The HTTP/1.1 Connector component is a Connector implementation that supports the HTTP/1.1 protocol. It enables Catalina to function as a stand-alone web server, in addition to its ability to execute servlets and serve JSP pages. A particular instance of this component listens for connections on a configured TCP/IP port number on the server. One or more such connectors can be configured, each forwarding requests to a particular Engine for processing.
This Connector is configured by including a
<Connector>
element in your conf/server.xml
configuration file, nested inside a Service element.
All connectors that you have configured are automatically attached to the
Engine that is specified after the connector.
At server startup time, this Connector will create a number of processor
threads (based on the value of the minProcessors
property). Each
incoming request requires a thread, and the associated processor, for the
duration of that request. If more simultaneous requests are received than
can be handled by the current set of available processors, additional threads
(and associated processors) will be created up to the configured value of the
maxProcessors
property, which defines the maximum number of
simultaneous requests this connector is allowed to process.
The HTTP/1.1 Connector supports the following attributes:
| Attribute | Description |
|---|---|
acceptCount |
The maximum queue length for incoming connection indications that will be allowed on our server socket. If a connection indication arrives when the queue is full, the connection is refused. If not specfied, a backlog of 10 will be allowed. |
address |
For servers with more than one IP address, this property specifies which address will be used for listening on the specified port. If not specified, this port number will be used on all IP addresses associated with this server. |
bufferSize |
The size (in bytes) of the buffer to be provided for input streams created by this connector. Increasing the buffer size can improve performance, at the expense of higher memory usage. If not specified, a buffer size of 2048 bytes will be provided. |
className |
Java class name of the implementation to use. Must be specified
as org.apache.tomcat.connector.http.HttpConnector
to use the standard implementation.
|
debug |
The debugging detail level of log messages generated by this connector, where higher numbers create more detailed output. If not specified, the debugging detail level will be set to zero (0). |
enableLookups |
Set this attribute to true to enable DNS lookups of the
remote host name when request.getRemoteHost() is called.
If lookups are disabled, the remote IP address (as a String) is
returned instead. By default, DNS lookups are enabled.
|
maxProcessors |
The maximum number of processor threads that will ever be created by this Connector, which therefore determines the maximum number of simultaneous requests that can be handled. If not specified, the maximum will be set to 20. |
minProcessors |
The number of processor threads that will be initialized when this Connector is first started. If not specified, 5 processors will be initialized. |
port |
The TCP/IP port number on which this connector should listen for client connections. Your operating system will allow only one server application to listen to a particular port at a particular time. If not specified, port 8080 will be used. |
proxyName |
If specified, this value will be used as the value returned by
request.getServerName() , instead of the value included
on the Host header. This is useful when running Tomcat
behind a proxy server (or a web server acting as a proxy server)
on a different host. See
Proxy Support, below, for more
information on running behind a proxy server.
|
proxyPort |
If specified, this value will be used as the value returned by
request.getServerPort() , instead of the value specified
by the port attribute. This is useful when running
Tomcat behind a proxy server (or a web server acting as a proxy server).
See Proxy Support, below, for more
information about running behind a proxy server.
|
This Connector supports all of the required features of the HTTP/1.1 protocol as described in RFC 2616, including persistent connections and chunked encoding. If the client (typically a browser) supports only HTTP/1.0, the Connector gracefully falls back to supporting this as well, so that interoperability is maximized. No special configuration is required to enable this support.
Any debugging or exception logging information generated by this Connector will be sent to the Logger associated with the Engine which is used to process requests for this Connector.
You can enable SSL support for an instance of this Connector by configuring an appropriate socket factory, as follows:
| Attribute | Description |
|---|---|
algorithm |
The certificate encoding algorithm to be used. If not specified, the
default value is SunX509 .
|
className |
The fully qualified Java class name of the SSL socket factory. With the
standard HTTP 1.1 connectory, you must specify
org.apache.catalina.net.SSLServerSocketFactory here.
|
clientAuth |
Set to true if you want the SSL stack to require a valid
certificate chain from the client before accepting a connection. A
false value (which is the default) will not require such
a certificate chain.
|
keystoreFile |
The pathname of the keystore file from which the server certificate is loaded. By default, the pathname is the file ".keystore" in the home directory of the operating system username that is running Tomcat. |
keystorePass |
The password used to access the server certificate from the keystore file identified above. If not specified, the default value is "changeit". |
keystoreType |
The type of keystore file to be used for the server certificate. If not specified, the default value is "JKS". |
protocol |
The version of the SSL protocol to use. If not specified, the default value is "TLS". |
Successful use of SSL support requires that you have installed the JAR
files from the Java Secure Sockets Extension (JSSE) package into your
conf/server
directory.
The proxyName
and proxyPort
attributes can be used
when Tomcat is run behind a proxy server. These attributes modify the values
returned to web applications by the request.getServerName()
and
request.getServerPort()
methods, which are often used to construct
absolute URLs for redirects. Using the modified values will cause redirected
requests to be flowed through the proxy server as well, instead of directly to
the port on which Tomcat is listening.
Proxy support can take many forms. The following outline assumes that you are running Tomcat behind an Apache web server (listening to port 80) on the same server that Tomcat is running on, and you wish to have all requests flow through Apache, but forward requests for a particular web application to Tomcat for processing.
mod_proxy
module. If you are building from source, the
easiest way to do this is to include the --enable-module=proxy
directive on the ./configure
command line.httpd.conf
file for each
web application that you wish to forward to Tomcat. For example:
ProxyPass /myapp http://localhost:8081/myapp ProxyPassReverse /myapp http://localhost:8081/myapptells Apache to forward all requests sent to URLs like
http://localhost/myapp/*
to be forwarded the Tomcat
connector listening on port 8081.<Connector className="org.apache.catalina.connector.http.HttpConnector" port="8081" ... proxyPort="80" proxyName="www.mycompany.com"/>which will cause servlets in this web app to think that the request was directed to
www.mycompany.com
on port 80
.
proxyName
attribute from the
<Connector>
element. If you do so, the value
reported by the request.getServerName()
method will be
the hostname to which Apache forwards (in the configuration described
above, it would be "localhost").<Service>
, the requests to either port will be
processed by exactly the same set of web applications. You might want
to use the IP filtering features of your operating system to restrict
connections for port 8081 to come from only the local host
(which is presumably the Apache web server).<Service>
that contains a
<Connector>
configured for proxying, as above.<Engine>
,
<Host>
, and <Context>
entries for the web applications accessible via proxying.<Valve>
line).NOTE - Unlike the usual situation when Tomcat is used behind a web connector, Tomcat will serve all requests (including static files) for the specified web application.


From its inception, Virtual Reality has been used for media, from attempts at 3D effects in movies, to new 360-degree short films; and with growing demand for VR, more and VR-oriented content is being produced. As the IDC predicts, VR and AR shipments are expected to increase by over 1.5 million units, to 7.6 million units shipped in 2019 (Mott, 2019). Demand like this shows, when It comes to the media that usually sells right alongside the hardware.
Best-selling game Superhot (2016) recently was overtaken by its VR-oriented sibling Superhot VR (2017), with the latter selling over 800,000 units (Hayden, 2019b). The VR title is currently ranked as a “Platinum” game on Steam, putting the game alongside other best-sellers like Beat Saber, which also set its own records, shipping over one million copies as of March 2019 (Hayden,2019a). The developers Superhot Team attribute part of their VR success to the 2018 holiday season, which may also be partly due to Beat Saber having their initial release on PlayStation VR on November 20th of 2018.
This comes as the developers had reservations about the strength of the VR market, expecting Superhot VR to, “not [be] impactful at all, because VR was very, very small, basically, at that point,” Tomasz Kaczmarczyk told MIXED, a German VR publication (Hayden, 2019b). A similar story came from Beat Games’ Jaroslav Beck, one of the developers of Beat Saber, “…guys from the industry who we spoke with [including advisors and long-time industry professionals] told us we’re freaks if you think we can get this number” (Hayden, 2019a). Nevertheless, these games maintain their places at the top of the VR charts, partly due to the constant influx of new VR owners.
Alongside new VR only games, older games are seeing new life as VR enabled titles like The Elder Scrolls V: Skyrim VR (2018) or Fallout 4 VR (2017). Recently, No Man’s Sky (2016), just announced a new VR update to the game, a welcome improvement after a particularly rocky launch.
Besides videogames, there are various new forms of VR content available, with some major players getting onboard to serve this new content. To begin, Wescover, a service that helps you discover art and its creators’ ideas about them, has partnered with Google Lens, AR app which gives helps users search by simply taking pictures of things (Jaehnig, 2019). With this partnership, Wescover hopes to provide a frictionless experience to users of Google Lens, by instantly giving users info on the artist and leading to the Wescover site for other works in the area. Wescover is slowly publishing their content onto Google Lens, starting with a special experience, mapping San Franciscan Art and making use of Google Lens for the info behind the works.
In more traditional media, Amazon is making inroads by getting their Prime Video on the newest Oculus headsets (Oculus VR, 2019). Amazon is touting the ability for users to simulate their own personal theater to watch traditional 2D Prime Originals like The Marvelous Mrs. Maisel, Good Omens, and Oscar-nominated Cold War. Amazon is also adding true 360-degree content, hosting Emmy-nominated short film Invasion! and documentary Greenland Melting, a film from NOVA and Frontline about climate change’s effect on the artic island.


