Concerned over a spurt in incidents of weapon-snatching by militants, the Jammu and Kashmir Police will procure 4,000 weapon safety systems known as Smart Electronic Trigger Lock Weapon Tracking System (SETLWTS) to deal with the menace.According to reports, more than 200 weapons, including AK-47s, self-loading rifles (SLRs) and INSAS rifles, besides a large number of ammunition were snatched by the militants in the State during the past three years.The State police recently floated tenders for purchasing the 4,000 Weapon Safety System vehicles to ensure the safety of its arms and ammunition.“Tenders have been invited from manufacturers or their authorised dealers for the supply of Weapon Safety Systems (WSSs)-smart electronic trigger lock weapon tracking system (SETLWTS),” Assistant Inspector General (AIG) of Police Mubassir Latifi said.GPS trackersAccording to the specification, the WSSs must have trigger-based locking units with GPS trackers so that they cannot be misused and can be speedily traced, he said.Such devices should also be compatible with fire arms and could be removed only by the biometrics of authorised users. Any forcible removal will damage the whole trigger mechanism system.The system also carries finger and palm print scanners fitted in the grip to operate trigger locks, the police official said.Blaming overindulgence in use of smartphones by police personnel for the spike in gun-snatching incidents in the Kashmir Valley, the police had last year banned the use of such gadgets by its sentries during duty time.The order, issued by Additional Director General of Police (ADGP) A.K. Choudhary, had said the tendency not only lowers the image of the police, but also compromises the personal security of individuals.The incidents of weapon-snatching have increased in the Kashmir Valley, especially south Kashmir, after the killing of Hizbul Mujahideen commander Burhan Wani in July 2016, officials said.As militant recruitment increased in 2017 and 2018, reports suggest that there is a shortfall of weaponry among the militant ranks, they said.As many as 36 SLRs, 58 SLR magazines and 1,000 SLR rounds, besides eight AK47s, 15 of its magazines and 283 rounds, were looted from security forces from May 2016 to December 31, 2016, according to an estimate prepared by the security agencies.Also, 39 INSAS rifles, 119 INSAS magazines, 380 INSAS bullet rounds, four carbines, 70 carbine rounds, one .303 rifle and one LMG were snatched by the militants during the period.
After impressive debuts in their respective Indian Premier League (IPL) matches, Rising Pune Supergiants and Gujarat Lions will face-off at the Saurashtra Cricket Association Stadium on Thursday. (Full IPL 2016 coverage )Pune outclassed defending champions Mumbai Indians by nine wickets in the season opener while Gujarat defeated Kings XI Punjab by five wickets on Monday.The two new franchises were added to the IPL family after the suspension of Chennai Super Kings and Rajasthan Royals. CSK team-mates Mahendra Singh Dhoni and Suresh Raina will for the first time face-off in IPL after playing together for eight editions in the cash-rich tournament.Dhoni-led Pune thrashed Mumbai in all departments of the game and will hope to register their second win. In-form Ajinkya Rahane, Faf du Plessis, Kevin Pietersen, Steve Smith and Dhoni make a strong batting unit and the top order showed their class against Mumbai.In their bowling department, the experience of Ishant Sharma and R.P. Singh will come in useful to strike early against Gujarat like they did in the campaign opener.Experienced off-spinner Ravichandran Ashwin who got to bowl only one over against Mumbai will lead the spin bowling department alongside youngster Murugan Ashwin.On the other hand, Gujarat also have a formidable top order batting line-up with the likes of in-form Aaron Finch, Brendon McCullum, Raina, Dinesh Karthik and all-rounders Dwayne Bravo and James Faulkner to follow.Praveen Kumar, Bravo, Faulkner, Pradeep Sangwan and left-arm off-spinner Ravindra Jadeja will form a considerable bowling line-up.
Where in the U.S. will you find the most satisfied employees? And what makes them so satisfied in their jobs? For job seekers looking to relocate or launch their career, Glassdoor has released its second annual Employment Satisfaction Report Card by City (2014), offering a comparison by city of overall employee satisfaction, number of employers hiring, business outlook expectations and more, according to local employees in the 50 largest U.S. metros.Based on local employee feedback shared over the past 12 months, the San Francisco Bay Area takes the lead for the second year in a row, with San Jose, CA ranking #1 (3.5 employment satisfaction rating) and San Francisco, CA taking #2 (3.4). Both cities are home to several companies that won a 2014 Glassdoor Employees’ Choice Award, honoring the 50 Best Places to Work. (Curious why employees in San Jose, CA are the most satisfied in their jobs? Check out our video to hear from local employees in their own words).Washington, D.C. (3.4) jumps two spots from #5 on last year’s report to #3 this year, followed by Norfolk, VA (3.4) at #4 (up 8 spots from #12 last year) and Salt Lake City, UT (3.4) rounding out the top five. (Ratings based on a 5-point scale: 1.0=very dissatisfied, 3.0=OK, 5.0=very satisfied).Interestingly, Salt Lake City (#5) ranks #1 when it comes to employee optimism for business outlook. Fifty-two percent of Salt Lake City employees believe business will improve in the next six months. Local employees report several benefits of working in Salt Lake City, including enjoying a healthy work-life balance, in part comprised of working reasonable hours and being able to take advantage of the beautiful city and outdoors.Check out the complete results:For simplicity of reporting, ratings are rounded to the nearest tenth. To determine rank, actual ratings extend to the thousandth.Want to know even more about which jobs employers are hiring for in the 10 highest-rated cities? Check out just some of the most in-demand jobs:#1: San Jose, CASoftware EngineerProduct ManagerData Scientist#2: San Francisco, CASoftware EngineerBusiness AnalystRecruiter#3: Washington, D.C.Java DeveloperBusiness AnalystTechnical Writer#4: Norfolk, VASales AssociateProject ManagerOccupational Therapist#5: Salt Lake City, UTCustomer Service RepresentativeSoftware EngineerAdministrative Assistant#6: San Diego, CASoftware EngineerSales AssociateCook#7: Seattle, WAProject ManagerSoftware EngineerCustomer Service Representative#8: Oklahoma City, OKSales AssociateCookOccupational Therapist#9: San Antonio, TXCustomer Service RepresentativeBartenderRestaurant Manager#10: Austin, TXSoftware EngineerBusiness AnalystStaff AccountantNote: Job titles represent just some of the most in-demand jobs per city; Based on at least 20 employers per city with at least one job listing on Glassdoor as of 6/4/14.What’s it like to work in your city? Let others know by sharing a review.
