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TABLE 2.

Dissipation of free chlorine in reclaimed water distribution systems

Inactivation of bacteria. The lowest concentration of heterotrophic bacteria occurred in the trickling filter system in California, where, after chlorination, the concentration of HPCs in the effluent was 6 × 10 3 CFU/100 ml (Table Fast Express Visa Payment Cheap Online embroidered sleeve dress Black Iro Discount Cheap Online Fast Delivery Cheap Online 9L7NTaMdms
). However, the concentration of HPCs increased at least 10-fold in the distribution system. Similar or even larger increases in the concentration of HPCs were observed in the other three systems irrespective of whether conventional treatment or MBR practices were used. In all four systems the indicator bacteria and opportunistic bacterial pathogens in the disinfected effluent were effectively inactivated. Thus, no or very low densities of coliforms, E. coli , enterococci, Pseudomonas spp., Aeromonas spp., or Legionella spp. were detected in the effluent from the conventional plants (the California and Florida plants) (Table Mens Olymp/Hr Brasil Slip Pants Skiny Clearance Limited Edition dos9i
). Chlorination was also effective against these organisms in the Massachusetts MBR reservoir, where the disinfectant is applied. Some coliforms, E. coli , and enterococci were detected in the UV- and ozone-disinfected New York effluent, but very rarely (i.e., once in summer 2007). Irrespective of the treatment technology used, higher densities of bacteria were frequently detected in the water after disinfection, suggesting that there was regrowth in the distribution system. The increases were more pronounced for Aeromonas spp., Legionella spp., and Mycobacterium spp., whose concentrations were at least 10-fold higher than the concentrations of the indicators (i.e., coliforms and E. coli ) that are typically monitored for regulatory purposes. This set of organisms was also more prevalent in water, as reflected by the abundance of them expressed as a fraction of the heterotrophic bacteria compared to indicator bacteria (Table 3 ). The increases were statistically significant ( P < 0.05) for heterotrophic bacteria at all sites and for a range of organisms in the two systems which use conventional treatment technologies. In the MBR system in Massachusetts Mycobacterium and Legionella also regrew significantly after disinfection.

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TABLE 3.

Concentrations of microorganisms in treated effluents and their regrowth in the distribution systems

Organic carbon and occurrence of bacteria. The frequency with which coliforms and Pseudomonas spp. occurred in reclaimed water systems increased with increasing AOC concentration (Fig. 1 ). The occurrence of Aeromonas , Mycobacterium , and Legionella was high (>55% of the samples) irrespective of whether the AOC concentration in the reclaimed water was 450 μg/liter or more.

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References to other mutual funds should not to be considered an offer to buy or sell these securities.

Performance data quoted represents past performance and does not guarantee future results. The investment return and principal value of an investment will fluctuate so that an investor’s shares, when redeemed, may be worth more or less than their original cost. Current performance may be lower or higher than the performance quoted. Standardized performance can be obtained .

A complete list of the Fund’s holdings can be found . Fund holdings are subject to change and should not be considered a recommendation to buy or sell any security.

The SP 500 is a capitalization weighted index of 500 large capitalization stocks which is designed to measure broad domestic securities markets. The Russell 3000 Index is a market capitalization weighted equity index maintained by the Russell Investment Group that seeks to be a benchmark of the entire U.S. stock market, encompassing the 3,000 largest U.S.-traded stocks, in which the underlying companies are all incorporated in the U.S. It is not possible to invest directly in an index.

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The Russel Midcap Growth Index an unmanaged index that measures the performance of those Russell Midcap companies with higher price-to-book ratios and higher forecasted growth values. It is not possible to invest directly in an index. Each Morningstar category average represents a universe of funds with similar objectives.

5 Star Overall Morningstar Rating™ out of 549, 4 stars among 549 for the three-year, 5 stars among 485 for the five-year, and 5 stars among 352 for 10-year Midcap Growth funds as of 3/31/18 (derived from a weighted average of the fund’s 3-, 5-, and 10-year risk adjusted return measure). The Morningstar Rating™ for funds, or “star rating”, is calculated for managed products (including mutual funds, variable annuity and variable life subaccounts, exchange-traded funds, closed-end funds, and separate accounts) with at least a three-year history. Exchange-traded funds and open-ended mutual funds are considered a single population for comparative purposes. It is calculated based on a Morningstar Risk-Adjusted Return measure that accounts for variation in a managed product’s monthly excess performance, placing more emphasis on downward variations and rewarding consistent performance. The top 10% of products in each product category receive 5 stars, the next 22.5% receive 4 stars, the next 35% receive 3 stars, the next 22.5% receive 2 stars, and the bottom 10% receive 1 star. The Overall Morningstar Rating™ for a managed product is derived from a weighted average of the performance figures associated with its three-, five-, and 10-year (if applicable) Morningstar Rating™ metrics. The weights are: 100% three-year rating for 36-59 months of total returns, 60% five-year rating/40% three-year rating for 60-119 months of total returns, and 50% 10-year rating/30% five-year rating/20% three-year rating for 120 or more months of total returns. While the 10-year overall star rating formula seems to give the most weight to the 10-year period, the most recent three-year period actually has the greatest impact because it is included in all three rating periods.

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Posted on by Annette Richmond

Most job seekers dread being asked about their salary. Some are uncomfortable revealing personal information. Many are concerned that sharing their current salary will influence potential job offers.

The truth is, you can’t dodge the salary question.

But, to some degree you can control it. You do this by understanding the process and being prepared.

