An influential food guide in Italy has crowned Massimo Bottura the best chef in the country for the second time.
Guida Espresso 2013 gave the Modena chef a score of 19.75 out of 20 for his artful, contemporary cuisine at the recently renovated Osteria Francescana, also holder of three Michelin stars.

This year, the address was also ranked the fifth best in the world in Restaurant magazine’s World’s 50 Best Restaurant Awards, which applauded the chef for striking a balance between the demands of tradition and modernity. Bottura is known for playing with themes of deconstruction.

Not far behind is La Pergola, the only eatery in Rome to boast all three Michelin stars. The hotel restaurant for the Rome Cavalieri at the Waldorf Astoria, the fine dining destination boasts a wine cellar with 53,000 bottles and a water menu with 29 choices.

Le Calandre in Rubano, which highlights regional dishes with a contemporary flair, was also named one of the top restaurants in the country.

Meanwhile, the top-scoring performer in the restaurant guide was not a chef but a wine, the Brunello di Montalcino Riserva Poggio di Sotto which was given a perfect score of 20 out of 20


Provost Bradd Clark`s Powerpoint Presentation About His Merit Pay

Each year that a faculty raise is given, the faculty will first be
evaluated for a market adjustment. The relative size of the money
set aside for market adjustments compared to the overall size of
money set aside for raises may vary from year to year due to
various economic factors. The President will decide each year on
how much money is available for market adjustments. The
adjustment is decided by the University for each faculty member
individually using appropriate HR methods. However, a faculty
member whose rubric rating for the year is below 2.0 will be
deemed to have been ineffective in their job for the year and will
not be awarded a market adjustment.
The previous year base salary of a faculty member along with
the above determined market adjustment will be referred to
as the adjusted base salary of the faculty member. The
President will decide the amount of money that is to be set
aside for merit raises for the faculty. Each academic unit will
receive a portion of this money based on the ratio of the total
of all continuing faculty adjusted salaries in the unit to the
total of all continuing faculty adjusted salaries in the
University. This portion will be doled out to individual faculty
members in the unit based on the ratio of the faculty
member’s rubric adjusted evaluation to the sum of all faculty
members’ adjusted rubric evaluations within the unit. The
purpose of this step is to remove observer bias that may occur
between units from affecting the final results between units.
The President in consultation with the Provost will provide
the Deans with a number of earned supplements to be
awarded to faculty within the Dean’s college. These awards
will be made by the Dean in consultation with the Provost in
order to reward individual faculty members for service to
the College in obtaining goals as outlined in the College’s
Strategic Plan. The size and number of these awards may
vary from year to year as determined by the President and
the Provost and may well vary in size and number from
College to College.
The President may also elect to add funds for merit
evaluation distribution to some units based on having gone
above and beyond to help the University succeed in its
strategic plan.
The pay raise that a continuing faculty member receives will be the result of
combining the raises obtained from each of four different categories:
Market Adjustments, Merit Raises, College Mission Investments, and
University Initiatives. The President, following consultation with the Vice
Presidents, will decide how much money will be in each category during a
pay raise cycle.
Category 1: Market Adjustments (done once every 3 years at a minimum)
• follows EEO guidelines;
• those whose merit evaluations are below 2 on a rolling average over
the past three years do not receive an adjustment;
• there will probably need to be a cap on the size of individual
• HR handles this; not the chain of command administrators
Category 2: Merit Raises
• faculty whose evaluation score for the year is below 2 will not
receive a merit raise;
• each academic unit will receive a sum of money for merit
distribution that is in the same proportion as the units total
adjusted salary is to the total adjusted salary of all academic
units. (For example: if the unit makes 1% of the adjusted salaries
of all the continuing faculty, then the unit will receive 1% of the
Category 2 money for distribution);
• a faculty member that is to receive a merit raise will receive that
portion of the unit’s Category money that is the proportion of
their adjusted evaluation number to the sum of all the faculty
adjusted evaluation scores in the unit who are to receive merit
Suppose the evaluation scores for a unit are 1.5, 2.5, 3, 4. Then since
the faculty member with a 1.5 is to receive no merit raise, then the
faculty member with a 3 would receive (3-2)/(2.5-2)+(3-2)+(4-2) =
1/.5+1+2 of the units Category 2 money.
Note: This handles observer bias. Imagine two units with the
following evaluations and the calculation of the portion of Category 2
money each receives:
Unit A: 4,4,4,4 --- 4/4+4+4+4 = 4/16 = 1/4
Unit B: 3,3,3,3 --- 3/3+3+3+3 = 3/12 = 1/4
Note: When a faculty member does not receive a merit raise, their
portion of the Category 2 money is distributed to the other members
of the unit.
Category 3: College Mission Investments
• typically at least 10% of raise money is in this category;
• the Dean provides additional money to individual faculty with
the agreement of the Provost. The size and number of these
investments may be pre-determined;
• these investments are for faculty who have gone above and
beyond in helping the college succeed in its strategic plan
Category 4: University Investments
• the President and Provost may elect to add funds for merit
evaluation distribution to some units;
• these funds would go to units that have gone above and
beyond to help the University succeed in its strategic plan
Distribution Algorithms
Pay Raises in the past:
Cat I -- $3,000
Cat II -- $2,500
Absolute increase
Cat I -- 5%
Cat II -- 4%
Percent increase
Rubric Issues:
a) Want to have increases in merit that can handle much smaller
increases in evaluation. 3.22 should receive less than 3.31
b) Because of ending quotas, we need to stop observer bias
from shifting money from units with a “hard grader” as
evaluator to units with an “easy grader” as evaluator.
The introduction of specified “pots” of raise money for individual units
as described earlier will isolate from each other and thereby eliminate
problem (b).
Assume a unit has 3 faculty with $12,000 to split in raise money with
the following salaries: A - $40,000; B - $80,000; C - $120,000. I will
consider this fixed example of a unit as we explore a number of
possible algorithms to handle the problem of distributing all of the
raise money in accordance with the wish described in (a).
Original algorithm: assume evaluations of A – 2.5; B – 3; C – 3.2
Then the raises could be evaluated as
A: 2.5/(2.5 + 3 + 3.2) [$12,000] = $3,448.28
What could be viewed as a problem occurs near an evaluation of 2.
Remember that an evaluation of 2 or below is to receive no raise. So
imagine evaluations of A – 3; B – 2.01; C – 2. Then by the above
algorithm we calculate:
A: 3/5.01 x $12,000 = $7,185.63
B: 2.01/5.01 x $12,000 = $4,814.37
C: $0
A change of .01 yields a huge difference in salary when the
evaluations are nearly the same.
Solution: Translate the evaluations by 2 and get a different result.
A – (3-2) = 1
B – (2.01 -2) = .01
C – (2-2) = 0
Use the same algorithm with shifted evaluations. Remember that
evaluations that shift to 0 or negative values get no raise.
A: 1/1.01 x $12,000 = $11,881.19
B: .01/1.01 x $12,000 = $118.81
C: $0
Let’s call this shifted algorithm the absolute algorithm
Consider evaluations:
(3-2) = 1
(3-2) = 1
(3-2) = 1
1/3 x ($12,000) = $4,000
1/3 x ($12,000) = $4,000
1/3 x ($12,000) = $4,000
What about evaluations: A – 5
(5-2) = 3
(5-2) = 3
(5-2) = 3
3/9 x ($12,000) = $4,000
3/9 x ($12,000) = $4,000
3/9 x ($12,000) = $4,000
The difference in in salary within a unit is created by varying one
evaluation from the next. The average of the evaluations within the
unit being high or low makes no real difference.
If you see the merit raise results for a unit and don’t feel the
outcomes are correct, then why not go back to the judgment calls
made on the rubrics? Perhaps a judgment was too harsh or too easy.
Note that the absolute algorithm has nothing to do with people’s
salary. “A” who makes $40,000 will be happy with the 10% increase
given by a fixed $4,000 raise. “C” who makes $120,000 will possibly
feel cheated by a mere 3 1/3% raise that the same evaluation and the
same raise of $4,000 yields with this algorithm.
Percent algorithm: Using the actual salaries into the algorithm in a
weighted fashion, will yield a percent algorithm.
Evaluation Shifted
A: $40,000
(4-2) = 2
B: $80,000
(4-2) = 2
C: $120,000
(4-2) = 2
A: ($40,000 x 2) / (($40,000 x 2) + ($80,000 x 2) + ($120,000 x 2)) x $12,000 = $2,000
B: ($80,000 x 2) / (($40,000 x 2) + ($80,000 x 2) + ($120,000 x 2)) x $12,000 = $4,000
C: ($120,000 x 2) / (($40,000 x 2) + ($80,000 x 2) + ($120,000 x 2)) x $12,000 = $6,000
Note that A, B, and C all got 5% raises. “C” is happier and “A” is
sadder. If A1 is the absolute algorithm and A2 is the percent algorithm
then we can create blended algorithms such as .2A1 + .8A2 or .8A1 +
.2A2 or anything where the positive coefficients add to 1.
I expect there are infinitely more algorithms than the infinite number
we’ve looked at that can satisfy the above criteria.
Recommendation: Each year the University should pick one algorithm
for everyone to use. That would stop any games being playing within
a unit. The algorithm could easily be put into a spreadsheet for use by
a department head.
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ICTS is a Vietnam-based software development boutique that focuses on cutting-edge technologies. Our 20- engineer team specialize in custom CRM/ERP software for businesses who wish to optimize their productivity or develop their e-commerce division. We also build applications for SMEs (small-medium enterprises) and Startups, helping them boost their revenues or visualize their idea into minimum viable and scalable products. As a tech startup ourselves, we understand the struggles and challenges that each entrepreneur faces everyday, so we always try to consult and propose the most suitable solutions in terms of cost/outcome effectiveness. Eager to learn new insights and best practices in each industry, we are not limiting our customer base by sectors. As long as our technology core allows, we would love to solve the problem for our customers.


