Amy Bick, Head of PR at the NFWI said: “The website re-design was undertaken as part of a major restructuring of the WI’s communications, and we are delighted at the contemporary and forward-looking site developed by Baigent which we believe improves communication at all levels. “This is part of a long-term relationship with the agency and is the first step in enabling the Women’s Institute to engage website users with the great work carried out by the organisation.” AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 6 March 2007 | News Baigent redesigns Women’s Institute website The Women’s Institute has launched a new website as part of a communications re-structure. Designed by website development agency Baigent, the site highlights the Women’s Institute as a campaigning organisation, keen to attract new members.The re-designed site is designed to enable users to find information about the WI’s latest campaigns and to locate their nearest Institute. Soon it will enable visitors to book online a variety of courses run by the WI at their training centre. The site aims to attract new members and to support existing members more effectively, including by linking with and complementing the WI’s new magazine “WI Life”. Advertisement 20 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Tagged with: Digital Individual giving About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
A force to be reckoned withOn 1 Oct 2002 in Musculoskeletal disorders, Personnel Today Comments are closed. The roles played by OH practitioners are as many and varied as theoccupations they work in, and much can be learned from sharing experiences.Here we are given a glimpse of what life is like for an OH adviser in the SouthYorkshire Police, by Sharon Samworth Having been approached by the OH Managers Forum to speak at its conferencein June 2002, I felt somewhat overawed as to what I could say that would be ofinterest to my peers. I decided to present a personal account of my experienceof working within South Yorkshire Police with particular regard to the OH rolein absence management. Working in the police presents unique challenges for occupational healthadvisers. All OH practitioners have different challenges within their variedworkplaces depending on the type of organisation, its culture, its aims and thereason for its business. Whatever their own challenges, experiences andproblems, OH practitioners can gain invaluable information and skills fromsharing their experiences. OH adviser’s role The occupational health adviser has what is probably the mostmulti-dimensional role of any branch of the nursing profession. Should thenumber of hats OH advisers have to wear be considered a burden or do theyprovide them with an exciting variety of opportunity and depth and complexityof role that they can take advantage of? Some of my experiences may differ from those of OH practitioners workingwithin, say, the private sector, but you may recognise some of the varied rolesdescribed below. – Protector: OH advisers are the client’s advocate. They act as adviser tothe organisation to ensure compliance with legislation. They advise managers,often protecting them from themselves. – Educator: OH advisers deliver health promotion at many levels (fromworking with the individual to creating a positive healthy workplace culture).They educate employers about the role of the OH professional, especially withregard to what they can and cannot do. – Arbitrator: OH advisers act as arbitrators in complex and sensitive issueswhere employees and the organisation run into conflict with each other. Theyhave the skills to facilitate and arbitrate but this can be a very precariousrole (and not always welcomed). The OH unit is often responsible for ensuringabsence and other workplace issues are managed for the good of the client andthe organisation. At present there is no alternative route to resolve such issues where thehealth of the individual is a factor and a concern. – Challenger: the OH adviser challenges the culture, behaviour and attitudeof the organisation when this impacts upon the health of that organisation andthe individual. – Evaluator: The OH adviser acts as an evaluator in assessing health needs,functional capability and risk management across the organisation. – Counsellor: As a counsellor the OH adviser explores clients’ healthbeliefs – identifying secondary factors that may be affecting their recoveryand return to work. They offer advice and support. – Professional: by complying with their own code of conduct, OH advisersmaintain high standards of OH practice and are assertive with regard to theirethics of practice (when these are at risk of being compromised by managers).They are responsible for being honest and non-collusive with either clients ormanagement. – Peacemaker: OH advisers may be blamed for sickness absence and otherproblems within the organisation – as one colleague put it: “We wouldn’thave a problem with sickness if it was not for OH”. Therefore, OH advisersneed to be patient, to remain objective, to fight cynicism and to forge throughnew ways of thinking about and approaching the problems they are faced with. Overall, OH advisers are reluctant peacekeepers. Sickness absence management Sickness absence reveals much about an organisation. It is the mirror thatcan reveal what kind of employer the organisation is. The type of policies, procedures and resources that support absencemanagement indicate an organisation’s motivation and true intention regardingstaff welfare issues. South Yorkshire Police is currently developing a human resource strategy anda ‘work-life balance’ policy and has rewritten its absence management policy.The priority on such welfare-based policies indicates a real intention toimprove workplace health, and shares the philosophy of ‘good health is goodbusiness’. How an organisation uses OH reveals how effective and honest it is: – Is the OH unit allowed to practice to its full remit of expertise? – Is the OH unit resourced effectively and given its own budget? – What status do the OH advisers have within the organisation? Status is very important in the police service – the pips, stripes andcrowns on the shoulders are of primary importance. Within South YorkshirePolice the OH team is invited to all key meetings and is actively