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Large police presence near I-70 and Adelaide   

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The view from traffic cameras in the area show several lanes blocked on eastbound Interstate 70. Officers are seen on the roadway's overpass. St. Louis police have not yet released any confirmed ...
          

Software Engineer    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Adelaide
  • Date Advertised: 07-APR-20
  • Job Reference: CAP/1439872/AH
  • Job Title: Software Engineer
  • Business Unit:
  • Division:
  • Summary:

A global leader in consulting, technology services and digital transformation, the Capgemini Group is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms. Building on its strong 50-year heritage and deep industry-specific expertise, Capgemini enables organizations to realize their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people. It is a multicultural company of over 200,000 team members in more than 40 countries. The Group reported 2018 global revenues of EUR 13.2 billion. People matter, results count. Learn more about us at www.capgemini.com 

 

Let's talk about the team 

Our Insights and Data team helps our clients make better business decisions by transforming an ocean of data into streams of insight. Our clients are among Australia's top performing companies and they choose to partner with Capgemini for a very good reason - our exceptional people.  

 

Let's talk about the role 

Due to continued growth within Capgemini's Insights & Data practice we intend to recruit a number of Software Engineers with relevant consulting and technical skills to join our team in Adelaide. If you are already working in a consultancy role, or have excellent client-facing skills gained within large organizations, we would like to discuss our consultant opportunities with you. 

 

Let's talk about your skills and experience 

To be considered for this role, you must have:  

  • Experience in Java 8+ or Scala software development. 
  • Experience working with functional/lambda programming paradigms (e.g. Java Streams) 
  • 3-4 year degree in Engineering and/or Computer Science (or Masters/PhD relating to Software Engineering and/or Computer Science) 
  • Strong background working with relational databases (e.g. Oracle, SAP) 
  • Strong background in Unit Testing (e.g. Junit) 
  • Experience with one or more of the following: Working with NoSQL databases (e.g. MongoDB, Elasticsearch/Solr), Working with DevOps (e.g. Maven, Jenkins, Ansible, Nexus) , Working with distributed systems , Creating and consuming REST web services , Working with message queues (e.g. RabbitMQ) 
  • Excellent communications skills
  • Experience in mentoring and leading a team 

 

Please note, we can only consider Australian Citizens for this role.  

 

What happens next and what can we offer you?

Passionate people are Capgemini's Ace of Spades - join us to discover a career that will challenge, support and inspire you. Working at Capgemini you'll find the rewards are more than just financial. You will work alongside some very smart and inspiring people on exciting projects and you will also enjoy incredible benefits.  We offer flexible work practices and 40 hours of self-development every year with a huge selection of learning opportunities to choose from. 

As "Architects of Positive Futures", Capgemini actively supports the community in 3 ways:

Diversity and Inclusion - we believe diversity of thought fuels excellence and innovation, which is why we positively encourage applications from suitably qualified candidates regardless of their gender identity, ethnicity, sexual orientation, religion, ability, intersex status or age.  To support our commitment to diversity and inclusion, we celebrate special events and days of significance that are important to our employees such as Diwali, Bastille Day, Pride, IDAHOBIT, IWD and International day of people with Disabilities.  Our Employee Resource Groups Women@Capgemini and OutFront support the grassroots passion of employees to drive our diversity agenda and effect change.  

Digital inclusion - at Capgemini we are using our skills to drive social impact initiatives focusing on helping society address the impact of the digital and automation revolution.  We also provide employees with opportunities to give back to the community through charity projects and volunteer days.

Environmental Sustainability - Capgemini joined the CDP's (Carbon Disclosure Project) prestigious "A list" for its commitment to the Net-Zero economy. We are focusing on helping our clients transform towards more sustainable business models and committing to reduce our own carbon emissions (GHG) by 20% per employee by 2020. 

Recognised by Ethisphere as one of the World's Most Ethical Companies for the last 8 years in a row, ethics and values are at the heart of Capgemini's corporate culture and business.  Embedded in our DNA, our seven values - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty - have remained the same since company inception in 1967. To see how we bring these values to life, click here [link removed] to listen to some of our employee's stories.

Come join us, bring your whole self to work, create new possibilities for you, your customers and your community and help us to be Architects of Positive Futures. 

 

Please note unsolicited resumes from employment agencies or other third parties will not be considered.

 

 #LI-HA1 


          

Associate Graduate Consultant    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Melbourne
  • Date Advertised: 07-APR-20
  • Job Reference: CAP/1455793/DL
  • Job Title: Associate Graduate Consultant
  • Business Unit:
  • Division:
  • Summary:

You've aced your exams, now ace your career!  Come join our much-celebrated Graduate Program, ranked as one of the top graduate programs in Australia in 2019 by the Australian Association of Graduate Employers.

Let's talk about our team:

We are over 220,000 people passionate about helping our clients solve their most complex business and technology challenges, and we deliver transformational outcomes, at scale. We are driven by the conviction that the business value of technology comes from and through people.

We live by our motto "People matter, results count". 

Let's talk about what we do:

At Capgemini, we help the world's leading brands use the best of new tech to transform the way they do business. As a global leader in consulting, technology services, and digital transformation, Capgemini is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms.

Our graduates typically work in roles in the areas of Software Development, DevOps, Change Management, Business Analysis and Program Management Office.

Let's talk about what you will need to be considered for our Graduate Program:

You must attach a covering letter, resume and academic transcripts.

To be considered, you will need to satisfy the following requirements:

  • Australian or New Zealand citizenship or permanent residency
  • A completed Bachelor or Master's degree during the last 2 years with a minimum credit plus average. We generally look for applicants with a Bachelor's degree in an area of technology, predominantly Information Systems, Computer Science, Commerce, Finance, Data, and Human Resources, however we will consider other degrees if you have a strong interest and leaning towards technology
  • Be able to commence full time work in July 2021
  • Prior work or Intern experience in a related field will be highly regarded
  • Exceptional communication skills and an outstanding customer service ethic
  • Great academic results as well as a passion for solving complex problems
  • Resilient and energetic team player who is open minded and willing to learn
  • Driven to succeed (at Capgemini we call this “La Niaque”)
  • A sense of humour, “Fun” has been a company value for 50 years!
  • And finally, individuals who care about our people, our community and our planet and who are totally aligned to our values.

Let's talk about what happens after you apply:

Step 1: Application assessment

We will review your profile through checking your academic results, previous work experience and any extracurricular activities you have undertaken, your motivation for joining us (which should be included in your covering letter), and what area you are interested to work in. We will also check that you have Australian or New Zealand citizenship or Permanent Resident status which is a mandatory requirement.

Step 2: Behavioural and Cognitive assessments

Those who make it through to this stage will be sent online assessments to complete, to help us understand your fit for particular roles and your ability to learn quickly and problem solve.  

Step3: Assessment Centres

Successful applicants will be in vited to attend one of our assessment centres which will be held in Sydney, Melbourne, Adelaide and Canberra during October 2020.  Don't be surprised if one of our recruitment super stars reaches out to you for a chat - something interesting may catch our eye, and we may want to discuss.

Step 4: Final interviews

Successful candidates from the assessment centres will be invited to a final round of interviews with business leaders. Selections will be made from these interviews and we will proceed to offer and conduct pre-employment screening.  You will then be all set to join our amazing graduate program!

Let's talk about what we can offer you once you join!

Passionate people are Capgemini's Ace of spades. We believe that every one of us is an architect of positive futures.  We invite you to join us to discover a career that will challenge, support and inspire you. With a world class Learning and Development program for graduates and all employees, we will set you up for success.

In return for your hard work and fresh insights, we'll provide you with incredible opportunities that will accelerate your development, along with the support and guidance you need to allow you to take your career in any direction you choose. Capgemini is more than just a workplace. It is an organisation of opportunity, innovation, collaboration, and it's where you can make lifelong connections.

Working at Capgemini you'll find the rewards are more than just financial. Not only will you work alongside inspiring colleagues with a world of experience, but you'll also have access to great benefits including the ability to purchase additional leave to fit in travel and life, salary continuance insurance, paid parental leave, education assistance, salary packaging, as well as discounts on entertainment, financial and wellbeing services, travel and shopping.

Ranked among Ethisphere's 2019 Most Ethical Companies in the World (for the 8th year running!), our seven values are at the heart of everything we do - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty. As Social Innovators, we are committed to making a positive impact on the planet and our communities. Capgemini is proud to be an Equal Opportunity Employer.

Successful applicants will be required to complete police checks prior to commencement of employment.