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Preventing Workers’ Compensation Fraud Part 2

In this two-part article, we are discussing how employers can implement procedures to help prevent fraudulent workers’ compensation claims. In the first section, we discussed how to create a positive work culture, perform background checks of applicants, and establish a zero tolerance policy for fraudulent claims. In this section, we will discuss other actions employers should take if they suspect a worker is filing a fraudulent claim. Remember, if your business needs legal counsel related to workers’ compensation law, contact a workers’ compensation defense attorney in Florida.

Employees Reporting Incidents

It’s critical that employers have a system in place for reporting injuries. If an accident transpires at your workplace, workers need to immediately report the incident to receive treatment. Similarly, workers need to be made aware that they can report fraud anonymously to a supervisor. Because employees in a workforce often have a “pack mentality,” employees need to feel safe when notifying the company of misconduct.

If an employee does report a false claim and you determine this to be accurate, you may want to reward that employee for “doing the right thing.” Although you don’t want to promote these types of rewards too much, as this can raise suspicion in the workplace, this can be done on a case-by-case basis discreetly.

Employers Reporting Fraud

You should never assume that an employee is filing a fraudulent claim; however, if you see the warning signs and determine that an employee did in fact file a fraudulent claim, this needs to be reported to your insurance company immediately. In some cases, law enforcement may also need to be notified. Of course, as this is a serious allegation, employers need to do their due diligence and provide the insurance company with as much information as they can. The insurance company will then begin an investigation into the incident.

Fraud Can Lead to a Criminal Conviction

Employers and their employees both need to understand that committing workers’ compensation fraud is a serious crime that can result in criminal charges, jail time, costly fines, and even losing your business. If convicted, an employee will have a stain on their criminal record for future job applications. If an employer is convicted, the reputation of their business could be ruined. If you are an employer and you detect fraud in your workplace, or you want to implement procedures to help prevent fraudulent claims, consult with a workers’ compensation defense attorney in Florida. We can provide you with the right guidance to ensure your business is protected from false claims.


Wandering around Shanghai

I went to Shanghai in June 2013. Unfortunately I didn't have time to do much, but I managed to wander a bit around the city with my dad and his oldest sister. Shanghai is a beautiful metropolis with a cityscape that looks futuristic.

The next day, we ate at a restaurant that had this lovely view.

After eating, we walked around the mall and came out to these views.