encouraged toattend other working groups. Managers of the OH unit are paid at seniormanagement level and hold the unit’s budget. My line manager is the AssistantChief Constable, which allows me direct access to a senior figure without thefrustration of moving issues through layers of hierarchy. The causes of sickness absence also reflect the type of work, managementstyles, resourcing problems and the health and safety culture within theorganisation. The top two reasons for sickness absence in South YorkshirePolice are stress and musculoskeletal injuries, which comes as no surprise andis consistent with all working environments. However, within South YorkshirePolice these problems are often intertwined with management issues: a bad backmay not just be a bad back, it can have a bad manager attached to it. Work culture The culture that exists within South Yorkshire Police is ingrained andcomplex. It impinges upon all OH interventions and the experience of all itsemployees. It requires more detailed attention than this article can give but,in brief, it is entwined in the following. People who work for South Yorkshire Police are divided into two types ofemployee: police and civilian support staff. Although great efforts are nowbeing made to ‘equalise’ the experiences and status of the two groups,traditionally the ‘inequalities’ that existed created real challenges for theOH advisers in their role in absence management. Although now amalgamated, the human resources department was originallydivided into two teams: one responsible for police staff and the other forsupport staff. This set-up made the co-ordination of proactive interventionsdifficult. Either the working parties were too large or there was a reluctanceto take overall responsibility for the issues to hand. This left the OH unittrying to be proactive, but only really succeeding with reactive measures – OHwas pulling people out of the river instead of the organisation working on astrategy to stop them being thrown in in the first place. The police and support staff each have their own set of very differentregulations, relevant to their employment within the service. This means theprocesses for managing absence and related issues (such as medical retirementand incapability issues) have to be dealt with differently to comply with theregulations. The Health and Safety at Work Act came into force in 1998 for policeofficers, but the Disability Discrimination Act still does not apply to them(although this is planned to come into force in 2004). The difference inemployment regulations creates its own challenges for the OH unit as clients’motivation for work can be affected by them. For example, South YorkshirePolice operates a six months full pay plus six months half pay absence policy.Traditionally, all support staff will go onto half pay as per the policy(unless the illness is terminal), yet police officers rarely do, regardless ofthe nature of the absence. South Yorkshire Police does allow the OH unit to follow the ethos andprinciples of the DDA for police officers, although there is actually no legalrequirement for this at present. However, it is regarded as good practice. Unfortunately, some of the differences in the way the regulations areapplied create a feeling that police officers are more valued than support staff.OH staff cannot change the culture and this perception on their own, but mustlearn to use the situation to the best advantage. So, when requestingresources, any business case must emphasise the value and benefit to the policeofficer as this argument will be most persuasive. Good working relationships are essential between the OH team and theemployer. OH is not an island and the OH adviser must develop mutuallyrespectful working partnerships within the organisation. The OH adviser musttarget key people, such as human resources, managers and health and safetypersonnel, to ensure OH practice and needs are understood. Investment in building relationships will be repaid in times of need: whenthe OH manager needs to ask for more resources, if the key people are familiarwith the OH unit, they will understand why more resources are needed. Trust Building trust at all levels within the organisation supports OH staff intheir role in managing sickness absence. Employees will work with OH staff in atrusting and co-operative way if they ‘know’ them and have seen them around thework environment developing these relationships. This helps when the OH adviserthen has to deal with the more sensitive and complex sickness absence andorganisational issues. Marketing is a skill the OH adviser should learn from day one of theirpractice. They must be able to promote themselves and persuade others of theirworth. They must find ways (devious if need be as long as they are legal) toachieve their aims and objectives. South Yorkshire Police has a very effective‘grapevine’ which, if used well, will carry information from one forum up toits intended target (usually those who have decision-making powers). Getting an appointment with a member of the senior command team (the peoplewith power and money) can be very difficult due to their heavy work schedules.An ‘informal’ way of seeing them is to wander past their offices with a bloodpressure monitor and invite them to have their blood pressure measured. Once youhave them captured with the cuff on their arm you can get across any points youwant to make. The next time you ask for more resources they at least may knowmore about you. They might still say no, but they will say no with a smile ontheir face. It is a constant battle to persuade police officers to look after themselvesas their job is often everything. The task, the operational procedures anddoing a good job are the priorities. Health and safety are regarded as anencumbrance. This is not just a macho attitude but stems from a real love of the work.The challenge for occupational health is to educate police officers on healthand safety and also ensure that the advice is ‘practical’ and ‘credible’.Recuperative duties must be individually assessed according to specific workactivities. The aim is to enable the officer to work as fully as is safe.Anything less will result in non-compliance with the advice due to frustrationand a consequent risk of further injury. Managers are key players in absence