When it comes to traveling, everyone knows there are better times in the week to fly to save money. Well it turns out the same timing can be applied to your job search to increase your chances of getting noticed“Many people may not realize that the day and time that they search and apply for jobs matters, but our data suggests there are trends they should be paying attention to,” says Jerome Ternynck, chief executive of SmartRecruiters. “According to our findings, Tuesday seems to be the magic day for hiring and recruitment.”Not only did SmartRecruiters pinpoint Tuesday as the most popular day for companies to post open job positions, but it is also said its the day when the highest number of people apply for jobs and even more important get hired.Delving a little deeper, SmartRecuritiers found the most popular time for companies to post a job is 11:00 a.m. while most people apply for a position around 2:00 p.m. In order to get a leg up on the competition, Ternynck says it’s a good idea to apply early in the afternoon rather than later. “Use the late morning/early afternoon to search and apply for jobs,” says Ternynck. “Potentially use your lunch break to get your application in before the first wave of applications and give yourself a greater chance to get noticed by recruiters early in the process. “If you can’t take advantage of a Tuesday to apply for jobs, hiring experts say its ok to apply later in the week. What you don’t want to do is wait too long to apply. According to Alexandra Greer, a HR specialist at BambooHR some job posts stay open for a short period of time so it behooves you to apply as soon as possible. It’s also a good idea to save the link to the job you are applying for.Make sure your skills match the jobAccording to Greer job seekers who want to get an interview should stick to applying for jobs where their skills match at least 75% of the requirements in the job description. Applying for jobs you aren’t qualified for will be a big waste of time for you and the hiring manager.When looking for a new job, experts also say it’s a good idea to know what you want before you launch your search. According to Tom Gimbel, founder and CEO of LaSalle Network, the Chicago staffing and recruiting firm, the best way to find a job that matches your skills it’s to understand what role or what company you want to work for before you start applying. He says it’s ok to stretch a little bit but be prepared to sell yourself if you are underqualified for the job. Flexibility is also another key attribute to landing a good job. “Whether it’s a temporary role, or a position in a different industry, don’t hesitate to pursue it,” says Gimbel. “It’s the perfect test drive for someone to see if they like an industry, and it’s a great opportunity to gain experience. Learning and on-the-job experiences in a professional setting is a benefit that can carry over to future positions. “Don’t follow-up too soon Part and parcel with applying for a job is following up. But when to follow up can be a slippery slope. Do it too soon and you may appear too pushy. Wait too long and you can wrongly send the message you don’t care. “Always give at least a couple of days before following up, it’s important to acknowledge that the person reading your resume has other demands on their time,” says Liz Wessel, co-founder and CEO of Campus Job. “Once you do follow up, make sure you have the time to sit down at a computer and be thorough about your response. Be yourself and show you care about getting the job.”Be well informed At the end of the day the best thing job seekers can do when applying for jobs is do research ahead of time. That is made easy these days thanks to websites like Glassdoor, blogs and the company’s websites. If it’s a product company for example watch the marketing material or sign up for a demo and follow it on social media sites.“The bottom line is candidates should know what they are applying to,” says Greer of BambooHR.”I was interviewing a candidate, the interview over the phone was going great, and at the end I asked ‘Why would you like to work here at BambooHR’ and the candidate replied ‘Because I want to try your Bamboo weight loss juice.’”
23 hours ago 23h 23 hours ago 23h 3.8★ 23 hours ago 23h Software Engineer – Machine Learning/AI Expedition Technology, Inc. Herndon, VA Staff Machine Learning Scientist, AI Foundation SmartNews, Inc. San Francisco, CA Samantha Keefe is an Interactive Marketing Manager at AVID Technical Resources. AVID Technical Resources is a leading information technology recruiting company with offices around the country.11 Tech Companies With Awesome Work-Life Balance 23 hours ago 23h 23 hours ago 23h Senior Machine Learning Engineer CyberCoders Arlington, VA Product Management Lead – Cloud and Machine Learning Kinetica DB Arlington, VA 4.2★ Postdoctoral Scholar for Multimodal Machine Learning and Natural Language Processing Institute for Creative Technologies Playa Vista, CA 3.8★ 5.0★ Senior Machine Learning Researcher Baidu USA Sunnyvale, CA Available Machine Learning Jobs In the tech field, change is inevitable. People change jobs faster. Job descriptions for open roles change faster. The list of desirable employers in the field changes faster. It’s no surprise, then, that the list of hot technologies employers want is ever-changing. If you’re searching for a job before the end of 2017, or perhaps gearing up for the year’s best time to job search (early Winter), you might want to check out these coveted technologies. Adding these technologies to your arsenal will definitely help you land your ideal tech job.Java and PythonThese languages on a resume make tech employers drool for a few reasons. Firstly, they’re constantly getting updates and are ideal for companies that want to use current technologies. This can be important to companies that want to be able to brag that they’re using tools on the edge of innovation. Secondly, Java and Python are also ideal for companies using cloud-based technologies. Not much more needs to be said here—cloud technologies are the direction everyone wants to head in these days. Lastly, Java and Python are object-oriented development languages. Companies want object-oriented development because it’s more customizable, which has obvious advantages for any company. Object-oriented programming languages also work well with Scrum and Agile development methods. With Waterfall fading quickly into the background, Scrum and Agile have become hugely popular with any tech employer.DevOpsDevOps will be big for any Sys Admin who wants to advance in their career and spend more time coding and automating. DevOps fills companies’ needs to build some stronger bridges between Operations and Development. A small minority of companies will seek out Software Engineers with DevOps. Some Software Engineers are coming to DevOps through an interest in site reliability and a desire to work more with systems. Whether you’re a Sys Admin or a Software Engineer, having DevOps on your resume as 2017 ends and 2018 begins will certainly help you land the jobs you want. Browse Open DevOps JobsAI/Machine LearningThis shouldn’t be much of a surprise. As AI and Machine Learning become more and more advanced, they are becoming a business’s best tool in the toolbox for winning new customers and analyzing critical data. AI and Machine Learning help businesses get concrete data to predict consumer needs. Finding new clients and better serving their old ones is what companies often care most about. If you can add AI/Machine Learning to your resume, you’re a much hotter commodity on the tech job market for years to come. In 2017 alone, Forrester noted a trend toward a 300% increase from 2016 in companies’ investments in AI. How to Get a Job In AI?Mobile ApplicationsAgain, this one won’t be much of a surprise because it’s been hot for at least a few years. Most companies cannot survive without an online presence that’s mobile-friendly. Business has moved onto cell phones. If you’ve got the experience and skills to help create and maintain Mobile Applications, employers will want you on their team! In particular, you may want to pick up experience with Swift. Many companies are moving away from Objective-C and looking for a faster, safer, more dynamic solution. If you have Swift on your resume, this will make you a more desirable candidate. 