- Blind-sysadmins - lists.hodgsonfamily.org

I5 build
by John G. Heim 11 Dec '12

11 Dec '12

Intel Core i5-3570K Ivy Bridge 3.4GHz (3.8GHz Turbo) LGA 1155 77W Quad-Core Desktop Processor $215 http://www.newegg.com/Product/Product.aspx?Item=N82E16819116504 ASUS P8B75-V LGA 1155 Intel B75 SATA 6Gb/s USB 3.0 ATX Intel Motherboard $90 http://www.newegg.com/Product/Product.aspx?Item=N82E16813131835 Kingston HyperX Black 16GB (2 x 8GB) 240-Pin DDR3 SDRAM DDR3 1600 (PC3 12800) Desktop Memory $62 http://www.newegg.com/Product/Product.aspx?Item=N82E16820104361&cm_sp=recomm end-_-20-104-361-_-12062012_3 Total: $367

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PC Build Podcast
by Ben Mustill-Rose 11 Dec '12

11 Dec '12

Hi, A couple of weeks ago I posted about how I'm intending to record a pc build some time over christmas. I've been planning this a bit and I've come up with a list of hings I'm going to cover. I've included this below so I can get some feedback on it - is there anything missing? Is there anything that you would like more detail on compared to other areas? I'll be assuming some *very* basic hardware knolidge; it will be usefull if you have previously felt at least some internal components because spending large amounts of time describing absolutely everything won't really be practical. Cover: Best practice for testing components What does post mean? CPU installation method for Intel How to install thermal paste without worrying about spreading it equally Stock intel heatsync installation incl 3 pin vs 4 pin fan headers & finding them on the board Ram installation Connecting the PSU Turning it on - the screw driver method Light probe demonstration How to Test if the board posts without a light probe Preparing the case - opening it, clearing it, getting to know it etc etc Installing the backplate All about standoffs: working out if they need to be installed, working out where to install them & how to install them Aligning the motherboard inside the case Finding the right screws & screwing it in place Troubleshooting screw related problems Different types of bays you'll typically find in cases Hard drive installation - SATA Optical drive installation - IDE Expantion card (Pci or PCIE) installation Installing the PSU & connecting everything up again Front panel connectors: differences between leds and buttons, how to find the power button & how to keep track of what's what How to connect the power button Explain (But probably not demo)how to find where the light connectors should go Fans: best airflow practices, how to tell if a fan is installed as intake or exhaust & how to install them Briefly talk about methods of booting from cd without accessing the bios How to connect front USB & audio Thats about all I can think of; if anyone wants anything else covered just let me know. Cheers, Ben.

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Tech pros?
by Frank Ventura 10 Dec '12

