Aaron, the fan base is pretty riled up at the end of the season of the sweep to the Ashros. In your early discussions with Cash or anyone around here, what's the feeling of what might need the change going into next year? Well, I think there's always constantly change. And that doesn't change when or lose. Obviously, we want to be the last team standing. That's what we're working towards. And it's this time of year when there's that ultimate disappointment. And it's a rough time because going back to from now forward, I mean, we've already begun preparations moving forward into next year. And you realize all that goes into that and all the many people that are involved in trying to get us to be the best we can be.  And ultimately, the ending of that is always cruel. So it sucks this time of year to watch two other teams playing because you want to be there. And you feel like you're close. And you know what people have poured into this. As far as change, I mean, I think it's just continuing to evolve. And inevitably, with that comes change. There's always going to be roster turnover. And for us, here with the Yankees, we're always searching for as perfect a team as we can get, as perfect a roster as you can get. There's always challenges with that, whether it becomes people coming up through the farm system, trades, free agency, I don't think anything changes from there. I mean, we're constantly looking to where can we get better, whether that's baseball operations on the field, coaching, player development. I mean, we're relentless in that pursuit. And had we still been standing in the World Series, that doesn't change. We're trying to be the best team we can be each and every year. And it was a relatively big story when Hal spoke down in Tampa and made it a point to say, your job is safe. Did you, were there any concerns on your end about that? Were you wondering about your job status? And was there any thoughts on your end about that?  So my focus remains the same. And that's to be one of the leaders of this team that, again, is I came back to do this and got into this for a lot of reasons. The competition to compete at the highest level, the camaraderie, you feel being a part of an organization, being a part of a team, being in the trenches, being in the dugout, the lives you have the potential to impact, the relationships you're able to forge. But ultimately, I want to win a championship. And there's no, I don't think, better place to come to try and realize that. Because that is the mindset, the focus each and every year. And I'm grateful to be a part of that. But as far as the job security and all that, I've never worried about that ever. And the reality is, last year I signed an extension. And so my focus is on putting my steps forward to what's in front of me, what's next for us as an organization. Brian, to the right. Aaron, with Aaron, Judge, how did you leave things personally with him after game four? Did it feel like a goodbye or a goodbye for now? What do you kind of think? Yeah, I hope not. Look, we had a nice conversation in my office at the end of the night. I think most of you know how I feel about him, how much appreciation I have for our relationship and how it's grown over the years. So I mean, all I'll say is that, of course, I hope he's back and a Yankee for forever. And I can't think of a better guy that you'd want to be leading your team and leading your organization. And hopefully, that all works out. But my conversations with him now are just communicating with him through the winter and hoping that it works out. But obviously, that's above me, and that's got to happen over time here. Chris, to the left. Hey, Aaron, what do you view as the team's top priority this offseason to improve and close that gap with Houston?  And certainly, I'm always a part of those conversations and thing. And you're trying to improve. So the offseason takes you a lot of different places. I mean, there's obvious things. You say, let's get this guy. Let's get this guy. Let's make this move. But a lot of things have to line up and cooperate for that. So you've got to be, I think, you've got to be agile. And you've got to have the ability to, because you're not going to get everything you want or have every move happen to line up perfectly. So you've got to have a lot of plans in place, you know, that if this happens, then we've got to pivot in this direction. So bottom line is we're a really good team. We've been knocking on that door now for a long time. We haven't punched through. I certainly understand the frustration of that with everyone. We all feel that as much as everyone, like that's, again, that's why I came back to do this. I want to hoist that trophy with these guys. And the reality is we are close. And we have a team that is in that conversation, realistically, in that conversation. There's a lot of things that play out over the course of the year. We're missing, obviously, some key people at a key time of the year. But there's always going to be turnover on the roster that force you to go in a different direction. As far as what it is specifically, bottom line is we got to get a little bit better. We got beat by a better team in the American League Championship Series. They've kind of set the mark right now. And we got to find a way to keep getting a little bit better. And that's always the focus going into the off season. And then the season plays out. And so many factors come in that change that equation, make it easier, make it harder. But I can tell you we're letting those in our pursuit to try and chase that. Dan, to the right. Have you made any decisions about your coaching staff for next year? No, I mean, that's obviously a number of guys will be back that are under contract. A few guys are up. So we're working kind of through those situations. But I don't have any news on that front right now. And any news on DJ or any of the other injured guys with surgeries or anything? DJ, we're still unknown on the surgical part of it. That's something that's in front of DJ right now. And again, as these specialists kind of wheel through, what is the best course action? Is it surgery? Is it ultimately surgery? Is it other treatments leading into that? We're not quite at that point yet. So I don't have an answer there for you. Laura? It seems just looking at this season that the expanded playoffs kind of led an extra layer of improbability. Does that make you reevaluate how you manage over 162 during the season? No, I don't think so. Look, ultimately, you're trying to put yourself in the best position. And that's being the best team you can be for us, trying to win a division and hopefully set yourself up. But then, again, the length and the grind of the season, ultimately, sometimes put your team in different spots, whether it's the start of the year, the middle of the year, the end of the year, circumstances happen, injuries happen, situations come up that alter the equation a little bit. Ultimately, you're trying to be the best team you can be, especially towards the end of the year and heading into the playoffs. And you try and put your best foot forward. But as far as changing how we go about the 162, I don't think so. And to what extent, if at all, is Stanton playing through something with that leg or Achilles all through the second half and into the postseason? And was he limited? And does he have to do anything to deal with that now that season's over? Yeah, I think he was playing through something. I think it was not significant enough, obviously, to keep him out. And obviously, I think we started to see him the final week and into the playoffs really start to look the part and look like Big G all the way to the point that he could go out and play the outfield a little bit. But I do think he was compromised a little bit in playing through things. Again, nothing that I felt like where he was in jeopardy or obviously not that he couldn't perform. But I think some of the struggles he went through to his credit in August when he did come back in August in the early parts of September, middle of September, I think was him in his way like figuring out how to perform at a high level a little bit banged up. And I think he did that. And respect how he went about it, respect his process through it because he knew he had to take some lumps along the way. And he did down the stretch. And then you saw him start to really right the ship towards the end. And I think that was him learning how to play at a high level with it. And I think he got to that point. You still like him in the outfield a couple days a week next year? Yeah, that's my hope. I do. Again, I maintain I think it's something that at its best helps keep him a little healthier, keep him a little bit more athletic throughout the course of the year. Now, obviously, you've got to be smart about that. I think the first time he got hurt, it was a DH game where he wasn't even on the field. It was underneath. He was getting ready for an at bat. But I do think him being able to play the outfield not only serves us well, obviously, and giving us some flexibility from time to time. But I think it serves him well. Obviously, you just got to be smart and pick your spots with it. So we need you to have a hand up. Aaron, whether it's during the course of the season or now, a lot of things that we seem to ask you about are basically about the outcomes and the results.  Are there any changes that need to be made along those lines? Yeah, I am comfortable with our process, with my process. Of course, and again, this goes back to when you win ultimately, when you fall short, even on a smaller level, like during the season, you win a game, you lose a game, you get a result. You're constantly trying to evaluate that and trying to be better at it and trying to grow at it. And I think I've done that. And I think we've done that. But that never stops. But I do feel really good about our process and my process. And I think we're a very well-run and buttoned-up organization that is very prepared at what we do. It would seem that as many times you've had to go through the Astros, you likely may have to try to do that again next year. When you're watching them, are there specific things that they do better than you? That you say, we need to be maybe not more like them, but this is what we need to do better. That's what we need to do better because that's what they do. Well, I think every year is a little bit different. Looking at this year's Astros team, I think it's as deep a pitching as they've had. And it's as healthy and deep a pitching staff heading into the postseason. So they were even different facing them a little bit this year. In other years, they've been even more offensive. But this year, I think, and again, every year's a little bit different, and we haven't been able to beat them. I said, we need to slay that dragon. We haven't done it yet, and that hurts. And it's also a motivating factor to try and continue to get better and work. But I look at the Astros team this year, and you look at whether it's their four starters that they're rolling out there, and then the depth and health of their bullpen right now. That's where they're at, I feel like, at their best right now. And then having some obviously great positional players sprinkled in there. But this Astros version is a little bit different than some of the teams they've had in the past. Where am I? Brendan. Donaldson's track record speaks for itself. But at some point, mid-30s, the offensive production tends to slow. Did age catch up to him this year? I don't know. Look, age always is a factor. I think you look at JD, and I was blown away at how good he played third. And you could make a case that the age didn't show up there. I knew we were getting a good defensive third baseman. I didn't know we were getting that good a one. And again, I think his offensive season, again, coming out of the lockout, coming over to a new team, right at the start of spring training, you didn't really have that time to build. And then I just felt like he never got on track and got on that really extended hot street, where he built momentum, and now we're rolling. Again, I felt like all year it was like, man, he'd get it going there for a couple of days and then maybe take a step back. And I think part of that was just one of those years where it was hard for him to get that consistency all the time. Tough to say exactly if that's age-related or just one of those seasons where you can have a little bit of a down year by your standard. And the game's hard. And the game's hard to navigate on the fly and get on those really good runs. I still think he has a lot in there. That's kind of where I was going with this. He's as focused on hitting and offense as anybody. Are your guys' numbers behind the scenes showing you player in decline? Right. No, I think he was better than what he showed this year. And we feel that way. Look, it's not 2015. I think that's the year he won the MVP. Obviously, there's some age there. But I would say physically, I still feel