This test checks that the cursor covers the next character to be overwritten in overtype mode instead of being painted as a caret (1px width bar)


The easiest way is to edit the HTML style or the HTML code directly. However, those edits are overwritten the next time you compile the Doconce document to HTML. The edits should therefore be automated using doconce subst (for regular expression editing) or doconce replace (for plain text substitution editing) commands in the file where you run doconce format html mydoc. For example, say you want narrower gray admonition boxes with a much thicker boundary. The .alert style must then be changed, more precisely the border and the width specification:
doconce replace 'border:1px' 'border:11px' mydoc.html doconce replace 'width: 75%;' 'width: 35%' mydoc.html
Another way to control the layout is to copy the style in the HTML file into a .css file, edit that file as you like, and provide the file as part of the compilation using the --css=mystyle.css flag.
The standard of way of completely controlling the HTML format is to use an HTML template. The Doconce source is then the body of text (leave out TITLE: to get HTML without a header and footer). The --html_template=filename command-line option will then embed the Doconce text in the specified template file, where you can use style sheets and desired constructs in the header and footer. The template can have "slots" for a title (%(title)s), a date (%(date)s), and the main body of text (%(main)s). For typesetting code, pygments is used (if installed) and can be turned off by --no_pygments_html (leaving code in gray boxes).
The easiest way is to get fancy layouts in HTML is to use the sphinx format and one its many themes.
The HTML header that Doconce generates contain special styles for figure captions and the horizontal rule above figures. When using templates these styles are not defined, resulting in a rule that spans the width and a centered caption. Changing the appearance of the rule and caption can either be done by inserting styles or simply by automatic editing of the HTML code in a little shell script:
doconce replace '
' \ '
' mydoc.html doconce replace '
' \ '
' mydoc.html
Given a problem, extract a small portion of text surrounding the problematic area and debug that small piece of text. Doconce does a series of transformations of the text. The effect of each of these transformation steps are dumped to a logfile, named _doconce_debugging.log, if the to doconce format after the filename is debug. The logfile is inteded for the developers of Doconce, but may still give some idea of what is wrong. The section "Basic Parsing Ideas" explains how the Doconce text is transformed into a specific format, and you need to know these steps to make use of the logfile.
The (parts of) files with computer code to be directly included in the document are first copied into verbatim blocks.
All verbatim and TeX blocks are removed and stored elsewhere to ensure that no formatting rules are not applied to these blocks.
The text is examined line by line for typesetting of lists, as well as handling of blank lines and comment lines. List parsing needs some awareness of the context. Each line is interpreted by a regular expression:
(?P<indent> *(?P<listtype>[*o-] )? *)(?P<keyword>[^:]+?:)?(?P<text>.*)\s?
That is, a possible indent (which we measure), an optional list item identifier, optional space, optional words ended by colon, and optional text. All lines are of this form. However, some ordinary (non-list) lines may contain a colon, and then the keyword and text group must be added to get the line contents. Otherwise, the text group will be the line.
When lists are typeset, the text is examined for sections, paragraphs, title, author, date, plus all the inline tags for emphasized, boldface, and verbatim text. Plain subsitutions based on regular expressions are used for this purpose.
The final step is to insert the code and TeX blocks again (these should be untouched and are therefore left out of the previous parsing).
It is important to keep the Doconce format and parsing simple. When a new format is needed and this format is not obtained by a simple edit of the definition of existing formats, it might be better to convert the document to reST and then to XML, parse the XML and write out in the new format. When the Doconce format is not sufficient to getting the layout you want, it is suggested to filter the document to another, more complex format, say reST or LaTeX, and work further on the document in this format.
As part of comments (or doc strings) in computer code one often wishes to explain what a function takes of arguments and what the return values are. Similarly, it is desired to document class, instance, and module variables. Such arguments/variables can be typeset as description lists of the form listed below and placed at the end of the doc string. Note that argument, keyword argument, return, instance variable, class variable, and module variable are the only legal keywords (descriptions) for the description list in this context. If the output format is Epytext (Epydoc) or Sphinx, such lists of arguments and variables are nicely formatted:
- argument x: x value (float), which must be a positive number. - keyword argument tolerance: tolerance (float) for stopping the iterations. - return: the root of the equation (float), if found, otherwise None. - instance variable eta: surface elevation (array). - class variable items: the total number of MyClass objects (int). - module variable debug: True: debug mode is on; False: no debugging (bool variable).
The result depends on the output format: all formats except Epytext and Sphinx just typeset the list as a list with keywords.
- module variable x:
- x value (float), which must be a positive number.
- module variable tolerance:
- tolerance (float) for stopping the iterations.
| [Ref1] | (1, 2) H. P. Langtangen and G. Pedersen. Propagation of Large Destructive Waves, International Journal of Applied Mechanics and Engineering, 7(1), pp. 187-204, 2002. |
| [Ref2] | H. P. Langtangen, K.-A. Mardal and R. Winther. Numerical Methods for Incompressible Viscous Flow, Advances in Water Resources, 25, pp. 1125-1146, 2002. |
| [Ref3] | H. P. Langtangen. Numerical Solution of First Passage Problems in Random Vibrations, SIAM Journal of Scientific and Statistical Computing, 15, pp. 997-996, 1994. |
| [Ref4] | (1, 2) K.-A. Mardal, G. W. Zumbusch and H. P. Langtangen. Software Tools for Multigrid Methods, Advanced Topics in Computational Partial Differential Equations -- Numerical Methods and Diffpack Programming, edited by H. P. Langtangen and A. Tveito, Springer, 2003. |
| [Ref5] | H. P. Langtangen. The FEMDEQS Program System, Department of Mathematics, University of Oslo, 1989. |


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Press release
Ofsted reports to North Somerset Council following inspections
Following inspections of 17 North Somerset schools between March and April 2014, Ofsted writes to North Somerset Council with its findings.
The focused inspections are part of a concerted programme of action by Ofsted to establish why children in some parts of the country have a much lower chance of attending a good or better school than their peers in other similar areas.
In North Somerset, Ofsted’s main concern centres on the comparatively low number of good or outstanding primary schools in the area.
17 schools were inspected during the focused inspection activity. These included 14 primary schools, 2 junior schools and one infant school.
During the inspections, Ofsted also gathered information on the use, quality and impact of North Somerset Council’s support for school improvement by asking additional key questions of headteachers and governors.
Of the 17 schools inspected, 11 schools were judged to be good at their last inspection and 6 were graded satisfactory/ requires improvement.
Following the focused inspection activity the schools’ performance has improved where:
-
2 were judged outstanding
-
12 judged good and
-
3 judged requires improvement
Bradley Simmons, Ofsted’s South West Regional Director said:
The outcome of the focused inspections presents an encouraging picture. I am pleased to see that the number of good and outstanding schools in North Somereset are on the rise.
The improvement is due to the hard work of teachers, school leaders and the council’s effective school improvement support of its primary schools. All have played a part in contributing to the positive inspection outcomes.
However, inspections revealed some common areas for improvement including a stronger focus on most able pupils and ensuring that marking helps pupils to improve the quality of their work.
The letter sent to the local authority has been published on
North Somerset’s page on Ofsted’s reports website
.
-
The letter to North Somerset Council can be found
online
.
-
Schools inspected in the focused inspections
|
URN
|
School
|
|
109099
|
Windwhistle Primary School
|
|
109074
|
Portishead Primary School
|
|
109101
|
Winscombe Primary School
|
|
109183
|
Backwell Church of England Junior School
|
|
109090
|
Banwell Primary School
|
|
109240
|
Burrington CofE VA Primary School
|
|
109108
|
Golden Valley Primary School
|
|
134830
|
St Georges VA Church Primary School
|
|
109103
|
Locking Primary School
|
|
109219
|
Christ Church CofE Primary School
|
|
109189
|
Dundry Church of England Primary School
|
|
109238
|
St Joseph’s Catholic Primary School
|
|
109082
|
Grove Junior School
|
|
109088
|
Hannah More Infant School
|
|
109095
|
Uphill Primary School
|
|
109120
|
Walliscote Primary
|
|
109215
|
Churchill CofE Primary
|
-
On 17 January 2013, Ofsted announced the first wave of focused school inspections across local authority areas, where children are being denied the standard of education they deserve. The press release is available
online
.
-
Local authority areas were selected for the focused school inspection programme on the basis of the relative proportion of children attending good or better primary schools, as set out in the last Ofsted Annual Report, and Ofsted data on the proportion of children attending good or better secondary schools, as well as any relevant inspection evidence gathered during the autumn 2012 term. These are standard section 5 inspections, which were scheduled to take place this academic year and include all types of schools – although the majority will be primary schools.
-
Ofsted’s Annual Report
is online.


Martí Bosch
February 4, 2019
👨 publishes a paper with the results Y of a applying the model f to the datasets X
Imagine a paper with results Y and sharing the model's code f
🙋 has access to the dataset X. Will 🙋 be able to reproduce the results Y?
The results Y of running code f on dataset X might depend on the OS, system libraries, Python version and libraries...
These change really fast, so chances that 👨 and 🙋 obtain the same results Y can be quite low
Say 🙋 has access to the same environment as 👨
Furthermore, say 🙋 has access to the dataset X, that is a file named g100_clc12_V18_5.tif
Yet the code shared by 👨 might look like
with rasterio.open(
"~/my-data/clc_2012_cropped_reclassified.tif") as src:
clc_arr = src.read(1)
Then 🙋 contacts 👨 by email:
clc_2012_cropped_reclassified.tif
?tif
with QGIS some months ago, I don't remember exactly howChances that 👨 and 🙋 obtain the same results Y are very low
The focus of this workshop is on creating reproducible analysis case repositories
Say that 👨 includes a git repository for his analysis case, with all the scripts needed to preprocess the raw data
How do we ensure that 🙋 can reproduce the results in her 💻 ?
Consist of:
numpy==1.13.3
pandas==0.23.4
matplotlib==3.0.2
...
They are virtual because they are isolated from the OS libraries\(\dagger\)
Two main approaches
requirements.txt
file\(\dagger\) Python packages can often depend on non-Python libraries
🙋 might still not be able to reproduce the results since she has GDAL 2.2.4 and 👨 has GDAL 2.2.2
environment.yml
fileIf 👨 shares his environment.yml
, 🙋 should be able to fully reproduce the results
There is no magic solution for it... Just organization
├── notebooks <- Jupyter notebooks
├── reports <- Generated analysis as HTML, PDF, LaTeX, etc.
│ └── figures <- Generated graphics and figures to be used in reporting
│
├── data
│ ├── interim <- Intermediate data that has been transformed.
│ ├── processed <- The final, canonical data sets for modeling.
│ └── raw <- The original, immutable data dump.
│
├── models <- Trained and serialized models, model predictions, or model summaries
│
├── src <- Source code for use in this project.
│ ├── __init__.py <- Makes src a Python module
│ ├── data <- Scripts to download or generate data
│ │ └── make_dataset.py
│ ├── features <- Scripts to turn raw data into features for modeling
│ ├── models <- Scripts to train models and then use them to make predictions
│ │ ├── predict_model.py
│ │ └── train_model.py
│
├── Makefile <- Makefile with commands like `make data` or `make train`
├── requirements.txt <- The requirements file for reproducing the analysis environment
├── setup.py <- makes project pip installable (pip install -e .) so src can be imported
└── tox.ini <- tox file with settings for running tox; see tox.testrun.org
(I have ommited some details so the tree can fit)
Although most templates are designed for Machine Learning analysis cases, the key principles are also relevant for Geospatial data science
Many geo-Python packages depend on GDAL, so it is strongly recommended to use conda
Tools like Binder can automatically build an executable environments (Docker images) for a repository with an environment.yml
, so anybody can execute the repository's notebooks
Do not overwrite raw data - especially not manually
Any processed data should be stored in separate files (preferably separate folders too)
An analysis case can be modeled as a directed-acyclic graph (DAG), with two kinds of nodes:
Dataset states
Data processing steps
and edges link dataset states as inputs/outputs of data processing steps
In order to avoid the clc_2012_cropped_reclassified.tif
issue above, you might use make (or more advanced tools like snakemake, airflow...)
RAW_DATASET_FP = data/raw/immutable_dataset.csv
FEATURE_DATASET_FP = data/processed/feature_dataset.csv
TRAIN_DATASET_FP = data/processed/train_dataset.csv
TEST_DATASET_FP = data/processed/test_dataset.csv
TRAINED_MODEL_FP = models/trained_model.csv
extract_features:
python src/features/extract_features.py -i $(RAW_DATASET_FP) -o $(FEATURE_DATASET_FP)
split_dataset: extract_features
python src/data/split_dataset.py -input $(FEATURE_DATASET_FP) -o $(TRAIN_DATASET_FP) \
-o $(TEST_DATASET_FP)
train_model: split_dataset
python src/models/train_model.py -i $(TRAIN_DATASET_FP) -o $(TRAINED_MODEL_FP)
validate_model: train_model
python src/models/validate_model.py -i $(TEST_DATASET_FP) -o $(VALIDATED_MODEL_FP)