Why do recruiters ask about your salary?

Recruiters don’t ask your salary requirements to put you on the spot. They ask because they need to know if you are in the salary range for the position they are filling. Remember, recruiters don’t work for you, they work for the employer.

Each job has a predetermined salary range which has been provided by the hiring manager and/or human resources. Experienced recruiters know that salaries at the higher end of the spectrum will go to the most desirable candidates, those who have everything they are looking for, and salaries at the lower end will go to those with fewer skills or less experience.

Basically, recruiters need to know if you are affordable. While there may be some flexibility or “wiggle room” in the salary range, there is still a limit. Employers will only go so high even if the “perfect” candidate, or proverbial “purple squirrel” in recruiter speak, comes along.

Learning candidate’s salary requirements is a fast way to weed candidates who are too expensive out.

No matter how awesome you may be if the top of the salary range is $125K it’s highly unlikely they are going to pay you $175K. Although I’ve spoken to candidates don’t believe this.

On the other hand, your salary range may signal the recruiter that you are underqualified for the position.

If the salary range is $75K to $100K, for example, and you say your target salary is $50K it makes the recruiter wonder if you are not experienced enough. You may be underpaid; however you may be exaggerating your qualifications.

How should you respond to questions about salary?

If you want to be considered for the positon you need to have an answer regarding your salary. You can begin by asking what the range is for the position and they may tell you. They may not. Should the recruiter give you the salary range you can say either that’s within your range or, if pressed, you can pick a number somewhere in between.

Just remember that the highest salary in that range will go to a candidate who meets most if not all of the requirements. This may mean having experience in that industry as well as holding a similar position.

It may include having particular skills and several years in a comparable role. For example, if you’re a creative director whose primary experience is with print you probably won’t be commanding a top salary at a digital advertising agency.

If the recruiter won’t share the salary range, the ball is in your court. To keep the conversation going you can give the recruiter a salary range. Most employers will see the lower end of your salary range as your bottom line. So, make sure that is a number you can live with.

Not every recruiter will ask your current salary. But, if they do be honest with them.

Some companies ask for W-2’s as part of the background check. If an employer discovers that you lied during the interview process your offer may be rescinded.

One thing to remember, when stating your current salary be sure to note whether that number includes your benefits. While many companies have more standard benefits such as health insurance other companies offer professional development, tuition reimbursement, and more.

How to you decide on a salary range?

Research, research, research. The best way to be ready for the dreaded salary question is to prepare in advance. There is plenty of information readily available.

One of the easiest ways to find out salary information is online. There are websites that offer solid salary information. Start with these:

Salary.com

Payscale.com

Bureau of Labor and Statistics (Wage Data by Area and Occupation)

Occupational Outlook Handbook (Earnings)

After conducting some online research get additional information by talking to people either familiar with or working in your target position. Start with your friends and family. Next ask for introductions to anyone they know who might be helpful. Don’t forget your college or university alumni association which can be an immense resource.

Remember that compensation is more than just salary. Compensation includes numerous benefits including: healthcare, vacation, tuition reimbursement, flexible schedules, summer Fridays, etc. Don’t discount the value of a corporate cafeteria with discounted, healthy meals or the option to work remotely even if it’s only one day a week. Make a list of the criteria that’s most important to help you evaluate job offers .

Talking salary is tricky for both sides. Therefore, there will always be some anxiety when the topic of salary comes up. However, until people start working for free, there’s no way to avoid it. Prepare your answer to the salary question before you begin your job search to avoid getting caught off guard.

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By Koby Levin - July 10, 2018
PHOTO: Eastern Michigan University
Eastern Michigan University's traditional teacher certification program is on the list of teacher pipelines for Detroit's main district. So are alternative programs with far fewer requirements. At an EMU hiring fair, teachers said they are having no trouble finding jobs.
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Detroit’s main district is proceeding with a plan to hire teachers who are certified but have received no training in the classroom — adding an element of controversy to efforts to fill hundreds of teacher vacancies by the end of summer.

The board of education on Tuesday approved a Outlet Locations Cheap Online classic fitted jeans Black Golden Goose Low Price Sale Discount Cheapest Price KxutOdg
proposed by Superintendent Nikolai Vitti, signaling that the district will lean partly on programs that offer so-called interim teaching certificates.

The move drew blowback from board members and parents, who argued that Detroit children deserve teachers who have been trained in the classroom.

“I don’t think the alternative route teachers are nearly as prepared as the traditional route,” LaMar Lemmons, a school board member, told Chalkbeat. “It will increase the academic disparity, as you have less qualified and less experienced teachers.”

Online, where much of the debate over district hiring practices took place, some parents worried that teachers with interim certificates would be unprepared to manage a classroom.

“So your first day of teaching will be your first day ever in front of children?” Cynthia Jackson, a Detroit parent, wrote on Chalkbeat Detroit’s Facebook page. “You don’t think that’s going to be a problem?”

For others, the news that the district will consider candidates with alternative certifications was a call to action. Nikki Key, a Detroit parent who has a master’s degree in business, commented on Facebook that the teacher shortage has her considering a career in education.

“I’ve seen what is being offered to our children, trust me … my lack of classroom time is not your problem,” she said. I actually am one of the ones that want to do the job that no one else is signing up for.”

The hiring plan approved Tuesday calls for district officials to undertake a wide-ranging search, recruiting candidates from other school districts, from traditional schools of education, from historically black colleges — and from alternate certification programs.

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