like he has a lot in there on the offensive side to still be really productive. John, to the right. So much of a strength early in the season, obviously, was health, but also just the ability to plug and play guys in a lot of different places. When you get to October, how difficult do you think it is for the players, but also for you not to have easy answers to the question of who's your shortstop or what does your lineup look like? Does that create an extra challenge? That's not ideal. I mean, that's, again, I think you referenced the first half. And that was. We had that, by and large, really good health, the consistency. And we were unfortunately having to try some things out on the fly a little bit in the postseason. And that's not always ideal. But it's also necessary at times. I think part of it and some of the things helped us get through a series in the postseason. But obviously, you want to just roll in with what got you there and why you're there. And now let's go find out against the other best. Christian and Matthew. You mentioned on a few occasions throughout the season that internal metrics painted Isaiah as one of the best defensive shortstops in the league. Yeah. As an organization, what exactly goes into measuring the quality of an infield defender? I mean, range, turning plays and outs, transfers. I mean, all of it. We're evaluating every play that's made, not made, whether it's an error, whether it's a did he get to a ball? Didn't he get to the ball? How does that match up? And on the balance of the season, it was very good. I know there are some frustrations with the error that he would have on occasion and where I felt like I had to do something within the lineup because I felt like it was something that came into play a little bit in one of the series. But on the whole, I feel like he was by and large excellent defensively and in the top part of the league of shortstops. And so you're weighing everything. It ultimately comes down to trying to make plays. And how many plays does he make compared to his peers on balls that we're measuring? Range, transfers, I don't know how to answer it without pulling you aside and showing you all that goes into it. But essentially, it's a fairly sophisticated look at how many plays is he making compared to other shortstops. Matthew. And when you look at the postseason every year, I don't think luck is the right word. But there's always an element of some team just getting hot at the right time. And I think if you look at this year's Phillies, most people would argue that you guys were a better team than them this year. So I guess my question is how do you ensure or try to create the feeling of we're playing our best ball right now? How do you become that sort of good vibes team in October for lack of a better term? When? Look, I mean, there is part of that that's it is. It's a tournament of the league's best teams. So you try and, again, construct a roster going into a season and on the fly during a season. You obviously have the trade deadline. No longer do you have the waiver deadline, which that pencils down at July 31. That's your team moving forward and you can't really, especially as things pop up, injury situation. So it's hard to get it exactly right because there's always the unknown that can come up, especially in those final two plus months of the year. But you're trying to just build yourself as best you can, the best team. Try and coach them up and prepare as best you can to be in a best situation to put the odds more in your favor. And that's the best I can say it to you is we're trying to be as our absolute best going into a postseason. Sometimes you're in a better situation come October than others, but you always have a chance once you get in. Take one or two more. Doesn't matter. Aaron, how do you view shortstop and from what you saw from Paraza in the month that he was up, is he ready to be here starting by opening day next year? Well, I think Oswald had another strong season in AAA, essentially having a full year there and earned and put himself in a position to get a September call up essentially. I was really impressed with what I saw from him, just make up wise, preparation wise, what he was able to handle being thrown into some different situations that for anyone, let alone a rookie, wouldn't have always been easy. And I always felt like he was up to it and handled it. So he certainly put himself in a really good position heading into the winter coming off another strong season. He's very young. But I would say, obviously, we were very aware of him going into this year as a top prospect and being on the roster for the first time. I think he only helped himself moving forward now. I think he had himself a strong year and put himself in a good situation heading into the off season and will certainly be in that competition mix heading into spring training. But certainly excited about the season he's had. And I just came away really impressed with being around him now a little bit and seeing him go about things and seeing how he handled. And I feel like hopefully really benefited from being up here and in this environment, not only for September, but on into the playoffs as well. We'll take Nate and Sweeney and we'll get Brian and Kashman. Aaron Jose Trevino is named a Gold Glover this week. Did he exceed your expectations this season? And what do you think were some of the underlying reasons that allowed him to unlock his potential here in New York? I would say yes, he's surprised. I think at worst we knew we were getting a really good defensive catcher. And obviously, we traded Gary at the start of spring training and brought in Ben, but then he was hurt. We knew he had to fortify the catching position. So to be able to get him at the end of spring training, we knew we were at least getting a quality backup catcher or somebody that we felt good about. But yeah, he blew away expectations. First of all, just the offensive side of things becoming an all-star, the amount of big hits he got for us.   But then you go to the defensive side. And yes, we knew we were getting a good defensive catcher. I don't think knew we were getting this impactful of a person. And he's obviously great at the position. He's so at home at the position. He takes charge at the position. He leads from the position. He's really prepared. He's a rat. He loves the game and loves to prepare and loves to study and loves to find where we can have an edge. And then he was just beloved in the room and in a way became very much one of the leaders in the room. And we're really, really lucky to have him come here and be an integral part of our team. One more, Sweeney. If I could follow up on Kynur-Fileffa and Parazza. In the middle of the summer, like July, August, right around the trade deadline, Kynur-Fileffa was struggling defensively. He even went to you guys and asked for extra help in the field.  I would quibble with that, though. I would quibble with he was really struggling. That's who he is. He's accountable. He's tough. He expects a lot of himself. That's who he is. So that's part of him saying that. Because his bar is up here. Of this is who I should be defensively. The reality is he was having a really good defensive year. He had some struggles along the way, or a bad air that seemingly the next play would highlight the air because we gave up a run or whatever. But he always bounced back from that. But that's who he is in being really accountable. So maybe that's the answer to this part. Parazza was never viewed, throughout the organization, asking the questions. He was never viewed as ready to take this place at that point. Even when he got called up in September, played sparingly. But as you alluded to, you got forced into a situation in October. And you've been very impressed with Parazza. Is there something he wasn't doing in July and August that all of a sudden he got better at? No. I just think you were still talking about a very young player that, yeah, had a very strong season in AAA. But it wasn't like the world on fire. And I think player development, there are still things that he was getting better at and checking boxes at. And I think he's 21 years old. And trust me, we love his future and love what he's going to be. And as I said, getting to be around him and see him, I came away even more impressed. But he was still getting to that point as the season was unfolding in his first full trip. Were there specific things or was it a consistency? Yeah, I think it was just continuing to get a little bit better in every aspect of the game. He's going to be a really good player. That's what I came out of this season. But I also think his development this year was really important to continue to develop. And I think he continued to improve at the AAA level as the season unfolded as well.


Hey guys, Thunder E here and we're back with another speaker test on the Galaxy S20 Ultra. Samsung's latest smartphone that packs in a massive camera but this is all about speakers so how well does it sound? Now we know the S20 Ultra comes with of course Dolby Atmos and stereo speakers but how does it compare to the rest of the group? When I'm talking about the Huawei Mate 30 Pro, the iPhone 11 Pro Max, the Galaxy S10 Plus, the Galaxy Note 10 Plus and of course the ROG Phone 2. To see where the S20 Ultra lands within this list of devices. Now as our last speaker test, the ROG Phone 2 was our king with the loudest sounding in decibels but of course sound quality is objective for anyone here so I'll be adding a new segment to that but let's go ahead and check the decibels for all the smartphones. Alright so it seems we have a clear graduation of which sounds the loudest from of course the lowest being the Huawei Mate 30 Pro at 101 decibels. Next up is the Galaxy Note 10 Plus at 102.7 decibels. To that is the iPhone 11 Pro Max 103 decibels then we get this big jump to the S20 Ultra at 105.6 decibels followed by the ROG Phone 2 in its normal mode at 106 decibels and then we move over to the Galaxy S10 Plus at 106.2 decibels in there and then finally the ROG Phone 2 in its outdoor mode is at 108 decibels. I really don't like that outdoor mode it's just kind of cranky you guys can hear yourself so for me I kind of take that out as just if you're outside you just really want to crank it up but the ROG Phone 2 has the loudest decibel rating with its outdoor mode without that the Galaxy S10 Plus takes the slightly at 106.2. Now let's talk about sound quality which do I like well before I mention that let me add in this new segment where I'll be playing a specific track this is from an artist called Avatar and the track is called Kamikaze so you guys can listen to every single device how it sounds and then I'll tell you my choice and you guys can tell me mine so let's listen. That track is pretty dope but I have to say though in terms of sound quality I prefer the ROG Phone 2 I think it sounds the best this front firing stereo speakers really come out nice and clean but my second best is the Galaxy S20 Ultra I think it comes out punchy there's more bass in the low end and it comes out well after that it's pretty much the Galaxy S10 Plus and then the Galaxy Note 10 Plus then after that with all the Samsung devices going through I my next favorite there would be the iPhone 11 Pro Max and last but not the least is the Huawei Mate 30 Pro so in terms of sound quality it's gonna be the ROG Phone 2 followed by the Galaxy S20 Ultra and in terms of decibels well the loudest is the ROG Phone 2 with its outdoor mode without that is the Galaxy S10 Plus so there you have it guys that's the speaker test that's where the Galaxy S20 Ultra fits in I think it fits in well it's on the high end of things in terms of loudness and also in terms of audio quality remember this of course is with Dolby Atmos activated there and I'm picking the specific modes or setting on auto I do like what the S20 Ultra does with audio with the speakers and I think you guys will like it too but leave your thoughts on what you heard and which devices you will pick if you have any questions let me know stay tuned I will have more videos for you on the Galaxy S20 Ultra covering of course our charge test and so many more so thank you very much guys and always enjoy your entertainment


Powder-based additive manufacturing techniques such as selective laser sintering, and inkjet 3D printing are being used to create complex tissue engineering structures with minimal tooling costs and time. These techniques can produce parts with desired geometries and are particularly useful when working with powders. Updating the current knowledge about these techniques and their effects on mechanical and biological properties of fabricated tissues and scaffolds is necessary. Parameters need to be set up effectively, biocompatible or bioactive materials need to be developed, and the mechanical, biological properties of laser-sintered and 3D-printed tissues need to be improved. This article was authored by Saeed Farid Saeed Shirazi, Samir Garakani, Mehdi Merali, and others.