pnpm
Fast, disk space efficient package manager for Node.js.
Manage Node.js projects and their module dependencies.
More information: home page
- Create a `package.json` file:
pnpm init
- Download all the packages listed as dependencies in `package.json`:
pnpm install
- Download a specific version of a package and add it to the list of dependencies in `package.json`:
pnpm add module_name@version
- Download a package and add it to the list of [D]ev dependencies in `package.json`:
pnpm add -D module_name
- Download a package and install it [g]lobally:
pnpm add -g module_name
- Uninstall a package and remove it from the list of dependencies in `package.json`:
pnpm remove module_name
- Print a tree of locally installed modules:
pnpm list
- List top-level [g]lobally installed modules:
pnpm list -g --depth=0


I am a Republican as well, ...without Trump there is no Republican party the ones in Congress are weak and useless, against his evil radical Democrats Our country is lost 😞
@CasanovaFrankenstein Have you heard Trump speak? I feel like I’m watching a fifth grade debate.  Very non-presidential for the highest office in the entire world.
@Gmc3399 Unfortunately the Republican tower is falling because of Trumps behaviors which is so sad. I think the independent Republicans like you and I are fed up with Trump. I hope we can bring back a true Republican to the White House in 2024!
@CasanovaFrankenstein I don’t know about that. I think he just through Pence under the bus claiming that he can do something today in the Electoral college vote count knowing damn well there is nothing Pence can do to change things.
Trump is a big showman, an actor to get what he wants.
@Selecting What I do know is that it's interesting times ahead. I don't have much confidence in how good those times will be, but hopefully I'm wrong. Peace.
 Things couldn’t get worse.
Listen to Biden speak, at least he is intelligent, empathetic, wise, will protect our second amendment because he is a hunter and he is actually married to an intelligent woman.
 I won't waste time trying to influence the brainwashed, but I guarantee you that things are about ready to change and VERY drastically. Hang tight. All your pedophile snowflakes are about to be rounded up and jailed. And I can't wait!
 I am a Republican who can’t wait to see Trump impeached again or in jail. You just wait and see!
@Selecting Guarantee you it won't happen. Are you naive enough to believe that Trump is fighting the election? Bud, it is SO much bigger than that! His 3-year in the making plan is to destroy the whole Deep State! Like him or not, he is the ONLY one that can do it. There are multiple members on the Supreme Court involved. Hell, Roberts (and Pence) are pedophiles. I won't share anything further publicly, as you could be a Biden troll for all I know. But once the dust settles, get ready for 4 more years of Donald Trump.
Starting the war with politicians first would be a mistake. Starting it with them second would be good. Start with the people who are controlling the information.
I love the FB site, but you only post Memes here. There’s no information. Oh, and the 2 times I posted actual information on FB y’all didn’t post it. Not sure about this site at all!
This is like the new Tweeter! No pictures unless posted directly on your own page. Their group on MeWe is comparable to Facebook and will allow you to post pictures. The admins just posted a list of their other platform addresses on their Facebook page. Try connecting with the group on MeWe. It’s just a matter of time before FB takes the group down for good on Facebook.
Praying for this country!!! And for my brothers and sisters to give them strength to fight like never before! Please make us fearless and strong. Amen.
It’s time to go...
ITS AN EXCITING TIME TO BE AN AMERICAN !!!! TRIMP2020
Yes please Mr President
Listen. Important. Very. Obama behind it all. Italy involved.
Biden is a pedophile
It's time to defend our country from these Demoncraps and the Rino's. It looks like the only way to save America is to start a war with them.
I love the FB site, but you only post Memes here. There’s no information. Oh, and the 2 times I posted actual information on FB y’all didn’t post it. Not sure about this site at all!
I LOVE IT!!
Not gonna hold my breath.
Unfortunately, no he won't.
Anyone know how we can watch the dc broadcast live?
Parler is not allowing me to post pics.....here we go......starting to become just like facebook
Something seriously wrong with me but he actually rocks that outfit
Let's do this
Praying for this country!!! And for my brothers and sisters to give them strength to fight like never before! Please make us fearless and strong.
Amen.
Hold the line.

Just curious if anybody in this group is a financial advisor.
Do we yank out our savings and 401Ks before January 20th, or will they continue to be safe with the new dictatorship?
Lol. Fb banned me for 7


This is an introductory challenge. The purpose of this challenge is to give you a working I/O template in your preferred language. It includes scanning $2$ integers from STDIN
, calling a function, returning a value, and printing it to STDOUT
.
Your task is to scan two numbers, $A$ and $B$ from STDIN
, and print the sum $A+B$ on STDOUT
.
Note: The code has been saved in a template that you can submit if you want.
Input Format
You are given two integers, $A$ and $B$ on separate lines.
Output Format
Output an integer that denotes $A+B$
Constraints
$1 \le A, B \le 1000$
Sample Input
2
3
Sample Output
5


Delays
{{numberDelays}}
Days
{{totalTimeLost}}
{{date.CORDate.format("M/D/YY")}} to {{date.NCDDate.format("M/D/YY")}}
{{date.timeElapsed}}
Date COR Received:
Next Court Date:
Date is required.
COR received


public class ByteArrayReader extends java.lang.Object implements BufferReader
setMotorolaByteOrder(boolean)
.| Constructor and Description |
|---|
ByteArrayReader(byte[] buffer) |
| Modifier and Type | Method and Description |
|---|---|
byte[] |
getBytes(int index,
int count) |
double |
getDouble64(int index) |
float |
getFloat32(int index) |
short |
getInt16(int index)
Returns a signed 16-bit int calculated from two bytes of data at the specified index (MSB, LSB).
|
int |
getInt32(int index)
Returns a signed 32-bit integer from four bytes of data at the specified index the buffer.
|
long |
getInt64(int index)
Get a signed 64-bit integer from the buffer.
|
byte |
getInt8(int index)
Returns a signed 8-bit int calculated from one byte of data at the specified index.
|
long |
getLength()
Returns the length of the buffer.
|
java.lang.String |
getNullTerminatedString(int index,
int maxLengthBytes)
Creates a String from the _data buffer starting at the specified index,
and ending where
byte=='\0' or where length==maxLength . |
float |
getS15Fixed16(int index) |
java.lang.String |
getString(int index,
int bytesRequested) |
java.lang.String |
getString(int index,
int bytesRequested,
java.lang.String charset) |
int |
getUInt16(int index)
Returns an unsigned 16-bit int calculated from two bytes of data at the specified index.
|
long |
getUInt32(int index)
Get a 32-bit unsigned integer from the buffer, returning it as a long.
|
short |
getUInt8(int index)
Returns an unsigned 8-bit int calculated from one byte of data at the specified index.
|
boolean |
isMotorolaByteOrder()
Gets the endianness of this reader.
|
void |
setMotorolaByteOrder(boolean motorolaByteOrder)
Sets the endianness of this reader.
|
public long getLength()
BufferReader
getLength
in interface BufferReader
public void setMotorolaByteOrder(boolean motorolaByteOrder)
BufferReader
true
for Motorola (or big) endiannessfalse
for Intel (or little) endiannesssetMotorolaByteOrder
in interface BufferReader
motorolaByteOrder
- true
for motorola/big endian, false
for intel/little endianpublic boolean isMotorolaByteOrder()
BufferReader
true
for Motorola (or big) endiannessfalse
for Intel (or little) endiannessisMotorolaByteOrder
in interface BufferReader
public short getUInt8(int index) throws BufferBoundsException
BufferReader
getUInt8
in interface BufferReader
index
- position within the data buffer to read byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic byte getInt8(int index) throws BufferBoundsException
BufferReader
getInt8
in interface BufferReader
index
- position within the data buffer to read byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic int getUInt16(int index) throws BufferBoundsException
BufferReader
getUInt16
in interface BufferReader
index
- position within the data buffer to read first byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic short getInt16(int index) throws BufferBoundsException
BufferReader
getInt16
in interface BufferReader
index
- position within the data buffer to read first byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic long getUInt32(int index) throws BufferBoundsException
BufferReader
getUInt32
in interface BufferReader
index
- position within the data buffer to read first byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic int getInt32(int index) throws BufferBoundsException
BufferReader
getInt32
in interface BufferReader
index
- position within the data buffer to read first byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic long getInt64(int index) throws BufferBoundsException
BufferReader
getInt64
in interface BufferReader
index
- position within the data buffer to read first byteBufferBoundsException
- the buffer does not contain enough bytes to service the request, or index is negativepublic float getS15Fixed16(int index) throws BufferBoundsException
getS15Fixed16
in interface BufferReader
BufferBoundsException
public float getFloat32(int index) throws BufferBoundsException
getFloat32
in interface BufferReader
BufferBoundsException
public double getDouble64(int index) throws BufferBoundsException
getDouble64
in interface BufferReader
BufferBoundsException
public byte[] getBytes(int index, int count) throws BufferBoundsException
getBytes
in interface BufferReader
BufferBoundsException
public java.lang.String getString(int index, int bytesRequested) throws BufferBoundsException
getString
in interface BufferReader
BufferBoundsException
public java.lang.String getString(int index, int bytesRequested, java.lang.String charset) throws BufferBoundsException
getString
in interface BufferReader
BufferBoundsException
public java.lang.String getNullTerminatedString(int index, int maxLengthBytes) throws BufferBoundsException
BufferReader
byte=='\0'
or where length==maxLength
.getNullTerminatedString
in interface BufferReader
index
- The index within the buffer at which to start reading the string.maxLengthBytes
- The maximum number of bytes to read. If a zero-byte is not reached within this limit,
reading will stop and the string will be truncated to this length.BufferBoundsException
- The buffer does not contain enough bytes to satisfy this request.Copyright © 2003-2012 Drew Noakes. All Rights Reserved.


