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• Quartz: triggering multiple jobs

  - by Phanindra

  In Quarts, can I use a single trigger to schedule multiple jobs, so that all the jobs gets executed in parallel. What is the best way to do this. Example, every hour execute Jobs j1, j2, ..., jn in parallel. Assuming that there is no dependency between the jobs.

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• How to configure replication? - This database is not enabled for publication.

  - by truthseeker

  Hi, I'm trying to configure repication on SQL Server 2005. I can done it using wizard. But when I'm trying to run generated scripts by this wizard the error message appears: Msg 14013, Level 16, State 1, Procedure sp_MSrepl_addpublication, Line 159 This database is not enabled for publication. Msg 18757, Level 16, State 1, Procedure sp_MSrepl_addpublication_snapshot, Line 66 Unable to execute procedure. The database is not published. Execute the procedure in a database that is published for replication. Msg 14013, Level 16, State 1, Procedure sp_MSrepl_addarticle, Line 168 This database is not enabled for publication. Msg 14294, Level 16, State 1, Procedure sp_verify_job_identifiers, Line 25 Supply either @job_id or @job_name to identify the job. It's a bit strange, because when I'm running this query on database where I clicked and then removed publication, everyting is going well. The problem is when I'm using my query on new database. What is more I'm using sp_replicationdboption stored procedure. When I'm tryin to run it, it says: The replication option 'publish' of database 'ReplicationTest00' has already been set to true. Please help me resolve this issue.

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• Minimum-Waste Print Job Grouping Algorithm?

  - by Matt Mc

  I work at a publishing house and I am setting up one of our presses for "ganging", in other words, printing multiple jobs simultaneously. Given that different print jobs can have different quantities, and anywhere from 1 to 20 jobs might need to be considered at a time, the problem would be to determine which jobs to group together to minimize waste (waste coming from over-printing on smaller-quantity jobs in a given set, that is). Given the following stable data: All jobs are equal in terms of spatial size--placement on paper doesn't come into consideration. There are three "lanes", meaning that three jobs can be printed simultaneously. Ideally, each lane has one job. Part of the problem is minimizing how many lanes each job is run on. If necessary, one job could be run on two lanes, with a second job on the third lane. The "grouping" waste from a given set of jobs (let's say the quantities of them are x, y and z) would be the highest number minus the two lower numbers. So if x is the higher number, the grouping waste would be (x - y) + (x - z). Otherwise stated, waste is produced by printing job Y and Z (in excess of their quantities) up to the quantity of X. The grouping waste would be a qualifier for the given set, meaning it could not exceed a certain quantity or the job would simply be printed alone. So the question is stated: how to determine which sets of jobs are grouped together, out of any given number of jobs, based on the qualifiers of 1) Three similar quantities OR 2) Two quantities where one is approximately double the other, AND with the aim of minimal total grouping waste across the various sets. (Edit) Quantity Information: Typical job quantities can be from 150 to 350 on foreign languages, or 500 to 1000 on English print runs. This data can be used to set up some scenarios for an algorithm. For example, let's say you had 5 jobs: 1000, 500, 500, 450, 250 By looking at it, I can see a couple of answers. Obviously (1000/500/500) is not efficient as you'll have a grouping waste of 1000. (500/500/450) is better as you'll have a waste of 50, but then you run (1000) and (250) alone. But you could also run (1000/500) with 1000 on two lanes, (500/250) with 500 on two lanes and then (450) alone. In terms of trade-offs for lane minimization vs. wastage, we could say that any grouping waste over 200 is excessive. (End Edit) ...Needless to say, quite a problem. (For me.) I am a moderately skilled programmer but I do not have much familiarity with algorithms and I am not fully studied in the mathematics of the area. I'm I/P writing a sort of brute-force program that simply tries all options, neglecting any option tree that seems to have excessive grouping waste. However, I can't help but hope there's an easier and more efficient method. I've looked at various websites trying to find out more about algorithms in general and have been slogging my way through the symbology, but it's slow going. Unfortunately, Wikipedia's articles on the subject are very cross-dependent and it's difficult to find an "in". The only thing I've been able to really find would seem to be a definition of the rough type of algorithm I need: "Exclusive Distance Clustering", one-dimensionally speaking. I did look at what seems to be the popularly referred-to algorithm on this site, the Bin Packing one, but I was unable to see exactly how it would work with my problem. Any help is appreciated. :)

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• Large scale Merge Replication strategy - what can go wrong?