APPLICATIONS CLOSE 18/9/2020

To find out more about our Graduate Program, click here: https://God.blue/forward.php?url=https://www.capgemini.com/au-en/careers/capgemini-australia-graduate-program/

#LI-DL1


          

Associate Graduate Consultant    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Canberra
  • Date Advertised: 07-APR-20
  • Job Reference: CAP/1455801/SR
  • Job Title: Associate Graduate Consultant
  • Business Unit:
  • Division:
  • Summary:

You've aced your exams, now ace your career!  Come join our much-celebrated Graduate Program, ranked as one of the top graduate programs in Australia in 2019 by the Australian Association of Graduate Employers.

Let's talk about our team:

We are over 220,000 people passionate about helping our clients solve their most complex business and technology challenges, and we deliver transformational outcomes, at scale. We are driven by the conviction that the business value of technology comes from and through people.

We live by our motto "People matter, results count". 

Let's talk about what we do:

At Capgemini, we help the world's leading brands use the best of new tech to transform the way they do business. As a global leader in consulting, technology services, and digital transformation, Capgemini is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms.

Our graduates typically work in roles in the areas of Software Development, DevOps, Change Management, Business Analysis and Program Management Office.

Let's talk about what you will need to be considered for our Graduate Program:

You must attach a covering letter, resume and academic transcripts.

To be considered, you will need to satisfy the following requirements:

  • Australian or New Zealand citizenship or permanent residency
  • A completed Bachelor or Master's degree during the last 2 years with a minimum credit plus average. We generally look for applicants with a Bachelor's degree in an area of technology, predominantly Information Systems, Computer Science, Commerce, Finance, Data, and Human Resources, however we will consider other degrees if you have a strong interest and leaning towards technology
  • Be able to commence full time work in July 2021
  • Prior work or Intern experience in a related field will be highly regarded
  • Exceptional communication skills and an outstanding customer service ethic
  • Great academic results as well as a passion for solving complex problems
  • Resilient and energetic team player who is open minded and willing to learn
  • Driven to succeed (at Capgemini we call this “La Niaque”)
  • A sense of humour, “Fun” has been a company value for 50 years!
  • And finally, individuals who care about our people, our community and our planet and who are totally aligned to our values.

Let's talk about what happens after you apply:

Step 1: Application assessment

We will review your profile through checking your academic results, previous work experience and any extracurricular activities you have undertaken, your motivation for joining us (which should be included in your covering letter), and what area you are interested to work in. We will also check that you have Australian or New Zealand citizenship or Permanent Resident status which is a mandatory requirement.

Step 2: Behavioural and Cognitive assessments

Those who make it through to this stage will be sent online assessments to complete, to help us understand your fit for particular roles and your ability to learn quickly and problem solve.  

Step 3: Assessment Centres

Successful applicants will be invited to attend one of our assessment centres which will be held in Sydney, Melbourne, Adelaide and Canberra during October 2020.  Don't be surprised if one of our recruitment super stars reaches out to you for a chat - something interesting may catch our eye, and we may want to discuss.

Step 4: Final interviews

Successful candidates from the assessment centres will be invited to a final round of interviews with business leaders. Selections will be made from these interviews and we will proceed to offer and conduct pre-employment screening.  You will then be all set to join our amazing graduate program!

Let's talk about what we can offer you once you join!

Passionate people are Capgemini's Ace of spades. We believe that every one of us is an architect of positive futures.  We invite you to join us to discover a career that will challenge, support and inspire you. With a world class Learning and Development program for graduates and all employees, we will set you up for success.

In return for your hard work and fresh insights, we'll provide you with incredible opportunities that will accelerate your development, along with the support and guidance you need to allow you to take your career in any direction you choose. Capgemini is more than just a workplace. It is an organisation of opportunity, innovation, collaboration, and it's where you can make lifelong connections.

Working at Capgemini you'll find the rewards are more than just financial. Not only will you work alongside inspiring colleagues with a world of experience, but you'll also have access to great benefits including the ability to purchase additional leave to fit in travel and life, salary continuance insurance, paid parental leave, education assistance, salary packaging, as well as discounts on entertainment, financial and wellbeing services, travel and shopping.

Ranked among Ethisphere's 2019 Most Ethical Companies in the World (for the 8th year running!), our seven values are at the heart of everything we do - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty. As Social Innovators, we are committed to making a positive impact on the planet and our communities. Capgemini is proud to be an Equal Opportunity Employer.

Successful applicants will be required to complete police checks prior to commencement of employment.

APPLICATIONS CLOSE 18/9/2020

To find out more about our Graduate Program, click here: https://God.blue/forward.php?url=https://www.capgemini.com/au-en/careers/capgemini-australia-graduate-program/

 

#LI-DL1


          

Associate Graduate Consultant    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Adelaide
  • Date Advertised: 07-APR-20
  • Job Reference: CAP/1455797/JD
  • Job Title: Associate Graduate Consultant
  • Business Unit:
  • Division:
  • Summary:

You've aced your exams, now ace your career!  Come join our much-celebrated Graduate Program, ranked as one of the top graduate programs in Australia in 2019 by the Australian Association of Graduate Employers.

Let's talk about our team:

We are over 220,000 people passionate about helping our clients solve their most complex business and technology challenges, and we deliver transformational outcomes, at scale. We are driven by the conviction that the business value of technology comes from and through people.

We live by our motto "People matter, results count". 

Let's talk about what we do:

At Capgemini, we help the world's leading brands use the best of new tech to transform the way they do business. As a global leader in consulting, technology services, and digital transformation, Capgemini is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms.

Our graduates typically work in roles in the areas of Software Development, DevOps, Change Management, Business Analysis and Program Management Office.

Let's talk about what you will need to be considered for our Graduate Program:

You must attach a covering letter, resume and academic transcripts.

To be considered, you will need to satisfy the following requirements:

  • Australian or New Zealand citizenship or permanent residency
  • A completed Bachelor or Master's degree during the last 2 years with a minimum credit plus average. We generally look for applicants with a Bachelor's degree in an area of technology, predominantly Information Systems, Computer Science, Commerce, Finance, Data, and Human Resources, however we will consider other degrees if you have a strong interest and leaning towards technology
  • Be able to commence full time work in 2021
  • Prior work or Intern experience in a related field will be highly regarded
  • Exceptional communication skills and an outstanding customer service ethic
  • Great academic results as well as a passion for solving complex problems
  • Resilient and energetic team player who is open minded and willing to learn
  • Driven to succeed (at Capgemini we call this “La Niaque”)
  • A sense of humour, “Fun” has been a company value for 50 years!
  • And finally, individuals who care about our people, our community and our planet and who are totally aligned to our values.

Let's talk about what happens after you apply:

Step 1: Application assessment

We will review your profile through checking your academic results, previous work experience and any extracurricular activities you have undertaken, your motivation for joining us (which should be included in your covering letter), and what area you are interested to work in. We will also check that you have Australian or New Zealand citizenship or Permanent Resident status which is a mandatory requirement.

Step 2: Behavioural and Cognitive assessments

Those who make it through to this stage will be sent online assessments to complete, to help us understand your fit for particular roles and your ability to learn quickly and problem solve.  

Step 3: Assessment Centres

Successful applicants will be invited to attend one of our assessment centres which will be held in Sydney, Melbourne, Adelaide and Canberra during October 2020.  Don't be surprised if one of our recruitment super stars reaches out to you for a chat - something interesting may catch our eye, and we may want to discuss.

Step 4: Final interviews

Successful candidates from the assessment centres will be invited to a final round of interviews with business leaders. Selections will be made from these interviews and we will proceed to offer and conduct pre-employment screening.  You will then be all set to join our amazing Graduate Program!

Let's talk about what we can offer you once you join!

Passionate people are Capgemini's Ace of spades. We believe that every one of us is an architect of positive futures.  We invite you to join us to discover a career that will challenge, support and inspire you. With a world class Learning and Development program for graduates and all employees, we will set you up for success.

In return for your hard work and fresh insights, we'll provide you with incredible opportunities that will accelerate your development, along with the support and guidance you need to allow you to take your career in any direction you choose. Capgemini is more than just a workplace. It is an organisation of opportunity, innovation, collaboration, and it's where you can make lifelong connections.

Working at Capgemini you'll find the rewards are more than just financial. Not only will you work alongside inspiring colleagues with a world of experience, but you'll also have access to great benefits including the ability to purchase additional leave to fit in travel and life, salary continuance insurance, paid parental leave, education assistance, salary packaging, as well as discounts on entertainment, financial and wellbeing services, travel and shopping.

Ranked among Ethisphere's 2019 Most Ethical Companies in the World (for the 8th year running!), our seven values are at the heart of everything we do - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty. As Social Innovators, we are committed to making a positive impact on the planet and our communities. Capgemini is proud to be an Equal Opportunity Employer.

Successful applicants will be required to complete police checks prior to commencement of employment.