If I go to Shanghai again, I'll definitely be exploring a lot more!


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The Requisition Process

The requisition process for purchases can vary due to many different variables: the items being purchased, the pricing, the vendor, whether it's made in America or foreign, etc. Below is some guidance on what to expect for different types of purchases.

Requisition Processing Times

Per DOE national target goals, we aim to award and place a requisition purchase by the following standards:

<$150,000 - 6 to 9 days

>$150,000 - 25 to 30 days

Additionally, if it's a new vendor, it can take several days to get the information we require to get them set up in our system.

Please realize that the more expensive the order, the more time it will take to process it correctly.

Price Thresholds & what to expect

$0.01 - $500

- Can usually be placed on a p-card (unless it's on the prohibited p-card purchase list) and placed within several days of reaching the Purchasing Office

- If possible, provide the link to a specific website where the item was found. (e.g. Amazon purchases)

$500 - 3500

- We prefer them to be from a small vendor and American made. This does not mean an American company but rather the parts/items are manufactured in the United States.

$3500 - $10,000

- Preference given to small vendors

- Price reasonableness must be shown. This can include competitive quotes from other vendors, market research, a previous purchase with the same vendor, etc.

- American made, if possible

$10,000 -  $150,000

- If the item will not be competed for, a justification for non-competitive procurement must be completed. See a purchasing agent for more info.

- More DOE required documentation is completed by the purchasing agent

- For $150K additional documentation required from the vendor

- Additional approval from DOE is required after $500K

- For purchases over $700K or $1.5 million for constructions, additional research and documentation required

What we look for in vendors

- Do they manufacture their products in the USA?

- Are they considered a "small" business?

- Have we done business with them before?

- Are their products recycled? (We look for recycled in items like: toner, paper, tile, office furniture, paint, carpet and many more). If no recycled item can be found or if you prefer a non-recycled item, a justification needs to be provided on the requisiton for Purchasing to review.

What we require

- If a vendor is coming on-site we need to know before hand so we can obtain additional documentation from the vendor.

- If shipping an item for repair, a shipping order form needs to be completed. Purchasing only sees the shipping order if there's a charge for the repair we need to create a PO.

- Include any quotes or pertinent information with the requisition of contact has already been made with a vendor.

- If there is rush, please contact the Purchasing Office so we are aware of the circumstances and can make arrangements as well as an extra signature at the bottom of the requistion which gives Purchasing authority to expedite the purchase.

- Correct and complete signatures on the requisition. Incomplete or incorrect signatures will slow the processing of the order down.

- When ordering books, include the website link (if applicable) and the ISBN number


Chloe Helton | Historical Fiction

I wrote my first novel in fifth grade. Inspired by the story of Queen Elizabeth I, who defied the odds to inherit her country's throne and reign for almost half a century, I realized that there were countless stories just like hers - stories of women who struggled to forge their own fates, and who changed history in the process. I have made it my mission to share these stories with you. Whether you follow my characters to Renaissance England or Ancient Rome, I promise to take you on this same unforgettable journey: a journey that will inspire you, and your sisters, and your daughters, to follow in their footsteps.

Currently, I live in the San Francisco Bay Area with my family. As my two young sisters grow older, I hope they will be empowered by these stories, too.


What is Risk Shifting

Risk shifting is the transfer of risk to another party. Risk shifting has many connotations, the most common being the tendency of a company or financial institution facing financial distress to take on excessive risk. This high-risk behavior is typically undertaken with the objective of generating high rewards for equity owners — who face little additional downside risk, but may garner significant extra return — and has the effect of shifting risk from shareholders to debt holders.

Risk shifting also occurs when a company changes from offering employees a defined benefit plan to offering a defined contribution plan. In this case, the risk associated with pensions has shifted from the company to its employees.

Risk shifting for a troubled company with significant debt occurs because, as its shareholders’ equity decreases, the stake of debt holders in the enterprise increases. Thus, if the company takes on more risk, the potential extra profits accrue to the shareholders, while the downside risk falls to the debt holders, which means that risk has shifted from the former to the latter.

Since management is not liable for losses incurred, financial institutions in potential or actual distress often engage in risky lending, which can negatively impact an economy by fueling asset bubbles and banking crises. (For more, see: How Do Asset Bubbles Cause Recessions?)

Risk Shifting Example

In a research paper from October 2011, the International Monetary Fund cites New Century Financial — a large subprime originator — as a classic example of risk shifting. The IMF paper notes the Federal Reserve’s tightening of monetary policy in 2004 resulted in an “adverse shock” to New Century’s large portfolio of loans it was holding for investment. New Century responded to this shock by resorting to the large-scale peddling of "interest-only" loans, which were riskier and more sensitive to real estate prices than standard loans.

This risk shifting behavior was also apparent in the business practices of other subprime mortgage loan originators, which fueled the U.S. housing bubble in the first decade of the 2000s, the subsequent collapse of which caused the most significant global banking crisis and recession since the 1930s.

Risk Shifting Alternatives

Risk management may be preferable to risk shifting by distressed companies and institutions. The risk management strategy focuses on balancing risk and returns to generate cash flow that is sufficient to meet financial obligations, rather than taking the “shoot the lights out” approach of risk shifting. Companies have faced stricter regulation since the Great Recession to encourage a more prudent approach to managing risk.


Kent State Researchers Study Climate Change in Alaska | Flash Feed | Kent State University

Kent State Researchers Study Climate Change in Alaska

Thanks to a $100,000 grant from the National Science Foundation, two Kent State professors are researching climate change in Alaska. Elizabeth Herndon, Ph.D., and Lauren Kinsman-Costello, Ph.D., assistant professors from Kent State University's College of Arts and Sciences, spent a week in Fairbanks, Alaska in June studying how climate change affects the availability of plant nutrients in arctic and sub-arctic ecosystems.

The grant teams up two of Kent State’s newest researchers.

“I think it’s really great that two early-career scientists were awarded the funds to do this research,” Herndon said.

Both Herndon and Kinsman-Costello joined Kent State about two years ago, and their new collaborative research effort has potential implications for understanding how high-latitude peatlands will respond to climate change.