Hi, my name is Alex. I'm a librarian at the University of Alabama and in this video I'm going to talk to you about how to get started using Google Scholar. To put it simply, Google Scholar is a Google search engine that mostly looks for scholarly sources. When you run a search on Google Scholar, you'll find scholarly journal articles, dissertations, books and more. Google Scholar is freely available to anyone with an internet connection and a computer. But for you, there's a right way to access Google Scholar, and that's through the library's website. We'll get into this more later, but for now just know that if you go through the library's website you'll be able to access more articles than you otherwise would. If you log in through the library's website, then Google Scholar knows you're affiliated with the university. If you don't, then you'll have to configure your Google Scholar settings in order to select the University of Alabama as your institution. To find Google Scholar, go to the library's website at lib.ua.edu. And once you're there, just click the research tools dropdown at the top of the screen. So let's go ahead and see if we can find some scholarly articles about our topic. For this example, we'll look for information about the health benefits of drinking coffee. So I've done a quick keyword search. And now here are our results. On the right hand side of the screen you'll see if we have access to the articles we've found. When you see the full text at Alabama icon, that means it's an article that we provide access to. When you just see a simple HTML or PDF link, that probably means that it's just freely available on the internet. If you don't see either one of those icons, it may be an article that you can't immediately view. However, we may be able to get free access for you via interlibrary loan. For more information about how to fill out an interlibrary loan request, check out the rest of our video tutorials here or just ask a librarian. And that's all for now. Hopefully that helped you with the basics of using Google Scholar. If you have any questions you can call us, text us, or visit ask.lib.ua.edu to ask a librarian.


What's going on everyone? Sam here with late in sports cards. We are doing 2022 opinion origin certified hobby eight box mixer number six random team style Here's a look again at your random results as always you can find these on the website under the results tab as well as the link in chat Good luck here everybody start with certified.  What a vet hit right there Jean-Philippe W. We've continually said should be done in basketball manga Is there gonna be a manga in there? Certified gamers Harold Landry 10 out of 125 Titans cool one there Josh L Yeah, manga and prism collegiate basketball that must mean they'll put it in hobby this year too if they put in collegiate That's sick, dude. Myles Sanders to 99 Hopefully it's super rare. I hope they don't dilute it Too much like they did with color wheel and select draft fix Manga basketball day pews prism collegiate. There we go, baby. We've got sky more 251 out of 349 RPA for the chiefs Kansas City is Alexander Pete yeah, Palo Manga's those are gonna be a big card Cam Britt Taylor to through 199 pink for the Browns Myles Garrett to 249 seal of approval, that's good if they're doing color blast and stained glass manga should be more rare for sure Stefan Diggs to 275 Malik Willis rookie case or less frequent. Yeah, I agree with that should be Alec Pierce for the Colts to 349 on the bronze jersey. Oh, that's so sick that they're putting manga and prism collegiate That's such a good idea SSP, yeah, it should be done, but it'll be around for I hope so they should honestly because there's no case hit in prism basketball Really? Yeah, no case it in prison basketball. Yep. That's why the color is so like sought after Oh gold team yet, there's like for in prison football because there's illuminators finest freshman snakeskin blue Josh Pascal Color blast stained glass and manga for some football to 399 Sam how Letter of intent, which is incoming freshman interesting. There's actually a pretty good class of incoming freshman, too There's like five top ten guys going to Kentucky or something including the number one Luisine nice one there for the Vikings 50 out of 75 DJ Wagner, I bet that's gonna be a big one. Everyone's gonna want DJ Wagner stuff Crystal Lave jersey card that's gonna be new generation 389 out of 399 for the Saints Go blue. What's up, Kyle? Absolutely, man Yeah, they did Debo Samuel to 275 we've got Calvin Austin RPA 137 out of 199 Steelers Okiante George that's solid That's Roger McCreary for the Titans To 399s, Dak Prescott certified stars 12 out of 50 nice one there for the Cowboys Hey, what's up Emerson need you in the hobby Emerson need you in the hobby? Greg dual chitch to 149 It's a lot of fun Just watch like five of our breaks. You'll be hooked. I know I was When I was working on my old job, I'd have late on my TV the entire day Javante Williams 129 out of 149. I've got like nothing done when I work Base Staying glass as no mentions probably base, but yeah, so it's probably just gonna be a regular answer at that Oh, yeah, yeah, I've been collecting pretty much my whole life and I've been doing like Instagram and like social media trading since 2014 Yeah back when before cars were full I Glad she did that's awesome Wesley Lots of fun Aidan Hutchinson RPA 107 out of 199 to color nice one there Detroit Emerson when you get your first box, you'll be hooked. That is true. Nick Bonito to 325. Are you join your first break instant? Like when I got my first hobby box, it was like, oh, this is awesome, right? Honestly, Vila Jones, Jr. Orange 25 out of 249 the Bears For autos Aprilos for instance for box on pre-sales. Uh, that's not bad at 199. It's not bad at all Yeah, for collegiate red Drake London on the color match to 99 for the Falcons nice one there That's really not a bad starting price like at all at pre-sale Joe Mixon 249 seal of approval bangles Tyrion Davis price for the Niners 43 out of 52 color patch congrats Niners New generation Aziz ojolari Certified potential 41 out of 99 second-year auto for the Giants Orange Matt Stafford to 149 Yeah, this is a really good class honestly This is a really good class for basketball It's like Palo's playing great Keegan Murray is playing great Ivy's playing great Who else Shaden Shaden sharps playing really well Mark Andrews to 349. Sorry, of course is Javanta base There's a couple other studs in this class base Matheran Matheran's been a absolute stud off the bench blue Mike Evans to 75 and Eric as you con mark to 199 for the dolphins All right, I'll do it for Can't stop pulling Murray and I've been Murray out of chronicles I still can't hit a palo dude. Palo's got to be such a tough hit out of chronicles Yeah, check once check comes back next year to he'll be a stud That's gonna make like 2022 products so much more anticipated Mike Evans to 199 and Kianta Ingram to 199 probably been through a case at this point sounds about right David Bell To 249 for the Browns Alexander Madison on the mirror signatures won 13 out of 35 for the Vikings Nice combo spot hit there for Amadeo deep Dead's been ridder to 50 nice teal for the Falcons Falcons picking up a couple of their big rookies numbered stuff lower numbered stuff to base Who chapped freshman fabric saw though. That's awesome dude Yandre swift to 349 redemption Peer strong junior to 375 for the Patriots. See what we got here. Good luck everybody Oops, there's a card on the back to sky more stuck to it. I guess we'll just use the sky more than Freshman fabrics mayor signatures orange car number 216 Jameson Williams nice one there for the Lions Congrats Detroit John W picking up a Jameson and now a Or a Hodgson and now a Jameson Williams with it. Nice. Congrats John Take one Thornton on the orange jersey 39 out of 249 red Givante Williams 13 out of 99 Debo Pink DK Metcalf seal of approval 186 out of 199 Mix in and Pitman last pack of certified before we go into origins filler and base alright, I'll do it for certified now. We got four boxes of origins. Good luck everybody See we got here. All right, we've got Kyle Pitts on the second year to 299 and Michael Thomas 17 out of 25 slant man So funny, you'll need a mag coming up here. Not bad Travis ETN and Derek Stingley Who is this going to? Matt B We've got one of one James Cook Nike swoosh tag boom Congrats Matt Heck yeah, dude That is awesome. Nice James Cook One of one. We'll take that all day long. Got that straight into a mag for you, buddy Nasty right there nasty laundry. Yeah upside down swoosh Makes it even more of a one of one one of one of one exactly Rory Congrats Matt We've got a son Haskins four out of 25 for the Titans and then go into the Raiders. This is a mere white 64 out of 99 Fantastic box is certified one of one two numbered autos and a Base to 25 not bad at all. Congrats everybody there who hit that's awesome Rondo or the headband upside down to the league band of course. He said of course the league band it Why wouldn't the NBA ban that?  I love those. We've got Shaquille Leonard to 299 Colts Michael Carter to 25. Nice for the Jets Jonathan Taylor and James Cook rookie the patch of George Pickens to 99 Shorted ahead. Yeah, we are dang man Shorted us an autograph unfortunately We do have an Eric as you con ma on the base auto Sorry about that guys. No auto and no RPA there.  Got DJ more to 299 for the Panthers and Dak Prescott to 75 for the Cowboys we've got D hop and Sam Howell on the variation rhythm next up George Pickens 86 out of 99 for the Steelers on the jersey next up. We've got a Romeo Dobbs Nice base auto there for the Packers And going back to the Steelers a third hit of this guy in this break George Pickens one of one What What to one of ones Who's got the Steelers? Adam see congrats Adam.   What a case this was hold and a four box mixer, dude That happens so much to we'll do like And we'll hit like three massive cards Yeah Like the the zappy shield one-on-one out of elements that are out of both standard. Yeah, that was two boxes Lamar Jackson to 199 Zach Wilson to 299 Devonte Adams and Garrett Wilson variation rookie auto or not right now rookie auto rookie variation rookie Desmond reader 171 out of 199 for the Falcons Romeo d'ops base auto again for the Packers rats Packers and a Breeze all Wow 22 out of 25 Man, what a four boxes of origins that was that was insane Congrats Jets that is Moe M. There you go. Moe nice breeze Love the teal on that part as well beautiful beautiful beautiful Insane case man All right, let's do a quick recap. That was fantastic. Thanks, sir We had Desmond Ritter for the Falcons George Piggins for the Steelers George Piggins Steelers Tyquan Thor and Patriots David Bell Browns Tyrion Davis Price Niners Bielish Jones Jr. Bears Givante Williams for the Broncos Chris Olave Saints Alec Pierce Colts and Harold Landry Titans our non-magg daughters We had breeze hall for the Jets Romeo d'ops Packers Hassan Haskins Titans Romeo d'ops Packers Zemir White Raiders Erica Zucan Dolphins Jamison Williams Lions Alexander Madison Vikings Aziz O'Jallari giants Aiden Hutchinson for the Lions That is Calvin Alston for the Steelers Lewis C&A Vikings Skymore Chiefs and Simeon Rice Bucks Magg Cards man two one-to-ones out of origins James Cook on the Nike swoosh laundry tag for the Bills and then a George Piggins Nike swoosh one-of-one for the Steelers Awesome, dude. So awesome. That'll do it for the break guys. Thanks again for the fill next up We've got full case of origin