4.0★ 3.9★ See more Machine Learning jobs Contractor – FamilySearch Machine Learning Annotation Specialist – Spanish Speaking The Church of Jesus Christ of Latter-day Saints Salt Lake City, UT 23 hours ago 23h 23 hours ago 23h Software Engineer – Machine Learning Capital One McLean, VA Software Engineer (Analytics & Machine Learning) – DoD Clearance CyberCoders Arlington, VA 4.6★ 23 hours ago 23h 23 hours ago 23h 3.8★ N/A 4.1★ 23 hours ago 23h Machine Learning Engineer Seen by Indeed Washington, DC
If there’s one thing that says friendly, inviting and energizing it’s the color hot pink! Lyft’s signature color radiates not only it’s company’s values — Make It Happen, Uplift Others, Create Fearlessly, Be Yourself — but an inclusiveness that reaches far beyond a quick ride. And the true source of that infectious warmth is its people.Available to 95 percent of the US population and Toronto, Canada plus approximately 2,500 corporate employees, the people engine at Lyft is arguably as strong as it’s fleet of hot pink rides. And at the helm of Lyft’s employee base is Chief People Officer Emily Nishi. After over a decade at Google/YouTube and witnessing massive scale in numbers and innovation, Nishi has joined the hot pink brigade with the goal of “improving people’s lives with the world’s best transportation.” As the company scales rapidly, Nishi works to ensure that the people and teams within Lyft are optimized for success without sacrificing the signature culture.On the heels of working to expand paid parental leave for both men and women who work full time to 18 weeks (plus extending paid caregiver support leave from two weeks to 12 weeks), we caught up with Nishi. Here, we dig into her new role, Lyft’s plan for world rideshare domination and what kinds of candidates she’s looking for to fill nearly 600 open roles.Glassdoor: Congrats on your first few months at Lyft! How would you describe joining the team?Emily Nishi: Thanks! I’m excited to be a part of a company that’s at such an incredible stage of rapid growth. Lyft is a five-year-old company, and still largely in the foundation building process, which I think is really exciting. I’m also thrilled to be a part of a business that is very meaning and mission-driven, which is something I’ve prioritized and valued in all of my previous roles.Glassdoor: Transitioning out of YouTube/Google is a big step. What was it about Lyft that made this new role enticing?Emily Nishi: I was at Google/YouTube for more than 12 years, and saw it grow from about 3,500 employees to more than 70,000. It was exciting to come to Lyft and get a chance to help grow a company again! There are similarities between the two companies…people are driven by a shared purpose to bring people together and improve lives. I love that about Lyft.Glassdoor: Lyft employees routinely leave reviews on Glassdoor raving about the “friendly, open company culture,” “having a big impact,” and “the great benefits.” What are your plans to continue to foster employee trust and engagement?Emily Nishi: Lyft absolutely has an incredible culture, and it goes way back to our early days! To help keep our culture strong, Lyft has a dedicated team focused on team member experience – we are constantly thinking about all the important touch points for team members, from onboarding, to regular company-wide meetings, to sending out engagement surveys. People at Lyft love the culture here, and I’m excited to support the company’s mission and efforts.True to creating a great experience for our team members, one of the first things I did after joining Lyft was to take a close look at what we can do even better. I worked with the team to expand our paid leave policies to better support our employee’s needs, ensuring that people feel supported in taking care of themselves, their families, and their communities. I got so many “I <3 Lyft!!” replies when we announced it to the company, and the cutest baby pictures too!Glassdoor: Good leadership is not just one person, how do you work with your management teams to make sure employees have great leadership at Lyft?Emily Nishi: We are so lucky to have John and Logan leading this company! Our core values at Lyft come right from them. We also have incredible leaders across the organization who play key roles in ensuring that our culture and vision stays strong. For example, Tariq Meyers, who leads our I&D efforts, has worked tirelessly to ensure that our team feels engaged and included every single day that they come to work. We also have incredible Employee Resource Group leads who have paved the way in shaping and introducing new policies, like our new Gender Inclusion & Affirmation policy and our new paid leave policy.To ensure these values hold true across every team and level, I have dedicated a lot of my time since joining Lyft to make sure that every decision and action strongly reflects our beliefs. Our values are our north star, and I believe that the best test of leadership is how we choose to follow them.Glassdoor: One of your previous colleagues said that you love a challenge, what challenges are you eager to tackle at Lyft? How do you want to put your stamp on the HR org?Emily Nishi: I’m drawn to companies that are in their early stages of growth and that are scaling quickly. It’s an incredibly exciting opportunity to come into this company and help create the foundation for an organization that’s dedicated to improving people’s lives with the world’s best transportation. I’m focused on ensuring that different teams and departments at Lyft can continue to scale rapidly with the right processes in place, to make sure everyone is aligned and working towards Lyft’s missions and values. With all the growth potential we have ahead of us, it presents a great opportunity for someone like me to come in and make sure that the right foundation is in place to continue that growth.Glassdoor: Glassdoor reviews also reveal that some employees feel that the rapid pace of growth at Lyft leads to burnout and ineffective leadership. How do you balance innovation with employee wellness?Emily Nishi: Building the future of transportation is hard work, but how exciting to be a part of that! We’re growing fast in every part of our business, so I’m focused on ensuring that our organizations and people operations are as streamlined as possible so that our employees can focus on continuing to innovate and think creatively. It’s important to invest in our people along the way too. For example, we take employee wellness very seriously. We offer unlimited paid time off, generous paid leave benefits, and offer various on-site wellbeing initiatives such as flu shots, nutrition and ergonomics workshops, and family support tools.Glassdoor: Shifting gears toward the recruiting