“It’s this very cold, wet environment, but temperatures at high-latitudes are actually increasing at twice the rate they’re rising anywhere else on the planet,” Herndon said. “It’s thawing the permafrost, and driving shifts in vegetation and in hydrology. A lot of people are interested in how these environments will respond to the warming climate because they currently store a lot of carbon that has the potential to be released into the atmosphere and accelerate climate change.”

Herndon said that as the temperatures rise in the arctic, plants will grow bigger and forests will expand further north. Shrubs and other woody plants are already replacing tundra vegetation across large areas of northern Alaska, Canada, and other arctic countries.

“What we want to know is how these factors will change the availability of nutrients, specifically phosphate, that help plants grow,” Herndon said. “Rising temperatures are drying out existing wetlands, and this is causing iron that’s dissolved in the soil water to essentially rust out as iron oxide minerals in the soil.”

Phosphate, Herndon said, binds to iron oxides. That means that increased iron deposits could sequester phosphate, reducing the amount available to plants.
“Those plants are a sink for carbon dioxide,” she said, “so any nutrient limitation could also limit their ability to remove CO from the air."

Soils in high-latitude regions like Alaska contain high amounts of carbon because the vegetation decomposes slowly due to cold temperatures, leaving large amounts of peat.

“As the temperatures rise, that peat is going to start decomposing more quickly and releasing more carbon dioxide,” Herndon said.

While the available data leave some uncertainty for future changes in the arctic, Herndon said the conventional wisdom suggests a bleak picture.

 “If the plants there aren’t growing enough, then they can’t absorb the excess CO2 released from peat decomposition,” she said. “Right now, it’s not clear what the difference will be, but the prediction is that the carbon dioxide released will be greater than what the plants can absorb from the atmosphere.”

 The team, which also includes one graduate and one undergraduate student, spent a week at the Alaska Peatland Experiment (APEX) Site, just outside Fairbanks, where a team of scientists have been using an adjusted water table in a wetland to study carbon dioxide and methane release.

The scientists flooded one-third of the wetland, while draining another one-third. The differential creates the perfect model for Herndon and Kinsman-Costello’s research into phosphate and iron.

Herndon brings her iron expertise while Kinsman-Costello is versed in phosphates.

“We’re combining our knowledge bases to understand the interactions between the two,” Herndon said. “Lauren is a great collaborator so I’m really happy to be working on this project with her.”

Herndon said she hopes that this pilot project will yield data that can be used to develop a longer-term project, as well as integrate with what the other scientists in Fairbanks are studying.

Photo Caption:
(Left to right) Jonathan Mills, undergraduate geology major; Kiersten Duroe, geology MS Candidate; Elizabeth Herndon, Ph.D., assistant professor of geology; Lauren Kinsman-Costello, Ph.D., assistant professor of biology in Kent State University's College of the Arts and Sciences.


NewsProtecting Paradise

Zero waste store offers environmentally-friendly shopping in Tequesta

Posted: 7:29 PM, Apr 09, 2019
Updated: 2019-04-09 23:29:48Z

TEQUESTA, Fla. — Stephen and Elana Smith are newlyweds with a new business, hoping to inspire new habits in others through their "zero waste" store.

"It’s impossible to go to a grocery store and leave without plastic, pretty much. Maybe leave with like an apple," Elana said. "We just wanted to create a space where it’s really easy to shop zero waste and more accessible to everybody.”

The Smiths opened One World Zero Waste off South Cypress Drive in Tequesta in early December.

"Zero waste is just refusing single-use plastic," Elana said.

They were inspired to reduce single-use plastics and other trash in their own lives, while also enabling others to do the same after volunteering for their honeymoon in India last summer.

"In India, there’s no municipal waste, so it just sits and accumulates and it’s burned," Elana said.

"It was definitely a big eye opener," Stephen said. "Before then, we were conscious of what we were doing. We tried to live healthy lifestyles and we tried to do as much as we could do in order to limit the waste, but we bought paper towels. We would buy plastic water bottles in the store sometimes, thinking that it was just enough to recycle, but then after we came back from that and learned more about actual recycling we found out that that wasn’t really the case."

One World Zero Waste now offers shoppers the chance to use their own containers to stock up on bulk foods, such as flour, rice, spices, beans, nuts and snacks. They also offer nut milks and other food items.

You'll also find reusable alternatives to single-use plastic and paper goods, like fabric paper towels and cotton rounds as well as travel utensil packs, which Elana sews herself in the store.

They also offer free composting because the goal of the zero waste movement is to only use products that can return to the earth and become soil.

The couple hopes environmentally-friendly shopping becomes more popular for the sake of the planet.

"It is super important that it spreads and we are going to definitely work hard to make sure that that happens," Stephen said.

JAR in Stuart offers similar zero waste food and services.


Acts of bravery and selflessness are some of the most commendable things a person can do. And although these qualities can be hard to come by these days, this story will restore your faith in the goodness of people.

Yes, a trio of villagers in Brazil saved a defenseless puppy from certain death, as gripping footage has emerged online of them putting themselves in harm’s way as they wrestle with a giant anaconda!

Watch the dramatic moment the dog was saved from being eaten by an anaconda:

The dog was rescued by the fearless villagers who immediately took action when they saw the vulnerable pup being captured by a 15ft-long anaconda.

It seemed almost inevitable that the dog would succumb to an awful fate when it was snatched away by the giant snake, which then dragged the pooch into the nearby river in order to drown it.

The villagers were forced to batter the snake with a huge pole in order to retrieve the pup, being able to free the pooch from the snake’s constricting grip and bring it back to safety.

At the beginning of the video, two very brave men can be seen pulling the snake by its tail as it attempts to get away with its prey.

According to the man who filmed the video, Andrew Barao, the dog had gone missing from a nearby farm earlier that day.

Barao said the local villagers immediately did what they could to help the dog and save it from a vicious death.

They then drag the massive snake out of the water, all while the dog can be seen wrapped up in the snake’s coil.

In order to free the dog from the snake’s grasp, the men then begin shaking the dog.

One of the men very bravely attempts to manually remove the dog from the snake before grabbing the pole and hitting the anaconda. It takes a few hard whacks before the dog eventually manages to escape.

