User:George - Revision history

George: add city summer comp lang

2009-08-20T00:44:19Z

add city summer comp lang

George: prod minutes

2009-07-24T20:11:18Z

prod minutes

George: add make sure to list

2009-06-24T16:39:07Z

add make sure to list

George: work notes

2009-05-27T17:28:13Z

work notes

George at 07:17, 20 May 2009

2009-05-20T07:17:09Z

George at 07:12, 20 May 2009

2009-05-20T07:12:43Z

George at 07:03, 20 May 2009

2009-05-20T07:03:19Z

George at 07:00, 20 May 2009

2009-05-20T07:00:35Z

George: BOLI definitions

2009-05-19T05:58:23Z

BOLI definitions

George: Removing all content from page

2009-05-07T17:17:21Z

Removing all content from page

← Older revision		Revision as of 00:44, 20 August 2009
Line 196:		Line 196:
	production@lists.freegeek.org		production@lists.freegeek.org
	http://lists.freegeek.org/listinfo/production		http://lists.freegeek.org/listinfo/production
		+
		+
		+
		+
		+	can't admin program ourselves but can we find someone else to do so?
		+	hate to see what seems to be a successful program go away just because we can't admin it;
		+
		+	get intern or volunteer at FG to admin program; we provide systems
		+	does city or PPS have someone who can admin program and we provide systems?
		+	is there a nonprofit we can partner with that has someone who can admin the program?
		+	nonprofit focusing on low income school kids?
		+	is there a state agency/quasi-gov't dept that could be part of the process (either supplying material/personnel or funding)?
		+	what about ESD (education service district)? what role do they play in PPS and can they help?
		+
		+
		+	pros for continuing program:
		+	FG gets organic, word of mouth PR
		+	FG gets traditional PR
		+	use systems that would otherwise be sitting around - reuse rules!
		+	keep city happy by showing them we can be creative in how we reuse systems and inclined to keep providing systems
		+	helps us fulfill our mission
		+	potential source for new volunteers, board members, people donating their equipment to us, etc.
		+
		+
		+	would have full school year to let schools and their students know about the program
		+	more participants means more systems being given away
		+	kids would have full school year to meet the qualifications for obtaining system
		+	make qualifications higher - i.e., more hours of volunteering to qualify (maybe 1 hr per week for the entire school year)
		+
		+
		+	don't have enough classroom space @ FG to hold all classes so could we partner with a local school and use their facilities to hold classes?

