Hello, good morning everyone. Good to see you. We are here to talk about the Global Workforce Survey conducted by PWC and then have a broader conversation about what this means around workforce trends and how we should be thinking about this particular moment where there is a lot of conversation about the great resignation about inequality, about skills, about education, about jobs. And hopefully to get us started, we have two people who could not be better placed to give us the best information on this. Bob Moritz, Global Chairman of PWC. Welcome, Bob. And Yunus Pricing, Chairman and Chief Executive Officer of Manpower Group. Welcome, Yunus. Thank you. Bob, let me turn this over to you. The report was produced out of a survey of over 52,000 workers, one of the biggest surveys of the Global Workforce at the moment, and so can tell us a lot about what the workforce is thinking. Over to you. Great, thanks, and good morning, Sadian. Good morning to the audience that's watching on the webcam as well. And we'll have the opportunity to take questions throughout the conversation that we had today. As Sadia said, we did a survey of about 50 plus thousand individuals. And I want to be very clear. These are people that are employed today that are thinking about job security, job opportunity, and what that future looks like. And this is separate and distinct from the other challenges that we have as we think about education, skills for other individuals that are not necessarily employed, which the WEF and many other organizations are focused on as well. The findings are very clear. When you look at the comments you have all seen relevant to the great resignation, the great reshuffle or whatever other terminology may be used, you see a significant number of employees concerned about their future employment and their job security. And that goes two ways. It goes from the ways of whether my job will be replaced by technology and automation, but equal is important and the power is now, we would argue in the hands of individuals that are employed, 20 plus percent are saying they are likely or very likely to be leaving their organization over the next 12 months. So when they think about their hopes and their fears, they're focused on a few different things from a job, career, opportunity, and job security perspective. First and foremost, they wanna make sure that they have a rewarding job. Rewarding has to get defined in new and different ways, though it's not just the work itself, they are looking for changes to that work, especially as you think about how automation can help reduce the monotony and some of the routine type of things that they do, but they're also interested in making sure that that part of that process, that that work is meaningful, not only to the strategy of an organization, but also to the purpose of that organization. So the work itself has to be connected to their own individual purpose, as well as the purpose of an organization and contribution to society overall. The second thing that they're very much focused on is how do I continue to have the skills necessary to be confident, not only the job I have today, but the job opportunities that will come tomorrow. And here again, we had a few different data points that demonstrate if those people feel they have their skills. They are more confident to ask for new and different opportunities. They are more confident to be willing to have a conversation about total rewards packages. They are more confident in terms of the purpose that they believe they are fulfilling as they think about that organization and job satisfaction as a result goes up. So not only does job satisfaction go up, but can only their belief in an organization, the strategy and what they're doing also as equal as important. The third thing that came through is they want an environment to have safe conversations. We are dealing with as a society many different challenges, some of them on the show today, here at WAF as well as throughout the next couple of days. And those challenges are big and important. And citizens of the world, employees of business opportunities are clearly interested in talking about the political situation, the geopolitical situation, the war, whatever the comments may be. And they are having those conversations at home, no surprise, but they are equally having those conversations with their coworkers. Most of the time those conversations, they feel is a positive output coming out of that because they can express a point of view, be respected in that one to one conversation. And there's an element of education and upskilling themselves in terms of how they feel about the challenge. But if they're not having that, nor do they feel safe, it's another example where a company is not provided the environment for respectful dialogue on topics that are top of mind for those individuals. So, Sadie, as we step back, we say organizations today have to reinvent the work to have purpose meaning and actually make sure it's got choice and optionality in it. They definitely have to do a much better job in terms of the skill sets and they need to bring the right leadership to create the right environment in a business community. So the future employees and the current employees actually have the opportunities to express themselves in an authentic and a transparent way. Great, thank you. Yunus, how are these three areas being addressed at Manpower Group? Well, it's really interesting to see at such a scale over 52,000 respondents that what we're seeing at a macro level and what we're seeing at the micro level in our own organization is really the evidence of this survey. So our employees are really voicing their views, not only on their compensation as we would traditionally think of it, but they are really focused on employment security, creating employment security, less so than job security. And by that I mean they understand that they will change jobs many times during the course of their careers. So if they're going to apply their talents to an organization, they're going to make purposeful decisions to join an organization that does a few things. Compensations levels of course have to be at the level that they think is attractive, but it's sufficient but not enough. They are also looking for organizations that give them an idea of what it is that they can contribute to in the grander scheme of things. So in our case, we are very clear about the value we want to create as an organization, but equally clear about the values that we represent. And in our case, our mantra and focus is around all of the things we're doing as a company to be successful is underpinned by our desire to provide meaningful and sustainable employment for millions of workers across the world. Because this bifurcation between the hands of the have-nots in terms of skills that we're seeing across the labor markets, which is reflected in bifurcated unemployment rates, bifurcated wage inflation rates, all of those ultimately also merge into society with a polarization of societies. And the employees are looking for some sort of sense around what it is that we do in the meaning that the work they do for Manpower Group in any given country globally, how that relates to the greater good for society. Because they recognize, just as Bob says, all of the tensions that's happening that they talk about in their families and that they talk to their colleagues about when they get home. Thank you. Let's pick up on that point around polarization of skills. Bob, what does this survey tell us about that? And also, what do you think are some of the solutions because the gap seems to be getting wider? Yeah, the gap is getting wider. And the reality is, as you look at the skills equation, so to speak, you've got what I'll call four basic elements. There's the technical requirements of that particular job, which is extremely important and has to be actually bedded into people's entry into those organizations and the jobs that they ultimately have. The second piece of the skills enhancement, particularly over the last couple of years that many organizations are focused on is the digital skills, necessary to transform what that work looks like and being able to take those digital skills and apply them and actually be allowed to innovate the work that they do in a meaningful way and engage such that they're not forced to do something different, rather they create and co-create something different as equal as important. The third thing that not a lot of companies are doing right now is to actually get the employee based to understand the ESG skills that are needed going forward. They, as an organization, are gonna have to define what they do and report on that and be held accountable to that. They're gonna need their employees to be part of that change program and demonstrate that and actually by doing so, there's actually, particularly in the S and the G, a benefit in terms of how do we think about talent, talent management and the role in society overall. And the last one I do wanna go to is the continuation and focus on the soft skills. If we're gonna talk transparently about some of the social issues that are out there, the EQ is equally as important than some of the tactical things that are necessary to make this actually be a focus. Now, the informed corporates are doing a good job of extending education in the formal system to a lifetime of learning while they are employed. And to Jonas's point, enabling them to see the opportunity that may not guarantee employment in that particular job today, but rather guarantees some form of employment in the organization they're in or somewhere else. And it is very interesting because the other angle which we haven't talked about much yet is the ease of mobility. The ease of mobility of moving from one company to another through technology is trained radically. The power in people's hands to do an interview, to pursue an option, much easier in a virtual world, we saw that in the last two years. But let's go to the other side of the equation. The employer is able to leverage different platforms right now to say, okay, go do the search. Let me use in an automated fashion the information and the analytics. And I don't have to spend a lot of time searching for these people anymore. I can go through a LinkedIn or other aspects and say, give me 72 different applicants and I can narrow it down fairly quickly. So the cost and the time and energy has been reduced significantly. So it's not surprising that people have the optionality. And again, we believe probably about a fifth of people, I wanna repeat that, a fifth of the people that are employed today in the survey, which we think is represented in society, is saying I'm likely or very likely to leave in the next 12 months. So that context is really important. Reengineering the work and going to those skills is really important for an organization to have any hope of actually pretending the talent they wanna hate. Thank you. Jonas, if we step back, the fourth industrial revolution, this change in technology, all of this got accelerated over the course of the pandemic. The entire sort of boundaries of industries have been redrawn over the course of the pandemic. And now there is the green transition, which is absolutely necessary, but will of course also disrupt workforces. What do you see as the big trends in the labor market? What's interesting and just as you point out, Sadia, a lot of the trends that we see today were pre-existing trends before the pandemic. So demographic changes in terms of lower birth rates, meaning there's less people to do the work, exacerbated by pandemic, when people are