Dog lovers all over the world were rejoicing at the dog’s incredible rescue, and who can blame them? Dogs truly are man’s best friend and evidently, we will go to great lengths to keep them safe.


Phenylketonuria (PKU) is a rare metabolic disorder caused by a deficiency in the production of the hepatic (liver) enzyme phenylalanine hydroxylase (PAH).

PKU is the most serious form of a class of diseases referred to as hyperphenylalaninemia, all of which involve above normal (elevated) levels of phenylalanine in the blood. The primary symptom of untreated PKU, mental retardation , is the result of consuming foods that contain the amino acid phenylalanine, which is toxic to brain tissue.

PKU is an inherited, autosomal recessive disorder. It is the most common genetic disease involving amino acid metabolism. As of 2004, PKU was incurable, but early, effective treatment can prevent the development of serious mental incapacity.

PKU is caused by the liver's inability to produce a particular type of PAH enzyme. This enzyme converts (metabolizes) the amino acid called phenylalanine into another amino acid, tyrosine. This is the only role of PAH in the body. A lack of PAH results in the buildup of abnormally high phenylalanine concentrations (or levels) in the blood and brain. Above normal levels of phenylalanine are toxic to the cells that make up the nervous system and cause irreversible abnormalities in brain structure and function in PKU patients. Phenylalanine is a type of teratogen (any substance or organism that can cause birth defects in a developing fetus).

The liver is the body's chief protein-processing center. Proteins are one of the major food nutrients. They are generally very large molecules composed of strings of smaller building blocks or molecules called amino acids. About twenty amino acids exist in nature. The body breaks down proteins from food into individual amino acids and then reassembles them into human proteins. Proteins are needed for growth and repair of cells and tissues and are the key components of enzymes, antibodies, and other essential substances.

PKU effects on the human nervous system

The extensive network of nerves in the brain and the rest of the nervous system are made up of nerve cells. Nerve cells have specialized extensions called dendrites and axons. Stimulating a nerve cell triggers nerve impulses (signals) that speed down the axon. These nerve impulses then stimulate the end of an axon to release chemicals called neurotransmitters that spread out and communicate with the dendrites of neighboring nerve cells.

Many nerve cells have long, wire-like axons that are covered by an insulating layer called the myelin sheath. This covering helps speed nerve impulses along the axon. In untreated PKU patients, abnormally high phenylalanine levels in the blood and brain can produce nerve cells with deformed axons and dendrites and cause imperfections in the myelin sheath referred to as hypomyelination and demylenation. This loss of myelin can short circuit nerve impulses (messages) and interrupt cell communication. A number of brain scan studies also indicate a degeneration of the white matter in the brains of older patients who have not maintained adequate dietary control.

PKU can also affect the production of one of the major neurotransmitters in the brain, called dopamine. The brain makes dopamine from the amino acid tyrosine. PKU patients who do not consume enough tyrosine in their diets cannot produce sufficient amounts of dopamine. Low dopamine levels in the brain disrupt normal communication between nerve cells, which results in impaired cognitive (mental) function.

Behavior and academic performance

People with PKU tend to avoid contact with others, appear anxious, and show signs of depression. However, some patients may be much more expressive and tend to have hyperactive, talkative, and impulsive personalities. It is also interesting to note that people with PKU are less likely to display such antisocial behaviors as lying , teasing, and active disobedience. It should be emphasized that, as of 2004, research findings were still quite preliminary and more extensive research is needed to clearly show how abnormal phenylalanine levels in the blood and brain might affect behavior and academic performance.

One in 50 individuals in the United States has inherited a gene for PKU. About 5 million Americans are PKU carriers. About one in 15,000 babies tests positive for PKU in the United States. Studies indicate that the incidence of this disease in Caucasian and Native American populations is higher than in African-American, Hispanic, and Asian populations.

Causes and symptoms

A person with one normal and one PKU gene is called a carrier. A carrier does not display any symptoms of the disease because the carrier's liver produces normal quantities of the PAH enzyme. However, PKU carriers can pass the PKU genetic mutation on to their children. Two carrier parents have a 25 percent chance of producing a baby with PKU symptoms, and a 50 percent chance having a baby that is a carrier for the disease. Although PKU conforms to these basic genetic patterns of inheritance, the actual expression, or phenotype, of the disease is not strictly an either/or situation. This is because there are at least 400 different types of PKU mutations. Although some PKU mutations cause rather mild forms of the disease, others can initiate much more severe symptoms in untreated individuals. The more severe the PKU mutation, the greater the effect on cognitive development and performance (mental ability).

The severity of the PKU symptoms experienced by people with this disease is determined by both lifestyle and genetic factors. In the early 1950s, researchers first demonstrated that phenylalanine-restricted diets could eliminate most of the typical PKU symptoms—except for mental retardation. As of 2004, dietary therapy (also called nutrition therapy) is the most common form of treatment for PKU patients. PKU patients who receive early and consistent dietary therapy can develop fairly normal mental capacity to within about five IQ points of their healthy peers. By comparison, untreated PKU patients generally have IQ scores below 50.

In addition, PKU diets include all the nutrients normally required for good health and normal growth, such as carbohydrates, fats, vitamins , and minerals . High protein foods such as meat, fish, chicken, eggs, nuts, beans, milk, and other dairy products are banned from PKU diets. Small amounts of moderate protein foods (such as grains and potatoes) and low protein foods (some fruits and vegetables and low protein breads and pastas) are allowed. Sugar-free foods, such as diet soda, which contain the artificial sweetener aspartame, are also prohibited foods for PKU patients because aspartame contains the amino acid phenylalanine.

Ideally, school-age children with PKU should be taught to assume responsibility for managing their diets, recording food intake, and for performing simple blood tests to monitor their phenylalanine levels. Blood tests should be done in the early morning when phenylalanine levels are highest. Infants and young children require more frequent blood tests than older children and adults. The amount of natural foods allowed in a diet can be adjusted to ensure that the level of phenylalanine in the

Blood taken from a newborns heel is tested for phenylketornuia (PKU). ( Custom Medical Stock Photo, Inc.)
Blood taken from a newborn's heel is tested for phenylketornuia (PKU).
(© Custom Medical Stock Photo, Inc.)
blood is kept within a safe range—2 to 6 mg/dL before 12 years of age and 2 to 15 mg/dL for PKU patients over 12 years old.

