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 St. Nicholas Neighborhood Preservation Corp. | GiveWell

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St. Nicholas Neighborhood Preservation Corp.

About this page

GiveWell aims to find the best giving opportunities we can and recommend them to donors. We tend to put a lot of investigation into the organizations we find most promising, and de-prioritize others based on limited information. When we decide not to prioritize an organization, we try to create a brief writeup of our thoughts on that charity because we want to be as transparent as possible about our reasoning.

The following write-up should be viewed in this context: it explains why we determined that we wouldn't be prioritizing the organization in question as a potential top charity. This write-up should not be taken as a "negative rating" of the charity. Rather, it is our attempt to be as clear as possible about the process by which we came to our top recommendations.

A note on this page's publication date

The last time we examined St. Nicholas Neighborhood Preservation Corp. was in 2007. In our latest open-ended review of charities, we determined that it was unlikely to meet our criteria based on our past examination of it, so we did not revisit it.

We invite all charities that feel they meet our criteria to apply for consideration.

The content we created in 2007 appears below. This content is likely to be no longer fully accurate, both with respect to what it says about St. Nicholas Neighborhood Preservation Corp. and with respect to what it implies about our own views and positions. With that said, we do feel that the takeaways from this examination are sufficient not to prioritize re-opening our investigation of this organization at this time.

Published: 2007

Note: St. Nicholas Neighborhood Preservation Corp. applied for a grant GiveWell offered in 2007, but did not receive the grant. The information below explains why.

In a nutshell

What they do: St. Nick's provides a huge variety of services, and we have a relatively limited understanding of what it does as a whole. One program we focused on, and are particularly optimistic about, is the Skills Training program, which helps low-income people (below 200% of the poverty line) get certification for specific jobs such as Environmental Remediation Technician.
Does it work? We're not sure what the impact of St. Nick's is, in terms of how its clients would do without it. Skills Training programs do appear to successfully place their clients in jobs that pay relatively well, but we don't have enough data or context to make a highly confident judgment for this program.
What do you get for your dollar? Our rough estimates have St. Nick's spending around $900,000 to enroll 110 people ($8,000 each) and sustainably place around 2/3 of them (so $12,000 per sustainable placement) through its Skills Training program. We know less about what to expect from its other programs. As we explain in our overview, we find it logical that highly targeted, segmented programs such as the Skills Training program (as well as many other highly targeted programs of St. Nick's) are more cost-effective than more general programs run by our other applicants.
Where they rank: St. Nick's caught our attention with the unusually high-paying jobs (often more than $15/hr) it gets for its clients, using the relatively simple and straightforward approach of certification-based training. Both it and Year Up are organizations that appear to help clients become truly self-supporting; we very narrowly prefer Year Up, because although its approach is more expensive, it is also more clearly replicable (in terms of the ability to turn more money into more people helped). However, we recommend St. Nick's as our #2-ranked charity for helping disadvantaged people to obtain relatively high-skill jobs.

The Details

Whom do they serve?

St. Nick's has many different work programs, each with different requirements and different populations served. Here we generalize about the clients of the work programs as a whole; we provide more information on program-specific populations when discussing the programs, below.

Selection. St. Nick's has different requirements for its different programs, but its general aim is apparently to serve anyone in its community (North Brooklyn – Attachment A-4 Pg 2) who needs help: "If potential participants meet minimal program requirements (which usually just ensure that services are appropriate for them), and express a willingness to participate, they can enroll" (Attachment A-4 Pg 2). Some of its programs, such as First Job and LEP, require certain indicators of need - receiving public assistance or low English skills (Attachment A-4 Pg 2-3) - while others, such as Skills Training, require certain indicators of ability (Attachment A-2 Pg 2).

Characteristics. We asked for population characteristics for each individual program, and (perhaps due to time constraints) received a relatively scattered set of numbers. Here we focus on the population served by the work programs as a whole; we discuss program-specific characteristics below, when evaluating results.

  • Ethnicity: predominantly African-American and Latin-American (Attachment A-4 Pg 3).
  • Income: At or below 200% of the poverty line in all programs (Attachment A-4 Pg 3). We believe that this represents a low income, generally below what we consider self-supporting, although many of our other applicants have lower income cutoffs.
  • GED/HS degree: Housing issues: fewer than 5% are homeless (Attachment A-4 Pg 3)
  • Substance abuse: about 15% have "substance abuse issues" (Attachment A-4 Pg 3), though we are unclear on specifics.
  • Past conviction: "many" (Attachment A-4 Pg 2)

As a whole, the population seems to have fewer barriers than those served by some of our other applicants, such as Catholic Charities, Covenant House, and The HOPE Program. However, within specific programs, the picture may look very different. We discuss this below when relevant.

What do they do?

St. Nick's runs several different programs, each targeted at people with different needs and abilities. The programs we know the most about, both in terms of content and results, are First Job and Skills Training; we focus on these when discussing St. Nick's results in the next section, but provide what we know about the other programs in this section.

First Job targets people with serious barriers to employment, and based on what we know about similar programs at other charities, likely places them in low-paying jobs; Skills Training, by contrast, targets people who have the basic skills to improve their incomes substantially, and places them in jobs that can be quite lucrative. This basic structure is the major factor behind the appeal of St. Nick's to us: while serving an entire community, St. Nick's has an unusually diverse set of different programs aimed at different segments of it, hoping to get every client in the best situation they personally can attain.

First Job program

Serves: people on public assistance, referred by the government's Human Resource Administration (Attachment A-4 Pg 2) – generally characterized as having "little to no work experience and multiple barriers to employment" (Attachment B-12 Pg 1). Wage subsidy clients, in addition to being below 200% of the poverty line, must also have custodial or non-custodial children (Attachment A-4 Pg 2).

Activities: The ESP program is a full-time, 2-week job readiness program followed by "part-time supported job search activities" until placement (Attachment A-4 Pg 3). In the absence of much detail about it, we assume it to be largely similar to other 1- or 2-week programs, like those run by Covenant House and Catholic Charities, though the part-time support may represent a higher level of intensity. The LEP program appears to be a similar program targeted at those with limited English proficiency (Attachment A-4 Pg 1). The First Job program also includes three programs that we have no information on but the titles: Wage Subsidy, Strive, and One-Stop (Attachment A-4 Pg 3).

Skills Training program

Serves: unlike other programs, which require various demonstrations of need, the Skills Training program requires various demonstrations of ability. The Environmental Remediation Technician program, the longest-running, requires a 9th grade math and reading level (Attachment A-2 Pg 2); the Commercial Truck Driver program requires a 7th grade reading level, clean driver's license, and ability to pass an employer's drug test (Attachment A-2 Pg 2); the Culinary Skills program has no requirements and targets a limited-English population (Attachment A-2 Pg 2).

These criteria are more stringent than those of most of our applicants, but still relatively accepting relative to those of Year Up, which requires a high school degree or GED and admits fewer than 1 in 3 applicants. St. Nick's notes that "we have found this program to serve a high number of individuals who have been turned away from other programs and are less likely to be accepted elsewhere including: men, ex-offenders, those with limited English proficiency, and others with multiple barriers" (Attachment A-2 Pg 2).

Activities: the Skills Training programs offer a variety of courses, each intended to get people with specific abilities into a specific career.

  • Environmental Remediation Technician (ERT) training, the longest running of these Skills Training programs, helps clients get a number of certifications relevant to the construction and environmental remediation industries (Attachment A-2 Pg 3). It is a 390-hour, 12-week course (Attachment A-2 Pg 3); it requires that clients have 9th grade level reading and math skills (Attachment A-2 Pg 2); and it intends to place clients in a variety of jobs that, according to the application, are quite high-paying compared to most of the other jobs we've looked at in this cause. These include jobs that deal with hazardous materials: asbestos- and lead-related jobs, paying $24-30/hr, and "Anthrax investigation and remediation," which the application states pays as much as $70/hr (Attachment A-2 Pg 3).

    We wonder about the health risks of these jobs. Attachment A-2 Pg 2 states that "Our orientation clearly describes the nature of the training and the realities of the industry (i.e., physical labor, travel, dangers posed, working conditions, etc.)," and it may be that there is a strong element of self-selection as a result (St. Nick's refers to self-selection itself, on the same page). This would imply that those who enroll in the program are willing to take on whatever risks the jobs entail in exchange for higher income. We would guess that these jobs are more desirable than those attained by clients of most of our other applicants, though less desirable as a whole than those attained by Year Up's clients (Computer Support specialist jobs paying around $20/hr).