out of the workforce due to health and care issues, which gave us really glimpse into the future work, what it looks like when demographic trends play fully out in a lot of Western and US markets, but also increasingly in many emerging markets. The acceleration of digital clearly enabled most companies and employees to pivot very quickly and adjust to a new environment. It's amazing what you can do in an emergency. It takes us decades to try and change behavior, but when you actually have to, and we have the tools, we can radically pivot in a very short period of time, which is a very good learning. Companies adjusting to this new environment as well, very quickly, so building greater supply chain resilience. We talk a lot about the end of globalization, which we don't think is real at all, but we do think absolutely that companies are working on making supply chains more resilient to absorb these rapid changes that can occur. And then last but not least, individuals are really having the power as it relates to accessing opportunities in the market just like Bob says. So the friction between leaving an employer if lying in U1, the level of transparency is unprecedented. All of the people in the market, most people in the labor market know exactly how much more they would make joining this employer three kilometers away, starting at 7 a.m. as opposed to 6.30 a.m. It's fully transparent, and which is why you're driving just as Bob says, less friction and more people being willing to make the choice because it's not a mystery, it is very transparent, and the opportunities are transparent as well. So those I would say are the trends that were preexisting and that are accelerating. What we think is going to be the lasting legacy of the pandemic is really the absolute awakening and realization that getting greater control and managing a work-life balance is possible. There is no trade-off between productivity and more flexibility, and this is something we know workers have been asking for for a very long time, and this pandemic has shown that it can be done, and it is very high on the list of things that talent and workers are looking for, flexibility. So we think that is going to be a structural change that is different in the labor markets of tomorrow and the future than it was in the labor market before the pandemic. Can I pick up one point that Jonas is on to, which is several people are asking the question now whether this is an episodical change, and if the economy continues to deteriorate with the number of headwinds that are out there, won't the challenges that we're dealing with be reversed? We would argue based upon the survey results and the fundamental demographic shifts that Jonas talked about, that the power in people's hands, coupled with the technology-enabled more mobility, and their need to actually behave in new and different ways while they're at work is gonna sustain any kind of economic change. Some may say the labor markets will ease up, et cetera, et cetera, but that may be the case as we think about employment statistics, but the underlying and fundamental changes that we're talking to in terms of what companies need to do now to enable success with their people and for their people, that fundamentally is gonna be different. So I don't think we're gonna see that shift. I'm not sure if you see it the same way, but... I think it's a great point, and we actually see it exactly in the same way. Now, there is but one caveat, and that is that it's absolutely going to be true for people with skills. So people have the skills will be able to choose their opportunities, choose and how and when they engage, and despite whatever slowing of growth might come or not, they will have the opportunity because of these fundamental drivers. People without skills or being unskilled, they however will have a tough time participating fully. And that is what we're concerned about when we look at these survey results. We know that employers are taking care of their own workforces, but many of those that are not covered by the survey that are outside of the environment where skills are provided by their employer, they're at risk of falling behind. So what you're seeing right now occurring, though with demographic evolution and post pandemic, is that essential workers have discovered they're essential. So the power right now is with essential workers, frontline workers that have not seen wage inflation for a long time. That is where wage inflation is increasing the fastest due to the shortage of people, but those are equally the ones that will be the first to feel any slowdown and any shift in consumer demand and changes to economic growth. So it is a beneficial moment right now, although in real terms with inflation in some places, not in real income levels, but it's definitely something that we see in exactly the same way, Bob. Bob, in the survey, I'll take one more question from both of you before opening it up to the audience. This point around inequality and the various types of divisions that have occurred in the workforce. There's one that you point to in the survey which is around those who actually are able to do hybrid work or virtual work and those who are not, whose job by its very nature requires them to be in-person, on-site, and very often to Janus's point, those happen to be essential workers as well. What are the trends you're seeing there? Yeah, it's clear when you look at the transition that we're in the part of right now in terms of in-office versus hybrid versus virtual, 45% of the individuals that we surveyed, and again a 52,000 plus type of survey process, 40 plus percent of them would say, I can never do my job 100% remotely. So coming back to that point in terms of I got to be in the office for the social interaction, for the learning and the skilling that may not be able to be done entirely, virtually, is super important. So understanding what I need to be back in the office for, why I need to be back in the office, and who else should be in the office with me, is really important. And corporates need to do a good job of actually incenting people to come back, but more importantly, people need to understand when I am going there, it's not to just replace what I was doing at home over the last two years and being in a Zoom call or otherwise. The second thing that we have to be focused on is there is a differentiation between male and female as you think about the survey results. Women are still feeling less satisfied with the job that they have by close to 10% of the totality of the survey results that we've got. They feel less confident in terms of doing what is necessary to actually ask for those skill sets and or ask for the raises that they believe they deserve. And that power is in their hands. Again, this comes back to do we have the right culture in an organization to enable that to come to life and have those conversations. And that's the new definition of leadership that's gonna be required to operate in a hybrid world. And that's gonna be harder for leadership and management in terms of new skill sets. And I'm gonna argue that new skill sets are not necessarily limited to just the employees of an organization. It's gonna be equal important to the leaders of an organization that have to lead in new and different ways going forward. Thank you. Jonas, your views. Yeah, no, I think Bob is exactly right. It's going to be more about organizations creating a magnet as opposed to a mandate for people to come back. Why are they coming back? But as you point out, Sadia, there's a lot of talk about hybrid, but most people forget that 60% of the workforce in the most developed economies have had zero flexibility during the pandemic. More than likely they've actually been working all the way through the pandemic as frontline workers, as nurses, as truck drivers in warehouses. So sometimes we spend a lot of time agonizing over hybrid work and forgetting that it's about 40% in the best case of any developed economy and in most cases a lot less. But amongst those that are able to do, so that would indicate one thing, we will have to be able to figure out ways to provide the level of flexibility also to those that haven't been able to enjoy it during the pandemic or we will drive even further bifurcation between the haves and the have nots. Not only do they have to suffer maybe more pressures around needing to upskill and reskill, they also don't get the benefits of having increased levels of flexibility and control of their lives. But overall, I think it's important to remember this part of how this works out in terms of hybrid work, three-day work, in and out, whatever it is, is still going to play out. Whatever you read now, six months from now, it's going to be different. With the exception of the desire of people to want to have additional flexibility. And there are, if you look at ads for jobs, 5% of the jobs today are being advertised as fully remote. 17% of jobs that are being advertised today are being advertised as fully on-premise. So the vast majority of jobs have a form of flexibility built in because that's what employees want, that's what workers want. And that is what organizations are going to figure out how to offer. And I am confident and believe that that is exactly what is going to be the change after the pandemic that employers are going to have to think about getting worked on in a very different way. And Bob, I think you've mentioned a really good point. The leadership of a workforce that is more flexible is very different from a traditional workforce. Middle management used to have visibility and daily interaction with everyone that was doing the work that needed to get done. And today, those leadership skills have to change dramatically because a lot of the work gets done in different ways with a lot less control and visibility. So it's less about the output control and more about the outcome expectation, which is a very different management philosophy. And worse, it is something that's going to take time to learn and also to learn that as we are evolving this, our visibility into people's lives increases. So the attention to mental health and wellness will be an important component of leaders' jobs to also take into account the full picture of the individual and understand what stresses and pressures may be bearing down on them as they are navigating their work tasks. Thank you. We have a little bit of time for questions from the room. Please go ahead, Mr. Park. Thank you for a wonderful presentation. I have a question about U.S. labor market. You know, U.S. unemployment rate is historically low in these days and even lower than pre-pandemic levels. So it's very tight market recently. But I see some changes in this market recently. On demand side, some tech companies start to rail some of their employees and they even cancel their offers. And supply side, as you know, some young people are contrary to the great resignation which was very popular after the outbreak of pandemic. They try to cancel their only retirement and they want to come back to their job. So there are big changes in supply and demand side. So how long will this kind of low-level unemployment will go? And how do you predict this labor market? Thank you, which one of you would like to start? So we'll try and address both sides of the questions. On the demand side, some industries are clearly scaling back, but also remember that they are scaling back from what was a huge peak in demand. Generally, the pandemic caused an anomaly in terms of demand for goods and services as people were at home, they were consuming more, they were changing their consumption behaviors. A