V.60 gm handbook

Include required remark P4 — Pay set using the superior qualifications and special needs pay-setting authority under 5 CFR Note : PRD Code 7 is used only on the action that appointed the employee at a superior qualifications rate; code 0 or another appropriate code is used on actions subsequent to the appointment action. If the request is not approved by the approving official, the request will be maintained in the requesting office for recordkeeping purposes.

Documentation and recordkeeping. The Consolidated Processing Center will be responsible for maintaining the original requests and supporting documentation for superior qualifications appointments. These records will be maintained for a minimum of 2 years. These records must include the documentation listed in par. This chapter provides policy and procedures for requesting and approving waivers of the dual compensation restrictions for Federal annuitants, who would otherwise be subject to reduction in retired or retainer pay or annuity.

The provisions of this chapter apply to the employment of annuitants who would be subject to annuity offset. Delegated authority may be used to waive offset or reduction of annuity benefits for retired annuitants hired to meet temporary workforce needs in acquisition-related positions. For purposes of this policy, acquisition-related positions are defined by the GSA Acquisition Workforce Definition see paragraph Note: Requests for waivers of dual compensation restrictions to reemploy retired annuitants into non acquisition-related positions are processed similarly to requests for acquisition-related positions, except that these requests must be forwarded to the Office of Personnel Management OPM for approval after receiving the appropriate agency approvals as outlined in Paragraphs 6 and 7 of this Order.

Among other functions, reemployed annuitants can: 1 Act as mentors to entry and mid-level staff and provide on-the-job training and coaching; 2 Serve as additional staff for short-term projects or surges; 3 Provide staffing flexibility to support emergency acquisition needs e.

A request for waiver of dual compensation restrictions for retirees without an offset or reduction in retirement benefits is intended to be a rare exception and requires the approval of the Chief Human Capital Officer CHCO. Waivers to the reduction in pay or retirement benefits may be authorized: 1 For temporary employment that is necessary due to an emergency involving a direct threat to life or property or other unusual circumstances; 2 Based on exceptional difficulty in recruiting a qualified employee; 3 Based on exceptional difficulty in retaining a qualified employee; or 4 Based on the unique or unusually high qualifications of an individual.

In such cases, GSA may consider a waiver based on the need for the services of a retiree who is uniquely qualified for an ongoing project, initiative, or other mission-related work.

The applicant must be off the agency's rolls before a formal request is submitted. Continuation of the waiver beyond the limit set in an individual case must be requested on the same basis as initial authorization. May be made into full-time or part-time positions on a time-limited basis depending on the individual circumstances and needs of the organization; b. Will be processed in accordance with the provisions of the type of appointment action being taken as specified in the OPM Guide to Processing Personnel Actions, including proper notification of reemployment to OPM; c.

Must follow merit promotion procedures or exceptions to merit promotion procedures, as applicable; d. Must follow the provisions of Bargaining Agreements, as applicable; e. Are subject to public notice requirements under 5 U. The recommending official is responsible for preparing the initial request for waiver of dual compensation restrictions in coordination with the human resources office and for ensuring that the request fully meets the established criteria for approval.

Servicing human resources officer. This includes providing information on the advantages and disadvantages of requesting a waiver. Office of Human Capital Management. Approving official. The CHCO is responsible for establishing the policies and overseeing the administration of this authority. Note: Requests for waivers of dual compensation restrictions to reemploy retired annuitants into non acquisition-related positions will be forwarded to OPM for final approval after concurrence of the GSA approving official.

Basic information required for requesting a waiver of dual compensation restrictions. The recommending official will prepare the request. Each request must include the following basic information related to the annuitant: 1 Full name; 2 A statement confirming that the person is not currently a Federal employee, i.

The following information about the position should be provided: 1 The title, series, grade, salary, and duty location; 2 The type of appointment; and 3 The current, classified position description classified at the full performance level and not developmental and description of the qualifications required, including any selective factors or other relevant job requirements. Justification and criteria requirements for requests of waivers of dual compensation restrictions.