Company profile - Canadian Company Capabilities
Third-Party Information Liability Disclaimer
Some of the information on this Web page has been provided by external sources. The Government of Canada is not responsible for the accuracy, reliability or currency of the information supplied by external sources. Users wishing to rely upon this information should consult directly with the source of the information. Content provided by external sources is not subject to official languages, privacy and accessibility requirements.
Publicité Illico Hodes inc.
Legal/Operating Name:
Publicité Illico Hodes inc.
Mailing Address:
839, rue Sherbrooke EBureau 100
MONTRÉAL, Quebec
H2L 1K6
Location Address:
839, rue Sherbrooke EBureau 100
MONTRÉAL, Quebec
H2L 1K6
Tel.:<PHONE_NUMBER>
Tel.:<PHONE_NUMBER>
Fax:<PHONE_NUMBER>
Logo
Company Profile
A leader in talent acquisition solutions and services, Illico Hodes delivers an innovative, forward-thinking and robust cloud recruitment ecosystem that will support your growth.
EMPLOYER BRAND
Driving Force Behind Growth.
Understand where you come from, who you are and where you’re going. The brand is a beacon that helps the company steer in the right direction; it is uniquely positioned in the mind of its employees and candidates; it attracts and inspires.
TALENT ACQUISITION SERVICES
Attract and Engage the Best.
RECRUITMENT ECOSYSTEM
Integrated Solutions in the Cloud.
To hire the best talent today, it takes a Web ecosystem that is engaging and effective. From reaching, attracting, converting candidates to measuring. Lead the pack by building recruitment intelligence.
RITA CAREER SECTION
Create your Branded Career Section.
Our e-commerce career section platform combines our understanding of the candidates’ behaviour, our employer marketing expertise and the latest technologies.
RITA SOURCER
Recruit Smarter, Faster and Cheaper.
Simplify your life and save time with a complete candidate marketing platform with social sourcing and real time analytics.
CVMANAGER
Attract. Qualify. Hire.
Streamline your process with our talent acquisition solution. Because we focus, we are the best at what we do. Each year, the CVManager team designs many new functionalities according to three criteria: client's needs, market trends, technology
BRAND AMBASSADORS
Create a Driven Workforce.
CANDIDATE EXPERIENCE
Create Brand Advocates.
Full profile
Full profile
Contact information
Company description
541611 - Administrative Management and General Management Consulting Services
541899 - All Other Services Related to Advertising
Product / Service / Licensing
CVManager, a best of breed solution with the latest features. To ease your recruitment process and make sure you don’t lose one qualified candidate.
Aiming at operational excellence through
Simplicity
Flexibility
Reliability
Continuous improvement
Our intent is to provide candidates and users (recruiters, managers, etc.) with a positive experience and to improve the efficiency of the organization.
90% of the Solution is Configurable by You
Its flexibility makes it a self-serve solution by excellence.
Our easy-to-use administration module allows users to customize in real time and at no charge.
This solution is uniquely enhanced by our consulting team.
Since 1999, we continuously optimize the candidate database.
We believe our ongoing quest for efficiency translates into a powerful solution and database.
Scalable ATS Solution
CVManager will remain a targeted talent acquisition solution. Because we focus, we are the best at what we do. Each year, the CVManager team designs many new functionalities according to three criteria:
Client’s needs
Market trend
Technology
The CVManager Team Listens
We’ve been working in partnership with some of the best leaders in their respective sector and builded on CVManager Essential. We have successfully developed verticals.
CVManager Health Care
CVManager Education
CVManager Retail
For HR Management and Recruiters
Optimization of recruitment process
Automation of workflows
Email alert for difficult-to-fill positions in real time
Flexible and easy to customise
Time saver enabling better human resource planning
Performance indicators to objectively analyze vulnerability areas
Distribute job postings to more than 2 000 sites with RITA
For Hiring Managers
Applications received by email
Top applicants identified more accurately
HR more available to plan your staffing needs
Increased knowledge of market trends based on performance indicators
Increased contribution to human resource planning
For Candidates
Easy-to-use
Access to recruitment events calendar
Adapted forms to expertise
Automated response to applicants.
Personal file updated at their convenience and real time
Job alert that informs them of opportunities in their field of expertise
Our goal
Enable HR professionals to capitalize their candidate database and streamline their process.
Recruit Smarter, Faster and Cheaper.
Simplify your life and save time with a complete candidate marketing platform with social sourcing and real time analytics.
Post once and distribute to more than 1,600 job boards
Limit data entry: we offer career section and ATS synchronization
Measure your performance, predict and react, in real time
Centralize and manage all your sourcing activities
The Cornerstone of Your Recruitment Strategy
Build a foundational career website that drives more qualified traffic to targeted positions and demonstrates that your employer brand is connected and forward-thinking in its technology adoption.
In a recruitment ecosystem, the career section plays an influential role, it is showcasing your organization. A recruitment website should facilitate a coherent candidate experience that maximizes the conversion rate. For greater visibility, your career section must promote a synergy between your social media channels (LinkedIn, Facebook, Youtube, etc.).
We build career websites that combine our understanding of candidates' behavior, our employer marketing expertise and the latest technologies.
RITA Career Section Platform
Is inspired by e-commerce best practices
Generates more qualified candidates
Ensures a high conversion rate from potential candidates to applicants
Meets the needs and behaviors of different types of candidates
Provides statistics that help you improve your performance in terms of attraction and conversion
We aim to make your career section a web property that strikes the balance between attractive design and ergonomic/technological efficiency to ensure a consistent and engaging experience for all involved in the recruitment process.
Goes Beyond Best Practices
To provide a positive candidate experience, jobs are at the heart of your career section. The conversion widgets such as job alerts and spontaneous applications are designed to convert passive candidates into RITA basic candidate relationship management database or your ATS.
Our platform provides themes that enable you to highlight your employer brand. OR you can choose to completely customize your career section. The RITA career section platform is:
UNIVERSAL
Standard WCAG AA
Mobile: We create all career sections on the latest responsive technology that adapts to all types of devices: computer, tablet, smart phone, television, etc
Optimized SEO : Technical optimization; URL for job postings; relevant domain name
SEARCHABLE
Key positions on homepage and on specific sections for the targets
Job search engine on all pages
Call to action for active and passive candidates
MEMORABLE
Simple and attractive graphic design
Relevant content and SEO optimized
Video
NETWORKABLE
Links to your social media channels
Sharing job offers by email or social media
MEASURABLE
Via Google Analytics
Measure the traffic
Measure the conversion rate
Measure the behavior
EDITABLE
An easy to use and powerful content management system
You can self-manage the content of your career section in real time
Assured maintenance
Functionalities
FONDATION
RITA distributes your offers to more than 1,6000 job boards
Bilingual (English and French) with browser language detector
Responsive technology
Supported browsers: Google Chrome, Firefox 28+, Safari 8+, Android 4+, iOS 6+, Explorer 11
Content management system (CMS)
SEO optimization
RSS feed and social network sharing
Google Analytics (with .xml site map)
Job category segmentation
Accessibility: WCAG Level AA
Adapted to your brand: logo, font, colors
Cloud hosting
Project management
Technical support: 2 hours/month
CANDIDATE DATABASE
1 application form
Searchable candidate database
Searchable resume attached
Database of candidates who have set a job alert
Database of spontaneous applications
Resumes kept for 12 months
Unlimited number of users
Tags to follow the process
CONVERSION WIDGETS
Search engine on all pages
Featured jobs
Similar jobs
Job basket
Google Maps
Video
Events calendar
Job alert
Application form
Application form from a social profile
DESIGN
2-3 pre-designed themes and templates
Or tailor-made
CONTENt
2 pages - homepage, job description
Client provides content: text and photos
or
0 to 20 pages
Employer positioning and content provided by Illico Hodes
Today's attractive brand must engage and convert relevant candidates into top driven employees. We can help brand an employer as a recruitment leader by implementing a solid talent acquisition strategy fueled by our candidate insight and employer specific assessment. We know candidate behavior and will use it to your advantage.
Our world is in constant evolution. New media, intergenerational programs, global mobility, and candidate employability, all command acquiring new skills and knowledge.
Marketing / Lead Generation / CRM / Social CRM / Sale
New Media / Networking
Marketing and Human Resources are working more and more together. There are no proven recipes; innovation must continually be on the menu. We play a critical role in
monitoring the integrity of the brand;
the relevance of the solutions and methods implemented;
and the differentiating factors.
We work with you to understand, plan and implement solutions that foster efficiency and success. One of the main challenge growing companies must face is finding competent and engaged talents, in sufficient number.
What are your challenges from the talent acquisition continuum?
Brand
Resources
Processes
Tools
Sourcing
Practices
Visual Identity to Attract and Stand Out
You are encountering difficulties in recruiting qualified candidates in sufficient number? Yet you are not ready to totally rethink your employer brand. It is possible to create an attractive visual identity that will answer your urgent talent sourcing needs.
An appreciative research conducted with new employees, hiring managers, and HR professionals within the organization fuels the imagination of our creative staff to design an inspiring and distinctive message.
We keep abreast of the latest studies to better understand the needs of each generation, profession, cultural diversity, and market. For critical positions where you have staff shortages, we can conduct focus groups with potential candidates.
The more you know and understand the needs of sought-after candidates, the more your message will be tailored and efficient.
New Media in an Ever Changing World
Social media; understand its philosophy, power and dangers . Why, how, where and when to resort to social media to attract and acquire talent in a recruitment strategy?
Google, Twitter, Facebook, YouTube ... are buzzing in your ears as opportunities not to miss to reach and attract the talents you are looking for. But where to start? Let’s explore together the realm of possibilities in light of your objectives, with respect to your corporate culture.
Authenticity, interaction and sharing: a dialogue anchored in equality! This is part of the Web 2.0 equation. Your various company’s spokespeople will give it its unique and distinctive character.
Web visibility and referencing. Your Careers section is the doorway to your company for candidates. Make sure it is:
Ranking in search engine results (SEO/PPC) and its efficiency measurable
Accessible to active and passive candidates
Relevant, welcoming, inspiring
Conveying the essence of your company
Damage control
Do you know what is being said on the Web about your company? In which communities? How can you capitalize on your findings?
Have an edge on your competitors with our customized LinkedIn Workshop.
We have developed a customized approach providing both a training workshop and a brainstorming opportunity for your HR team and managers. We offer content related to your needs, and practical exercises suited to your environment and current recruitment challenges.
Leverage the Largest Professional Data Base - Linkedin
To source qualified passive candidates. From beginner to experienced, our customized approach will satisfy all.
Who should attend
Hiring managers
Recruiters
Human Resources Team
Practical and relevant content
Find out where your team is at on LinkedIn
Learn how to optimize their LinkedIn usage
What it includes
Audit of participant profiles
Training session and handbook
Draft of an action plan (next steps)
"I was already using LinkedIn, but now I can do much more ! Thanks to your workshop." - Sandrine Onoro, HR, Sobeys
We can offer these sessions at your office (minimum 5 participants) and we also offer sessions at our office.
For a brand to attract and inspire consider the “W” factor:
why and who: the desired impact, the purpose and the target audience;
what: its relevance in addressing expectations;
wow: a passion that energizes and resonates with people.
How can you discover and own your unique employer brand? From your DNA, emotional advantages, practices, reputation, brand positioning, and the true experience of your employees and candidates. What is your employee value proposition? Let us work with you on this inspiring journey.
Our Approach For Profitable Growth
