Associate Rector Columbus, GA Rector and Chaplain Eugene, OR AddThis Sharing ButtonsShare to PrintFriendlyPrintFriendlyShare to FacebookFacebookShare to TwitterTwitterShare to EmailEmailShare to MoreAddThis Tags General Convention, Associate Rector for Family Ministries Anchorage, AK Rector Bath, NC By Mary Frances SchjonbergPosted Mar 11, 2016 An Evening with Presiding Bishop Curry and Iconographer Kelly Latimore Episcopal Migration Ministries via Zoom June 23 @ 6 p.m. ET Inaugural Diocesan Feast Day Celebrating Juneteenth San Francisco, CA (and livestream) June 19 @ 2 p.m. PT Comments are closed. March 14, 2016 at 12:32 am The myth of race and the still greater and more destructive myth of white supremacy remain very muddy influences in U.S. culture. Much of the kinds of dialogue envisioned by TEC leaders happened during the two decades, starting in 1991, as the church engaged antiracism training, a program lost with the enormous 2010 budget cuts. Restoring dialogue is critical. I now co-facilitate a (technically secular) ministry started by an African American Baptist minister and now co-hosted by a Roman Catholic Church, enabling racial justice dialogue twice monthly and undertaking outreach to both secular and faith-based audiences. (So far, no Episcopal response.) In the report above, Anita George and David Bailey offered some wise counsel. Deepest thanks to our Presiding Bishop for his leadership, and I pray that our other bishops will replicate it. Submit a Press Release Rector Albany, NY Rector Belleville, IL The Rev Dr Margaret Shepard says: Louis Stanley Schoen says: Rector Tampa, FL Executive Council, Priest Associate or Director of Adult Ministries Greenville, SC Featured Jobs & Calls Episcopal Charities of the Diocese of New York Hires Reverend Kevin W. VanHook, II as Executive Director Episcopal Charities of the Diocese of New York Family Ministry Coordinator Baton Rouge, LA This Summer’s Anti-Racism Training Online Course (Diocese of New Jersey) June 18-July 16 Comments (4) Join the Episcopal Diocese of Texas in Celebrating the Pauli Murray Feast Online Worship Service June 27 Youth Minister Lorton, VA March 11, 2016 at 6:25 pm I second Tess Judge’s remarks. Ya no son extranjeros: Un diálogo acerca de inmigración Una conversación de Zoom June 22 @ 7 p.m. ET Assistant/Associate Rector Morristown, NJ Rector Shreveport, LA The Church Investment Group Commends the Taskforce on the Theology of Money on its report, The Theology of Money and Investing as Doing Theology Church Investment Group New Berrigan Book With Episcopal Roots Cascade Books Rector (FT or PT) Indian River, MI Canon for Family Ministry Jackson, MS Priscilla Johnstone says: Presiding Bishop Michael Curry discusses emerging plans for racial reconciliation work while House of Deputies President the Rev. Gay Clark Jennings listens during the recent Executive Council meeting in Fort Worth. Photo: Mary Frances Schjonberg/Episcopal News Service[Episcopal News Service] The General Convention last summer set a bold agenda for Episcopalians to work for racial reconciliation and evangelism; work that now has begun in some unexpected ways.For instance, church leaders have begun the work of racial reconciliation by deeply listening to each other rather than immediately asking staff members to develop new programs. And, the church’s new and continuing evangelism work includes plans, for example, to gather and support the church’s hidden evangelists and to revive revivals.Convention’s 2016-2018 triennial budget includes $3 million for starting new congregations with an emphasis on Hispanic communities, $2.8 million for evangelism work, and also funds a major new $2 million initiative on racial justice and reconciliation.Working for racial justice and reconciliationLast summer, convention attempted to shift the church’s focus on racial issues by way of Resolution C019, which gave the presiding bishop and the president of the House of Deputies an extraordinary mandate to “lead, direct, and be present to assure and account for the Church’s work of racial justice and reconciliation,” especially targeting systemic racial injustice.Resolution C019 acknowledges that racism continues to plague society and the church despite repeated efforts at anti-racism training and other racial justice and reconciliation initiatives, including more than 30 General Convention resolutions dating back to 1952. It calls on the church to begin anew.The decision to place the supervisory work of implementing the resolution with the presiding officers, rather than a committee or task force is unusual but “impressive,” in the words of Anita George, chair of Executive Council’s Joint Standing Committee on Advocacy and Networking.George, commenting during a Feb. 27 joint meeting of her committee and council’s Joint Standing Committee on Finances for Mission, said that the fact that the church decided to speak on this issue and to speak starting with its leadership “is what some of us have been requesting for such a very long time: That when the leaders speak, the church listens.”House of Deputies President the Rev. Gay Clark Jennings discusses a February gathering she and Presiding Bishop Michael Curry, left, held on the issue of racial reconciliation. The two were speaking during a recent joint meeting of the Executive Council’s committees on finance and advocacy. Photo: Mary Frances