In determining whether a waiver of the dual compensation restrictions for reemployment of a retiree should be authorized, the recommending and reviewing officials should first consider the difficulty that would be encountered in filling the position with a highly qualified applicant if the waiver was not authorized.

Additionally, management must consider factors such as the availability of funds and the criteria set forth in this policy. Waivers will be considered on a case-by-case basis. The decision to approve or deny a waiver for any individual under these provisions will be at the discretion of the General Services Administration GSA. A determination in connection with one position does not preclude, nor require, a like determination in connection with any other position.

The following general factors , as well as any other specifically stated criteria, must be considered and illustrated in the request, if applicable: 1 The success of recent efforts to recruit highly qualified candidates for similar positions, including indicators such as offer and acceptance rates, the proportion of positions filled, and the length of time required to fill similar positions; 2 Recent turnover in similar positions; 3 Labor-market factors that may affect the ability of GSA to recruit highly qualified applicants for similar positions now or in the future; 4 Special qualifications needed for the position that are possessed by the annuitant; and 5 The practicality of authorizing a retention allowance to retain an employee through completion of a critical project.

In addition, the following justification requirements must be met for each of the following specific provisions, as applicable. The emergency must pose an immediate and direct threat to life or property e. Unusual circumstances may include, but are not limited to, the need to conform to a congressional or other mandate to meet new or expanded mission requirements by a particular date, as well as other unforeseen developments that will adversely impact an agency's ability to carry out its mission.

Describe the unusual circumstances e. Review and disposition of request. The reviewing official reviews the request and concurs or does not concur. All case files must include the following information: a. The name of the individual for whom the waiver is being requested; b. A statement confirming that the person cited in the waiver request is not currently a Federal employee, i. A statement that the annuitant cited in the waiver request would not accept the offer without a waiver; d.

The appointing authority used to reemploy the annuitant; e. The position including title, series and grade to which the reemployed annuitant is to fill; and f. The criteria used to reemploy the individual. Annual reporting requirements. The report must include the following information. The number of individuals employed under the provision; b. The name, grade level, and geographic location of each employee; c.

The part-time or full-time status of each employee; and d. The length and terms of employment and options to renew for each employee. The purpose of the policy letter is to establish the government-wide framework for creating a federal acquisition workforce with the skills necessary to deliver best value supplies and service.

The Services Reform Act of defines acquisition to include, among traditional contracting functions, requirements definition, measurement of contract performance, and technical and management direction. Title 41, U. Paragraph Paragraph Titles Numbers Introduction This part provides policy and procedures for requesting and authorizing preemployment interviews for applicants for employment.

The authority for payment of travel expenses for preemployment interviews pertains to new appointees and presently employed Federal employees who are applying for appointments not limited to 1 year or less. Payment of preemployment interview travel is discretionary and is not an entitlement of prospective applicants for employment. A decision made in connection with one specific vacancy does not require the same decision in connection with future vacancies.

Authorizations shall not be made for the purpose of helping defray relocation expenses that are not otherwise allowable for a new appointee in accordance with travel regulations; e.

Associate Administrator for Administration. Selecting official. The selecting official is responsible for initiation of the travel order request and for obtaining the necessary coordination and approval.

The approving official is the authorized official identified in PFM P Criteria for authorizing payment of travel expenses for preemployment interviews.

The selecting and approving officials should ensure that the authorization is cost effective and is needed to: 1 Assess an applicant's subject matter knowledge or communication skills, enable applicants to expand on their written applications, or otherwise enable selecting officials to better distinguish among applicants; or 2 Interest qualified applicants when a labor shortage exists for the position; e.

In addition, the following factors should be considered: 1 Actual costs involved; 2 The occupation and level of the position no minimum grade levels have been set ; 3 Whether the payment of interview expenses will have an impact on the subsequent selection and job offer; and 4 Any other pertinent factor s.

Authorizations for payment of preemployment interview travel expenses should be limited to a reasonable number of the best qualified applicants. Selecting officials are required to provide the following information to the servicing personnel office with the returned referral list, OPM certificate, or other notification of selection for each position for which preemployment interview travel has been authorized: 1 Title, series and grade of the position; 2 Number of applicants interviewed; 3 Results of each interview; e.