APPLICATIONS CLOSE 18/9/2020

To find out more about our Graduate Program, click here: https://God.blue/forward.php?url=https://www.capgemini.com/au-en/careers/capgemini-australia-graduate-program/

 

#LI-DL1


          

Associate Graduate Consultant    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Sydney
  • Date Advertised: 06-APR-20
  • Job Reference: CAP/1455787/DL
  • Job Title: Associate Graduate Consultant
  • Business Unit:
  • Division:
  • Summary:

You've aced your exams, now ace your career!  Come join our much-celebrated Graduate Program, ranked as one of the top graduate programs in Australia in 2019 by the Australian Association of Graduate Employers.

Let's talk about our team:

We are over 220,000 people passionate about helping our clients solve their most complex business and technology challenges, and we deliver transformational outcomes, at scale. We are driven by the conviction that the business value of technology comes from and through people.

We live by our motto "People matter, results count". 

Let's talk about what we do:

At Capgemini, we help the world's leading brands use the best of new tech to transform the way they do business. As a global leader in consulting, technology services, and digital transformation, Capgemini is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms.

Our graduates typically work in roles in the areas of Software Development, DevOps, Change Management, Business Analysis and Program Management Office.

Let's talk about what you will need to be considered for our Graduate Program:

You must attach a covering letter, resume and academic transcripts.

To be considered, you will need to satisfy the following requirements:

  • Australian or New Zealand citizenship or permanent residency
  • A completed Bachelor or Master's degree during the last 2 years with a minimum credit plus average. We generally look for applicants with a Bachelor's degree in an area of technology, predominantly Information Systems, Computer Science, Commerce, Finance, Data, and Human Resources, however we will consider other degrees if you have a strong interest and leaning towards technology
  • Be able to commence full time work in July 2021
  • Prior work or Intern experience in a related field will be highly regarded
  • Exceptional communication skills and an outstanding customer service ethic
  • Great academic results as well as a passion for solving complex problems
  • Resilient and energetic team player who is open minded and willing to learn
  • Driven to succeed (at Capgemini we call this “La Niaque”)
  • A sense of humour, “Fun” has been a company value for 50 years!
  • And finally, individuals who care about our people, our community and our planet and who are totally aligned to our values.

Let's talk about what happens after you apply:

Step 1: Application assessment

We will review your profile through checking your academic results, previous work experience and any extracurricular activities you have undertaken, your motivation for joining us (which should be included in your covering letter), and what area you are interested to work in. We will also check that you have Australian or New Zealand citizenship or Permanent Resident status which is a mandatory requirement.

Step 2: Behavioural and Cognitive assessments

Those who make it through to this stage will be sent online assessments to complete, to help us understand your fit for particular roles and your ability to learn quickly and problem solve.  

Step 3: Assessment Centres

Successful applicants will be invited to attend one of our assessment centres which will be held in Sydney, Melbourne, Adelaide and Canberra in October 2020.  Don't be surprised if one of our recruitment super stars reaches out to you for a chat - something interesting may catch our eye, and we may want to discuss.

Step 4: Final interviews

Successful candidates from the assessment centres will be invited to a final round of interviews with business leaders. Selections will be made from these interviews and we will proceed to offer and conduct pre-employment screening.  You will then be all set to join our amazing graduate program!

Let's talk about what we can offer you once you join!

Passionate people are Capgemini's Ace of spades. We believe that every one of us is an architect of positive futures.  We invite you to join us to discover a career that will challenge, support and inspire you. With a world class Learning and Development program for graduates and all employees, we will set you up for success.

In return for your hard work and fresh insights, we'll provide you with incredible opportunities that will accelerate your development, along with the support and guidance you need to allow you to take your career in any direction you choose. Capgemini is more than just a workplace. It is an organisation of opportunity, innovation, collaboration, and it's where you can make lifelong connections.

Working at Capgemini you'll find the rewards are more than just financial. Not only will you work alongside inspiring colleagues with a world of experience, but you'll also have access to great benefits including the ability to purchase additional leave to fit in travel and life, salary continuance insurance, paid parental leave, education assistance, salary packaging, as well as discounts on entertainment, financial and wellbeing services, travel and shopping.

Ranked among Ethisphere's 2019 Most Ethical Companies in the World (for the 8th year running!), our seven values are at the heart of everything we do - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty. As Social Innovators, we are committed to making a positive impact on the planet and our communities. Capgemini is proud to be an Equal Opportunity Employer.

Successful applicants will be required to complete police checks prior to commencement of employment.

APPLICATIONS CLOSE 18/9/2020

To find out more about our Graduate Program, click here: https://God.blue/forward.php?url=https://www.capgemini.com/au-en/careers/capgemini-australia-graduate-program/

 

#LI-DL1


          

Analytics Project Manager    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Adelaide
  • Date Advertised: 02-APR-20
  • Job Reference: CAP/1452034/AH
  • Job Title: Analytics Project Manager
  • Business Unit:
  • Division:
  • Summary:

A global leader in consulting, technology services and digital transformation, the Capgemini Group is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms. Building on its strong 50-year heritage and deep industry-specific expertise, Capgemini enables organizations to realize their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people. It is a multicultural company of over 200,000 team members in more than 40 countries. The Group reported 2018 global revenues of EUR 13.2 billion. People matter, results count. Learn more about us at www.capgemini.com 

 

Let's talk about the team

Our Insights and Data team helps our clients make better business decisions by transforming an ocean of data into streams of insight. Our clients are among Australia's top performing companies and they choose to partner with Capgemini for a very good reason - our exceptional people.Due to continued growth within Capgemini's Insights & Data practice we intend to recruit an Analytics Project Manager  with relevant consulting and communication skills. If you are already working in a consultancy role, or. have excellent client-facing skills gained within large organizations, we would like to discuss our consultant opportunities with you. We are looking for an experienced Project Management & PMO resource to manage composite teams of client/ Capgemini staff to successfully deliver projects for clients to time and budget and that achieve their target business outcomes.

 

Let's talk about the role

Your day to day responsibilities will include but not limited to:

  • Managing the scoping, planning and delivery of technology-enabled client projects.
  • Ensuring that project stakeholder are engaged and managed properly to secure their support for a project.
  • Maintaining a clear definition of and controlling any changes to project scope.
  • Ensuring the business outcomes for a project are clear and that the delivery of business benefits is being tracked.
  • Proactively managing the mitigation of project issues and risks.
  • Ensuring that an accurate forecast of delivery timescales (i.e. project schedule) is maintained.
  • Leading and motivating project staff to create a high performing project team.
  • Managing project financial to be within budget.
  • Supporting the Practice Leader by contributing to practice development and knowledge management activities (e.g. practice offering and method development etc).
  • Supporting the Practice Leader by contributing to business development and practice management activities (e.g. bid/proposal work and pipeline management activities).

 

Lets talk about you

To be considered for this role you must have: 

  • More than ten year of solid project management experience.
  • Client stakeholder management at National Manager and/or Director level.
  • Successful delivery of projects with a budget in the range of $3m - $5m or more.
  • Managed a team of 10-15 FTE or more.
  • Previous work experience in similar roles at Government / Public Sector - highly desirable
  • Experience in managing agile projects.
  • Prince 2, PMP or equivalent certification.
  • Experience as Project manager for data and analytics projects is mandatory.
  • Understanding and experience of Agile Development Methodology 
  • Able to lead (i.e. has formal accountability for) a client engagement with multiple team members.
  • Shapes and delivers client engagements (of medium complexity), striving for delivery excellence.
  • Proactively updates senior management and raises issues appropriately.
  • Contributes to thought leadership and knowledge development in own team.
  • Understands the needs of clients and is beginning to develop own client relationships with a view to winning future business.
  • Develops relationships into successful sales opportunities.

Due to the nature of this role, we can only consider Australian Citizen.

 

What happens next and what can we offer you?

Passionate people are Capgemini's Ace of Spades - join us to discover a career that will challenge, support and inspire you. Working at Capgemini you'll find the rewards are more than just financial. You will work alongside some very smart and inspiring people on exciting projects and you will also enjoy incredible benefits.  We offer flexible work practices and 40 hours of self-development every year with a huge selection of learning opportunities to choose from. 

As "Architects of Positive Futures", Capgemini actively supports the community in 3 ways:

Diversity and Inclusion - we believe diversity of thought fuels excellence and innovation, which is why we positively encourage applications from suitably qualified candidates regardless of their gender identity, ethnicity, sexual orientation, religion, ability, intersex status or age.  To support our commitment to diversity and inclusion, we celebrate special events and days of significance that are important to our employees such as Diwali, Bastille Day, Pride, IDAHOBIT, IWD and International day of people with Disabilities.  Our Employee Resource Groups Women@Capgemini and OutFront support the grassroots passion of employees to drive our diversity agenda and effect change.  