process, when you’re evaluating potential candidates, what are some of the special traits or skill you look for?Emily Nishi: As we grow our company, our values are our north star. I look for candidates that reflect Lyft’s values, both personally and professionally. We are looking for folks who are comfortable being themselves and bringing their best selves to work, those who uplift others, and those who are proactive and make things happen.Glassdoor: Lyft is an industry leader. What are some of the unique ways you recruit talent; what are some of your best practices?Emily Nishi: Lyft truly excels at making the hiring process personal. When I was interviewing, the people I spoke with at Lyft took great care to ensure that I felt welcome and at ease, and I have heard from a number of employees across a variety of levels that they experienced the same personal touch during the interview process. From handwritten welcome notes to excited emails from team members once you’ve received an offer, I think Lyft provides a personal touch that few companies provide. I love that.Glassdoor: When you’re looking to retain talent, what are some of your best practices?Emily Nishi: We’re only five years old but we’ve had a focus on inclusion and diversity from our early days. We focus on ensuring that not only are we bringing diverse and unique candidates in the door, but also that everyone feels welcome and comfortable once they’re here. For example, Lyft has Employee Resource Groups which are sponsored by an executive champion and have a real voice, having helped shape our culture and company policies along the way. One of Lyft’s ERG groups spearheaded the creation of our Gender Inclusion & Affirmation policy, which has led to real change in the workplace – with signs on the restroom doors that welcome employees to safely use whichever bathroom they identify with, and with pronoun options on our internal company tree. The work our ERGs do for our culture is amazing, and helps Lyft be an even better workplace.Glassdoor: Now a fun one — what was your first job and what did you learn from it?Emily Nishi: My first job was an internship at a Westin Hotel in their HR department. I saw firsthand how companies deliver great service to customers by ensuring their operations and organization function really well behind the scenes. Everything had to work together — from recruiting folks with a love for service, to how new hires were trained, to how tightly back operations were managed — even to how service areas were set-up. Witnessing what it takes to run the laundry room efficiently blew me away! Many years later, it’s stuck with me how important it is to be focused on being customer-centric – whether it be external customers or internal ones, like co-workers. I think it’s a great challenge to try and provide the best possible experience for everyone you work with! 23 hours ago 23h 23 hours ago 23h See more jobs at Lyft Automotive Service Associate - Washington, D.C. Lyft Washington, DC Available Jobs at Lyft Community Associate - Bilingual - Chicago (Part-Time) Lyft Chicago, IL 3.7★ Collision Technician 3 Lyft Austin, TX Senior Community Associate, Express Drive - D.C. Lyft Washington, DC 23 hours ago 23h 23 hours ago 23h 3.7★ 23 hours ago 23h 23 hours ago 23h Community Associate - Raleigh Lyft Durham, NC 3.7★ Community Associate Lyft San Francisco, CA 23 hours ago 23h 23 hours ago 23h 3.7★ Bilingual Community Associate – Houston (Part-Time) Lyft Houston, TX 3.7★ 23 hours ago 23h 3.7★ 3.7★ Community Associate – Washington, D.C. 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23 hours ago 23h 23 hours ago 23h N/A Journeyman/Apprentice plumber M.J. Flaherty Plumbing & Heating Pittsburgh, PA Licensed Massage Therapist Soothe Pittsburgh, PA 3.7★ See more jobs in Pittsburgh, PA 23 hours ago 23h 3.5★ 2.9★ Commercial Property Outreach Manager – PIT Plug Smart Pittsburgh, PA 3.7★ Find Jobs Where You Want to Live 23 hours ago 23h Administartive Assistant Sentry Mechanical Pittsburgh, PA CDL-A Owner Operator Truck Driver USA Truck Pittsburgh, PA N/A Once upon a time, you were born in a city, raised there, got a job there and retired there. But in recent years, Americans have become more likely to look for work beyond their hometown. In fact, the latest report from Glassdoor’s economic research team — Metro Movers: Where Are Americans Moving for Jobs, And Is It Worth It? — found that more than a quarter (28.5 percent) of Glassdoor users applied to jobs outside their metropolitan area. But does that mean it’s a good idea to move for work?The truth is, there is no one answer — each person has to decide on a case-by-case basis whether or not relocating is right for them. But if you need some help in the decision-making process, try asking yourself these questions.1. What are the job opportunities?Even if you already have a job offer, there’s no guarantee that you’ll stay with that company forever — in fact, the Bureau of Labor Statistics reports that the average American changes jobs almost every four years — so it’s well worth making sure that the city you’re thinking of moving to has a healthy labor market. Take a look at factors like the unemployment rate and the number of open jobs compared to the population in order to determine what the job outlook is in the areas you’re targeting.Here were the cities that Glassdoor identified as the Best Cities for Jobs in 2017 when considering hiring opportunity, cost of living and job satisfaction.1. Pittsburgh, PA (City Score: 4.4)2. Indianapolis, IN (City Score: 4.4)3. Kansas City, MO (City Score: 4.4)4. Raleigh, NC (City Score: 4.4)5. St. Louis, MO (City Score: 4.4)6. Memphis, TN (City Score: 4.4)7. Columbus, OH (City Score: 4.3)8. Cincinnati, OH (City Score: 4.3)9. Cleveland, OH (City Score: 4.3)10. Louisville, KY (City Score: 4.2)10 Best Cities for Work-Life Balance2. How will your salary change?Of course, it depends on the specific job offer you receive and the area you move to, but Glassdoor’s Metro Movers study found that those who are willing to move to new cities for work are usually rewarded for it in the form of a higher paycheck.Source: Glassdoor ResearchBut again, even if you already have an offer from a company, you should look at whether salaries in the city you’re thinking about moving to are generally higher or lower than your current location in case that particular opportunity doesn’t work out. Glassdoor’s Salaries tool is a great resource for figuring out average salaries by geographic location, as is the monthly Local Pay Reports published by Glassdoor’s Econ team, which track median base pay and year-over-year growth in 10 major metropolitan areas.The bad news? Even if you’re going to get a bump in salary, that won’t always make up for a sharp increase in the cost of living, which takes us to question #3…3. What’s the cost of living?When you make a major move to another metro area, odds are that the cost of living is going to be different than where you are. Sometimes, there will be just a small bump in the cost of living from one area to another, or even a decrease — other times, though, you’ll be looking at a drastic jump in expenses.Since housing is often your biggest monthly expense, it makes sense to look at the median home value or the median rent in the area you’re looking at. Whether you plan on renting or buying, Zillow will have relevant information for you. You can even use tools on the website to calculate how much you can reasonably afford per month in rent or for your mortgage. For other expenses, like groceries, entertainment