Good morning. I am lieutenant commander Mary Catherine Taylor deputy director of officer development school on behalf of commanding officer Officer training command Newport welcome to the graduation ceremony for officer development school class 22070 consisting of 170 officers Military guests in uniform. This will be a covered ceremony The order of events this morning are as follows Momentarily captain Everett Alcorn United States Navy commanding officer of officer training command Newport and Rear Admiral Cynthia Keener commander naval medical forces support command will arrive The guests in class will rise for the arrival of the official party and remain standing for the playing of the national anthem and invocation Captain Alcorn and Rear Admiral Keener will then address the graduating class Following their remarks captain Alcorn will distribute the class awards After the award presentation the graduates will symbolize their completion of their training by returning Their company guide on to their class chief petty officers Following the award presentation The class will reaffirm the oath of office and will remain standing for the playing of the service songs and final Dismissal, please rise for the arrival of the official party and remain standing for the national anthem and invocation officer training command Newport arriving Naval medical forces support command arriving ladies and gentlemen our national anthem It is in gentlemen chaplain butts will now offer the invocation Let us pray Well, heavenly king comforter spirit of truth Who are in all places and fills all things Treasury of good things and give her life. We give you thanks for this day of celebration We are thankful for the life you have given us The parents who have loved and nourished us and the numerous friends and family members who've encouraged us on the journey of life And helped each one to arrive at this hour We give thanks for their dedicated staff here at officer training command Who helped develop each one of these sailors into our newest naval officers? Vice admiral Stockdale wrote character is more important than knowledge We ask that you give each one of these officers the courage to be leaders of impeccable character Models of integrity and give them the strength they will need to weather the rough seas of leadership May they hold themselves accountable each day staying true to the values that guide them Today they follow in the wake of the greatest naval leaders of history Selfless men and women of character who fought for the freedoms that make our country great May they continue to carry on that legacy as they head to the fleet be with us today and forever. Amen Please be seated ladies and gentlemen captain Everett Alcorn commanding officer officer training command Newport Admiral Keener distinguished visitors officer training command staff Family and friends joining us today and shipmates of officer development school class 2 to 0 7 0. Good morning It's an absolute honor for me to have this opportunity to welcome this class into one of the most prestigious Challenging and rewarding careers in our nation that of naval officer Today, we will bear witness as 170 officers renew a solemn promise to our nation reaffirming their oath to support and defend the Constitution of the United States For the families joining us I want to thank you and commend you for the performance of your sons and daughters husbands and wives brothers and sisters Your love support and encouragement have produced quality individuals that you see seated here Ones who not only chose vocations to help their fellow human being but who chose a path of service to their fellow citizens I can think of no finer group to go forth Into the fleet than the officer seated here today They could not have gotten to this point without your careful guidance and support of the family on behalf of the Navy and a grateful nation Please accept my most sincere. Thank you So the class I'm proud of you and all you accomplished while here as you depart for your schools and duty stations Know that you are about to be placed in a position to lead and mentor What are truly one of our most valuable national products enlisted men and women of the US Navy? Those that volunteer a precious national resource, so you must always treat them as such The foundations we have laid for you here at ODS are solid It is now up to you to build upon this as you enter the naval service I'm impressed with the effort that you've expended over the last several weeks And I want to thank you for all that you have done and will do in service of this great nation of ours It is my pleasure and distinct honor to welcome you to the wardroom as professional naval officers in the world's finest Navy It's my honor this morning to introduce you to our guest speaker Admiral Cynthia Cooner commander naval medical forces support command and director of the nurse corps Admiral Cooner is a native of Fort Rocker, Alabama She earned a bachelor of science in nursing from the University of Hawaii at Manoa her graduate degrees include a master of science and nursing from the Uniform Services University of the Health Sciences and a doctor of nursing practice from the University of Massachusetts at Amherst She was commissioned in ensign in 1991 through the baccalaureate degree completion program Operation she served as a senior nurse of Bravo surgical company with the first force service support group in Fallujah, Iraq Providing direct casualty care during the height of combat operations She also served as a senior medical officer and ultimately the executive officer of the provincial reconstruction team in coast Afghanistan as the teams provincial partner for health sector development in a war torn province of more than a million Afghans she worked with the government officials u.s. Department and Non-government organizations to bolster reconstruction efforts essential to the counter-insurgency strategy and support of operation enduring freedom Her previous assignments include staff nurse corps positions in the pediatric ward and labor delivery units at Naval Medical Center, San Diego, California Division officer at the branch medical clinic sasabot Japan Duty under instruction at USIS Bethesda, Maryland family nurse practitioner track Medical staff and primary care manager at Naval Health Clinic Corpus Christi, Texas Department head and PCM at Naval Hospital of Guantanamo Bay, Cuba Department head and PCM Naval Hospital Bremerton, Washington Her executive assignments include director branch clinics and command executive board Naval Medical Center Portsmouth, Virginia Executive officer Naval Medical Center, San Diego, California as commanding officer Naval Hospital, Okinawa, Japan Staff assignments including Navy medicine transition lead Assistant deputy chief of medical operations and the deputy chief operations plans and readiness M2M3M5 at the Bureau of Medicine and Surgery headquarters where she ensured the Navy's medicine's successful Surge response and led a novel adaptive naval force solution to the SARS COVID-2 pandemic Currently serves as commander naval medical forces support command at joint base San Antonio Fort Sam Houston, Texas She maintains board certifications as a family nurse practitioner as advanced nurse executive with the American Nurses Credentialing Center And as a fellow of both the American Association of Nurse Practitioners and the American Academy of Nursing Her leadership is essential to the continued success of the world's greatest Navy And we're truly fortunate to have her with us today to share her thoughts Ladies and gentlemen, please join me and welcome our guest of honor today the 26th director of the nurse corps.  Can I ask the graduates to relax? Go ahead and relax. I fear you're spending way too much energy on that Rigid posture at attention and maybe you won't be able to focus on my speech and I spent a lot of time writing it So I want you to be appropriately focused in this moment Thank you captain Alcorn skipper exo CMC family friends and especially ODS graduating class 22070. Good morning I am honored to be here to celebrate your achievements and to share a few thoughts with you About your future in our great Navy. I Remember this graduation day in my career. It was August 1991 in Pensacola, Florida that summer the Navy did something different and put 80 of its newest Commission nurse corps officers throughout the through the rigorous training of the aviation officer candidate school program and There are two things that I most vividly recall from that day over 30 years ago First it was perilously hot and humid. I was miserable in my service dress white uniform Marching by the grandstand for our final pass and review Second I was glad to be done After six weeks of OIS or officer indoctrination school as it was called back then and Excited to be heading to San Diego for my first assignment Okay, I don't think you taught them how to react to relax. They're all sad. They're all sitting still at attention Okay, everybody just work with me here take a deep breath in And out if you're this nervous, I'm gonna be nervous. So knock that off. We're good and There's one thing that I absolutely do not remember from that day Who the graduation guest of honor was or anything that they said? So I'm gonna do my very best to make a different memory for you today You have sworn to support and defend our Constitution against all enemies you take your obligation freely and you will faithfully discharge the duties of your office Unlike the oath of enlistment you do not explicitly Promise to obey orders now for the record. I Don't recommend that you get out there with the weight and responsibility of your rank And choose not to follow lawful orders sound judgment is required in all matters But your commission is like a newly bestowed superpower and you are instantly transformed From this day forward your family your friends your shipmates the chiefs mess That your sailors your commander-in-chief and the citizens of our nation will place their special trust and confidence in you Your commission obligates you to lead with integrity justice Fairness and accountability to a public that pays for your faithful service and depends upon you Each and every day to honor your oath and to stand fast During adversity and danger No pressure. No pressure at all To summarize I will repeat the sage guidance once delivered to another superhero Peter Parker you may know him as spider-man and Here was the advice With great power comes great responsibility So I do recommend that you take positive control of your superpower and your career early on Determine who you are today at baseline and how you'll use your bestowed honor to become the naval officer worthy of the esteem of Many who will see you in your uniform and thank you for your service Initially it may feel awkward to hear those words and kind of like Fictional supermans superhero spider-man's character it takes a bit to get used to the fit and distinguishing features of your costume in your case a uniform and the sometimes heavy burdens, but always the privilege of your service commission You don't have to and shouldn't wait to embrace the obligations of faithful service Indeed your superpower. So how do you begin this transformation? I'd like to share a suggestion. I've been here to Newport on three separate occasions For officer development programs at the prospective commanding officer school or PCO course We were tasked to develop our command leadership philosophy and we were given some parameters Select no no more than three areas of focus your leadership philosophy should be simple You should believe in it and it should resonate with you and the people you will leave. I implore you not to wait for a future command tour to develop your own Leadership philosophy and your personal plan for becoming the leader that you want to be Steering your own course in the world's greatest Navy Following the same rules. We were given Heading into command start with some thoughtful reflection about who you are right now The real and authentic Substance of you the values you hold the choices you freely made and the resolve you've already shown to earn your commission Make your philosophy Sincere and authentic and keep it limited to two or three really important things Add any details around those things as you see fit and take some time to acknowledge the leader You are today and the leader you aspire to be if you're stuck find some examples I recommend you search beyond Instagram Your CEO's philosophy will be available read it. It's really helpful to know what your boss thinks When you're satisfied with your work, give yourself an honest appraisal does your personal Leadership philosophy resonate with you. Is The is it the leader you are now or the leader you wish to become if there's a gap And you need to need to or want to make changes How will you develop a plan and execute the steps to get there? Will your career simply happen to you or? Will you make your career happen? What resources do you have? Do you see yourself going it alone or will you trust and rely upon?  