TATEPA Limited (TATEPA.tz) listed on the Dar es Salaam Stock Exchange under the Agri-industrial sector has released it’s 2016 annual report.For more information about TATEPA Limited (TATEPA.tz) reports, abridged reports, interim earnings results and earnings presentations, visit the TATEPA Limited (TATEPA.tz) company page on AfricanFinancials.Document: TATEPA Limited (TATEPA.tz) 2016 annual report.Company ProfileTanzania Tea Packers Limited (TATEPA) is an agricultural holding company involved in growing, processing, blending, packing and selling tea in Tanzania and for international export. The company also has interests in growing and distributing avocadoes and tropical fruit. Tatepa Limited holds a 75% stake in Wakulima Tea Company Limited which grows, processes and sells tea for local and export markets; a 74.3% stake in Rungwe Avocado Company Limited which grows, packs and exports avocadoes; and a 54.4% stake in Freshfields Investments Limited. Other subsidiary companies include Kibena Tea Limited which grows and processes tea and Chai Bora Limited which blends, packages and markets packed tea in Tanzania and for international export. TATEPA Limited is listed on the Dar es Salam Stock Exchange
“COPY” Area: 180 m² Year Completion year of this architecture project Flashback: Tolo House / Álvaro Siza Vieira Portugal 2005 “COPY” Flashback: Tolo House / Álvaro Siza VieiraSave this projectSaveFlashback: Tolo House / Álvaro Siza Vieira ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/893/tolo-house-alvaro-leite-siza Clipboard Projects CopyHouses•Ribeira de Pena, Portugal Photographs: Fernando Guerra | FG+SGText description provided by the architects. This project is located on a site, with an area of around 1000m2, in Lugar das Carvalhinhas – Alvite, Cerva Parish, Ribeira da Pena Commune, Vila Real District. The project consists of a holiday home with three bedrooms, a social bathroom, a living room, a dinning room, a small kitchen with a support washbasin, pantry, and even a small outdoor swimming pool. The terrain is sharply inclined and has a particular configuration: it is very long and narrow. However, the fact that it faces south allows it to receive optimal solar exposure and to enjoy a particular natural view. The living area does not exceed 180m2.Save this picture!section 02For reasons of functionality and integration, it was opted to organize the main entrance based on the street where car transit was possible. This road leads to the northern higher part of the lot. Nevertheless, it is possible to access the house from a more rustic footpath from the south. Its fragmentation, necessary due to the steep topography, transforms the whole into a composition of small linked and interconnected volumes, creating an unevenness that allows for a more secure and rational use of the lot. In this way the house’s various functions are clarified with each elevation corresponding to a single compartment. The roof functions simultaneously as pavement support for the gardens: similar to the traditional threshing floors and patios in the northern regions of the country with hilly terrain.Save this picture!general plansWith a linear position at the center of the lot, an attempt was made to preserve all the pre-existing trees, as they maintain a strong presence in the area, as well as to preserve continuity with the immediate surroundings and to ensure its original characteristics. The form resulting from a rigorous, modular geometric abstraction establishes the necessary rotation of certain modules to adapt to the natural morphology of the terrain, respecting the distance from neighboring regulation walls, thus appearing to move naturally and with absolute freedom.Save this picture!© Fernando Guerra | FG+SGThe terrain’s instability together with modest economic resources gave rise to a house with triple function: the home itself and its interior space; the organization of outdoor leveled patios corresponding to the roofs of various levels which permit the outdoor use of the garden; and finally, the creation of a pedestrian link between the paths of the upper and lower levels that border this lot. In this way the house itself is a path. Its form organizes a fundamental outdoor route. The exterior stairs that create a link between the patios mirror the interior stairs that have the same function of linking the designed compartments that are also developed through levels. In this way, the exterior stairs correspond to the interior ceilings.Save this picture!