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I understand that most softwares mostly overlap in providing established algorithms that do the analysis for us. I am a novice bioinformatician and I have a biology/biotech background. Let's assume I have all the time at my disposal. PS: So far I am planning to learn R, Linux, and maybe Perl as somewhere stated in another thread which seems to be the de facto for a person in bioinformatics. I already have some decent amount of Python and web framework. LAMMPS Molecular Dynamics Simulator lamp: a device that generates light, heat, or therapeutic radiation; something that illumines the mind or soul-- www.dictionary.com hover to animate -- input script physical analog (start. MDWeb is a personal workspace providing standard protocols to prepare structures, run standard molecular dynamics simulations and to analyze trajectories. MDWeb is based on well known simulation programs like Amber, NAMD and. Users should not redistribute or sell the programs, nor is any liability accepted for their use, either by STFC or the program authors. It is a requirement on the user that the programs be fully tested for their intended. Software for molecular modeling. Molecular Dynamics simulations (DNA, proteins, water, liquids, solids, gases) and Quantum chemistry with PC GAMESS/Firefly, NWChem, CP2K. Molecular dynamics simulations are important tools for understanding the physical basis of the structure and function of. Although the widely used programs (such as CHARMM 20 and its direct descendants AMBER 21 and. List of software for molecular mechanics modeling This is a list of. This is a list of computer programs that are predominantly used for molecular. Molecular dynamics simulation program to explore free energy surfaces in. Computational Collaboration Project No 5. CCP5 Program Library(From the Book: Computer Simulation of Liquids). Programs from the Book: ``Computer Simulation of Liquids'' by M. P. Tildesley Clarendon Press Oxford 1. Tildesley published by Oxford University Press 1. They are made freely available to members of CCP5 in the hope that they will be useful. The intention is to clarify points made in the text rather than to provide a. We ascribe no commercial value to the programs themselves. Although a few complete programs are provided our aim has been to offer building blocks rather than black boxes. As far as we are aware the programs work correctly but we can accept no responsibility for the. You should always check out a routine for your particular application. The programs contain some explanatory comments and are written in the main in FORTRAN- 7. One or two routines are written in BASIC for use on microcomputers. In the absence of any. BASIC we have chosen a very rudimentary dialect. These programs have been run on an Acorn model B computer. 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Employee wellness programs have. With tax incentives and grants. A version of this article appeared in the December 2010 issue of Harvard Business Review. STATE EMPLOYEES HEALTH FITNESS AND EDUCATION. A state agency may use available facilities for health fitness programs. The Idea in Brief Employee wellness programs have often been viewed as a nice extra, not a strategic imperative. But the data show otherwise. The ROI on comprehensive, well- run employee wellness programs can be as high as 6 to 1. The most successful programs have six essential pillars: engaged leadership at multiple levels; strategic alignment with the company. Companies in a variety of industries have included all six pillars in their employee wellness programs and have reaped big rewards in the form of lower health care costs, greater productivity, and higher morale. Since 1. 99. 5, the percentage of Johnson & Johnson employees who smoke has dropped by more than two- thirds. The number who have high blood pressure or who are physically inactive also has declined. Well, it turns out that a comprehensive, strategically designed investment in employees. Newer evidence tells a different story. With tax incentives and grants available under recent federal health care legislation, U. S. Government incentives or not, healthy employees cost you less. Doctors Richard Milani and Carl Lavie demonstrated that point by studying, at a single employer, a random sample of 1. The participants were not heart patients, but they received cardiac rehabilitation and exercise training from an expert team. Of those classified as high risk when the study started (according to body fat, blood pressure, anxiety, and other measures), 5. Furthermore, medical claim costs had declined by $1,4. A control group showed no such improvements. The bottom line: Every dollar invested in the intervention yielded $6 in health care savings. We. In 2. 00. 1 MD Anderson Cancer Center created a workers. Within six years, lost work days declined by 8. Cost savings, calculated by multiplying the reduction in lost work days by average pay rates, totaled $1. SAS Institute, thanks in part to a highly effective employee wellness program. What. A study by Towers Watson and the National Business Group on Health shows that organizations with highly effective wellness programs report significantly lower voluntary attrition than do those whose programs have low effectiveness (9% vs. At the software firm SAS Institute, voluntary turnover is just 4%, thanks in part to such a program; at the Biltmore tourism enterprise, the rate was 9% in 2. According to Vicki Banks, Biltmore. The number one answer: the wellness program. Nelnet asks departing employees in exit interviews what they will miss most. The number one answer: the wellness program. To understand the business case for investing in employee health, we examined existing research and then studied 1. In group and individual interviews, we met with about 3. CEOs and CFOs. We asked about what works, what doesn. Using our findings, we. Passes to fitness clubs and nutrition information in the cafeteria are not enough, as you.