lot of it went online, a lot of digital platforms boomed to levels that we haven't seen ever before. So the fact that some of that is cooling off, I don't think is an indication necessarily of a broader slowdown, but rather the specific industries that had spikes in demands that might be normalizing. On the supply side, you are starting to see people coming back to work that had left. In terms of those that were available pre-pandemic and that are available to now, we're just about back to where it was pre-pandemic, but we still have about a million and a half people that are not in the labor force today that used to be in the labor force pre-pandemic. Mostly half of it is about people retiring early and the other half is still individuals that were engaged in the hardest hit industries such as hospitality and leisure. And that part is now starting to come back and they're being coaxed back with better pay, better benefits and consumers are now starting to shift as well in terms of their consumption pattern, more experience, more travel, more vacations and more eating out. So we think that both of these will start to come back and feed into the labor market so that they become a little bit more balanced. So it is a very tight labor market. Some of that is still driven by supply challenges and still pent up demand and goods and services so if both of those come down we could establish a little bit more of a balanced labor market in the US. Still tight, but a good and healthy labor market nevertheless. Three points in addition to what Jonas said. Number one, to your very specific question, how much time will we see this phenomenon happen? We believe that over the next 12 to 18 months you're gonna see those shifts now start to come through as people come out of the pandemic, the economic environment changes and that very much as sector to sector but also company to company when you look at those organizations. The second point I wanna raise is the fact that as you look at the labor market and it's almost like with GDP are the definitions of labor market appropriate and fit for purpose as we think about what the new world order is gonna look like. And if you think about the number of people that left the labor market that basically said I'm going to retire but now have come back and changed their minds, they may not come back in looking for full-time employment, they may look for a part-time employment or maybe even go into some form of consulting arrangements. So the definition of labor of who's on my payroll versus who's of a contractual relationship is gonna probably be different particularly with the number of people that figured out over the last two years how to work and manage that work-life flexibility and prioritize what's most important to them. The labor statistics will not pick up that piece because it's being seen as them not being active in the labor market pursuing work. So we've gotta be careful to make sure that we've got the right definitions of labor itself. The last point I wanna raise is the obligation on the corporates. What we're gonna see is as they think about what their portfolio is today and what it needs to be over the next two to three years you are gonna be seeing some shifts in terms of how much labor do I need in that business versus another business and this is where it comes back to this point on skills. What we're finding is the automation that we are still learning about over the last two years is only now getting into the redesign of what I'll call the routine work that has to get done. I don't need as many people for that so the reductions are not surprising as they think about getting better prepared for a potentially economic slowdown and the use of technology. Like Jonah said, we've only sped up the trends we were already seeing and now you're seeing the end result of that. The question is can I take that talent and redeploy it with new skills to put it into other areas where I need human intervention, human interaction with the right skills to actually prioritize the upside that they're looking for? And just a point of that, which I think is really interesting. Six years ago, had we had this conversation, all of the focus would have been automation is going to take all the jobs and we should all be thinking about basic income. And instead, the trend that we described happened but the trend drives for greater and different skills all the time. Not replacing job elimination and worrying about people won't having enough to do. No, there's plenty of demand for people but the demand shifts to different skills. So I think that's essentially what in the end the survey is illustrating is although the trend as we identified it six years ago is increased digital transformation, the outcome is not figuring out how we pay people that aren't going to be working. The real outcome is going to have to be how do we reskill and upscale workforces and those that aren't in the workforce at scale so they can participate in this structural change. Can I use one more point on this? Think about all the conversations we're having on supply chain right now. Apply supply chain thinking to human and labor. And that's what we're talking about right now is do we have shortages? Yes, we have shortages, we don't have enough people with the right skills. So we truly have a supply issue and then the change in terms of the dynamics of what do I need, when do I need it, how do I need it is radically changing. And organizations are not as good as predicting what do I need and when I need it. That's why you're going to see some of the changes going forward. Thank you. We have time for an extremely brief question. Okay, so for our online audience, the question is about the gender gap. So I think we've got three themes that come through. One was already embedded in previous studies which was women in particular and other minorities were definitely more negatively impacted by the effects of the pandemic and there's a number of reasons statistically and academically that we know those answers in terms of what happened and why it ultimately came out that way. You're seeing that play out in the survey process when you look at women, particularly minorities, and then I'm also going to go to the difference between baby boomers, Gen Z, et cetera. Women definitely came across as less confident, less satisfied in the work and less satisfied in the organizations to provide the environment that I described earlier. And that's really important as you're thinking about having those safer conversations to say, what do I need? When do I need it? And are you giving it to me? And the Jonas's points on total rewards, when we think about rewards, everybody goes automatically to compensation. It's not just the compensation, it's compensations, it's mental wellbeing, it's the upskilling, it's the benefits that come that allow me to deal with my work and life challenges ultimately and that's where there's a bigger gap. No surprise when you think about gender and minorities as we think about those representations going forward. It's interesting the Gen Z group, if I go to the various classifications from an age and a tenure perspective, the Gen Z group came out much more worried about job security because of automation. And that's an interesting phenomenon because you would have think they were better fulfilled and better prepared for the challenges around technology than perhaps baby boomers, but they actually see it probably more so in terms of radical changes that are yet to come. And so it's another phenomenon that leadership teams around the world have to be very focused on, particularly as you think about the recruitment process to get them into organizations. Yeah, and only to add to that, we think that some of this was the pandemic anomaly driving the certain sectors where women were overrepresented as part of the workforce and so therefore they carried a lot more of the burden just as Bob describes. The lasting legacy of flexibility should and could be a really good benefit for a lot of women to ease your engage into the workforce and stay in the workforce and work the way they want on the positive side that could be a benefit to women. But to Bob's point, a lot of it also depends on the culture of the organization because we are yet to see what happens with workforces that do work remotely. And very purposeful evaluation of talent, whether they work remotely or they have more flexible, less flexible is really important. But when things change rapidly, if we revert back and there is a culture of presenteeism in that company, you could have very adverse effects instead and women could fall behind in their career development because they've made choices with the available flexibility. So for now, I think we should have cautious optimism in terms of women being able to more fully participate in the workforce as we need them to based on the demographic trends, their skill levels are higher than men's, educational outcomes are higher than men's so we need them in the workforce fully represented to drive growth and prosperity but exactly how to manage that is yet to play out after the pandemic. Thank you very much. I think we could easily all talk about this for at least another hour. I know that I have several more questions but we are out of time. Thank you very much for joining us Jonas. Thank you very much Bob and thank you for sharing the results of the Global Workforce Hopes and Peers Survey from PWC here in Davos. Thank you very much. Thank you. Thank you. Thank you.


What's going on guys? So we're live and we are waiting for 8 o'clock Eastern time to get here to get to do the nitrous giveaway for the 10,000 subscribers So we're gonna start a little early here.  Hopefully everybody got the notification What's up poor man? What you got building buddy Stampede rams in here. What's up, man? Ryan Roberts. What's up, man? I Hope y'all are ready to see who wins. I got the list right here Hopefully I'm not too blurry. I'm doing this on my phone And it's kind of jumping in and out of focus here What's up John Taylor Jonathan Poor man trying to get my six speed into the low 12s in a brother. Hey, it can be done Man, there's lots of people out there running 12s in a and better than that. Just keep working on it man. It'll get there Christian whoops comment just went away. How much power do you think you're pushing on frostbite? It's never been on the dyno obviously because we do a video if we did Quarter mile mile per hour and the weight of the truck It's got to be a little over 500 to the tires Just by doing the math. So I don't think we're over six But I think we're probably a good solid over five somewhere in there, man How is it giveaway gonna work? So as soon as eight o'clock gets here? I have a list and The odds are really good for everybody believe or not with 10,000 subscribers only a hundred and 18 People did what they were supposed to do So there's a hundred and eighteen people that has entered into the contest. So your chances are very very well As a lot of you know You had to message on the YouTube channel and then you had to go to Instagram and do a message as well and give me your YouTube user name So that did not happen. You did not get entered into the contest but everybody that entered is numbered one through a hundred and eighteen and We're gonna use random.org number generator Which will select a number for me. So I'm not you know being picky and choosy It's gonna pick a random number and whatever number it picks is gonna be the winner And we're gonna do that live here in just a second Poor man RT appreciate it. Hope it gets into the leavens with a bigger cam and ported heads Definitely possible definitely possible Key Smith needs this. Yeah, you do man.  