Schjonberg/Episcopal News ServiceFirst, the leaders had to discern where to begin. Curry and House of Deputies President the Rev. Gay Clark Jennings joined vice presidents of the House of Bishops Mary Gray Reeves and Dean Wolfe, House of Deputies Vice President Byron Rushing, and General Convention Executive Officer Michael Barlowe in Austin, Texas, Feb. 3-4 to discuss the directions of the work called for in Resolution C019.During that meeting, they heard from New York Deputy Dianne Pollard who chaired convention’s Social Justice and United States Policy Committee, which sponsored the resolution. Representatives from the Dioceses of Atlanta and New York described anti-racism work in their communities. Canon to the Presiding Bishop for Evangelism and Reconciliation the Rev. Stephanie Spellers, who joined the presiding bishop’s staff in December; Missioner for Social Justice and Advocacy Engagement Charles A. Wynder Jr.; Missioner for Racial Reconciliation Heidi J. Kim; and Domestic Poverty Missioner the Rev. E. Mark Stevenson supported the work of the meeting.Most importantly, Curry told the Executive Council, rather than plot out a course of action on the assumption that the group knew where to go, the participants listened to each other. “We told dimensions of our own racial stories,” going back to childhood in some cases, he said.“There was some pretty powerful sharing,” he added, “and it was out of that that we began to think: How can we help the church to engage on a deeper level?”It is at that deep level that changes will happen, Curry suggested. Taking time to listen to the stories of each other’s experiences both inside the church and in the world, he told the two council committees, “in the long run may bear fruit both for our church and our country and for the various countries in which the Episcopal Church is located.”The outline of a plan to implement C019 “emerged out of listening to each other’s stories and hearing the pain and the hope of our culture through our own stories,” he said.Included in those outlines are such possibilities as:* Convene a churchwide gathering to discuss racial justice and reconciliation, similar to the 2011 gathering to discuss same-gender blessings, or perhaps a series of smaller gatherings around the church. Spellers said during council’s recent meeting that these meetings would not be about people presenting ways to spend the $2 million. Instead, they would center on “listening for where God is moving, where the wisdom is, what are the best practices and, frankly, how does transformation happen, as we hear deeply how do we become reconciled.”* Identify other ways to share our stories, develop “reconciling relationships,” listen to the church’s neighbors (including around the Anglican Communion and in other denominations), and increase formation opportunities for all ages.* Consider a census to gain a clearer understanding of the church’s demographic makeup and its historic and current participation in systems of racial injustice. “The simple fact is we don’t know the racial makeup – or for that matter, really, the gender makeup or age makeup – of the Episcopal Church, and so to speak of reconciliation, to speak of transformation, to speak of righting historical wrongs is hard when you don’t know who’s here,” Spellers told the committees.* Identify the church’s current assets and ministries of racial justice and reconciliation, perhaps by means of an audit. The Episcopal Church has apologized for various aspects of its behavior over the years but, Spellers said, as important as that is for people to hear, “what we haven’t necessarily done is a churchwide listening for what hurt, what went wrong, historically and currently, how are we still participating in systems of injustice and racial disparity as a church … how have we been engaged in the work of making things right.”Council member George said the plan for having the “whole church listen and then speak” is important because of the stories that will emerge. “All of those stories are essential, all of those stories must be heard,” she said.And that will take time.“This really isn’t a triennial program; this is the long haul,” Jennings told the meeting of the finances for mission and advocacy and networking committees during council’s Feb. 26-28 meeting. “It’s clear that this is not predominantly or only a black-white issue; [it’s clear] that we have a multicultural, multiethnic, multinational church and so that the issues around racial justice and racial reconciliation are extremely complex.”During that same committee meeting Navajoland Bishop David Bailey warned that carrying through with the work would require strong leadership across the church. “Whether we like it or not,” a large part of that leadership in a church called “episcopal” (meaning bishop) rests with the House of Bishops and success depends on whether its members “choose to move things forward.”Curry and Jennings said they plan to send a letter to bishops and deputies soon inviting them and, by extension, the whole church into the work.Tess Judge, the council member who chairs the Finances for Mission committee, urged Curry and Jennings to find ways to get information about the plans out to every diocesan convention and to urge those participants to talk about it back home. “We need to get this in the pews,” she said.As church leaders made clear at Executive Council, the work of racial justice and reconciliation and the evangelism work to which convention also called the church are intertwined.