In general, medical researchers express concern about the great variation in treatment programs available in the early 2000s to PKU patients around the world. They have highlighted the urgent need for consistent international standards for proper management of PKU patients, which should emphasize comprehensive psychological as well as physiological monitoring and assessment .

Amino acid —An organic compound composed of both an amino group and an acidic carboxyl group. Amino acids are the basic building blocks of proteins. There are 20 types of amino acids (eight are "essential amino acids" which the body cannot make and must therefore be obtained from food).

Axon —A long, threadlike projection that is part of a neuron (nerve cell).

Intelligence quotient (IQ) —A measure of somebody's intelligence, obtained through a series of aptitude tests concentrating on different aspects of intellectual functioning.

Myelin —A fatty sheath surrounding nerves throughout the body that helps them conduct impulses more quickly.

Nervous system —The system that transmits information, in the form of electrochemical impulses, throughout the body for the purpose of activation, coordination, and control of bodily functions. It is comprised of the brain, spinal cord, and nerves.

Phenylalanine —An essential amino acid that must be obtained from food since the human body cannot manufacture it. It is necessary for normal growth and development and for normal protein metabolism.

Protein —An important building block of the body, a protein is a large, complex organic molecule composed of amino acids. It is involved in the formation of body structures and in controlling the basic functions of the human body.

Recessive —Refers to an inherited trait that is outwardly obvious only when two copies of the gene for that trait are present. An individual displaying a recessive trait must have inherited one copy of the defective gene from each parent.

PKU and pregnancy

Women with PKU must be especially careful with their diets if they want to have children. They should ensure that phenylalanine blood levels are under control before conception and throughout pregnancy. Mothers with elevated (higher than normal) phenylalanine levels are high risk for having babies with significant birth defects, such as microencephaly (smaller than normal head size), congenital heart disease (abnormal heart structure and function), stunted growth, mental retardation, and psychomotor (coordination) difficulties. This condition is referred to as maternal PKU and can even affect babies who do not have the PKU disease.

Early newborn screening, careful monitoring, and life-long strict dietary management can help PKU patients to live normal, healthy, and long lives.

Parental concerns

Every state in the United States has mandatory newborn screening programs in place for phenylketonuria, as well as other diseases. Parents who suspect that other genetic diseases may run in their families should speak to their healthcare providers before their baby's birth to ascertain what other screening tests should be run.

Gascon, Generoso G., and Pinar T. Ozand. "Aminoacidopathies and Organic Acidopathies, Mitochondrial Enzyme Defects, and Other Metabolic Errors." In Textbook of Clinical Neurology. Edited by Christopher G. Goetz. Philadelphia: Saunders, 2003.

Rezvani, Iraj. "Defects in Metabolism of Amino Acids." In Nelson Textbook of Pediatrics. Edited by Richard E. Behrman et al. Philadelphia: Saunders, 2004.

Michals-Matalon, K. "Nutrient intake and congenital heart defects in maternal phenylketonuria." American Journal of Obstetrics and Gynecology 187 (August 2002): 441–4.

Children's PKU Network. 1520 State St., Suite 111, San Diego, CA 92101–2930. Web site:

National PKU News. 6869 Woodlawn Avenue, NE, #116, Seattle, WA 98115–5469. Web site:

Marshall G. Letcher, MA Rosalyn Carson-DeWitt, MD

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Respiratory Virus Panel Introduction (5/24/13)

Respiratory viral infections represent one of the most common human infections and are responsible for a range of diseases including the common cold and pneumonia. Rapid diagnosis of respiratory infections enables health care providers to begin appropriate treatment, avoid unnecessary antibiotic use and laboratory tests, and control nosocomial spread of these infections.

Please read the tech bulletin here: Respiratory Virus Panel Introduction


Glossary: G

Generalist species

is a plant or animal species that is able to thrive in a large variety of environmental conditions, or that can live on a wide variety of foods. Members of the same generalist species can often be found at different parts of landscapes and in different regions of the world.

GHGs is an abbreviation for greenhouse gases. These include gases such as carbon dioxide, methane, and nitrous oxide, which are released as a result of human activity, and which trap heat within the earth's atmosphere, leading to global warming.

Global warming potential

The ratio of the total heat energy trapped by a unit of greenhouse gas (e.g. a tonne of methane) over a specific period of time (normally 100 years), to that trapped by an equal amount of carbon dioxide over the same time period. The global warming potential (GWP) of carbon dioxide, is therefore, always one. GWP is used to compare the warming effect of different gases on a common basis. It varies according to both the type of gas and the length of time considered.


Omar Khayyám (1048-1131)Omar Khayyám (1048-1131) - Some of the greatest Muslim apologists were Persians.  Al-Fārābī was probably Persian, Avicenna was a Persian, and so was Omar Khayyám.  Omar Khayyám was born about a decade after the death of Avicenna, and would become a great admirer of his.  But he was not born in the Samanid Empire as was Avicenna.  The Samanid Dynasty fell around the year 1000, when Avicenna was a young man.  By the time Omar Khayyám was born, the region had become part of Seljuq Kingdom.  And its capital was Nishapur which is where Omar Khayyám was born.  Nishapur dates back to the Sāssānid era.  It was founded by Shapur I (see Shapur I) as satrap capital.  Tughril, the first Seljuq ruler, moved the capital from Bukhara, where Avicenna studied, to Nishapur.  Though Omar Khayyám studied philosophy, he is most famous for his poetry and work in mathematics.   He is well-known throughout the Muslim world, but remained relatively obscure in the West until the 19th century, when British poet Edward Fitzgerald translated his poetry into English in a volume called Rubáiyát of Omar Khayyám.  After that, his popularity soared in the West as his writing talent was introduced to an entirely new audience.  In mathematics, he wrote a treatise on algebra which is considered the most important of the Middle Ages.  Omar Khayyám also gets credit for devising the formula for solving cubic equations.  Besides poetry, philosophy and mathematics, he was also an avid astronomer, and in this field he also made an important contribution.  In 1073, he and his colleagues built an observatory, and based on his calculations, developed a calendar which is considered more accurate than the Gregorian Calendar (see Gregorian Calendar) used throughout much of the world.  This calendar is still in use in Iran today.