You send me man Eric Diaz. I meant it to win it. There you go, buddy There you go. Let's see. We got 758 a couple more minutes let some more people jump in here Surprise old be man. Where's be man at? Oh be man's usually tree and everybody on here Key Smith laughing. Yeah. Yeah, that was funny, man Definitely needs some more videos. There's be man classics. What's up, man? Well be man. 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So hopefully you guys can hear me I remember about the hit eight o'clock Be man, if I could keep my derango on the road like frostbite, I'd be winning a lot more races too Hell yeah, I hear that You got to keep it between the lines buddy out of the ditches How's the torque storm supercharger working now? thinking about getting one for my ram Richard Guzman, um I mean You guys are seeing the videos. It's working like a champ. It's making boost I got no complaints um out of the gate when we first did the install early spring We had some some issues um in tuning and mostly the injectors We had an injector problem brand new injectors. I was uh told to get Ended up being basically garbage Uh the injectors the garbage it was the Simmons brand injectors A lot of people's actually had good luck with them injectors My tuner said he's had good luck with them injectors, but I ended up getting a bad set apparently And they did not like the truck at all and uh after Much headaches of trying to figure out what it was we ended up going to thick injectors um from fuel injector clinic And as soon as we put them injectors in problem gone truck ran perfect And ever since then we've had no issues. We we just been trying to slowly get faster That's pretty much it man other than that torque storm Definitely works and I definitely love it and uh We're gonna be having probably a little bit more torque storm later on Daniel says let's go All right, it's 802. I think we uh, we've let enough people try to jump in here.  I can name a few people on here that's always hitting up the channel that really really wants this nitrous kit So let's see what happens guys. I'm gonna flip the camera If I can find the button here Sorry for the jiggling here. All right. So random Dot org As you see right here One through 118. That's how many entries we have And all I got to do Is click on the generate button right here and it's going to pick a random number and put that number right here in the box So that will be how we roll this and here's a list of everybody with numbers This list is about three pages long So here we go. Let's see what we got and we are going 75 I have no idea who 75 is Let's find out who 75 is It's nobody on the first page 75 I'm gonna need you to comment on this video and go to instagram And hit me up 75 Eds el I'm not the best uh pronounce her with names. So I'm not even gonna try to say it. But if you're on here Let's see you buddy. There he is. He won. He's on. He's on There's the winner guys Congratulations bud. Hope you like it. Hope you use it um Have fun with it, man and uh Hey, y'all stay tuned. We'll do stuff like this in the future When we hit that 20k mark, we're gonna do something just as badass if not even cooler. So Again guys, I want to thank everybody out here on the channel For subscribing hitting that bell button And getting this channel where it is and supporting frostbite and myself The channel is doing well and again, it's because of all you guys And much much appreciated. I thank you guys so much Other than that guys Definitely keep that bell tapped so you get the notifications because apparently as you see a lot of people didn't even get into this giveaway And they probably didn't have the bell on or they weren't subscribed and they did not get the notifications So that stuff happens every day But definitely make sure you have that on because obviously I mean what's wrong with getting a free nitrous kit You know what I mean? Even if you don't need it. It's a free nitrous kit. So definitely worth uh hanging out on the channel for So stay tuned 20k here we go.   Uh, probably going to go up here in another day or two And some more install videos. So other than that guys Congratulations to the winner And thank you all so much. We'll see you on the next one. Peace


I have rejected 900 plus design resumes before interview, because they all made these four deadly application mistakes. Number one, your resume is not your portfolio. The most common mistake designers make include the information that's supposed to be in your portfolio on your resume. Your resume should only highlight key achievements through specific work experience. Don't repeat the points over and over and over but do unrealistic data and projects. It's not a resume if you include one project in a design bootcamp. Throw in big data with no actual proof. Instead, tell a personal story of your design journey slash process. Showcase only projects you've worked on and provided value, but those were the four deadly mistakes.


position. I tend to write my talks last minute. Usually that works out really well because I'm an expert in the area that I'm talking about. And this is a talk about something that I'm not an expert at. In fact, there's at least four people in this audience who will probably be rolling their eyes and putting their hands on their faces. I talk about this because I'm fairly new to Scholar's Ed. And it turns out it took me longer to get all my thoughts together and get things right than I liked. So the majority of this is there on slides. I might drop into some live coding. And some of it is really legitimately it's okay to be unfinished because I want to talk about the things that I understand or at least think that I understand and give you guys enough to go on to say, hey, this is pretty interesting. So how many of you have used Scholar's Ed before? What is that? About a third maybe? How many of you have heard of Scholar's Ed? How many of you were afraid of Scholar's Ed? Good. Including several people who said they used Scholar's Ed. So this is a fairly reasonable thing and that was part of it for me. A big part of where I saw things is that I spent a long time saying that we are not using the Z word. We're just not because, first of all, I failed most of the math classes I took. I think the last math class I did well in was like Algebra and past that I probably had some bad math teachers because I wish that I had found someone who inspired in me what I'm finding now which is this stuff is cool. So I avoided this as, oh, I don't need these things. This is people being far too serious about their data structures and what I have works fine. Until it didn't, until I found the situations where it wasn't working and I went exploring down this road, I think there's also to be fair some reputations in the Scholar's Ed community of them being difficult to work with, of it being obscure and what I found is that's really not true. There's some really helpful people, Eric Oshheim, Rob Naras, the bunch of other people who have just been incredibly patient and helpful as I go through trying to understand things because the other problem that I've had is, okay, I understand it. Now, how do I understand it so I can explain it to other people? And so, of course, I'm now at this point where I'm fairly happily using it and talking about Scholar's Ed on a regular basis. My coworkers don't look murderous as much when I talk about it and suggest it and I've got at least two other people on my team of four that are using it, that have written code with it and been like, okay, I've convinced. There's two pieces I'm using and I'm only convinced them of one of them so I still have some work to do. And here is the important part. As I said, I've been playing with it a lot lately and there's a lot that's in there. I don't understand all of it. I don't understand most of it but I've started to understand the tools I need and what I've found is that as long as I understand what I'm working with enough to be useful, that works. There's just so many things that are in there that you could spend years probably learning and mastering but I'm making it valuable. So one of the situation that actually just started with for me was finding ways because my team builds REST APIs and we work with a UI team that builds Angular on top of that and for me it was finding better ways to collect and return errors when things went wrong with my system and I was having a hard time with the tools that I had and I'll show some of those examples where using these Scholar's Ed tools was a huge, huge improvement. Can you guys see the slides with this color in the back? Okay, good. Okay, is it possible to turn the lights back down? That'll help. I'm just realizing like, hey, can people see this? I think it's just the angle that I'm at is a little harder. So the first thing that we came across and the first thing I looked at because I do a lot of things like collecting errors with a lot of the work that I did early on and my team was working with either because I was dealing with a Jira API. So it was important, did this succeed and give me a successful thing or did it fail and give me a throwable? And so Scholar has this built-in object called either. It's pretty commonly used. It's got a left and a right projection. Now convention, which means you don't have to do it this way but most people do and if you want people to not hit you when they look at your code, you should follow these rules. Convention says that left is an error and right is some kind of success value. And it's a good concept but it's actually pretty mediocre interaction. It's got some issues. So here is part of the problem with either and I'm really tempted to switch my color scheme again. So I've instantiated an instance of right. I've just said right, success, okay? And that gives me an instance of scholarly till right. I haven't specified a type for the left so that's just left is nothing. And I can test conditions. I can say success is right, success is left. One of the things that I want to do is use it in a for comprehension. Use it as a monad because I probably have done a couple things like fetch from an option, the value of the ticket number that I need to look up in JIRA and then I want to iterate over the result. So right here I've already hit a limitation where I have to write hacky code to get around this instead of writing something that's elegant and somewhat idiomatic.  