I recommend the latter How will your actions all your actions? Even when no one is watching prove that you believe the words you've written Will you hold yourself accountable to the leadership philosophy that you've created? Why and how? Trust me. It's not always easy being a superhero Each of you will leave from this graduation day and head to your next assignment And when you arrive, you'll quickly jump in to the job Orienting to your new workspace meeting new shipmates around you Honing baseline professional skills and acquiring the tools you need for success As you get going you'll begin to appreciate that our Navy is undergoing transformational change The focus on near peer adversaries distributed maritime operations and the threats to American interests and democratic ideals are in the forefront and The focus of every community among the active and reserve naval forces in The weeks to come you will undoubtedly hear more about our chief of naval operations Get real get better campaign His call to action to our Navy and specifically to you its leaders I will quote the CNO Get real is about having the courage to self-assess to build teams that embraced honest Hard transparent looks at our performance and to understand our actual strengths and shortcomings We must be Our own toughest critics Get better is about a commitment to improve to be self-correcting It's about taking pride in high standards and fixing problems Together when they're small before they grow large and complex It's about applying proven methods to get after the things that matter most in a focused and disciplined way And not just by adding activity The CNO encourages a learning mindset and challenges us to learn it all vice know it all Where we openly transparently share what we learn Setting the highest standards for ourselves and others and where we build trust by honoring and rewarding the value of our teammates the people we're entrusted to lead and Where we as leaders take acceptable risks and adjust our plan based on continuous learning and improvement As you establish your own leadership philosophy Acknowledge yourself as a burgeoning superhero and embrace our CNOs called action. You will be challenged and rewarded It is an exciting time to serve with abundant opportunity to contribute your many diverse gifts You will make our Navy better By your deliberate actions and faithful service. I am quite confident That ODS class 22070 is up to the task and will distinguish itself in the years to come Best to each of you have fun and lead well. Oh And if any of you already knows how to make a web from your wrist I'll stay after so you can teach me Thank you very much Thank you at captain Alcorn and rear-on real Keener at the conclusion of each ODS class Several students are recognized by their fellow classmates as well as OTC and staff for outstanding Achievements during the five-week course of instruction Ensign Matthew Denzero front and center The honor student award is presented to the officer who best demonstrates an overall excellence in the areas of academics physical fitness and military bearing consistently setting the example for his peers Throughout the many challenges faced at officer training command the honor student award goes to ensign Matthew Denzero Lieutenant Charlie Yowell front and center The Alfred award is given to the officer who achieves the highest military grade derived from personnel Inspections room inspections and general military bearing This award is named after the continental sloop of war the Alfred commissioned in 1775 the Alfred served as the flagship of native Rhode Islander Commodore Essex Hopkins Serving as a role model of Navy pride and professionalism Maintaining the highest military standards and providing inspiration to all the Alfred award goes to Lieutenant Charlie Yowell Ensign Mark Greg front and center The captain George Townsend Smith leadership award is presented to the officer who personifies the highest standards of personal example Good leadership practices and moral responsibility Officers were nominated by their peers and selected by the officer training command staff The captain George Townsend Smith leadership award goes to ensign Mark Greg Ensign Brandon Frazier front and center The E.D. Award named after Lieutenant Thomas E.D. United States Navy recognizes the highest achievement in academic and military performance Lieutenant Thomas E.D. who emigrated from Scotland and settled in Rhode Island Was awarded the Navy Cross and Medal of Honor for his courageous efforts as a diver during the salvage of Submarines SS4 and SS 51 off the coast of Massachusetts He was a member of the southeastern New England chapter of the retired officers association at the time of his death in 1974 in recognition of this accomplishment in addition to a certificate of achievement The Military Officers Association of America has also provided a three-year membership To the E.D. Award winner and send Brandon Frazier For the past five weeks the company guide on has been a symbol of spirit dedication teamwork and unit identity To symbolize the fact that these officers seated before you have completed their training They will return the guide on to their class chief petty officers senior chief electronics technician Lewis and Senior chief hospital corpsman sims cologne They will now deliver the reaffirmation of the oath of office would all military personnel in uniform Please come to the position of attention Ladies and gentlemen the commanding officer of officer training command Newport would like to present to you your newly reaffirmed naval officers Will all guests please rise for the playing of the service songs and final dismissal zero seven zero Upon graduation from officer development school You are ordered to detach and report to your duty stations where you will assume your duties and responsibilities by order of Everett Alcorn captain United States Navy commanding officer Officer training command Newport ladies and gentlemen this concludes our ceremony on behalf of the commanding officer Officer training command Newport. Thank you for attending today's graduation Will all awardees please come to the front of the stage upon dismissal for a photo with the guests of honor and commanding officer Guess thank you for coming. Please stay safe safe healthy and have a nice day


The next item of business is a statement by Fiona Hyslop on implications of the White Paper on immigration and the population of Scotland. The cabinet secretary will take questions at the end of her statement so that there should be no interventions or interruptions. I call on Fiona Hyslop to make the statement. In the last week before Christmas, the UK Government published long-delayed plans for the immigration system after the UK leaves the EU. I want to provide Parliament with an assessment of the impact that we think that these retrograde proposals will have on Scotland, building on the reaction that the First Minister outlined in Downing Street. Making the positive case in support of immigration is sometimes a difficult thing for politicians to do. It is undoubtedly true that concerns about immigration were an important driver of the vote to leave the EU in some parts of the UK, and immigration remains a contentious issue for many. People with concerns deserve to be listened to and treated seriously. It is also true that those concerns are often based on misconceptions that are not supported by evidence. Political leaders have a responsibility to listen but also to respond in a way that builds understanding and raises awareness. It is greatly to the credit of this Parliament that members here have risen to that challenge. We all agreed that migration to Scotland supports economic growth, helps to address the serious issue of long-term demographic change and enhances and sustains our communities. The Migration Advisory Committee undertook a review last year of the impact of migration on the UK labour market. It found no evidence that migration reduces employment or training opportunities or the wages of UK workers. Furthermore, there is clear evidence that migrants contribute more through taxes than they receive in benefits or public services. The Migration Advisory Committee finds increases productivity, innovation and GDP per capita, helping to raise living standards for all of us. It is therefore extremely disappointing that the policy measures that the UK Government has put forward fail to lead the debate or respond to the evidence. The proposals in the UK white paper would prove economically damaging to the whole of the UK, but especially for Scotland. I will briefly remind members of the key measures in the white paper before describing why Scotland would fare worse than other parts of the UK. The UK Government plans to end freedom of movement of people from the EA after the implementation period and manage all economic migration to the UK through a single system. That will, in effect, be the current tier 2 employer-sponsored route for most workers with some adjustments. Tier 2 is widely held by business to be both complex and costly and is currently limited to only high-paid, graduate-level roles in the main. The UK proposes to lower the skill requirement once European migration comes into tier 2, so that skilled roles below graduate level are eligible. However, it also intends to maintain a salary threshold expected to be set at £30,000. That would price out many roles even with a skill barrier reduced. Does nothing to address the fact that the administrative and financial costs of tier 2 mean that many small and medium enterprises cannot make use of it? The Federation of Small Businesses estimates that 95 per cent of small businesses in the UK have never used tier 2 due to those barriers. Cutting off access to international talent by ending free movement would be a disaster for those firms. There is also no route for what the UK Government termed lower-skilled roles, roles and important skills, that make a vital contribution to our economy and society, such as social care, tourism, hospitality, construction and others. The 12-month visa for those workers announced as a transitional measure is inadequate for business and without a route to settlement would stop people with the important, valued and valuable skills that we need from being able to live, work and, importantly, raise their family here and to help tackle demographic challenges. Remember that currently all our projected population growth is due to come from migration over the next 25 years. Those proposals will have a negative impact on the economy of the whole of the UK and the figures in the immigration white paper show that clearly. It is important that members are clear and understand that the impact of those changes would be greater in Scotland than the UK as a whole. UK Government figures published in the white paper showed that 80 per cent of projected long-term EA worker inflows to the UK would be affected by those changes, rising to 85 per cent for Scotland. That accords with the Scottish Government's economic modelling, published in our discussion paper, Scotland's population needs and migration policy that was published earlier last year. Using official population projections from the ONS and the NRS, that showed that the slow down in