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Circle of Art draws a crowd to Crystal Beach – Niagara This Week

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Circle of Art draws a crowd to Crystal Beach  Niagara This Week



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Urban art and music festival in Sudbury this weekend – CTV News Northern Ontario

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Preparations are underway in downtown Sudbury for the Up Here Festival this weekend.

It’s an urban art and musical event to brighten the downtown with colourful murals and showcase emerging music.

Twin brothers, originally from Halifax, are painting the first mural at the Up Here Festival 2022.

Using a scissor lift, paint cans and brushes, the artists said this creation is called Moose and Bear.

“We wanted to do something big and bold and colourful and friendly that is approachable since it’s such a public area. So yah like everyone loves animals, everyone loves colourful paintings,” said artist Greg Mitchell.

The twin brothers now live in Toronto and operate a creative agency called Born in the North. They were invited artists to take part in the festival.

“I love being a part of it. It’s like a huge compliment too to to be trusted with this massive wall for the festival. I think it’s the first one that is being done for the festival so it’s a big honour and yes it’s just really fun to be outside all day paining this,” said Chris Mitchell.

The Up Here Festival kicks off this Friday featuring urban art activities for all ages and eclectic music.

“Paint a bunch of new murals within the downtown core and we present emerging acts so some of the best emerging talent from across the country,” said Christian Pelletier, a co-founder of the Up Here Festival.

“So not necessarily big names that everyone knows but a lot of acts that are going to be headliners of tomorrow.”

The festival has been running for eight years now and organizers said it’s growing each year.

“For us the project really started as an idea you know of beautifying the downtown core and it has quickly transformed into a way to engage with the community. To put up art that challenges people’s perspectives that also adds a little bit of quirk and wonder to their daily routine,” said Pelletier.

Up Here Square is a unique area on Durham Street.

Organizers said there will be a number of concerts throughout the weekend that are pay as you can to make them accessible to everyone.

For more information on the festival, visit their website.

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Demystifying the Art of Assessment & Selection – smallwarsjournal

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sfas 1
Soldiers attending Special Forces Assessment and Selection (SFAS) participate in a team event during Team Week. (Taken from DVIDS)
Photo by K. Kassens
United States Army John F. Kennedy Special Warfare Center and School

Whether it is a Fortune 500 company or an elite military unit, good or bad, every organization has some type of systemic process to recruit, assess, select, and train its personnel. Although these processes vary widely in their design and implementation, all organizations ultimately have the same goal: field the force with the right people and accomplish the organizational mission. During the summer of 2020, SWCS embarked on an ambitious initiative to holistically overhaul its training pipelines, paying particular attention to information management and the inclusion of data analytics in order to improve overall efficiency of assessing, selecting and training ARSOF. In the midst of this overhaul, a simple, yet highly relevant question was posited: “Why?” Why do we do it? What does Assessment and Selection accomplish that other job search methods cannot? The purpose of this article is to address this question, to reflect within the ARSOF community on why this process is so important, and to demystify a process that to others may seem like some sort of obscure ritual or rite of passage.

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Soldiers attending Special Forces Assessment and Selection (SFAS) participate in a team event during Team Week. (Taken from DVIDS)
Photo by K. Kassens
United States Army John F. Kennedy Special Warfare Center and School

The Art of Risk Management

Talent acquisition is a constant balance between the need to fill the force with exceptionally qualified individuals and the need to ensure the force is adequately manned to serve the nation. This sets up what appears to be a direct tradeoff between maintaining quality (or standards) versus achieving sufficient quantity. We cannot and do not accept this notion. As the Special Operations Forces (SOF) maxim states, SOF cannot be mass produced; each individual is hand-picked and carefully trained for their job. Further, Special Operations leadership cannot risk leaving the nation unable to respond with SOF capabilities. The stakes are simply too high to accept risk in sacrificing quality or quantity. The goal, then, is to cast as wide a net as possible in recruitment, then enabling the risk management process to unfold from there.

fig 1
FIGURE 1

Figure 1 illustrates how to conceptualize the ARSOF talent acquisitions process. It includes four phases: Recruitment, Assessment, Training, and Operations. At recruitment, the talent population is random and at low probability of seeking and finding the right person for the job. As the process progresses, the population moves through a series of filters that serve as  key decision points necking down the talent pool at each phase, increasing the probability of finding the right person for the job. The “input”, or recruitment, side (far left) includes a pool of potential recruits, some of whom are truly a good fit for ARSOF (denoted with green dots) while others are a poor fit (denoted with red dots). A “good fit” in this case means someone who will perform at or above the unchanging operational standards of exceptional ethical and moral judgement, and with high physical, psychological, and cognitive fitness throughout their career. By filter three, there is little to no possibility that the ARSOF talent acquisition process is vulnerable to random chance. Nearly every individual is a “good fit” for ARSOF.