There is no flat map or map implementations here and so we kind of have to force the right projection to do anything. And so you end up writing things like is right and then extracting it or whatever else. Which makes me want to build nuclear bombs and set them off. So there is an alternative that is offered by Scala Z, which is backslash, forward slash, which I had a hard time knowing what to call this. In Scala Z it's actually either dot Scala. But it turns out when you refer to either then people aren't sure which either you're talking about. So I've been informed that the right name is disjunction. Also I would love for someone to compile an awesome dictionary of the terms that people use because there's some really great terms for all the symbols in Scala Z that people have come up with. Disjunction looks a lot like I said it's either dot Scala. It actually looks a lot like either. It follows some of the same ideas. But it assumes that we want the right side, the success most of the time. It has a right hand bias so that if we do things like treat it like a monad, it's going to assume that you're looking for the right side and therefore let us progress in that way. So this is a rough sort of console session. I've already had Lars yell at me for doing import Scala Z dot underscore. I haven't figured out all of the clean imports yet. So apparently there are better imports that you can be more specific and I haven't quite gotten there yet. There are some cool implicit that come into play. So you can have any value, any Scala value and call dot write on it. And you will get back an instance of a right disjunction representing that value. And this comes out here. You'll also notice all of the sudden that we've got this really confusing backslash forward slash dash. Easy way to remember it. The backslash forward slash that the dash is on indicates that it's left or it's right. You're already remembering why you're not using Scala Z, aren't you? I had some confusion with this early on but kind of got there. But this is my success type and obviously because I haven't provided information about nothing, there's some implied information that I still have to work with. And I can do the same thing with failure. Failure not left. I get a left back, right? I can also say dash backslash forward slash failure. I think it was Lars who specifically told me it was some, it was either Lars or Rob Nars who probably said, don't do that, do this. So don't instantiate it with dash backslash forward slash, instantiate it with backslash forward slash dot left. Unfortunately, I haven't found an analog for doing matches so you still have to kind of use the dash backslash forward slash. But there are tools there. You can get the instance you need. And so I can say the same backslash forward slash success, backslash forward slash dot right. Still get these things in. So I've got something that looks a whole lot like either. I can return a disjunction and get back a left or a right. Something I forgot to put on here is you can also, I forget what the exact term is for doing it but instead of saying like backslash forward slash throwable comma string, you can actually describe the type and your return type as throwable space backslash forward slash string. What's the term for that kind of description? Infix, okay. So that seems to be the best way to describe things. I think my colleagues have found that more readable. And it works very nicely. So now you're sort of saying the backslash forward slash is in the middle. You've got your left type and your right type and there's no sort of question about how that's described. So I want to make a quick digression around Scala's option. Scala option, it's pretty commonly used as a container. It has a none and a sum. None has nothing in it. Some has something in it. That part is really well named because I actually can remember what's in it. There are some downsides. There are some interesting issues, including the fact that the base trait option defines methods like get that you can attempt to get on the none and other things. But it has a bias towards a value. I can treat it like a monad and get things out of it. And so it will assume that I'm looking for some. But this is actually the problem that led me to start to use Scala's Z is that when you comprehend over a set of options, what you end up with is a failure if there's anything that's none and no idea where it failed. And so we have database objects. We sort of have our own homegrown database layer. So I might call get by ID. Here's the ID. And I get back an option of database object. And then that database object may have other case classes in it that represent joins or something else, which are options. And so if I comprehend over that stack and I fail at some point in that, I get none back. Now, how do I communicate to my API team? Well, the user ID you gave me didn't exist. It's actually a malformed record. And the join to the address table doesn't exist. Or any other number of things. We have these partnerships that are actually in an amalgamation of several different companies who may, there may be a partnership with the same companies, but this company is responsible for this part of building something. And this company is part of building another thing. And so there's another one. Well, if it's this type of project, there has to be this type of company in that partnership. And that's a common one as well. And if I'm comprehending over this stack, I can't adequately describe to somebody on the UI side, well, this was the problem. It wasn't your fault. What you sent me was perfectly fine. What happened was that we have a malformed database record. Instead, we return none, which then becomes, oh, a 400 bad request or a 500 internal server error. And it really makes UI people happy because they love digging through Scala code.  And that's fine. They're building stuff in Angular. It looks really cool. But they're not Scala programmers. So they don't want to have to dig through the code to figure out what went wrong, which means that now you're pair programming, one person who doesn't understand the language and other who does, digging through logs and trying to figure out what went wrong. That looks a lot like this. So I've defined a couple quick things to example. I've got a case class user with a first name and a last name. I've got a case class DB object. Gee, I wonder where that came from after all the years I spent doing MongoDB. I just realized that's a confusing name. So DB object has an ID of long and then has a user, which is an option of user. It's a terrible example record because why would I only have an ID and no user record? But, you know, it's good enough for an example. So I've defined Brendan here, which is a sum of DB object with an ID and a user inside of it. This is pretty representative of the type of object that I work with fetching for my database. There's going to be probably an option hanging off of that that represents whatever it is that I'm looking for. And then there's some other guy who for some reason has a basic entry, but there's no user. So think about that. Brendan is an option of user, I'm sorry, an option of DB object, which is sum with an option of user that's sum. Whereas other guy is a sum and a none. And so I wrote two quick methods, getB gives me Brendan, getOther, gives me some other guy. I probably could have made that more elegant when you consider it. And here is a kind of bog standard comprehension. This is a lot like what we do. So early on, I insisted on making the terribly looking nested match after match after match, because at least with a case none I could say what went wrong. And it's not, it looks ugly. It doesn't read well. It's hard to maintain. So for comprehension is great, but only if I can find out what went wrong. So for getB is a DAO. We know that's sum, so that's going to be sum of a user. And DAO.user, which again breaks out from Scala into user. Sum is the bias, so we assume if there's a value that's what we're extracting. And yield user, and I get back an option of user, which is actually sum. I get back what I'm looking for. Great. But if I do this with the other guy, well this is a sum of db object, but it's got no user in it. And so when I extract the user, what happens? So what's that? I get none, because when you do a for comprehension over something like this, at any point, if any of your statements return none, the for comprehension short circuits it basically aborts and returns back none to us. So imagine that there's five or six or seven or 10 or 15 levels deep of these abstractions. Well what went wrong? Was it the first, the second, the 10th, the 25th item that didn't have a value? And that's all I get back. Okay, well I've got an option of user which is none. And now I'm returning information to the front end that basically says, sorry I don't know what went wrong. Why don't we spend 20 minutes digging through the logs? Which actually is a good error message. Is there an HDB code for that? So I mean we talked about what went wrong here, which is that ultimately yes, this is somewhat useful, but it doesn't return the information that I need to understand why it failed. And so we do have a solution. I'm going to actually combine two things here to give the example. One is converting an option to a disjunction because that's kind of useful. That's kind of cool. You can convert an option right to a disjunction. That was well the first thing that I found. And it was great because I didn't have to rewrite all of the get methods on the database layer that return option. I can just take what I already have and convert it to a disjunction in line. As well as comprehending over disjunctions. I really should probably just refer to them as disjunctions here. So we remember the get be and the get other methods that I wrote a few slides ago, right? Is anybody just asleep and not with me so far? Okay. So here I've used, and actually to be fair, I started out using this because I went, nobody's going to want to see these extra symbols. So you can, on an option, you can call to write disjunction and provide an argument. So what you need to think of this like is get or else argument. When I say get or else argument and it's some, so I would say I have a user, a user get or else no user found. What's returned? Okay. You're right. This is a separate issue with the fact that I'm using options. Another place where disjunction comes in mind. But if it's with get or else that argument is only if the value isn't there. And so it's the same thing here. When you say to write disjunction, what you're saying is please try to convert this to a disjunction of the right. And this argument is in case you can't do that. This is what I want you to return. So that works fairly well. You could also say to lift left disjunction if you want to flip them around and confuse people. So there's this operator. I was not the one who introduced this operator.  Which is backslash forward slash greater than. And I'm guessing that less than backslash forward slash is probably too left disjunction, but I haven't looked to be honest. So this obviously reads a little cleaner when you write a for comprehension because there's less letters running you off the line. So getB returns an option of DB object. And I'm saying to write disjunction, no user by that ID. So what I can do is now if the user is none, I get whatever the disjunction, I'm sorry, if the DB object is none, I get no user by that ID. And if the DAO is there but the user wasn't, well hey, join fail, no user object. Great. Now of course, this short circuits, the first item that isn't there is going to exit. But I get back a disjunction. So in this case, I got a right of a user, but here where we don't have a user object, I got a left. And this really helpful message that I can return to the front end. So I might still send a 400, but it's going to come with the message, the join fail, there's no user object. And my UI team is probably going to go, oh, I should talk to the right person about the fact that there's a database problem rather than, hey, that call failed. Do you know what happened? So it's communication through code, which means I have to interact with other people even less. It's a win-win. Wait, that's on camera, I probably shouldn't say that. No, I mean the goal for me really is to make that interaction easier because when you think about things, the UI and the back end are part of one product. And if they're separated out, then you're making interaction for everyone harder and I like things to go well. So as you know, I can just say none to write disjunction symbol no object found or none to write disjunction no object found. Everybody with me so far. Any questions about disjunctions? Yes, so the first thing that failed is going to exit and that's what you're