How to Patch Wood Siding. The clapboard you use for a patch should blend in seamlessly with your existing siding. Woodpeckers Making Holes in Cedar Siding Help. We have woodpeckers making holes in our cedar siding. They pound away until they have a nice round hole--or several of them. The damage is becoming considerable. How to Patch Vinyl Siding. Repairing or replacing any break in vinyl siding can be somewhat tricky depending on the size of the spot needing repair. You must find a replacement piece, which can often be purchased at a local. I installed a new outside light and took down the old light fixture. Now I have some holes on the wood siding. Some bigger area is about 1' to 1.5'. What is the best way to patch them? Step Nine // How to Patch Wood Siding. Back-Caulk the Joints. Photo by Webb Chappell. Finish by dabbing caulk into the nail holes and wiping away any caulk that oozes from the joint. The new piece is now ready for paint. How to Repair Holes in Siding. Constant exposure to weather elements, pests and moss eventually causes wood siding to deteriorate and develop holes. Clapboard and hardboard siding are especially susceptible to holes. Often these holes go through the siding and into the insulation. Holes on the wood fascia boards may be a result of drumming, evidenced by very small holes in clusters at specific points on the fascia boards. Here's how to make sure you have a patch that's a perfect match before you begin. Sizing: Measure the butt- edge thickness and the widths of the exposed faces of a few courses on the wall. Add an inch to the face width to account for the overlap of the piece above. Fortunately, most boards are smooth on one side and rough on the other. Grade: Tom pays extra for clear (knot- free), vertical- grain (quartersawn) siding because it's easier to paint and is more stable than cheaper, flat- sawn boards. It's also easier to maintain because paint sticks to it longer, and the end joints remain sealed. But if C- VG doesn't match the rest of the siding, then go with a grade that does. The Nail You Need. While there are many varieties of clapboard to choose from, only one kind of nail will do: a stainless steel ring- shank nail for siding. Stainless steel doesn't rust or stain the paint or leave black streaks on the wood, and the rings on the shank act like barbs, gripping the sides of the hole to prevent the nail from popping out. For the best guarantee against pop- out, use 7d or 8d (2. You can get away with hammering 5d (1. To find out how thick your sheathing is, remove a piece of siding and poke a drill bit into a vertical seam between two sheathing pieces. Because these seams always land at a stud, measuring how far the bit goes in will tell you the sheathing's thickness. How to Fill Woodpecker Holes in Wood Siding. Overview Unless you want to stand outside on patrol at all hours, there's not much you can do about the woodpeckers in your area. Sure, you can hope that your local woodpeckers will stick to pecking at the local trees, but if they do come for your wood siding, you're going to need to know how to fill in those holes. Step 1. Buy some Bondo Body Filler at your local auto parts store. It's a product designed for car dents, but it can be used to patch up all kinds of different holes. Mix the contents of both filler tubes together until they form a pink paste. Let the paste harden, but don't let it get so hard that you can't apply it inside of your woodpecker holes. Step 2. Fill the woodpecker holes with the hardened paste, using a putty knife. Put enough paste in the holes so that it sticks out a little more than the original wood siding. Step 3. Let the paste dry for a few hours and then sand it down until it's even with the wood siding. Step 4. Cover each filled- in hole with the same product you used to finish your original wood siding. Whether it's a primer, paint, or a stain, you'll have your siding looking like new until the next time those pesky woodpeckers come around.
