Development of a Detector Control System for the ATLAS Pixel Detector

The innermost part of the ATLAS experiment will be a pixel detector containing around 1750 individual detector modules. A detector control system (DCS) is required to handle thousands of I/O channels with varying characteristics. The main building blocks of the pixel DCS are the cooling system, the power supplies and the thermal interlock system, responsible for the ultimate safety of the pixel sensors. The ATLAS Embedded Local Monitor Board (ELMB), a multi purpose front end I/O system with a CAN interface, is foreseen for several monitoring and control tasks. The Supervisory, Control And Data Acquisition (SCADA) system will use PVSS, a commercial software product chosen for the CERN LHC experiments. We report on the status of the different building blocks of the ATLAS pixel DCS.Comment: 3 pages, 2 figures, ICALEPCS 200

Supersymmetric Musings on the Predictivity of Family Symmetries

We discuss the predictivity of family symmetries for the soft supersymmetry breaking parameters in the framework of supergravity. We show that unknown details of the messenger sector and the supersymmetry breaking hidden sector enter into the soft parameters, making it difficult to obtain robust predictions. We find that there are specific choices of messenger fields which can improve the predictivity for the soft parameters.Comment: 20 pages, 5 figure

A classification of human resource management bundles for the inclusion of vulnerable workers

BackgroundDespite the societal importance to improve understanding of the role of employers in the inclusion of workers with a distance to the labor market, scant knowledge is available on the effectiveness of human resource management (HRM) bundles for the inclusion of vulnerable workers. ObjectiveThis paper studies which HRM bundles are applied by employers that hired people with a distance to the labor market, and to what extent these different bundles of HRM practices are related to employment of workers with specific vulnerabilities, such as people with disabilities or people with a migration background. MethodsA latent class analysis of 1,665 inclusive employers was used to identify HRM bundles based on seven HRM practices: financial support practices, specialized recruitment, promotion and career opportunities, training opportunities, part-time work, job crafting, and adaptations to the workplace. ResultsSix bundles were identified: a recruitment and development bundle (34.4% of employers), a development bundle (24.8%), maintenance-focused practices (16.5%), a recruitment bundle (9.4%), a sustainable employment bundle (8.9%), and passive HRM (6.0%). Post-hoc analyses showed the probability of hiring specific vulnerable groups for each bundle (e.g., sustainable employment bundles showed the highest overall probability to hire people with a physical disability). ConclusionNuancing what is suggested in strategic HRM literature, we conclude that both extensive HRM and focused HRM bundles can be successful for the employment of vulnerable workers. In conclusion, there is no one-size-fits-all approach to inclusive employment and employers, large or small, can tailor their HRM systems to include vulnerable workers