  - by niidto

  Hi, I'm developing a piece of software that uses Merge Replication and SQL Compact on Windows Mobile 6. At the moment it is running on 5 devices reasonably well. The issues I've come up against are as follows: The schema has had to change a lot, and will continue to have to change as the application evolves. There have been various errors replicating these schema changes down to the device, uploads failing due to schema inconsistencies. Subscriptions expiring (after 14 days) and unable to reinitialize with upload - AKA, potential data los of unsynced data up to that point. Basically, the worst case scenario is data loss, and when merge replication fails, there seems to be no way back to get the data off. My method until now has been to drop and create the subscription on the device. I don't hear many people doing this, though it seems to solve everything. The long term plan is to role this out to 500+ devices. Any advice on people who have undertaken similar projects, and how to minimise data loss and make it so that there's appropriate error handling code to recover from sync failures would be much appreciated. James

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• DPM 2007 clashing with existing SQL backup job

  - by Paul D'Ambra

  I've recently installed a DPM2007 server on Server 2003 and have set up a protection group against a server 2003 server running SQL 2005 SP3. The SQL server in question has a full backup (as a sql agent job) once a day and transaction log backups hourly. These are zipped up and FTP'd to a server offsite by a scheduled task. Since adding the DPM job I'm receiving many error messages: DPM tried to do a SQL log backup, either as part of a backup job or a recovery to latest point in time job. The SQL log backup job has detected a discontinuity in the SQL log chain for database SERVER_NAME\DB_Name since the last backup. All incremental backup jobs will fail until an express full backup runs. My google-fu suggests that I need to change the full backup my sqlagent job is running to a copy_only job. But I think this means that I can't use that backup with the transaction_logs to restore the database if the building (including the DPM server) burns down. I'm sure I'm missing something obvious and thought I'd see what the hivemind suggests. It is an option to set-up a co-located DPM server elsewhere and have DPM stream the backup but that's obviously more expensive than the current set up. Many thanks in advance

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• Preventative Measures & Tips For Professional Clipping Path Job

  This article is a discussion about some precautions and tips to avoid mistakes in manual clipping path jobs. Some of these happen for ignorance and some for lack of skill. This article gives six suggestions to avoid these in professional practice.

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• Delete Job by Name

  - by Derek D.

  When scripting out jobs using ssms (sql server management studio) the default script for a drop statement is to drop the job according to it’s job_id. This is not beneficial however when pushing code to different environments. Job_id’s are specific to the windows environment in which they are created. To get around [...]

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• Our Oracle Recruitment Team is Growing - Multiple Job Opportunities in Bangalore, India