and transportation, you can look at crowd-sourced sites like Numbeo.As mentioned before, a salary boost doesn’t mean much without cost of living factored in — luckily, there are a handful of sites that tell you how far your salary will go in another city, which can make evaluating salary offers much easier. A couple of my personal favorites come from NerdWallet and CNN Money.4. What does the city offer in terms of culture? It might surprise you to hear that the top destinations for job seekers are among the most expensive in the country — the top three cities metro movers are applying to are San Francisco, New York City and San Jose, CA. If the only thing you care about is cost of living, then it might seem totally crazy to move to one of these cities. But for many, the hefty price tag is worth it.The most expensive cities tend to go hand-in-hand with amazing restaurants, world-class entertainment, excellent shopping and stunning natural beauty. Of course, that’s not to say you can’t see a great show or get a good bite to eat in a more affordable city, but the reputation major cities have earned aren’t without merit.Figure out what’s most important to you — whether that’s a diverse population, outdoor activities, a thriving theater community, professional sports teams, etc. — and figure out what sort of presence there is in the city you’re thinking about moving to. You can’t go wrong looking at the city on TripAdvisor or simply Googling “Things to do in [name of city]”.4 Things You Need to Do Before Relocating for a Job5. Is the company worth it?When you first get a job offer, it’s usually the salary that catches your eye. But to bust out an old cliché, money isn’t everything. In fact, the data have proven it time and time again. When looking at which factors make employees the happiest, Glassdoor Chief Economist Dr. Andrew Chamberlain found that salary didn’t even crack the top three. Instead, the top three predictors of employee satisfaction were culture and values, the quality of senior leadership and the career opportunities available at the company.Before you accept an offer, make sure to look up company reviews on Glassdoor. There, you can check out detailed reviews of what it’s like to work for the company from the folks that know best — the employees. You can also see how people rate the three factors mentioned above — culture and values, quality of senior leadership, career opportunities — as well as whether or not employees approve of the CEO or would recommend the company to their friends. Take a close look at whichever factors matter most to you, and make sure to read several different reviews so you can get a variety of perspectives.6. Will you have to uproot your life?Glassdoor’s Metro Movers report found that with each decade, people become about seven percent less likely to apply to jobs outside of their current metropolitan area. It makes sense — it’s a lot easier to move far away if you don’t have anything tying you down. As people grow older, though, they become more likely to purchase real estate, find a partner, have families and establish deep ties within their communities.If you’re thinking of moving, it’s worth asking yourself questions like:Do you have a partner? If so, would they come with you? Would they need to find a new job as well?Do you have children? If so, are you willing to relocate them to new schools and communities?Do you own your home, or any other property in your current area? If so, would you be willing to sell it in the case of a move? Would you rent it out? If so, who would manage it?Do you have close friends and family in the area? If so, how would moving away from them impact your quality of life?None of these things necessarily precludes you from moving, but it does become an additional factor to consider.Ultimately, the decision to move is a highly personal one, and something that can’t be immediately answered just by reading a blog post. But asking yourself the questions found here, as well as others, can give you the framework you need to make the best decision for you.Browse Open Jobs Lead Counselor Renewal Pittsburgh, PA 23 hours ago 23h N/A 23 hours ago 23h 23 hours ago 23h CDL A Driver Cardinal Logistics Management Whitehall, PA 23 hours ago 23h Available Jobs in Pittsburgh, PA CDL-A Flatbed Truck Driver Maverick USA Dormont, PA 23 hours ago 23h 3.5★ 3.7★ CDL-A Regional Truck Driver Averitt Express Pittsburgh, PA 23 hours ago 23h 2.2★ Dental Assistant Aspen Dental (North Hills) Pittsburgh, PA
Antonio Conte remains committed to his job at Chelsea.Reports surfaced last night that Conte is considering quitting as he and Chelsea’s hierarchy are at odds over the club’s plan of action for the upcoming season.However, Sky Sports says Conte is fully committed at the west London club and will return for pre-season preparations in the first week of July.Chelsea are said to be calm over their manager’s situation and sources close to the club suggest it is business as usual.Conte said last week: “It’s logical that, when you start the work in a new club, the will is to continue to work and improve your work for many years.“For sure, this is my will. But now the most important thing is to reach our target. We worked very hard for the whole season. Now it’s important to be ready and to try to win and then to celebrate together.”
Liverpool fans are understandably stressed about Mohamad Salah’s transfer from Roma to Anfield. The deal was supposed to be wrapped up already, but the Serie A club are determined to get the best price they can for the Egyptian.Salah has posted photos of himself in his native country checking out the wonderful sights, which you could bet would infuriate some of the Reds faithful who believed he was in Liverpool. But some supporters took another approach…pic.twitter.com/UUltp5GbrB— Mohamed Salah (@22mosalah)June 19, 2017Selfie withpic.twitter.com/Vrgd4KofYI— Mohamed Salah (@22mosalah)June 19, 2017That’s not Melwood!pic.twitter.com/0YOFVhulYX— Wio (@ColoWio)June 19, 2017pic.twitter.com/LCUZHUVUuN— Famous (@muccafa)June 19, 2017Are you at Melwood mate? pic.twitter.com/8OGTJR0Kmj— Jurgen Meister (@SS_LFC) June 19, 2017
Former England international Scott Parker has retired from football at the age of 36, reports Sky Sports.Parker, who won the Football Writers’ Player of the Year award in the 2010/11 season, has spent almost 19 years playing at a professional level which included spells at Chelsea, Tottenham and Newcastle.Following a final spell at Championship side Fulham, Parker – who has also previously captained England – has called time on his playing career, while confirming an announcement on his future endeavours will be made soon.”The decision to retire has not been an easy one for me but having thought long and hard over it, and having discussed it with those closest to me, I believe that now is the right time to move on to the next chapter in my life and career.”
Juventus fullback Alex Sandro is set to turn down a move to Chelsea.The Sun says Sandro is set to snub Chelsea and sign a new £93,000-a-week contract at Juventus.Antonio Conte had made the highly-rated left-back one of his top targets in this summer’s transfer market, but is likely to face yet more frustration on the transfer front.The Champions League finalists had been irked by the Blues’ public pursuit of their player and directors Beppe Marotta and Fabio Paratici met with boss Massimiliano Allegri to thrash out a suitable offer.Juventus’ pursuit of Bayern Munich’s Douglas Costa has cooled as they focus their attention on retaining Sandro.