© Fernando Guerra | FG+SGAlthough this project presents an extreme unit in its language, from the four quadrants, its image varies completely. It expresses its entire volumetry to the southeast, and in a different way to the northeast. It is radically contextualized in the northwest and southwest quadrants. It is neither horizontal nor vertical architecture. Its location on the lot results in a slanting architecture. The necessity of partially burying the house comes from lack of economic means, and in this way creates positive thermal behavior and security. The outdoor patios solidly adapt, establishing a direct link to the garden, and the house is naturally unified with the terrain. The choice of exposed concrete creates an idea like that of massive stones appearing naturally on the site. In this way, expressiveness is extracted from a continuous structure of reinforced concrete, the most efficient on the lot with these characteristics, and once again making optimum use of the modest economic resources available.Save this picture!Paving stones of reinforced concrete will also be constructed, creating an air space between these and the lot, which is fundamental for guaranteeing decent waterproofing and improved thermal behavior in the terrain with such an elevated water table. The reinforced concrete walls will contain an exterior finishing with special formwork, its stereotomy having been designed. PVC canvases will waterproof foundations, walls, and roofs. The roofing will be covered with thermal insulation and prefabricated, anti-slip tiles. Some patios will be filled with humus for a grass plane. The few non-resistant walls will be built in cement blocks filled with sand. These will be plastered, coated and painted white in the interiors.Save this picture!© Fernando Guerra | FG+SGThe interior floors, doors, and baseboards are in wood, except in the water areas. The exterior doors and windows are in metal, which are double-pained for improved thermal and acoustic insulation. The photographic references are relative to the site on the internet: http://www.fernandoguerra.com/tolo/ For publishing them, you should contact the photographer Fernando Guerra.Save this picture!Project gallerySee allShow less2011 Roberts Memorial Delineation CompetitionArticlesVideo: Virgin America and Gensler offer Behind-the-Scenes look at SFO T2Articles Share Architects: Álvaro Siza Vieira Area Area of this architecture project Year: Houses Photographs Save this picture!© Fernando Guerra | FG+SG+ 54 Share ShareFacebookTwitterPinterestWhatsappMailOrhttps://www.archdaily.com/893/tolo-house-alvaro-leite-siza Clipboard ArchDaily CopyAbout this officeÁlvaro Siza VieiraOfficeFollowProductsGlassConcrete#TagsProjectsBuilt ProjectsSelected ProjectsResidential ArchitectureHousesHousesRibeiraRibeira de PenaPortugalPublished on September 27, 2011Cite: “Flashback: Tolo House / Álvaro Siza Vieira” 27 Sep 2011. ArchDaily. Accessed 11 Jun 2021.
About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving. Survival Is Not Enough: Shift Happens AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis In Survival Is Not Enough, former Yahoo executive and author of Permission Marketing, Unleashing the IdeaVirus and The Big Red Fez Seth Godin turns his attention to the predominant issue facing all business today: change. Godin takes the perspective of an evolutionary biologist, borrowing ideas from the likes of Richard Dawkins, Jared Diamond and Matt Ridley to formulate his own prescription for business survival, a concept he calls “zooming”, which he defines as “stretching your limits without threatening your foundation”. The result is a wide-ranging and eclectic menu of useful ideas that just about anyone looking to enhance their career, job satisfaction and their company’s prospects would do well to consider.–Harry C Edwards 19 total views, 2 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 2 February 2008 | News
latest #1 Pasadena Residents Advised to Take Precautions Against Mosquito Bites Published on Thursday, January 28, 2016 | 2:33 pm More Cool Stuff Your email address will not be published. Required fields are marked * Community News Business News Pasadena Will Allow Vaccinated People to Go Without Masks in Most Settings Starting on Tuesday EVENTS & ENTERTAINMENT | FOOD & DRINK | THE ARTS | REAL ESTATE | HOME & GARDEN | WELLNESS | SOCIAL SCENE | GETAWAYS | PARENTS & KIDS Name (required) Mail (required) (not be published) Website The Pasadena Public Health Department advises residents to protect themselves against mosquitoes at home and abroad in light of the ongoing spread of the mosquito-borne Zika virus in 21 countries, including throughout Latin America, the Caribbean and Puerto Rico.There have been no reported human cases of mosquito-borne diseases in Pasadena in 2016. However, increased rainfall