management. They can themselves causemany problems due to poor training and skills resulting in ‘difficult’management styles. Absence management is so much easier with ‘good’ managers. Mental health A further change in police culture can be seen in the attitude towardsmental health. Psychological support is now asked for more readily across theforce and sick notes are now stating ‘stress-related ill health’ instead ofdiagnoses such as diarrhoea and vomiting. A macho attitude does still exist however in some managers and employees.The attitude that prevails within a specific work environment has to be aconsideration for the OH adviser when returning an individual back into theworkplace. With the support of a good manager, a member of staff will return towork sooner, with a speedier and better recovery. And the OH adviser will beable to return that person confident that the ‘duty of care’ has been compliedwith. In the case of a poor manager with an unsupportive attitude, this may meanthat the OH practitioner cannot advise a return to work until the individual isstrong enough to cope with that type of environment. In a task-orientated service, the biggest challenge for the OH adviser is ineducating all members of staff about what occupational health actually is.That, as a ‘people service’, its staff are the organisation’s most valuableresource. Good people management is not soft and fluffy, it is good businessand is dynamic. Occupational health can deliver real solutions in themanagement of sickness and absence problems and in creating a healthierorganisation overall. The future The South Yorkshire Police occupational health service is a victim of itsown success in that demand for the service outweighs its resources. We arecurrently awaiting decisions from the senior management team following asupportive best value review, to determine whether appropriate resources for OHare going to be forthcoming. South Yorkshire Police is a changing organisation. Government directives arealso forcing change and demanding the service manages its staff better withregard to health and safety and welfare issues. OH is a key player in this butit must be resourced appropriately to be able to respond to these growingchallenges. The current challenge for the OHA is to remain optimistic andpatient. Sharon Samworth is an OH adviser for South Yorkshire Police Previous Article Next Article Related posts:No related photos.
Naval troops attached to SLNS Mahaweli of the Eastern Naval Command on information received, recovered 110 non electrical detonators in the general area of Kappalthurai on 29th October 2013.Meanwhile, naval troops attached to SLNS Welusumana of the Northern Naval Command also apprehended 3 persons with 27 explosive packs weighting 11 kilograms in the Chirutivu Island of Jaffna. The arrested persons with the recovered items were handed over to Kayts Police for further investigations.[mappress]Press Release, October 31, 2013; Image: Sri Lanka Navy View post tag: Intended View post tag: Explosives Back to overview,Home naval-today Sri Lanka: Navy Recovers Explosives Intended for Illegal Fishing View post tag: Recovers October 31, 2013 View post tag: fishing View post tag: Defense View post tag: Naval View post tag: Defence View post tag: Illegal Sri Lanka: Navy Recovers Explosives Intended for Illegal Fishing View post tag: Navy View post tag: News by topic Share this article
The Royal County of Berkshire Pension Fund is to take a 20% stake in specialist asset manager Gresham House, backing a new alternative investment platform for other local government pension schemes.The Berkshire fund will provide the cornerstone investment for a new £300m (€353m) fund Gresham House plans to launch on the platform, called the British Strategic Investment Fund (BSIF).The BSIF is targeting investment in housing, infrastructure and “innovation” – three themes identified by the UK’s chancellor Philip Hammond in his 2016 Autumn Statement as being of strategic importance to the UK, said Gresham House.John Lenton, chairman of Berkshire Pension Fund, said the platform would enable the pension fund “to reduce costs and obtain diversity in our investments”. He added that the pension fund will target niche areas and smaller and longer-term investments than those that interest “the major investment houses”.“These give us the potential of a higher long-term return which is so important to a pension fund like ours that has to plan for pensions that will be drawn down many years in the future,” Lenton said.The new investment platform is intended to provide investors with access to illiquid alternative investments in niche asset classes that are often “overlooked” and difficult to access by larger funds, according to Gresham House.“For example, it becomes uneconomical for £25 billion pension ‘super-pools’ to monitor and manage sub-£50 million investments,” said the asset manager.The platform is aimed at local government pension schemes (LGPS) like Berkshire, but is also open to private sector pension funds, endowments, family offices, and other investors.“Initial discussions with a limited number of LGPS have confirmed interest in the objectives of the new Gresham House platform,” said the asset manager.UK LGPS are pooling assets to create larger funds capable of benefitting from economies of scale and, as desired by the government, investing in infrastructure.The Gresham platform is intended to allow investors to be involved in the investment process or engage directly with the manager, and to grant discretionary co-investment rights to “top-up” investments in preferred sectors or areas on a deal-by-deal basis.Berkshire’s acquisition of the 20% stake in Gresham House is subject to a vote at a general meeting on 10 March.Its move to enter into a strategic relationship with Gresham comes after the pension fund late last year announced a £15m investment in commercialisation of UK university research as part of an overhaul of its private equity portfolio.Tony Dalwood, CEO of Gresham House, said that the announcement “represents a further significant step in delivering the growth strategy that we set out when repositioning the group two years ago”.The asset manager’s board has identified alternative asset management as “a structural growth area”, it said in a statement.