going to yield. So if I had six of them and the third one failed, then I will get back the disjunction for whatever that one is with the error message for that section that exited. Does that make sense? Does that answer the question? And coming back to remember that I'm using this because it's useful not because I want to hit the perfection of computing. I'm a hack. I dropped out of college. I have no idea what I'm doing half the time and if my code compiles, I'm happy. And this stuff makes sense and I'm starting to understand that better. But I think I almost go with that direction of okay it's useful but this is working for what I need. I get back an error message if it fails or I get back to success if it doesn't and that for me is good enough. So I want to talk about validation. And this is the part where I probably have to jump into a little bit of live code to make it make sense. Validation looks similar to disjunction and there are methods to implicitly convert. You can say dot disjunction on a validation and dot validation on a disjunction. The subtypes of validation are success and failure. Validation is not a monad though and this was a part where I was really confused and anyone who was hanging out on Scala's ed will probably remember the two days when I was trying to figure out why this was happening. There were a bunch of examples out there for Scala's ed six that showed validation being used as a monad and I think the short answer I got was that was a mistake that we fixed in seven. It was accidental. So validation is not a monad. You shouldn't be able to comprehend over it. It's an applicative functor and so we validate all of the events with validation. Everything that we feed into it is validated instead of short circuiting. So we say, hey, this is the stuff that I want back. And any failures in the chain win. So ultimately if there's any failures then we lean towards failure and all the errors get mashed together. So this uses M append so by default all your error messages are going to get smushed together into one string if it's, you know, if your failure is string which not terribly useful we'll look at a solution for that. Well that's good. Hold on. This is the downside of doing everything in markdown or the upside. So this is actually a snippet of code that I grabbed from my code. It keeps doing that to me. I know X. I keep forgetting that it's throwing it up in the other direction. So we've got a bunch of validation and in this case I validated something called a model group. This is actually doing a non-empty list which we'll talk about next and combining it with a firmware version. Now this is I think the home alone operator. I think we, before we knew it was the home alone operator we argued about whether it was the Cinnabon stand or the tie fighter. I still think tie fighter is a better name but, the which? Yes the scream operator. See this is the wonderful part about symbols. Nobody knows what they are and so you can talk about the same operator and no one will be confused. This is one of the parts where I really do want like an English to scholar's ed dictionary or better a dwarf fortress to scholar's ed symbol dictionary since I understand dwarf fortress better than I do scholar's ed symbols. In this case this is combined all of them and what this case statement is. This case so if there's a failure they're amapended together where you'll just get one string all together. If there's success well I have two separate objects that were returned here. I got a model group and a firmware version. So I say case and then the tuple because I'm extracting these out and I can do what I need to do with this because ultimately what I was looking for is was the model group valid was the firmware version valid and if they were then I want to actually create something out of these and so you extract this out of the success and I can return my result. Now I read a bunch of articles that suggested that validation should be for your internal APIs and you should focus on returning disjunctions externally. I think part of it is because the disjunction is more concrete and that you've finally you've said this is success or this is failure instead of having something that you can continue to apply other items to. So typically I will return it as a disjunction because I'm easily swayed by blogs that may or may not actually be authoritative apparently but it worked for me. It was a useful piece of information from my point of view. Now non-empty list is a separate thing. Did I paste the other one? Yeah I put the other one in the wrong place and again I got a real quick, see I wish this had some kind of auto wrap on its own but there we go much better. I actually in this case this was part of what I was doing so there's another set of steps that comes back to improving my interaction with my UI team which is before I start doing any work, before I start actually trying to process the request object in the database, I want to do a bunch of validations. This one was we had an issue where there was a sequence that was sent with a request that it turned out we weren't checking whether there were any items in it. It was causing other issues so this one just says are there model items in here and then this one is hey validate the names. Are they unique in our database? And this one is validate the other thing, the names being unique. Oh validate something, sorry these validate some other conditions on there. This one does unique and then there's a serial number that I have to check as well. Now each of these independently returns a success or a failure object but I want to combine them together.  But what this actually does is it sees at least the way that I'm using it, it drops my right hand side because I think I just returned unit from these. I'm not trying to accrue the success because it's the same thing being fed into all of them. But what I get out of this is an appended set of failures. So if I use a regular string then it's going to be an M append but if I use this other thing which is non-empty list then it's something else. So non-empty list is one of those bits that I didn't get a chance to finish the slides. So a list, a regular list in Scala can have how many elements? We'll say that again? Zero to N. Right, zero to N. Now of course the problem with that is what if I want to say there needs to be at least one item and I want to authoritatively tell someone else I'm going to return you at least one item. So this is where non-empty list comes in and it's I have a note here on it so I don't sound like an idiot. It's a single link list, it's guaranteed to have at least one element. So that also is known as it's not going to be empty if you return it. And there are, it's very commonly used with validation because as I said if I just have a bunch of validations that return string failures they're just going to get smushed together. But if I return a non-empty list it's going to accrue each of those failures in elements of my non-empty list. And that's a lot more useful because now I can return an array of errors. Now with that there are a couple different things. Let's see if I can get a terminal window up. Not the window I want. That's the window I want. Bear with me here. How am I doing on time by the way? Five? Okay. So real quick I probably will screw this up. That's okay. Like I said I'm not an expert yet. Let's actually make this one Baz. So you notice as I suggested previously the problem here of course is that everything gets appended together into one jumbled up error message which might be useful in some cases. Or I might want to return this list. So instead I can return, I can say failure NEL which implies that I want a non-empty list. And bar can be bar and Baz can be Baz. Did that just run off the screen? Yeah. I got them all correct. It worked. I just had my terminal longer. So now I've got a failure of non-empty list of foo and bar and Baz and my terminal is still hanging off the screen. So the last bit on this because this is just a quick taste is it turns out the validation and non-empty lists go together quite often. And so there's a shortcut type called validation NEL sorry which is going to be like AB. Now when you say validation NEL what you're actually saying is that the left hand side, the failure will be a non-empty list. And so it's an implied type to make it easy to say instead of having to say validation non-empty list AB. So you can say validation NEL. Cool? All right. You might be right. Either way I think as long as I got the basic information out there monad transformers are something that I struggled with maybe describing. I'm missing a slide here. Dammit. There's a cat picture that really describes. I'm serious man. So real quick because monad transformers are one of those things you all should look at. Essentially you're inverting. So when I work with I've started to play with them. When I work with JIRA for example there are three conditions really. I can have a failure in which case JIRA gave me an exception and I can have a success but a success may not be a success. I might say get user from JIRA and it's okay if there's no user it's just going to give me an option. And so imagine you've got a disjunction of option and then you've got to do these nested four comprehensions to pull them apart. So what monad transformers would give me in this case is like an option T where it's inside out. A cat in a box and a cat in a box in a box is a box roughly.  And somehow I forgot to put that on my slide. So the last thing I want to say before I close out I hope that no one is surprised by this but tests matter. Tests are really important. I sometimes forget to write tests and then I wonder why nothing works. I've been building some cool tools for myself for doing ScalaZ testing with ScalaTest. So taking advantage of things like bias. How many of you have used ScalaTest? How many of you use the option tools in ScalaTest? Cool. So only a few of you. But in ScalaTest if you import this special import you get an option back. You can say blah, blah, blah dot value. And that implies in ScalaTest unpack this if it's some or fail the test if it's none. It's really useful. And so given that something like disjunction is right biased I've built similar tools like that. We use ScalaTest and Netflix. Specs 2 I also think is pretty awesome. And there's already helpers for ScalaZ at typelevel.org for that. I am building slowly but surely a series of test helpers which I'm looking to release in the next week or two. And then slowly a crew of hey, here's all these really cool tools that I built to make it easier to test my ScalaZ code. And I know my teammates have not found this helpful which means that it's not just me. And everybody needs a little buck. So a couple of quick bits because I cheated off of this one especially putting the talk together. Eugene Yucata has an awesome learning ScalaZ tutorial. He sort of linked it up with learn you a Haskell for great good. So if you've read learn you a Haskell for great good or you have a copy of it you can kind of read a chapter of that and then Eugene has linked articles that tell you more about how this applies in ScalaZ. Freedown on ScalaZ really really really helpful as long as you're willing to like completely be blown away by conversations that you don't understand. And a couple of people have been incredibly helpful to me like Rob, Colt Fredrickson, Adalbert and Miles all of whom have like really those are the people you should bother incessantly to get all of your answers and not leave them alone because they will help you. Questions? Okay. Well hopefully that was helpful to people and thank you.