‘How about we make evangelism the new normal?’The presiding bishop and others in the church would like to banish to the history books the days of when Episcopal evangelism was an oxymoron.Curry said he can “remember very clearly the days when evangelism was on the back burner and not taken seriously.” Now the Episcopal Church is poised “to take a step to reclaim our heritage as Christians and followers of Jesus in the Anglican and Episcopal tradition” to find and nurture new disciples, he told another group of Executive Council committee members.Canon to the Presiding Bishop for Evangelism and Reconciliation the Rev. Stephanie Spellers speaks to a recent Executive Council committee meeting while Anita George, chair of council’s Joint Standing Committee on Advocacy and Networking listens. Photo: Mary Frances Schjonberg/Episcopal News ServiceThere was a time, Spellers said during her sermon at Executive Council, when a parish outreach or mission committee was a rarity; now it is unusual for a parish not to have such a group.“How about we make evangelism the new normal?” she suggested.Just as there were always Episcopalians doing outreach and mission work with or without committees behind them, there are evangelists already at work in the church. “They’re out there, they’re hiding; we can welcome them home,” Spellers said.One of the first ways to do that, council heard, will be an evangelism summit, tentatively planned for Nov. 18-19 in Dallas, co-hosted by Forward Movement, and to be followed by a conference for the wider church.“The idea is to build a network of evangelism professionals and others across our church who will be able to carry the Jesus Movement into their local communities,” the Rev. Susan Snook, chair of council’s Joint Standing Committee on Local Ministry and Mission, explained during the council meeting.There are also plans to adapt and share existing evangelism formation materials across the church and create new materials where needed.And there are those revivals. “Revivals are part of our history,” Spellers said of the Episcopal Church, “We’re going to reclaim that part of our history.”While those gatherings will have a dynamic preacher, they will also be about training local teams “to practice relational evangelism and deep listening with their neighbors, schoolmates, friends, co-workers.”Included would be what Spellers called neighboring artists and musicians and “local folk offering testimony.”“There’ll still be an altar call, but this time to church fellowship and neighborhood action,” she said in her sermon.Because the revival ought not be just a one-time mountain-top experience, Spellers said follow-ups will link newcomers to churches and ministries, strengthen those ministries and look for places where new communities of faith might be planted.Evangelism doesn’t just take place face-to-face these days and convention funded a major digital evangelism initiative. The Task Force on Leveraging Social Media for Evangelism will facilitate the creation of new materials designed to train “digital storytellers for Jesus,”Spellers said during the council meeting.The church’s Office of Communications is tasked to manage a renewed online evangelism effort that will not be about pushing new content but, instead trying to meet people who come there with their “big questions about God, faith, about community” by using such tools as Google AdWords, Spellers explained. This effort will take place both in English and Spanish.Convention also envisioned a “churchwide network for planting congregations, training and recruiting planters”; Resolution D005 allocated $3 million for the work, including just more than $1 million for Latino/Hispanic ministries.Work is underway to update the grant application process for church plants and more Mission Enterprise Zones. That new process is due to be released soon.The work also involves ways to increase accountability and assessment, and be more proactive in recruitment of people and places, Spellers said. And the budget includes a new missioner for new church planting capacity to join with the Rev. Thomas Brackett, the Episcopal Church’s missioner for new church starts and mission initiatives.Snook described the new position as “another laborer in the vineyard” and Spellers said “without more infrastructure, without growing staff capacity, we are just throwing the seed of grant money on dry, shallow soil.”Those involved also want to develop a “community of practice” among church planters and other evangelists because “it can be very lonely work,” Snook told the council.The members of council heard over and over again that, in all the interconnected work of evangelism and racial reconciliation, collaboration across the church and with like-minded people in other churches is essential.“This is not a moment for competition,” Spellers said in her sermon. “The days of competition between denominations are over. It’s a moment for collaboration for the sake of the Jesus Movement.”