  - by david.talamelli

  DON"T GET STUCK IN THE MATRIXSEE YOUR FUTUREVISIT THE ORACLE The position(s): CORPORATE RECRUITING RESEARCH ANALYST(S) ABOUT ORACLE Oracle's business is information--how to manage it, use it, share it, protect it. For three decades, Oracle, the world's largest enterprise software company, has provided the software and services that allow organizations to get the most up-to-date and accurate information from their business systems. Only Oracle powers the information-driven enterprise by offering a complete, integrated solution for every segment of the process industry. When you run Oracle applications on Oracle technology, you speed implementation, optimize performance, and maximize ROI. Great hiring doesn't happen by accident; it's the culmination of a series of thoughtfully planned and well executed events. At the core of any hiring process is a sourcing strategy. This is where you come in... Do you want to be a part of a world-class recruiting organization that's on the cutting edge of technology? Would you like to experience a rewarding work environment that allows you to further develop your skills, while giving you the opportunity to develop new skills? If you answered yes, you've taken your first step towards a future with Oracle. We are building a Research Team to support our North America Recruitment Team, and we need creative, smart, and ambitious individuals to help us drive our research department forward. Oracle has a track record for employing and developing the very best in the industry. We invest generously in employee development, training and resources. Be a part of the most progressive internal recruiting team in the industry. For more information about Oracle, please visit our Web site at http://www.oracle.com Escape the hum drum job world matrix, visit the Oracle and be a part of a winning team, apply today. POSITION: Corporate Recruiting Research Analyst LOCATION: Bangalore, India RESPONSIBILITIES: •Develop candidate pipeline using Web 2.0 sourcing strategies and advanced Boolean Search techniques to support U.S. Recruiting Team for various job functions and levels. •Engage with assigned recruiters to understand the supported business as well as the recruiting requirements; partner with recruiters to meet expectations and deliver a qualified pipeline of candidates. •Source candidates to include both active and passive job seekers to provide a strong pipeline of qualified candidates for each recruiter; exercise creativity to find candidates using Oracle's advanced sourcing tools/techniques. •Fully evaluate candidate's background against the requirements provided by recruiter, and process leads using ATS (Applicant Tracking System). •Manage your efforts efficiently; maintain the highest levels of client satisfaction as well as strong operations and reporting of research activities. PREFERRED QUALIFICATIONS: •Fluent in English, with excellent written and oral communication skills. •Undergraduate degree required, MBA or Masters preferred. •Proficiency with Boolean Search techniques desired. •Ability to learn new software applications quickly. •Must be able to accommodate some U.S. evening hours. •Strong organization and attention to detail skills. •Prior HR or corporate in-house recruiting experiences a plus. •The fire in the belly to learn new ideas and succeed. •Ability to work in team and individual environments. This is an excellent opportunity to join Oracle in our Bangalore Offices. Interested applicants can send their resume to [email protected] or contact David on +61 3 8616 3364

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• So No TECH job so far.