  • Commercial Truck Driver (CDL) training aims to help clients get a Class BP driver's license (Attachment A-2 Pg 4). The course is 120 hours over 7 weeks and includes "in-the-truck/bus training" (Attachment A-2 Pg 4); it requires "a 7th grade reading level; a clean (automobile) driver's license; and ability to pass an employer's drug test" (Attachment A-2 Pg 2). St. Nick's states that for related jobs, "The minimum starting salary is about $10/hour but often as high as $14/hour and can grow to $20/hour with experience" (Attachment A-2 Pg 4).
  • Culinary Skills training aims to help clients get "two industry recognized credentials: the NYC Food Handler Certification from the NYC Department of Health; and the ServSafe Food Handler Certification from the National Restaurant Association" (Attachment A-2 Pg 4-5). The course is 150 hours over 11 weeks; it has no absolute requirements, and has focused in the past on a limited-English population (Attachment A-2 Pg 2). St. Nick's states that "Food service jobs are plentiful, with placements in restaurants, hotels, schools, hospitals, nursing homes, corporations, and prisons, as well as in food manufacturing and entrepreneurship. Starting salaries range from $8 to $12/hour" (Attachment A-2 Pg 5).
  • Other programs. The application states, "We are also exploring other potential skills including: Emergency Medical Technician; Pharmacy Aide; and Microsoft Office Suite certification" (Attachment A-2 Pg 5).

Career Path program

Serves: the program targets people "who may be working but underemployed due to low basic skills and/or limited English proficiency" (Attachment B-12 Pg 2); individuals are tested to determine what specific courses are best for them (Attachment A-4 Pg 3).

Activities: 3-hour classes in English as a Second Language, GED, Basic Education and Computer Literacy (Attachment A-4 Pg 4). ESL is offered both every day and 2 nights a week; the others are offered 2 nights a week.

Wealth Building and EarnBenefit programs

Serves: open enrollment (Attachment A-4 Pg 3).

Activities: We are vague on exactly what these programs are – the application states "Participants work with EarnBenefits and retention staff as necessary to identify and access post placement services that can increase their income; maximize the economic impact of working; support job retention; and continue to build financial and personal assets" (Attachment A-4 Pg 4). Attachment B-12 Pg 2 implies that major components of the program include assistance with application for the Earned Income Tax Credit, as well as financial literacy assistance and referrals.

Fatherhood Initiative

Serves: "non-custodial fathers with existing child support orders" (Attachment A-4 Pg 3).

Activities: the only info we have is that this program provides "employment services, legal and court assistance and parenting support - to lead [non-custodial fathers] and their children to sustainable economic self-sufficiency" (Attachment B-12 Pg 2).

What are the results?

We have a limited understanding of St. Nick's outcomes. The only information we have on what happens to clients after working with St. Nick's is from the First Job and Skills Training programs, and that is limited. We would guess that the First Job program is roughly comparable to similar programs run by other organizations (such as Covenant House and Catholic Charities), and ends up benefiting a relatively small percentage of clients.

What we have seen from the Skills Training program implies that it places enrollees sustainably in jobs at a relatively high rate, though sample size is very small. Details follow.

First Job

We have information from ESP, the general job readiness program, and LEP, the version targeted at those with limited English proficiency. ESP data comes from Attachment B-4, while LEP data comes from Attachment B-8.

Class Program Graduates Placements 3m retention 6m retention 9m retention
2005 LEP ? 54 53 ? 46
2006 LEP ? 66 58 ? 41
2004 ESP ? 112 74 56 ?
2005 ESP ? 141 91 59 ?
2006 ESP ? 114 71 44 ?

A crucial missing piece of information here is the number of enrollees in each class. This makes a difference: other organizations running similar programs have shown high attrition from enrollment to graduation. Even after graduation, ESP clients have a high attrition rate in the jobs they obtain. The LEP retention rates are much higher; we aren't sure what to make of this, but the sample size is relatively small and we have no information on the difference between LEP and ESP (besides the fact that it targets a limited-English population), so we're not inclined to make much of this relatively strong retention data.

Because both of these programs are relatively short and simple (see above), and because of the high attrition rates shown in ESP, we're inclined to guess that the people who benefit from them are mostly people who are largely ready and able to work, and may need help with something simple like knowing where to look or writing a resume. We're also inclined to guess (though we don't know) that the jobs they obtain are relatively low-paying, as they are for similar programs run by other organizations.

Skills Training

ERT data below is from Attachments B-5 and B-6. The only information we have on other Skills Training programs is at the top of Attachment A-2 Pg 2.

Class Program Applicants Enrollees Graduates Placements 6m retention 12m retention
2005, Class 1 ERT ? 31 24 23 ? 23
2005, Class 2 ERT ? 32 24 22 ? 19
2006, Class 1 ERT ? 31 24 21 21 ?
2006, Class 2 ERT ? 26 23 19 ? ?
2006 CS ? ? 14 11 ? ?
2006 CDL ? ? 11 11 ? ?

Though we don't have a lot of data, it seems that these programs have high graduation, placement, and enrollment rates – cumulatively, it looks like about two-thirds of ERT enrollees end up sustainably (at least 12m) employed. Our estimates for other organizations, even highly intensive ones such as Year Up and the HOPE Program, are around 50-60% at most.

To the extent these high retention rates are representative, we would guess that a large factor is that the programs are highly targeted. As we state above, St. Nick's states in Attachment A-2 Pg 2 that they are very clear with enrollees about what they can expect, in terms of training and in terms of jobs, and we find it plausible that this leads to significant self-selection given the careers under discussion.

According to our calculations from Attachment B-10 (which gives wages for each individual graduate of ERT), nearly all ERT jobs obtained by graduates pay at least $10/hr, while around a quarter pay more than $15/hr (and around 14% pay more than $20/hr). This is consistent with St. Nick's claims about the high pay for ERT jobs (above). CDL graduates also nearly all earn $10/hr or more, with about 30% earning $15+/hr (though none in the file earn more than $20/hr).

One of the big questions in our minds is what sorts of job options clients would have if not for these programs. We don't know much about what the options are for getting certification without the help of St. Nick's.

What does it cost?

We estimate, very roughly, that St. Nick's spends about $8,000 for each person in its Skills Training programs. Details follow.

It is hard to estimate the costs of the Skills Training program or the Workforce Development program as a whole, because both function within the larger organization of St. Nick's - therefore, looking only at the literal expenses of these programs would underestimate the organizational overhead required (and it would not be fair to compare these numbers directly to the expenses of a program like The HOPE Program, whose budget includes all administrative overhead).

We take a very simple and rough way around this, using the numbers below. St. Nicks submitted estimated program expenses for Workforce Development and Skills Training Program for 2007 (Attachment D-2), and its Workforce Development and entire program for 2005 and 2006 (Attachment D-1). Its Form 990 (available on Guidestar) provides program expenses for its Workforce Development program as a whole for 2004. All expenses below are given in thousands of dollars.

Year Skills training Employment program All programs Organization Organization overhead Overhead %total Employment %program
2004 ? $804 $9,836 $10,537 $701 $7% $8%
2005 ? $850 $9,245 $9,929 $683 $7% $9%
2006 ? $1,159 $10,236 $11,275 $1,038 $9% $11%
2007 (est) $816 $1,625 ? $12,195 ? ? ?

If we assume that overhead is around 10% of total organizational expenses and that the Workforce Development program as a whole is around 10% of St. Nick's program expenses, this implies that last year's "true costs" for the Employment Program as a whole were about $1.3M. The Skills Training program is about half of this according to 2007 numbers, so we'd guess it cost about $650,000 in 2006, for over 80 enrollees (see above table - we don't have enrollee data for the CS and CDL program, so we just use graduate data, knowing that this will understate how many people are served). That comes out, to a very rough estimate of around $8,000 per person enrolled.

It seems clear (from the above table) that St. Nick's is planning to conduct significantly more activity within Workforce Development next year than it has in the past, and the fact that it has recently piloted new programs is consistent with this. Therefore, we believe it will serve more people next year than in the past. Using the same technique described above, we ballpark the Skills Training costs at around $900,000, which implies that around 110 people will be enrolled.

If success rates are similar to those of the ERT program (a relatively large assumption, given how different other programs are and how little data we have on the ERT program), we can expect about 2/3 of enrollees to be sustainably placed, yielding a figure of $12,000 per sustainable placement. Rough though these numbers are, they are in the same ballpark as our equally rough estimates for Highbridge's costs, and substantially lower than our estimates for more intensive programs such as HOPE and Year Up. This makes sense to us, because St. Nick's and Highbridge are following models of seeking out very particular populations and giving training focused on specific certifications.

The organization

St. Nick's is a comprehensive community organization; we have looked only at a very small portion of its activities. We have little sense of the organization as a whole, though we are optimistic that at least some of its sub-programs seem unusually well designed (see above).

Size and scope. St. Nick's is a moderate-sized community organization that is specific in geography (Williamsburg and Greenpoint – see Attachment C-3 Pg 1), but very broad in scope – its program areas are Housing, Youth and Education, Workforce Development, Health Care, and Economic Development (Attachment C-3 Pg 1). We've reviewed only Workforce Development, which is only around 10% of the budget (13% to be slightly more precise – see below).