– The Rev. Mary Frances Schjonberg is an editor and reporter for the Episcopal News Service. Director of Administration & Finance Atlanta, GA General Convention 2015, Rector Collierville, TN Press Release Service Assistant/Associate Priest Scottsdale, AZ The Church Pension Fund Invests $20 Million in Impact Investment Fund Designed to Preserve Workforce Housing Communities Nationwide Church Pension Group Rector Smithfield, NC Curate Diocese of Nebraska Virtual Celebration of the Jerusalem Princess Basma Center Zoom Conversation June 19 @ 12 p.m. ET Curate (Associate & Priest-in-Charge) Traverse City, MI TryTank Experimental Lab and York St. John University of England Launch Survey to Study the Impact of Covid-19 on the Episcopal Church TryTank Experimental Lab Rector Pittsburgh, PA Rev. Harrison Heidel says: Episcopal Migration Ministries’ Virtual Prayer Vigil for World Refugee Day Facebook Live Prayer Vigil June 20 @ 7 p.m. ET Associate Priest for Pastoral Care New York, NY Featured Events Rector Washington, DC In-person Retreat: Thanksgiving Trinity Retreat Center (West Cornwall, CT) Nov. 24-28 Cathedral Dean Boise, ID Rector Hopkinsville, KY Making reconciliation and evangelism the church’s new normal Episcopalians asked to live out convention’s call for new attitudes, approaches Presiding Bishop Michael Curry March 12, 2016 at 1:12 pm This is perfect timing for the Episcopal Church. During a season of disturbing presidential campaigns based on prejudice, targeting groups of people, condoning violence, I believe the country is in desperate need for a strong voice of compassion, tolerance, loving our neighbor, being clear that Christian values do not support carpet-bombing our neighbors, calling others to join us in putting the focus on “the Jesus walk”. Our church (St. Stephen’s, Sebastopol, Ca) read PB Curry’s book “Crazy Christians” during this Lenten period – we have been inspired by his call to be active crazy Christians. We are looking at how to make our current outreach better, more visible in our community, and we are sponsoring meetings (recently had a presentation from the Islamic Networks Group) and are finding ways to support minorities and to join in speaking out on prejudice, violence and hatred. The book is challenging us in new ways and also helps us as individuals not to feel overwhelmed by the current social climate. We are finding strength in our faith community and in taking purposeful action. Thank you to our church leadership for addressing these critical issues of race and reconciliation, and for inspiring our involvement within our faith community. Seminary of the Southwest announces appointment of two new full time faculty members Seminary of the Southwest Director of Music Morristown, NJ Missioner for Disaster Resilience Sacramento, CA Course Director Jerusalem, Israel Bishop Diocesan Springfield, IL Rector Knoxville, TN Assistant/Associate Rector Washington, DC Remember Holy Land Christians on Jerusalem Sunday, June 20 American Friends of the Episcopal Diocese of Jerusalem Rector/Priest in Charge (PT) Lisbon, ME Submit an Event Listing Priest-in-Charge Lebanon, OH March 12, 2016 at 11:57 am Indeed, it is time to “get this (and so much more) in the pews” “In the pews” is so important for forward movement, and yet, so often, where it stops. Submit a Job Listing Rector Martinsville, VA
IVY House / SPEACSave this projectSaveIVY House / SPEAC ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/73813/ivy-house-speac Clipboard 2009 Save this picture!© Takeshi Yamagishi+ 17 Share “COPY” Year: Photographs Japan Architects: SPEAC Year Completion year of this architecture project ArchDaily IVY House / SPEAC Photographs: Takeshi YamagishiText description provided by the architects. This was a deserted house that called a haunted house because of the ivy covering the whole. We renovated it as a dwelling and office. Save this picture!© Takeshi YamagishiRecommended ProductsWoodAccoyaAccoya® CanalsPanels / Prefabricated AssembliesULMA Architectural SolutionsFretwork Facade PanelWoodEGGERTimberAll windows were closed with the ivy and the spaces that partitioned into small pieces were very dark. However, we thought the ivy as the most charming feature and conserve it except for the one in front of the windows. Save this picture!© Takeshi YamagishiAfter the partitions and ceilings were removed, we reinforced the structure with the diagonal braces and walls. By this process to make the room looked wider, we arranged the member of the structural reinforcement paying attention to the 3 dimensional perspective and sequence and made the structural material of the roof and floors exposed. And all the things excepting for the wooden structure of the roof and columns of the 2nd floor was painted white. Save this picture!© Takeshi YamagishiThe space of the 1st floor is filled with brightness giving a hint of the texture of old structure. At the 2nd floor we find the preserved wooden structure in contrast with whitened things. Now the time that had passed through this house is visualized as a charm. The ivy is growing up today ticking away time.Save this picture!© Takeshi YamagishiProject gallerySee allShow lessOMA’s Arts District Master Plan UnveiledArticlesTowards an Architecture of Open and Flexible Systems / Emilio MarinArticles Share “COPY” CopyHouses•Japan ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/73813/ivy-house-speac Clipboard Projects Houses CopyAbout this officeSPEACOfficeFollowProductConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesWoodRefurbishmentHousesJapanPublished on August 23, 2010Cite: “IVY House / SPEAC” 23 Aug 2010. ArchDaily. Accessed 12 Jun 2021.