migration as a result of the Brexit vote would result in reduced GDP growth in the UK of 3.7 per cent by 2014 and 4.5 per cent in Scotland. An alternative scenario using the 50 per cent less EU migration projection estimated a 6.2 per cent reduction in GDP growth for Scotland relative to growth in the economy under pre-Brexit population projections. That scenario also estimates that the UK economy would be 5.9 per cent smaller as a result of lower population growth. Separate modelling has also highlighted the importance of migration and productivity. Under a hard Brexit trade and tariff barriers are estimated to have the most immediate economic impact, but in the medium to long term the impact of reduced migration and the decline in productivity will overtake that, accounting for up to 85 per cent of lost economic growth compared to remaining in the EU. Migration is particularly important in supporting growth in our working-age population. In the 50 per cent reduction scenario, Scotland's working-age population will decrease over the 25 years to 2041, but it is not 50 per cent that the UK says migration to Scotland will fall by. It is 85 per cent of future workers who would not be eligible under those plans. It has never been clearer that keeping free movement of people would be both in Scotland and the UK's best interests. Free movement is also a set of reciprocal rights that British people as EU citizens themselves can also enjoy to live, work and study across the continent. We want our fellow EU citizens already in Scotland to stay. They are part of the fabric of our country. In December, we announced that the Scottish Government will deliver an advice service for EU citizens in Scotland in partnership with Citizens Advice Scotland and its network of Citizens Advice Bureau. There is an urgent need for clear and trusted information on citizens' rights and the existing network of Citizens Advice Scotland, together with its trusted status, will allow the service to be delivered quickly across Scotland. Of course, the Scottish Parliament voted on 19 December, calling on the UK to scrap the settled status fee, but if it does go ahead, the Scottish Government has made the commitment to pay the fees for EU citizens working in our devolved public services. That includes doctors, nurses and other public sector workers on whom we all rely. We will provide further details of the process for this shortly. As the disastrous approach of the UK Government unfolds, there is growing support for a new tailor-made solution for Scotland. In response to the white paper, the STUC said that the First Minister is right to highlight both the negative effect of pandering to an anti-migrant sentiment and the need for a separate Scottish approach. The STUC supports additional powers on migration for the Scottish Parliament. Business groups and employers have made similar statements. FSB Scotland said that we have argued that there should be a system in Scotland that responds to the particular needs of the Scottish industry and demography. The Scottish Council for Development and Industry pointed out that other countries successfully operate regional migration schemes that target the specific needs of their economies. There are workable options for more differentiation in the UK system. I would strongly encourage business to make their voice heard by responding to the white paper. It is important that the UK Government understands what business across the UK needs and what opportunities employers in Scotland see in a tailored approach to our requirements. The Minister for Business, Energy and Energy, Matt Fersen, last year commissioned an independent expert advisory group to review the policy options before the UK Government and consider the impact of those choices on areas of devolved responsibility in Scotland. They will provide their initial report next month and the minister will return to Parliament with their findings. The white paper is described as the UK's future skills-based immigration system. However, as the Immigration Law Practitioners Association pointed out, it has very little to do with skills or, even more importantly, little to do with social values. Instead, it envisages a narrow selective system based on wealth and the ability to pay and focus on cutting numbers at the expense of all else. Scotland has a different experience. We want to forge a different society, where the contribution of the nurse, the carer, the restaurant worker and the technician are all seen and valued as core to our society and economy. The UK immigration white paper is wrong-headed but it is also wrong-hearted. The cabinet secretary will now take questions on the issues raised in her statement. I intend to allow about 20 minutes for those questions, after which, as you know, we must move on to the next item of business, so if those members wish to ask questions, they can depress their request-to-speak buttons now. I call first Adam Tomkins, Mr Tomkins, please. Thank you, Presiding Officer. I thank the cabinet secretary for her early statement and there are some remarks in it with which I agree. I agree that, by and large, this Parliament debates matters relating to migration to this Parliament's credit, and I hope that that is continued this afternoon. I also agree with her urging Scottish Business and other important members of Scottish society to take part in this consultation exercise. It is important to underscore that the white paper that was published last month is a consultation document, and all of us should feel free to engage in that consultation process and to encourage others to do so. It is very important that the voice of Scottish Business is fully heard in this process. I want, if I may, to ask two questions to the cabinet secretary relating to her statement. In her Florence speech of September 2017, the Prime Minister said this. I want to repeat to all EU citizens who have made their lives in our country. We want you to stay, we value you, and we thank you for your contribution to our national life. The withdrawal agreement that has now been successfully negotiated by the Prime Minister and her team with the European Union provides exactly that, that all EU citizens lawfully residing in the United Kingdom at the end of the implementation period will be able to stay here in the United Kingdom. It also makes extensive, detailed and welcome provision for family members, for children and for dependents. The cabinet secretary referred in her statement to a hard Brexit. The way to avoid a hard Brexit is to vote for the Prime Minister's deal, which delivers exactly what the SNP has been calling for. I asked Ben Macpherson in December why his party colleagues in Westminster are preparing to vote against the deal rather than back it. He couldn't answer that question. I repeat the question today to the cabinet secretary. Why are the SNP not going to back this deal when it delivers exactly what the SNP has been calling for? The second question that I wish to ask is this. Both immigration experts and business groups have previously condemned the SNP's insistence that powers over migration be devolved to this Parliament, including the director of CBI Scotland, Food and Drink Federation Scotland, Scottish Chambers of Commerce and NFU Scotland. Given that the minister did not repeat her party's call for immigration powers to be devolved, does that mean that the SNP has finally listened to the experts and dropped this unwanted and dangerous policy? If so, that would be welcome. A number of issues. Can I make it clear that the problem with Theresa May's proposal and her deal is that, when it comes to aspects of freedom of movement, it would be as bad as no deal on the basis of ending freedom of movement. The majority of what I have laid out in my statement is the economic analysis about the freedom of movement being reduced and, under the white paper before us, which we are discussing, 85 per cent of those EU citizens that have been able to come here previously would not be able to come. That affects our health service. That affects so many parts of our businesses. It would be an economic disaster. In those simple terms, there are many other things that are wrong with Theresa May's deal, but in this one specific area that we are addressing here in this chamber, that alone shows you how bad Theresa May's deal is. Freedom of movement is vital to this country. In some of the other areas in relation to our proposals, we set out a very comprehensive paper. I published it in February last year, setting out what Scotland's proposals could be in relation to making sure that we had a tailor-made system. Yes, would we want more powers to this Parliament? Yes, we would, but we also want the powers to make sure that we can make policy. Even policy within the UK system would allow us to address some of the issues that we have. When we have differentials between salary levels, the median salary level in London is £32,000 in the society. It is £23,833 in Scotland. Those are absolutely material measures that will make a difference in terms of how the white paper would be implemented. It is why it is right that we need to make sure that people respond. In terms of what the CBI Scotland has said, the proposals that are outlined in the white paper do not meet Scotland's needs or the needs of the UK as a whole and would be a sucker punch for many firms right across the country. The UK cannot indulge in selective hearing. It tunes into business evidence on a disastrous Brexit no deal but tunes out from the economic damage of draconian blocks on access to vital overseas workers. We in this Government have tried to compromise in so many different ways over the past few months in relation to Brexit, but surely to goodness. One practical measure means by which businesses across Scotland are starting to understand that, at shape, a differential, tailored solution and policy within the UK system could help our economy surely to goodness, this chamber and this Parliament, with the Conservatives, could forge some kind of progress to make sure that we protect jobs, our health service and our economy. I understand why, but that was a five minute exchange. I have got 12 people, including Ms Baker, wanting to ask questions, so please can we have crisp questions and short answers as well, if appropriate. Not for you, you have got a time slot. Ms Baker, you have one minute to ask your question. Thank you, Presiding Officer, and I thank the Cabinet Secretary for Finance and the Cabinet Secretary for Finance and the Constitution. If we are exiting the EU under the proposed deal, or the disastrous no deal, we will see the end of freedom of movement. How do we retain the benefits that freedom of movement has given to Scotland? Our demographic challenge is demand that we do. The white paper fails to address Scotland's needs. It will restrict population growth, the proposed 30,000 threshold is unworkable, the 12-month visa is derisory and undervalues people and the commitment to immigration targets from the Prime Minister does not respond to the needs of key sectors in Scotland, perhaps not surprising given her approach when she was Home Secretary. We need flexibility within a UK framework. Other countries such as Canada and Australia have differentiation models that work. I fully appreciate how obdurate the UK Government is on this issue, but can I ask what work the Scottish Government has already undertaken to consider other models? Will the Cabinet Secretary commit to working with all parties to propose workable solutions that we can unite around? I thank Clare Baker for her question and the tone of her question. I think that she is absolutely correct in identifying that no deal or to his amazing deal would both remove freedom of movement, and that is the critical point. Other aspects that she touched on and what we can try to address are, I think that the issue about population is as critical as it is of migration. Even the white paper says that it