10 Dec '12

Scott, do you know if Carlos Palamino is running any lists like iLounge or Tech Pros anymore? -----Original Message----- From: Blind-sysadmins [mailto:blind-sysadmins-bounces@lists.hodgsonfamily.org] On Behalf Of Scott Granados Sent: Thursday, December 06, 2012 3:16 PM To: Blind sysadmins list Subject: Re: [Blind-sysadmins] Blindness and customer consulting question Good points. I've only been outright discriminated against once by Sprint of all things. They actually told me they wouldn't hire me because of my disability. I'm not the legal action type though. My experience has been it's just easier to move on to the next one. At least in the technical fields, there are to many jobs out there to get hung up on multi year court actions and all the stress that goes with it. I also think that other fields have a higher level of discrimination. My experience has been more people find the technical challenges interesting and as long as you carry your weight who cares. I think the best plan of action is to bring it up with the hiring manager during the offer phase. I really appreciate your input. On Dec 6, 2012, at 3:05 PM, "John G. Heim" <jheim(a)math.wisc.edu> wrote: > My opinion is that you really have very little to lose by telling them > in advance. If they don't want you, it doesn't matter whether they > reject you during the hiring process or after you are hired. I > suppose it may be easier to prove discrimination if they got rid of > you after you were actually hired but I don't think that is a > practical consideration. I think it's too hard to prove discrimination > and too much of a hassle even in the best case. > > On the other hand, since the job is with a city government, they might > have affirmative action criteria. At the very least, they'd have > lawyers to advise them that they can't just show you the door for showing up blind. > I've talked to employers about this and, first of all, a lot of them > aren't aware of the law. They think they can hire or fire anybody they > like. So they fire you and it's up to you to find a lawyer and to > prove discrimination. That seems unlikely with a city government. > Still, you could end up with a boss who resents having to work with a > disabled person. It doesn't really matter if it's ridiculous. People > are crazy. Every little thing you do wrong is going to be blamed on > your disability. I think it is better to know in advance. > > Secondly, a lot of employers say they'd never trust anyone who "hid" > their disability during the hiring process. This is unfair, of course, > but there isn't much you can do about it. Personally, I think it's a > cover for not wanting to hire a disable person. I think people who > blame a disable person for hiding their disability would never hire a disabled person anyway. > > The good news is that I think most people are open minded abut hiring > blind people especially in technical fields. I have heard a bzillion > horror stories but I still have to believe the bigots are well in the > minority. My point is that you really have nothing to lose by finding > out if your employer is open minded ahead of time. > > > -----Original Message----- > From: Blind-sysadmins > [mailto:blind-sysadmins-bounces@lists.hodgsonfamily.org] On Behalf Of > Scott Granados > Sent: Thursday, December 06, 2012 1:00 PM > To: Blind sysadmins list > Subject: [Blind-sysadmins] Blindness and customer consulting question > > Here's a non technical but job related question I'd love to get input on. > > BACKGROUND > I am in the job search again. I'm employed but looking for a change > so I've been out there shopping myself around with some great results. > One of the possibilities is being a resident engineer for Juniper > which would be a real feather in my cap not to mention one of my > favorite vendors. The entire interview process has been over the > telephone. I've gone through some extremely in-depth technical > screening and tested above all the other candidates. The assignment > would be a year gig with a city government in Florida as the Juniper > consultant on the job. I'd help with the implementation and migration > from another vendor to Juniper across their network and it's a small > network compared to what I've managed before but something like a large campus environment. > There may be a face to face meeting with the customer ahead of time > which would solve my problem because obviously at that point they > would know my disability and it would remove the shock factor. > However, there's a possibility that I could get an offer never having met anyone in person. > > QUESTION > Question is, what if anything should I say about my disability? > Clearly I have the technical chops for the job but do I really want to > sign an offer letter and just show up at the job site? On the flip > side, it shouldn't matter and I know the legal arguments but many > people just aren't open minded. What would you all do and how would > you approach this? I have a 20 year work history but never been hired > or interviewed exclusively over the phone before. Should I bring it > up? Keep in mind I'd have to relocate for this job so I'd rather not > show up on day 1 and get shown the door.:) What do you think? > > Thanks > Scott > > > > _______________________________________________ > Blind-sysadmins mailing list > Blind-sysadmins(a)lists.hodgsonfamily.org > http://lists.hodgsonfamily.org/listinfo/blind-sysadmins > > _______________________________________________ > Blind-sysadmins mailing list > Blind-sysadmins(a)lists.hodgsonfamily.org > http://lists.hodgsonfamily.org/listinfo/blind-sysadmins _______________________________________________ Blind-sysadmins mailing list Blind-sysadmins(a)lists.hodgsonfamily.org http://lists.hodgsonfamily.org/listinfo/blind-sysadmins

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Tech pros?
by Frank Ventura 10 Dec '12