My esteemed colleague, William Masson, sent me this story in today’s Washington Post. It chronicles the story of how how Devraj Kori (Dave), a 17 year-old from Fairfax County, VA, got the attention of 9,000 people in 1 week.I hope you’ll read the full article but for the sake of time, here’s a summary.Last Thursday, Dave called Dean Tistadt, chief operating officer for the Fairfax, VA county system AT HOME to ask him why he hadn’t closed the schools for a snow day. Dave’s call was returned later that day by Mrs. Tistadt who was NOT AT ALL PLEASED by the young man’s intrusion. Here is what she said.“How dare you call us at home! If you have a problem with going to school, you do not call somebody’s house and complain about it. Get over it kid and go to school.” (Yikes! Actually it’s a little more nasty than this but you’ll have to check it out yourself here.)Dave, who I imagine, was NOT AT ALL PLEASED by Mrs. Tistadt response, downloaded her message from his cellphone and posted it as an audio link on Facebook with the message “Let them know what you think about schools not being cancelled!” He also posted The Tistadt’s work and home phone numbers. Finally, he ended his “advocacy campaign” by posting Mrs. Tistadt’s message on YouTube.The rest, you might say, is history… Within 24 hours 100’s of people had listened to Mrs. Tistadt’s message on Facebook and thanks to the viral nature of the Web that number had increased to 9,000 as of yesterday!It’s interesting to note that Dave’s “campaign,” which started as a plea for an additional snow day (clearly not one of the most urgent issues of our time) has now morphed into much more philosophical debate. Some folks are calling it a clash of the generations, others are debating privacy issues, while still others have applauded Dave for “exercising his First Amendment Rights.” Regardless of your take, this story is an EXCELLENT case study of how to use the Internet to achieve your advocacy goals. Specifically, here are the 6 key ingredients for online marketing that are illuminated by this recent “storm.”1) Make sure your campaign is urgent and timely. Dave did not wait weeks (and slog through an ARDUOUS brand approval process) to send out his “appeal.” Instead, he uploaded the audio file from his cellphone to YouTube and posted it to Facebook on the same frigid day. The point is that his “campaign” may not have worked so well if he had sent it out a week later and the weather had turned warmer. The story wouldn’t have been timely; it would have turned stale.2) Make your “ask for support” concrete and easy to do. I can’t stress enough how important it is to make it EASY and OBVIOUS for people to do what you want them to do. Why? Because people are BUSY! Dave was so smart to pose a question and post two phone numbers on Facebook. That’s it! Follow his example. Figure out what your audience can do and ask them to do that ONE thing. I know this can feel frustrating because there is so little time and so much to do in the world. But you can’t save the world overnight.3) Speak in your own voice, in other words be real. I’m not sure why this is the case, but the culture of the Internet is a VERY different beast from the culture of offline media. Specifically, “Web speak” tends to be more informal, more down-to-earth, i.e. more REAL than broadcast communications. Don’t make the mistake of using the same voice for both mediums or your campaign may fail. Be sure to be approachable and accessible when you are online.4) Send your appeal to the right audience. This “rule” is so obvious that it almost seems silly to emphasize but let’s face it many of us still forget to “target” our campaigns. ALL successful marketing campaigns require that THE RIGHT PEOPLE receive the right message at the right time. Online marketing campaigns are no different. They only work with people who are also online and facile with “Web 2.0 tools.”5) Use communications vehicles that can easily go “viral.” Dave could have created a flyer and taped it to his classmate’s lockers to publicize his plight but he didn’t which is good because it wouldn’t have worked. While “direct mail” appeals may help you spread the word to several hundred folks, by their very nature they are unlikely to go viral. If you want to reach LARGE numbers of people you’ll have to use the tools that enable you to do that. Short of buying a $100K spot on broadcast media, the Internet continues to be the highest leverage vehicle for reaching thousands of people overnight.6) Diversify. Dave used both YouTube and Facebook as “tools” for his campaign. I bet he also “telemarketed,” that is called several of his friends to tell his story, and sent out e-mail. This is an important point. Don’t be wedded to using one marketing tool alone – diversify. Use traditional and non-traditional media to get out the word. You never know what will drive the most response.Bonus: Being controversial always helps! Let’s face it, who doesn’t like a good story or drama, particularly one that is controversial. While I think we all share this trait, younger folks in particular place a high value on “bucking the system.” That is in part why “The Truth Campaign” has been so successful. If you want to add a little spice to your markering campaign, make it controversial. This will get people talking and help you spread the word.I would love your thoughts re: other key ingredients for being successful online. Write me!Source: The Nonprofit Technology Blog:http://www.nonprofittechnologyblog.org/About the Author:Jocelyn Harmon is the Director of Sales & Marketing for NPower Greater DC Region. Jocelyn has over seven years of experience in development, marketing and communications for nonprofits, with special expertise in corporate and foundation relations, special events and online marketing, Prior to joining NPower she was employed as Director of Development and Communications for the National Council of Nonprofit Associations/The Nonprofit Congress – the network of state and regional associations serving over 22,000 nonprofits in 45 states and the District of Columbia. Jocelyn received her B.A. in Literature from New York University and her M.A. in Sociology from the University of Washington. In 2006 and 2007, she served on the American Marketing Association Foundation’s Nonprofit Marketing Conference Committee. She has also been a member of the Association of Fundraising Professionals since 2000.
Posted on July 3, 2014November 4, 2016By: Katie Millar, Technical Writer, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick 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 post is part two of two in our family planning feature this weekBuilding on the emphasis at the PMNCH Partners’ Forum this week of extending care to adolescents, identifying strategies that work for increasing access of contraception to adolescents is both critical and timely. This week the article Scale Up of Adolescent-Friendly Contraceptive Services: Lessons from a 5 Country Comparative Analysisco-authored by Pathfinder, UNFPA, and Expandnet on this topic was published. This paper assesses adolescent-friendly contraceptive services (AFCS) in five countries: Ethiopia, Ghana, Mozambique, and Tanzania.Gaps in Adolescent SRH ServicesAddressing the sexual and reproductive health (SRH) needs of adolescents is critical especially for 10-19 year old girls since their limited power due to age and gender inequality put them at increased risk of unintended pregnancy and sexually transmitted infections (STIs). In fact, in South Central and Southeast Asia and sub-Saharan Africa, 68% of sexually active adolescent girls have an unmet need for contraception. Adolescents bear the burden of poor SRH due to barriers to appropriate services, which include contraceptive services. The World Health Organization (WHO) defines adolescent-friendly contraceptive services (AFCS) as those that are equitable, accessible, acceptable, appropriate, and effective (which includes the provision of a wide range of methods). AFCS can greatly mitigate the barriers adolescents currently face in accessing contraception.Cross-cutting aspects of scale-up and deliveryAs the authors in this paper assessed the AFCS programs in the five countries listed above, major themes emerged. First, the five programs all included key characteristics:Privacy and confidentiality;Use of trained, nonjudgmental providers;Availability of a full range of methods;Free or subsidized services; andAdolescent involvement in design, implementation, and quality improvement of services.In addition, scale-up and sustainability was increased by creating public-private partnerships; establishing a variety of