The servicing personnel office will be responsible for maintaining documentation on use of the preemployment interview travel authority. These records must include the documentation listed above. The documentation required for a request must be made available for review upon request by OPM or authorized agency officials. Reporting requirements. Reports are due no later than October 15 of each year.

The following information will be provided in the report: 1 Number of applicants to whom preemployment interview travel expenses were paid during the reporting period; 2 Title, series and grade of the position s ; 3 Results of each interview; e.

PART 2. This part provides policies and procedures for the employment-related aspects of first duty station travel. The authority in this part pertains to first duty station travel and transportation of new appointees to the Federal service. Payment of travel and transportation expenses for new appointees will be in accordance with PFM P When management wishes to limit relocation expenses to employees only, this information will be included on the SF 52, Request for Personnel Action, and the limitation reflected on the vacancy announcement.

An individual authorized payment of first duty station travel and transportation will be required to sign a written service agreement in accordance with PFM P The selecting official is responsible for initiating the request and obtaining the necessary coordination, review, and approvals.

The approving official, designated in PFM P Criteria and procedures. Factors to consider in authorizing first duty station travel include, but are not limited to, grade level of the position, applicant availability, and cost. The procedures for requesting and approving relocation are identified in PFM P The servicing personnel office will be responsible for maintaining documentation related to the GSA vacancy announcement.

The Director of Finance will maintain records of payments made under this authority. The Director of Finance will be responsible for providing information on payment of travel and transportation of new appointees to their first duty stations to the Office of Personnel or OPM upon request.

Chapter 8 Cancelled by HRM GSA 3 Rs Policy at-a-glance. Agency : U. In the Regions, the authority to approve a recruitment, relocation or retention incentive service agreement may be delegated no lower than the operating Human Resources Office Director.

Aggregate limit on pay. A limit under Title 5 of the United States Code, on the total amount of allowances, differentials, bonuses, awards, or other similar payments an employee may receive in a calendar year, when combined with the employee's basic pay. Recommending Official : is the selecting official or supervisor who is responsible for initiating a request to approve payment of a recruitment, relocation or retention incentive.

Reviewing Official : is the official responsible for funds control within an organizational entity. Recommending Official. The recommending official initiates the request for payment of a recruitment, relocation or retention incentive, including preparation of the written justification, in coordination with the servicing HR Office, determining the amount of the incentive and ensuring that the justification meets the criteria for approval.

The recommending official also ensures all required coordination is accomplished and obtains the necessary reviews and approvals.

Reviewing Official. The reviewing official determines the availability of funds. The approving official performs the final review and approves or disapproves the use of a recruitment, relocation or retention incentive. Chief Human Capital Officer. Servicing HR Officer. Categories of eligible employees. Employees, as defined in 5 CFR Categories of Ineligible Employees : a. Use of recruitment and relocation incentives. Vacancy announcements must indicate whether or not a recruitment or relocation incentive may be authorized.

A written determination to pay the incentive must be made before the candidate enters on duty in the position to which appointed or assigned. Simultaneous payment of multiple incentives and concurrent recruitment, relocation and retention service agreements are prohibited except as permitted in 5 CFR Determining the payment method. Payment methods for recruitment and relocation incentives include: 1 an initial lump-sum payment at the beginning of the service period required by the service agreement; or 2 installments throughout the service period required by the service agreement.

If this option is selected, the timing of the installment payments must be specified ; or 3 a final lump-sum payment upon completion of the full service period required by the service agreement; or 4 a combination of these payment methods. Payment methods for retention incentives include: 1 installments after the completion of specified periods of service; or 2 a final lump-sum payment upon completion of the full service period required by the service agreement 8.

Determining the Percentage Amount of the Incentive. The CHCO must also review and approve all proposed incentives when more than one incentive is proposed for a single employee regardless of the dollar amount, including incentives that are offered in conjunction with the Superior Qualifications Appointment SQA authority or the Student Loan Repayment program.