Pillar 1: Multilevel Leadership. It. Some cite lack of time, little perceived benefit, or just a distaste for exercise. A few think their health is none of the company. As with any worthwhile initiative, creating a culture of health takes passionate, persistent, and persuasive leadership. The C- suite. Although employee health correlates with financial health, workers won. If the CEO makes time for exercise, for instance, employees will feel less self- conscious about taking a fitness break. When MD Anderson initiated its wellness program, president John Mendelsohn took walks throughout the building with wellness coach Bill Baun. For many, it was the first time the president had been in their work space or had shaken their hand, and he tended to start conversations with . J& J has only a few companywide mandates. Two concern health: Any employee with HIV/AIDS will have access to antiretroviral treatment, and all J& J facilities will be tobacco free. The latter mandate was implemented in 2. Both decisions demonstrated serious commitment from the top. Middle managers. Except in tiny companies, most employees report to a middle manager. By shaping minicultures in the workplace, middle managers can support employees. Some companies even ask managers to adopt a personal health goal as one of their unit. The best wellness managers connect their expertise to the culture and strategy of the organization. These people are collaborative by nature, and analytical and credible by background and performance. No company in our study embodies this concept better than supermarket chain H- E- B, which has more than 7. With more than 5. Pillar 2: Alignment. It. As management priorities shift, the opportunity to integrate a culture of health can pass. Ideally, a wellness program should be a natural extension of a firm. But many executives forget that the cultural shift takes time. Planning and patience. At Healthwise, CEO Don Kemper. The company holds monthly all- staff meetings that always include a wellness team report on current wellness activities and resources. It sponsors an annual Wellness Day, featuring speakers and health- related activities, when employees are encouraged to reflect on the question . One executive calls it . Senior management unexpectedly required health screenings to educate workers about their health risk factors. Not ready to address such personal topics and confused about the company. The company then hired professional wellness staff and developed a comprehensive, long- term wellness strategy. It now emphasizes early communication and clear explanations to give employees time to ask questions and prepare for change. Today employees embrace Nelnet. There are, for example, many horror stories about managers who suddenly mandated smoke- free work sites, with violators risking termination. That just sends the behavior underground instead of providing support in beating an addiction. Before instituting its tobacco- free policy in 2. Starting in January 2. Lowe. Take Chevron, where 6. Fitness for duty is a central concern on oil platforms and rigs, in refineries, and during the transport of fuel. To reinforce the mantra that healthy workers are safer workers, Chevron has developed a strong wellness program that includes a comprehensive cardiovascular health component, a 1. K- a- day walking activity, fitness centers, a repetitive- stress- injury prevention program, and work/life services. Where Chevron does business in countries that lack basic health care resources, it plays a leadership role by partnering with local health ministries, NGOs, and other private sector firms to build infrastructure that helps to combat diseases such as HIV, malaria, and tuberculosis. For example, Chevron employees staff two hospitals and four clinics in Nigeria, including a riverboat clinic that sends health care providers to riverside communities. Pillar 3: Scope, Relevance, and Quality. It. Exercise is exercise, right? Depression and stress, in particular, have proved to be major sources of lost productivity. Wellness program administrators need to think beyond diet and exercise. Biltmore, for example, offers a nondenominational chaplain service. The services are confidential, free, and voluntary. The chaplains meet their clients at sites ranging from the family residence to a funeral home to Starbucks. Individualization. Many organizations use online employee HRAs to guide investment in wellness. An HRA combines a lifestyle survey and biometric tests such as blood pressure, cholesterol, glucose, and