It looks like a fungus but acts like an animal, and that it has no mouth or stomach but can detect food and digest it.The Blob can also move without legs, and if you cut it in half it will heal itself in two minutes.It also has no brain and yet it can learn.The director of the Paris Zoological Park says if you merge two blobs together, one will transmit its knowledge to the other. “We know for sure it is not a plant but we don’t really if it’s an animal or a fungus,” said David.“It behaves very surprisingly for something that looks like a mushroom (…) it has the behavior of an animal, it is able to learn.” (Paris) — Slime mold is part of a new exhibit at a Paris zoo.The moving slime mold contains more than 900 species and can heal itself within minutes, yet is does not have any neurons.The yellowish mold has been called “The Blob” because of its characteristics. This newest exhibit of the Paris Zoological Park, which goes on display to the public on Saturday, has no mouth, no stomach, no eyes, yet it can detect food and digest it.The blob also has almost 720 sexes, can move without legs or wings and heals itself in two minutes if cut in half.“The blob is a living being which belongs to one of nature’s mysteries”, said Bruno David, director of the Paris Museum of Natural History, of which the Zoological Park is part. A Paris zoo has unveiled a mysterious new organism which they call a ‘blob.’ The yellowish unicellular living being looks like a fungus but acts like an animal https://t.co/ukj0mgqf9a pic.twitter.com/DVaR3RdqXZ— Reuters Top News (@Reuters) October 17, 2019
This image released by Fox Searchlight shows Chiwetel Ejiofor, center, in a scene from “12 Years A Slave.” (AP Photo/Fox Searchlight, Jaap Buitendijk):10 Let’s start with the really important stuff…no, I mean the really important stuff. Not the review of the top 20 finest women on the planet list. That’s not really important, but here’s what is important. This continuous absurd, ridiculous, insulting and demeaning notion that the N-word is somehow acceptable. It has never been, is not, and will never be acceptable. For those of you small minded still enslaved people who believe that it is, I suggest you go see “12 Years a Slave.” No, not because it’s Hollywood, but because it’s true. If you leave that movie thinking it’s okay to be called a “Nigger,” then you’ve got more problems than you realize.Bill Neal:09 Tiger…Tiger…Tiger… C’mon man!!!:08 For whatever reason, nobody talks loud or a lot about Virginia and that spanking they put on Syracuse, but be assured this is a top 10 team or better and they can score a bunch of points in a hurry.:07 A win, is a win, is a win as the saying goes and for Pitt we’ll take it. And it is true Notre Dame is not an easy place to play. I’ve been there…(rolled up there in “The Silver Streak” back in the day with “The Iceman” Dwight Clay). The noise barometer can be deafening!:06 I am not complaining. Lord knows I’ve had a great run, but it just doesn’t seem fair that Jameis Winston, he of FSU fame, would win the Heisman Trophy, the National Championship and now be in line to lead the Florida State baseball team to national glory. It just doesn’t seem fair to a wanna be like me.:05 Don’t take my word for it. Go back a few issues and see what I said. “12 Years a Slave” will have to be the movie of the year. That much truth and drama could have no equal. Yep! Movie of the year. That being said, how does Lupita Nyong not win best supporting actress for all that pain she went through. And you didn’t need me to tell you…although I did…that “Gravity” would win all the tech awards. If you want to know why Cate Blanchett won Best Actress for Blue Jasmine, just go see the movie. More movie stuff next week.:04 This just in for “The Committee” Charlize Theron goes to the top of the finest women in the world as a late entry. Mmmaaannn!!!!:03 You continue to doubt me when I tell you, but Lamar Patterson will play in the NBA. Take it to the bank.:02 Speaking of Pitt, and I was, let’s be honest here. Jamie Dixon is my man. Love him like a brother…but you don’t call that time-out with the ball in your best player’s hands going to the hoop…you just don’t. (Hope Pitt doesn’t cancel my press credentials!):01 Pirates are 4-1-1 in the Grapefruit League. Trust me. Winning breeds winning. Let’s go Bucs!:00 Here’s the names: Mel Blount, J.T. Thomas, Mike Wagner, Dwayne Woodruff, Randy Grossman, Louis Lipps, Robin Cole…now add complimentary hors d’oeuvres, a jazz band, cash bar and free parking. What do you have? You’re right. The first great party of the year brought to you by Champion Enterprises and on top of that, it’s at the Rivers Casino. Are – you – kidding – me?!?! Saturday, March 29th, 7:00 p.m. – 10:00 p.m. Don’t – you – dare – miss – it!~ GAME OVER ~