is saying that there might be a 12-month visa for some skill base. That does not encourage people to settle, to stay, to have families, particularly in some of our real remote areas. A third of local authorities are going to see population decrease, so it is really important in terms of depopulation to address that. Her point about Parliament coming together, we have come together in many different ways. I would also point out that in terms of the previous administration, in terms of looking at students, for example, in some of the fresh talent initiative, that was another example where we could have a differentiated position in the UK system, perfectly possible. It is perfectly possible within this system, and she asked about what comparisons we have made. If you look at the February paper that we produced last year, we set out other countries and what they have done and what that can mean. That is doable and it is practical. There are so many things that are wrong with the UK system as a whole, and it is hostile environment and all the rest of it. In terms of practical issues, what we can do together—I sincerely hope that the Conservative Party in Scotland can come with us on that—is to work with business, work with the voluntary sector, work with our local authorities and our health service to make sure that we absolutely can maintain the workers that we have and retain them, but also recruit new workers as well. Under the UK Government's paid-to-stay policy, EU nationals must apply to remain here, facing charges of £65 per adult and £32.50 per child. If an organisation wishes to pay that fee on behalf of its employees, it faces a possible tax burden as a deemed taxable benefit. Does the cabinet secretary agree that, if organisations wish to pay the Tories' shameful status fee for their employees, they should be able to do so in a straightforward manner without additional charges? The cabinet secretary is proposing that workers are having to pay to stay with the rights to which they came and arrived here in the first place. She is right to identify when the problems are in the imposition of the fee. If there is to be a fee, we have said that the Scottish Government will pay for those devolved workers under our administrative responsibilities. Other employers want to pay that fee as well if it is imposed. We should scrap the fee, we should not have that in the first place, but if it is going to happen, organisations such as Key Thrill Airport, Oxford University and a number of NHS boards, Coluchi's restaurants chain, for example, have already said that they would want to pay, but they are going to be charged as a benefit and kind for their employees. There is not even the option to try and bulk pay it. It is retrograde in the first place, but even the incompetence of its application is causing difficulties. I agree with the member in that regard. The cabinet secretary mentioned the Migration Advisory Committee's report and the benefits of migration that it had, but it also said that a separate immigration system for Scotland was, I quote, not justified. They are not the only people to think that many business organisations think the same. Why are they also wrong on the issue? Why shouldn't we be working to get a system that works for every constituent part of the UK? Why won't you work with us on that? I should suggest that he reads the report properly. He should also listen to the businesses such as the Scottish Council of Development and Industry in terms of their comments about what we can and should be looking at other options if other countries have differentiated systems. We are not saying that I am not arguing at this point for a completely separate Scottish immigration system. I am arguing and have consistently argued over a considerable period of time. Had he bothered to read the February paper that we put forward, a proposal that would allow us to have policy decisions that are tailor made for Scotland that would make sure that we have and address the needs of our country, that we would take back control of our future in relation to the population needs of this country, for the employment needs for our industries and also for the social and care needs of our health service, vitally important it is. I would please ask the Conservative party to engage in two ways, to read the materials in front of them but to also engage constructively, as I think our businesses in Scotland would wish them to do. Bruce Crawford, followed by Pauline McNeill. The cabinet secretary is aware of the award-winning real food cafe in Tindrum, which is a fantastic example of a successful tourism-related business in my constituency. Around 70 per cent of the employees are from the EU. Many have stayed long-term and contribute hugely to the local economy. For example, one such employee is a retained fire worker. Does the minister share the deep concern of the tourism and hospitality sector in Scotland that the Tory post-Brexit migration policy could do serious harm to Scotland's rural economy? Yes, I do indeed. As the tourism secretary and the Scottish Government, I am acutely aware of the concerns of the tourism sector. He makes a very important point that it is about families settling and staying that is absolutely vital. It is also important to recall that the Migration Advisory Committee chair, convener, when he came to this Parliament, implied that it was something unproductive about tourism in Scotland. It is a vital part of the economy. It is essential that it is addressed. I was very pleased that the UK tourism minister, when I met him, agreed to engage with the chair of the Migration Advisory Committee to dispossess him of some of the views that he expressed to this Parliament's committee in relation to tourism. I have seven minutes and eight people want to ask questions, so I want short questions. Pauline McNeill, followed by Ross Greer. Does the cabinet secretary agree that there is a world of a difference between devolving immigration and the differentiated system of immigration? The two should not be confused. The case in point is that the 1700 EU nationals are demonstrating the need for Scotland to deal with this ageing population. Can I ask the cabinet secretary what contingency plans are there to ensure that social care services are established? I love you dearly, Ms McNeill, but I was hoping that you were setting a crisp example. I am going to be naughty now and hard on you, everybody, cabinet secretary. My health is suffering. I missed the end of that question, but she is absolutely right. We are trying to take a pragmatic approach. We are compromising on so much in trying to make sure that we put forward something that we can all come together on. There is a very immediate issue that has to be addressed. I am making sure that we have a tailor-made solution, tailor-made policies that can put forward a Scottish visa position for both salaries, for skill bases in that area. That would absolutely help our economy and is something that we want to do. We have been arguing for some time, and if only the Conservative party could start listening and paying attention, as Paul McNeill has. The UK's hostile environment system is regularly exploited by human traffickers, whose victims are disproportionately women. Given that expanding the system to European nationals will result in an increased number of human trafficking victims across the UK and here in Scotland, can I ask the cabinet secretary what consideration might have been given to the potential need to increase support services for victims of human trafficking? That is a very important point. Our great ramifications are not the most obvious ones in the economy and society in relation to ensuring that we have the right workforce, but it is how people can arrive here. I will draw to the attention of the justice secretary in any update that I can provide from the justice department, we will. Willie Rennie, followed by Joan McAlpine. The strawberry is left rotten in the fields of fife due to the wider economic impacts that will come from this immigration will be symbolic of the problems that will come with the UK Government policy. Does the minister not think that the UK Government needs to be straight with the British people about those economic impacts? Thank you, Mr Rennie. Charming is ever. Yes, cabinet secretary. Yes, I do. Even the provisions that they have this year for the whole of the UK would not be sufficient for the buried fields and the agricultural work in Angus to satisfy the workforce that is there, let alone the whole of Scotland, let alone the whole of the UK. He makes a very important point. When we have politicians talking about eating cheese and onion crisps, I think that that is a triviality that some people who have serious responsibility on the Conservative benches need to face up to when we are facing some of the issues that Willie Rennie talks about. Thank you. Professor Manning, who has been mentioned by the cabinet secretary, the chair of the Migration Advisory Committee, admitted to the culture tourism Europe and external affairs committee of this Parliament that he had done no modelling on the demographic or fiscal impacts of his proposals on Scotland and had done no in-depth study of differentiated migration systems in other countries such as Canada. Does the cabinet secretary agree with me that that invalidates the conclusions of the MAC, which dismissed differentiated migration? Can I just say that there is important evidence, which I quoted in my statement, about some of the labour force issues and the labour market issues in the Migration Advisory Committee, but she is right. The fundamental flaw in the Migration Advisory Committee's approach is that it does not tackle demographics and it does not tackle the fiscal consequences of lack of productivity economic growth because of population issues. It is why we want to make sure that population is key to the analysis that we are putting forward. It is not just about short-term gain, that is why the 12-month visa is unsatisfactory, because we do need to have longer-term settlement. We will draw again to the attention of the Migration Advisory Committee, but, as I have just said, I have already done that with one of the tourism ministers in the United Kingdom, because they have to understand that dealing with labour force analysis only will not tackle the needs of Scotland. Alexander Stewart will, by Annabelle Ewing. The statement indicates that all our projected population growth is due to come from migration over the next 25 years. How does the Scottish Government think that making Scotland the highest-taxed part of the United Kingdom will achieve that ambition? We are not the highest-taxed part of the United Kingdom. We have people who are paying less tax than the rest of the United Kingdom. It is important that we address things in the round. We have to be attractive. That is why we are encouraging people to live, to work and study and invest in Scotland. However, we need families. We need families to locate, and we need to make sure that we are not just saying that we can only come to Scotland if we earn more than £30,000. That is no way to bring in the bright technician, the bright researcher and all those who have the opportunities to build the entrepreneurial Scotland that we need. It is a mindset issue. The problem is that we have a Conservative Government that is ideologically bound on the issue and is not looking at the evidence and the economic evidence in particular. Annabelle Ewing, followed by Alex Rowley. Given that the clear message coming from business organisations in Scotland that the UK Government's white paper proposals would place businesses in severe jeopardy, is it not simply the case, cabinet secretary, that the Conservative party is putting dogma before rationality and the interests of our country? Cabinet secretary? I think that the member puts her finger on it, even with the limited progression of the Migration Advisory Committee