← Older revision		Revision as of 20:11, 24 July 2009
Line 65:		Line 65:
	remove asset tags		remove asset tags
	have a clean boot (no buttons to have to push to resume boot)		have a clean boot (no buttons to have to push to resume boot)
		+
		+
		+
		+	Production Meeting Minder wrote:
		+	There will be a production meeting, one week from today, Fri, Jul 24 2009, at 10:00 am. Please add agenda items below.
		+
		+	Production Agenda for Fri, Jul 24 2009
		+	------
		+
		+	Facilitator: ali
		+	Scribe: George
		+	ali, dave, george, caitlin, sergio (late @ 10:10)
		+	I. Commits
		+	sergio will poke mw for $ for pwr supplies
		+	II. State of the Onion
		+	look @ state of onion; no one has recently
		+	commit caitlin will look @ and update state of onion
		+
		+	III. Area Check-In/Discussion
		+	- Build
		+	special project regs done, freeks done
		+	- Macs
		+	things are going slowly; S wants full build shift to be in there more; cleanuing up, lots of documentation to be dohne
		+	- Laptops
		+	going OK; thurs filling up; ali finds it hard to keep tidy, organized; ali started to think about redesignb of area - ewill bring to group;
		+	ali wants more vols on sat morn and tues morn; d needs more tues; s wants wed ; full tues, wed fri am wed pm; caitlin will train in mac; grtc taking on lap shift on fri, caitlin fri on build
		+	- Advanced Testing
		+	ryan out next week; william intern working am; pm shifts more sparse, ok w;/ that am shift does so good;
		+	- Printer Reuse
		+	have jake come to mtg to discuss printer; discussion on recycdling list re printer sale form (jake) devised
		+
		+	IV. Other Discussion Items
		+
		+	adv. testing intern
		+	3 intern apps; do we want intern? training new intern might be problem for pm shift; set up train schedule; ask forlks if they want to train and want have intern; cliff, santiago, jake; grc will speak w/ jake, cliff, santiago do tyhey wnat intern and want to train; if so, pass around
		+	prod area for testing
		+	vols that come in to test stuff; don['t have room for it; ebeth want s space to test cell phohnes, matt comes to mtg room for testing; where can we use for testing; discuss work spaces possibility; use mac area for flex space instead of printers; not best for gizmos testing-too open; dungeion? not good for light, may not be conducive for vols; mtg room is best spot but need for mtg, so don't know; need to better at scheduling this room; tom good at finding his own space; we like mtg room space for vols to test stuff (tom, matthew, ebeth); works best for our hneeds
		+	dave will speak w/ ebeth about using mtg rroom
		+
		+
		+	V. Production tickets (RT):
		+	all tickets are in progress;
		+	ID Priority Owner Subject
		+	14269 0 Nobody target large bulk sales to business startups: "infrastructure in a box"
		+	14271 0 Nobody harness the valueProduction Meeting Minder wrote:
		+	There will be a production meeting, one week from today, Fri, Jul 24 2009, at 10:00 am. Please add agenda items below.
		+
		+	Production Agenda for Fri, Jul 24 2009
		+	------
		+
		+	Facilitator: ali
		+	Scribe: George
		+	ali, dave, george, caitlin, sergio (late @ 10:10)
		+	I. Commits
		+	sergio will poke mw for $ for pwr supplies
		+	II. State of the Onion
		+	look @ state of onion; no one has recently
		+	commit caitlin will look @ and update state of onion
		+
		+	III. Area Check-In/Discussion
		+	- Build
		+	special project regs done, freeks done
		+	- Macs
		+	things are going slowly; S wants full build shift to be in there more; cleanuing up, lots of documentation to be dohne
		+	- Laptops
		+	going OK; thurs filling up; ali finds it hard to keep tidy, organized; ali started to think about redesignb of area - ewill bring to group;
		+	ali wants more vols on sat morn and tues morn; d needs more tues; s wants wed ; full tues, wed fri am wed pm; caitlin will train in mac; grtc taking on lap shift on fri, caitlin fri on build
		+	- Advanced Testing
		+	ryan out next week; william intern working am; pm shifts more sparse, ok w;/ that am shift does so good;
		+	- Printer Reuse
		+	have jake come to mtg to discuss printer; discussion on recycdling list re printer sale form (jake) devised
		+
		+	IV. Other Discussion Items
		+
		+	adv. testing intern
		+	3 intern apps; do we want intern? training new intern might be problem for pm shift; set up train schedule; ask forlks if they want to train and want have intern; cliff, santiago, jake; grc will speak w/ jake, cliff, santiago do tyhey wnat intern and want to train; if so, pass around
		+	prod area for testing
		+	vols that come in to test stuff; don['t have room for it; ebeth want s space to test cell phohnes, matt comes to mtg room for testing; where can we use for testing; discuss work spaces possibility; use mac area for flex space instead of printers; not best for gizmos testing-too open; dungeion? not good for light, may not be conducive for vols; mtg room is best spot but need for mtg, so don't know; need to better at scheduling this room; tom good at finding his own space; we like mtg room space for vols to test stuff (tom, matthew, ebeth); works best for our hneeds