J.B. Wendelken covered his face with his hands, took a deep breath, then slowly rose from his seat. When he spoke, Wendelken’s frustration was painfully obvious, his words barely above a whisper.A seventh inning that turned sideways on Wendelken ultimately cost the A’s the game — and a chance to string a couple victories together — as they lost, 6-4, to the Pirates on Saturday at PNC Park.At the center of it was the Oakland bullpen and a middle reliever who actually made a pretty good pitch. …
By Dr. Barbara O’NeillHow can I avoid being a victim of medical fraud?Millions of dollars are wasted yearly on medical frauds, hoaxes, and false cures. To avoid being the victim of quackery, don’t fall for testimonials, even when they are given by a health professional. In general, reputable providers do not endorse mega-vitamin therapy, supplements, diet fads, and other products and services. Remember, “if it sounds too good to be true, it probably is.” If you have questions about a particular health care product, check with your doctor or pharmacist before you waste your time and money.You can also check out specific “cures” or products through the Food and Drug Administration or the Federal Trade Commission or contact your state attorney general’s office or local health department.Browse more military personal finance blog posts and webinars by experts.Follow Dr. O’Neill on Twitter!This post was published on the Military Families Learning Network Blog on July 15, 2013.
You are independent when you no longer need to rely on something or someone else.The first level of independence you need to reach is being independent of needing “this job.” This doesn’t mean that you are wealthy enough that you no longer need to work, although that is a level of independence you should pursue. At this first level of independence, you may need “a job” to survive, but not necessarily the one you are in now. Or the one after that.How do you gain this first level of independence? Through personal and professional growth and development.Personal GrowthFirst, you develop yourself personally to be so valuable that, should something happen (and given a long enough timeline, something always happens), you will have your pick of new opportunities. You work on building your own personal strengths and capabilities so that you are more valuable to many organizations in many industries.You need a list of things that you are personally studying to make you more effective as a human being. I’d start with Stephen Covey’s Seven Habits of Highly Effective People (as a workbook, not as a “book to read.”) I’d also follow the recipes in Tom Peter’s The Little Big Things. You might sign up for unlimited classes on Lynda.com for $25 a month and learn all kinds of skills and all kinds of useful software packages.Your personal growth and development is the path to independence.Professional GrowthSecond, you focus on growing professionally. You need to learn your trade or craft, whatever that is. Even though it may be your employer’s responsibility to give you the training and development you need, you should never leave that responsibility in anyone else’s hands. You do what is necessary to grow, whether that be reading, taking classes, or finding a mentor.You also need to do such good work where you are now that you are the first person on anyone’s list for the opportunity for advancement. This requires that you seek out growth opportunities, namely difficult and important projects. It also means you seek out responsibility for delivering outcomes.Your professional development is your responsibility, and it also the path to independence.Relationship GrowthYou’ve heard that “It’s not what you know. It’s who you know.” Well, now it’s who knows you and for what.The third development project you must always be working on is your personal and professional relationships. You must develop a personal and professional network of people who know you, know the value you create, and trust you so much that they’ll vouch for you anytime and anywhere.If you are doing well here, people are already presenting you with opportunities. If you are doing poorly here, you are not sure what you would do if something happened.Relationships are built on an investment of time and energy. You have to have a presence and spend time with people in order to develop powerful relationships. You also have to proactively look for ways to be valuable to the people who make up your personal and professional relationships. You don’t find ways to be helpful so that people owe you favors. You find ways to be helpful to make a contribution and to be known as someone who cares and who makes a difference.When something happens, and eventually it will, your relationships are going to be a big part of your next opportunity. They are a critical component of your path to independence.This is your path to personal independence. If you are not on this path now, step on to it in a hurry. Get the Free eBook! Learn how to sell without a sales manager. Download my free eBook! You need to make sales. You need help now. We’ve got you covered. This eBook will help you Seize Your Sales Destiny, with or without a manager. Download Now