body mass index. The lifestyle responses (stress levels, physical activity, eating patterns, tobacco and alcohol use, and other health behavior information) are often combined with the biometric data to calculate a health- risk status, or . Employees can often complete their biometric tests at company health fairs or on- site medical clinics. Companies are required by law to protect individual health information, but managers can receive aggregated data that identify categories of greatest need and document changes in workforce health status. H- E- B, for example, tracks the percentage of employees in each retail territory and business unit who are at risk in areas such as high blood pressure, physical inactivity, and smoking against benchmark goals. The information helps management decide where to allocate resources. Persuading employees to complete HRAs is a challenge, of course, for reasons ranging from privacy, to limited self- awareness about biometric numbers such as blood pressure, to lack of computer access. J& J, however, has managed to achieve an HRA participation rate above 8. High participation plus a comprehensive HRA instrument enables J& J to tailor its wellness programs from business to business: One may focus more on cancer prevention, another on diabetes, and so on. Consider, for instance, when MD Anderson became the first health care organization to earn gold- standard accreditation from the CEO Roundtable on Cancer. Earning the accreditation is no small task: It requires tobacco- free work sites, benefit plans that cover recommended cancer screenings, assistance to employees with cancer in entering appropriate clinical trials, and investment in workers. Many people throughout the organization view this commitment as a badge of honor. Fun. Never forget the pleasure principle in wellness initiatives. For example, Healthwise. Employees who perceive them as substandard won. Communication services provider Comporium, for example, has an on- site health and wellness center staffed by an independent medical practice including nurse- practitioners (NPs), with a physician available as needed. It offers useful services such as hypertension management and treatment for strep throat and sinus infections. Initially, the program faltered because quality was not perceived as high. But the company turned that around, and now the experienced NPs enjoy a loyal following of employees, spouses, and eligible retirees. Program participation exceeds Comporium. Nearly three- quarters of the employees at SAS. In the words of Gale Adcock, the director of corporate health services, . Government Fitness Grants. PEP Recipients See a Silver Lining. A rainbow has sprung from the ongoing storm of budget cuts that has swirled around physical education (PE) in U. S. Department of Education announced that 2. Carol M. White Physical Education for Progress (PEP) Program for school year 2. PEP grants provide funds directly to schools to purchase sports/fitness equipment and train teachers to apply innovative PE programs in schools and communities. These grants represent real money getting into schools and communities.”. This year’s grant awards, which were awarded to communities across 4. PEP funding will be spent on a wide array of sports products, including pedometers, heart rate monitors, fitness assessment technology, inline skates, climbing walls, cross- country skis, treadmills and traditional sports equipment. This “Novice” component focused on awarding grants to small public schools, private schools, faith- based organizations and community- based organizations. More than 1. 05 novice grants were awarded, all to organizations that had not previously secured federal funding. These community- based organizations provide physical education in school districts with no PE teachers or facilities. Congress is likely to finalize next year’s PEP appropriation within the next 6. Department of Health & Human Services (USHHS) has awarded 1. Funds will be used to implement community action plans that target a variety of populations, including people of low income, the disabled, youth, senior citizens, the uninsured and underinsured, and people at high risk. Partners include departments of education and health, various other government agencies, school districts, health care providers, national and local health organizations, faith- based agencies, private- sector groups, and academic institutions. Six programs include a YMCA partner. |
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