		+	dave will speak w/ ebeth about using mtg rroom
		+
		+
		+	V. Production tickets (RT):
		+	all tickets are in progress;
		+	ID Priority Owner Subject
		+	14269 0 Nobody target large bulk sales to business startups: "infrastructure in a box"
		+	14271 0 Nobody harness the value of printers
		+	14258 0 Nobody increase to 10 laptop classes per week
		+	14266 0 Nobody open selected production shifts on extra days
		+	14264 0 Nobody buy stuff to break hardware dependencies
		+
		+	vacations costing fg us $; prod doesn't have room for covering vac; schdl maxed out; can't really have us cover 2 classes per day, too hard; bnest ifr had anouther prod person; would be nice to have back up for main person; tasks get done related to vaol coord and prod, thenb tasks like sorting, etc; ali been doing sort tasks on admin time would like floater to help; sortingt in laps is important can get more done if things are sorted and assigned properly (think of who can do what and lay out shift that way); laps need more organizing and sorting- lead time, prep time- dave aft shift doesn't take lunch, instead lays out area for max efficiency; another prod person not have build shift on one day-they would be admin for half day, backup helper for other half of day; helpful in mac-laps could use help; redesign macs we do laps and desks gtogether don't do that in build -separate the two;
		+	dave thinks we need to separate out mac loaps and desks; macs changing rfrom vol run to S run; not a lot of documentation in macs-need help;
		+	can we afford more prod people? can we get raises for ourselves and get prod person? YES. macs pay for themselves and new people; macs will pay for themselves and new person; caitlin think about how we run production;
		+	new scheme for fg: we each have an area that we are in charge of but still work together to run it all; caitlin thinks fg needs vol coord;
		+	history of prod discussion; prod tries/tried various things over the years, has to be flexible;
		+	we want to expand prod areas, when expand harder to cover all areas, schdl tight not having flexibility;
		+	can ali just order pwr supplies (go to s. and order) or have to come to committee? just order; will look at budget and adding enough $ for ali to just order w/out coming to committee;
		+	_______________________________________________
		+	production mailing list
		+	production@lists.freegeek.org
		+	http://lists.freegeek.org/listinfo/production
		+
		+
		+
		+	_______________________________________________
		+	production mailing list
		+	production@lists.freegeek.org
		+	http://lists.freegeek.org/listinfo/production
		+	of printers
		+	14258 0 Nobody increase to 10 laptop classes per week
		+	14266 0 Nobody open selected production shifts on extra days
		+	14264 0 Nobody buy stuff to break hardware dependencies
		+
		+	vacations costing fg us $; prod doesn't have room for covering vac; schdl maxed out; can't really have us cover 2 classes per day, too hard; bnest ifr had anouther prod person; would be nice to have back up for main person; tasks get done related to vaol coord and prod, thenb tasks like sorting, etc; ali been doing sort tasks on admin time would like floater to help; sortingt in laps is important can get more done if things are sorted and assigned properly (think of who can do what and lay out shift that way); laps need more organizing and sorting- lead time, prep time- dave aft shift doesn't take lunch, instead lays out area for max efficiency; another prod person not have build shift on one day-they would be admin for half day, backup helper for other half of day; helpful in mac-laps could use help; redesign macs we do laps and desks gtogether don't do that in build -separate the two;
		+	dave thinks we need to separate out mac loaps and desks; macs changing rfrom vol run to S run; not a lot of documentation in macs-need help;
		+	can we afford more prod people? can we get raises for ourselves and get prod person? YES. macs pay for themselves and new people; macs will pay for themselves and new person; caitlin think about how we run production;
		+	new scheme for fg: we each have an area that we are in charge of but still work together to run it all; caitlin thinks fg needs vol coord;
		+	history of prod discussion; prod tries/tried various things over the years, has to be flexible;
		+	we want to expand prod areas, when expand harder to cover all areas, schdl tight not having flexibility;
		+	can ali just order pwr supplies (go to s. and order) or have to come to committee? just order; will look at budget and adding enough $ for ali to just order w/out coming to committee;
		+	_______________________________________________
		+	production mailing list
		+	production@lists.freegeek.org
		+	http://lists.freegeek.org/listinfo/production
		+
		+
		+
		+	_______________________________________________
		+	production mailing list
		+	production@lists.freegeek.org
		+	http://lists.freegeek.org/listinfo/production