service access points (pharmacies in Vietnam, workplace satellite clinics in Ghana, and community-based distribution in Ghana, Tanzania, Ethiopia, and Mozambique); and generating demand for AFCS through peer educators, youth groups, community workshops, social marketing, and mass media.Lessons LearnedOverall the key categories of lessons learned are as follows:Government Commitment: Successful scale-up requires clear national, regional/ provincial, and district government commitment, policy and agreement to the extent of scale-up of AFCS at the onset of the program.Synergistic Scale-up: Both institutionalizing and then expanding services were key strategies for successful sustainable scale-up of AFCS.After supportive policy was created, it was critical to roll-out AFCS as soon as possible and facilitate institutionalization through dissemination of technical expertise, tools, and curricula. As services were expanded, more adolescents accessed services which created momentum for adolescents and civil society to hold governments responsible for maintaining fully adolescent health policies. ShareEmailPrint To learn more, read: Adolescent involvement: Given their age, adolescents often have less political visibility, so in order to actively engage youths, extra steps need to be taken .Adolescents were trained as peer-educators and in this role they generated demand for AFCS by bridging connections between the community and health facilities, providing information and nonclinical contraceptive methods to their peers, and by making peer referrals to clinical services.Using Pilot Sites: In order to envision and implement successful AFCS, adolescents and health providers found observing pilot sites of successful, quality AFCS created learning opportunities and reinforcement of training. In addition, these pilot sites were critical for fostering good will and political commitment from district- and regional-decision makers.Analysis and investments in health service delivery: Before planning for implementation and scale-up of AFCS, it is critical to analyze the strengths and weaknesses of the current health delivery system. Identifying strengths and weaknesses will impact how scale-up is planned and should expedite investments to mitigate gaps in basic service delivery. These aspects of health systems strengthening should occur before AFCS is implemented.Key weaknesses identified in health systems were: low-quality contraceptive services for all ages, unavailability of some methods of contraception due to poor supply chains and untrained health providers, weak supervision systems, and lack of age-disaggregated data for informing quality management decisions. Factors Affecting Sustainability:Degree of expansion;Extent of institutionalization;Inclusion of AFCS into relevant budget lines;Integration of AFCS into pre-service curricula, lessening the need of on-going trainings given the high rate of staff turnover; andLevel of adolescent engagement. Monitoring & Evaluation Data: Before implementation and scale-up of AFCS is started, it is key to engage with key stakeholders to ensure revised national HMIS that will support age-disaggregated data and sufficient monitoring & evaluation of programs so that quality improvement is implemented. In addition, the experience of all five countries demonstrated that collecting and routinely examining service quality data is critical to ensuring quality expansion of services.As this is a brief overview of the article, we encourage you to read the full open-access article if you are involved in implementing AFCS in your country.Share this:
Technical advisors and specialists:Technical Advisor for Community Linkages for MNH, SRH & FP: JHPIEGO (Uganda)Senior Technical Advisor for Malaria in pregnancy: JHPIEGO (Uganda)National Maternal Newborn Child Health and Family Planning Specialist: Path (Bunia, Congo)Provincial Maternal Newborn Child Health and Family Planning Specialist: Path ( Bunia, Congo)mHealth Technical Advisor I: Pathfinder International (Watertown, MA,USA)Global Technical Lead, Universal Health Coverage: Population Services International (Arlington, VA, USA)Senior Technical Advisor: Population Services international (Harare, Zimbabwe)Programs and Projects:Program Assistant, Maternal Health Initiative: Wilson Center (Washington, DC, USA)Sr. Program Officer: JHPIEGO (Baltimore, MD,USA)Program Management Officer: JHPIEGO (Tanzania)Analyst:mHealth Analyst: Pathfinder International (Watertown, MA,USA)Share this: Posted on March 6, 2015August 10, 2016Click 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)Featured career opportunity:Photo: Jacaranda HealthChief Operating Officer: Jacaranda Health is expanding, and we are in search of an extraordinary person – a COO to be based in Kenya and help lead our team as we expand nationally. Already, we have launched our second private maternity hospital and are partnering with the Kenyan government to bring our model of quality maternity care to public hospitals.If you want to make a big impact in maternal health by putting your business experience to work. A successful COO could come from any number of backgrounds. Interested individuals should submit a CV and cover letter to firstname.lastname@example.org. ShareEmailPrint To learn more, read:
ShareEmailPrint To learn more, read: Posted on July 12, 2018July 27, 2018By: Kayla McGowan, Project Coordinator, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick 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)A large randomized trial conducted by the World Health Organization (WHO) has found that heat-stable carbetocin is as safe and effective as oxytocin in preventing postpartum hemorrhage (PPH)—excessive bleeding after childbirth and one of the leading causes of global maternal deaths. This is a critical finding given that oxytocin, the current standard therapy for preventing PPH, requires storage and transport conditions that are often not accessible in low-resource settings. The new formula of carbetocin used in the study does not require refrigeration and lasts for at least three years when stored at higher, more humid temperatures.Researchers randomized nearly 30,000 women from 23 sites in Argentina, Egypt, India, Kenya, Nigeria, Singapore, South Africa, Thailand, Uganda and the United Kingdom to receive a muscular injection of either heat-stable carbetocin or oxytocin immediately after vaginal delivery. They then measured the proportion of women with blood loss of at least 500 milliliters or the use of additional uterotonic agents as well as the proportion of women with blood loss of at least 1000 milliliters at one hour and up to two hours after birth for women who continued to bleed after one hour. Results indicated no significant differences in blood loss among women who had received the heat-stable carbetocin compared to those who had received oxytocin.The researchers noted that since both oxytocin and carbetocin were maintained in low temperatures needed to ensure oxytocin’s efficacy, the results may underestimate the benefits of heat-stable carbetocin in real-life settings where higher temperatures may compromise the quality of oxytocin.According to leaders at WHO:“This is a truly encouraging new development that can revolutionize our ability to keep mothers and babies alive.”—Dr. Tedros Adhanom Ghebreyesus, Director-General of WHO“The development of a drug to prevent postpartum haemorrhage that continues to remain effective in hot and humid conditions is very good news for the millions of women who give birth in parts of the world without access to reliable refrigeration.”—Dr. Metin Gülmezoglu, from the Department of Reproductive Health and Research at WHONext stepsThese findings represent a critical development in preventing the most common direct cause of maternal death around the world, with next steps including regulatory review and approval by countries. WHO’s Guideline Development Group will be considering whether to include heat-stable carbetocin as a recommended drug for PPH prevention.—Read the full news release from WHO>> Access the full study>>Read more about preventing postpartum hemorrhage>>What else is needed to ensure that no woman dies from postpartum hemorrhage, a preventable cause of maternal death? We’d love to hear from you!Share this:
