Tuesday, September 30, 2014

Knowing Your Drought Number

From the San Gabriel Valley Tribune.  The west and the southwest might have new numbers for us to keep track of - - our "drought number": 
"Some local agencies are implementing a drought number model. In Santa Monica, the City Council passed a first-reading in August of an ordinance that would apply an indoor water allocation of 68 gallons per-person-per-capita for every single-family home with four people, said Gilbert Borboa, water resources manager for the city of Santa Monica.
“A customer uses beyond that allocation, then it is possible some penalties might apply,” he said. Today, residents are using about 88 gallons per person per day in Santa Monica, he said.
The City Council will vote on the water-allocation plan next month. Santa Monica will work on allocations for bigger households, apartments and condominiums and for commercial establishments such as hotels, he said. Indoor use is “essential” for health and safety, while the ordinance labels outdoor use as “non-essential.”"

The Need for Greater Infrastructure Investment

A report from the NAM.

Design Thinking and Public Space


American Standard's Flush for Good


Monday, September 29, 2014

Virginian Reactor Will Test an Output-Boosting Fuel Design | MIT Technology Review

Virginian Reactor Will Test an Output-Boosting Fuel Design | MIT Technology Review

Reinventing City Hall

Google's Hiring Dos and Don'ts

From the excellent How Google Works:

  • Hire people who are smarter and more knowledgeable than you are.
  • Don't hire people you can't learn from or be challenged by.
  • Hire people who will add value to the product/service and our culture.
  • Don't hire people who won't contribute well to both.
  • Hire people will get things done.
  • Don't hire people who just think about problems.
  • Hire people who are enthusiastic, self-motivated, and passionate.
  • Don't hire people who just want a job.
  • Hire people who inspire and work well with others.
  • Don't hire people who prefer to work alone.
  • Hire people who will grow with your team and with the company.
  • Don't hire people with narrow skill sets or interests.
  • Hire people who are well rounded, with unique interests and talents.
  • Don't hire people who only live to work.
  • Hire people who are ethical and who communicate openly.
  • Don't hire people who are political or manipulative.
  • Hire only when you've found a great candidate.
  • Don't settle for anything less.