in looking at population because they are only looking at the labour market issues. Even the evidence there shows that UK as a whole would be worse off. That is why it is essential that we pursue that on the evidence before us and the evidence before us that leads us to the position that we have to change. We are in the lucky position that people want to live and work in Scotland. That is why we see a movement from England to Scotland, people wanting to come to live and work in Scotland. We want that to be extended further and to make sure that we continue that provision. However, the rate of numbers of EU citizens coming to Scotland has declined significantly. We have not even left the EU and we have already seen the consequences of a flawed system. That is before the white paper is set before us. Some of the key sectors that the cabinet secretary talked about are dominated often by low pay, low terms and conditions. Does she agree that, where the Government can intervene such as a two-tier level terms and conditions and pay in social care, we should do so so that every job that people come to this country is a decent-paid job with decent terms and conditions? I agree. That is why, particularly in the social care sector, the fact that it was this Government that helped to extend the provision for care workers in particular to make sure that the real living wage was extended across that. He is right in saying that we want to ensure that we drive wages up, because everybody benefits from that. However, we have to do it in a responsible and sustainable way and we have to work with employers to do so. Currently, employers under this scheme are getting pressured that they will not necessarily have the labour force that they need. They will have rising costs because there will be less economic impact because of the white paper and Brexit more generally. However, reduction in the economic care GDP to the levels that I have talked about is £10 billion by 2014, because there is less money in the public purse from taxation to pay for nursing, social care and so on. It is the whole system that we have to look at. Briefly, Emma Harper. I practice the Scottish Government for seeing the proposed extension of the £30,000 minimum earnings rule on tier 2 visas. What impact will it have on public services in key economic sectors, including the agriculture sector, particularly in the south-west of Scotland, where we have 48 per cent of Scotland's dairy farms, many of which are reliant on the workers? That is lovely. We have got the percentage. Clearly, no area of business is untouched. The impact on the rural areas in particular will be absolutely catastrophic unless it is addressed. I pointed out previously that there is a limited agriculture workers pilot taking place just now. 2,500 workers for the whole of the UK would not even fill the vacancies in the whole of Angus. That is something that we have to make sure that the UK Government understands. However, if they are thrilled to think about this in ideological terms and not in evidence-based economic terms, they will not address that. Thank you. That concludes questions. We managed to get all questions in. Thank you very much and brief pause before we move on to the next item of business.


This comes from Christian, not me, somebody else. Are there any Outlook 365 sys admins in here that can settle debate? We've got a company email account support app that needs to forward to one external Gmail address. So leave a copy within that inbox. The IT department is telling our boss external forwarding is a huge security issue. I suspect that the IT company just doesn't wanna turn on the allow individual inbox forwarding. And we suspect that's maybe because he's stuffing the license. What are your thoughts here? One, is simple forwarding while leaving the local copy in the inbox really a big security issue that a simple non-government company would have to worry about? And two, is it possible that they are reselling the same license for multiple companies on the same box? The answer to that is are you ready for it? It depends. Ah, it depends. As far as general forwarding outside of your room, outside of your organization as just a rule of thumb, particularly automatic forwarding. There are a couple of things that get involved with that. The first of course, as he mentions there, security information, you could be leaking stuff out to people who you think are one thing or whose positions change or God only knows what and they can be taking that information and doing something with it. So that's the one hand that you have to deal with with that sort of a thing. Another thing and the other reason that back in the old days it was suggested to kill auto forwarding is vacation responses of all things.  A side person has got his vacation response turns on. Oh, I'm sorry, I'm not here. You know, call me on such and such a day. Well, that goes back to the first email server and now it's, oh, but I'm in the vacation response myself or I didn't get this or something didn't work. So it sends a thing back and you get into this nasty little loop that can bring an email server down in no time. So that was the big reason that they originally turned it out of course, as security progresses and the lack of things and the intent of people to try to glean information. And yes, it's an important thing to not have forwarding turned on, but further to your question, turning on a single or several single sources to let's say it's a specifically known inbox and you have got Google security on their end and your security on your end and you're mailing it to an inbox that is not going to unfer for any reasonable reason reject your email and start some kind of a loop like this. Then it's perfectly simple as as to whether the what your IT people are doing, that's kind of up to them. I can appreciate the fear of not turning on general auto forwarding to the internet, but for a specific use case, if it's a business type of the thing, there's no reason not to.


7. Alternatives to Boring English Worksheets The grammar worksheet is an integral part of any English class. It's straightforward and gets the job done. Nevertheless, both teachers and students always welcome alternatives to the often so boring worksheets. Here you go, 10 Alternatives to Boring English 1. Videos These days, a lot of learning occurs visually and many more students respond to visual learning. Have your students make their own videos or research and show videos relating to an English grammar point to the class for a great alternative to a worksheet, it will really get your students excited. 2. Interactive Pieces Yes, interactive notebooks can be a lot of work and teachers often lack the time to create them with all students. However, the effort is really priceless. The students can experience the engaging part with the pieces, either alone or on colored construction paper. The students are interacting, which is exactly what you want. 3. Scrambles This is a lot of fun and your students are going to love it. You start with a regular worksheet, but then have the students cut the sentences apart. Next, you have them glue or tape the pieces back together to make them grammatically correct. This really gets their English brains going and also engages them because they love destroying things and then putting them back together. 4. Flipping Books This is a great way to keep your students organized throughout the year. Change up the way your students take notes and have them make lists. For example, your students can personalize flipping books, color code them, and add helpful tips and tricks. 5. Stations Incorporating stations into your lessons is perfect for students who dislike sitting and those who love working with a partner. To do this, you cut apart different sections of a worksheet and station them around the room. Then, divide your students into groups, set a timer, and have them switch to the next station after the time is up. 6. Coloring Sheets Kids love coloring. Did you know there is a way to color by grammar? Oh yes. Here's an example, you find a black and white picture and add numbers to different sections. Next, create a list of sentences or words and create a coloring key. For instance, nouns black, pronouns blue, etc. The students can now color the words in the correct color with the coloring key provided. Super easy and so much fun! 7. Nonfiction Not everyone enjoys literature and a lot of students easily get bored with made-up sentences on grammar sheets. To avoid this, you can simply find a piece of nonfiction and give your students an assignment, such as highlight phrases with a pink marker, dependent clauses with a yellow one, and so on.  There you have it! 7. Alternatives to Boring English Worksheets What would you add to this list? Apply now for your TEFL TESOL certification course and start teaching in a matter of months. Speak with an ITTT advisor today to put together your personal plan for teaching English abroad. Send us an email or call us toll-free at 1-800-490-0531 to speak with an ITTT advisor today.


Online courses have become typical in higher education settings, but how have faculty experiences with it changed over time? To find an answer, we examine the results from the Survey of Faculty Attitudes on Technology. This survey is conducted by Inside Higher Ed, an education media group that reports on trends in higher education. Each year, the survey asked four questions about faculty experiences with online learning. The questions were, Have you ever taken an online course as a student for credit? Have you ever taught an online course for credit? Have you ever taught a blended or hybrid course? And, have you ever taught a face-to-face course? Here's what we discovered when we examined trends in the results from 2013 to 2018. Not surprisingly, every year between 95 to 99% of faculty responded that they had taught a face-to-face course. Substantially, fewer faculty report teaching with online courses and blended or hybrid courses. Let's take a closer look at these findings. First, let's look at their experiences with online courses as a student. We see an overall increase in the percentage of faculty that had taken an online for credit course as a student. However, this increase was slight, and the majority of faculty each year indicated that they had never taken an online for credit course themselves. When we looked at the teaching experiences of faculty, we see a relatively steady increase. In 2013, only 30% of survey respondents had taught an online course for credit, but by 2018, this had risen to 44%. This increase makes sense considering reports that online education continues to expand. Although the percentage of faculty teaching online courses appears to increase, year after year, more than half of faculty indicate that they had never taught an online course. The same with blended and hybrid courses. A majority of faculty reported having never taught a blended or hybrid course. Even though we see variations between the years, in 2013, 39% of faculty responded that they had taught a blended or hybrid course. In 2018, that number stood at 38%. What then are the implications of these findings? These results show that even though online learning is an important component of a modern educational system, most faculty in the US do not have any experience with online education. In developing initiatives to prepare faculty to teach online, it is necessary to ensure that faculty feel knowledgeable, equipped, and well supported as they venture into the lesser known world of online instruction. Another implication relates to the pace of change in higher education. Despite the relatively fast pace of technological advancement and the growth of online learning, the higher education sector needs to invest in people and support faculty in their online learning efforts. Thanks a lot for tuning in. If you've liked this research short, please share it with your friends, colleagues, and students.