10 Dec '12

Scott, do you know if Carlos Palamino is running any lists like iLounge or Tech Pros anymore? -----Original Message----- From: Blind-sysadmins [mailto:blind-sysadmins-bounces@lists.hodgsonfamily.org] On Behalf Of Scott Granados Sent: Thursday, December 06, 2012 3:16 PM To: Blind sysadmins list Subject: Re: [Blind-sysadmins] Blindness and customer consulting question Good points. I've only been outright discriminated against once by Sprint of all things. They actually told me they wouldn't hire me because of my disability. I'm not the legal action type though. My experience has been it's just easier to move on to the next one. At least in the technical fields, there are to many jobs out there to get hung up on multi year court actions and all the stress that goes with it. I also think that other fields have a higher level of discrimination. My experience has been more people find the technical challenges interesting and as long as you carry your weight who cares. I think the best plan of action is to bring it up with the hiring manager during the offer phase. I really appreciate your input. On Dec 6, 2012, at 3:05 PM, "John G. Heim" <jheim(a)math.wisc.edu> wrote: > My opinion is that you really have very little to lose by telling them > in advance. If they don't want you, it doesn't matter whether they > reject you during the hiring process or after you are hired. I > suppose it may be easier to prove discrimination if they got rid of > you after you were actually hired but I don't think that is a > practical consideration. I think it's too hard to prove discrimination > and too much of a hassle even in the best case. > > On the other hand, since the job is with a city government, they might > have affirmative action criteria. At the very least, they'd have > lawyers to advise them that they can't just show you the door for showing up blind. > I've talked to employers about this and, first of all, a lot of them > aren't aware of the law. They think they can hire or fire anybody they > like. So they fire you and it's up to you to find a lawyer and to > prove discrimination. That seems unlikely with a city government. > Still, you could end up with a boss who resents having to work with a > disabled person. It doesn't really matter if it's ridiculous. People > are crazy. Every little thing you do wrong is going to be blamed on > your disability. I think it is better to know in advance. > > Secondly, a lot of employers say they'd never trust anyone who "hid" > their disability during the hiring process. This is unfair, of course, > but there isn't much you can do about it. Personally, I think it's a > cover for not wanting to hire a disable person. I think people who > blame a disable person for hiding their disability would never hire a disabled person anyway. > > The good news is that I think most people are open minded abut hiring > blind people especially in technical fields. I have heard a bzillion > horror stories but I still have to believe the bigots are well in the > minority. My point is that you really have nothing to lose by finding > out if your employer is open minded ahead of time. > > > -----Original Message----- > From: Blind-sysadmins > [mailto:blind-sysadmins-bounces@lists.hodgsonfamily.org] On Behalf Of > Scott Granados > Sent: Thursday, December 06, 2012 1:00 PM > To: Blind sysadmins list > Subject: [Blind-sysadmins] Blindness and customer consulting question > > Here's a non technical but job related question I'd love to get input on. > > BACKGROUND > I am in the job search again. I'm employed but looking for a change > so I've been out there shopping myself around with some great results. > One of the possibilities is being a resident engineer for Juniper > which would be a real feather in my cap not to mention one of my > favorite vendors. The entire interview process has been over the > telephone. I've gone through some extremely in-depth technical > screening and tested above all the other candidates. The assignment > would be a year gig with a city government in Florida as the Juniper > consultant on the job. I'd help with the implementation and migration > from another vendor to Juniper across their network and it's a small > network compared to what I've managed before but something like a large campus environment. > There may be a face to face meeting with the customer ahead of time > which would solve my problem because obviously at that point they > would know my disability and it would remove the shock factor. > However, there's a possibility that I could get an offer never having met anyone in person. > > QUESTION > Question is, what if anything should I say about my disability? > Clearly I have the technical chops for the job but do I really want to > sign an offer letter and just show up at the job site? On the flip > side, it shouldn't matter and I know the legal arguments but many > people just aren't open minded. What would you all do and how would > you approach this? I have a 20 year work history but never been hired > or interviewed exclusively over the phone before. Should I bring it > up? Keep in mind I'd have to relocate for this job so I'd rather not > show up on day 1 and get shown the door.:) What do you think? > > Thanks > Scott > > > > _______________________________________________ > Blind-sysadmins mailing list > Blind-sysadmins(a)lists.hodgsonfamily.org > http://lists.hodgsonfamily.org/listinfo/blind-sysadmins > > _______________________________________________ > Blind-sysadmins mailing list > Blind-sysadmins(a)lists.hodgsonfamily.org > http://lists.hodgsonfamily.org/listinfo/blind-sysadmins _______________________________________________ Blind-sysadmins mailing list Blind-sysadmins(a)lists.hodgsonfamily.org http://lists.hodgsonfamily.org/listinfo/blind-sysadmins

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Meeting with my Manager to discuss my roles & possible workarounds
by Barry Toner 10 Dec '12

