The CampTrotter state of Mind

The internet was the new generation of the Communications Utility Infrastructure.


The near future will define (or start to define) the next generation Power Utility Infrastructure, only to be followed by the new generation Transportation Utility Infrastructure 7 years later.

Industrial revolutions can occur when technology impacts utilities as opposed to products because all governments require utilities.

The next US President can make the biggest global impact by disrupting oil based energy because enough rich people got burned to finally enable the change.


In the Bailout package, I would bet most corporate tax incentives have to do with Energy. It is the one compromise that both democrats and replublicans can agree.

Tax incentives for the republicans and green energy for the democrats!

They can cooperate together without violating their parties’ perceptions.

I think new energy philosophy and infrastructure will ease the financial burden of transportation investment.

Something like Wireless power for vehicles would easier to develop once the Power aspect is addressed. I think both generation and transmission must be developed with a system mentality and created cohesively.

Google is almost done with Telecom once the cloud is established. They can then focus on energy because a lot of power will be needed if say 30% of the world’s computer activity goes to the clouds.

They will need to create their own solution(like their solar setup) for long term scalable growth without dealing with PG&E’s lobbyists.


It's the Newest World Order!

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We aren't the fastest anymore

Guess what, the Jamaicans are the biggest freaks out!

The rough workkman life in Jamaica has forced them ahead in the evolutionary scale. They are starting to create more freaks per capita than America does. Take their genes combined with traning and nutrition from American universities and you create a superior specimen.

Why do they keeps saying that Brett Favre's deal include a blog?
They try to make the technology seem so difficult and impossible.
I met this New York rapper and told him how to create his own web page for free. He was amazed and thought he seen a ghost. He couldn't believe it.

How sad!

Executive Compensation-How much can a CEO make?

Every company is required to report the compensation structure of their highest ranking employees (Form 8K). This information is public. But basically, the CEO can make an extra 250% of their salary if things go well. The other C's(CFO, CTO, COO) can make around 125 more percent of their's. These critical mass position for the lucrative bonuses starts usually around the Director title at about 130%. See below for the specifics about a high tech company's executive compensation plan.

Our Chief Executive Officer, Chief Financial Officer, the three other most-highly-compensated officers, all other officers, as well as other key employees, are eligible to participate in the Bonus Plan.
Bonuses payable to our CEO and other officers who are subject to Section 16 of the Securities Exchange Act of 1934, as amended (collectively, the "Executive Officers") under the Bonus Plan will be determined by the Compensation Committee.
The target and maximum payouts, both of which are a percentage of base salary, that may be earned by each of our Executive Officers are as follows:
MAXIMUM
POSITION TARGET % PAYOUT %
CEO 100 200
CFO 60 120
SENIOR VICE PRESIDENT 60 120
VICE PRESIDENT 50 100

Under the Bonus Plan, actual payouts to the Executive Officers will be determined by the Compensation Committee based on a formula that takes into account (1) operating income as a percentage of revenue for 2008 (the "Financial Performance Metric") and (2) individual performance (the "Individual Performance Metric"). The Financial Performance Metric will determine the Potential Payout percentage (as specified in the table below) that may be earned by an Executive Officer, and the Individual Performance Metric will then be applied as a multiplier to determine the actual payout. The formula which the Compensation Committee will use to calculate the actual payouts to the Executive Officers (which are subject to the Maximum Payout Percentages specified above) is as follows:
Base Salary * (Target % * Potential Payout % * Individual Performance Metric %) = Actual Payout.
________________________________________
The Financial Performance Metric under the Bonus Plan will be operating income as a percentage of revenue for 2008. Operating income is defined as earnings before income, interest expense, and taxes. The Compensation Committee shall have discretion to exclude from the calculation of the Financial Performance Metric significant, non-recurring items. The Potential Payout Percentage will be calculated based on the following table:
Potential
Operating Income as % of Revenue Payout %
Less than 22 0
22 20
23 30
24 50
25 70
26 90
27 100
28 130
29 160
30 190
31 or higher 200

If the results of the Financial Performance Metric do not appear on the above table, the Potential Payout Percentage shall be calculated on a proportional basis. For example, if 2008 operating income as a percentage of revenue is 25.5%, the Potential Payout Percentage will be 80%.
The Individual Performance Metric will be determined by the Compensation Committee as follows:
• 70% will be based on the individual's performance against specific goals that have been approved by the Board of Directors in the case of the CEO and by the Compensation Committee in the case of other Executive Officers. Individual performance goals may have different weightings.
• 30% will be based on the Compensation Committee's subjective assessment of the overall performance of each Executive Officer.
The Individual Performance Metric may range from 0-125%. In evaluating the performance of the Executive Officers other than the CEO, the Compensation Committee will take into account the CEO's evaluation of whether an individual has met his or her performance goals and the CEO's subjective assessment of overall performance. In evaluating the performance of the CEO, the Compensation Committee may take into account the CEO's self-assessment as well as the assessment of the independent members of the Board of Directors. The Compensation Committee's determination as to whether individual performance goals have been met may be subjective in nature.
Payment of bonuses (if any) will be made in February or early March of 2009. Bonuses normally will be paid in cash in a single lump sum, subject to payroll taxes and tax withholdings.

The key factor

They finally have solved the battery problem. Lithium was the latest technology driving batteries. A professor and some worker ant students added a new wrinkle to the formula and have created a 40 hour laptop battery. Using tiny flexible nano-sized wires, they have been able to add more lithium to the battery meaning longer lasting power. As mentioned before, the Jetson's era is upon us. Battery power has been a huge obstacle for many obvious reasons. The greater battery life, the more inundated society will be with handheld smart devices.
Wired LINK

Coolest thing at CES

The big consumer tech show is currently taking place.
My personal award goes to Microvision (Click Here). They have a hand held projector.
It is size of an old school IPOD and projects at dvd level clarity.
I pick them because they are one my customers. I made a trip to Seattle last year to visit with them and get an update as to how they were doing.

It's great to see that they made it and it allows my former employer to get into a high volume consumer based product.

CrackBerry

It looks like they've got you hooked. The Blackberry looks very tempting to me, but I typically refuse to pay any out of pocket additions when getting a phone. I'll just wait. One day they'll have something cheap and highly adaptable if the buyer spends a little time learning. When that comes out I'll upgrade.
You drink wine?

IPhone or not

Do you have one? Are you going to get one? Do you have some pychologicals as to why you will never buy one? How do I put some pictures on this damn thing?