  - by Ratman21

  O I found some temp work for the US Census and I have managed to keep the house (so far) but, it looks like I/we are going to have to do a short sale and the temp job will be ending soon.   On top of that it looks like the unemployment fund for me is drying up. I will have about one month left after the Census job is done. I am now down to Appling for work at the KFC.   This is type a work I started with, before I was a tech geek and really I didn’t think I would be doing this kind of work in my later years but, I have a wife and kid. So I got to suck it up and do it.   Oh and here is my new resume…go ahead I know you want to tare it up. I really don’t care any more.   Scott L. Newman 45219 Dutton Way, Callahan, FL32011 H: (904)879-4880 C: (352)356-0945 E: [email protected] Web:  http://beingscottnewman.webs.com/                                                       ______                                                                                 OBJECTIVE To obtain a Network or Technical support position     KEYWORD SUMMARY CompTIA A+, Network+, and Security+ Certified., Network Operation, Technical Support, Client/Vendor Relations, Networking/Administration, Cisco Routers/Switches, Helpdesk, Microsoft Office Suite, Website Design/Dev./Management, Frame Relay, ISDN, Windows NT/98/XP, Visio, Inventory Management, CICS, Programming, COBOL IV, Assembler, RPG   QUALIFICATIONS SUMMARY Twenty years’ experience in computer operations, technical support, and technical writing. Also have two and half years’ experience in internet / intranet operations.   PROFESSIONAL EXPERIENCE October 2009 – Present*   Volunteer Web site and PC technician – Part time       True Faith Christian Fellowship Church – Callahan, FL, Project: Create and maintain web site for Church to give it a worldwide exposure Aug 2008 – September 2009:* Volunteer Church sound and video technician – Part time      Thomas Creek Baptist Church – Callahan, FL   *Note Jobs were for the learning and/or keeping updated on skills, while looking for a tech job and training for new skills.   February 2005 to October 2008: Client Server Dev/Analyst I, Fidelity National Information Services, Jacksonville, FL (FNIS acquired Certegy in 2005 and out of 20 personal, was one of three kept on.) August 2003 to February 2005: Senior NetOps Operator, Certegy, St.Pete, Fl. (August 2003, Certegy terminated contract with EDS and out of 40 personal, was one of six kept on.) Projects: Creation and update of listing and placement for all raised floor equipment at St.Pete site. Listing was made up of, floor plan of the raised floor and equipment racks diagrams showing the placement of all devices using Visio. This was cross-referenced with an inventory excel document showing what dept was responsible for each device. Sole creator of Network operation and Server Operation procedures guide (NetOps Guide).  Expertise: Resolving circuit and/or router issues or assist circuit carrier in resolving issue from the company Network Operation Center (NOC). As well as resolving application problems or assist application support in resolution of it.     July 1999 to August 2003: Senior NetOps Operator,EDS (Certegy Account), St.Pete, FL Same expertise and on going projects as listed above for FNIS/Certegy. (Equifax outsourced the NetOps dept. to EDS in 1999)         January 1991 to July 1999: NetOps/Tandem Operator, Equifax, St.Pete & Tampa, FL Same as all of the above for FNIS/Certegy/EDS except for circuit and router issues   EDUCATION ? New Horizons Computer Learning Center, Jacksonville, Florida - CompTIA A+, Security+, and     Network+ Certified.                        Currently working on CCNA Certification 07/30/10 ? Mott Community College, Flint, Michigan – Associates Degree - Data Processing and General Education ? Currently studying Japanese

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• Two Candidates + One Job = Two Different Outcomes

  - by david.talamelli

  Recruiters have always headhunted (sidenote: I do not like this word, in general I think the type of people who use the phrase “headhunting” are the ones who are trying to sound more important than what they likely are). Any serious Recruiter engages in direct recruiting activity, it is part and parcel of the business it is not something unique. With the uptake in Social Media the past 4-5 years, we have seen an increase in the number of Recruiters proactively reaching out to people about job opportunities. We have also seen this activity increase across all levels of hire, from help desk roles to C-Level Executives. While getting approached about a role can be a nice boost to a person’s ego, do not let it give you an inflated sense of entitlement. It is The way that people handle themselves during these calls and subsequent interviews will have a large impact on their potential to land that job. Last week I spoke to two very different candidates, both about the same position and both with very different outcomes. On paper, Candidate #1 looked fantastic; they ticked many of the boxes that we were looking for. The person is working at global IT company and working in a similar role as the one we were hiring for but not in as senior as the role we had. This role would have been the perfect step to getting involved in more complex work for the person. Candidate #2 had less polished IT experience, ticked some of the boxes we were looking for and on paper in comparison to Candidate #1 was not as close a fit as Candidate #1 was. It seemed like I was comparing apples and oranges. After speaking to both candidates it turns out I was comparing apples and oranges except the person better suited for our role was not the one I was expecting it would be. The first candidate on paper looked great – they had the experience we were looking for and appeared to be just right for the role, but after talking to them, they gave me the impression that they thought the world owed them. The impression I was left with was that they did not equate success with hard work, they seemed more interested in “what is in it for me”. Rather than having a proper conversation with me, I was often cut off and asked to hurry it up when explaining our business, what we are doing, etc... . This person seemed more interested in the job title and money than how rather than think about ways to make the role successful. Candidate #2 who had limited experience, made up for any perceived lack of experience and them some with a demonstrated motivation to succeed and do the things needed to make that happen. Candidate #2 made a great first impression, they did not seem afraid of hard work and demonstrated a “team player” attitude. In talking to them they kept me engaged, listened and asked thoughtful questions that made me think this is the type of person who creates their own luck and who would thrive in a place like Oracle. Skills, capabilities, experience and a good resume can certainly get your foot in the door, but the wrong attitude or approach to work can close those opportunities just as easily. On the other hand, hard work, effort and a genuine work ethic may help open those doors that would otherwise closed for you. A resume with all the credentials gets you in the front door but that is just the beginning of the process. It is not how we start the race that is important, it’s how things end that matter most.

