Well, it’s finally come to it – suppositories.

We came in for a 11:20am appointment, and by about 1:00pm Amani was admitted to the FCC (Family Care Center) ward. They got her hooked up to an IV with a saline drip, she’s taken 10mg of reglan in pill form, and got one suppository of some other drug. She’s managed to eat a bit of jello, drink some juice, and eat a few crackers.

We watched a couple of episodes of Smallville and Alias, fresh off of bittorrent, but my damn Lois & Clark episodes apparently have some sort of codec I haven’t gotten installed on this box…which is odd, since they work on my desktop, and I pretty much installed the same crap in both places. Go figure.

We’re listening to the Police on amani’s laptop, just chillin’ now.

Cameron is over at Dick and James’ for the night (thanks you two!), and I’ll probably end up missing yoga tomorrow, since checkout is probably going to be right around 12:00.

So who ever would’ve thought you’d have to put something in your ass to keep yourself from throwing up? I mean, who was the first guy to think of it? I guess people have been doing odd things to their bodies since the first time we developed the opposable thumb, but jeez, horse pills in the rectum? Eesh. (As you can tell, I just can’t wait until my first proctological exam…)

Let’s see, in other news I got my performance review today from kaiser, and scored an eye popping 3 out of 5. Apparently this is par for the course for high achievers in the organization, due to a firmly denied yet strictly enforced curve. As a courtesy to the line staff in our organization, the managers “give up” their 4’s to allow them to be awarded to non-management staff. My manager was actually quite cool about it, and I certainly agree that it’s good policy to sacrifice one’s own rating in order to reward the people doing real work, but it still stings a bit. Hopefully upper management will start to realize just what a joke their performance management regime has become, but until then we just grin and bear it. Or we’ll just end up with under-rated over-achieving people leaving…what a wonderful strategy for improving performance and increasing morale, eh?

On the other hand, I can appreciate that fairly judging people across an organization is tough to do…one manager may be more lenient, another more strict…but if the problem is on that level, that’s where it should be addressed, by replacing the managers that don’t have teams that produce results.

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