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Successes such as these justify the tireless efforts of ICPs. Fauerbach notes that epidemiology gives the. Incentive Plan Builder, the On- Line Incentive Design Tool for Managers. Business Services - top. Annual Incentives in IT Consulting. Worked with the owner and President of a rapidly- growing IT staffing and consulting company to revamp variable pay for all employees. Project included clarifying roles, identifying appropriate measures, weighting the measures, defining goals, and determining payout levels and payout frequency. Plan included monthly, quarterly and annual individual and team goals. Created and distributed Investment Memorandum describing offering, identified prospective buyers, assisted with negotiations. Plans included options for selling the business to an outside party (individual or company), the existing employees (ESOP), and/or the current President. Discussions involved developing a strategy that would maximize present value for the existing owners while allowing for the on- going success of the business. Project included new consultant job family and base salary ranges, consultant incentive plan, incentive plans for Practice Line Directors, Project Managers, Business Development Managers, and Marketing and Sales Directors. Also created Company- wide incentives for administrative and support positions. Plan included tenure and performance- based measures. Plan included monthly quotas for Branch Managers and sales staff. Plan carefully differentiated earning opportunity based on job type to maximize the motivational impact of a limited budget. Plan also rewarded employees for their contribution to the Company’s success and informed any employee who might be personally or professionally disadvantaged from a down sizing or restructuring what the financial potential of remaining with the Company would be in order for them to make informed choices about their future. Project involved defining various classes of employees, assigning each employee to the appropriate class, establishing target option levels for each class, creating a granting and vesting schedule, developing a plan to transition existing employees to their target level, and establishing on- going plan administrative guidelines. Plan involved individual and Company- wide goals linked directly to sales commission plans and annual incentives for employees throughout the organization. Model incorporated numerous financial and organizational variables to predict performance and plan for growth. Goals and measures were created to focus executives on increasing the value of the business in order to maximize payouts into the ESOP trust. Package included base salary (with built in annual increases), annual incentive tied to improved profitability, multi- year simulated equity tied to increase in company valuation, participation in the Company ESOP, tangible equity in the form of stock options, executive perquisites, and benefits. This simple and concise guide is packed with great insights and secrets for designing a powerful employee incentive program. Avoid common pitfalls that can undermine. Recommendations included specific action plans to address issues noted. Process involved clarifying business objectives and converting them into separate financial and strategic measures for each employee based on their role and desired contribution. Given the uncertain economic environment, it was essential that the plan assure that payouts occurred only after sales people had covered their own carrying cost and were providing sufficient value- added to the firm to justify additional payouts beyond base salary. Purpose was to help focus and energize all staff on the financial goals associated with preparing the company for sale. Elements included: sales and marketing incentives, management incentives, adjustments to base salaries, preliminary buy- out and earn- out disbursement plans, employment contracts and separation agreements. The Annual Sales Program (ASP) and Grain Max Program is a results-based incentive program that recognizes and rewards member salespeople and management teams for the. Employee Recognition and Rewards; Sales Incentives. Not only do our employee incentive program solutions get the most out of your people by rewarding and. 8 Grain Elevator Policies That Hurt Profitability. A good incentive program is a. Grain Bin Accessories; Fertilizer Storage. Fertilizer Tanks; Fertilizer Bins; Fertilizer Bags; Grain Monitoring & Aeration. Fans, Heaters & Accessories; Aeration Systems. Grain Elevator Design. North Central Sales Representative Gary Thielen will be at the 2016 Grain. Lead Generation Incentive Program. Markets; Lead Submission. Plan involved clarifying mission and values, streamlining products and services, developing a new organization structure, conducting risk analysis, creating a revised staffing plan (including detailed selection criteria), and modifying the sales commission structure. Plan provided clarity to management as well as context for employee action- taking. Plan addressed relative mix of four major business segments; determined whether additional segments should be added; targeted revenue growth in each segment; assessed service offerings in light of changing market needs. Following analysis, developed performance metrics, organization structure; systems/technology requirements; employee skills requirements; training and education; and a methodology for compensating employees to assure they remain focused on achieving desired results. Plan included metric- driven incentives, criteria- driven discretionary bonuses, group- wide incentives, non- monetary incentives, and restricted stock grants. Plan is intended to compare favorably with internet start- ups in order to improve recruitment and retention of key talent . Project involved a quantitative review of Collector productivity and the creation of performance metrics that established the desired on- going relationship between productivity and pay. Recommendations included restructuring base salary, commissions, office bonus, and profit- sharing plans. Activities included financial and operating review, on- site interviews, customer interviews, and market analysis. Produced formal written report for investors and fund managers describing business’ strengths and weaknesses. Presented recommendations to fund leadership and selected investors. Plan involved monthly monitoring of key performance indicators and random call screening to assure high quality service. This position was responsible for originating home equity loans and lines nation- wide via telephone from the Equity. Lending. Center in Oregon. In order to motivate and reward increased loan volume, designed and developed a sales incentive plan for 6. Equity Sales Officers.