Over the past week I've encountered situations where people and teams were challenged with members not getting the results expected of them. In each situation, it was identified that the responsibility for getting the desired outcome was perceived to sit with the leader or coach, and not the individual or team.

Accountability is the obligation of an individual or organisation to account for its activities, accept responsibility for them, and to openly disclose the results. From not showing enough to be promoted, to not delivering all that's expected as per a job description to not taking ownership of working together as a team, these recent examples lacked elements of accountability.

3 tips to be account...a...ble

So how do we hold ourselves accountable for getting outstanding results? Here are 3 tips to help:

  • Set clear expectations - by having a conversation as to whether what's expected is actually in line with what drives someone, you are setting things up to ensure goals are aligned with expectations
  • Set the standard - leaders have a job in setting standards. If a certain level of performance is expected, then the leaders should regularly exceed this standard so as to show others how it's done
  • Hold people to account - standards and expectations are in place for a reason. Show why they matter and what it will be like when they are achieved. If this isn't in line with the desires of those involved, then maybe it's time for them to look at other options.

This week, look at you and your teams results and are they where you want them to be. If yes, awesome and keep going! If no, try implementing these 3 tips and see what changes as a result.

If this resonated, please share with your networks so they can benefit. To develop these skills further, send "Inspire me" to and we can help you and your teams become true leaders.

Have an awesome week!

Paul Farmer


The queryRepositories operation

From Plnwiki

Provides the selected properties of selected repositories in the system.

Arguments: String query - The text of a web services SQL-like query used to specify both the repository properties to be returned and the criteria used to filter the repositories to be returned.

Result: List<RepositoryWsResult> with the selected properties of the selected repositories.


Bethesda / Zenimax makes studio change name after trademark spat

Prey for the Gods will now be known as Praey for the Gods

Prey for the Gods, an indie game heavily inspired by Shadow of the Colossus, has had to undergo a name change. The studio behind the successful KickStarter project provided an update that the new title would be “Praey for the Gods”. The reason for all this? Bethesda decided that usage of the word “Prey” was a problem.

Prey, the sci-fi horror first person shooter, is releasing tomorrow. The reboot/reimagining of the early Xbox 360 title is coming off some favourable impressions. You might notice that the single word title of “Prey” happened to also appear in the title “Prey for the Gods”. This was seen as a trademark issue prompting ZeniMax, parent company of Bethesda Softworks, to contact the developers of Prey for the Gods, No Matter Studios.

In the newsletter which announces the name change, No Matter Studios goes into detail about why this all went down. They acknowledge that while they did not want to change to the name, they decided it was the best course of action to simply do so. While the studio believes they could have fought the claim, it might have gotten too complicated for a three man team to handle. From the time constraints to the funding of legal action, it was just easier for them to change the name.

Below is a small snippet from the newsletter but it really puts a shine on how something like this can effect a studio:

“While we disagree with their opposition we were able to come to an agreement.

This is not the first time a single word triggered ZeniMax’s legal protection of trademark. Some might remember back in 2012, the entire “Scrolls” fiasco. This is what happened to Minecraft developer Mojang’s then in development game Scrolls. ZeniMax claimed that because the word “Scrolls” is used in the title of their popular franchise “The Elder Scrolls”, it was violating their trademark. This was settled, with Scrolls keeping its name, but that no Elder Scrolls type game would be developed. In 2015, they did this all over again with another small indie game, Fallout Fortress.

While this entire situation is upsetting, Praey for the Gods is still in development. The game made a splash back in 2015 with a reveal trailer which you can find above. Many took notice of the Shadow of the Colossus style gameplay and the scope of the creatures. The following year, the KickStarter commenced and it did not take long for players to show their support. The project went well over the $300,000 goal raking in over $500,000. While small updates were going on, the only real big news was the change of the name.

Praey for the Gods is still scheduled for release towards the end of 2017 for PlayStation 4, PC and Xbox One. Before that a closed alpha stage is planned to release to backers of the project but no timeframe has been given just yet. Hopefully no more roadblocks will hit No Matter Studios and Praey for the Gods can have a smooth launch.

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Cloud HR Tech: 2 Common Mistakes – And How To Avoid Them

Trent Wai-Poi

HR is moving to the cloud. You have no doubt heard this many times, and your leaders and decision makers are hearing it too. The expectations being set by cloud vendors are speed, agility, and visual delights. So why is it so hard to implement cost-effective and agile HR technology?

Why is it so difficult to get HR tech right?

At most organizations, HR and payroll systems have been in place for some time, and most do what they say they’ll do: Pay and store HR information. However, most were not created using the latest technology, thinking, or ideas. Expert users within the organization often follow the advice and expertise of vendors and other users when it comes to core HR and payroll systems.

What we don’t do is consider what we can learn from the latest systems and technology and apply those concepts to our core HR. By applying some of these tools and techniques, you can provide better systems and processes for your end users.

What are the most common mistakes people make with cloud HR technology?

Cloud software is the future of HR technology, and it should be the first consideration for your HR technology needs. I see two common mistakes:

  1. Organisations get blinded by what cloud products offer, but they fail to put enough thought into how the products strategically align to existing HR technology. Often organisations end up with multiple products that provide the same process, and no strategy on how processes and systems should be delivered.
  2. Organisations do not align the purpose of purchasing new software to organisational goals. I often see alignment of new technology to HR or “people” goals, but not to the organization’s business drivers. If HR technology is to be taken seriously, it needs to solve real business issues.

What are the top 3 pieces of advice about implementing HR technology?

  1. It will be uncomfortable at times. Don’t ignore the challenges; they will need focus and attention.
  2. Don’t start by thinking about the benefits the new tech will bring to HR. Instead, focus on the benefits it will bring the business and how it will help fulfill business goals.
  3. Act and deliver quickly. The quicker you can respond to needs, the more you will build credibility and reduce long-term costs.

To learn more about the latest HR technology opportunities, including strategies for creating an HR digital transformation roadmap, attend SAP SuccessConnect 2016 on in Sydney 24-25 October. Here are some of the hot topics that will be covered during the 2-day conference.