We consider the brand as the company's foundation. Its DNA (culture, purpose, values...) and the promise made to its different target groups: customers, employees, partners, suppliers... its reputation which relies on the experience lived in contact with the brand.
Sustaining a strong brand requires an alignment between four components: people, technology-process, structure and finance. The perception of the brand depends on the emotional contact we have with it.
At Illico Hodes, we believe people make the difference. We rely on people to deliver distinctive employee experience that will provide a great customer experience and generate growth. The more aligned, engaged and passionate the employees, the more they reinforce the brand and deliver the promise to customers.
ALIGN: guide action towards the objectives of the company.
ENGAGE: to ensure all adhere to it and find it meaningful.
ACTIVATE: encourage transition to concrete behaviors.
STRENGTHEN: ensure that changes are sustainable.
We provide consultancy services in all aspects of mobilization, communication and brand. Our specialists are at the forefront of their fields. We incorporate research, analysis, strategy and a co-creative perspective in our solutions - not because we think it works - but because we know it does.
How We Work
Imagine collaborative work that enhances the creation of solutions according to your culture and challenges. Our way of co-creating stimulates ideas, promotes the transfer of knowledge, generates transformation and encourages autonomy.
Of course, our proven tools and models serve as canvas. Our expertise combined with your knowledge of the organization brings out innovative and sustainable solutions.
Our appreciative approach combined with our participatory and projective methods inspires engagement throughout the project. Imagine an approach that capitalizes on the strengths of your organization and gives actual results in real time!
Our customers are our partners. Thus, at the launch of any project, we identify the areas we can best contribute and those where you have the ability and ressources to conduct in-house - creating our own exit strategy from the beginning.
We are delighted to discuss in detail ways to better support you, making the connection between our role as a strategist and implementer.
Our Deliverables - Consultancy Services
We will help you align, engage, activate and strengthen your employer brand. Our flexibility sets us apart. We can support you from the beginning to end, where we can be most useful, or offer a bank of validation hours throughout your project.
ALIGN: Assess | Research | Analysis | Diagnostic
ENGAGE: Mobilize | Brand advocacy
ACTIVATE: Deploy | Design | Execute
STRENGTHEN: Celebrate | Measure | Adjust
10 Reasons for a Clear and Strong Employer Brand
Attracts higher quality candidates
Attracts candidates with better cultural fit
Increases closing of passive candidates
Decreases time-to-fill and cost-per-hire
Decreases the turn over
Increases employee referral
Increases employee engagement
Increases employee performance
Decreases the absentee rate
Increases the likelihood of having ambassadors for your company
An ambassador program is an integrated dimension of the employer brand. A Harvard study finds that brand advocacy is more important than brand image and employee/customer satisfaction. Advocating and promoting a brand is significantly different than aiming for satisfaction, even loyalty. It is the result of mobilized and engaged employees.
An ambassador program structures and promotes engagement. We develop the action plan with the partners and working committee of the organization. We support you through change and celebrate your successes! Let us help you
Identify influencers and ambassadors
Train ambassadors and managers
Design comprehensive toolbox
Create the communication channels
Your Employees Ambassadors are Your Best Spokesperson
They are proactive in attracting qualified talents - with cultural affinities
They are key in change management process
They convey key messages
They have exemplary behaviour
You have everything to gain from a discussion with us. See how we can help you create a workforce committed to profitable growth.
The talent acquisition market has shifted toward the candidate. Today, with social media, candidates have a voice. Discover how to differentiate your company. Benchmark how the candidate perceives his overall experience. Reinforce your employer brand and have positive spillover to employee engagement.
We are an active member of the CandE Canada Council, a part of the Canadian Talent Board. Talent Board is a non-profit organization with certifications in North America and the United Kingdom. The mission of Talent Board is to facilitate the evolution of the employment candidate experience principally through the annual production of The Candidate Experience Awards CandE. Talent Board is funded by donations.
We help and encourage companies to benchmark and improve their candidate experience. Any corporation that is interested in enhancing the candidate experience they provide, regardless of sophistication, will benefit from participating in the benchmark process. Companies that participate can receive access to data that benchmarks their candidate experience against the aggregate of all winners.
Be Part of the Mouvement
5 reasons why you should deliver a positive candidate experience (source: 2014 CandEs candidate survey)
95% would re-apply
96.9% would refer someone to apply
23% would increase their customer status boost customer affinity
50.5% would blog or socialize their positive experience
82.3% would share with their inner circle – ambassadors
4 reasons why you don’t want to risk a negative candidate experience
72.8% would not re-apply
66% would not refer to others
9% of customers would leave - decreased customer affinity
32% would be willing to speak out publicly about a negative experience
They are now major issues that requires an integrated ecosystem that allows to develop an understanding of the recruitment market, to position yourself in front of the lot.
To hire the best talent today, it takes a complete Web ecosystem that is coherent with your brand, engaging and effective. The traditional recruiting process — one of candidates responding to job board postings, completing a form, submitting resumes, and waiting with fingers crossed — is dead.
Today, companies and candidates participate in a much more holistic and immersive experience. One that wraps brand, marketing, relationship management, and recruiting into one, with more than one Web property. Companies are presenting elegantly branded career websites and social media pages, that encourage visitors to join their community networks into an easy to use and efficient database. Candidates want to talk with recruiters and in some cases, current employees, before deciding if a company is a good fit and worth applying to.
Today, sourcers, recruiters and hiring managers, must proactively search, find, and nurture candidates in this tough market. They need tools that empower them to do this. Easy to use, effective and powerful tools with reliable, useful and actionable metrics to improve their performance in real time.
Talent acquisition managers must understand the job market, the sources, the candidate’s behavior (active and passive), trends and best practices. They must have a global perspective of the activities and recruitment performance of the entire organization.
Our Recruitment Ecosystem Includes
Recruitment marketing and social sourcing with analytics
An engaging career website experience
Candidate engagement opportunities through social media
Talent communities for future job opportunities
Streamlined application process and workflow with candidate visibility into status
Collaborative functionality to support the hiring team
Mobile functionality for candidates, recruiters, and hiring managers
HR analytics to support smart managing and hiring decisions
Third-Party Information Liability Disclaimer
Some of the information on this Web page has been provided by external sources. The Government of Canada is not responsible for the accuracy, reliability or currency of the information supplied by external sources. Users wishing to rely upon this information should consult directly with the source of the information. Content provided by external sources is not subject to official languages, privacy and accessibility requirements.
Contacts
Contact information
Description
Company description
541611 - Administrative Management and General Management Consulting Services
541899 - All Other Services Related to Advertising
Products, services and licensing
Product / Service / Licensing
CVManager, a best of breed solution with the latest features. To ease your recruitment process and make sure you don’t lose one qualified candidate.
Aiming at operational excellence through
Simplicity
Flexibility
Reliability
Continuous improvement
Our intent is to provide candidates and users (recruiters, managers, etc.) with a positive experience and to improve the efficiency of the organization.
90% of the Solution is Configurable by You
Its flexibility makes it a self-serve solution by excellence.
Our easy-to-use administration module allows users to customize in real time and at no charge.
This solution is uniquely enhanced by our consulting team.
Since 1999, we continuously optimize the candidate database.
We believe our ongoing quest for efficiency translates into a powerful solution and database.
Scalable ATS Solution
CVManager will remain a targeted talent acquisition solution. Because we focus, we are the best at what we do. Each year, the CVManager team designs many new functionalities according to three criteria:
Client’s needs
Market trend
Technology
The CVManager Team Listens
We’ve been working in partnership with some of the best leaders in their respective sector and builded on CVManager Essential. We have successfully developed verticals.
CVManager Health Care
CVManager Education
CVManager Retail
For HR Management and Recruiters
Optimization of recruitment process
Automation of workflows
Email alert for difficult-to-fill positions in real time
Flexible and easy to customise
Time saver enabling better human resource planning
Performance indicators to objectively analyze vulnerability areas
Distribute job postings to more than 2 000 sites with RITA
For Hiring Managers
Applications received by email
Top applicants identified more accurately
HR more available to plan your staffing needs
Increased knowledge of market trends based on performance indicators
Increased contribution to human resource planning
For Candidates
Easy-to-use
Access to recruitment events calendar
Adapted forms to expertise
Automated response to applicants.
Personal file updated at their convenience and real time
Job alert that informs them of opportunities in their field of expertise
Our goal
Enable HR professionals to capitalize their candidate database and streamline their process.
Recruit Smarter, Faster and Cheaper.
Simplify your life and save time with a complete candidate marketing platform with social sourcing and real time analytics.
Post once and distribute to more than 1,600 job boards
Limit data entry: we offer career section and ATS synchronization
Measure your performance, predict and react, in real time
Centralize and manage all your sourcing activities
The Cornerstone of Your Recruitment Strategy
Build a foundational career website that drives more qualified traffic to targeted positions and demonstrates that your employer brand is connected and forward-thinking in its technology adoption.
In a recruitment ecosystem, the career section plays an influential role, it is showcasing your organization. A recruitment website should facilitate a coherent candidate experience that maximizes the conversion rate. For greater visibility, your career section must promote a synergy between your social media channels (LinkedIn, Facebook, Youtube, etc.).
We build career websites that combine our understanding of candidates' behavior, our employer marketing expertise and the latest technologies.
RITA Career Section Platform
Is inspired by e-commerce best practices
Generates more qualified candidates
Ensures a high conversion rate from potential candidates to applicants
Meets the needs and behaviors of different types of candidates
Provides statistics that help you improve your performance in terms of attraction and conversion
We aim to make your career section a web property that strikes the balance between attractive design and ergonomic/technological efficiency to ensure a consistent and engaging experience for all involved in the recruitment process.
Goes Beyond Best Practices
To provide a positive candidate experience, jobs are at the heart of your career section. The conversion widgets such as job alerts and spontaneous applications are designed to convert passive candidates into RITA basic candidate relationship management database or your ATS.
Our platform provides themes that enable you to highlight your employer brand. OR you can choose to completely customize your career section. The RITA career section platform is:
UNIVERSAL
Standard WCAG AA
Mobile: We create all career sections on the latest responsive technology that adapts to all types of devices: computer, tablet, smart phone, television, etc
Optimized SEO : Technical optimization; URL for job postings; relevant domain name
SEARCHABLE
Key positions on homepage and on specific sections for the targets
Job search engine on all pages
Call to action for active and passive candidates
MEMORABLE
Simple and attractive graphic design
Relevant content and SEO optimized
Video
NETWORKABLE
Links to your social media channels
Sharing job offers by email or social media
MEASURABLE
Via Google Analytics
Measure the traffic
Measure the conversion rate
Measure the behavior
EDITABLE
An easy to use and powerful content management system
You can self-manage the content of your career section in real time
Assured maintenance
