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Rebuilt power Rack, a 2 year paint job, corvette torch. The front seats and arm rest redone! Learn more. click here. FOR SALE: Lamborghini replica parts. Left and right inner door. Also left and right inner rockers. NO LIGHTS AND. CLEAR COVER INCLUDED (3 TO 6 DAYS TO MAKE).. PAY PAL ONLY or send email. Either local pick. This car was a top notch conversion. No spared expense when it comes to the quality used to. GTS. VIN: 1. G2. PG3. FP2. 45. 67. 6, condition: good, cylinders: 6. The car speaks for itself. Built on a stretched 1. Pontiac Fiero with automatic. I have most parts to finish. Needs. interior, wiring, and paint. Windows are a project. I have over 1. 4k invested in. Sacrifice for $9,0. I have the title for the Fiero in hand. Located. in Chicago area 6. Call me (8. 47) 4. More. photos click here. FOR. SALE: 1. 98. Lamborghini Countach Replica. Built on a stretched 1. Fiero Frame. Upgraded Motor to a 3. V6. New transmission built. Triple Edge Performance. T6. 5E HD geared up to 3. Complete custom interior. Exhaust has a Flowmaster... Based on Fiero 6. All interior covers are in carbon fiber . For more pictures. JUST TEXT OR EMAIL atcyntg@hotmail. Tel: 7. 87- 2. 14- 7. No criticism, no dreamers, cash on hand only! New updated design with wide body flare option. Kit price $4. 00. Wide body add on $2. For more info please visit. FOR SALE: Aventador Coupe. Includes complete. Lights sell separately for. US dollars for the 4 lights. Ready to build your dream car? You need to. know that another Aventador body kit sellers have only the body and they need a. Calexico, California. More photos click here FOR. SALE: Lamborghini 5. S Project. - Fiberglass body - tube frame - 3. Chev mated to Eagle auto transaxle - Mid engine - rear. Yokohama 2. 25/5. ZR1. 5 fronts - Yokohama 3. ZR1. 5 rears - coil. Mustang II power rack and pinion (new). Steel Bart NASCAR wheels. I have 1 Aventador replica kit. Very rare kit to have right now. Available for pickup cash and carry. Located in Northern Illinois. Windshield is a stock donor solution. Not pictured are the. Used to develop all. Lined up body and interiors. With my body. you don't need to work on the body for repair. My body is ready to be installed. Fiero stretched frame. Complete kit just $1. Z 0. 6 Corvette motor running with a. Porsche transaxle. This is a professionally build chassis made for racing and. The body is the Venta R from inspirecomposites. Extremely similar to the real. Aventador. Will sell it for just $2. If want it with OEM headlights. OEM parts ... Selling my pride and joy. Fiero 2. 8. L V6 engine, 1. Heat/AC/ Power windows working. Has expected normal wear and. Needs minor TLC. At some point you will need to get paint. Can be used as a daily driver or weekend cruiser. Learn. more click here FOR SALE: Lamborghini Aventador Replica Body kit. You can use Pontiac Fiero, Toyota MR2 or. Porsche Boxster. or tubular Chassis wheel has 1. Body kit only $4. We took the time and effort and finished and painted the. Pick up yourself in a pick- up truck or pay shipping (El Paso, TX. Black Color, Thick, Strong, and Smooth kit $4. And another 1. Resin Color, Thin, Light, and rough kit $1. Text John 9. 15- 8. FOR. SALE: Countach. Replica Built by Exotic Illusions in PA. Engine is a 3. 50 & V8 Archie kit. Isuzu 4 speed, the 3. HP engine has Edlebrock Torquer a 6. Holley double. pumper and Aluminum heads with Sanderson headers, CSI electric water pump, MSD. Interior is two tone gray leather, Auto Meter gauges, full. Alpine sound, C5 Corvette electric mirrors& AC. We used a Full length body but. Learn more. SALE Lamborghini Countach Replica. Engine is a BMW V1. Paint on this. car is Chameleon. Changes many shades. This was a show car most its life, it. Contact. exotic. 25th@verizon. Demetrios. FOR. SALE: This F5. Replica kit is all mounted. All hard work. is done. 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10/21/2010 11:22:50 AM # We already installed TFS 2010 on the server, web access is already set up and we have been using work items through the web access. Add a project reference from the Template project to the Build. Tasks project Add in the Build. Tasks project a reference to the following assemblies: From c: \Program Files (x. Microsoft Visual Studio 1. Common. 7\IDE\Reference. Assemblies\v. 2. 0 Microsoft. Team. Foundation. Build. Client. dll System. Activities And add the following references to the Template project From c: \Program Files (x. Microsoft Visual Studio 1. Common. 7\IDE\Reference. Assemblies\v. 2. 0 Microsoft. Team. Foundation. Build. Client. dll Microsoft. Team. Foundation. Version. Control. Client. dll Microsoft. Team. Foundation. Work. Item. Tracking. Client. dll From C: \Program Files (x. Microsoft Visual Studio 1. Common. 7\IDE\Private. Assemblies Microsoft. Team. Foundation. Build. Workflow. dll Microsoft. Team. Foundation. Test. Impact. Build. Integration. dll From C: \Windows\assembly\GAC. Add the file to the project, and set the build action to Xaml. App. Def. If you don't see the Xaml. App. Def option, then add an activity to the Template project to add the correct references and then delete it again. Add to the Build. Tasks project two folders called “Activities” and “Library” Right click on the Activities and choose Add –> New Item. Choose from the dialog to only show the Workflow templates. And choose the Code Activity. Give it the name Do. Exciting. Things, and close the dialog with OK In the code we see some interesting things. As we have seen in earlier posts in this series the build heavily relies on activities (such as this code activity) and you can configure activities with Arguments which can be set with the properties window. In the code you decorate every property you want to see in the properties window with the In. Argument (or In. Out. Argument). When you want to get the value of this property, you must use the context to get the value. The property itself won’t hold the value! I have modified the class so we can see the purpose and usage of the different argument types We also have to indicate that our activity is used by the Build Controller and the Build Agents. To do this, add a using to the Microsoft. Team. Foundation. Build. Client and decorate the class with the following statement: . In the toolbox we see our new Do. Exciting. Things activity added. When you open the properties window you see the three arguments we have added to our exciting activity. Lets put in a textual value in all the three arguments There are errors for the two arguments that have an output value, because it needs to store the value somewhere. So to solve this, you must create a variable for the correct scope (see part 2) and use the variable as value for the argument. You can either set the value for the variable in the variable window itself Or you can use the Assign activity which you can find in the Primitives tab Finally add a Write. Build. Message to show the values of the arguments after the Do. Exciting. Things activity. Save the changes and check- in your Custom. Template. xaml. Now execute a build based on the Custom. Template. The build will fail unfortunately with the following error message The build controller was unable to load our exciting Code Activity, which is obvious. It is pretty simple to solve this. Open the dialog to manage the build controllers. You can find it when you right click the Builds node for the team project in the team explorer This will open the following dialog Select the Controller and open the Properties You see there a box to specify the path for custom assemblies. 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Deloitte’s new approach separates compensation decisions from day- to- day performance management, produces better insight through quarterly or per- project “performance snapshots,” and relies on weekly check- ins with managers to keep performance on course. At Deloitte we’re redesigning our performance management system. Performance appraisal form template. Appraisee to complete before the interview and return to the appraiser by (date) A2 Discussion points. At Deloitte we’re redesigning our performance management system. This may not surprise you. Like many other companies, we realize that our current process for. Performance Appraisal Software: HR-Software.Net internet resource guide to Performance Appraisal Software providers from HR-Guide.com. This may not surprise you. Like many other companies, we realize that our current process for evaluating the work of our people—and then training them, promoting them, and paying them accordingly—is increasingly out of step with our objectives. In a public survey Deloitte conducted recently, more than half the executives questioned (5. They, and we, are in need of something nimbler, real- time, and more individualized—something squarely focused on fueling performance in the future rather than assessing it in the past. Further Reading. What might surprise you, however, is what we’ll include in Deloitte’s new system and what we won’t. It will have no cascading objectives, no once- a- year reviews, and no 3. We’ve arrived at a very different and much simpler design for managing people’s performance. Its hallmarks are speed, agility, one- size- fits- one, and constant learning, and it’s underpinned by a new way of collecting reliable performance data. This system will make much more sense for our talent- dependent business. But we might never have arrived at its design without drawing on three pieces of evidence: a simple counting of hours, a review of research in the science of ratings, and a carefully controlled study of our own organization. Counting and the Case for Change. More than likely, the performance management system Deloitte has been using has some characteristics in common with yours. Objectives are set for each of our 6. The manager also comments on where the person did or didn’t excel. These evaluations are factored into a single year- end rating, arrived at in lengthy “consensus meetings” at which groups of “counselors” discuss hundreds of people in light of their peers. Internal feedback demonstrates that our people like the predictability of this process and the fact that because each person is assigned a counselor, he or she has a representative at the consensus meetings. The vast majority of our people believe the process is fair. We realize, however, that it’s no longer the best design for Deloitte’s emerging needs: Once- a- year goals are too “batched” for a real- time world, and conversations about year- end ratings are generally less valuable than conversations conducted in the moment about actual performance. But the need for change didn’t crystallize until we decided to count things. Specifically, we tallied the number of hours the organization was spending on performance management—and found that completing the forms, holding the meetings, and creating the ratings consumed close to 2 million hours a year. As we studied how those hours were spent, we realized that many of them were eaten up by leaders’ discussions behind closed doors about the outcomes of the process. We wondered if we could somehow shift our investment of time from talking to ourselves about ratings to talking to our people about their performance and careers—from a focus on the past to a focus on the future. We found that creating the ratings consumed close to 2 million hours a year. The Science of Ratings. Our next discovery was that assessing someone’s skills produces inconsistent data. Objective as I may try to be in evaluating you on, say, strategic thinking, it turns out that how much strategic thinking I