Procedures for requesting recruitment, relocation and retention incentives. The reviewing official reviews the request to ensure that funds are available for payment of the incentive. The approving official reviews the request and either approves or disapproves payment of the incentive.

The request will be forwarded to the servicing HR Office for further processing, i. If the request is disapproved, the servicing HR Office will maintain a copy of the request for recordkeeping and reporting purposes. The Service Agreement. See appendices 8-A, 8-B, and 8-C for sample service agreements. The period of employment established under any service agreement will be 12 months regardless of the bonus percentage. A longer service period i. Any exceptions made must be applied consistently to all similar situations.

Exceptions will be documented in writing and include the reason s for the determination. A written service agreement is not required if the agency: 1 Pays the retention incentive in biweekly installments; and 2 Sets each biweekly installment payment at the full retention incentive percentage rate established for the employee under Sec.

Annually, each HR office will provide a list of employees receiving retention incentive payments to the recommending official. Each case in which an employee is receiving a retention incentive payment will be reviewed by the recommending official to determine whether the payment is still warranted, and if it is still warranted, in the amount originally approved. If the incentive payment is still warranted, the recommending official will forward a memorandum to the designated approving official recommending that the incentive payments continue.

The approving official will provide either a concurrence or non-concurrence for each case and forward to the servicing HR Office for appropriate action. All determinations must be made and notifications issued by December 31 of each year. Termination of a service agreement. The agency may unilaterally terminate a recruitment, relocation or retention service agreement based solely on management needs, e.

The agency must terminate a recruitment or relocation service agreement or terminate retention incentive payments if an employee is demoted or separated for cause i. The termination of a recruitment or relocation service agreement or of retention incentive payments is not grievable and cannot be appealed. The approving official who makes the determination to terminate the service agreement or incentive payments will notify the employee in writing when the incentive service agreement or incentive payments are terminated by the Agency.

If the agency terminates a service agreement under subpar. If the agency terminates a service agreement under subpar b. If the employee received recruitment incentive payments that are less than the amount that would be attributable to the completed portion of the service period, the agency is not obligated to pay the employee the amount attributable to completed service, unless the agency agreed to such payment under the terms of the recruitment incentive service agreement.

If the employee received recruitment incentive payments in excess of the amount that would be attributable to the completed portion of the service period, he or she must repay the excess amount. If an employee fails to reimburse the agency for the full amount owed under subpar f. However, the head of the agency may waive the debt under 5 U. Reports and record-keeping. Records will be maintained and reports prepared and submitted to OPM in accordance with requirements outlined in 5 CFR Appendix 8-A.

Service Agreement - Recruitment Incentive. After you click on the links below, you will see a black screen. The purpose of the GSA job evaluation program is to ensure that all positions are classified in a fair and equitable manner in accordance with Office of Personnel Management OPM position classification standards. Every effort will be made to achieve equal pay for equal work.

Job evaluation functions should be conducted in a manner that will provide maximum assistance to operating programs. Job evaluation principles.

Positions are evaluated based on the difficulty of the duties and responsibilities of the assigned work. Achieving the goal of equal pay for equal work requires that position classification standards be applied consistently. Position descriptions must be kept current to ensure accuracy and proper classification. The use of standard position descriptions is encouraged, where appropriate, to promote efficiency and economy.

The Human Resources Office is available to advise operating officials and employees on the proper classification of specific positions, the application of standards and other evaluation criteria, and the effect of changes in duties, functions, and organizations on the classification of specific positions.

Any planned classification actions that could change the grade of journey level positions or change the grades or series of positions in more than one region should be coordinated with the Human Capital Policy Division National Classification Program Officer.

Position management is the ongoing process of determining the number of positions needed, the skills and knowledge required of those positions and the assignment of duties and responsibilities among positions.

Good position management allows organizations to carry out their missions and objectives economically and effectively. This chapter is published in accordance with: a. Office of Management and Budget Circular No. On the other hand, Sub-Saharan Africans had the highest prevalence rates of 6. A WHO systematic review published in reported an anaemia prevalence rate of The WHO anaemia prevalence report used predefined Hgb concentrations to assess prevalence based on two facts [ 5 ].