Note that despite the name, St. Nick's is specifically nonsectarian (Attachment C-3 Pg 1).

Personnel. Details on the 16-member Board are relatively thin; most seem to be from the for-profit world. We don't have a general set of staff biographies – what we have is for the Williamsburg Works program (Attachment C-6). Three of these staff have long tenures at St. Nick's (11, 7, and 12 years); backgrounds outside St. Nick's appear to be from other community nonprofits.

Financials (2003-2005 data from IRS form 990s, 2006-2007 from Attachment D-2).

Year Revenues (thouands) Expenses (thousands)
2003 $10,847 $11,377
2004 $10,293 $10,536
2005 $9,958 $9,928
2006 $11,563 $11,547
2007 (est) $12,207 $12,195

St. Nick's revenues and expenses have grown tightly in line with each other. We wonder about the extent to which this is because St. Nick's gets so much of its funding from the government (see below), and is therefore expected to spend everything it gets. Both revenues and expenses have grown about 20% over the last couple of years, implying that St. Nick's has expanded moderately. We don't know much about the dynamics of government funding, and have trouble predicting what an influx of private donations would result in (less government funding? More scale? Or more spent on things the government is reluctant to fund, perhaps including rigorous self-evaluation?)

As of the 2006 audit, St. Nick's held around $7M in assets (Attachment D-1 Pg 5), equal to about half of 2007 expenses (Attachment D-2). This assets-to-expenses ratio is in the range we consider reasonable, making St. Nick's neither a large risk to collapse nor an excessive hoarder of cash.

Around 2/3 of St. Nick's revenue comes from the government, with another 1/6 from non-government grants (which may include individual donations, as there is no separate line item for these). The rest is from fees and miscellaneous sources (Attachment D-1 Pg 4). Expenses are dominated by salaries (about 2/3), and also include a large line item – about $2M per year – for "Housing assistance – scattered sites" (Attachment D-1 Pg 7).

The Williamsburg Works program, which we've featured (see Attachment D-3 for financials), cost about $1.6M in 2007, or about 13% of total expenses. Personnel consume about half of expenses within this program, with another quarter coming from rent and "subcontractor fees" (we're not sure what these are).

We find St. Nick's to be one of our strongest applicants, because we believe its approach to helping its clients – with a great deal of segmentation, and programs concretely aimed at getting willing and able people into particular jobs – is a relatively unique (among our applicants) and promising model. The Skills Training program's high retention rates, and low costs per person placed, are consistent with these strengths.

That said, we don't know enough to have great confidence in our endorsement. We want to know substantially more about client outcomes, in Skills Training programs as well as other programs; we also need a better sense of what clients' alternatives are for obtaining training and certification. If we had a more comprehensive sense of St. Nick's activities, outcomes, and likely path of expansion, we might recommend it as our top choice; as it is, we very narrowly prefer Year Up.

We'd like to know more about:

  • Population served (see "Whom do they help?" section). We are unclear on:
    • What is meant by "substance abuse issues."
    • How common ex-offenders are (what is meant by "many").
  • Health risks in ERT program. We are interested in seeing any materials used in the orientation, to explain the tradeoffs of these jobs to potential clients.
  • Client outcomes (see "What are the results?" section).
    • How many people were served in the ESP and LEP programs?
    • Is more outcomes data available for the Skills Training programs?
  • Other options for clients. What are other, non-charitable, options for obtaining the certifications that St. Nick's provides?
  • Financials (see directly above). What are the "subcontractor fees" mentioned in the audit?

A. Application and response

D. Financials


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Touchy-Feely Speakers Hint At The Future Of Haptic Interfaces

Touchy-Feely Speakers Hint at the Future of Haptic Interfaces

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You might remember Jo from a project she unveiled last year, called the Tangible Textural Interface, which embedded touchscreen functionality directly on the soft fabric of a speaker system. This year, as part of a residency program at the Design Museum, she's refining that concept into a workable product.

Unveiled on the museum's website this week, Surface Matters is a new prototype that looks like a set of two circular, desktop speakers. In fact, only one is a speaker — the other is a tactile control system that lets the user modulate volume, track, and audio style by pressing into a soft fabric surface — behind which, a motion sensor captures the gestures performed on the surface.

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The Future of Blockchain Technology Looks Favorable At Inaugural Blockchain Futurist Conference

First-of-its-kind conference headlined Canadian Blockchain Week, featuring Toronto as global hub

Untraceable Inc., Canada’s first blockchain and cryptocurrency event and marketing agency, successfully wrapped its inaugural blockchain event, Blockchain Futurist Conference, which took place August 15-16, 2018 in Toronto, Canada.

The conference headlined Canadian Blockchain Week and pushed the boundaries of traditional industry conferences. Unlike anything seen before in blockchain, the dynamic and interactive event catered to crypto beginners and experts alike through activations, engaging speakers, and unconventional sponsorships. All in all, the conference featured more than 2,300 attendees, 128 speakers, 61 sponsors, and three separate stages.

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If you are a coach, consultant, trainer or speaker who is delivering our life-changing content on line, I’ve got some important questions about HOW you are delivering your content.

» Are you so excited to give clients what you know they need that you rush to the how and skip over the all-important why?

» Are you so sure of what your client needs that you fail to gather the information that could infuse your programs with insight, revelation and mind-blowing intimacy – even in a virtual environment?

» Are you so anxious to deliver your message that you skip past creating a shared understanding so clients have a sense of safety, clarity and excitement?If you are like most thought leaders, the answer is YES to all three.

I know this because I am one of you. We want so badly to impact significant change in the lives of our clients that we often move too quickly into “the process” and forget that our #1 responsibility is to manage our client’s experience as they work with us. Whether we are coaching one-on-one or delivering a tele-training to hundreds, taking care of our clients “emotionally” as we give them what they need to create change is the single most important thing we can provide.

I’m blogging about this today because over the past week, I’ve had the privilege of ushering 12 of our Course Concierge clients through a process of putting their proven content into a virtual course experience that will reach more clients and generate consistent recurring revenues. No matter what the topic was I saw the same pattern… not enough foreplay! These well-meaning Change Agents were so committed to “telling” clients what they needed to know and do, that they forgot the importance of enrolling clients into the process so they would play full out no matter what.

Foreplay in a “virtual training” environment…

  1. Connect on a personal level – This is typically in the form of a video that welcomes, acknowledges and directs your incoming students.
  2. Have them assess where they are – We do this through an online assessment that allows students to rate where they are on any given topic, on a scale of 1 to 10. It provides a starting point upon which they can improve.
  3. Give them a chance to express – After connecting with where they are, it’s important to allow students to express where they want to be at some time in the future. We typically use a 6 month benchmark, asking 8 questions that inspire them to craft a vision of where they will be as a result of being in this course.
  4. Solidify their WHY – This typically happens in Module 1 where trainers walk clients through steps that solidify their resolve to take the steps you are suggesting.

We have a saying here at Course Concierge… “How they begin determines how they finish.” You have an opportunity to incorporate this insight by revamping the first one or two steps of your virtual learning experience or… checking out our step-by-step process that takes the technology out of your hands while infusing you with course design guidance that ensures your virtual training success.

Jane Deuber is an internationally known business strategist, author and speaker, who for 29 years has built seven successful businesses and helped thousands of entrepreneurs do the same. To discover where you can shift to accelerate your bottom line success, click here to take the  Business Acceleration Quiz. In addition to receiving your “Report of Findings” you’ll also receive powerful next steps for growing your business. Email us at: janed@janedeuber.com.


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Digital Compliance services

We simplify and improve duediligence of counterparties

We are developing services together with clients who areworking with due diligence on a daily basis. Sign in

Book a demo

Global Fund Watch – a result of challenging rules

We are offering technology to support your work related to compliance. We:

  • automate compliance tasks of administrative nature
  • offer better data for analysis of compliance risks
  • secure transparent monitoring of the distribution chain

Our initial goal is to offer an efficient solution for due diligence of counterparties.

Digital platform and a mutual standard for questionnaires

The workload related to due diligence of counterparties must be decreased. More or less the same questionnaires are being sent between the parties in a large number of e-mails.

Instead of the above, store a client profile with us and share it with approved readers. Perform due diligence in our platform.

Our client profiles are based on the analysis of hundreds of forms.

We use Global Fund Watch in relation to our clients, currently 800 fund companies and 120 distributors all over the world.

Oliver Lagerström, CEOMFEX Mutual Funds Exchange AB and member of our User Group

Share your ideas with us

We are developing standardized forms, reports and checklists together with clients. Get involved in our user group to influence the content and to access the ideas of others.

Our goal is to excel existing forms in areas related to anti-money laundering and client protection. E.g. MIFID II.

Get involved

Transparent monitoring of counterparties

You can monitor all types of counterparties in our platform. E.g. fund companies, IFAs, banks and insurance companies.