Year: Save this picture!east facade. Image © Kangshou Tang+ 58Curated by 韩爽 – HAN Shuang Share ArchDaily Yantai Chunhui Road Port Apartment / MAT Office ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/925655/yantai-chunhui-road-port-apartment-mat-office Clipboard “COPY” Area: 3220 m² Year Completion year of this architecture project China Photographs “COPY” Projects Photographs: Kangshou Tang, Peizhi ZhangSave this picture!east facade. Image © Kangshou TangRecommended ProductsEnclosures / Double Skin FacadesFranken-SchotterFacade System – LINEAFiber Cements / CementsRieder GroupFacade Panels – concrete skinWoodLunawoodThermowood FacadesFiber Cements / CementsSwisspearlSwisspearl Largo Fiber Cement PanelsText description provided by the architects. Yantai Chunhui road is located in Laishan District, a place originally surrounded by educational institutions and former light-industries, there are some universities around such as Yantai University, Shandong Technology and Business University. The recent urbanization has made this area gradually become the heart of Laishan District, with most of factories moving away, leaving many vacant industrial buildings and warehouses. This project is right at the regenerating former industrial area, there were three buildings originally on the site, and the design mission was to transform the industrial space into a sharing living community for young people.Save this picture!aerial view with hill. Image © Peizhi ZhangSave this picture!aerial perspective. Image © Peizhi ZhangYantai is a typical costal city of northern China, with its continuous mountains and ample sunshine. We hope to find the unique architectural feature by the perspective of city spirit, and bring the excellent quality of shared-living conditions for today’s young people.Save this picture!east facade. Image © Kangshou TangSave this picture!yellow squares. Image © Kangshou TangOn the north side of the site, two rows of lush sideway trees almost obscures the entire building façade alongside the road, however, the east side of the site is facing an open green space. So we boldly adjust the relationship of the façade and the surrounding environment: we make the east side as the main elevation of the apartment; the ground level lobby is also opened to the east, using as the sharing space for public activities; the east façade of the three buildings are integrated into a formative square language, as the main external character of the youth apartment.Save this picture!analysis diagramSave this picture!axonometricThe original three-story building was limited in depth, in order to get a larger inside space; we add a new corridor as spinal transportation to connect each part of the apartment. The exterior wall of the corridor is made of artistic glass brick, and it forms a quiet courtyard together with the added lobby. On the roof of the original two-story storehouse, there are also some communal spaces for the youth apartment, such as dining, kitchen, laundry and fitness. The terrace is also faced to the open green space on the east, and it is the most popular outdoor space for social and leisure.Save this picture!aerial view. Image © Peizhi ZhangSave this picture!roof top. Image © Peizhi ZhangThere are 102 rooms in total in this apartment, with 5 room types, depth from 5.6 meters to 7.6 meters. Each unit is divided into 3 or 4 modular partitions, which are entrance and bathroom, living area, sleeping area and extended workspace in sequence, each part is distinguished by different painting colors. We also introduce a LOFT type duo to the perfect height on the second floor of the original storehouse, and to separate the living area and the sleeping space. This typological and systematic arrangement enlarges the interior space in each unit, and could also increase the living condition by a clear functional zoning.Save this picture!apartment unit plan & axonometricSave this picture!leisure space. Image © Kangshou TangSave this picture!leisure space. Image © Kangshou TangThe frontality of the east elevation is consisted of simple square façade language. We make the artistic design by the angle changes of the inner wall within each square. The orange and yellow painting simulates the shadow projected on the inner walls under different angle. And on a sunny morning, there will be a rich and interesting light and shadow changes at different time. The contrast between this large-area of white and orange wall also coordinate the coastal city spirit under the blue sky.Save this picture!entrance. Image © Kangshou TangThe added corridor faces to the quiet inner courtyard, and the façade material is mainly a translucent 200mm-wide square glass brick. During the daytime, the soft light shines into the corridor through the glass bricks, and refracting the shadows of people moving; at night, the orange walls on the corridor and other public space are illuminated by artificial lighting, and the faint goose-yellow permeates into the outside, like overflowing orange juice, bringing young people a home-like warm feeling.Save this picture!lobby to courtyard. Image © Kangshou TangSave this picture!courtyard glass brick at night. Image © Kangshou TangLandscape intervention is mainly on the treatment of the two courtyards and the terrace. The inner courtyard connected to the lobby, it is the first impression when entering the apartment, so we use white gravel and plants to create a quiet and comfort courtyard. The exterior landscape is mainly on hard paving, with different level of gray colors as the background of the building. Both courtyards and terrace are divided in island-shape patterns, attempting to bring a free and flexible landscape to the right-angled building footprint.Save this picture!aerial view of courtyard. Image © Peizhi ZhangSave this picture!from courtyard to city. Image © Kangshou TangIn The Origin of Works of Art, Heidegger mentions: “ The work is to be a work, only because the field the work opens up…to be a work means to set up a world”. For architectural works, to set up a world could also be understood as the establishment of a place. The renovation design for Yantai Chunhui Road youth apartment is no doubt experimental: it is not only a functional rearrangement to the original industrial building, but also an effort to find out the spiritual correspondence of the coastal city and the youth apartment. We adjust the relationship of the building and its surrounding city by manipulating the frontality on different directions; we create an unique and recognizable place for the youth apartment through the implantation of the artistic use of color and shadow on the façade; and we also trying to bring a sharing lifestyle and living experience for young people by the spatial design inside and outside.Save this picture!glass brick wall. Image © Kangshou TangSave this picture!glass brick wall. Image © Kangshou TangProject gallerySee allShow lessYNE House / Metropole ArchitectsSelected ProjectsHam-Sayeye-Park Apartment / White Cube AtelierSelected ProjectsProject locationAddress:Yantai, Shandong, ChinaLocation to be used only as a reference. It could indicate city/country but not exact address. Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/925655/yantai-chunhui-road-port-apartment-mat-office Clipboard Apartments 2019 Architects: MAT Office Area Area of this architecture project Yantai Chunhui Road Port Apartment / MAT OfficeSave this projectSaveYantai Chunhui Road Port Apartment / MAT Office CopyApartments•Yantai, China CopyAbout this officeMAT OfficeOfficeFollowProductsGlassSteelConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousingApartmentsYantaiOn FacebookChinaPublished on September 30, 2019Cite: “Yantai Chunhui Road Port Apartment / MAT Office” 30 Sep 2019. ArchDaily. Accessed 10 Jun 2021.