Functionalities
FONDATION
RITA distributes your offers to more than 1,6000 job boards
Bilingual (English and French) with browser language detector
Responsive technology
Supported browsers: Google Chrome, Firefox 28+, Safari 8+, Android 4+, iOS 6+, Explorer 11
Content management system (CMS)
SEO optimization
RSS feed and social network sharing
Google Analytics (with .xml site map)
Job category segmentation
Accessibility: WCAG Level AA
Adapted to your brand: logo, font, colors
Cloud hosting
Project management
Technical support: 2 hours/month
CANDIDATE DATABASE
1 application form
Searchable candidate database
Searchable resume attached
Database of candidates who have set a job alert
Database of spontaneous applications
Resumes kept for 12 months
Unlimited number of users
Tags to follow the process
CONVERSION WIDGETS
Search engine on all pages
Featured jobs
Similar jobs
Job basket
Google Maps
Video
Events calendar
Job alert
Application form
Application form from a social profile
DESIGN
2-3 pre-designed themes and templates
Or tailor-made
CONTENt
2 pages - homepage, job description
Client provides content: text and photos
or
0 to 20 pages
Employer positioning and content provided by Illico Hodes
Today's attractive brand must engage and convert relevant candidates into top driven employees. We can help brand an employer as a recruitment leader by implementing a solid talent acquisition strategy fueled by our candidate insight and employer specific assessment. We know candidate behavior and will use it to your advantage.
Our world is in constant evolution. New media, intergenerational programs, global mobility, and candidate employability, all command acquiring new skills and knowledge.
Marketing / Lead Generation / CRM / Social CRM / Sale
New Media / Networking
Marketing and Human Resources are working more and more together. There are no proven recipes; innovation must continually be on the menu. We play a critical role in
monitoring the integrity of the brand;
the relevance of the solutions and methods implemented;
and the differentiating factors.
We work with you to understand, plan and implement solutions that foster efficiency and success. One of the main challenge growing companies must face is finding competent and engaged talents, in sufficient number.
What are your challenges from the talent acquisition continuum?
Brand
Resources
Processes
Tools
Sourcing
Practices
Visual Identity to Attract and Stand Out
You are encountering difficulties in recruiting qualified candidates in sufficient number? Yet you are not ready to totally rethink your employer brand. It is possible to create an attractive visual identity that will answer your urgent talent sourcing needs.
An appreciative research conducted with new employees, hiring managers, and HR professionals within the organization fuels the imagination of our creative staff to design an inspiring and distinctive message.
We keep abreast of the latest studies to better understand the needs of each generation, profession, cultural diversity, and market. For critical positions where you have staff shortages, we can conduct focus groups with potential candidates.
The more you know and understand the needs of sought-after candidates, the more your message will be tailored and efficient.
New Media in an Ever Changing World
Social media; understand its philosophy, power and dangers . Why, how, where and when to resort to social media to attract and acquire talent in a recruitment strategy?
Google, Twitter, Facebook, YouTube ... are buzzing in your ears as opportunities not to miss to reach and attract the talents you are looking for. But where to start? Let’s explore together the realm of possibilities in light of your objectives, with respect to your corporate culture.
Authenticity, interaction and sharing: a dialogue anchored in equality! This is part of the Web 2.0 equation. Your various company’s spokespeople will give it its unique and distinctive character.
Web visibility and referencing. Your Careers section is the doorway to your company for candidates. Make sure it is:
Ranking in search engine results (SEO/PPC) and its efficiency measurable
Accessible to active and passive candidates
Relevant, welcoming, inspiring
Conveying the essence of your company
Damage control
Do you know what is being said on the Web about your company? In which communities? How can you capitalize on your findings?
Have an edge on your competitors with our customized LinkedIn Workshop.
We have developed a customized approach providing both a training workshop and a brainstorming opportunity for your HR team and managers. We offer content related to your needs, and practical exercises suited to your environment and current recruitment challenges.
Leverage the Largest Professional Data Base - Linkedin
To source qualified passive candidates. From beginner to experienced, our customized approach will satisfy all.
Who should attend
Hiring managers
Recruiters
Human Resources Team
Practical and relevant content
Find out where your team is at on LinkedIn
Learn how to optimize their LinkedIn usage
What it includes
Audit of participant profiles
Training session and handbook
Draft of an action plan (next steps)
"I was already using LinkedIn, but now I can do much more ! Thanks to your workshop." - Sandrine Onoro, HR, Sobeys
We can offer these sessions at your office (minimum 5 participants) and we also offer sessions at our office.
For a brand to attract and inspire consider the “W” factor:
why and who: the desired impact, the purpose and the target audience;
what: its relevance in addressing expectations;
wow: a passion that energizes and resonates with people.
How can you discover and own your unique employer brand? From your DNA, emotional advantages, practices, reputation, brand positioning, and the true experience of your employees and candidates. What is your employee value proposition? Let us work with you on this inspiring journey.
Our Approach For Profitable Growth
We consider the brand as the company's foundation. Its DNA (culture, purpose, values...) and the promise made to its different target groups: customers, employees, partners, suppliers... its reputation which relies on the experience lived in contact with the brand.
Sustaining a strong brand requires an alignment between four components: people, technology-process, structure and finance. The perception of the brand depends on the emotional contact we have with it.
At Illico Hodes, we believe people make the difference. We rely on people to deliver distinctive employee experience that will provide a great customer experience and generate growth. The more aligned, engaged and passionate the employees, the more they reinforce the brand and deliver the promise to customers.
ALIGN: guide action towards the objectives of the company.
ENGAGE: to ensure all adhere to it and find it meaningful.
ACTIVATE: encourage transition to concrete behaviors.
STRENGTHEN: ensure that changes are sustainable.
We provide consultancy services in all aspects of mobilization, communication and brand. Our specialists are at the forefront of their fields. We incorporate research, analysis, strategy and a co-creative perspective in our solutions - not because we think it works - but because we know it does.
How We Work
Imagine collaborative work that enhances the creation of solutions according to your culture and challenges. Our way of co-creating stimulates ideas, promotes the transfer of knowledge, generates transformation and encourages autonomy.
Of course, our proven tools and models serve as canvas. Our expertise combined with your knowledge of the organization brings out innovative and sustainable solutions.
Our appreciative approach combined with our participatory and projective methods inspires engagement throughout the project. Imagine an approach that capitalizes on the strengths of your organization and gives actual results in real time!
Our customers are our partners. Thus, at the launch of any project, we identify the areas we can best contribute and those where you have the ability and ressources to conduct in-house - creating our own exit strategy from the beginning.
We are delighted to discuss in detail ways to better support you, making the connection between our role as a strategist and implementer.
Our Deliverables - Consultancy Services
We will help you align, engage, activate and strengthen your employer brand. Our flexibility sets us apart. We can support you from the beginning to end, where we can be most useful, or offer a bank of validation hours throughout your project.
ALIGN: Assess | Research | Analysis | Diagnostic
ENGAGE: Mobilize | Brand advocacy
ACTIVATE: Deploy | Design | Execute
STRENGTHEN: Celebrate | Measure | Adjust
10 Reasons for a Clear and Strong Employer Brand
Attracts higher quality candidates
Attracts candidates with better cultural fit
Increases closing of passive candidates
Decreases time-to-fill and cost-per-hire
Decreases the turn over
Increases employee referral
Increases employee engagement
Increases employee performance
Decreases the absentee rate
Increases the likelihood of having ambassadors for your company
An ambassador program is an integrated dimension of the employer brand. A Harvard study finds that brand advocacy is more important than brand image and employee/customer satisfaction. Advocating and promoting a brand is significantly different than aiming for satisfaction, even loyalty. It is the result of mobilized and engaged employees.
An ambassador program structures and promotes engagement. We develop the action plan with the partners and working committee of the organization. We support you through change and celebrate your successes! Let us help you
Identify influencers and ambassadors
Train ambassadors and managers
Design comprehensive toolbox
Create the communication channels
Your Employees Ambassadors are Your Best Spokesperson
They are proactive in attracting qualified talents - with cultural affinities
They are key in change management process
They convey key messages
They have exemplary behaviour
You have everything to gain from a discussion with us. See how we can help you create a workforce committed to profitable growth.
The talent acquisition market has shifted toward the candidate. Today, with social media, candidates have a voice. Discover how to differentiate your company. Benchmark how the candidate perceives his overall experience. Reinforce your employer brand and have positive spillover to employee engagement.
We are an active member of the CandE Canada Council, a part of the Canadian Talent Board. Talent Board is a non-profit organization with certifications in North America and the United Kingdom. The mission of Talent Board is to facilitate the evolution of the employment candidate experience principally through the annual production of The Candidate Experience Awards CandE. Talent Board is funded by donations.
We help and encourage companies to benchmark and improve their candidate experience. Any corporation that is interested in enhancing the candidate experience they provide, regardless of sophistication, will benefit from participating in the benchmark process. Companies that participate can receive access to data that benchmarks their candidate experience against the aggregate of all winners.
Be Part of the Mouvement
5 reasons why you should deliver a positive candidate experience (source: 2014 CandEs candidate survey)
95% would re-apply
96.9% would refer someone to apply
23% would increase their customer status boost customer affinity
50.5% would blog or socialize their positive experience
82.3% would share with their inner circle – ambassadors
4 reasons why you don’t want to risk a negative candidate experience
72.8% would not re-apply
66% would not refer to others
9% of customers would leave - decreased customer affinity
32% would be willing to speak out publicly about a negative experience
They are now major issues that requires an integrated ecosystem that allows to develop an understanding of the recruitment market, to position yourself in front of the lot.
To hire the best talent today, it takes a complete Web ecosystem that is coherent with your brand, engaging and effective. The traditional recruiting process — one of candidates responding to job board postings, completing a form, submitting resumes, and waiting with fingers crossed — is dead.
Today, companies and candidates participate in a much more holistic and immersive experience. One that wraps brand, marketing, relationship management, and recruiting into one, with more than one Web property. Companies are presenting elegantly branded career websites and social media pages, that encourage visitors to join their community networks into an easy to use and efficient database. Candidates want to talk with recruiters and in some cases, current employees, before deciding if a company is a good fit and worth applying to.
Today, sourcers, recruiters and hiring managers, must proactively search, find, and nurture candidates in this tough market. They need tools that empower them to do this. Easy to use, effective and powerful tools with reliable, useful and actionable metrics to improve their performance in real time.
Talent acquisition managers must understand the job market, the sources, the candidate’s behavior (active and passive), trends and best practices. They must have a global perspective of the activities and recruitment performance of the entire organization.
Our Recruitment Ecosystem Includes
Recruitment marketing and social sourcing with analytics
An engaging career website experience
Candidate engagement opportunities through social media
Talent communities for future job opportunities
Streamlined application process and workflow with candidate visibility into status
Collaborative functionality to support the hiring team
Mobile functionality for candidates, recruiters, and hiring managers
HR analytics to support smart managing and hiring decisions


