats your boat, here are some of choicest places to ‘crash’.According to news.com.au, a poll by Big Travel 7 saw the Kiwi accent emerge as the sexiest in the world, described by the survey as “outrageously charming”. Think Sonny Bill Williams (veteran rugby league star), Lucy Lawless (Xena Warrior Princess), actor Sam Neill, Temuera Morrison (Jango Fett in Star Wars, Once were Warriors), musical group Katchafire and rugby players Dan Carter and Quade Cooper. Located on Old North Road 28, Orewa, Auckland, this home is listed at $1.51m. Source: Realestate.com.au If going further north along the coast sounds too much like the wops (too far from city), a Plantation Terrace could be the go, with a two bed, two bath duplex on the market for just over $1m (NZ$1.085m). Being an apartment means you can lock up and go off with no worries, with this one 128sq m big and on a freehold title. This duplex at Plantation Terrace 14 in Auckland is listed at just over $1m. Source: Realestate.com.au Breathtaking views from the penthouse. Source: Realestate.com.au Property beats the gym any day Worst of downturn could be over Sky Garden Penthouselast_img read more

Inpex inks 20-year extension for Abadi LNG project

first_imgJapan’s Inpex Corporation, with its joint venture partner Shell, has signed an amendment and extension to the Masela block production sharing contract (PSC) as well as an extension for the Abadi LNG project. Amendment signing ceremony; Image: InpexInpex said last week that the amendment, signed through its Inpex Masela subsidiary, had included a seven-year additional time allocation and a 20-year extension for the Abadi LNG project with Indonesia’s upstream oil and gas regulator SKK Migas.The amendment was signed in Jakarta in the presence of Ignasius Jonan, Minister for Energy and Mineral Resources of the Republic of Indonesia.Inpex added that the signing had marked the execution of a formal agreement on the PSC terms previously agreed and announced as part of the approval of the Abadi LNG project’s revised plan of development by Indonesia’s government.Abadi LNG project is the first large-scale integrated LNG development project operated by Inpex in Indonesia.“The Abadi gas field features excellent reservoir productivity and contains significant resource volumes, raising expectations of efficient development and stable LNG production operations over the long-term,” the company stated.Inpex also said that it would continue to work with its partner Shell to deliver an onshore LNG project as it prepares to start the front-end engineering design (FEED). Once completed the project is expected to produce approximately 9.5 million tons of LNG per year.Spotted a typo? Have something more to add to the story? Maybe a nice photo? Contact our editorial team via email. Also, if you’re interested in showcasing your company, product or technology on Offshore Energy Today please contact us via our advertising form where you can also see our media kit.last_img read more