Digital inclusion - at Capgemini we are using our skills to drive social impact initiatives focusing on helping society address the impact of the digital and automation revolution.  We also provide employees with opportunities to give back to the community through charity projects and volunteer days.

Environmental Sustainability - Capgemini joined the CDP's (Carbon Disclosure Project) prestigious "A list" for its commitment to the Net-Zero economy. We are focusing on helping our clients transform towards more sustainable business models and committing to reduce our own carbon emissions (GHG) by 20% per employee by 2020. 

Recognised by Ethisphere as one of the World's Most Ethical Companies for the last 8 years in a row, ethics and values are at the heart of Capgemini's corporate culture and business.  Embedded in our DNA, our seven values - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty - have remained the same since company inception in 1967. To see how we bring these values to life, click here [link removed] to listen to some of our employee's stories.

Come join us, bring your whole self to work, create new possibilities for you, your customers and your community and help us to be Architects of Positive Futures. 

[link removed]

Please note unsolicited resumes from employment agencies or other third parties will not be considered.

 

 #LI-HA1 


          

Data Scientist    

Cache   
  • Job Type: Permanent
  • Category: Technology Services
  • Location: Adelaide
  • Date Advertised: 02-APR-20
  • Job Reference: CAP/1439893/AH
  • Job Title: Data Scientist
  • Business Unit:
  • Division:
  • Summary:

A global leader in consulting, technology services and digital transformation, the Capgemini Group is at the forefront of innovation to address the entire breadth of clients' opportunities in the evolving world of cloud, digital and platforms. Building on its strong 50-year heritage and deep industry-specific expertise, Capgemini enables organizations to realize their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people. It is a multicultural company of over 200,000 team members in more than 40 countries. The Group reported 2018 global revenues of EUR 13.2 billion. People matter, results count. Learn more about us at www.capgemini.com 

 

Let's talk about the team 

Our Insights and Data team helps our clients make better business decisions by transforming an ocean of data into streams of insight. Our clients are among Australia's top performing companies and they choose to partner with Capgemini for a very good reason - our exceptional people.  

 

Let's talk about the role 

Due to continued growth within Capgemini's Insights & Data practice we intend to recruit a Data Scientist with relevant consulting and technical skills to join our team in Adelaide. If you are already working in a consultancy role, or have excellent client-facing skills gained within large organizations, we would like to discuss our consultant opportunities with you. 

We are looking for a Data Scientist to analyse large amounts of raw information to find patterns and build data products to extract valuable business insights. Your responsibilities include:

  • Identify valuable data sources and automate collection processes
  • Undertake pre-processing of structured and unstructured data
  • Analyse large amounts of information to discover trends and patterns
  • Build predictive models and other machine-learning based solutions to business problems
  • Present information using data visualization techniques
  • Propose solutions and strategies to business challenges
  • Collaborate with engineering and product development teams

 

Let's talk about your skills and experience 

You will have the ability to help execute end-to-end data science projects using proven methodologies like CRISP-DM to enable our clients to: analyse trends, find patterns, predict next best action and automate processes using artificial intelligence to inform and improve business decision making. 

Essential skills and experience:

  • Proven experience as a Data Scientist
  • Experience in data analysis, statistical methods and machine-learning
  • Strong Knowledge of and experience using R, SQL and Python; experience with Spark, Scala, Java or C++ is an asset
  • Experience using Data Science tools (e.g. Cloudera Data Science Workbench, SAS, SAP HANA PAL etc.)
  • Experience using business intelligence tools (e.g. Zoomdata, QlikView, Tableau etc.) and data frameworks (e.g. Hadoop)
  • Analytical mind, business acumen, strong math skills (e.g. statistics, algebra) and problem-solving aptitude
  • Excellent communication and presentation skills
  • B.Sc. in Mathematics, Statistics, Computer Science, Engineering or relevant field; graduate degree in Data Science or any other quantitative field is preferred

Please note, we can only consider Australian Citizens for this role.  

 

What happens next and what can we offer you?

Passionate people are Capgemini's Ace of Spades - join us to discover a career that will challenge, support and inspire you. Working at Capgemini you'll find the rewards are more than just financial. You will work alongside some very smart and inspiring people on exciting projects and you will also enjoy incredible benefits.  We offer flexible work practices and 40 hours of self-development every year with a huge selection of learning opportunities to choose from. 

As "Architects of Positive Futures", Capgemini actively supports the community in 3 ways:

Diversity and Inclusion - we believe diversity of thought fuels excellence and innovation, which is why we positively encourage applications from suitably qualified candidates regardless of their gender identity, ethnicity, sexual orientation, religion, ability, intersex status or age.  To support our commitment to diversity and inclusion, we celebrate special events and days of significance that are important to our employees such as Diwali, Bastille Day, Pride, IDAHOBIT, IWD and International day of people with Disabilities.  Our Employee Resource Groups Women@Capgemini and OutFront support the grassroots passion of employees to drive our diversity agenda and effect change.  

Digital inclusion - at Capgemini we are using our skills to drive social impact initiatives focusing on helping society address the impact of the digital and automation revolution.  We also provide employees with opportunities to give back to the community through charity projects and volunteer days.

Environmental Sustainability - Capgemini joined the CDP's (Carbon Disclosure Project) prestigious "A list" for its commitment to the Net-Zero economy. We are focusing on helping our clients transform towards more sustainable business models and committing to reduce our own carbon emissions (GHG) by 20% per employee by 2020. 

Recognised by Ethisphere as one of the World's Most Ethical Companies for the last 8 years in a row, ethics and values are at the heart of Capgemini's corporate culture and business.  Embedded in our DNA, our seven values - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty - have remained the same since company inception in 1967. To see how we bring these values to life, click here [link removed] to listen to some of our employee's stories.

Come join us, bring your whole self to work, create new possibilities for you, your customers and your community and help us to be Architects of Positive Futures. 

[link removed]

Please note unsolicited resumes from employment agencies or other third parties will not be considered.

 

 #LI-HA1 

 


          

Senior Payroll Officer- 18 months Fixed Term Hire   

Cache   
  • Job Type: Contract
  • Category: Finance
  • Location: Adelaide
  • Date Advertised: 24-MAR-20
  • Job Reference: CAP/1457477
  • Job Title: Senior Payroll Officer- 18 months Fixed Term Hire
  • Business Unit:
  • Division:
  • Summary:

The speed of change is throwing traditional business methods into question and disrupting the relevance of entire industries. Capgemini, a global leader in consulting, technology services and digital transformation, is at the forefront of innovation and well placed to address opportunities for our clients in the evolving world of cloud, digital and platforms. Building on its strong 50-year heritage and deep industry-specific expertise, Capgemini enables organisations to realise their business ambitions through an array of services from strategy to operations. Capgemini is driven by the conviction that the business value of technology comes from and through people. A multicultural company with over 220,000 team members in more than 40 countries, the Group reported 2019 global revenues of EUR 14.1 billion. Learn more about us at www.capgemini.com.

Let's talk about the team:

Finance provides Payroll to the Capgemini business leaders, managers and employees. Reporting to Operational Team Leader AP/PA/Triage/Payroll in Adelaide.

Let's talk about the role and responsibilities: 

Provision of agreed transactional Payroll services in a timely and accurate manner within agreed timeframes.  Also responsible for more complex functional tasks and providing authoritative advice on payroll related issues.