everyone good afternoon madam clerk could you read the role please yes sir mr. Brown here mr. Herbert dr. Bussles here mr. Brennan present mr. McDowell mr. Duvall mr. Rickamon here um we're gonna do the pledge of lesions but I would like to ask Troop 8 firm in Carson Lutheran Church to come up and lead us in the pledge of legions if you wouldn't mind gentlemen y'all come up right here to the mic right here whenever y'all are ready y'all can get us going I pledge allegiance to the flag of the United States of America and to the republic which stands one nation under God indivisible with liberty and justice for all thank you gentlemen mr. brown can we call on you for an invocation since um our our in house reverend is under the weather and not here today so if you could feel that role we'd highly appreciate it would be my pleasure please bow your heads heavenly father please bless this great city of ours as we meet today to discuss and determine the pathway forward for all of the people of Columbia as we enter this advent in Christmas season let us be open to your words your grace your love and your wisdom keep us mindful that we are not only a servant of the people of Columbia but we are in your service as well please bless this council and staff as we enter into this meeting today and help us to administer all that is right and just for all of our citizens and our community in your name we pray amen amen Mary Coven and council at this point in the agenda we want to get it adopted and with that adoption there are two amendments to add the river alliance board under appointments council is asked to approve the appointment of the honorable peter m brown to the river alliance board as requested by the honorable Howard edewald jr and adding the discussion of jobs for america's graduates jag to item 26 the discussion of negotiations incident to proposed contractual arrangements yes sir okay yes sir part of that yes sir with that is there a motion I move the adoption of the agenda as amended is there a second a motion a second any input questions or concerns hearing unseen um madame clerk could you read the roll please mr brown all right miss harbert dr bustle aye mr brunnan yes mr duvall aye may i recommend aye mayor at this time if there is any public input related to the items on the agenda we can receive that so if there's anybody here that like to speak on an item that is listed on our agenda if you'd like to speak on any separate issue we do that at the end of the meeting and you're welcome to speak for three minutes at that time do anybody signed up madam clerk no sir all right madam city manager next slide yes sir the approval of minutes item number one council is asked to approve that november 21st 2023 council meeting minutes there a motion motion is there a second second any discussion changes or concerns seeing hearing none madame clerk please read the roll mr brown all right miss harbert dr bustle aye mr brunnan yes mr duvall aye may i recommend aye and item number two council is asked to approve the april 18th and 25th 2023 budget workshop minutes is there a motion i moved adoption of april 18 18 and 25 budget workshop is there a second second we have a motion in a second any discussion changes concerns hearing none seeing none madame clerk mr brown all right miss harbert dr bustle mr brunnan yes mr duvall aye may i recommend aye thank you moving into a period of presentations item three is the capital city lake murray country update miss miriam atria of the president and ceo for the capital city lake murray country regional tourism board all right everybody buckle up and get ready for a ride get ready hold on to your seats uh mayor i'll recommend and members of columbia city council thanks for this time today capital city lake murray country just wanted to stop by and deliver our annual report full of some great information of our accomplishments in the tourism industry from last year and a strong factor is that we greeted a record 132,242 walk-ins into our visitor center none of them of which live in this region very proud of that accomplishment we want you to review the information and uh want you to know that you'll be continuing to see that our state regional tourism program and our marketing efforts are impacting tourism for columbia we continue to provide strong magazine ads and many many articles are being published in many national publications of our current reports since july provided 59 articles on various tourism assets in our region which in these 59 articles 2.5 billion impressions were made but the important thing here is the marketing value dollar value was over 23 million dollars had we gone and purchased these pages and these publications we just returned from the world through championship and chef mike ellis with smote first time in the competition in that correct vicki vicki is our assistant vice president of special events and funding and led captain um excuse me chef mike throughout the championship he went head to head with the current world food champion very proud of team lake murray we took three chefs there this year and this is just another way to extend our marketing message and promote the culinary scene that is really growing in columbia last spring we brought unprecedented coverage to the region with the bass master's elite the five hour live show on fox news covering the event bragged over and over again about columbia and lake murray and we hope all of you were able to review a short video clip that we forwarded over here so that you could hear the great comments that were made from all the participants and one of them even said we want them to sign a 10-year contract we can't quite do that but we have some of them to return this may to lake murray also bass and the magazine and bass masters named lake murray number one in the southeast for bass fishing and number four in the united states also very proud of that we just returned from the recent teams conference with 12 new potential groups and not all of them fishing right vicki and we've already confirmed out of those twills we're working the bookings we've confirmed four of those for 24 25 but all these groups are related in some way to outdoor recreation which our region shines in may I recommend your judging fork is ordered for the southeast barbecue showdown we got a lot of news we're getting ready to break with that but we're very excited about that upcoming event finally we greatly appreciate the support of all city of columbia council members but today we wanted to find out if we could get Howard Deval council member to come over to the podium with us because we want to recognize Howard Howard has provided years of support to our organization as we have grown served along with our board of directors and actually constantly given some great advice to our staff all of these have helped us in the growth of tourism for the region so Howard rest assured you're going to have a front seat at the southeast barbecue showdown that's my first and to help you navigate some waters we're presenting you with this lovely paddle we have it and also a nice gift for your home to take home but we have a saying when we present folks with our paddles first of all thank you for everything you've done what a blessing you are to the city of columbia but you know what Howard consider yourself paddled thank you all thank you ma'am you can try it i'd be impressed thanks Miriam Mirakum been a quick personal um privilege moment but it's actually actually chief Jenkins moment so i'm gonna ask him to come to the podium and make a quick recognition oh there he is you don't you know you don't tell a preacher and a politician a quick moment yeah mayor council city manager thank you for this opportunity i really want to do this publicly because what you stand for not me not to my side what you stand miss carling foster uh she had been with us for uh 21 years and put with the city she has worked directly with me for 18 years back when i was uh um adaptive chief but i would tell you that and i would tell you all this i don't think you will find a better committed lawyer employee employee named miss carling foster she's really been dedicated what she does she's type person that she don't like recognition i had to drag her here because she don't like recognition but she has just been that that glue for me and for our fire department everybody goes to calling the officer to talk to her get advice she has stuff with her she got a chair in her room that everybody comes sit in and she's just that type person so i want to recognize her publicly because she's retiring this is her last week well she got one more day next week which is on monday and so she'll be leaving us and i'll tell you uh we are losing a very um lawyer and honest employee and she could not have been any better for me in my role as fire chief i'm quite sure you all have executive systems that you work with and the biggest thing is trust and commitment and and stick to do to do the job so i wouldn't recognize her publicly and and i want you i want to share this with you all but also we want to you know they say um beauty is in the eyes of the beholder but i would tell you um when you talk about beauty being in the eyes of the beholder people don't realize what it really means it really means your spirit your inner person we're not talking about that out out of beauty spirit she has such a beautiful spirit and i wanted to make sure she got some flowers too so you can see on the outside was really on the inside of her which is that beauty which is on the inside of her oh that's sweet now she said about no means for she going to speak so thank y'all that's all right we're gonna call her later because now that i know she's been with you for 18 years i'm gonna get some i need some answers thank y'all for this for this moment congratulations calleen uh mr. devol a moment of personal privilege i want to thank mariam atria for for the paddle and uh we we've i've enjoyed knowing mariam for many years but in the last eight years as we've worked together to help lake murray country help the midlands it's been a pleasure to work with her we always look forward when mariam comes to the city council because we know we're going to get an energetic presentation because she is so full of energy for promoting the midlands of south carolina and thank you i've enjoyed working with you madam city manager yes sir the consent agenda items are four through 17 mr. mayor and council for your consideration is there a motion i move approval of the consent agenda items four through 17 second there's a second any questions concerns hearing none seeing none madame clark could you read the roll please mr. brown hi mr. harbert and dr. bustles hi mr. brennan yes mr. duvall hi america man all right thank you i'm a team is a zoning planning matter second reading is there a motion mo that's moved you what i don't know but i just said so moved i've got a motion is there a second second motion a second any further discussion here and i'm seeing no madame clark could you read the roll mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall no america man hi thank you item 19 an ordinance first reading ordinance number 2023 131 consenting to the inclusion of property in a multi county industrial business park southern realty development corporation 1101 wane llc columbia ch holdings llc and vbh holdings llc in richland county this item was endorsed by the economic development and infrastructure committee on october 17 2023 there a motion motion to approve there a second second a motion a second any further discussion then we look forward to the 135 million dollars you're going to invest and invest thank you with that madame clark could you read the roll mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall hi i resolutions item 20 is resolution number 2020 3093 authorizing the city manager to execute a memorandum of understanding between columbia richland 911 communications and lexington county 911 communications motion to approve got a motion is there a second a second any further discussion hearing none seeing none madame clark could you read the roll please mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall hi may i recommend hi thank you item 21 resolution number r2020 3092 approving the issuance by the housing authority of the city of columbia south carolina of its multifamily housing revenue notes or bonds brookfield point in the minute maximum principal amount of twelve million five hundred thousand dollars in one or more series pursuant to section 147 f of the internal revenue code of 1986 as amended providing certain other matters in connection therewith and providing an effective date is there a motion i move approval is there a second second a motion and a second just for public clarification this is just a pass through this is a formality that the city has to do for the housing authority these aren't actually city of columbia bonds or obligations but part