do, or how valuable I think strategic thinking is, or how tough a rater I am significantly affects my assessment of your strategic thinking. How significantly? The most comprehensive research on what ratings actually measure was conducted by Michael Mount, Steven Scullen, and Maynard Goff and published in the Journal of Applied Psychology in 2. Their study—in which 4,4. Actual performance accounted for only 2. This led the researchers to conclude (in How People Evaluate Others in Organizations, edited by Manuel London): “Although it is implicitly assumed that the ratings measure the performance of the ratee, most of what is being measured by the ratings is the unique rating tendencies of the rater. Thus ratings reveal more about the rater than they do about the ratee.” This gave us pause. We wanted to understand performance at the individual level, and we knew that the person in the best position to judge it was the immediate team leader. But how could we capture a team leader’s view of performance without running afoul of what the researchers termed “idiosyncratic rater effects”? Putting Ourselves Under the Microscope. We also learned that the defining characteristic of the very best teams at Deloitte is that they are strengths oriented. Their members feel that they are called upon to do their best work every day. This discovery was not based on intuitive judgment or gleaned from anecdotes and hearsay; rather, it was derived from an empirical study of our own high- performing teams. Our study built on previous research. Starting in the late 1. Gallup conducted a multiyear examination of high- performing teams that eventually involved more than 1. Gallup asked both high- and lower- performing teams questions on numerous subjects, from mission and purpose to pay and career opportunities, and isolated the questions on which the high- performing teams strongly agreed and the rest did not. It found at the beginning of the study that almost all the variation between high- and lower- performing teams was explained by a very small group of items. The most powerful one proved to be “At work, I have the opportunity to do what I do best every day.” Business units whose employees chose “strongly agree” for this item were 4. Further Reading. We set out to see whether those results held at Deloitte. First we identified 6. For the control group, we chose a representative sample of 1,9. To measure the conditions within a team, we employed a six- item survey. When the results were in and tallied, three items correlated best with high performance for a team: “My coworkers are committed to doing quality work,” “The mission of our company inspires me,” and “I have the chance to use my strengths every day.” Of these, the third was the most powerful across the organization. All this evidence helped bring into focus the problem we were trying to solve with our new design. We wanted to spend more time helping our people use their strengths—in teams characterized by great clarity of purpose and expectations—and we wanted a quick way to collect reliable and differentiated performance data. With this in mind, we set to work. Radical Redesign. We began by stating as clearly as we could what performance management is actually for, at least as far as Deloitte is concerned. We articulated three objectives for our new system. The first was clear: It would allow us to recognize performance, particularly through variable compensation. Most current systems do this. But to recognize each person’s performance, we had to be able to see it clearly. That became our second objective. Here we faced two issues—the idiosyncratic rater effect and the need to streamline our traditional process of evaluation, project rating, consensus meeting, and final rating. The solution to the former requires a subtle shift in our approach. Rather than asking more people for their opinion of a team member (in a 3. People may rate other people’s skills inconsistently, but they are highly consistent when rating their own feelings and intentions. To see performance at the individual level, then, we will ask team leaders not about the skills of each team member but about their own future actions with respect to that person. At the end of every project (or once every quarter for long- term projects) we will ask team leaders to respond to four future- focused statements about each team member. We’ve refined the wording of these statements through successive tests, and we know that at Deloitte they clearly highlight differences among individuals and reliably measure performance. Here are the four: 1. Given what I know of this person’s performance, and if it were my money, I would award this person the highest possible compensation increase and bonus . Given what I know of this person’s performance, I would always want him or her on my team . This person is at risk for low performance . This person is ready for promotion today . When we aggregate these data points over a year, weighting each according to the duration of a given project, we produce a rich stream of information for leaders’ discussions of what they, in turn, will do—whether it’s a question of succession planning, development paths, or performance- pattern analysis. Once a quarter the organization’s leaders can use the new data to review a targeted subset of employees (those eligible for promotion, for example, or those with critical skills) and can debate what actions Deloitte might take to better develop that particular group. In this aggregation of simple but powerful data points, we see the possibility of shifting our 2- million- hour annual investment from talking about the ratings to talking about our people—from ascertaining the facts of performance to considering what we should do in response to those facts. |
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