We will prove that an active control is performed on a regular basis. The goal is to offer transparent control of the whole distribution chain incl. sub-distribution.

Book a demo to see how it works.

Solve challenges with annual updates

Global Fund Watch can be used for reporting of information and documents to counterparties on a regular basis.

Reporting such as annual updates by fund companies to portfolio managers for fund selection.

Join our User Group to share your particular needs.

Respond faster to RFPs

Your client profile can be shared with any counterparty if they are defined as an “approved reader”. Send an invite to counterparties and ask them to review requested information in your client profile.

We offer a possibility to add information, which is tailormade for the counterparty in question.

Book a meeting to learn more about ways to speed up the process of RFPs.

We use Global Fund Watch for monitoring of sub-distributors and outsourcing partners.

Mikael Tjäder, CEO, Fondab AB(Fondmarknaden) and member of our User Group

Global Fund Watch-Efficient use of compliance resources

  • Faster collection via automation & standardization
  • Centralization and sharing of information and documents
  • Make and document decisions based on due diligence reports
  • Monitor counterparties and perform ongoing due diligence

Contact us at


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Our Staff

About the Staff

Our highly qualified and dedicated staff are committed to bringing help and hope to the hidden and hurting. Whether they are serving alongside villagers or serving in an administrative role in one of our resource offices, each person is a valued contributor to ending extreme poverty.

Click on a member for a short bio!

GHNI adheres to a funding philosophy which separates staff funds from project funds. The majority of our staff raise their own funding.

If you would like to help support our staff, please choose a member and follow the link to their staff donation page.

National Leader, Ethiopia

National Leaders, Kenya

Regional Field Leader, Africa

SE Asia Support Staff

Regional Field Leader, South Asia - National Leader, India

GHNI India Bookkeeper and TCD Assistant

National Leader, Nepal

Resource Team Leaders, Southeast Asia

Field Strategy Coordinator - Regional Field Leader of Central Asia

Assistant Regional Field Leader

National Leaders, Sri Lanka

TCD Worker, volunteer

COO – Global Field Operations

Assistant to the President

Human Resources Administrator & Short Term Teams coordinator

President & Chief Executive Officer

Special Assistants to the President of GHNI

Criminal Law & Policy Center Director

Resource Team, Southeast Asia

Middle East

Assistant Regional Field Leader, Arab Speaking World

National Field Leader Assistant, Jordan

Administrative Assistant, Jordan

Middle East Regional Team

Regional Field Leader, Arabic-Speaking World

GHNI Representative - Northern Iraq

United States

Regional Field Leaders, Southeast Asia and Asia Pacific

Office Manager, North America

US Partner & Resource Development Team - Compassion Beyond Ourselves

Director of Staff & Volunteer Services

Chief Operations Officer, Global

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Community Engagement

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Bookkeeper, North America

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Asst. Regional Field Leader, South Asia & Eastern Europe

President's office

Roving Filmmaker


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oil offshore

Briefing / 17 November 2015

Shell and Eni's Misadventures in Nigeria

In 2011, Shell and Eni paid US$1.1bn for one of West Africa’s largest oil fields, situated off the coast of Nigeria. The payment was equivalent to 80% of Nigeria’s proposed 2015 health budget, but the money did not benefit the country’s citizens. Instead it went to a company called Malabu Oil and Gas, which was secretly owned by the former oil minister who had granted his company rights to the oil field in 1998. Like many others, this deal for a massive state asset was conducted behind closed doors, without the knowledge of the public or investors.

Shell and Eni denied paying anyone other than the Nigerian government but there is clear evidence that they knew their payment would be diverted into private pockets. By doing business with corrupt politicians, Shell and Eni exposed their shareholders to enormous risk. The case is currently under investigation by authorities in the UK, Italy and Nigeria and there is a real chance the companies will lose their rights to the block, which is a critical plank in their strategy to replenish their reserves.

The OPL 245 case provides a clear and compelling example of why laws mandating greater transparency over company ownership, and the payments companies make for oil, gas, and minerals, are needed. Laws requiring companies to disclose such payments already exist in draft form in the U.S., but Shell and other major oil firms including BP, Chevron and Exxon, are blocking their implementation. As OPL 245 shows, such obstructiveness goes against their own interests.

As the case of Nigeria’s missing billion shows, there is no moral or economic argument for doing these deals in secret. The tide is turning towards transparency, and companies like Shell should champion this rather than trying to protect a redundant and outdated business model.

shell umbrella
"$1.1bn was diverted from the public purse, this needs to be recovered and we must get to the bottom of the role companies and individuals played in this heist." Dotun Oloko, Nigerian activist

Barnaby Pace, Oil Campaigner

[email protected]

+44(0)7525 592 738

Oliver Courtney

Join the movement to end company secrecy


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Fluid Filtration Technology

Our products include a multitude of standard hose types with extraordinary performance values designed for the state-of–the-art high performance hydraulic applications or spiral hoses designed to resist extreme pressure conditions. We cover a wide variety of low to very high pressure applications, in rubber or thermoplastic, with steel or textile reinforcement for petroleum and water base hydraulic fluids.

Hydraulic hoses are generally suitable for mineral and synthetic oil-based hydraulic fluids (HL, HLP, HLPD, HVLP), for oil base emulsions (HFAE, HFAS, HFB) and for water-glycol solutions (HFC), as well as for vegetable and mineral oil-base lubricants.
Standard hydraulic hoses are meeting EN ISO 6945 abrasion values and SAE J517 bending requirement and recommended application temperature within -40degC to +100degC (max 120degC intermittent). For compressed air, hose can take up to maximum of 50bar at 80degC, with a restricted service lifetime.

Specific hoses are made for special demanding conditions. Our expanded line of hydraulic hose offers high abrasion resistant for tough environments, Hi-Temp hose for high heat applications, and tight bending for difficult routing situations.  Talk to us, and we are most happy to assist you in selecting the most appropriate hose for your operations.


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GLTPA's Director's Notes

Human nature is a marvelous thing that is sometimes positive and helpful and sometimes not so much. Letter writing is a very good example of how human nature can take an issue and use a positive spin or negative spin to achieve a desired outcome.

A GLTPA member recently shared a letter he received from a public agency.  The letter starts out well thanking the logger for being an active partner in helping to meet forest management objectives for more than 10 years and then goes downhill from there.  The letter described how there had been perceived infractions and pointed out all the bad things the logger member was to be corrected on.  As human nature goes the letter was not well received.

The letter went on to tell this seasoned veteran logger what his company’s “recent poor performance” was going to cost him “If the high standard of work the agency has come to expect from our producers” was not met.  After a few more lines of cautioning the letter closes with “We sincerely hope that the performance of your company will improve, and this action will not be necessary.” Really?

As you may expect there’s more background to the members letter or as Paul Harvey used to say on his radio program, “The rest of the story” which will remain untold at this time as the details don’t matter to make the point.  The point is that a letter can condemn, which is primarily what the agency’s letter does, or it can give guidance and positive direction for resolving issues without the use of authority.  Anytime authority is exerted whether necessary or not, human nature automatically insists on pushing back.

As the member stated to me, there were issues which prompted writing of the letter, however all the burden of proof was placed on the logger with the other party taking no responsibility whatsoever.  An example of this is where the letter states they will be monitoring the rate at which uncompleted sales are closed.  When did it become the logger’s ability to close public timber sales?  These were not private timber sales so if the sales weren’t finished satisfactorily, why were they closed and who closed them?  Because of knowing a few more details and the context of this letter I wonder who’s “poor performance” should be in question, the loggers or the agency’s?  This scenario shows how a letter written with an authoritative state of mind rather than a resolutive state of mind takes on the tone of being largely hypocritical adding distrust to an already strained relationship.

The fix to this common issue is quite easy.  Yes, there were some mistakes made and we’ve all made them, and yes, others have a responsibility to do their job, however, it’s how and with what frame of mind that an issue and resolution are presented that gets the issue resolved in a positive manner.  Instead of ending the logger/customer letter in an accusatory manner, why not end the way it was started, on a positive note?  It could say something like:

“In closing let us reiterate that we greatly value the partnership we have and the professional work your company has done on past timber sales.  If there is anything the agency can do to assist your company in remaining a key partner, we stand ready to discuss and provide guidance as appropriate to help bring your company into compliance with agency requirements.  Please feel free to contact our department at any time.”

Rest assured ending a letter in this manner will almost certainly add credence to your message while holding both the logger/customer and the agency to higher standard of cooperation and therefore quicker resolution to any issue.