In an outsourced payroll managed service environment, you will be responsible for :

Customer Service:

  • Complete assigned tasks, as outlined in the Service Level Agreement, accurately and within agreed timeframes
  • Processing complex payroll transactions including system uploads/downloads, large scale pay increases and employee transfers
  • Ensure Termination procedures are followed and provide support for entire end-to-end termination process
  • Ensure Superannuation processes are performed accurately and on time in accordance with Legislation and internal processes
  • Ensure the integrity of the payroll system and internal controls are adhered to
  • Achieve a proficient level of competency in all workflow processes as per Capgemini competency Matrix
  • Escalate potential issues to Team Leader to ensure expectations and service delivery is not compromised
  • Identify and develop key customer relationships
  • Any other duties as required

Vendor Relationship Management:

  • Primary liaison and central point of contact for Payroll Service provider
  • Maintain good working relationship with Payroll Service provider
  • Ensure continuing system alignment to Capgemini standard process requirements and legislation
  • Escalate and manage corrections, adjustments and edit to close out with Payroll Service provider

Continuous Improvement:

  • Identify and make recommendations for process improvement opportunities to Lead
  • Assist with documentation of processes and procedures
  • Standardising and simplifying processes and internal controls
  • Participating actively in process design and cross-functional activities within the Team

Statistics/Registers:

  • Complete monthly statistics as required
  • Maintain all required registers and issue log on a regular basis

Team Collaboration:

  • Attend team meetings
  • Ensure that defined quality management procedures (e.g. up to date procedures) are adhered to and updated
  • Identify improvement opportunities to achieve improved throughput / cost effectiveness / smarter practices
  • Builds and maintain customer relationships and manage customer expectations on daily service delivery

Let's talk about your qualifications and experience:  

  • Demonstrable experience and ownership of a wide range of process and end of month end to end processes
  • Australian and New Zealand payroll processing and legislation
  • Good working knowledge of Microsoft Office and experience in different payroll systems
  • Minimum 5 years experience in a Payroll environment with a large organisation
  • Intermediate Excel
  • Experience in Employee Self Serve system
  • Ability to ensure compliance to policy while still being flexible within approval boundaries
  • Excellent customer service skills, both written and oral
  • Ability to implement change and process improvements
  • High level of integrity
  • Ability to handle difficult situations in a calm and assertive manner, while maintaining positive internal and external relationships
  • Ability to prioritise and balance the workload to meet deadlines and provide high quality service
  • Commitment to providing outstanding customer service
  • Strong processing, analytical and organisational skills

Let's talk about what's in it for you!

Passionate people are Capgemini's Ace of Spades - join us to discover a career that will challenge, support and inspire you. Working at Capgemini you'll find the rewards are more than just financial. You will work alongside some very smart and inspiring people on exciting projects and you will also enjoy incredible benefits.  We offer flexible work practices and 40 hours of self-development every year with a huge selection of learning opportunities to choose from. 

As "Architects of Positive Futures", Capgemini actively supports the community in 3 ways:

Diversity and Inclusion - we believe diversity of thought fuels excellence and innovation, which is why we positively encourage applications from suitably qualified candidates regardless of their gender identity, ethnicity, sexual orientation, religion, ability, intersex status or age.  To support our commitment to diversity and inclusion, we celebrate special events and days of significance that are important to our employees such as Diwali, Bastille Day, Pride, IDAHOBIT, IWD and International day of people with Disabilities.  Our Employee Resource Groups Women@Capgemini and OutFront support the grassroots passion of employees to drive our diversity agenda and effect change.  

Digital inclusion - at Capgemini we are using our skills to drive social impact initiatives focusing on helping society address the impact of the digital and automation revolution.  We also provide employees with opportunities to give back to the community through charity projects and volunteer days.

Environmental Sustainability - Capgemini joined the CDP's (Carbon Disclosure Project) prestigious "A list" for its commitment to the Net-Zero economy. We are focusing on helping our clients transform towards more sustainable business models and committing to reduce our own carbon emissions (GHG) by 20% per employee by 2020. 

Recognised by Ethisphere as one of the World's Most Ethical Companies for the last 8 years in a row, ethics and values are at the heart of Capgemini's corporate culture and business.  Embedded in our DNA, our seven values - Honesty, Boldness, Trust, Team Spirit, Freedom, Fun and Modesty - have remained the same since company inception in 1967. To see how we bring these values to life, click here to listen to some of our employee's stories.

Come join us, bring your whole self to work, create new possibilities for you, your customers and your community and help us to be Architects of Positive Futures. 

Please note unsolicited resumes from employment agencies or other third parties will not be considered.

 

#LI-DL1

 


          

Packer - Adelaide   

Cache   
Randstad are proud to be working alongside The Detmold Group, supporting the resourcing of their manufacturing team for their latest project. The Detmold Group is a leading ...
          

Fostering engagement with academic communities of practice: a new role for librarians   

Cache   
Creator
Cattlin, Joann; Mercieca, Paul
Description

National 2016 Conference, 29 August-2 September 2016 Adelaide: Engage Create Lead.
 
This conference presentation (PowerPoint slides) supports the paper which explores how academic librarians are under pressure to continually adapt services and resources to meet the changing needs of academic staff and students and respond to the wider availability of unmediated digital information (Jaguszewski & Williams, 2013). Many university libraries are responding by pursuing new methods of client engagement by providing more targeted and personalised library services (Tiffen & England, 2011). This paper presents findings from a small study of the information seeking approaches of 13 academics teaching mathematics in a range of Australian universities. It finds that while academics have direct access to more information than ever before, they are also time poor, face many challenges as teachers and are under increasing pressure to change their approaches to teaching. Findings suggest that communities of practice could be effective in supporting access to information about teaching. Librarians have the opportunity to foster such communities and to support the information gathering and sharing of the communities of practice. 

Publisher
Deakin, ACT : Australian Library and Information Association
Date
2016
Type
Format
Language
en
Relation
https://God.blue/forward.php?url=https://read.alia.org.au/alia-national-2016-conference-program
https://God.blue/forward.php?url=https://read.alia.org.au/sites/default/files/documents/pr_fostering_engagement_with_academic_communities_of_practice_a_new_role_for_librarians.pdf
Coverage
Australia

          

Fostering engagement with academic communities of practice: a new role for librarians   

Cache   
Creator
Cattlin, Joann; Mercieca, Paul
Description

National 2016 Conference, 29 August-2 September 2016 Adelaide: Engage Create Lead.
 
[Peer reviewed] This conference paper explores how academic librarians are under pressure to continually adapt services and resources to meet the changing needs of academic staff and students and respond to the wider availability of unmediated digital information (Jaguszewski & Williams, 2013). Many university libraries are responding by pursuing new methods of client engagement by providing more targeted and personalised library services (Tiffen & England, 2011). This paper presents findings from a small study of the information seeking approaches of 13 academics teaching mathematics in a range of Australian universities. It finds that while academics have direct access to more information than ever before, they are also time poor, face many challenges as teachers and are under increasing pressure to change their approaches to teaching. Findings suggest that communities of practice could be effective in supporting access to information about teaching. Librarians have the opportunity to foster such communities and to support the information gathering and sharing of the communities of practice. 

Publisher
Deakin, ACT : Australian Library and Information Association
Date
2016
Type
Format
Language
en
Relation
https://God.blue/forward.php?url=https://read.alia.org.au/alia-national-2016-conference-program
https://God.blue/forward.php?url=https://read.alia.org.au/sites/default/files/documents/pr_fostering_engagement_with_academic_communities_of_practice_slides_joanncattlin_paulmercieca.pdf
Coverage
Australia

          

Petrol Prices hits four-month high   

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Petrol prices are up. As predicted by CommSec, the national average retail petrol price rose by 3.1 cents to 146 cents a litre in the past week – the highest since late October 2011. The ending of the discounting cycle in Melbourne and Adelaide served to push the national price higher over the week. Prices […]
          

We need to talk about cataloguing [video]   

Cache   
Creator
McCulloch, Alissa
Description

ALIA New Librarians' Symposium 9 (NLS9), 5-7 July 2019 Adelaide: collaborate deviate innovate
 
Recording (MP4 audiovisual) of session on contemporary cataloguing practice - including metadata schema, user-created data and subject analysis, and maintaining MARC records.

Publisher
Deakin, ACT: Australian Library and Information Association
Date
2019
Type
Format
Language
en
Relation
https://God.blue/forward.php?url=https://read.alia.org.au/alia-new-librarians-symposium-9-nls9-program
https://God.blue/forward.php?url=https://read.alia.org.au/we-need-talk-about-cataloguing-slides
Coverage
Australia

          

We need to talk about cataloguing [slides]   

Cache   
Creator
McCulloch, Alissa
Description

ALIA New Librarians' Symposium 9 (NLS9), 5-7 July 2019 Adelaide: collaborate deviate innovate
 
This presentation (PowerPoint slides) supported the talk on contemporary cataloguing practice - including metadata schema, user-created data and subject analysis, and maintaining MARC records.

Publisher
Deakin, ACT: Australian Library and Information Association
Date
2019
Type
Format
Language
en
Relation
https://God.blue/forward.php?url=https://read.alia.org.au/alia-new-librarians-symposium-9-nls9-program
https://God.blue/forward.php?url=https://read.alia.org.au/we-need-talk-about-cataloguing-video
Coverage
Australia

          

AIMR: Delivering targeted information to the sector   

Cache   
Creator
Parr, Adelaide; Newton, Sally
Description

National 2016 Conference, 29 August-2 September 2016 Adelaide: Engage Create Lead
 
This conference presentation (PowerPoint slides) provides an overview of a joint venture between the Australian Society of Archivists (ASA) and the Australian Library and Information Association (ALIA) to make research outputs discoverable via a shared taxonomy.