during the El Niño season may create pockets of water around homes that can serve as attractive environments for mosquitoes to lay eggs.The primary mode of disease transmission is through the bite of an infected mosquito. Humans who contract mosquito-borne viruses including Zika, West Nile, Chikungunya and Dengue fever may develop serious infections. Pasadena residents and especially pregnant women are urged to take the following precautions to help prevent mosquito breeding and bites:• Eliminate all standing water sources outdoors• Keep swimming pools clean• Regularly check for mosquito larvae in still water sources such as in rain barrels, bird baths and ponds• Wear repellants containing DEET• Avoid areas likely to be inhabited by mosquitoes at dawn and dusk• Wear long-sleeved shirts and long pants when outdoors• Make sure your hotel or lodging has air conditioning• Check window screens for holesThe U.S. Centers for Disease Control & Prevention (CDC) recommends that pregnant women consider postponing travel to areas with ongoing Zika virus transmission. This recommendation was issued following reports in Brazil of increased numbers of newborns suffering from microcephaly and fetal losses among mothers who were infected with the Zika virus while pregnant.If you return from an affected region and experience fever with joint pain or rash within the two weeks following your return, please contact your medical provider and tell the doctor where you traveled.For more info on mosquito-borne diseases, prevention tips and travel alerts, visit the CDC’s website at www.cdc.gov/features/StopMosquitoes. Home of the Week: Unique Pasadena Home Located on Madeline Drive, Pasadena Top of the News Get our daily Pasadena newspaper in your email box. Free.Get all the latest Pasadena news, more than 10 fresh stories daily, 7 days a week at 7 a.m. Community News faithfernandez More » ShareTweetShare on Google+Pin on PinterestSend with WhatsApp,Virtual Schools PasadenaHomes Solve Community/Gov/Pub SafetyPASADENA EVENTS & ACTIVITIES CALENDARClick here for Movie Showtimes Make a comment Pasadena’s ‘626 Day’ Aims to Celebrate City, Boost Local Economy HerbeautyYou’ll Want To Get Married Twice Or Even More Just To Put Them OnHerbeautyHerbeautyHerbeauty11 Signs Your Perfectionism Has Gotten Out Of ControlHerbeautyHerbeautyHerbeauty8 Easy Exotic Meals Anyone Can MakeHerbeautyHerbeautyHerbeauty10 Brutally Honest Reasons Why You’re Still SingleHerbeautyHerbeautyHerbeauty6 Lies You Should Stop Telling Yourself Right NowHerbeautyHerbeautyHerbeauty10 Of The Most Notorious Female Spies In HistoryHerbeautyHerbeauty 5 recommended0 commentsShareShareTweetSharePin it First Heatwave Expected Next Week Subscribe
Baltimore County Police Department(BALTIMORE) — Police arrested an off-duty Maryland State Trooper after he allegedly pointed a gun at another driver during a road rage altercation, authorities said.Zachary Tyler Bowen, 28, was arrested in Baltimore County, Maryland, on Sunday after a 911 caller claimed he pulled beside them on a highway and aimed his gun at them, police said in a statement. The male driver and a female passenger said the incident happened at around 6:30 p.m. when they changed lanes on Interstate 695 in Northern Maryland, according to the Baltimore County Police Department.“After changing lanes, a suspect driving a Volkswagen Jetta, came beside the victims’ car. As the incident continued, the suspect inside the Jetta pointed a handgun at the man and woman,” the department said in a statement Monday. “The victims were able to provide identifying information about the suspect.”Officers said they tracked Bowen down at his home based on information provided by the alleged victims.Bowen, who was off duty at the time, was charged with two counts of first-degree assault, two counts of second-degree assault and the use of a firearm in the commission of a felony/violent crime, according to the Baltimore County Police Department.Bowen, who has been a state trooper since 2012, was suspended without pay after the incident, Maryland State Police said in a statement.“As a result of the charges placed against him, TFC Bowen was immediately suspended without pay by the Maryland State Police,” the statement said. “In addition to the criminal investigation by the Baltimore County Police Department, the Maryland State Police Internal Affairs Division will conduct an administrative investigation.”Bowen, who has not yet entered a plea, was released on his own recognizance and has a preliminary hearing scheduled for April 12, online court records showed.It’s unclear if Bowen has obtained an attorney. Copyright © 2019, ABC Radio. All rights reserved.