CopyHouses•Agrilia Kratigou, Greece “COPY” Projects Architects: b-group Area Area of this architecture project Greece Private House in Kratigos / b-groupSave this projectSavePrivate House in Kratigos / b-group Photographs: Panagiotis Voumvakis Manufacturers Brands with products used in this architecture project Products translation missing: en-US.post.svg.material_description “COPY” Private House in Kratigos / b-group Photographs Save this picture!© Panagiotis Voumvakis+ 41Curated by Paula Pintos Share Structural Engineer: 2020 Houses CopyAbout this officeb-groupOfficeFollow#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesOn FacebookAgrilia KratigouGreecePublished on February 23, 2021Cite: “Private House in Kratigos / b-group” 23 Feb 2021. ArchDaily. Accessed 10 Jun 2021.
Ventura County Sheriff(THOUSAND OAKS, Calif.) — Family and friends will gather Thursday to mourn the sergeant killed in the line of duty in the Thousand Oaks, California, mass shooting.Sgt. Ron Helus, a 29-year veteran of the Ventura County Sheriff’s Department, was among the 12 people shot dead on Nov. 7 at the Borderline Bar & Grill, Ventura County Sheriff Geoff Dean said.Helus was one of the first responders on the scene and was shot multiple times when he arrived the bar, authorities said.Helus, 54, who is survived by his wife and son, was looking to retire soon, the sheriff’s office said.Instead, he made “the ultimate sacrifice,” Dean said.When the report of the shooting came in, the sheriff said Helus was checking in with his wife on the phone, as he often did during his shift.“Hey, I got to go handle a call, I love you,” Helus told his wife, according to Dean.“He was a great man,” Capt. Garo Kuredjian, a spokesman for the Ventura County Sheriff’s Office, told ABC’s Good Morning America last week. “He was a cop’s cop, and we miss him.” Copyright © 2018, ABC Radio. All rights reserved.
What makes Indian call centres tickOn 29 Apr 2003 in Personnel Today Previous Article Next Article DeeDee Doke travelled to Bangalore and New Delhi to see how major operatorWipro Spectramind is using people development to deliver a competitive serviceand put the integrity back into business in IndiaIt’s no secret that call centres and business processing outsourcing (BPO)have become big business in India. So big, in fact, that the workforce of thecountry’s largest third-party remote processing centre grew from 50 to 5,000 injust two years, and is still growing. During the last three months alone,demand for its services has been climbing at such a pace that Wipro Spectramindhas added an average of 800 new recruits every month just to keep up. Its HR team can even afford to be selective as up to 150 applicants walk into each of its sites every day. Between 7,000 and 8,000 young men and womenrespond to every advert the company places. But only seven or eight out ofevery 100 are hired to work the eight-and-a-half-hour shifts, five times a week– serving UK and US clients – at the firm’s sites in Chennai, Mumbai, New Delhiand Pune. “We choose the raw materials – uncut diamonds,” said companychairman Raman Roy. “Then we cut the diamonds and polish them.” A June 2002 study by India’s National Association of Software and ServicesCompanies and global consultancy McKinsey estimates that the global potentialfor BPO’s in 2005 is £148bn, with India’s share worth £15bn. By 2008, thesurvey predicts, the country will need more than one million call centreworkers to meet demand. International clients Spectramind’s call centre clientele includes the Dell Computer Corporationand immediately recognisable brand names which the company will not publiclyreveal. Among its many BPO clients are the Scottish Parliament, Thames Water,ABN Amro, Allianz, NTL, Thomas Cook, Nokia and Microsoft, and many otherpotential clients have visited. “We’re very excited about the growthprospects,” said Roy. The New Delhi call centre operation lies within an industrial zone of thesprawling city where monkeys stalk past the windows and over the roofs. Inside,several floors are filled with operator cubicles, and a single floor may bededicated to a sole client. Banners cheering on the given team hang from wallsor the ceiling. With no dress code, a Metallica t-shirt is just as at home inthe office as a sari. The grand finale of a team briefing before a shift is arousing blast of cheers. While the attrition rate – said to be in the high 20s – is higher thanSpectramind’s management would like, the company aims to create a workplaceculture far from the sweatshop stereotype, building on the philosophies of suchpop management gurus as Ken Blanchard and the traits of the Generation Yworker. “Everything revolves around fun as a value,” said RajaVaradarajan, vice-president, talent engagement and development. Because recruitment is so critical to the business’s success, the concept offun in the workplace has been extended to involving staff in bringing in newemployees. Prizes such as motorcycles, trips, mobile phones and cash areawarded in special recruitment drives, which have led to impressive statistics.Recently, 19-20 per cent of new hires were recruited by existing staffreferences. “We want to increase that to between 40 and 50 per cent,”said Varadarajan. Rigorous processes The company’s recruitment process is rigorous. The first level of hiring isoutsourced, and only shortlisted candidates ever meet a hiring official fromSpectramind. If a candidate ultimately does not make the grade but seems tohave potential, the company invests in pre-hire training to try and bring themup to the desired level of capability. Last year, between 400 and 500 candidates received pre-hire training with asuccess rate of 60 to 65 per cent, Varadarajan said. Even those who fail are likelyto succeed elsewhere. “The pre-hires are often hired by our competition,” he added. Once hired, the battle is on to keep the new recruits who undergo intensivetraining in UK or US culture, intonation and call centre work itself beforemanning the phones. By UK standards, the pay