Publisher
Deakin, ACT: Australian Library and Information Association
Contributor
Australian Society of Archivists; Australian Library and Information Association; Deakin University
Date
2016
Type
Format
Language
en
Relation
https://God.blue/forward.php?url=https://read.alia.org.au/alia-national-2016-conference-program
Coverage
Australia

          

Ordering cheap climen frozen, cheapest climen order australia - от : Cotoempot   

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Has the AFL’s talent pool become more diluted over time?   

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When discussion of recent or future AFL expansion arises, it is often followed by claims from various pundits claim that the addition of extra teams impacts on the quality of football by spreading the talent base too thin. At the most basic level, this makes easy logical sense – akin to trying to make a batch of pizza sauce spread over one too many pizzas. It won’t be a good pizza; and it won’t be good football. For example, Garry Lyon argued against a Tasmanian team being added because he doesn’t “think the footy is at the standard across the board that it has been because of the dilution of the talent pool” and Nick Dal Santo agreed saying “I don’t think we can add another 45” players. Cameron Mooney argued in 2015 that 18 teams was too many and that “the longer we go with a diluted competition, the longer we will be hurting the product”. Wayne Schwass called for a return to 16 teams in 2018. The consensus in all these takes is that football is worse, and it’s worse because there’s too little talent to go around, compared with the golden ideal of the past. But is talent like pizza sauce, or is there a bit more to the equation than a simple look shows? What is “the past”? The first thing to do is to determine what “the past” is. Initial research by HPN indicates that “the past” covers a very long time. Who knew! So let’s narrow it down a little – at the start at least. Given they’re discussing current expansion teams and not the addition of the Adelaide Crows in 1991 and Fremantle in 1995, we can more or less assume that the “talent thin” crowd might be fans of the 16-team era of the AFL. This period lasted from the introduction of Fremantle in 1995 to the introduction of Gold Coast in 2011. If an initial baseline is required, the period just after the establishment and bedding down of the national competition makes sense. So, is there any evidence or numbers to back up the claim that the talent pool is “diluted” in the contemporary era compared to the mid 1990s when the AFL first added a 16th team? Australia’s population keeps growing Here’s a pretty obvious observation – Australia’s population has significantly grown since 1995. In fact, outside of war, famine or massive disease outbreaks, Australia’s resident population has grown year-on-year since Federation. This is HPN pitching for a job as Captain Obvious. Before you close your browser window, let’s break down the sample period a little more. Australia’s population has grown about 42% since the 16-team era began, from about 18 million in 1995 to almost 26 million in 2020. In that time, the AFL has added two teams, representing a 12.5% increase in clubs and, due to slightly larger modern lists, a 19% increase in the player base. !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); On the face of it, that should be case closed. With more people in Australia per team than in the 1990s, our default position should be that the talent pool has expanded relative to the league size, not contracted. But there’s plenty of other variable factors and objections no doubt springing to the minds of readers, so let’s dig deeper. There are more footballers, too Could it be that there are less football players in Australia in spite of the larger population? One could imagine reasons to believe in a declining player base against rising population. Those could include expensive junior registration, video games, increasingly time-poor parents crushed by the demands of late capitalism, or the migration of many non-AFL fans to Australia from Great Britain and elsewhere. However, it doesn’t seem to be the case that the number of Australian football players in the country has shrunk or remained stagnant compared to the 1990s. Sources on player numbers can be sourced from population surveys, formerly done by the Australian Bureau of Statistics: !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); This source of historical participation data is the Australian Bureau of Statistics’ collections of adult and children’s participation of sport, which were collected intermittently with different survey methods from 1995 to 2014. More recently, Sport Australia has collected participation data by contacting a private survey called Ausplay, but with voluntary response and a low response rate, their higher numbers (estimating roughly 585,000 Australian football participants in 2018) might not be comparable to the historical series. They do support the proposition that there’s not been a decline or stagnation in player numbers, however. With the data available, despite the breaks in series, we can be pretty confident that the number of people playing Australian football has grown since the 1990s, if not in line with population, then somewhat close to that growth. By the way, the growth specifically in young men’s participation has also matched these overall figures, going up by about 50% from 1996 to 2012, and being higher still in the recent AusPlay data. There are also secondary factors around football’s popularity which have at least kept pace with population growth since the 1990s. There are community ground shortages in parts of the country, attendance per game and in the aggregate has increased. The TV deal is much bigger. These also point to a growing talent pool. Not only are there more people in Australia than 25 years ago, there are also more footballers. New talent pools are being tapped Raw population growth, it turns out, actually greatly underestimates the talent pool available for recruitment because the AFL has expanded its reach beyond the traditional centres of the sport, recruiting players today who simply would not have been available in the beginning of the 16-team era. First, there’s the northern expansion of the AFL. Australian football is the dominant sport in roughly half of Australia, divided by what Ian Turner called the “Barassi Line” in 1978. His line looked like this, connecting Canberra, Broken Hill, Birdsville and Maningrida: Traditionally, very few top level players have come from the north and east of this line. In this area covering over half the Australian population, the two rugby codes held sway along with soccer being more popular in New South Wales than the rest of the country. In the mid 1990s, there were only about 54 players on AFL lists from New South Wales, Queensland, and the ACT (which straddles the divide). Only 24 players came from genuinely monocultural rugby country (Queensland and the parts of NSW north of the divide). !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); The contemporary era has seen  the higher northern profile of the AFL, locally situated teams, and focused development efforts greatly boost recruitment from non-traditional talent pools. On 2019 lists, there were roughly twice as many (about 105, up from 53) players in the AFL from NSW, Queensland and the ACT compared to 1996. The major gains were Queensland contributions doubling in number and recruitment from Sydney and coastal NSW increasing significantly. Additionally, recruitment from overseas (principally Ireland) has stepped up a lot, further adding to the talent pool. In 1996 the only Irishman in the league was Jim Stynes and the Irish Experiment was faltering, with the number of Irish players even reaching zero in 1999. In 2019, there were 14 Ireland-born players. There is also Mason Cox as an example of recruitment from the vast American college talent pool, a source of tall players which will probably also expand over time. Not all overseas players have been success stories, but by the same token neither have been players from traditional recruiting pathways such as the Geelong Falcons. Put it all together, and we can see that half of the growth in AFL player numbers from 1996 to the present day has come via new talent pools: !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); There were roughly 62 more players in the AFL from the five heartland states and territories in 2019 compared to 1996, and roughly 66 more players from outside those five states and territories. When we recall the population growth that’s occurred in that space of time, it’s clear that thanks to these developing pools, there’s actually a far lighter burden falling on Victoria, South Australia and Western Australia than there was in the 1990s era. Fringe players are contributing more than they used to It’s one thing to look at the big picture of how many players – in total – are in the broad talent pool. But perhaps more important is how many *good* players are in the talent pool. Another way to measure the talent base is to look at how dominant the stars are in the league. If there is a weaker talent base, then reasonably we should think that there’s more list-cloggers getting undeserved games while not contributing much. We should expect to see goals, clearances, inside 50s, and other valuable contributions being more concentrated in the hands of fewer players. We should see the starts being especially dominant, during periods of weaker talent availability. HPN’s Player Approximate Value (PAV) is a measure of player value designed to be consistent over a long period of time, letting us compare the period from 1988 to today using the same terms. Using the Gini Coefficient, a common measure of inequality, it is apparent that player value across the league has become more even over time. That is to say, a greater spread of players are providing value, the output is more evenly distributed across the league.. !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); It’s the earlier era of football which looks more uneven, with the late 1980s and 1990s being more characterised by smaller numbers of dominant stars along with more marginal fringe players. This is consistent with the talent pool likely being shallower in the 1980s or 1990s than today, but also may suggest a more naive approach to tactics which suited the natural stars. Interestingly, there’s a spike in player value inequality at the point of the most recent expansion. The entry of Gold Coast in 2011 and GWS in 2012 did expand the player base, and in particular it created two new teams filled mostly with teenagers. The early expansion era coincided with inequality in player value returning to levels not seen since the early 2000s. Evidently, having two very weak teams full of low-value, poorly performing players who cycled in and out of the teams, meant that there was a greater disparity in player values across the league. However, very quickly, this inequality seems to have dissipated, as those sides improved and the league’s talent became better distributed. Rather than a dilution issue, there looks to have been a temporary distribution issue with the masses of young draftees in those teams. The theoretical “pyramid” and Pareto principle An important view has been put forth by Bill James, in his Baseball Abstract of 1988 (h/t Beyond The Box Score): “Talent in baseball is not normally distributed. It is a pyramid. For every player who is 10 percent above the average player, there are probably twenty players who are 10 percent below average.” This makes the Gini table above seem more logical – the more players you expose to the top leagues, the more even the overall base becomes. But perhaps even a pyramid is misleading, and potentially over-representing the terrible bottom layer. In that sense, talent is better thought as not a Bell curve distribution but instead a power-law or Pareto distribution, where the elite players stand out as producing peak output, and the rest are more interchangeable. To this degree, research has been conducted with respect to NBA and MLB wins produced (via various advanced metrics) indicating that the talent curve significantly flattens beyond the top few players on each side. Basically, these theories indicate that the gaps between the best player and the 50th best player is likely greater than the gap between the 100th best and 400th best. Using last year as an example, this holds up to some degree: Player mPAV Rank Total mPAV Difference to above rank Dangerfield, Patrick 1 0.857 0.471 Rich, Daniel 50 0.386 Heeney, Isaac 100 0.229 0.487 Dickson, Tory 400 -0.258 Using HPN’s mPAV per game player value measure, and ranking each player in the league (minimum five games played), the gap between the best player and the 50th is about the same as between the 100th best player and the 400th. In short, the curve is flattened. This also implies two other things: An AFL league with even substantially less than 18 teams is digging deep into the “long tail” of talent to fill teams, and the difference between, say, 14, 16, 18 and 20 teams would not be significant. Roughly the next couple of thousand best players in the country are all not much worse than the 400th best. That’s a big talent pool to fill out the last few hundred spots in team lists, no matter how many teams there are in the AFL. A lot of potential AFL standard players are not playing in the AFL. Given that there is little perceivable difference between, say, the 500th and 1000th best football players, the only slight issue with peak quality is the redistribution of the super elite – the top 50 to 100 – between each clubs. If you draw the line at 50 truly great players at any one time, that means that teams currently have 2.77 “great” players. In the 16 team era, it would have been 3.125, and if expansion to 20 teams were to take place, it would be roughly 2.5 great players per team. This difference is marginal at best. The money There’s a few other reasons to think that the talent pool of the AFL has grown since the 1980s or 1990s, most of which can be boiled down to this: there’s a hell of a lot more money in footy these days. To start with, players are paid a lot more, relative to other professions, than they used to be. !function(){"use strict";window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"])for(var e in a.data["datawrapper-height"]){var t=document.getElementById("datawrapper-chart-"+e)||document.querySelector("iframe[src*='"+e+"']");t&&(t.style.height=a.data["datawrapper-height"][e]+"px")}})}(); In 1996, as laid out in the AFL’s bargaining agreement, the minimum AFL player base salary was $15,000 per year plus $1000 per game. Average Weekly Earnings in Australia for men employed full-time were $721 per week or $37,500 per year. The earnings potential of football was for many aspirants probably actually lower than for many other professions. These days, draftees start out at a base of $80,000 plus $4000 match payments, which is already around full-time male Average Weekly Earnings ($1,812 per week or about $94,200 per year), and the earnings potential quickly lifts from there. Higher pay should, all things being equal, expand the talent pool because it means football is relatively more attractive than other jobs. Where in previous years, playing football professionally would have been a more difficult and risky choice for people from difficult circumstances or limited means, these days a higher share of the athletically talented population would be enticed to commit and try for a football career rather than a job in the “real world”. The explosion in AFL player payments has had another effect, which is decisively killing off former competitor state leagues the WAFL and SANFL as alternative employers. Today, the SANFL and WAFL salary caps are below half a million dollars, making those players semi-professional or at least fairly modestly paid. Today, those leagues serve as alternatives for the many unsuccessful AFL aspirants, letting them still ply their trade for a modest income, in conjunction with other activities. In comparison, in the 1980s and even early 1990s, those two leagues were still a lot closer to the lower pay-scales of the VFL/AFL itself. In the 1980s, and even the early 1990s, we still saw very good players opt not to play in the VFL/AFL as a result. Indeed, both Adelaide and Port Adelaide assembled eventual premiership winning teams mostly via the SANFL in 1990 and 1996. When we talk about the talent pool in the 1980s or any point earlier, we must remember that in this era there was a split talent pool across states, and there were more football clubs, almost 30 of them across the three big footy states, all competing for the best players in the land. Finally, thanks to the riches of the AFL, talent identification has become professionalised. Early VFL/AFL drafts were very much guesswork, based on little national scouting, often targeting established senior players in pther leagues. Today, the business of sifting through every remotely football-adjacent teenage boy in the country to find the best talent involves dozens of full time professionals at the AFL and its 18 clubs. Better scrutiny and development pathways must surely mean the talent pool is being better explored and exploited than in earlier eras. So why the “dilution” myth? All this raises the question, why do smart, knowledgable football insiders continue to not only claim there’s a diluted talent pool due to AFL expansion, but assume it as a given? The easiest theory (and maybe the most correct one) is nostalgia. In almost all creative fields – and let’s include sport as creative for a second – the feats of the past gain in stature for those who lived through them. Remembering when Malcolm Blight kicked a goal from just outside the 45 metre centre square has been replayed over in the minds of many endlessly, while the efforts of (say) Taylor Walker from a similar range well inside the 50 metre square haven’t had the same chance to gain cultural relevance. The game has certainly changed a lot, and many from the older generations complain about the aesthetics of the game compared to what they knew. That’s understandable, because we all remember our formative years, when we were ourselves at our mental and physical peaks, as the brightest and best era of our lives. Nostalgia can’t be measured by any of the factors discussed above, and likely won’t be dissuaded by them. But it’s critical to remember that progress doesn’t just occur in the measurable parts of society, but also in the creative and subjective parts. Another theory based on the above analysis: there’s more talent and more money spent with single-minded focus on winning than ever before, and that makes it harder for the few dominant, naturally gifted stars to roam around doing what they like, in the way that they could in the past, an era mostly characterised by tactically naive 1 vs 1 game plans. Such critics see players struggling, under pressure levels which would have been unimaginable 30 years ago, to execute kicks and handpasses. They recall an era where more open play meant better-looking skills. They watch highlights of earlier football eras, omitting the bad games and the errors, the bottom table slogs in the mud at Moorabbin, the depths which the Bears and Swans and Fitzroy plumbed. The deluge of replays of older games in the COVID-19 era has shown that this ability gap is clear – and that it is undeniable that football as currently played is the highest, most talented level of football that has ever been played. The mistake comes when such critics conclude that a failure to live up to golden eras of memory means that players today are less talented. In fact, it’s probably precisely the opposite – the AFL has changed aesthetically because there’s much more talent out there than ever before, and it’s being harnessed much more ruthlessly, all clashing up against and cancelling out other individual talent. And of course this means that talent pool availability should not be a cause for argument against recent expansion, nor against possible future expansion.
          