In thinking about the topic of human nature and given the fact the Christmas season is upon us, I couldn’t help but wonder what a letter from God to me or other believers might look like.  To begin with it would likely not be a two-page letter but more of scroll if he listed all the commandments I’ve broken.  Second, if at the end of the scroll he wrote, “I continue monitoring the situation and sincerely hope your performance improves or the action of eternal condemnation will be necessary.”  All hope would be gone wouldn’t it?  Instead of a hopeless being we have this annual celebration of Christmas in which we remember and celebrate the birth of our Lord and Savior Jesus Christ who came to this earth, lived a life of perfection and was crucified for all our sins so we can have eternal life.  What an awesome ending to his letter of salvation. The ultimate message is that no hurdle can’t be overcome in his kingdom.  Is there any reason we shouldn’t follow his lead when writing to our fellow human beings?

Until next month,

Christmas is that moment in time when God in his unconditional love stepped out of Heaven and on to earth in order that we might one day step out of earth and into Heaven for all eternity.

Luke 2: 8-14; and there where shepherds living out in the fields nearby, keeping watch over their flocks at night. An angel of the Lord appeared to them, and the glory of the Lord shone around them, and they were terrified.  But the angel said to them, “Do not be afraid. I bring you good news of great joy that will be for all the people.  Today in the town of David a Savior has been born to you; he is Christ the Lord.  You will find a baby wrapped in cloths and lying in a manger.”

Suddenly a great company of the heavenly host appeared with the angel, praising God and saying, “Glory to God in the highest, and on earth peace to men on who his favor rests.”

God Bless and Merry Christmas.

Join Great Lakes Timber Professionals Association today!

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The Great Lakes Timber Professionals Association (GLTPA)

Provides proven leadership in the Lake States Forest products industry for over 70 years. GLTPA is a non-profit organization proud to represent members in Michigan and Wisconsin and is committed to leading Forest Products Industry in sustainable forest management.

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restaurantes sin gluten en granada (1)

Idioma / Language: Spanish

Granada: delicious portions of minced wild boar and yummy gluten free “piononos”!

What is promised is debt! Still in Murcia, I got up a little earlier to go to La Casa Del Celíaco for breakfast. The day before, Mari had told me how rich the bread was. As a good eater that I am, I could not leave Murcia without tasting that gluten free bread.

In effect, Mari was not lying. The bread was delicious! Freshly baked, it was the way I like it: crispy on the outside and tender on the inside. Taking advantage of the fact that it was still hot, I spread the butter so that it melted a little. I accompanied the toast with jam and a desert flower tea. We started the day very well!

desayuno sin gluten en la casa del celiaco murcia

After a while, I met the Bla Bla Car people to go to Granada. The expected arrival time was around 2pm and I had a plan that would not be fulfilled 100%… again! Upon arrival, I would go to a tapas bar near the hotel and dine at the El Trasgu Restaurant Cider House. The next day, I would have breakfast at the M. Isla Pastry Shop, I would eat at El Quinteto and I would have dinner at Aparicios.

We arrived a little later than expected and, after leaving the Bla Bla Car people in the agreed place, I went to the hotel. It was very central and I had to drive through really narrow streets until I got there. Once installed, I left the car in the parking lot I had reserved and went to get lunch. It was already 4 o’clock in the afternoon…

sidreria restaurante el trasgu granada
Fotografía de la página

Weather was horrible… it was raining and it was very cold and windy… I’ll have to come back in summer! From the hotel I had called to the Restaurant El Trasgu restaurant in Campo del Príncipe 12 to reserve a table and report my allergies and intolerances. At that time I was the only guest. When they arrived, they treated me great. I was seated at a fairly large table so that I was comfortable and they brought me the menu with an appetizer of hummus with gluten-free bread without having to remind them that I am celiac.

I was really hungry and the appetizer felt great. It was very helpful to calm my stomach while deciding what I would order to eat. I wanted something typical! And this time, I would forget the tapas and ask for a ration.

aperitivo de hummus de fabada con pan sin gluten en sidreria el trasgu granada

Due to the bad weather, they had dismantled the terrace, so I could only see how it was inside. There were few tables and I am convinced that it is always full, especially in summer on the terrace. I recommend you book in advance. In addition, it is at the foot of the climb to the Alhambra, so it can be a good option to stop to refill energy before undertaking the walk.

The gluten-free dishes on the menu were very well indicated. This, coupled with the waiter’s help when I asked for recommendations, made it very easy to choose.

picadillo de jabalí con patatas y huevos en sidreria el trasgu granada

I ordered a “wild boar hash with potatoes and fried egg”. The minced wild boar carries paprika and spices and is, as the name suggests, minced boar meat. It’s like a chorizo without the outer skin, which makes it very easy to eat and mix it with the egg and the fried potatoes. It tasted great! You should see me when I write the posts, describing the dishes I have eaten. My mouth water only when I remember them. The hand cut potatoes were very rich too. I really enjoyed eating that dish!

One mistake I made was forgetting that I was in a cider house… instead of cider, I ordered a gluten-free beer to accompany the food…

coulant de chocolate sin gluten en sidreria el trasgu granada

As often happens to me every time I enjoy food so much, I wanted chocolate for dessert! I think it was the best chocolate coulant I’ve ever eaten… split into three pieces, they brought it covered in white chocolate chips, bathed in liquid cream and with a little cocoa sprinkled on top.

I left there with the satisfaction recorded on my face… I had had a great time! Of course… I had eaten a lot and the only thing I wanted was to return to the hotel to rest. I would need the whole afternoon to do the digestion… Besides, the bad weather only invited us to go to a covered and warm place. I arrived at the hotel around 6 in the afternoon and, after watching a movie, I fell asleep until the early morning of the next day.

Monthly newsletter 2 - EN - BANNER PORST
Click on the image to access the form

As expected, the next day I got up starving. Before the Free Tour to which I had signed up, I went to take breakfast at the Pastelería M. Isla de la Calle Músico Vicente Zarzo 3.

I had contacted them through their Facebook page to ask about the gluten free “Piononos de Santa Fe”, a small cake made in Santa Fe, a town very close to Granada, created in the mid-nineteenth century, in honor of Pope Pius IX . The name comes from the Italian “Pio Nono”.

In addition to these traditional pastries from the region, you will also find gluten free biscuits, ice creams and artisanal gluten free breads. Everything delicious!

pasteleria sin gluten m isla granada

The place is very nice and decorated in a very bright and modern wqay. With two rather large refrigerators, one of them only for gluten-free products, they have a fairly wide offer. For what the girl who attended me explained, they started to prepare gluten-free products in their house, so that a friend of the sister could eat them. Then they grew until they decided to start the business.

I was hungry and I should have eaten too many piononos to satisfy my stomach. I decided to start with some toast and order the pionono as dessert. A dessert is always good, even if it’s for breakfast!

desayunar sin gluten en pasteleria m isla granada

I ordered the bagel halved with a bit of tomato spread and ham. When I gave him the first bite I was shocked! The bread was really delicious. It was one of those breads that is worth eating without anything. Only bread! Also, it was a little floured and you messed up your fingers when eating it. I liked it so much that I repeated. When I ordered the second one, I asked that they bring it with the gluten free pionono.

They told me that the bread was not made by them, that they brought it in packs of 10 from Baza, a town nearby. They also sell frozen 10 unit bread packages to take home.

pionono sin gluten en pasteleria m isla granada

Finally! The time to eat the gluten free Pionono de Santa Fe had come! In the fridges they had Piononos de Santa Fe with and without gluten. They differentiate them with the color of the bowl. The Pionono is a cylindrical sweet bun cake with a sugar-cream pate dipped in syrup. Delicious too!

The Pionono de Santa Fe without gluten was the perfect dessert for that super breakfast that I had just eaten. Now I was ready to go to the Free Tour and endure the cold and wind of Granada in winter.

You can see the pictures of the trip here.

map of gluten free restaurants

Celiac travel card in Spanish

P.S.: Please keep in mind that in this blog I share my trips, anecdotes and experiences about gluten free travel around the world. It is possible that, in any of my trips, I go to some restaurant not trained by the associations where the risk of being contaminated with gluten exists. I kindly ask you to also take into account that the list of references can change. Please, always double check before eating in the restaurants we recommend. Thank you very much!

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Cryobox BS166, Ø15.6mm ▦6x6

In stock
Item No.
Euro 7.98

The 6x6 GLW Cryobox with molded grid is available in different heights (see below). One box holds up to 36 samples. Each round opening in the grid has a diameter of 15.5 mm. The cap size may not exceed 18.0 mm in width. The cryoboxes are made from polypropylene and polycarbonate and accommodate temperature ranges from -90°C to +121°C and are autoclavable. Thanks to the transparent lid, the contents are visible at all times. We offer an all-black box to store light-sensitive samples. Due to the drainage holes, the GLW box is easier to open when frozen

Cryobox with a height of 45-55 mm (B46-series)
The boxes hold bottles and vials up to 49 mm height

Cryobox with a height of 100-105 mm (B166-series)
The boxes hold bottles and vials up to 102 mm height
Specially designed for 5.0 ml false-bottom vials with screw-on caps
The vials are also listed under the name of Sarstedt 5.0 ml False Bottom Tubes (FBT, Item #: 60.611.010)

They fit perfectly in the stainless steel working racks that we offer in our online shop.