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• SQL SERVER – Fix : Error : 8501 MSDTC on server is unavailable. Changed database context to publishe

  - by pinaldave

  During configuring replication on one of the server, I received following error. This is very common error and the solution of the same is even simpler. MSDTC on server is unavailable. Changed database context to publisherdatabase. (Microsoft SQL Server, Error: 8501) Solution: Enable “Distributed Transaction Coordinator” in SQL Server. Method 1: Click on Start–>Control Panel->Administrative Tools->Services Select the service “Distributed Transaction Coordinator” Right on the service and choose “Start” Method 2: Type services.msc in the run command box Select “Services” manager; Hit Enter Select the service “Distributed Transaction Coordinator” Right on the service and choose “Start” Reference : Pinal Dave (http://blog.SQLAuthority.com) Filed under: Pinal Dave, SQL, SQL Authority, SQL Error Messages, SQL Query, SQL Scripts, SQL Server, SQL Tips and Tricks, T SQL, Technology Tagged: SQL Replication

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• We're Hiring! - Server and Desktop Virtualization Product Management

  - by adam.hawley

  There is a lot of exciting stuff going on here at Oracle in general but the server and desktop virtualization group in particular is deeply involved in executing on Oracle's strategy for delivering complete hardware-software solutions across the company, so we're expanding our team with several open positions. If you're interested and qualified, then please send us your resume. The three positions in Virtualization Product Management can be found by going here or going to the Employment Opportunities Job Search page, clicking on 'Advanced Search' and typing the job opening numbers (include 'IRC'... see below) in the 'Keywords' field. Click Search. Current openings are... IRC1457623: Oracle VM Product Management IRC1457626: Desktop Virtualization Application Solutions Product Management IRC1473577: Oracle VM Best Practices Implementation Engineer (Product Management) I look forward to hearing from you!

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• who are software design engineers?

  - by Sepala

  My question is, who are software design engineers? And, what is the meaning of the following statement (from a software design engineer job ad)? "Application domain knowledge is essential and....." What is application domain? SDLC? My hope is to become a software engineer one day (OK, to be honest, more than that. I need to be a legend), that who do programming (They say this job has no programming). I am following final year of my Bsc(Hons) in computing and I have completed a foreign diploma, majoring software engineering - Java technologies. Will this job experience help me out to get a job in my desired position, which is mentioned above, after the degree? Wikipedia and google never gave a clear straight forward answer!! Please help!

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• What should you leave behind for your successors?

  - by SnOrfus

  Assume that you're a sole developer leaving a job. What kind of information/material, outside of the code itself, should you create and leave behind for your replacement? An obvious answer is "whatever you would want at a new job" for sure, but it's been a while since I started a new job, and I forget what the most important things that I needed were back then. I'm thinking: accounts/passwords location of equpiment What else?

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• What should you leave behind for your successors?

  - by SnOrfus

  Assume that you're a sole developer leaving a job. What kind of information/material, outside of the code itself, should you create and leave behind for your replacement? An obvious answer is "whatever you would want at a new job" for sure, but it's been a while since I started a new job, and I forget what the most important things that I needed were back then. I'm thinking: accounts/passwords location of equpiment What else?

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• How to include serious personal project in Resume?