of the process is we have to approve it so i just want to make sure everybody understood that with that madame clark could you read the roll mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall hi may i recommend hi under appointments we are deferring the three items as listed but did at the river alliance board appointment with my their motion mr. mayor i move we appoint uh honorable peter brown to the river alliance board second we've got a motion in a second any discussion hearing none seeing none madame clark could you read the roll mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall hi may i recommend hi other matters item 25 council is asked to approve a certificate of convenience and necessity as requested by the business license division the award to miss deandra l walley doing business as d's classy writer llc motion to deny second there's a motion in a second any discussion hearing none seeing none madame clark mr. brown hi mr. harbert hi dr. bustles hi mr. brennan yes mr. duvall hi may i recommend hi thank you moving into a period of city council committee reports referrals and new business um i would like to refer or ask the uh environmental health committee committee to they've been in discussions about spade neuter along with requests that we have had for the community and one of the discussion points is really understanding where the county is and i would like if the chair for the committee on behalf of the committee would send a letter to the county to understand what their thoughts and processes are um so that we can look at that jointly because it doesn't make sense for it to be done individually it would need to be done countywide um so if we could make that happen that would be great absolutely we've been in discussion about a potential spade neuter ordinance um including examining some sample language from other municipalities but decided to put that conversation on hold until we had a better idea of what the county was doing and we've also been simultaneously getting updates from animal services around a revamped licensing program in partnership with veterinarians across the city um to hopefully you know fix some of the issues with that um licensing program and also be able to have more funding to support um free spade neuter efforts so we will keep you posted great thank you anybody have any other reports or referrals to share i'd like to give an update on the economic development infrastructure committee which we met today um one of the things we're trying to do is continue to have uh representatives from the midlands come speak to our committee uh today we had mike gula executive director of the columbia airport uh talked to us and i think it's really important um from the city level that that we support the columbia airport um too many times including myself uh conna charlotte fawn out of atlanta and other things i think the airport is in a um real position of growth and involvement um there's a lot of improvements out there so i would like to uh encourage our community to support the airport that supports our community as well um and supports the growth of this area we also discussed uh other economic developments today that also the uh development of our continuing to invest in local partners for economic development as well as the development uh eventually of a economic pipeline of new projects similar to mr arnold's columbia is on the verge of a real growth spurt um i think we're all very positive about uh columbia right now the staff council and the collaboration and coordination with our business community so we'll continue to uh have our economic development committees i would also invite anyone who ever wants to come to those meetings either contact me or uh the staff and uh feel free to participate thank you any other referrals all right madam we're back at public input mayor all right at this time we have mr lee carol of save our kids mr carol your time allocation is three minutes my name is on lee carol save our kids uh i was just wanting to do the city have a youth committee you know i see we've got a committee for everything else do we have a committee for you youth programs well most of our youth programs is you know run through our parks and recs so we don't have a youth commission um not for folks under 18 i don't believe in any way possible we can establish one there was one at one point and there was some youth that we're talking about be glad to have that conversation with you to see how we could reconstitute that to get more young people because one of the things that we'd like to talk to them about too is helping as we talk about future how do we protect the assets that we have our riverfronts and and our parks and everything else that is surrounding so yeah i think it'd be a great conversation okay and mr risa can we get that appointment okay thank you all right appreciate it yes sir thank you for being here mr carol next up we have mr wade fulmer i will remind mr fulmer that the time allocation is three minutes mr mayor council members i'd like to thank you first for honoring vietnam veterans and the veterans parade is the grand marshal this year i'll start off where i was last month nuisance the code says a noise subverts health welfare repose whether it's recurring or cyclical or intermittent uh can refer to the owner always refers to the owner whether an animal barks wines are excessive uh are untimely fashion so i recent the information with some updates today to each of you and i'm still wanting some answers as to why it took 17 months for a first ticket to be issued and i was hearing hours of dog barking uh not only after dark but into the night and up to uh three o'clock in the morning sometimes and it took 17 months excuse me um so we got into two years an additional occurrences happened there's been two of those and i was assured that they would be acted on uh meaning that there should be in some enforcement action which those occurred after the 17 months but there's been two of those and nothing has happened and my last concern is with the two years of evidence that was accumulated by uh columbia police department and um the dispatch that was turned over to uh to uh animal control but did not go any farther than that and i have confirmed through captain blendowski and officer um uh gorman that that information was turned over however when the situation did go to court it was not there so and this is ongoing i know i have to finish up here i still listen to some dog barking at night including last night between uh 140 and 205 in the morning there were several barkings and uh the neighbor gets home late at night they don't go to bed early but they still can put the dog out in the yard i'm giving you a lot of detail you don't know but you have my general and specific concerns and i am getting have talked with several people and my counsel on mr brennan is looking into it mr anderson is looking into it but my request today is as i was referred to mr anderson back in october i would now like to get an official referral so i can hear somebody and maybe talk with the city manager because the city manager is over these two levels and uh even in these codes there's one or two places where it says well in this particular case the city manager has to sign off before anything can be done but animal control and public works are under the city manager and um i think the city manager i i believe in face-to-face uh discussion and ask questions and we get to places where we need to be a lot sooner and i thank you very much thank you mr fulmer i would also maybe suggest since um he has shared with us some nuisance and questions and it's not the first time that's come up that dr bustles would you entertain looking into this as part of your animal services on your committee yes we um are planning on requesting an update from animal services as we had laid out that we were giving them three months to come back to us so we'll ask them to include this and i think that'd be healthy for us to to look at the ordinance and understand and that's a public meeting so you'll be able to hear everything that's discussed and i think hopefully that will maybe clear up get some clarity around the issue hopefully cut to a swifter resolve yes thank you yes sir you have a good evening thank you and mr duvall we will miss you madam claire that's it that's it no one else is signed up we're going to move to executive session to figure out some legal items here mr duvall is there a motion miss mr mayor i make a motion we go into executive session for discussion of negotiations incident incident to propose contractual arrangement pursuant to sc code 30-4 s 78 to server city you know usc columbia technology incubator discussion of employment of an employee pursuant to sc code 30-4 that 70 a one city manager your city attorney receipt of legal advice related to matters covered by attorney class purpose pursuant to sc code 30-4 that 70 a two safety program and discussion of matters related to the proposed location expansion or provision of services for encouraging location or expansion of industries or other businesses in the area served by the public body pursuant to sc code 30-4 that 70 a five project studio a discussion of the negotiations instance proposed contractual arrangement pursuant to sc code 30-4 s 70 a two jobs for america graduate program motion is there second second any discussion hearing non-seeing numb madam clerk could you read the role mr brown hi mr harbert hi dr bustles hi mr brennan yes mr duvall may i recommend hi thank you


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I don't think it's that big a deal. It just locked up on it and when he woke up, just slept on it a little little weird. So he got he got worked on today and just, you know, obviously didn't want to force anything today. So hopefully he can be in there tomorrow, but you know, we'll just see as long as that stiffness gets out of there, we got to wait and see. I don't I don't expect it to be a long term thing.  I mean, that's, that's, you know, that's part of the reason why and I think, I think in the case of Aaron, I think that's a, you know, slept on it funny. I think that can happen in the middle of the season and the off season whenever. So, but yes, the little things that can come up. I mean, that's why you're kind of trying to strike that balance between, you know, understanding that we have a shorter amount of time and the urgency involved, but to also make sure we're as best we can building these guys up safely and putting them in situations that they're ready to handle. By and large, I feel like our guys are in good shape. Now it's just building innings and getting them in that game shape. Did you feel as though hitters were starting to catch up a little bit today? Yeah, I thought, I thought by and large we saw some, some better at bats and get more guys on pitches, some balls, a few handful of balls hit pretty well. So yeah, I feel it felt like today the hitters were a little more up to speed, probably. Who else has a question? Brendan, go ahead and unmute. Aaron, you pulled aside some of the guys on the third baseline today for a talk. Could you tell us what you were going over there? What was, what that was about? Oh. Um, it just having a conversation with a number of different groups today and picking my spots where I can, I can do it in obviously smaller groups. But, but just, you know, when I would normally address the team as a whole, you know, I did that about three or four different times with different groups of people. So that's where I got that group. Gotcha. And is that just the overall team message? Are you talking about health and safety protocols? A little, a little everything there that I've just wanted to get a few points across.  Yeah, it's getting prepared. Not sure exactly the day. What are we about the 11th with the 11th today? You know, probably sometime in the next week it'll be up and running. Take the next question from Max Goodman. Max, go ahead and unmute. Hey Aaron, thanks for taking the time. What was the plan or what was the story behind the five man infield? Was that spur of the moment with Britt out there or was that something guys are working on? It's a Britton thing. It's something that we've been very close to using. Actually, we almost used it in the game last year. It's something, you know, it's our Zach Britton package if we have the right personnel out there and obviously with waiter in the outfield today. You know, if it's the right matchup we probably wouldn't hesitate to go with that five man in the right situation. We'd be willing to do it with Aaron Hicks. Aaron Hicks has worked on it quite a bit but last year with him being out a lot some of the outfield alignment situations didn't lend itself to that be impossible. So if we have the right grouping out there and the right matchup at the plate, it is something that we would consider using. And you saw the smile on Aaron Boone's face at the...