The GLW Cryoboxes are the ideal solution for storing, transporting, freezing and autoclaving samples.

Technical Details
Colorcomplete black
InsertsTwo inserts / double fixation
Compartment Size15.5 mm
Box Height102 mm
Tube Height up to99 mm
Length130 mm
Width130 mm
Drainage Holeswith holes in base
MaterialPP & PC (polypropylene & polycarbonate)
Customs No.3923 1090


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cb BobJeynes_HotReels_RHS.jpg
Mad Mullet 1.jpg
Daves Nets.jpg

© 2012 - 2019 Gobblers Lures TM. ABN 50 902 729 816  All rights reserved.

fishhead.com.au "Available Now"

If you've ever dreamed of going on that once in a lifetime expedition or you regularly chase the meanest fish in the sea..at some point, you came to learn a bit about fish head. fish head has long been established as one of Australia's premier Expedition and Adventure tackle suppliers.

Duncan O'Çonnell started fish head in a small shop in Redland Bay over 10 years ago and soon grew into a much bigger store located in Victoria Point, before moving to the Gold Coast and focusing his attention on online sales.

Ducan is well renowned in tight fishing circles as the supplier of only the best tackle you can get. He is regularly sighted at all major fishing & boating events and Expo's and loves to get among some serious fish on yearly expeditions to remote locations.

Duncan is often a Keynote speaker at many Expo events and his knowledge about what gear you will need to take with you to target the top end of the food chain is endless.

Duncan does run a small shopfront form 20 Parma Crt, Mount Nathan, Gold Coast, QLD 4211 that you can visit by appointment only by calling 07 5596 3444

Gobblers Lures will supply fish head with the larger profile Lure kits that have been proven to work on the larger predatory species for his target market and the bigger fish they love to chase.

fish head is open 24/7 at www.fishhead.com.au

Store visits by Appointment Only...


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VPX is the defacto form factor for new military and aerospace applications enabling the creation of high performance solutions within a relatively compact space envelope. Concurrent Technologies offers a wide selection of 3U and 6U VPX boards suitable for the server, storage, compute and I/O intensive functions required in C4ISR, RADAR, SIGINT, EW, test and simulation applications. Concurrent Technologies' VPX boards are available for use in ground benign, extended temperature and rugged environments.
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Date: November 2008

Written By

Splendour in the Jura

November 26th 2008

During our last Burgundy trip, I had the privilege of visiting a lesser known wine region of France – the Jura – which is located in the eastern part of the country, south of Alsace and north of Savoie. I have long known about the region. People from far and wide have recounted endless tales of its beauty, food (this is land of Comté) and its distinctive styles of wine. Unlike other regions where oxidative styles in white wine would be considered a fault, here it is an art

Written By

Rhone 2007 En Primeur Tasting – our highlights

November 24th 2008

There has been a buzz all month; tongues have been wagging amongst the Goedhuis clientele with regard to how good these 2007 Rhones really are? Some read press articles, others were drawn in by reading our emails, but one thing is for sure on tasting them last Tuesday 18th November at the New Saatchi Gallery, there was no hiding that fact that some brilliant wines have been made this year.

Page 1 of 212


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Questions Regarding Past Criminal Investigation Prior to Employment

[Cologne, ] Employers may not ask candidates for employment whether they were ever the subject of criminal investigation. Candidates therefore have the "right to lie" in this connection.

The plaintiff applied for a teaching position at a general secondary school. Before he was hired, the candidate was asked to indicate whether he had a criminal record on a form and confirm that he was not under investigation by the Public Prosecutor’s Office and had not been in the course of the preceding three years. The plaintiff provided no information, although he had been under investigation several times in the past, but no charges were ever brought. The school then learned of the investigatory proceedings from an anonymous source. The plaintiff, who had in the meantime been hired as a teacher, was then dismissed with immediate effect for cause.

The Federal Labor Court ruled that the dismissal was invalid (Federal Labor Court, 15 November 2012, 6 AZR 339/11). The court stated that the plaintiff was under no obligation to provide on information past investigatory proceedings if no charges were brought. Referring to the plaintiff’s right to informational self-determination, the court reasoned that in view of the system of values underlying the Basic Law, the right of personality of a candidate for employment – as regards criminal investigation that did not result in charges – takes precedence over a potential employer’s interest in obtaining information. According to the court, this also follows from section 53 of the Federal Central Criminal Register Act (Bundeszentralregistergesetz – BZRG). According to this legislation, anyone convicted of a criminal offense may also claim that he or she has no criminal record if the sentence was relatively light (e.g., a fine of no more than 90 days’ earnings). This applies all the more so in the case of investigatory proceedings.

Job applicants are occasionally faced with the question as to whether they are allowed to lie when answering certain questions. This is considered acceptable, for example, in the case of questions regarding pregnancy or trade union membership. The question as to whether a person has a severe disability is also considered inadmissible in some cases. An employee must not face negative consequences from an untruthful answer in such cases. On the other hand, if an employee fails to answer a legitimate question truthfully that also has a bearing on the future employment relationship, the employment relationship may under certain circumstances even be terminated retrospectively. This could be the case, for example, if a significant conviction is concealed (e.g., fraud in the case of a bookkeeping employee or alcohol-related offenses in the case of a driver).

Wir informieren Sie über aktuelle rechtliche Entwicklungen aus den für Sie relevanten Bereichen.

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Eminem Pays Tribute to ‘One-of-a-Kind MC’ Bushwick Bill

The death of Bushwick Bill sent shockwaves through the hip-hop community. The Geto Boys member died at age 52 on Sunday following a battle with stage 4 pancreatic cancer. With artists like Snoop Dogg and Killer Mike already posting heartfelt tributes to honor the life of Bill, Eminem added his name to the growing list on Wednesday (June 12).

"RIP to the pioneering legend and one-of-a-kind MC #BushwickBill," Em wrote to Twitter, saluting hip-hop's latest fallen soldier. Being as well-versed as he is in rap, Slim Shady understands the impact the "Little Big Man" artist and the Geto Boys had on pushing the genre forward in a positive fashion.

There also looks to be a public memorial happening for Bushwick Bill in the near future. "We are looking into doing a public memorial at a later date. His family appreciates all of the prayers and support and are asking for privacy at this time," the rapper's publicist, Dawn G., previously relayed to Rolling Stone.

Check out Eminem paying his condolences to Bushwick Bill below.

About the Author


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Hawaii Volcanoes National Park Hiking Trail

Hawaii Volcanoes National Park Hiking Trail

Best Hawaiian Islands Hiking Trail: Established in 1916, Hawaiʻi Volcanoes National Park is the Big Island’s featured attraction and includes over 300,000+ acres of land and two active volcanoes: the  Kīlauea and Mauna Loa volcanoes. The Mauna Loa volcano last erupted in 1984 and the Kilauea volcano has been flowing lava since 1983. On average, the Kilauea volcano produces about 50,000-650,000 cubic yards of lava per day, which is equivalent of producing enough asphalt to surface a 20-mile two-lane road daily.

For this #GoHikeIt Hawaii hiking adventure, the team explored the park from the Chain of Craters Road, which is accessible about 30 miles south of Hilo. The team rented bikes to cover more of the terrain and be able to hike more of the scenic view points near the lava flow. Since the lava flow is regularly flowing, visitors and hikers are restricted from accessing close vantage points. However, the views from the vantage points still provide excellent views of the lava flow, especially at night.

If you plan on visiting the Hawaiʻi Volcanoes National Park, bring plenty of water and snacks as you are far away from traditional grocery stores and retail outlets. It’s also recommended to bring a jacket, binoculars & flashlight to view the lava at night.

Estimated Time: 3-6 hours

Total Distance: 6-10 miles (round-trip)

Map & Directions

Trail Pictures

Total Distance (miles)

The park features over 150 miles of trails to explore!

Total Estimated Time (hour)

There are two active volcanoes: the Kīlauea and Mauna Loa volcanoes

Hawaii Volcanoes National Park Photo Gallery

(click on image to rotate through image/s)

When to Go

Year-Round: The park is open to visitors year-round, however depending on the lava flow certain sections of the park may be restricted. Additionally, as the park is one of the more popular island excursions, it can be very busy during the summer and holiday months. If you want to ride a bike on your visit, it’s recommended to call ahead and make a reservation.

Dog Friendly

No, dogs on leashes are only permitted in certain sections of Hawaii Volcanoes National Park. Please visit state park website for full details.

Hawaii Volcanoes National Park Trail Map

Hawaiian Hiking Trail Directions

Address for GPS: 12-4980 Kaimu-Chain of Craters Rd, Pāhoa, HI 96778

Why We Liked It

Aloha! We loved exploring Hawaiʻi Volcanoes National Park! It felt as if we had landed on Mars as the terrain was covered in dried molten lava. It was a blast to walk on top of the lava and see new flora emerge through its cracks. Life was emerging in these newly formed areas of land!