10 Dec '12

Folks, I've a fairly big meeting coming up tomorrow and would appreciate any and all of your thoughts. Both in-terms of suggestions of what I've said below, as well as what I can go armed with for tomorrow's meeting. Hi Brian, 14:00/17:00 at my desk is fine for tomorrow. Looking at the areas to be covered I have some immediate thoughts, but will consider in-depth prior to our meeting. 1. Are you able to access and configure our Wyse thin client terminals. I would need a scenario for this to be able to provide a possible answer. I would also need further information on say how you or Liam would configure the Wyse Thin Client Terminals. How easily and effectively can you perform admin tasks within Windows Server 2003 and 2008? I've asked Liam to create an admin username and password for you in this respect. There are two possible routes. Either we have JAWS installed on the Server and use it's RDP licence to allow me to remote from my desktop into the Windows servers. Or depending on the tasks to be performed we look at the Remote Admin tools through the Microsoft Management Console 2. How easily and effectively can you perform admin tasks within the Citrix environment? This would again depend on the specific tasks that are required of me. Though I suspect we would need to look at Remote Admin options or JAWS with it's Citrix licence. Which we need to go through the Access To Work letter together for me to be clear how I go about ordering JAWS. I know plenty of UK distributors, but not what the Access To Work process is for this. 4. Are you able to utilise the Wasp Asset Management software and printer? How will you identify ICT assets to go on the inventory? 3. What would you require to be able to manage the storage, allocation and re-ordering of ICT consumables (printer toners, thin clients, keyboards, mice etc.)? I would require a storage room with shelves and be allowed to organise this room myself. I would propose using my Pen Friend labeller to tag each item that isn't' apparent solely through touch. EG. Printer Toners. In-terms of allocation if the user was located within HQ I would retrieve their requested item, and contact them to arrange they pick the item in question up at my desk. Regarding re-ordering. I have ordered Toners from the Supplies Team several times. I typically request a quote, if I'm unsure on the pricing I confirm with Liam that he's happy. I then retrieve the PO book and forward the quote to Brendan in Finance who completes the PO, scans it in, emails it back to me. I then save this attachment, and send an email to the Supplies Team to place the order. I then complete the next available section in our ICT Purchases spread sheet. Can you access our current Trend anti-virus solution in order to perform routine checks and generate reports? I have yet to be shown where this is located on our Servers. However, I have been able to use the client installed on my desktop. I would expect this should be reasonably accessible or can be made so. Either with a bit of time to allow me to familiarise myself with it or scripting for JAWS. 7. Can you access MailMarshall in order to perform routine checks, manage quarantined mail and generate reports? I've honestly no idea as I haven't looked at this software as of yet, or how we access it. 8. Can you access Cloudstream services to perform routine checks, manage quarantined mail and generate reports? I've honestly no idea as I haven't looked at this software as of yet, or how we access it. 9. What conclusions have you reached about helpdesk software? What are you thoughts about Spiceworks? 10. How effectively can you utilise the PRTG network management software? Regards, Barry. Barry Toner ICT Assistant ICT Department Clanmil Housing Northern Whig House 3 Waring Street Belfast BT1 2DX Tel: 02890 876000 Fax: 02890 876001

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Meeting with my Manager to discuss my roles & possible workarounds
by Barry Toner 10 Dec '12

10 Dec '12

Folks, I've a fairly big meeting coming up tomorrow and would appreciate any and all of your thoughts. Both in-terms of suggestions of what I've said below, as well as what I can go armed with for tomorrow's meeting. Hi Brian, 14:00/17:00 at my desk is fine for tomorrow. Looking at the areas to be covered I have some immediate thoughts, but will consider in-depth prior to our meeting. 1. Are you able to access and configure our Wyse thin client terminals. I would need a scenario for this to be able to provide a possible answer. I would also need further information on say how you or Liam would configure the Wyse Thin Client Terminals. How easily and effectively can you perform admin tasks within Windows Server 2003 and 2008? I've asked Liam to create an admin username and password for you in this respect. There are two possible routes. Either we have JAWS installed on the Server and use it's RDP licence to allow me to remote from my desktop into the Windows servers. Or depending on the tasks to be performed we look at the Remote Admin tools through the Microsoft Management Console 2. How easily and effectively can you perform admin tasks within the Citrix environment? This would again depend on the specific tasks that are required of me. Though I suspect we would need to look at Remote Admin options or JAWS with it's Citrix licence. Which we need to go through the Access To Work letter together for me to be clear how I go about ordering JAWS. I know plenty of UK distributors, but not what the Access To Work process is for this. 4. Are you able to utilise the Wasp Asset Management software and printer? How will you identify ICT assets to go on the inventory? 3. What would you require to be able to manage the storage, allocation and re-ordering of ICT consumables (printer toners, thin clients, keyboards, mice etc.)? I would require a storage room with shelves and be allowed to organise this room myself. I would propose using my Pen Friend labeller to tag each item that isn't' apparent solely through touch. EG. Printer Toners. In-terms of allocation if the user was located within HQ I would retrieve their requested item, and contact them to arrange they pick the item in question up at my desk. Regarding re-ordering. I have ordered Toners from the Supplies Team several times. I typically request a quote, if I'm unsure on the pricing I confirm with Liam that he's happy. I then retrieve the PO book and forward the quote to Brendan in Finance who completes the PO, scans it in, emails it back to me. I then save this attachment, and send an email to the Supplies Team to place the order. I then complete the next available section in our ICT Purchases spread sheet. Can you access our current Trend anti-virus solution in order to perform routine checks and generate reports? I have yet to be shown where this is located on our Servers. However, I have been able to use the client installed on my desktop. I would expect this should be reasonably accessible or can be made so. Either with a bit of time to allow me to familiarise myself with it or scripting for JAWS. 7. Can you access MailMarshall in order to perform routine checks, manage quarantined mail and generate reports? I've honestly no idea as I haven't looked at this software as of yet, or how we access it. 8. Can you access Cloudstream services to perform routine checks, manage quarantined mail and generate reports? I've honestly no idea as I haven't looked at this software as of yet, or how we access it. 9. What conclusions have you reached about helpdesk software? What are you thoughts about Spiceworks? 10. How effectively can you utilise the PRTG network management software? Regards, Barry. Barry Toner ICT Assistant ICT Department Clanmil Housing Northern Whig House 3 Waring Street Belfast BT1 2DX Tel: 02890 876000 Fax: 02890 876001