AFL hubs could be ‘cruise ships’ – GWS boss   

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GWS chairman Tony Shepherd is as keen to get the premiership season going as the next AFL-starved fan, but he believes the league’s mooted quarantine hubs could carry similar risks to cruise ships. Creating hubs where teams are isolated to limit their exposure to coronavirus is one of at least ten scenarios the league is looking at to restart the stalled season. Cruise ships have been shown to be hotspots for the spread of COVID-19 that has plunged the world into crisis, and Shepherd can see alarming parallels with the hub plan. “I’m scared about that … I have an in-built nervousness about creating a hub where you have three or four teams located with families, staff and what have you,” Shepherd told SEN on Thursday. “Unless you can absolutely ensure that nobody else is coming in or out they could be a bit of a cruise ship in the making if you know what I mean. “I worry about that in a practical sense in that how can you keep that coterie of people together in one area, ensure that they’re monitored carefully, if there’s any sign of problems a person is kicked out and that nobody comes in or out? “In a concentrated environment I think that the risk of cross-infection increases. “I’d rely on the experts’ advice there but instinctively it seems like it could be a riskier environment.” AFLPA president Patrick Dangerfield and former Adelaide teammate Taylor Walker have voiced similar concerns but the hub scenario has been largely embraced by senior coaches. The AFL sent a memo to clubs on Tuesday outlining the state of play just over a fortnight after the season was shutdown until May 31, with the league hopeful of having a return-to-play plan in place by the end of the month. The NRL decided against a similar approach and dropped a bombshell on Thursday when May 28 was announced as the preferred date to restart their season. “We definitely wouldn’t be going down the rugby league route, which is set a date and then work to it,” Shepherd said. “I think we’ll be more reliant on what the experts say. “But if we can get back in July or something like that I think that would be great. “It will be good to get it back even if it’s in a closed stadium environment. “I’m reasonably confident, the numbers appear to be heading in the right direction, but we’ve just got to wait until the experts say. “It will probably be a couple more weeks before we know one way or the other.” Shepherd is confident charter planes, with the same travel exemptions granted to FIFO workers, would allow teams to travel safely to play interstate.
          

School of Rock the Musical   

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GWB Entertainment and S&Co in association with The Really Useful Group. The film blew your mind. The musical conquered Broadway and London! Now it’s finally Adelaide’s turn to experience this epic award-winning ...