  - by mob1lejunkie

  My brother has come up with an interesting business idea that could be commercialised. For over a month I have been creating the foundation for SaaS. I have been treating this as commercial project so designing using patterns and best practices. One of the reasons I want to include this in my Resume is my full time job doesn't involve current trendy ASP.Net technologies (e.g Linq/Entity Relationships, jQuery, ASP.Net MVC 3, Silverlight, etc) so the resume lacks impact. In my full time job I work on a 7 year old well designed product and since our data and web layers work well it would be stupid to re-engineer them only because recruiters think Linq, ASP.Net MVC and jQuery are cool. How can I include my personal project in Resume so that it doesn't sound like experiment or quick'n'dirty pet project? Many thanks.

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• How long can you be out of the MS market before it affects your career [closed]

  - by dave

  I've been working with .Net since it first came out and have done my best to use the latest and greatest things from Redmond. That being said, I've been working for the past year in the Python/Unix/Web world. In order to keep myself relevant in the MS world, I've been working part-time on a WPF project but I do not know how much longer that work will continue. So my question is: If I were to move totally to the Unix/Python/Web world, how long could I stay there before it starts getting hard to get another MS job? I am trying not to burn bridges in my career as I've found MS jobs pay better and tend to be more plentiful. PS: I like my Python job since it is something new and I get to work from home. It has provided a different view on coding that I've found useful. EDIT: I was out of the MS market for 12 months before attempting to get another MS job. No-one said "Gee you've been gone a while" but I did get a conspicuous lack of responses to job applications. My feeling is that the head-hunters do not bother to look beyond your last job. In the end, I got employment via my own network rather than the pimps. So, to answer my question: "not long, especially if you trust your career to head hunters."

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• How to switch from developer to dba? [on hold]

  - by lamwaiman1988

  I am working as a developer for 3 years and I am thinking of switch to dba. I do not own any certificate nor received any training regarding the daily job of dba. My company also do not offer any chance of work/training related to a dba. If I want to be a dba ( because of the salary and a much stable job than developer ), should I go to get some oracle certificates? I've also heard that you can't be a good dba if you cannot get a good understanding about the working OS such as windows/unix ( and to do that you also need to get some certificate on windows administration or unix administration ) but they recommend book of Rich Stevens over certificate. I am confused on what should I do to make this happen.

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• How do I apply a computer science degree to web development?

  - by T. Webster

  I'm a web programmer, but I haven't found many opportunities to take advantage of a formal education in computer science. Maybe I'm not looking in the right places, but it seems to me like most of the web jobs I come across are CRUD, web forms, and data grids. For these jobs a formal CS background doesn't seem necessary, and you could do fine with O'Reilly cookbooks in jQuery, CSS 3, PHP, SQL, or ASP.NET MVC. What kinds of web developer jobs exist that really let you apply your computer science background? Do I need to branch out into other areas of programming to take full advantage of my degree?

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• How to quantify product work in Resume?

  - by mob1lejunkie

  One of things I do in my Resume is try to quantify the impact my work has had in the particular company I was with at the time. The reason is it shows the value my work had added to the business. Is this what you guys do as well or am I the only one? In my previous job this was easy as I worked on short/medium internal applications and it was fairly easy to measure end result. For example, external consulting company quoted $50,000 for an application Business Services department wanted I completed it in 3 days so I say I saved the company $48,000. I have been in my current job for 3 years but all of it has been on 1 single well established product. About 30% work is maintenance and 70% work is on new modules. I have worked on various modules like API (WCF), Security (2 factor authentication), etc. How should I quantify work on modules? Many thanks.

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• What's the Erlang/Haskell job market like in the U.S.?

  - by Krystof

  I've heard that Telecoms are the big source of Erlang jobs but I'm not sure how much of a market there is. How likely is it that someone could find a job in Erlang/Haskell if they decided to learn it? In my case I have a lot of programming experience in Java but am tired of Java and want to try something different.

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• rake jobs:work working fine. problem with script/delayed_job start.