 

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Army Special Forces soldiers conduct shooting range at training support activity Europe
Photo by Jason Johnston (Photo taken from DVIDS)

Importantly, we cannot actually know this truth about any individual in advance, we can only infer it through process. Although a soldier could look good on paper during recruitment, there is no way to inherently know from the outset (at recruitment) whether someone is a good or poor fit. This requires the organization to estimate “goodness of fit” based on collected evidence. Depending on the amount and type of evidence, a poor fit can look a lot like a good one, so the goal is to separate the two populations as much as possible. Each of the three major filters during talent acquisition is defined on the collection and processing of evidence, designed according to each phase to cut as many of the poor fit cases as possible while having minimal impact on the good fit population. In statistics, this is referred to as precision (in our case, rejecting only poor fit cases without impacting good fit cases) and recall (finding as many of those poor fit cases as possible). Ultimately, the details of the filter design — both with respect to evidence collected and analytics performed — reflect the artistry of risk management.

 

The process starts with recruitment, where the goal is to have a blunt filter to remove as many clearly poor fit cases as possible with effectively no impact on the pool of potential good fit candidates; that is, aim for high precision, but with an acceptable level of sub-optimal recall. This filter has to be balanced by reality: what is readily available in routine service records and what recruiters can realistically accomplish with their resources across an array of non-standardized recruitment locations around the globe. Most of this filter is practical in nature, identifying those potential recruits who are at least minimally physically fit, have promotion potential based on rank and time in grade, etc… The available evidence at this point is not particularly effective at sorting the two populations, but it does allow SWCS to rule out a lot of definite poor fit candidates.

 

At A&S, SWCS standardizes the assessment and conducts targeted examinations to focus on those qualities that do a great — though not perfect — job at distinguishing between a good and poor fit. Moreover, this can be done at relatively low cost in both time to the candidates and resources to the organization. Thus, A&S becomes the primary phase to sort good fit from poor fit after the more pragmatic filter of recruitment is applied. This much tighter filter at A&S results in a population that is generally of very good fit with only a few missed cases of poor fit making it through. Unfortunately, this comes at the cost of some good fit cases, though there is always a concerted effort made to limit the impact on this population. In the future, as data collection and analytics improve, SWCS will be able to better differentiate the poor fit from good fit cases, allowing better rejection of poor cases while impacting fewer of the good. The inset in Figure 1 illustrates how analytics can both lower the ceiling for poor cases and raise the floor for good cases. This results in better distinction between the two populations and a smaller homogenous region in the center.

 

When the soldiers get to training, most of the population will be a good fit, as A&S has filtered out the poor fit candidates. The filter points in this phase are usually relegated to significant and uncorrectable failures in academics, behavioral issues that were previously unobserved, or unforeseeable circumstances such as major injury. This phase helps remove the last few poor fit candidates that are still functionally differentiable from good fit candidates.

 

The last phase, operations, focuses on the operational force, where the goal is to assume minimal risk – more specifically, a soldier failing standards and/or harming the mission and/or nation. At this point, it is expected that ARSOF personnel have the necessary knowledge, skills, and attributes to perform their jobs and represent the enterprise. Unfortunately, no effort to predict long-term human behavior is perfect. Some poor fit candidates will make it through the entire process regardless of the A&S system used, translating to a certain level of risk assumed by the respective organization and its leadership. However, this level of risk is acceptable and unquestionably better than the alternative of not utilizing an A&S course at all.