Adelaide | Friday, 20 March 2020 - Sunday, 12 April 2020


          

RAN’s MH-60R helicopters to begin first-of-class flight trials aboard LHD   

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First-of-class flight trials for Royal Australian Navy’s (RAN’s) MH-60R ‘Romeo’ maritime multirole helicopters aboard landing helicopter dock (LHD) vessel HMAS Adelaide will begin shortly, the RAN announced on 7 April. The trials, which will take place off the Queensland
          

AJAS is Paused until further Notice due to Covid19   

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Welcome to UNISA social club, AJAS: Adelaide Japanese Animation Society. Unisa has decided to cancel all in person, and face to face activities across all campuses due to current pandemic.This includes all social and sporting clubs. We will update the website, facebook, discord, etc when we know when screenings will resume.Join the NEW DISCORD https://God.blue/forward.php?url=https://discord.gg/pkF44hS […]

The post AJAS is Paused until further Notice due to Covid19 appeared first on AJAS.


          

Playlist 17th March   

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Welcome to UNISA social club, AJAS: Adelaide Japanese Animation Society.Everyone is welcome, and there is NO cost.Every Tuesday, come by and Chill out and watch some anime.We meet at 5.30pm Tuesdays, in the Student Kitchen outside C3-16 City East Campus.Screenings are in C3-16, starting at 6.05pm New shows?: Will ask the audience what they want, […]

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Playlist 10th March   

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Welcome to UNISA social club, AJAS: Adelaide Japanese Animation Society.Everyone is welcome, and there is NO cost.Every Tuesday, come by and Chill out and watch some anime.We meet at 5.30pm Tuesdays, in the Student Kitchen outside C3-16 City East Campus.Screenings are in C3-16, starting at 6.05pm Continuing new shows. Somali and the Forrest spirit ep […]

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Wild hops discovery inspires beer that hasn't been brewed for 100 years   

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After finding two wild varieties of hops in the Adelaide Hills, grower Stuart Binnion thinks he has discovered why they are growing in the bush.


          

Empty Adelaide Hills paddock hides trailblazing horticulture history   

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A near-empty paddock in the Adelaide Hills doesn't look like much today, but South Australia's fresh fruit industry owes much of its success to this unassuming patch of land.


          

We bought a zoo: WA couple to revive Warrawong Sanctuary in Adelaide Hills   

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New owners from WA have big plans for reopening Warrawong Sanctuary in the Adelaide Hills, describing the bush setting as beautiful and like the land that time forgot.


          

Beer fanatic pours passion on his crop during boom   

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With a love of beer and a background in agriculture, Adelaide Hills resident Stuart Binnion is in his second season of growing hops for a booming beer market.


          

Hops growing in the Adelaide Hills   

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Cameras set up in hope of confirming platypus 'sighting' in Adelaide Hills   

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Cameras are being placed in areas of Sturt Gorge in the Adelaide foothills to try and confirm "anecdotal reports" of a wild platypus being sighted where they are thought to be extinct.


          

Adelaide Hills clean-up to reduce bushfire risks   

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Twenty-four properties in the Adelaide Hills, the most densely populated high-risk bushfire area in South Australia, will be cleared of fuel loads by the local council after landowners fail to act.


          

Controversial literacy program tried by Adelaide Hills school   

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A controversial reading and spelling program is being tried by a South Australian school that hopes to dramatically boost students' literacy.


          

Wildlife sanctuary to close   

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A plan to close Warrawong sanctuary in the Adelaide hills is discussed by Zoos SA chief executive Elaine Bensted on 891 ABC. More on the story
          

Zoos SA to shut Warrawong sanctuary   

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Zoos SA is making plans to close Warrawong sanctuary in the Adelaide hills at the end of the month.


          

Zoos SA starts new chapter for Warrawong   

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Zoos SA has bought Warrawong Sanctuary in the Adelaide hills for an undisclosed sum.


          

Uraidla and Summertown Country Show   

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Location: Uraidla Showgrounds - Swamp Rd, Uraidla SA 5142, Australia
Date: November 01, 2020 09:00 - November 01, 2020 20:00
The Uraidla and Summertown Show Enjoy a family day out for everyone with all the attractions of an old-fashioned country show just up the hill from the Adelaide Central Business District. Experience a taste of country life with agricultural displays, fresh fruit and veggies available from local farmers, log chopping competitions and a traditional Devonshire Tea. The Show will offer visitors a huge variety; catering for all tastes, featuring an action packed line-up of entertainment, family activities, rides, market stalls, exhibits, competitions, delicious food options and some of the best wine from Adelaide Hills region, there will be something for every member of the family! Bands and local musicians will provide entertainment throughout the day, while more unique events including an old fashioned Tiersman Challenge will keep punters entertained throughout the day. Visitors can relax in the shade by the food and wine tents, experiencing the best local wines whist listening to music from talented local artists. Its going to be a fun day, check out their website for show times and entry fees.

Contact details

Email Enquiries: admin@uraidlashow.com
Primary Phone: 8390 3653
URL Enquiries: https://God.blue/forward.php?url=https://uraidlashow.com/

          

Hahndorf Christkindlmarkt   

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Location: C3 Church Adelaide Hills - C3 Church Adelaide Hills
Date: December 11, 2020 16:00 - December 13, 2020 22:00

Hahndorf Christkindlmarkt is a European-style Christmas market based in the German town of Hahndorf, organised and run by C3 Church Adelaide Hills. It captures the essence of community, celebration, fun, laughter & family enjoying time together, such as is found in many cities in Europe over the Christmas period, but in a warm Aussie setting. With over 50 stalls, entertainment, food & much more, it's going to be an incredible weekend filled with fun, entertainment and Christmas Spirit so make sure you don't miss out and come along to see what the fuss is all about. See You There!

Contact details

Email Enquiries: christmas@c3ah.org.au
Primary Phone: 8388 1722
Booking URL: www.christkindlmarkt.com.au
URL Enquiries: www.christkindlmarkt.com.au


          

Sihala Kala Ranga 2019 (සිහල කළා රංග 2019)   

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These are some performances done in the 2019 concert by students of Sihala Kala Rangayathanaya in Adelaide Australia.
          

Swarna Swara 2019 Adelaide Australia (ස්චර්ණ ස්චර 2019 ඇඩිලේඩ් ඔස්ටේලියාව)   

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These are some of the performances in Swarna Swara 2019 concert held in Adelaide Australia on 2019-10-06. Famous Sri Lankan artists Kasun Kalhara, Amarasiri Peris and Nirosha Virajini performed for the music of Suresh Maliyadde.
          

超低价转让阿德莱德Realm高层新公寓   

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个人原因要离开阿德,忍痛割肉。 转让Realm公寓楼花,位于阿德莱德大学、南澳大学对面。 近期交房,超值优惠。 位于21层,2室1卫 9 Austin Street,Adelaide 5000 阿德莱德市中心,附近有Rundle Mall购物街,阿德莱 ...
          

Inside Motor Sport - Adelaide 500 Wrap   

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Inside Motor Sport - Australian Grand Prix in Adelaide Part 3 and Hugh Barter   

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Inside Motor Sport - Australian Grand Prix in Adelaide Part 2   

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Inside Motor Sport - Australian Grand Prix in Adelaide Part 1   

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Inside Motor Sport - Supercars in Adelaide   

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onesevenfour 003: CANCELLED   

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This event has been cancelled. onesevenfour are proud to announce the next instalment in their marquee event series. onesevenfour 003 features 4 heavy hitting international Drum & Bass artists guaranteed to shake ...

Adelaide | Thursday, 9 April 2020


          

Kommentarer till Il Duomo di Milano 2015 av Sven Larsson   

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den jag fick tag på i lördags är i Sydney och jobbar inom skolan. fick snackat med en kompis i Melbourne via FB messenger och han är från Tassie ursprungligen och hans föräldrar bor kvar där och de klättrade lite på väggarna just nu med tanke på isolering. Hon i Adelaide har jag haft kontakt med hela tiden så hon visste jag var ok. Är nog bara en kvar i USA som jag inte har fått kontakt med än, men vet att hon brukar ta tid på sig att svara (skönt är att hon bor på andra sidan USA från New York).
          

McArdle’s Derby hope ‘heading in right direction’   

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HORSE RACING THEMOONLITEGAMBLER is right on track for the South Australian Derby in May for Mornington-based racehorse trainer John McArdle. Despite covering plenty of extra ground in the Listed Dominant Port Adelaide Guineas (1800m) on Saturday 4 April, the three-year-old son of Good Journey (USA) continued to hit the line hard for third place behind...
          

Adelaide Dyno Tuners   

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