Trent Wai-Poi

About Trent Wai-Poi

Trent Wai-Poi is an HCM Consultant at SAP SuccessFactors, who is based in New Zealand Trent is a business advocate in HR technology and process and has worked in both private and public sector roles leading a number of HR implementations and transformation initiatives. Trent’s experience covers roles such as business owner for on premise HR software as well as managing multiple HR SaaS delivery. He has also led HR process improvement and implemented a continuous delivery approach to HR technology.


I WOULD like to pick up on one aspect of the letter by Richard Bayley, manaing director of North Essex Garden Communities Ltd, in the Gazette (March 15).

He claims: “In Essex and particularly North Essex, there is a real shortage of homes in that middle range."

Presumably he is also trying to claim the garden communities are the answer to this problem.

A similar claim, that north Essex is in some kind of “special needs” situation, is at the introduction to the Interim Business Plan for North Essex Garden Communities Ltd, about to be scrutinised by Colchester Council.

Apparently, Essex, especially north Essex, is underperforming economically.

To make this dubious claim they use data, published by the Office of National Statistics, called Gross Value Added.

The ONS itself states that “while GVA per head can be a useful way of comparing regions of different size, comparisons can be affected by commuting flows into or out of the region. They should therefore be used with caution”.

Exactly the situation we have in North Essex, compounded by recent significant housing growth, and increasing numbers of commuters.

In my opinion, the special needs problem in North Essex, especially Colchester, where I’ve lived most of my life, is that too many homes have been built on the back of public sector land sell off and government help to buy, with insufficient infrastructure investment to support the additional population.

If there is an economic underperformance it’s that and it also affects the health and wellbeing of Colchester residents.

So rather than cherry-picking information, including invalid data, to try and justify an end goal of massive new towns and claiming that he knows the answer to what is actually a national housing problem, why not have a look at one prime site in Colchester which has now become available for a development of mixed tenure housing, the Cultural Quarter.

But maybe that’s too small to be interesting.

I would be very interested to see any validated economic argument from NEGC Ltd which substantiates the need for such large-scale developments as proposed in local plan section 1 and the opportunity to analyse and debate it.

The Planning Inspector wasn’t satisfied; do we now have that evidence?

Neil Gilbranch


photo of Steven Meyers

When people ask me what makes an education at Roosevelt University distinctive, I explain that we are more ambitious than many colleges because of our social justice mission. Students learn more than important knowledge or facts at Roosevelt. We go beyond an education of the head, and provide an education of the heart. Our University provides a value-rich experience in which students become more aware of social inequalities, discover why they should care, and develop compassion and empathy.

In my child psychology classes, for example, students learn about the experiences of children growing up in communities that lack economic resources and opportunities. They learn about differences in access to high quality schools and mental health care. They read or even gather first-hand stories of children who live in neighborhoods where gun violence is common.

There is an unintended consequence when students learn about deeply engrained social problems. Many become discouraged, feel helpless, or view these issues as hopeless. They can feel small in light of problems that are so large. There is a frustration that comes with knowing and caring, an uncertainty about how to act, and doubt about whether they can make a difference.

To fulfill our mission as a social justice institution, an education at Roosevelt University needs to address head, heart and hands. In this essay, I provide illustrations of how they — and others — can make a difference. I also highlight some perceptual barriers that discourage people from becoming agents of change and suggest different ways of thinking about these myths.

The most immediate way to make a difference is to volunteer and provide direct assistance to someone in need. Some people have an existing connection and know where they can offer help. Other people need to do research using resources such as to learn about places that welcome volunteers.

In my classes at Roosevelt University, I facilitate students’ community involvement by using service learning. Students work directly with people in need and assist at locations such as schools, hospitals and social service agencies. They reflect on the relevance of course material to their site work and connect learning with life. Through service learning or volunteering, people not only learn about the circumstances of those in need of assistance, but also about the broader issues that affect their lives.

People also can make a difference when they become civically engaged. This starts with registering to vote (an easy resource is, and casting ballots on Election Day. I also teach students how to become legislative advocates. This process involves researching their elected officials and pending legislation (a site I recommend for this task is My students have written to their state legislators and set up meetings to lobby for expanding early childhood education funding, supporting after-school programs, and increasing the number of counselors in public schools. If this process seems daunting, it can be easier to join an advocacy or interest group that compiles information, conducts legislative research and organizes outreach efforts.

There are other ways to address social inequalities that are outside of the political sphere. An “education of the hands” can involve public informing through social media, blogs or video (see below for an example created by my students). Others may develop and circulate petitions; participate in demonstrations, boycotts or protests; and organize fundraising.

Some students doubt their abilities to engage in advocacy or activism. I share stories of how ordinary people have made a difference, especially when they have coordinated their efforts.

Some students are instead uncertain of where to begin. I ask them about what they truly care about and ask them to follow their passion. My students recently shared a range of their own top concerns — the money gap between rich and poor, racism, education inequalities, heath care access, homelessness, women’s rights, assistance provided to military veterans, and homophobia.

A narrowed focus allows people to develop expertise, forge networks, and can insulate against overcommitment. Slicing a larger cause (like homelessness) into a local application (like advocating for a new homeless shelter in a particular location) allows for greater traction as well.

A final perceptual barrier that I address is the “one and done” myth. A sustained effort is required to create social change. Many people intuitively understand how this is true for dieting or exercise— the benefits need persistence rather than one valiant act. The same holds true for helping people and communities overcome deep challenges.

Additional Stories...

Stefan Milinkov
Business, Academic & Artistic Excellence, Alumni, Real World Experience

Roosevelt University attracts students of all backgrounds who share a passion for learning and desire to effect positive change in their professional careers. Stefan Milinkov, a 2013 graduate of Roosevelt’s Master of Science in Accounting Forensics (MSAF) program, is a testament to the institution’s ability to transform careers on an international level.

Marisha Truong
Business, Alumni, Academic & Artistic Excellence, Real World Experience

Finding a “dream job” may often seem like an unattainable task, but one Roosevelt University alumna is proof that it can be done.

Rayford Barner
Education, Business, Real World Experience, Alumni