Process involved on- site observation to clarify incumbents’ roles and responsibilities, extensive meetings with management to define individual, team, and performance metrics, and modeling of payouts based on various performance scenarios. The approach created rewards sales staff for team as well as individual sales. This design was new to the Financial Services industry and represents a departure from previous sales incentive plans. The goal was to dramatically improve the productivity and motivation of the sales force in order to induce quantum leaps in revenues. Plans encouraged incumbents to upsell and cross- sell without loosing sight of the need to broaden and deepen relationships through outstanding service. These positions are instrumental in reshaping the way the Bank approaches sales, customer service, and account retention. Activities included redesigning how customer data is gathered, stored, and accessed; developing criteria for prioritizing prospects; matching prospects with product sets that maximize benefits to both customers and the bank; redirecting sales efforts towards most promising and profitable accounts; and standardizing the sales process across the company for consistency and efficiency. Helped the founder create an operating group capable of assisting acquired companies with a full range of business needs. This group, staffed by investors and assorted affiliated executives, is intended to identify ways to optimize business performance and expedite rapid growth. Group also performs due diligence on new acquisition candidates. This effort included determining which customers qualify for support, defining staffing levels, developing algorithms for assigning customers to employee portfolios, establishing methods for load- leveling portfolios to assure similar workload, and techniques for keeping portfolios current and balanced over time. Effort included designing, developing and implementing incentive compensation plans for all department employees. This included developing plans for ten separate positions involved in sales and customer service for all business- related deposit, loan, lease and treasury management products. This new role combined the duties and activities of several separate positions into a single position. Because incumbents operated far from direct supervisory control, the incentive plan needed to provide more than the usual amount of behavioral guidance and direction. These telephone- based brokers were charged with introducing customers to the techniques and benefits of trading online. Plan was intended to encourage team performance beyond historical levels, reward increased group performance and productivity, and provide a mechanism for more frequent feedback of team and individual results. Process involved extensive on- site observation to clarify incumbents’ roles and responsibilities. Plan design included team and individual measures. Each pilot was intended to test new options and approaches for bringing investment services to high net worth customers. Positions included Private Bankers, Trust Officers, Portfolio Managers, Securities Brokers, Investment Consultants, and their managers. Plan was intended to increase sales of products and services through this important customer service channel. Process involved meeting with operations and HR executives to establish goals and objectives, review the pros and cons of previous plans, developed various optional plan designs, and reviewed performance modeling conducted by internal staff. Customers included websites with processing volumes ranging from tens of thousands to hundreds of millions of dollars. Program included expanded services; new methods for tracking sales activities; revised organization structure; retention plan for key contributors; recruitment strategy; improvements to systems and technology; enhancements to office environment; and 5- year financial performance objectives and pro- forma budgets. This program was intended to improve the efficiency and effectiveness of hiring business relationship managers, commercial loan officers, business deposit consultant, and their managers. Peace Corps Graduate Programs ? Coverdell Fellows Program offers returned Volunteers scholarships or reduced tuition, stipends, and internships at more than 5.
American communities. Fellows teach in public schools, work in public health facilities, and contribute to community development projects at nonprofit organizations. Volunteers can apply for Paul D. Wheelock College is proud to partner with the Peace Corps to offer two Master's International (MI) Programs at Wheelock. Coverdell Fellows Programs any time after they complete their Peace Corps service. PAUL D. COVERDELL FELLOWS PROGRAMS IN MINNESOTA: Before and During Your Service: Master’s International. Master’s International allows Volunteers to incorporate Peace Corps service as credit in a master’s degree program in a variety of fields at more than 8. Prospective students apply separately to Peace Corps and to a participating graduate school. Certificate Programs Graduate Study Abroad. Combine grad school with Peace Corps service. FRANKE COLLEGE OF BUSINESS Graduate Programs. Returned Peace Corps Volunteers may. Graduate school peace corps master’s. Peace Corps Graduate Student’s. The OSM/VISTA and Peace Corps Coverdell. The Peace Corps said that is. To promote world peace and friendship through a Peace Corps. Peace Corps volunteers in pursuing graduate. Once accepted by both, students will study on campus, usually for one year, and then spend the next two years earning academic credit while working overseas in a related Peace Corps project. Most schools provide students in this program with opportunities for research or teaching assistantships, scholarships, or tuition waivers for the credits earned while serving in the Peace Corps. To see a list of Master’s International programs in Minnesota, CLICK HERE. Program for RPCVS at St. Thomas University School of Law. First Time Home Buyer Programs & Resources. We are your guide to buying a new home as a first time home buyer. Whether it’s your first time or 3rd time buying a home we’ve got the resources, step by step instructions, insights and information you need to make the purchase of your new home as smooth as possible. Prefer to talk over the phone? Get in touch with us, We’ve seen it all and will help anyone buy a home*. Mortgage Grants has a first time home buyer program, that offers a down payment resource and closing cost assitance, up to 50% of your loan could be interest free. First Time Home Buyer Grants Supplied by The Colorado Housing Housing and Finance Authority. First time home buyer? Learn how to qualify for a home loan? Learn successful home buying tips, what to expect during your transaction and the escrow process: NOVA. Complete Details on First Time Home Buyer Programs In Every State, Including Local Programs Within Each State Along With Complete Contact Information. Why should I buy, instead of rent? Answer: A home is an investment. When you rent, you write your monthly check and that money is gone forever. But when you own your. Colorado Down Payment Assistance. W e understand how important your home purchase is. That’s why we want to give you the information and resources you’ll need to. First Time Home Buyers grant directory to free down payment programs throughout the nation. Grants, programs, down payment assistance and various loan incentives for first time property buyers. Colorado first time home buyers get $3,600 to $15,000 down payment assistance. First-time home buyer programs that help you purchase your 1st home.