Our group enjoyed a picnic near the cliff’s edge as we waited for sunset. We loved connecting in the open space and witnessing the steady, slow moving lava move down the mountainside and reach the ocean.

In addition to the Waipi’o Valley Hiking Trail, this Hawaiian adventure is one to add to your bucket list!

Discover a New Trail

Kuki’o Beach Hawaii Hiking Trail

Kuki’o Beach Hawaii Hiking Trail

Kuki’o Beach on Hawaii’s Kohala Coast is a white-sand beach featuring sea turtles and incredible ocean views. It’s an easy beach hike and perfect for any Hawaii vacation!

Santa Cruz Redwoods Hiking Trail | Rincon Fire Road Trail

Santa Cruz Redwoods Hiking Trail | Rincon Fire Road Trail

Rincon Fire Road Trail is a moderately trafficked 3.9 mile out and back hiking trail in the middle of the Santa Cruz redwoods. This trail is popular with hikers, mountain bikers and even horseback riders. If you’re searching for a family friendly hike underneath redwoods, this is it!

Montaña de Oro State Park Hiking Trail

Montaña de Oro State Park Hiking Trail

Discover Montaña de Oro State Park and see the Valencia Peak Hiking Trail, the best hiking trail in Los Osos and Morro Bay. See hiking trail photos, maps, guides and reviews.

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Buying Gold and Silver in Illinois

A lot of investment-grade silver and gold is sold in Illinois, but very little is in South African Krugerrands. This is because, while there is a tax exemption for most bullion, including coins, bars and even rounds, there is no exemption for Krugerrands. This has been the case since 1985, which means that sales of this particular gold coin have been sluggish in the state for more than thirty years.

The sales tax in Illinois is 6.25%, and this is only the basic rate, with local authorities often adding their own taxes. The highest tax rate in the state is just under 10% so, if you are buying Krugerrands, you may have to pay this rate. However, the exemption range is quite broad, so you should be able to secure precious metals that are tax-free.

Federal Capital Gains Tax

Illinois has a Federal Capital Gains Tax. Simply put, the Federal Capital Gains Tax requires you to pay a percentage of the profits that you make from selling precious metals, and this percentage can go as high as 28%. If you hold your investment, you do not owe any money, even if its value increases, but as soon as you sell it and profit from that sale, you are required to pay this tax.

Tax Free Precious Metals

An easy way of working out what is exempt from sales tax in this state and what is not is to say that Krugerrands are not exempt and everything else is, because that certainly seems to be the case. However, it is not that simple. Bullion, medallions and legal tender are all exempt (except for Krugerrands) as is any precious metal item with a purity of at least .980. This includes numismatic coins as well, those valued for their rarity as opposed to their precious metal content.

Although it is in the middle of the pack of largest US states by area, Illinois has the 5th largest population. Because of its education, culture, economy and many other aspects, Illinois is often said to be a microcosm of the entire United States. The capital is Springfield, but the largest and best-known city is Chicago. This is where Barack Obama and Abraham Lincoln were living when they were elected US President; it has spawned luminaries such as authors Ray Bradbury, Edgar Rice Burroughs and Philip K. Dick, and actors Gillian Anderson, James Belushi and Steve Carell.

The Windy City

Chicago is at the very heart of Illinois. The city of 10 million residents (third largest in the United States) owns a massive history and wields huge importance on the world stage. From big universities and other top-rated educational facilities to great museums and to teams across all major sports, this is a vastly important American city.

The GDP of Chicago is over $500 billion, with business giants McDonalds and Boeing based here. There are also a number of financial exchanges, including the Chicago Stock Exchange.

Note: GoldBroker cannot provide tax, legal, or other advice, so if you are not sure about the taxation to your personal circumstances, we recommend that you seek independent advice from a qualified professional.

All of these texts were accurate at the time of writing, but tax laws are constantly changing and it’s not easy to keep track of those changes. Because of this, we can not be held responsible for any false or out-of-date information.


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Flexible direct steam injection continuous cooking systems

Why Move To Continuous?
Why Move To Continuous?

Why Move To Continuous?

There’s a fog that hangs around continuous cooking, namely that it is too difficult, too time consuming, or too expensive to make the move from batch. But where batch cooking falls short, continuous cooking infuses your process with the efficiency, quality and consistency you need – continuously!

When it comes to production and end product, the distinction between batch and continuous is quite remarkable. Continuous cooking excels where batch cannot, when it comes to:

  • Consistent higher quality
  • Improved consistent product flavour freshness and cleanness
  • Fast even heating
  • Efficient and predictable ingredients usage
  • Long, continuous runs
  • Accurate control over processing conditions (not just on temperature) for each recipe
  • Fewer wash ups

The difference between price and the concept of ‘cost’ is where continuous cooking systems really shine. Upfront price is often a deciding factor when it comes to the purchase decision, but the long-term ‘cost’ is where end users like you can indeed realise the true value behind a more efficient and higher quality system.

Read on to discover how Gold Peg’s continuous cooking system excels far beyond batch.


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The Official Blog of Penske Transportation Solutions

Penske Major Sponsor of Advanced Clean Transportation (ACT) Expo

Penske Truck Leasing will be an active participant in the 2016 Advanced Clean Transportation (ACT) Expo. Running from May 2 to May 5, the conference returns to the Long Beach Convention Center in Long Beach, California. Penske is the Presenting Sponsor and is sole sponsor for the first-ever ACT Expo Fleet Awards. Penske will have a Freightliner Cascadia compressed natural gas (CNG) tractor from its rental fleet on display in booth 1345.

Here are the panels that Penske experts will participate on:

  • Tom Scollard, vice president of dedicated contract carriage, Penske Logistics, and a leading food retail customer, Shippers and Carriers Driving Clean Fuel Investment and Sustainability
  • Russ Scaramastra, vice president of strategic initiatives, moderator, Driving the Future of Transit and Mobility
  • Matt Krasney, director of fuel strategy, moderator, Over-the-Road Fleet Success Stories
  • Drew Cullen, senior vice president fuels and facility services, Executive Roundtable: Achieving Corporate Sustainability Goals: Zeroing in on Transportation

Penske Truck Leasing is a transportation industry leader in the areas of spec’ing, operating and maintaining fleets of traditionally-fueled vehicles as well as alternative-fueled vehicles that includes natural gas, propane, electric and diesel-electric hybrids.

Penske Truck Leasing is an affiliate partner in the U.S. EPA SmartWay program and Penske Logistics is a partner in the trucking carrier and logistics categories. Penske Truck Leasing is also an affiliate partner in the Canada SmartWay Transport Partnership, which is administered by Natural Resources Canada.

By "Move Ahead" Staff


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Five exceptional Goshen College alumni awarded for commitment to core values

During Goshen College’s Homecoming Weekend 2012 on Oct. 5-7, the college will honor five exceptional alumni with awards for their commitment to the college’s core values.

Sponsored by the Goshen College Alumni Board, the 2012 Culture for Service Awards will be presented to John Driver ’50 of Goshen, Ind., and Rebecca (Kreider) Pries ’66, of Cambridge, Mass. The 2012 Decade of Servant Leadership Award will be given to Grant Rissler ’99, of Richmond, Va. The 2012 Dr. Roman Gingerich Champion of Character Award will go to Keith Springer ’69 of Saybrook, Ill., and the Dr. Ruth Gunden Champion of Character Award will go to Sue Roth ’66 of Stryker, Ohio.

The awards will be presented on Friday, Oct. 5 at 10 a.m. in the Church-Chapel during convocation, with a reception following in the Church Fellowship Hall at 10:45 a.m. These events are free and open to the public.

John Driver ’50 – Culture for Service Award

John Driver

John Driver ’50, of Goshen, Ind., has responded repeatedly to the call to service and ministry, giving his energy to the development of global and Christian relationships and learning throughout his life.

Prior to studying at Goshen College, Driver served in community development and as a pastor and church planter in Puerto Rico. After graduating from Goshen College in 1950, Driver attended Mennonite Biblical Seminary in 1951. He also attended Perkins School of Theology at Methodist Union Seminary in Dallas, Texas.

In 1967, Driver began working as academic dean and professor of church history and New Testament at the Inter-Mennonite Seminary in Montevideo, Uruguay. He continued to do church-related work in Spain from 1974 until the early 1980s.

Driver and his wife, Bonny, have since retired in Goshen, though Driver continued to teach periodically in the Hispanic Ministry Program at Goshen College from 1994-2003. Driver is a prolific writer, doing almost all of his writing in Spanish. He is the recent author of Life Together in the Spirit: A Radical Spirituality for the Twenty-First Century, published by Goshen College’s Institute for the Study of Global Anabaptism and available in both English and Spanish.