Train 18, the country’s first locomotive-less train on Sunday (December 2) clocked a top speed of more than 180 kmph during a trial run.A senior railway ministry official confirmed that the first Train 18 will be made operational in January 2019. This indigenously manufactured train will replace the daytime Shatabdi Express.Chennai-based Integral Coach Factory (ICF) General Manager Sudhanshu Mani told reporters that Train 18 breached 180 kmph speed near Kota-Sawai Madhopur station. He announced that all the major test runs and hinted that the premium train could be launched even before the expected date.While Train 18 is all set to become the country’s fastest operational train, here are some interesting facts about the premium express train:1) It is the first-ever ingenuously manufactured locomotive-less train and has been built by the ICF facility in Chennai. The self-propelled train will make inter-city trips and have been certified to have very good stability. It will also have better acceleration and deceleration.2) Train 18, however, will initially be rolled out with Linke-Hofmann Busch (LHB) AC chair car coaches for short-to-medium distance journeys. A long-distance variant is also in the pipeline.3) This is the first Indian train which is capable of causing at speeds over 180 kmph and also reaching top speeds of over 200 kmph, provided other technological advances in tracks and signals systems. The ICF plans to roll out two Train 18 units in 2019 and four by 2019-20. Each train requires an estimated budget of Rs 100 crore and the average cost per coach is estimated to be Rs 6 crore.4) The state-of-the-art train, also expected to save significant amount of energy, was unveiled on October 29, 2018 by Railway Board Chairman Ashwani Lohani. The train was built in just 18-20 months.advertisement5) When operational, the semi-high speed train will become India’s fastest train, overtaking the Gatiman Express’s top speed of 160 kmph.6) Train 18 boasts of aerodynamically designed driver cabins at both ends for quicker turn-around at destinations. It will become the second train after the Tejas Express to sport automatic doors and sliding footsteps. It will make boarding and de-boarding much easier.7) The full air-conditioned express train houses several modern amenities that will satisfy passengers. It will have European-style seating arrangements, which officials said are firm and durable.8) The train will come along with sealed gangways for passenger security; it will also block outside noise and unwanted pollution.9) Passengers can also enjoy onboard Wifi or an infotainment system that will likely be embedded on the seat/chair ahead. GPS-enabled general passenger information such as location, time of arrival/ departure and train speed can also be accessed.10) The toilets will have touch-free set-up, a huge leap over the archaic washrooms seen on present-day coaches. Multi-level lighting is another feature that would be seen first time on a train.After yesterday’s successful trail run, Railway Minister Piyush Goyal praised the individuals behind building Train 18 on Twitter.Train 18 exceeds 180 kmph during trial. The stability of water bottles at this speed is testament to the quality of workmanship and design of our engineers, he said in a tweet.Also Read | Train 18 crosses 180 kmph speed limit during trial runAlso Watch | Pragati Express gets a makeover under Project Utkrisht
Mohammad Hafeez announced his retirement from Test cricket after he failed to score a single run in Pakistan’s first innings of the third and final Test against New Zealand in Abu Dhabi.Hafeez, who was playing in his 55th Test, fell for a duck on the second day and announced his retirement, insisting that he had been pondering over the decision for the last two weeks. He, however, said that he will continue to play limited-over cricket.”It is a personal decision and I have not taken it under any pressure. I have no regrets taking this decision,” he told reporters after the day’s play in Abu Dhabi.M extremely Satisfied & Proud to announce my retirement from Test cricket, It’s been incredible journey of my life.Would like to thank all who helped me in this beautiful journey of my test career.Mohammad Hafeez (@MHafeez22) December 4, 2018The 38-year-old Hafeez made his Test debut in 2003 against Bangladesh and since then has appeared in 54 matches, besides playing in 203 ODIs and 89 T20 Internationals.Before this Test, Hafeez has scored 3644 runs at an average of 38.35, with 10 hundreds to his kitty. He has also taken 53 wickets.The former captain won a shock recall to the Pakistan Test squad as the 18th player just before the series against Australia in October after being constantly ignored by the national selectors and team management in the last few months.He had publicly protested his exclusion from the national team which got him a reprimand from the Pakistan Cricket Board.advertisementHafeez made a triumphant return to the Test side in the first match against Australia, scoring a hundred. But since then, he has struggled in subsequent Tests against Australia and New Zealand in the UAE.”Yes, I am disappointed at not having been able to get runs after the century but I have decided to retire from Tests with a clear mind,” he said.”I am satisfied with whatever I achieved for Pakistan in this format. I just want to focus on the limited overs formats now,” he said.Last month, another experienced batsman, Azhar Ali announced his retirement from ODI and T20 matches, insisting he just wanted to focus on the longer format of the game.(With inputs from PTI)Also Read | Gautam Gambhir announces retirement from all forms of cricketAlso Read | Gautam Gambhir retires: 6 games of IPL 2018 and I knew my time was upAlso Read | Gautam Gambhir and his love for World Cup finals: A brief recapAlso Read | Azhar Ali unbeaten fifty gives Pakistan upper hand vs New Zealand in third TestAlso watch –
Kings XI Punjab on Thursday announced the appointment of Ryan Harris as their bowling coach in the Indian Premier League.The former Australia pacer replaces ex-India pacer Venaktesh Prasad, who vacated the post after spending just one season with the team.Kings XI have also appointed former New Zealand all-rounder Craig McMillan as its fielding coach.”Having quality coaches like Harris and McMillan will be a great asset to the team. They have both performed as players on the big stage and have made the transition into quality coaches.”They will be excellent additions to the coaching team,” coach Mike Hesson, who joined the team in October this year, said.Hesson himself, was roped in as the coach on a two-year contract, replacing Australia’s Brad Hodge.The franchise, which finished at number 7 in the last edition of the IPL, made some other appointments in order to increase the strength of their support staff.While former Australian cricketer Brett Harrop has been appointed as the team physio, Sridharan Sriram and Prasanna Raman have been roped in as batting coach and high-performance coach, respectively.Former India cricket team analyst Ashish Tuli, team veterans Varoon Parmar and Nishant Thakur, Masseur Naresh Kumar and Assistant Team Manager Vikram Hastir will continue to impart their services in the 2019 edition of the tournaments, as well.Kings XI Punjab is left with highest salary cap among all the teams in the IPL after releasing eleven players including Yuvraj Singh, Aaron Finch, Axar Patel.The franchise also traded Australian all rounder Marcus Stoinis for Royal Challenger Bangalore’s Mandeep Singh for the next edition of the tournament.advertisement(With ANI inputs)
Defensive end Emmanuel Ogbah has been named one of nine semifinalists for the 2015 Lott IMPACT Trophy, an award that is presented annually to the college football’s best defensive player and also takes into account personal character and academic performance. The award will be given to the individual who best exemplifies the IMPACT acronym:IntegrityMaturityPerformanceAcademicsCommunityTenacity If you’re looking for the comments section, it has moved to our forum, The Chamber. You can go there to comment and holler about these articles, specifically in these threads. You can register for a free account right here and will need one to comment.If you’re wondering why we decided to do this, we wrote about that here. Thank you and cheers!
And they drive your audience insane, too.These three things are subsets of the absolute WORST thing you can do – waste someone else’s precious moments on this earth. Life is too short to do such a terrible thing.The following marketing/fundraising/writing behavior is crazy-making:1. Not getting my attention or getting to the point within a few seconds. I will give up on your message after that amount of time.2. Making things more complicated than they need to be. Don’t make me work to understand what you’re saying.3. Missing the point. Don’t bury the lead. Go right into the juicy, emotional stuff: the good stories, the human face on the issue, the surprising outcome.