Previous Article Next Article Comments are closed. Do HR professionals let their own personal development slide, and is theirtendency to rely on HR ‘tools’ rather than developing business understandingholding them back in their careers? Personnel Today teamed up with AshridgeManagement College and senior HR people to debate the issue. By Phil BoucherWhy would a senior HR person overhaul her approach to HR? “It was theoverwhelming sense of being a fraud – which is a sense that I think many HRpeople tend to feel,” is one answer. The comment was made by Julie Holden,founder of the Spring Consultancy and previously director of internalconsulting at Ernst & Young. She was taking part in a roundtable debate,organised by Ashridge Management College and Personnel Today, on how to developsenior HR people. So what was it about the HR profession that made Holden feel like a fraud,and what new approach or philosophy has she since adopted? “There I was, running programmes that at the time were fairly vital andcentred around managing change, and I guess I was thinking, ‘There must be moreto being an organisational development consultant’. It can’t just be aboutfeeding solutions that are rapidly gobbled up so that the minute you hitsomeone with an idea they want another one.” Holden’s view that HR people can find themselves throwing ready-made solutionsat business problems, was one of the central themes to emerge from the debate. The discussion centred on whether HR managers, as the people responsible forthe development of staff throughout an organisation, sometimes fail to takecare of their own development. All the participants were members of the Advanced Development for Developersprogramme at Ashridge Management College, and the programme director MartynBrown talked about the need to free HR from the pitfalls of relying onready-made HR “tools” with an almost evangelical fervour. The consensus was that many HR professionals have not experienced a form ofpersonal development that will equip them to respond to the challenges oforganisational change. Ready-made solutions So what philosophy and approaches should HR people adopt so they can rise tothe challenge? The first action should be to stop relying on the familiar toolsin the HR kitbag, containing such instruments as 360-degree appraisal,psychometrics or benchmarking, as ready-made solutions to problems. “Unfortunately, HR in many organisations has been into situations whereit has to do things, because of its lack of influence, that it doesn’t reallywant to do, by using over-mechanistic and instrumental approaches to change,which it knows won’t work, but it is afraid of the CEO who’s trying to roll outthis stuff,” argued Brown. Holden supported this, and added that HR people felt under pressure toprovide solutions to organisational problems before they have time tounderstand the nature of the problem. “You can be fooled into a situation where you approach something from asolution point of view rather than looking at the problem,” she said. “A lot of HR people say, ‘Look, I’ve got this tool, I’ve got to make itfit’, as opposed to saying, ‘I don’t know what the problem or solutionis’.” Brown described this as “an addiction to tools”. The key point here is that an over-reliance on HR tools is an impediment todeveloping an understanding of business. Not only that, but ready-made toolsand instruments do not allow HR to respond to the rapid pace of change in 21stcentury organisations. But how can HR people equip themselves to move from the solutions-drivenapproach to one based on understanding the needs of the organisation in depth? The message from the panel is to simply study the business. Work out whereyou need to improve. Forget about hurling tools at a problem and realiseexactly what is going wrong and how you can solve it. This approach is far morereflective than the traditional HR route. But you also need to get permission from the board and colleagues to investin your own development. Steve Williams, HR director at Powergen, said the key is to push thebusiness case to the board. “Our organisation puts emphasis on peopletaking responsibility for their own development,” he said. “But there has to be a business rationale for it. I recognised therewere pieces of the wider HR portfolio that I had to dip into in a bit moredepth. The key issue was that it matched the business and my personal needs.Had it not then, rightly, support may not have been there.” But the panel also argued that CEOs are as guilty as HR for rolling outtools rather than getting at the heart of the problem. The issue is how HR caninfluence the board to support a different approach. “Personally, I think it’s the finance director that you have to get inwith,” said John Pedley, people development manager at Halfords. “Ifyou can get that guy to motor, you’ve got real influence on the board.” One of the issues that arose was whether HR needed to be on the board inorder to influence it. Williams argued that HR board representation is a red herring. “Whatdoes the board actually do?” he asks. “To me, the real issue is aboutthe influence you can have in relation to the executive management teams insidean organisation. “HR has to gain influence at the level of executive decision-making tohave influence and that can occur inside an organisation at two or threedifferent levels.” What exactly are the approaches that HR should adapt in place of the toolkitof mechanistic HR solutions? The approach favoured by the panel is intensive,open, group discussions about real workplace issues combined with actionlearning. The participants agreed that managers should be wary of a preoccupation withplanning, and not assume that experience and qualifications in HR are groundsfor believing you have the answers to business problems. Pedley suggested teams should take some time to relax, reflect and behonest. “In a situation like this, and in working life generally, there isa desire for certainty all the time,” he said. “Much of the time, this leaves you lying flat on your face. A lot ofthe time, we don’t know what’s going to happen. If we let ourselves believethat we know what we’re doing, we’re kidding ourselves.” Williams made the point that a balance had to be struck between taking timeout to reflect and responding to the urgent demands of business.”Certainly, in our business you can’t spend too long really understandingwhere you are today as you’ll ignore a lot of the stuff going on aroundyou,” he said. Light years behind The panel members were critical of the current approach to training peoplefor HR. “CIPD qualifications are light years behind,” said Holden.”People on my team who have done CIPD qualifications keep asking, ‘Howdoes this help me?’ “I think the CIPD will have a future if it continues to adapt, evolveand change along with the rest of the world. If it doesn’t and tries to keepthings as they are, then it won’t.” Williams said the narrow functional mentality is particularly true ofyounger HR specialists, which is worrying for the future of the profession. “It is frustrating in our organisation,” he said. “Many ofthe people at junior levels are the ones who are more steeped in the functionalposition rather than the business position. I think that it’s partly due tothem getting qualifications and the way they are taught, which is very muchfrom a functional point of view. “It is to some extent about a kitbag, but you have to wonder if that’sstill relevant.” The risk in abandoning the HR kitbag, however, is that HR could lose itsidentity as a separate functional specialism, and this begs questions about thesurvival of HR in the future. Was the panel worried about this? “I think HR gets too hung up on labels. Particularly, the label of HRitself,” suggested Holden. “At the end of the day, you are operating as a business partner, and ifyou can sit down and offer suggestions on how people can look at thingsdifferently, and have a conversation about the business without talkingpoppycock, it doesn’t really matter what you call yourself.” Brown pointed out that the emphasis on recruitment and the “talentwars” in business was already leading many companies to abandon the HRlabel. “You notice that directors are popping up on some of these boards withinteresting combinations in their job descriptions such as ‘reward, measurementand recognition’ and ‘chief talent officer’. “When you stop laughing, you can see there is actually something behindit all. Director of intellectual capital will become a far more common jobtitle at senior line management level,” predicted Brown. Often it is IT companies that are leading these trends. This promptedWilliams and Powergen’s executive management team to go on a fact-finding tourof Silicon Valley last year. “One of the things I learnt is that the function as it exists today –certainly in my role where you have a number of specific elements – may notremain. You wonder whether it will fit into the future,” said Williams. “I’d be amazed to find any organisations out there (Silicon Valley)that are structured in the relatively bureaucratic way that most of ourorganisations are today.” The result, he says, is that “you question the way you develop HRpeople, because what is a HR person?” It might even mean HR is axed altogether, Brown warned. “There are manyhighly successful, competitive organisations that don’t come within a mile ofHR in the professional sense,” he said. To sum up, unless the development of HR people is tied into the real changesin organisations, their skills and qualifications will become irrelevant,whatever they call themselves. For more information on the Advanced Development for Developers programmeat Ashridge Management College phone 01442 843491. Martyn Brown Programme director on the Advanced Development for Developers programme atAshridge Management CollegeSteve WilliamsHR director, PowergenNoel O’Reilly Panel chairman, Editor, Personnel TodayJulie Holden Consultant, previously director of internal consulting at Ernst & YoungJohn PedleyPeople development manager, Halfords Tool orderOn 24 Jul 2001 in Personnel Today Related posts:No related photos.
This month’s news in brief Skills olympics flop UK contestants failed to clinch a single medal at the 2001 World SkillsCompetition in Seoul, North Korea, last month. It is the first time in the historyof the event that the UK has recorded a zero medal tally. But 17 out of the 29young competitors reached the international standard to gain diplomas, makingit the UK’s best-ever all-round team effort. Glittering prizes… Readers who took part in recent Training Magazine surveys are reaping theirrewards. The name of Napp Pharmaceutical production operations training managerMichael Mair was pulled out the hat after the closing date for TrainingMagazine’s Career Survey with Conference Centres of Excellence. He has opted to take his prize of dinner for two by an award-winning chef atThe Moller Centre for Continuing Education at Churchill College, Cambridge. And celebrating their technological wizardry are three lucky participants inthe Corporate E-learning survey conducted by Training Magazine with XebecMcGraw-Hill. Palm tops are on their way to Sian Lucas of Ahlstom FibreComposites; Geraldine Thomson of Rolls Royce and Ally McCallum of UnitedNorwest Co-op. …for training winners Management and development adviser Jenny Taylor has won a holiday in Torontoand a trip to Niagara Falls in a competition run by personneltoday.com andtotaljobs and featured in last month’s edition of Training Magazine. Taylor, who works for financial services company Skandia was offered analternative to the planned prize of a trip to New York and has opted for aholiday in Toronto instead. Directors overboard There has been a call for more training for board members after a recentsurvey reveals that neither senior business leaders nor board members feel thatthey are adding value to the business. And frighteningly, 60 per cent of boardmembers believe that the company’s employees don’t think that they add valueeither. In briefOn 1 Oct 2001 in Personnel Today Comments are closed. Previous Article Next Article Related posts:No related photos.