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I'm very happy to announce the release of common_schema, version 1.1 (revision 300).
This version boasts with compelling new features: innovative QueryScript syntax, libraries, views which add to your skills as a DBA, making some maintenance and management tasks a breeze.
- QueryScript, split statement: automagically break long queries into smaller chunks, avoid long locks and reduce query/transaction overhead
- QueryScript, try-catch statement: just try { something; } catch { act_on_error; }.
- killall(): quickly kill connections based on grantee/user/host information.
- profiling/profiling_last: utility views to assist in query profiling diagnostics
- 1 size fits all: a single installer which auto-recognizes available server features and enables respective common_schema features accordingly.
- QueryScript performance boost
- much much more...
Not familiar with common_schema? It allows you to do stuff on server side, by selecting from views, calling upon useful routines or writing easy-to-manage scripts.
I'm suggesting that common_schema should be a really-should-have tool to accompany your MySQL install. Did I say "tool"? It's merely a schema. But it makes for a great framework:
In High Performance MySQL, 3rd edition, Baron Schwartz describes common_schema:
The common_schema is to MySQL as jQuery is to javaScript
Reviewing highlights for version 1.1:
QueryScript
QueryScript is a scripting language. It sees some major improvements here. I've made some speed boosts by avoiding using temporary tables, and by using string parsing instead.
Without doubt the two most handy statements added to QueryScript are:
- split: automagically break a long query into smaller, distinct chunks, and execute those iteratively. Just write your query; split will parse it, analyze it, rewrite it, break your table into parts, iterate your table and apply query for each chunk of rows. You can reduce lock time, avoid huge transactions and give your server room to breathe on operations such as massive updates of rows, transferring of rows between tables, massive purging of rows etc. Consider: the following query will execute 1,000 rows at a time, and the script will throttle execution so as to sleep in between chunks. And you need know nothing about how it works internally (though it's quite interesting):
create table world.City_dup like world.City; split (insert into world.City_dup select * from world.City) { throttle 2; }
- try-catch: if, like me, you are frustrated with stored routines way of handling errors, QueryScript now offers you familiar (yet enhanced) form of try something catch do_something_on_error. It is limited in that you cant have a catch for particular error codes - MySQL does not provide such info on server side. Nevertheless, consider:
while (true) { try { -- Attempt query which is expected to abort on deadlock: UPDATE some_table SET some_column = 1 WHERE some_condition; -- Got here? This means query is successful! We can leave now. break; } catch { -- Apparently there was a deadlock. Rest, then loop again until succeeds sleep 1; } }
QueryScript also adds:
- eval: evaluate SQL statements on the fly. I've got some very cool use cases already in production.
- sleep: just... sleep.
- pass: similar to Python's pass statement, this statement does nothing and makes for a placeholder.
QueryScript variables now support:
- Declare & assign syntax: var $sum := 0
- New expansion syntax: DELETE FROM t LIMIT :${number_of_rows}, or CREATE TABLE customer_:${shard_number}_details
- Support for expanded variables in expressions, throttle, sleep, throw statements.
Routines:
Plenty of new routines. Most notable:
- killall(): much like Unix killall command, this routine kills connections based on names, rather than process IDs. Names are grantee name, or just the user part, or just the host part. Which allows for quick killing of all connections coming from a specific user or host:
CALL killall('host3.analytics.mycompany.com'); CALL killall('reporting_user');
- table_exists(): test for (isn't it clear?) table existence. This uses INFORMATION_SCHEMA optimizations: it's a lightweight query.
SELECT table_exists('sakila', 'rental') AS does_it_exist;
We also have text manipulation routines: encode_xml() and decode_xml(), strip_urls(), prettify_message()
Views
- Profiling views, inspired by How to convert MySQL’s SHOW PROFILES into a real profile: query_profiling & last_query_profiling:
mysql> SET PROFILING := 1; mysql> SELECT COUNT(*) FROM sakila.nicer_but_slower_film_list INTO @dummy; mysql> SELECT * FROM last_query_profiling; +----------+----------------------+-------------+--------------------+-------------------------+--------------------+------------+ | QUERY_ID | STATE | state_calls | state_sum_duration | state_duration_per_call | state_duration_pct | state_seqs | +----------+----------------------+-------------+--------------------+-------------------------+--------------------+------------+ | 41 | checking permissions | 5 | 0.000320 | 0.0000640000 | 0.33 | 5,6,7,8,9 | | 41 | cleaning up | 1 | 0.000007 | 0.0000070000 | 0.01 | 31 | | 41 | closing tables | 1 | 0.000016 | 0.0000160000 | 0.02 | 29 | | 41 | Copying to tmp table | 1 | 0.042363 | 0.0423630000 | 44.34 | 15 | | 41 | Creating tmp table | 1 | 0.000123 | 0.0001230000 | 0.13 | 13 | | 41 | end | 1 | 0.000004 | 0.0000040000 | 0.00 | 23 | | 41 | executing | 2 | 0.000014 | 0.0000070000 | 0.01 | 14,22 | | 41 | freeing items | 2 | 0.000216 | 0.0001080000 | 0.23 | 25,27 | | 41 | init | 1 | 0.000012 | 0.0000120000 | 0.01 | 20 | | 41 | logging slow query | 1 | 0.000004 | 0.0000040000 | 0.00 | 30 | | 41 | Opening tables | 1 | 0.028909 | 0.0289090000 | 30.26 | 2 | | 41 | optimizing | 2 | 0.000026 | 0.0000130000 | 0.03 | 10,21 | | 41 | preparing | 1 | 0.000018 | 0.0000180000 | 0.02 | 12 | | 41 | query end | 1 | 0.000004 | 0.0000040000 | 0.00 | 24 | | 41 | removing tmp table | 3 | 0.000130 | 0.0000433333 | 0.14 | 18,26,28 | | 41 | Sending data | 2 | 0.016823 | 0.0084115000 | 17.61 | 17,19 | | 41 | Sorting result | 1 | 0.006302 | 0.0063020000 | 6.60 | 16 | | 41 | starting | 1 | 0.000163 | 0.0001630000 | 0.17 | 1 | | 41 | statistics | 1 | 0.000048 | 0.0000480000 | 0.05 | 11 | | 41 | System lock | 1 | 0.000017 | 0.0000170000 | 0.02 | 3 | | 41 | Table lock | 1 | 0.000018 | 0.0000180000 | 0.02 | 4 | +----------+----------------------+-------------+--------------------+-------------------------+--------------------+------------+
common_schema meta info is in the status view, which can be used, for example, in bug reports. It indicated version, revision, time and status of installation process.
Installer
common_schema comes with an invisible installer. It's just a SQL file, imported via SOURCE command or your favorite import method. But, once base components are installed, it activates itself to spawn a smart-mode install phase, where it checks upon existing MySQL server features, and adding respective common_schema features. So, if InnoDB plugin is present, you get the InnoDB plugin views in common_schema. If this is a Percona Server, you also get those related views. This makes for a single distribution file, as opposed to 3 different distributions in previous versions.
Documentation
There are no compromises here. Documenting common_schema takes more time than writing & testing it. But everything is well documented. You can read the documentation online, or download a bundle, or call for help() from within common_schema: the documentation is internal, too.
<EMAIL_ADDRESS>CALL help('try'); +--------------------------------------------------------------------------------+ | help | +--------------------------------------------------------------------------------+ | QueryScript Flow Control: try-catch statement | | | | SYNOPSIS | | | | | | | | try | | statement; | | catch | | statement; | | | | | | | | DESCRIPTION | | | | try-catch is an error handling flow control structure. Flow is determined | | based on the appearance or non-appearance of execution errors. | | The try statement (or block of statements) is executed. If no error occurs, it | | completes, and the catch statement is never executed. | | If an error is detected within execution of the try statement, the try | | statement is aborted at the point of error (i.e. all statements following the | | point of error are discarded), and the catch statement (or block of | | statements) is executed. | ... +--------------------------------------------------------------------------------+
Tests
With over 350 tests and counting, common_schema and QueryScript are well tested. There are still tests to write, the cover is not complete, and I'm working on it.
Bugfixes
Changed view definitions affected by MySQL bug #65388.
Download
Download common_schema. You will find it is rich and smart.
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Puppet Locales Module
Module for configuring locales.
Installation
Clone this repo to a locales directory under your Puppet modules directory:
git clone git://github.com/attachmentgenie/attachmentgenie-locales.git locales
If you don't have a Puppet Master you can create a manifest file based on the notes below and run Puppet in stand-alone mode providing the module directory you cloned this repo to:
puppet apply --modulepath=modules test_locales.pp
Usage
If you include the locales class the standard available locale list and default locale will be build and configured:
include locales
You can override the default locale and available locales by including the module with this special syntax:
class { locales:
default_value => "en_US.UTF-8",
available => ["en_US.UTF-8 UTF-8", "en_GB.UTF-8 UTF-8"]
}