Driver demonstrates compassionate peacemaking in many ways as he thinks carefully about cultural and theological issues and promotes justice for “the least of these.” He has traveled extensively to work for peace and advocate for the poor and disposed, particularly in Latin America, South America and Spain. Driver’s ministry has been shaped by what he has learned around the world, and his vision for Anabaptism reflects his global citizenship and Christ-centeredness.

“No Mennonite theologian has had a greater impact within Anabaptist and evangelical circles throughout Mexico, Central America and Spain than John Driver,” said John Roth, Goshen College Professor of History. “The profound simplicity and clarity of his teaching is legendary. But in addition to his scholarly accomplishments, John is even better known as a person whose very life – in his generosity, simplicity, gracious spirit and evident love for all God’s people – embodies the message of his teachings.”

The Drivers have three adult children, Cynthia Driver-Rempel ’74, Fred Driver ’75 and Jonathan Driver, and attend East Goshen Mennonite Church.

Rebecca (Kreider) Pries ’66 – Culture for Service Awardee

Rebecca (Kreider) Pries

In the face of juvenile and domestic violence in her community, Rebecca (Kreider) Pries ’66, of Cambridge, Mass., took action in 1976 and founded Adolescent Consultation Services, Inc., a non-profit mental health and social services agency that she continues to lead as its executive director today. Pries championed the agency’s expansion to address the multiplicity of issues faced by court-involved children and families, such as trauma, substance abuse, behavioral disorders and cultural issues due to recent immigration.

Pries’ agency partners with the Middlesex County and Greater Boston juvenile courts, and offers mental health evaluations and psychological counseling to troubled youth and their families. As a licensed mental health counselor, Pries oversees court-based mental health clinics that evaluate youth and link them with services in their communities. She is directly involved in helping to reconcile youth and their parents (many of whom come from the sizable Hispanic and Cambodian populations in the area). As co-chair of the Massachusetts Alliance of Juvenile Court Clinics, she advocates for funding to meet the mental health, social service and educational needs of these youth within the Department of Mental Health and the state legislature.

Pries studied English at Goshen and went on to receive her master’s degree from Tufts University and a certificate of advanced graduate study from Boston University. She co-authored the book Kids and the Law, a user’s guide to the court system, which is available in English, Spanish and Khmer, and offers information to parents of court-involved kids on how to navigate the Juvenile Court System.

“What distinguishes Rebecca is the vision, dedication and incredibly hard work that she pours into her work,” said Dr. Owen Gingerich ’51, Professor Emeritus for Harvard-Smithsonian Center for Astrophysics and member of Mennonite Congregation of Boston. “In many instances, the psychological counseling she provides keeps these troubled young people out of jail and places them in rehabilitation programs – a really strong case of conflict resolution. Clearly this is compassionate peacemaking in a fundamental way.”

Pries volunteers with the Mt. Auburn Neighborhood Association and is a board member for Citizens for Juvenile Justice. She has been recognized by the Department of Mental Health for her commitment to public service with the Richard Barnum Distinguished Service Award and by the Middlesex District Attorney with the Citizenship in Action Award.

Pries attends Mennonite Congregation of Boston, where she has served as a lay pastor. She is married to Weldon Pries and they have two daughters, Rachel and Eleanor.

Grant Rissler ’99 – Decade of Servant Leadership

Grant Rissler

Grant Rissler ’99, of Richmond, Va., seeks to live the life of a global citizen, working to promote justice and peace. Rissler studied history at Goshen College. Following graduation, he worked for six months at Mennonite Board of Missions. He spent two and a half years in Mennonite Voluntary Service, including a year at Mennonite Central Committee’s (MCC) United Nations Liaison office, a year as an immigration paralegal in South Texas and a half year spent traveling around the United States and Canada by Greyhound bus to report on the work of Mennonite service programs.

Rissler earned a master’s degree in international relations at Johns Hopkins School for Advanced International Studies, concentrating on Latin America. Following the completion of his degree, Rissler worked as Communications Director at the Faith and Politics Institute, where he helped to organize and participate in the Congressional Civil Rights Pilgrimage.

Rissler has held several positions with MCC East Coast relating to peace and justice work, donor relations, MCC Relief Sales and MCC thrift shops. His interests in peace and justice issues are reflected in the volunteer work he has done with his church and peace and justice related organizations.

Among those who influenced his life choices and worldview, Rissler highlights the role of his parents, Ed and Jean Rissler, who served under Eastern Mennonite Missions in Somalia and Kenya, where Rissler was born. Rissler has also lived or worked in Haiti, Italy, Peru and Switzerland.

“These experiences have especially equipped him to be a sensitive and thoughtful citizen in many contexts,” said Chad Martin, associate pastor at Community Mennonite Church of Lancaster. “He rides bike often to conserve resources, is a faithful financial contributor to the church and celebrates diverse cultures with exquisite documentary photography wherever he goes.”

Rissler is a member of Community Mennonite Church of Lancaster (Pa.). He lives in Richmond, Va. with his wife, Maia Linask, where they attend Richmond Mennonite Fellowship. Rissler is in his first year of a doctorate program in public policy and administration at Virginia Commonwealth University.

Keith Springer ’69 – Dr. Roman Gingerich Champion of Character Award

Keith Springer

Keith Springer ’69, of Fisher, Ill., has dedicated his life to serving others, both locally and around the globe. While studying mathematics and secondary education at Goshen College, Springer participated in basketball and baseball. He set career-scoring records for men’s basketball, finishing with 1,531 points from 1965-69. Springer taught math and coached 9th grade boys basketball at Concord Junior High School in Elkhart, Ind. from 1969-71.

In 1971, Springer and his wife, Kathy (Newcomer) Springer ’71, served for two years at the American School of Brasilia in Brazil with the Mennonite Board of Missions (now Mennonite Mission Network) as overseas mission associates. While there, he taught high school math and physics and coached boys basketball. In 2004 and again in 2011, the Springers travelled to Argentina to visit and share with churches of the Patagonia Mission Project. In 2012, they did volunteer work at Nazareth (Israel) Village.

Springer served for six years on the Christian Nurture Commission of the Illinois Mennonite Conference. Since 1977, he has operated a cash grain farm with his brother. He is a member of East Bend Mennonite Church in Fisher, Ill., where he is the chairman of finance and is vice president of the board of directors for the Illinois/Iowa chapter of Everence Financial. The Springers have two adult sons, Ryan ’96 and Eric ’99.

Sue Roth ’66 – Dr. Ruth Gunden Champion of Character Award

Sue Roth

Sue Roth ’66, of Stryker, Ohio, helped pioneer organized sports opportunities for women, striving to give them equal access in the athletic world. While studying physical education at Goshen College, Roth was a member of the Women’s Athletic Association and participated in field hockey and softball, as well as several intramural sports. After graduating from Goshen College, she taught physical education and coached in Middlebury, Ind., and Stryker, Ohio, before returning to the college from 1976 to 1999 to teach physical education and coach field hockey, volleyball and track and field.

While teaching and coaching in high school, Roth worked hard to develop opportunities for girls. She increased the number of sports to make sure every girl had the opportunity to participate in the sport she wanted, even though Roth was expected to coach all sports alone.

As a volleyball coach at Goshen, Roth was named the Hoosier Conference for Women Coach of the Year in volleyball in 1985, 1988 and 1989. She initiated the women’s track and field program at Goshen and promoted student athletes as commissioner with the Indiana Association for Intercollegiate Athletics for Women. She also worked with Ruth Gunden in developing the Hoosier Conference for Women, which filled an organizational need for women in sport.

Roth is a track and field official for the Ohio High School Athletic Association. She attends St. John’s Christian Church in Archbold, Ohio.

Alumni Awards

The Culture for Service Awards were initiated in 1989 and are given annually to honor Goshen College graduates who have made lifelong commitments to service. Recipients distinguish themselves through commendable accounts of service and achievements at home or in their churches, colleges and communities and the larger world.

The Decade of Servant Leadership Award, created in 2004, recognizes a Goshen College alumnus or alumna whose contributions and achievements in career, public or church service and volunteer activities early in post-graduate life are worthy of recognition.

For the seventh year, the Goshen College Maple Leafs Athletic Club is presenting the Dr. Ruth Gunden and the Dr. Roman Gingerich Champion of Character Awards. The two awards, created in 2005, are presented to a male and female alumni athlete who exemplify the college’s core values in their lives, work and community service. Gunden and Gingerich were pioneers in Goshen College’s athletic history.


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LGWN 2011

Two weeks ago the 4th annual Local Government Web Network Conference was held and it was good.

Organised by Reem Abdelatey of the Local Government and Shires Associations, the conference is Australias only grass roots event with a focus on Local Government use of the internet.

All in all it was an excellent couple of days with talks covering everything from Council web site development, through to Disaster Management and PDF accessibility.

I recorded several of the talks (unfortunately the audio setup was a little lacking so I couldn’t get every one), which you can find here.

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