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Blindness and customer consulting question
by Scott Granados 07 Dec '12

07 Dec '12

Here's a non technical but job related question I'd love to get input on. BACKGROUND I am in the job search again. I'm employed but looking for a change so I've been out there shopping myself around with some great results. One of the possibilities is being a resident engineer for Juniper which would be a real feather in my cap not to mention one of my favorite vendors. The entire interview process has been over the telephone. I've gone through some extremely in-depth technical screening and tested above all the other candidates. The assignment would be a year gig with a city government in Florida as the Juniper consultant on the job. I'd help with the implementation and migration from another vendor to Juniper across their network and it's a small network compared to what I've managed before but something like a large campus environment. There may be a face to face meeting with the customer ahead of time which would solve my problem because obviously at that point they would know my disability and it would remove the shock factor. However, there's a possibility that I could get an offer never having met anyone in person. QUESTION Question is, what if anything should I say about my disability? Clearly I have the technical chops for the job but do I really want to sign an offer letter and just show up at the job site? On the flip side, it shouldn't matter and I know the legal arguments but many people just aren't open minded. What would you all do and how would you approach this? I have a 20 year work history but never been hired or interviewed exclusively over the phone before. Should I bring it up? Keep in mind I'd have to relocate for this job so I'd rather not show up on day 1 and get shown the door.:) What do you think? Thanks Scott

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comment on CPU/mobo/memeory selections
by John G. Heim 05 Dec '12

05 Dec '12

Please (seriously, please!) comment on these selections for a new build. I have to order by Dec 31. I picked the most popular I3 processor on newegg. Then I picked the cheapest Asus mobo with 4x memory slots (in case I ever want to go up to 16Gb). Then I picked the cheapest 2x4Gb 1600 memory. But I'm a bit iffy on how to know if all these parts are compatible. Intel Core i3-2100 Sandy Bridge 3.1GHz LGA 1155 65W Dual-Core Desktop Processor $120 http://www.newegg.com/Product/Product.aspx?Item=N82E16819115078 ASUS P8B75-V LGA 1155 Intel B75 SATA 6Gb/s USB 3.0 ATX Intel Motherboard $90 http://www.newegg.com/Product/Product.aspx?Item=N82E16813131835 CORSAIR Vengeance 8GB (2 x 4GB) 240-Pin DDR3 SDRAM DDR3 1600 Desktop memory $36 http://www.newegg.com/Product/Product.aspx?Item=N82E16820233144

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Microsoft SCCM
by Berwick, Jeff 05 Dec '12

05 Dec '12

Hi all, Is anybody using Microsoft SCCM to remote control user's computers? I am being offered a position for which I need to use this program. Preliminary testing shows that the program itself is accessible, however I am unable to get any speech feedback from JFW14 regarding the remote machine. For additional information, I can find the computer, right click it, select Start and then Remote Tools from the menu. Any advice is welcomed! Tia, Jeff JEFF BERWICK Specialist, Response Centre, Member Services Ontario Medical Association 150 Bloor St. West, Suite 900, Toronto, Ontario M5S 3C1 tel: 416.340.2955 | tf: 1.800.268.7215 ext. 2955 | fax: 416.340.2944 email: jeff.berwick(a)oma.org | web: www.oma.org<http://www.oma.org/> Facebook: http://www.facebook.com/Ontariosdoctors | Twitter: http://twitter.com/#!/ontariosdoctors | YouTube: http://www.youtube.com/OntMedAssociation Please consider the environment before printing this e-mail.

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determing pc power needs?
by David Mehler 04 Dec '12

04 Dec '12

Hello, This one is for PC builders. I've been gathering parts mostly in the last month for a new PC. Currently I have a Gigabyte 970 USB 3 motherboard, 32 GB of ddr3 1866 ram, and an 8 core processor that part alone I know takes 125W of power. Ok, the power supply will need to be an ATX12V supply I've found two on newegg I like one for 500W the other for 530W both around the same price. My problem is determining my current power usage needs, currently I'm guessing, and future needs. This box will eventually have all six SATA3 ports used, one CD/DVD burner, one SSD drive, and four 7200 RPM SATA3 drives 1 TB or greater. Opinions on power? Also, SLI and Crossfire ready do I need to worry about those? Thanks. Dave.

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