is poor, ranging from theequivalent of £112 to £168 a month. However, it is reasonable by Indianstandards, and even more so for the young singles with an average age of 23,who typically work there. Traditionally they live at home well into adulthoodor share flats with friends if they come from outside the city. Development opportunities Ambitious workers can advance their careers if they choose to stay in thebusiness. Up to 60 percent of Spectramind’s supervisors come from within. “We’ll provide opportunities for growth. And career development is notvertical alone – it’s also lateral,” Varadarajan said. “We allowmovement across functions.” Innovative employee perks at Wipro Spectramind actually benefit the employeras well. A concierge service, available to every employee, keeps the worker onthe job while someone else handles the inconveniences of Indian life, such ashaving to pay household bills. Employer-provided transportation gets staff tojob sites on time and returns them to their homes – with the safety of femalestaff taken particularly seriously. A male employee is always the first to bepicked up and the last to be dropped off on the bus routes. The cost savings to Wipro Spectramind result in two ways: staff are sure tobe on the job when they are needed, and the firm invariably gets good pricesfrom the vendors for their services. “We negotiate based on scale, and it is always a win-winsituation,” said Varadarajan. With the shift of IT enabled services such as call centres and other BPOconcerns to India reaching floodlike proportions, Spectramind is mindful thatthe competition for both new business and qualified workers has gone beyondintense. “The shakeout has already started,” said Varadarajan. “Thebig players are in now.” Profile Wipro LimitedEmployees: Between 18,000 and19,000Headquarters: Bangalore, IndiaOther facilities in India: Chennai, Hyderabad, Mumbai,New Delhi, PuneOverseas locations: Australia, Canada, Finland, France,Germany, Japan, Switzerland, Sweden, UK, United Arab Emirates, US Net income in 2002: $170m, down 3 per cent from 2001Revenues in 2002: $902m, plus 28 per cent from 2001 History: First created as a cooking oil company. Cookingoil, along with other consumer products, is still made by the company, butWipro has gone on to embrace software, hydraulics, medical systems, callcentres, business process outsourcing and energyRecruitment: About one in every 100 applicants is hiredHR practices include:– Highly formalised succession planning at managerial levels– A requirement that 5 percent of the workforce’s time bedevoted to training and development– An annual technology forum for sharing information amongemployees about company projects– Identification of and strategies to retain ‘at risk’ talentthat may be planning to leave– An employee portal that, among other offerings, providesemployee self-service, promotes knowledge sharing and allows workers tonominate colleagues for recognition– Competency mapping – Life-cycle leadership training Related posts:No related photos. Comments are closed.
Previous Article Next Article HSE publishes its blueprint for tackling workplace stressOn 1 Jul 2003 in Personnel Today Organisations encouraged to take part and offer feedbackThe Health and Safety Executive (HSE) has outlined in greater detail how itsmanagement standards for dealing with stress in the workplace will work. A blueprint for the Management Standards for Stress was posted on the HSE’swebsite at the start of June, a few weeks later than planned, setting out themethodology and thinking behind the standards. Organisations are being encouraged to have a look, with details of how totake part on the website and any feedback set to be incorporated when thestandards are formally launched next year. Some 20 public and private sector employers have agreed to pilot thestandards (see box below), which are based on seven causes of stress, asoutlined in the HSE’s Tackling Work-Related Stress. As a benchmark, the standards estimate that about 20 per cent of employeeswithin an organisation are likely to be very or extremely stressed at any onetime. To meet the standards, at least 85 per cent of an organisation’s employeeswill need to be satisfied with the demands put on them, the level of controlthey have and the sort of support on offer. When it comes to managing relationships, roles and change, the standard willbe achieved if at least 65 per cent of employees indicate they are satisfied. Within each standard, the HSE has outlined a range of measures thatorganisations need to achieve, for instance, ensuring there is adequatecommunication and consultation. Firms are also expected to carry out an auditto identify problems, consult with unions and managers and provide confidentialcounselling, where appropriate. Bill Callaghan, chairman of the Health and Safety Commission, said:”There is a difference between the buzz people get from doing achallenging job, and an unreasonable pressure that can harm health, lead toabsence and put additional strain on colleagues, who are trying to cope in aneven more pressured environment. “So, in developing a new approach, it is important to get activeparticipation, agreement and feedback. That is why we have decided thatinnovative firms seeking an answer can have a go with this scheme.” www.hse.gov.uk/stress/stresspilot/index.htmKey standardsThat at least 85 per cent ofemployees: – indicate they are able to cope with the demands of their jobs– have a say about the way they do their work– receive adequate information and support from theircolleagues and superiorsThat at least 65 per cent of employees:– indicate they are not subjected to unacceptable behaviours(for example, bullying) at work – indicate they understand their role and responsibilities– indicate the organisation engages them frequently whenundergoing an organisational changeIn all of these, firms must also demonstrate that there aresystems in place locally to respond to any individual concerns. Comments are closed. Related posts:No related photos.