It excluded persons who are likely to have iron-deficiency anaemia based on iron parameters. Limitations of the report were that it had no data for children less than one year of age. Furthermore, it only included US citizens and did not report on ethnic variance. The current cut-off values used worldwide have been used since the sixties and possibly based on historical data specific to the US population.

Applying proposed cut-off values in Qatar, the anemia prevalence rate is estimated to be 3. This rate is underestimated by a factor of 5. Similarly, applying the proposed cut-off values, the anemia prevalence rate is estimated to be 2. This rate is underestimated by a factor of 2. These findings highlight the importance of defining cut-off values for specific populations rather than generalizing those developed using others. Hgb is affected by age, sex, and ethnicity, among other factors [ 15 ].

These factors need to be accounted and adjusted for when determining that a child is anaemic. Different reports suggested that the current age-specific Hgb cut-off of Similarly, there are variations across countries.

The World Development Indicators Databank report suggests a broad range of anaemia prevalence. US anaemia prevalence was reported to be the lowest at 8.

While one cannot deny the health disparities worldwide, the difference might be because of generic non-specific cut-off values to those populations. Studies recognise that the studies included were limited, and their estimates may not capture the full variations [ 18 ]. It is important to note that out of the studies in that dataset, of the studies did not report the mean Hgb concentrations in the population.

The Hgb mean concentrations in studies was The results have implications for both public health planning as well as individual treatment. Setting a population sensitive cut-off value for defining anaemia has implications for reporting prevalence data, setting guidelines, and treatment decisions on individual concentrations.

Higher cut-off points may overestimate the problem as a public health issue, and children may be unnecessarily treated with iron or have needless investigations. There is a need to revaluate anaemia in preschool-age children in Qatar using the proposed Hgb cut-off values. Further studies with alternate designs are necessary to confirm support findings.

The primary challenge for conducting population-level studies is the availability of centralised databases. Countries with centralised electronic databases should prioritise cross-sectional record-based study to define population-specific cut-off Hgb levels for anaemia diagnosis in preschool-aged children, and prevalence studies should follow to assess disease burden and inform healthcare policies.

A key component of study design is defining a healthy population. Researchers should prioritise the exclusion of patients with medical conditions that would affect their Hgb concentrations to be considered within the normal range [ 19 ]. With current screening recommendations in Qatar, there is a need to focus on preschool-age children.

The results would help form the basis for further research into causes of anaemia in this age group and others that are population specific. We acknowledge the support we received from the department of clinical research, primary health care corporation. National Center for Biotechnology Information , U. Am J Blood Res. Author information Article notes Copyright and License information Disclaimer.

See dealer for details. Savana Passenger's 10,lb rating requires Wheel Base with 6. Savana Cargo's 10,lb rating requires 6. When properly equipped, includes weight of vehicle, passengers, cargo and equipment. Starting at price for base Sierra HD. Requires crossbars or Thule Rack Solution.

Non-GM warranty. Some users can be granted access to running specific commands through sudo. You can use sudo to run commands as any user. Users in Linux have a password assigned. You can change the password using the passwd command.

When you're root or have superuser privileges you can set the username for which you want to change the password:. The ping command pings a specific network host, on the local network or on the Internet. The command sends a request to the server, and the server returns a response. It will keep running until you stop it with ctrl-C , unless you pass the number of times you want to try with the -c option: ping -c 2 google. Once ping is stopped, it will print some statistics about the results: the percentage of packages lost, and statistics about the network performance.

As you can see the screen prints the host IP address, and the time that it took to get the response back. Sometimes this is done on purpose, to "hide" the server, or just to reduce the load.

The ping packets can also be filtered by firewalls. I won't go into details, but this is the basic concept. Pinging a host is useful to know if the host is reachable supposing it implements ping , and how distant it is in terms of how long it takes to get back to you.