  - by krunal shah

  I am calling function with LoadData.send_later(:test). LoadData is my class and test is my method. It's working fine while i am running rake jobs:work. But when i am running script/delayed_job start or run that time delayed_job.log shows error like TEastern Daylight Time: *** Starting job worker delayed_job host:KShah pid:5968 TEastern Daylight Time: * [Worker(delayed_job host:KShah pid:5968)] acquired lock on LoadData.load_test_data_with_delayed_job Could not load object for job: uninitialized constant LoadData TEastern Daylight Time: * [JOB] delayed_job host:KShah pid:5968 completed after 0.0310 TEastern Daylight Time: 1 jobs processed at 10.6383 j/s, 0 failed ... Any solution??

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• Manually start scheduled launchd job

  - by Pascal

  On our Mac OS X (10.6) Server we have setup several backup scripts that are controlled by launchd and launched at specific times. For this we have defined StartCalendarInterval and this all works very well. Now it happens that I would like to start one of these jobs out of schedule, but this does not start the job (but also does not give an error/warning): sudo launchctl start org.job-label The manpage of launchtl states that start is intended to test on-demand jobs, no word of scheduled jobs. Is there a way to kickstart scheduled jobs?

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• Deleting jobs from Job History on Xerox Workcentre Pro 123

  - by JPaget

  How do you delete one or more fax jobs from the Job History on a Xerox Workcentre Pro 123? The Xerox Workcentre Pro 123 is a combination copier, printer, scanner and fax machine, and it keeps a history of the numbers dialed for sending faxes, including any long distance access codes that were dialed. In order to keep these access codes private, I'd like to remove these jobs from the job history, or alternatively clear the entire job history. Unfortunately the User Guide and the Quick Reference Guide don't explain how to do this.

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• quartz: preventing concurrent instances of a job in jobs.xml

  - by Jason S

  This should be really easy. I'm using Quartz running under Apache Tomcat 6.0.18, and I have a jobs.xml file which sets up my scheduled job that runs every minute. What I would like to do, is if the job is still running when the next trigger time rolls around, I don't want to start a new job, so I can let the old instance complete. Is there a way to specify this in jobs.xml (prevent concurrent instances)? If not, is there a way I can share access to an in-memory singleton within my application's Job implementation (is this through the JobExecutionContext?) so I can handle the concurrency myself? (and detect if a previous instance is running) update: After floundering around in the docs, here's a couple of approaches I am considering, but either don't know how to get them to work, or there are problems. Use StatefulJob. This prevents concurrent access... but I'm not sure what other side-effects would occur if I use it, also I want to avoid the following situation: Suppose trigger times would be every minute, i.e. trigger#0 = at time 0, trigger #1 = 60000msec, #2 = 120000, #3 = 180000, etc. and the trigger#0 at time 0 fires my job which takes 130000msec. With a plain Job, this would execute triggers #1 and #2 while job trigger #0 is still running. With a StatefulJob, this would execute triggers #1 and #2 in order, immediately after #0 finishes at 130000. I don't want that, I want #1 and #2 not to run and the next trigger that runs a job should take place at #3 (180000msec). So I still have to do something else with StatefulJob to get it to work the way I want, so I don't see much of an advantage to using it. Use a TriggerListener to return true from vetoJobExecution(). Although implementing the interface seems straightforward, I have to figure out how to setup one instance of a TriggerListener declaratively. Can't find the docs for the xml file. Use a static shared thread-safe object (e.g. a semaphore or whatever) owned by my class that implements Job. I don't like the idea of using singletons via the static keyword under Tomcat/Quartz, not sure if there are side effects. Also I really don't want them to be true singletons, just something that is associated with a particular job definition. Implement my own Trigger which extends SimpleTrigger and contains shared state that could run its own TriggerListener. Again, I don't know how to setup the XML file to use this trigger rather than the standard <trigger><simple>...</simple></trigger>.

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