← Older revision		Revision as of 16:39, 24 June 2009
Line 53:		Line 53:

	3 tildes added to end of wiki edit adds name; 4 tildes adds name and date		3 tildes added to end of wiki edit adds name; 4 tildes adds name and date
		+
		+
		+	MAKE SURE TO:
		+
		+	cover slots
		+	cover 2nd port if put in card
		+	vacuum out hairballs/dustbunnies
		+	place FG sticker on computer
		+	place system ID sticker on back
		+	write DDR or DDR2 on printme for store machines
		+	remove asset tags
		+	have a clean boot (no buttons to have to push to resume boot)

← Older revision		Revision as of 17:28, 27 May 2009
Line 52:		Line 52:


−	~~Are you...~~	+	3 tildes added to end of wiki edit adds name; 4 tildes adds name and date
−
−	~~1. A permanent paid employee and~~
−	~~2. working for an Oregon or Clark Co., Wash. location of the organization?~~
−
−	~~Only Oregon-based paid permanent employees are permitted~~ to ~~participate. Select 'Yes' if you qualify. If you are a volunteer, board-member, temporary or contract employee or work outside the state~~ of ~~Oregon, please do not complete this survey~~

@@ Line 12: / Line 12: @@
 (25) "Primary duty" means, as a general rule, the major part, or over 50 percent, of an employee's time. However, a determination of whether an employee has management as the employee's primary duty must be based on all the facts of a particular case. Time alone is not the sole test and in situations where the employee does not spend over 50 percent of the employee's time in managerial duties, the employee might have management as a primary duty if other pertinent factors support such a conclusion. Factors to be considered include, but are not limited to, the relative importance of the managerial duties as compared with other duties, the frequency with which the employee exercises discretionary powers, the relative freedom from supervision and the relationship between the salary paid the employee and wages paid other employees for the kind of non-exempt work performed by the supervisor.
 (29) "Salary" means a predetermined amount constituting all or part of the employee's compensation paid for each pay period of one week or longer (but not to exceed one month) and in no instance will be any amount less than required to be paid pursuant to ORS 653.025.
 (30) "Salary basis" means a salary as defined in section (29) of this rule, which is not subject to deduction because of lack of work for part of a work week, however, deductions for absences of one day or more may be made if the employee is absent for other reasons. Deductions may not be made for absences of less than one day, except as permitted for employers covered by the federal Family and Medical Leave Act of 1993, Public Law 103-3, for part-day absences due to leave pursuant to that law. Employees who are not paid for workweeks in which they performed no work are considered to be on a salary basis provided they are paid on a salary basis in workweeks when work is performed.

@@ Line 5: / Line 5: @@
 Procedural Rules
 -020-0004
-Definitions
+Definitions:
 (20) "Hours worked" means all hours for which an employee is employed by and required to give to the employer and includes all time during which an employee is necessarily required to be on the employer's premises, on duty or at a prescribed work place and all time the employee is suffered or permitted to work. "Hours worked" includes "work time" as defined in ORS 653.010(11).
 (25) "Primary duty" means, as a general rule, the major part, or over 50 percent, of an employee's time. However, a determination of whether an employee has management as the employee's primary duty must be based on all the facts of a particular case. Time alone is not the sole test and in situations where the employee does not spend over 50 percent of the employee's time in managerial duties, the employee might have management as a primary duty if other pertinent factors support such a conclusion. Factors to be considered include, but are not limited to, the relative importance of the managerial duties as compared with other duties, the frequency with which the employee exercises discretionary powers, the relative freedom from supervision and the relationship between the salary paid the employee and wages paid other employees for the kind of non-exempt work performed by the supervisor.
 (29) "Salary" means a predetermined amount constituting all or part of the employee's compensation paid for each pay period of one week or longer (but not to exceed one month) and in no instance will be any amount less than required to be paid pursuant to ORS 653.025.
 (30) "Salary basis" means a salary as defined in section (29) of this rule, which is not subject to deduction because of lack of work for part of a work week, however, deductions for absences of one day or more may be made if the employee is absent for other reasons. Deductions may not be made for absences of less than one day, except as permitted for employers covered by the federal Family and Medical Leave Act of 1993, Public Law 103-3, for part-day absences due to leave pursuant to that law. Employees who are not paid for workweeks in which they performed no work are considered to be on a salary basis provided they are paid on a salary basis in workweeks when work is performed.
 (a) Payment of additional compensation is not inconsistent with the salary basis of payment.

← Older revision		Revision as of 07:03, 20 May 2009
Line 37:		Line 37:
	1. A permanent paid employee and		1. A permanent paid employee and
	2. working for an Oregon or Clark Co., Wash. location of the organization?		2. working for an Oregon or Clark Co., Wash. location of the organization?
		+
		+	Only Oregon-based paid permanent employees are permitted to participate. Select 'Yes' if you qualify. If you are a volunteer, board-member, temporary or contract employee or work outside the state of Oregon, please do not complete this survey

← Older revision		Revision as of 07:00, 20 May 2009
Line 31:		Line 31:
	Stats. Implemented: ORS 653		Stats. Implemented: ORS 653
	Hist.: BL 1-1990, f. 2-27-90, cert. ef. 2-28-90; BL 9-1996, f. & cert. ef. 10-8-96; BLI 1-2002, f. & cert. ef. 1-9-02		Hist.: BL 1-1990, f. 2-27-90, cert. ef. 2-28-90; BL 9-1996, f. & cert. ef. 10-8-96; BLI 1-2002, f. & cert. ef. 1-9-02
		+
		+
		+	Are you...
		+
		+	1. A permanent paid employee and
		+	2. working for an Oregon or Clark Co., Wash. location of the organization?