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Figure 1
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Main physiological disorders induced by drought (DH), floodi ... |
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Figure 2
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Global warming increases the vulnerability of tree species u ... |
|
Figure 3
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The controversial role of CO 2. High [CO 2] can stimulate pl ... |
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Figure 4
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Climate change can induce profound transformations in forest ... |


2 Samuel 23:6
But the sons of Belial shall be all of them as thorns thrust away, because they cannot be taken with hands:


Summary: A dance to end all dances. This event will rock your socks, and send you flying across the universe. You will touch the stars, and your feet will leave the ground. Dance with your new partners, compete for prizes!Lorem ipsum dolor sit amet, consectetur adipiscing elit. Aenean lacinia nibh eu ipsum placerat vehicula fermentum nunc cursus. Nunc risus mi, laoreet a imperdiet vitae, accumsan vel justo. Vestibulum vitae erat ac tellus hendrerit consequat. Nam quis malesuada massa.
Oakland.PM is a versatile, web-based application also accessible via mobile devices that connects Oakland youth to after-school programs and enrichment opportunities.
Oakland offers many opportunities for after-school enrichment, but there is presently no on-line method for students to discover them according to their interests, their location, or their friendships. Our application will leverage the social media that youth are already using, such as facebook, twitter, and tumblr, to bring current and personalized information to them.
This site was created as part of the codeforoakland project. The team, led by Jed Parsons, was awarded the ‘Work with Oakland Prize’ by the City of Oakland. Contributors: Jed Parsons Kristi Holohan, Sonja Totten-Harris, Telly Koosis, Joshua Goldenberg, Christopher Yap, Dave Meyer, Aditya Pai, Greg Martin, Raimundo Martinez, Andrew Hao.
Codebase: https://github.com/jedp/oakland_pm
Google group: http://groups.google.com/group/oaklandpm?hl=en
This site has the utmost respect for privacy. We do not reveal personal information of any kind without express permission to do so from our users. Parts of the system connect to facebook, and users can elect to share certain elements of their profiles, class attendance, things they like, etc. The default setting is that everything is private, and sharing is completely optional, and easily revokable.


File
binary-mode?
(Fn [(Ref File a)] Bool)
(binary-mode? f)
checks whether a file is in binary mode by examining its mode.
contents
(Fn [(Ref String a)] (Result (Array String) String))
(contents s)
walks a directory with the default walk mode (see also
default-walk
).
Returns a result containing either the contents of that directory or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
contents-with
(Fn [(Ref String a), (Ref WalkOptions b)] (Result (Array String) String))
(contents-with s options)
walks a directory with a custom walk mode.
Returns a result containing either the directory contents or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
default-walk
WalkOptions
is the default options used by walk
.
Initially set to recursive, not following links, and not matching directories or dotfiles.
map
(Fn [(Ref String a), (Ref (Fn [(Ref String b)] c d) e)] (Result (Array c) String))
(map s callback)
walks a directory with the default walk mode (see also
default-walk
).
Returns a result containing either the results of the walker function as an array or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
map-with
(Fn [(Ref String a), (Ref (Fn [(Ref String b)] c d) e), (Ref WalkOptions f)] (Result (Array c) String))
(map-with s callback options)
walks a directory with a custom walk mode.
Returns a result containing either the results of the walker function as an array or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
open
(Fn [(Ref String a)] (Result File String))
(open name)
opens a file with the default file mode (see also
default-mode
).
Returns a result containing either a file, or an error if the file couldn’t be opened due to permission errors or if the user tried to read from a nonexistant file.
open-with
(Fn [(Ref String a), (Ref String b)] (Result File String))
(open-with name mode)
opens a file with custom file mode.
Returns a result containing either a file, or an error if the file couldn’t be opened due to permission errors or if the user tried to read from a nonexistant file.
read
(Fn [(Ref File a), Int] (Result String String))
(read f len)
reads a string of length len
from a file.
Returns a result containing the string on success and an error if the file is not readable.
read-all
(Fn [(Ref File a)] (Result String String))
(read-all f)
reads the entire file content of a file.
Returns a result containing the string on success and an error if the file is not readable.
readable?
(Fn [(Ref File a)] Bool)
(readable? f)
checks whether a file is readable by examining its mode.
walk
(Fn [(Ref String a), (Ref (Fn [(Ref String b)] () c) d)] (Result Int String))
(walk s callback)
walks a directory with the default walk mode (see also
default-walk
).
Returns a result containing either nothing, or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
walk-mode
(Fn [Bool, Bool, Bool, Bool] WalkOptions)
(walk-mode recursive? follow-links? dotfiles? match-dirs?)
constructs a mode for walk-with
.
walk-with
(Fn [(Ref String a), (Ref (Fn [(Ref String b)] () c) d), (Ref WalkOptions e)] (Result Int String))
(walk-with s callback options)
walks a directory with a custom walk mode.
Returns a result containing either nothing, or an error if the directory couldn’t be opened due to permission errors or if the user tried to open a nonexistant directory.
writable?
(Fn [(Ref File a)] Bool)
(writable?
Returns a result containing nothing on success and an error if the file is not writable.


| File | Statements | Branches | Functions | Lines | |||||
|---|---|---|---|---|---|---|---|---|---|
| AsmInstruction.ts | 95.83% | 23/24 | 91.67% | 11/12 | 100% | 7/7 | 95.83% | 23/24 | |
| AssembleNNN.ts | 82.35% | 14/17 | 60% | 3/5 | 100% | 3/3 | 82.35% | 14/17 | |
| AssembleNOOP.ts | 100% | 6/6 | 100% | 0/0 | 100% | 3/3 | 100% | 6/6 | |
| AssembleNoVar.ts | 90.91% | 10/11 | 66.67% | 2/3 | 100% | 3/3 | 90.91% | 10/11 | |
| AssembleX.ts | 98.25% | 56/57 | 92.86% | 13/14 | 100% | 3/3 | 98.25% | 56/57 | |
| AssembleXKK.ts | 95.24% | 20/21 | 83.33% | 5/6 | 100% | 3/3 | 95.24% | 20/21 | |
| AssembleXY.ts | 97.06% | 33/34 | 90% | 9/10 | 100% | 3/3 | 97.06% | 33/34 | |
| AssembleXYZ.ts | 100% | 8/8 | 100% | 0/0 | 100% | 3/3 | 100% | 8/8 | |
| asmInstructionFactory.ts | 95% | 19/20 | 97.06% | 33/34 | 100% | 1/1 | 95% | 19/20 |


{% load static %}
The Test Name must contain a number at Last.
The Test with this Test name was already Conducted or Created!
Select Subject
Enter Batch
Select Semester
Select Shift


Join at
www.happydraw.net
with
room code
:
#####
HappyDraw
HappyDraw is a local party drawing game where you use your device as a canvas.
This is a demo of HappyDraw. The game is subject to change and is not the final product. Send questions, comments, and concerns to @happydrawgame on Twitter.


| Model | HA_sys8 |
| Model version | 1.302 |
| HDL Coder version | 3.10 |
| HDL code generated on | 2017-08-10 09:56:21 |
| HDL code generated for | HA_LR |
| Target Language | VHDL |
| Target Directory | hdl_prj\hdlsrc |
| BalanceDelays | off |
| CriticalPathEstimation | on |
| GenerateValidationModel | on |
| HDLSubsystem | HA_sys8/HA_LR |
| MultiplierPartitioningThreshold | 18 |
| OptimizationReport | on |
| ResetType | Synchronous |
| ResourceReport | on |
| SynthesisTool | Altera Quartus II |
| SynthesisToolChipFamily | Cyclone V |
| SynthesisToolDeviceName | 5CSEBA6U23I7 |
| TargetDirectory | hdl_prj\hdlsrc |
| Traceability | on |
| DSPStyle | on |
| SerialPartition | 8 5 |
| SerialPartition | 8 5 |
| SerialPartition | 8 5 |
| SerialPartition | 4 3 |
| SerialPartition | 16 |
| SerialPartition | 8 |
| SerialPartition | 8 |
| SerialPartition | 8 |
| SerialPartition | 16 |
| SerialPartition | 8 |
| SerialPartition | 8 |
| SerialPartition | 8 |


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