Usually the nearer the server is geographically, the less time it will take to return back to you. Simple physical laws cause a longer distance to introduce more delay in the cables. When you try to reach a host on the Internet, you go through your home router. Then you reach your ISP network, which in turn goes through its own upstream network router, and so on, until you finally reach the host. Not every router travelled returns us information. Otherwise, we can see the hostname, the IP address, and some performance indicator.

For every router we can see 3 samples, which means traceroute tries by default 3 times to get you a good indication of the time needed to reach it. This is why it takes this long to execute traceroute compared to simply doing a ping to that host. Type clear to clear all the previous commands that were run in the current terminal. Once you do that, you will lose access to scrolling to see the output of the previous commands entered. So you might want to use clear -x instead, which still clears the screen, but lets you go back to see the previous work by scrolling up.

You can use the syntax! In the above example typing! To clear the history, run history -c. When executing a shell script or another command, a subshell is launched to execute it, which does not contain the current shell local variables. Sometimes you need to append something to a variable. It's often done with the PATH variable. You use this syntax:. It's common to use export when you create new variables in this way.

But you can also use it when you create variables in the. Cron jobs are jobs that are scheduled to run at specific intervals. You might have a command perform something every hour, or every day, or every 2 weeks. Or on weekends.

By default this opens with the default editor, which is usually vim. I like nano more. You can use this line to use a different editor:. The syntax to define cron jobs is kind of scary. This is the crontab line I need to run:. You can remove a cron job running crontab -e again, removing the line and exiting the editor:.

The s option prints the Operating System name. Note that this differs from the Darwin the Kernel version, which above is Darwin is the name of the kernel of macOS.

The env command can be used to pass environment variables without setting them on the outer environment the current shell. You can also run the command clearing all the environment variables already set, using the -i option:. In this case you will get an error saying env: node: No such file or directory because the node command is not reachable, as the PATH variable used by the shell to look up commands in the common paths is unset.

Removing the -i option will make PATH available again inside the program:. The env command can also be used to print out all the environment variables.

If run with no options:. You can also make a variable inaccessible inside the program you run, using the -u option. For example this code removes the HOME variable from the command environment:. Here's a quick guide to the printenv command, used to print the values of environment variables. In any shell there are a good number of environment variables, set either by the system, or by your own shell scripts and configuration. You can print them all to the terminal using the printenv command.

The output will be something like this:. I hope it will inspire you to learn more about Linux and its capabilities. It's evergreen knowledge that will not be out of date any time soon. I publish programming tutorials every day on my website flaviocopes. If this article was helpful, tweet it.

Learn to code for free. Get started. Forum Donate. Flavio Copes. I find that this approach gives you a well-rounded overview. You can bookmark this page in your browser so you can reference this handbook in the future. Linux is an operating system, like macOS or Windows. It is also the most popular Open Source operating system, and it gives you a lot of freedom. Linux is the ultimate freedom.

For example you have Debian, Red Hat, and Ubuntu, probably the most popular distributions. But you don't need to disrupt your existing computer just to get an idea of how Linux works. I don't have a Linux computer. UNIX is an umbrella term that groups many operating systems used in big corporations and institutions, starting from the 70's The macOS terminal gives you access to the same exact commands I'll describe in the rest of this handbook. What is a Linux shell? You can set up your system to run any kind of shell — for example I use the Fish shell.

In the rest of this handbook we'll see in detail the most common commands you will use. The Linux man command The first command I'll introduce will help you understand all the other commands. It gives you a very quick overview of a command, with some handy examples of common usage scenarios: This is not a substitute for man , but a handy tool to avoid losing yourself in the huge amount of information present in a man page.

You have, from left to right: the file permissions and if your system supports ACLs, you get an ACL flag as well the number of links to that file the owner of the file the group of the file the file size in bytes the file's last modified datetime the file name This set of data is generated by the l option. Hidden files are files that start with a dot. The Linux cd command Once you have a folder, you can move into it using the cd command.