← Older revision	Revision as of 05:58, 19 May 2009
Line 1:	Line 1:
	+	The Oregon Administrative Rules contain OARs filed through April 15, 2009
	+	BUREAU OF LABOR AND INDUSTRIES
	+	DIVISION 20
	+	WAGES
	+	Procedural Rules
	+	839-020-0004
	+	Definitions
	+	(20) "Hours worked" means all hours for which an employee is employed by and required to give to the employer and includes all time during which an employee is necessarily required to be on the employer's premises, on duty or at a prescribed work place and all time the employee is suffered or permitted to work. "Hours worked" includes "work time" as defined in ORS 653.010(11).
	+	(25) "Primary duty" means, as a general rule, the major part, or over 50 percent, of an employee's time. However, a determination of whether an employee has management as the employee's primary duty must be based on all the facts of a particular case. Time alone is not the sole test and in situations where the employee does not spend over 50 percent of the employee's time in managerial duties, the employee might have management as a primary duty if other pertinent factors support such a conclusion. Factors to be considered include, but are not limited to, the relative importance of the managerial duties as compared with other duties, the frequency with which the employee exercises discretionary powers, the relative freedom from supervision and the relationship between the salary paid the employee and wages paid other employees for the kind of non-exempt work performed by the supervisor.
	+	(29) "Salary" means a predetermined amount constituting all or part of the employee's compensation paid for each pay period of one week or longer (but not to exceed one month) and in no instance will be any amount less than required to be paid pursuant to ORS 653.025.
	+	(30) "Salary basis" means a salary as defined in section (29) of this rule, which is not subject to deduction because of lack of work for part of a work week, however, deductions for absences of one day or more may be made if the employee is absent for other reasons. Deductions may not be made for absences of less than one day, except as permitted for employers covered by the federal Family and Medical Leave Act of 1993, Public Law 103-3, for part-day absences due to leave pursuant to that law. Employees who are not paid for workweeks in which they performed no work are considered to be on a salary basis provided they are paid on a salary basis in workweeks when work is performed.
	+	(a) Payment of additional compensation is not inconsistent with the salary basis of payment.
	+	(b) Compensation paid in the form of fees is not inconsistent with the salary basis of payment, provided the fees paid in each pay period are not less than the amount required to be paid pursuant to ORS 653.025 and meet the requirements for fee payments under the federal Fair Labor Standards Act, as stated in Title 29, Code of Federal Regulations, Part 541.605 and related rules.

	+	839-020-0044
	+	Lectures, Meetings and Training Programs
	+	(1) Attendance at lectures, meetings, training programs and similar activities need not be counted as work time if the following four criteria are met:
	+	(a) Attendance is outside of the employee's regular working hours;
	+	(b) Attendance is voluntary;
	+	(c) The course, lecture, or meeting is not directly related to the employee's job; and
	+	(d) The employee does not perform any productive work during such attendance.
	+	(2) Involuntary attendance: Attendance is not voluntary if it is required by the employer. It is not voluntary in fact, if the employee is given to understand or led to believe that the employee's present working conditions or the continuance of the employee's employment would be adversely affected by non-attendance.
	+	(3) Training is directly related to an employee's job if it is designed to make the employee handle the employee's job more effectively as distinguished from training the employee for another job or teaching the employee a new additional skill in the same job.
	+	(4) Independent training is time spent by the employee on the employee's own initiative attending an independent school, college, or independent trade school after hours. Time spent in this activity is not considered hours worked for an employer even if the courses are related to the employee's job.
	+	(5) Special situations: There are special situations where the time spent in attending lectures, training sessions and courses of instruction is not regarded as hours worked. For example, an employer may establish for the benefit of its employees a program of instruction, which corresponds to courses offered by independent bona fide institutions of learning. Voluntary attendance by an employee at such courses outside of working hours would not be hours worked even if they are directly related to his job, or paid for by the employer.
	+	(6) Time spent in an organized program of related, supplemental instruction by employees working under bona fide apprenticeship programs may be excluded from working time if the following criteria are met:
	+	(a) The apprentice is employed under a written apprenticeship agreement or program which meets the standards of and is registered with the Bureau of Labor and Industries, Apprenticeship and Training Division; and
	+	(b) Such time does not involve productive work or performance of the apprentice's regular duties. If the above criteria are met, the time spent in such related supplemental training will not be counted as hours worked unless the written agreement specifically provides that it is hours worked. The mere payment or agreement to pay for time spent in related instruction does not constitute an agreement that such time is hours worked.
	+	(7) Time spent in required training outside regular working hours at specialized or follow up training which is required for certification of employees by any law or ordinance does not constitute compensable hours of work. The time spent in training as provided in this subsection is not compensable, even if all or part of the cost of training is borne by the employer.
	+	Stat. Auth.: ORS 653
	+	Stats. Implemented: ORS 653
	+	Hist.: BL 1-1990, f. 2-27-90, cert. ef. 2-28-90; BL 9-1996, f. & cert. ef. 10-8-96; BLI 1-2002, f. & cert. ef. 1-9-02