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Special Forces candidates assigned to the U.S. Army John F. Kennedy Special Warfare Center and School exit a Blackhawk helicopter during Robin Sage training exercise. 
Photo by K. Kassens (Photo taken from DVIDS)
swcs hQ
Bryant Hall – Headquarters to the United States Army John F. Kennedy Special Warfare Center and School located at Ft. Bragg, NC. 
Photo by Maj. Stuart E. Gallagher

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Tame Your Workspace With 2022’s Best Desk Organizers for Art Students – ARTnews

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They say a cluttered desk makes for a cluttered mind. With a desk organizer, you can better focus on your schoolwork or independent projects while maximizing your workspace. These products come with designated space for pencils, pens, and brushes, as well as small tools like erasers and pencil sharpeners. The trick is to find one that can hold what you need it to but won’t take up too much space on its own. Ideally, it’ll be good to look at too. Reclaim your desktop or worktable with one of the best desk organizers for artists below.

How we pick each product:

Our mission is to recommend the most appropriate artists’ tool or supply for your needs. Whether you are looking for top-of-the line equipment or beginners’ basics, we’ll make sure that you get good value for your money by doing the research for you. We scour the Internet for information on how art supplies are used and read customer reviews by real users; we ask experts for their advice; and of course, we rely on our own accumulated expertise as artists, teachers, and craftspeople.

1. Totally Tiffany Desk Maid Tool Tower

Featuring six compartments with square openings and two slimmer ones, this stepped desktop organizer can handle a wide variety of tools. Still, with a base measuring just about nine by five inches, it doesn’t take up too much space. We like that it keeps everything in sight: small objects, like erasers and staples, can fit snugly in the lower compartments without getting lost, while rulers can stand upright in the taller ones. Made of wood, the tower is sturdy and durable. Since it’s white, it doesn’t draw too much attention and blends in with just about any desk setting.

Tame Your Workspace With 2022’s Best

2. Safco Products Desktop Organizer

This option is a tad pricey, but it’s well worth it if your budget allows. Made entirely of hard-wearing steel mesh, it can hold just about any stationery item you want it to. Three sliding drawers—ideal for pens and pencils and small objects like sticky notes—make up most of its base, and two shelves—one wide, one narrow—sit above them. To the left is a holder that can fit folders or notebooks. The drawers move smoothly without squeaking, and are long enough for most pens and pencils (and even brushes). The base features rubber feet to keep the entire structure from moving while in use—or worse, scratching your desk. You’ll likely have this smartly designed organizer for many years to come. Note that it does have a relatively large footprint, measuring more than 16 inches long and about one foot wide.

Tame Your Workspace With 2022’s Best

3. Sterilite Organizer

Sometimes, simple is all you need. This drawer system from Sterilite features three pullout compartments, stacked over one another, so it takes up just an area of desk space measuring 8 by 14 inches. The drawers are perfect for oddly shaped items, but you can also slip in notebooks or smaller organizers to create your own inner compartments. Each features a rounded handle and slides in and out with little effort. Made in the USA of durable plastic, this organizer is also easy to wipe down should you need to clean it. You can also buy multiple organizers and stack them.

Tame Your Workspace With 2022’s Best

4. Mont Martre Studio Tidy Holder

If you are looking for an organizer to keep drawing and painting supplies, we recommend this no-frills plastic holder from Mont Martre. The organizer, measuring nearly 6 inches square and about 3.5 inches tall, features 96 square holes to fit slimmer markers, colored pencils, paintbrushes, and other tools (as long as they have a diameter of about 0.66 inches and under). With each tool standing upright, you can easily see colors at a glance, and store tools as you like. Keep markers handy and brushes with their bristles up to prevent damage.

Tame Your Workspace With 2022’s Best

5. Stanley Removable 4 Cup Caddy

This caddy looks perfectly good on a desk, but it’s also meant to be carried around whenever you want. A big handle extends from its center so you can pick it up while keeping your supplies, divided into four cup-like compartments of the same size, in order. The sections are perfect for tools like pencils and glue sticks, but taller items, like adult-sized scissors, may feel a tad insecure especially if you’re moving the caddy around. The cups feature grooves on their base to help keep them in place, but you can remove each one if you want, making this a great option when students need to share supplies.

Tame Your Workspace With 2022’s Best

6. Three By Three Seattle Drawer Organizer

These trays are designed for drawers, but they are good looking enough to display on a desktop. Arrange them however you like to create the custom organizer of your dreams. You get five open-top receptacles for holding an array of items: Two narrow ones that are perfect for pencils and rulers; a cube-like one for knick-knacks; and two rectangular ones, the larger of which can store small notepads. You can keep the trays together as a unit, or use them around the studio as needed. Each is made of tin printed with a bold color and features rubberized bottoms to prevent sliding.

Tame Your Workspace With 2022’s Best

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