Example: mkdir fruits cd fruits Now you are in the fruits folder. You can use the.. You can use it to form a path: mkdir fruits mkdir cars cd fruits cd.. The Linux rmdir command Just as you can create a folder using mkdir , you can delete a folder using rmdir : mkdir fruits rmdir fruits You can also delete multiple folders at once: mkdir fruits cars rmdir fruits cars The folder you delete must be empty.

To delete folders with files in them, we'll use the more generic rm command which deletes files and folders, using the -rf option: rm -rf fruits cars Be careful as this command does not ask for confirmation and it will immediately remove anything you ask it to remove. The Linux mv command Once you have a file, you can move it around using the mv command.

The Linux find command The find command can be used to find files or folders matching a particular search pattern. Let's learn how to use it by example. Find directories under the current tree matching the name "src": find.

You can search under multiple root trees: find folder1 folder2 -name filename. This deletes all the files edited in the last 24 hours: find. In this example we run cat to print the file content: find. The Linux ln command The ln command is part of the Linux file system commands. We have 2 types of links: hard links and soft links. Hard links Hard links are rarely used. You can create a hard link to it using: ln recipes. Soft links Soft links are different. You can create a soft link to it using: ln -s recipes.

The file name has a at the end, and it's also colored differently if you have colors enabled: Now if you delete the original file, the links will be broken, and the shell will tell you "No such file or directory" if you try to access it: The Linux gzip command You can compress a file using the gzip compression protocol named LZ77 using the gzip command.

Here's the simplest usage: gzip filename This will compress the file, and append a. Or you can use the -k option: gzip -k filename There are various levels of compression. Here's an example of it being used along with the -k keep option: gzip can also be used to decompress a file, using the -d option: gzip -d filename. The command can be invoked in this way: gunzip filename. You can extract to a different filename using output redirection using the -c option: gunzip -c filename. To extract files from an archive in the current folder, use: tar -xf archive.

And to extract them to a specific directory, use: tar -xf archive. This is done using the z option: tar -czf archive. But tar -xf will recognize it's a gzipped archive, and do it for you: tar -xf archive.

For example, take the ls command. By default it prints very little information: But if you use the -al option it will print something more useful, including the file modification date, the size, the owner, and the permissions. The Linux cat command Similar to tail in some ways, we have cat. You can have cat print them using the -n option: cat -n file1 You can only add a number to non-blank lines using -b , or you can also remove all the multiple empty lines using -s.

The Linux less command The less command is one I use a lot. Once you are inside a less session, you can quit by pressing q. The Linux tail command The best use case of tail in my opinion is when called with the -f option. The Linux wc command The wc command gives us useful information about a file or input it receives via pipes. We can tell it to just count the lines: wc -l test. In this case the -m flag will help you get the correct value: wc -m test.

If you're wondering, grep stands for global regular expression print. That's done using the -C option, which accepts a number of lines: grep -nC 2 document. Use the -i flag to make it insensitive. We can replicate the same functionality as above using: less index. Another thing you might find very useful is to invert the result, excluding the lines that match a particular string, using the -v option: The Linux sort command Suppose you have a text file which contains the names of dogs: This list is unordered.

The sort command helps you sort them by name: Use the r option to reverse the order: Sorting by default is case sensitive, and alphabetic. If the file contains duplicate lines: You can use the -u option to remove them: sort does not just work on files, as many UNIX commands do — it also works with pipes. For example you can order the files returned by ls with: ls sort sort is very powerful and has lots more options, which you can explore by calling man sort.

The Linux uniq command uniq is a command that helps you sort lines of text. You can get those lines from a file, or using pipes from the output of another command: uniq dogs. This implies that you will most likely use it along with sort : sort dogs. By default it removes duplicate lines: You can tell it to only display duplicate lines, for example, with the -d option: sort dogs. You must use the -r option to compare recursively going into subdirectories : In case you're interested in which files differ, rather than the content, use the r and q options: There are many more options you can explore in the man page by running man diff : The Linux echo command The echo command does one simple job: it prints to the output the argument passed to it.

This example: echo "hello" will print hello to the terminal. The owner of a file can do everything with it.