← Older revision		Revision as of 17:17, 7 May 2009
Line 1:		Line 1:
−	~~perpetual meeting calendar~~

−	~~Dead trees~~
−
−	~~categories on wiki - policies~~
−
−	~~netiquette~~
−
−	~~lists.freegeek.org/ - to see all lists: rad~~
−
−	~~http://wiki.freegeek.org/index.php/Facilitation_Class~~
−	~~http://wiki.freegeek.org/index.php/Scribe~~
−	~~http://wiki.freegeek.org/index.php/Meeting_Tips~~
−
−
−
−	~~Build Program Goals:~~
−
−	~~Have a full build room for every shift!~~
−
−	~~How achieve?~~
−	~~want volunteers to feel appreciated - thank them for each machine they build; thank them for the shift~~
−	~~want volunteers to feel like they are making a difference~~
−	~~want volunteers to want to return for future build shifts~~
−	~~want volunteers to learn as much as they can (teach them something)~~
−	~~want volunteers to think FG staff/build instructors and assistants/core volunteers care about building systems as much as they do~~
−	~~want them to feel energy/excitement/whoo-hooness of building systems to give away and/or sale to support FG~~
−
−
−	~~Problems for FG~~
−	~~can we get enough donations regularly to keep a full build room running for all build shifts (enough hard drives, systems, RAM, etc.)?~~
−	~~do we have enough storage space for all of the machines when built (both machines waiting to be QC'ed and those waiting to be given away or sold)?~~
−	~~can we get enough build instructors/volunteers to run all build shifts?~~
−	~~can we get enough volunteers for advanced testing to keep drives wiped, RAM tested, optical drives tested?~~
−
−
−	~~Sign-up sheet:~~
−	~~want to reduce the amount of time between build shifts~~
−	~~why is sign-up sheet always full but build room is not?~~
−	~~possibilities:~~
−	~~people sign-up but not show up - why not show up?~~
−	~~real life outside of FG intruded, preventing volunteer from showing up~~
−	~~signed up for build but went to different area instead (ie, mac, laps, adv test, etc)~~
−	~~signed up for build shifts several weeks in a row, finished build program but didn't remove name from list~~
−	~~is it always the same people who sign-up but never show up? or is it always different?~~
−	~~possible steps to take:~~
−	review sign-up sheet on daily basis to see if any pattern can be determined (spreadsheet showing volunteer and whether or not they show up and/or how often they show up?) and whether a few individuals need clarification on policy
−	~~make policy: if sign-up for build shift but no-show a certain number of times do we need to take action (start with talking to volunteer, then move to limiting sign-up for that volunteer)?~~
−
−
−	~~Make build room more disabled accessible? (speak w/ Blaine - what changes would he like to see to build room to ease his (and others') access?) (any legal issues?)~~
−
−
−	~~Server eval:~~
−	~~have to share space with server eval for now BUT would like to take over entire space for build:~~
−	~~use for build workspaces (have more builders in room)~~
−	use for build instructors/assistants to use as a workspace: to work on problem children systems, have a place for build room binders, reference materials, drive formatting equip, phone, shared items (pens, tape, batteries, batt test, power supply test, USB mice, etc)
−	~~put QC area here so the doorway to adv test/prebuild/whse becomes more open/easier to transit~~
−	~~can Vagrant come up with eval procedure for all to follow so we can keep control of the servers?~~
−
−
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−	~~notes from the first couple of weeks:~~
−	~~need to work w/ Ali on contract for moving from build to other areas of FG (laps, macs, etc.)~~
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−	~~adv. test: have a volunteer be the shift leader (like a build instructor) to keep control of, and direct activities?~~
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−	~~Family Fun Day:~~
−	possible to encourage parent/child to go through build program together? loved seeing father/son(child), adult son/mother, father/twentyish son working together in build. Make Saturday Family Fun Day and reserve build slots for families?
−	possible to have a senior citizens build group? link with senior citizens center and see if any interest in half-dozen senior citizens go through build program together - reserve build slots on specific day for them - maybe Saturday?
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−	policy question: do we want build program graduates to be able to bring their box in at any time in the future to upgrade and add software? how long does this privilege last if we give it (ie, 1 yr, 2 yr)?