Your Physicists Need You! An Oxford team of astrophysicists is enlisting the public’s help in classifying newly discovered galaxies at http://www.galaxyzoo.org/ The name is whimsically inspired by the huge (and stunningly beautiful) variety of galaxies – one million never before seen by human eyes – milling against the darkness of the universe, a zoo of the new and unknown. Newly discovered galaxies need to be sorted into types – elliptical and spiral – and since the launch of the website a week ago, 40,000 have already signed up. The Sloan Digital Sky Survey (SDSS) is taking these images in an attempt to help scientists understand better how galaxies are born, evolve, and die. Volunteers have been recruited from around the world – Japan, New Zealand, and Russia are just a few – and Dr Lintott, a member of the Oxford team, claims the interest has appeal even further afield: “I’m convinced that somewhere out there there is an alien at a computer spending two seconds looking at an image of the Milky Way, saying that’s just another spiral.”But why people (or aliens, for that matter)? Why not use a computer? Because you, yes you, are better than any super-computer can ever be at recognising patterns, shapes and resemblances (try sticking that on your CV for your next interview). The website explains: “Any computer program we write to sort our galaxies into categories would do a reasonable job, but it would also inevitably throw out the unusual, the weird and the wonderful. To rescue these interesting systems which have a story to tell, we need you.”While some unfortunates may argue that facebook too is a collection of the unusual, the weird and the wonderful, if you’re looking for something a little different, the GalaxyZoo awaits. Try your hand at identifying galaxies at http://www.galaxyzoo.org/Tutorial.aspx. Deep space is just a click away. Cherwell24 is not responsible for the contents of external websites.
An investigation by the Federation of Small Businesses (FSB) has revealed what it calls “alarming” levels of unfair dealing, just a week after Premier Foods hit the headlines.In a new survey of 2,500 FSB members, one in five said they had faced “supply chain bullying” in the past two years.This survey comes after Premier Foods, owner of Mr Kipling, was criticised for its ‘pay and stay’ practices, in which suppliers were urged to invest in the business or risk being dropped.The research revealed five types of common practices that small businesses had faced. These were:1) Flat fees – ‘pay to stay’2) Excessively long payment terms – ‘pay you later’3) Exceeding payment agreements – ‘late payment’4) Discounts for prompt payment – ‘one for you, one for us’5) Retrospective discounting – ‘balance sheet bonuses’The FSB is now calling for the Prompt Payment Code to be reviewed, as well as new measures to stamp out things like retrospective discounting and ‘pay to stay’.John Allan, national chairman of the FSB, said: “When the public think of their favourite brands, they are unlikely to connect them with the sort of immoral payment practices that are becoming all too common across an increasing number of industries. However, it is clear that whenever these examples come to light, the public shares the same sense of moral outrage as the small firms that have to put up with them on a daily basis.“The government has indicated that they are prepared to do more to improve the culture of payment practices in the UK and they are right to do so.”
Pukka has rolled out its first-ever vegan pies.The new pies – Vegan Chicken & Mushroom and Vegan Minced Steak & Onion – see two of Pukka’s bestsellers get a meat-free makeover.The former sees chicken replaced with soy protein pieces and encased in the brand’s signature puff pastry along with a savoury vegan creamy sauce. The Vegan Minced Steak & Onion also uses soy protein as a meat alternative paired with chopped onions and gravy.Both are approved by the Vegetarian Society and feature its vegan trademark on the front of pack. The packaging is recyclable and plastic-free – Pukka rolled it out across its portfolio earlier this year.They will be available in Morrisons from 16 September and Sainsbury’s from 23 September with an rsp of £1.89. Other supermarket listings will follow later in the year.“Our new recipes are part of an ongoing investment to help put more pies on more plates more often and as the People’s Pie, we want to make sure there’s a Pukka for everyone,” said Pukka head of marketing Rachel Cranston.She noted research that found 55% of shoppers are actively reducing their meat intake while the number of vegans in the UK has risen by 305% in the last year.“This demonstrates there’s a real opportunity to offer shoppers vegan alternatives to two of our most popular pie recipes which don’t compromise on taste, and we’re confident that retailers will benefit from incremental sales by stocking our new range,” she added.Following the launch, Pukka is also returning to TV screens with its multichannel campaign ‘The People’s Pie’ in autumn.