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Common postgraduate double degrees are J. D./M. B. A. Many medical schools also offer joint M. D. Some universities even offer dual Ph. D./M. B. A degree, Ph. D. Double majors or dual majors consist of two majors attached to a single degree, as opposed to two separate degrees each with its own field of study. In some schools, students will earn a double major when the two majors lead to the same degree name (such as: B. A., B. S., B. F. A.). And they will earn a double degree when the two majors lead to differently- named degrees (such as: B. A. In general, the number of hours and required courses are more in a dual- degree program than a double major. Dual degree programs. After completing all requirements for both programs (usually in four to five years) the student is awarded two degrees in one of the following combinations: (1) Associate's and Bachelor's programs - an associate degree from a community college and a bachelor's degree from a partner university; (2) Dual bachelor's degree programs - two bachelor's degrees; (3) Dual Bachelor's master's degree programs - a bachelor's degree and a master's degree; (4) Dual Graduate Degree programs - a combination of D. D. S., D. O., M. A., M. D., M. P. P., M. S., J. D., M. B. A., M. P. H., or Ph. D. In Canada, Australia and increasingly Hong Kong, many teacher candidates study simultaneously for a Bachelor of Arts and a Bachelor of Education. Students enter a dual degree program to accelerate their education or to enrich their professional portfolio by adding a new major. Examples of double degrees. Students are able to obtain a Bachelor of Business Administration from Wilfrid Laurier University and either a Bachelor of Mathematics or a Bachelor of Computer Science from the University of Waterloo. This undergraduate program typically takes five years to complete and allows students to take part in a wide range of activities offered at both schools. Many double degree programs exist in France especially with the collegiate universities such as Paris. Tech. These include a double bachelor for Mathematics and either Physics or Computer science, and a double bachelor for Medicine and Biomedical Sciences. Dryland Program Info. TYPICAL TRAINING WORKOUT COMPONENTS Creative Warm- Up. Lots of total body obstacle movement; running, jumping, dodging, ducking under. Structured Warm- Up. Specific dynamic movements to prepare the body to train as well as to. Stride Development. Training: Specific exercises to. Skill and Strength Stations(Players will usually work in groups of 4 (sometimes 8) and. Stick Handling. Skills: Every session. Hockey Dryland Not the Only or Best. A well designed balanced program that includes strength training, aerobic training, hockey specific. Hockey Power and Speed Dryland Training. Strength, Speed and Power Facility. An integral component to the Puckmasters training system is its high quality strength. COMPLETE CORE ATHLETICS & FITNESS. By combining all the aspects of hockey dryland into your training program your athlete will notice a significant difference. About the Dryland Program. Based on USA Olympic Development, European, and Russian Training Programs. Training for hockey with our unique hockey dryland equipment makes training fun and affordable. Hockey off ice training product packages to fit your needs. Hockey Program; Dryland Training. Three things to consider while running your team dryland. If you run your dryland training program the. Our hockey camp Dryland instructors are experienced in fitness training. Hockey dryland products, training aids, hockey plyometrics, hockey resistance training, hockeyshot power builder, hockeyshot leg trainer, powerslide board, slide. |
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