We present newly acquired airborne radar data showing ice thickness and surface elevation for Pine Island Glacier, Antarctica. These data, when combined with earlier measurements, suggest the presence of a lightly grounded area immediately above the grounding line of Pine Island Glacier. We identify this region as a “ice plain”. It lies close to the centre line of the glacier, has an elevation above buoyancy of 28 km. The upstream edge of the ice plain is defined by a “coupling line”. The configuration of the ice plain implies that nearby thinning of the ice stream would result in substantial grounding-line retreat. We suggest that the grounding-line retreat of Pine Island Glacier, observed between 1992 and 1996, probably commenced sometime after 1981.
The revelation that holidays in a college-funded chalet are being used to reward “favourite students”, has sparked outrage among Balliol undergraduates.Although the college funds the chalet at a cost of around £5000 a year, students are selected by college trustees, based on criteria that is unknown to the JCR, and there is no open application process. Up until a few months ago, this panel of trustees included the Dean.A motion was passed this week by Balliol JCR which said, “The college should not be subsidising an Alpine chalet for the Dean and his favourite students.”The motion called for access to the chalet should be opened up to all students ‘based on a system of random allocation of places (e.g. in groups of 1-4).”One Balliol undergraduate expressed his opinion that, “The Dean basically picks his favourites, or, less provocatively, choir people and perhaps rowers”.Balliol JCR President Stephen Dempsey told Cherwell, “Places are selected by the academic administrator in conjunction with particular tutors who make use of the chalet. They obviously choose the people they want to go on holiday with.”During the Balliol JCR meeting on Sunday night, Chris Gross bought forward a motion that questioned the selection procedure for the chalet.The motion was passed with an overwhelming majority.Despite Balliol’s precarious financial situation, which earlier this year led to a proposed £500 blanket charge to all incoming students, JCR members were in general supportive of the college’s commitment to the chalet.A student at Balliol present at the JCR meeting said, “We decided to support the college’s continued involvement with the chalet, as long as allocaton of places is done on a transparent, random basis.“This is because it doesn’t cost much to subsidise and it could be a really nice institution to be proud of going forward”.Dempsey described the motion as “fantastic”.He added, “The passing of the motion is much more in keeping with the egalitarian principles that we have”.When contacted by Cherwell, the Dean was unavailable to comment on the matter.The 1909 Chalet des Anglais is situated in the French Alps opposite Mont Blanc. The chalet is administered by Balliol jointly with two other Oxford colleges, New and University.Each summer the three colleges take turns in allowing parties of around 14 students to spend a week-long reading and walking holiday in the electricity-free chalet.At New College, places are filled on a first come first served basis following an email sent out to all JCR and MCR members. University College has a similarly open selection method and any student can apply to go on the trip.New College student Joey D’Urso who is going to the chalet this summer, said, “I think the chalet is an amazing opportunity and I’m really looking forward to it.The University Press Office declined to make a statement, explaining that it was a matter for colleges rather than the University. The trustees of the chalet were not available for comment.
The entry for British Baker’s prestigious Baking Industry Awards has been extended.Bakers gunning to take away the top accolades now have until 8 May to submit their products into the competition, and be in with the chance of winning.There are 11 categories to choose from for professional bakers and suppliers.They include The Craft Business Award, Bakery Supplier of the Year, Baker of the Year, The Product Innovation Award and many more.The awards are a great way to showcase your achievements, generate positive PR as well as boost team morale.If you have not yet entered go towww.bakeryawards.co.uk to download a form, or email [email protected], or telephone 01293 610422.The awards take place at the Hilton Hotel, Park Lane, London on Wednesday 9 September 2015 before a crowd hundreds of people.