Integrating Log-Ratio position processing for the Los Alamos Proton Storage Ring extraction line

The Los Alamos Proton Storage Ring (PSR) compressor ring intended to accept 1-msec-long p macropulses from the LAMPF linear accelerator and compress these pulses to 250 nsec in length. Beam position monitor sensors of the terminated strip-line design centered at 200 nsec are provided in the transport line from LAMPF, the PSR injection line, the PSR ring, and the extracted beam line. Strip-line sensors used in conjunction with phase processing are a good match for linac transport lines and PSR injection lines where there exists a strong 200-MHz frequency component but lead to difficulties in the ring and extracted beam line where this component tends to wash out. This paper describes the development of Integrating Log-Ratio processing techniques, which utilize the original strip line sensors to achieve a major improvement in position monitoring for the extracted beam line. The design concepts are discussed and the present hardware is described in detail. Operational difficulties encountered during the development process are discussed and actual beam-related results are provided

The characterization of interface roughness and other defects in multilayers by x-ray scattering

In this paper we present some theoretical and experimental results on the characterization of roughness in thin films and multilayers by scattering techniques. Particular attention is focused on the difference between specular and diffuse scattering and on correlated roughness between interfaces. 5 refs., 3 figs

X-ray scattering studies of multilayer interfaces

The results of specular and diffuse x-ray scattering studies of multilayers are discussed. We show here that such studies can yield detailed statistical information about the interfacial roughness and morphology. Results on a GaAs/AlAs multilayer are presented and the data is analyzed within the Born approximation

The measurements of parity violation in resonant neutron-capture reactions

The study of parity violation in total (n,{gamma}) cross sections on {sup 139}La and {sup 117}Sn targets was performed at the LANSCE pulsed neutron source using longitudinally polarized neutrons and a BaF{sub 2} detector. The effect of parity nonconservation in the {sup 139}La(n,{gamma}) reaction for the resonance at E{sub n}=0.73 eV was confirmed. New results for p-wave resonances in the {sup 117}Sn(n, {gamma}) reaction were obtained. A comparison between the capture and transmission techniques is presented. 12 refs., 5 figs., 1 tab

PharmaSUG 2015 -Paper PO02

ABSTRACT Breaking the vertical and/or horizontal axis can simplify the figure, improve aesthetics, and save space. Two SAS samples 48330 and 38765 have provided examples to break the vertical axis. However, using ENTRY and DRAWLINE statements can create a much better break

Photopolymerization of Maleimide/N-Vinylpyrrolidone hydrogels

Photo-induced free radical polymerization of N-substituted malemides (MI) with vinyl ethers has been extensively studied in the past few years. These UV curable systems have the advantage of undergoing rapid polymerization without addition of any external photoinitiator (PI). The mechanism of initiation in the case of MI/vinyl ether system involves an electron transfer followed by a proton transfer, and it was found that the rate of polymerization and degree of conversion are highly dependent on presence of labile hydrogens. In this present study, polymerization of photoinitiator free donor/acceptor pair has been extended to the synthesis of polymers which function as hydrogels for controlled-release studies. Hydroxy pentyl malemide (HPMI) and N-vinyl pyrrolidone (NVP) were chosen as acceptor and donor respectively due to their water solubility. Glucose,l,l-diethoxy ethane (DEE) and isopropyl alcohol (IPA) were used as hydrogen donors. Polymerization exotherms and swelling behavior indicate that the NVP/HPMI/glucose system exhibits the highest polymerization rate with high swelling ability. Laser flash photolysis experiments were carried out to elucidate the photoinitiation mechanism

PharmaSUG 2015 -Paper MS04

ABSTRACT Recruiting statistical programmers for lead positions who can be subject matter experts, plan work and direct teams is a formidable task. Finding the right combination of programming experience, clinical development knowledge, and leadership can prove to be elusive. After finding candidates, making the accurate decision to hire might be indefinable. In a widely quoted study on recruiting by the Recruiting Roundtable, 50% of hires are regretted either by the employer or by the new employee within just six months. 1 With the average number of work days to fill an opening being 58 days for companies >5000 employees 2 , can a pharmaceutical company better its odds in making the right selection over just flipping a coin? Improving ones odds means creating a better assessment process for both the company and the candidate. The company must assess whether a candidate meets minimum qualifications, has the capability to perform the job, and fits into the business' culture. To accomplish this task for statistical programming, the hiring process needs to assess six capability categories: Programming, Clinical Development, Leadership, Delivery Skills, Functional Technology, and Communication. Through use of coordinated questions at specific screenings stages, a company is better able to assess a candidate's capabilities while providing better insight to the candidate regarding job expectations and company culture. This paper will present the selection process being implemented to significantly reduce the chances of regret at a large pharmaceutical company delivering a late stage portfolio. . TO HIRE OR NOT TO HIRE? Job interviews are a strange event in human interaction. It is a courtship between two people eager to fill a need: a manager looking to fill an open position and a candidate looking for change, be it job, company, or career. Each person in the endeavor wants to say "yes". The manager wants to end their search so they can get back to their real job. The candidate wants to end their search so they can start their new business life. If all parties involved want the same outcome and want it quickly, then why do companies with more than 5000 employees take up to 58 business days to fill an opening? The reason may be that the hiring process and interview methodology used is not conducive for a quick, positive outcome. If one performs an internet search on hiring, one will undoubtedly come across a study by the Recruiting Roundtable that touts 50% of hires are regretted within six months, either by the employer or the employee. The research explains that there are three main reasons for this failure in making a good hire: 1. Allowing the candidate to describe themselves instead of having the candidate demonstrate what they can do. 2. Having a selection process that is either not consistent or not evidenced based. 3. Not providing sufficient information to the candidate about what the job is really like. Other studies indicate 46% of resumes have false information 3 and the internet is full of blogs debating whether one actually should lie in an interview. But it is not just the candidate at fault. One study found that 40% of new hires felt they received less than accurate information about a new job. In fact, over 60% of new hires were unhappy because they felt the company misled them during the hiring process. The authors examined their department's hiring and interviewing process and concluded that it was at risk of meeting the issues stated by the Recruiting Roundtable. Namely, the interviewing practice