fear with DYW and city deals and are we just adding more and more complexity and more and more layers that make it harder for employers and schools and young people to connect? We do a number of things under our own steam, because that is something that we feel passionately about. We would always try and offer the provision that we make available to all schools. We do not want to have one relationship with one school, for example, because we want everyone to have that opportunity. It is not easy. How would you simplify it? What would be your point about Edinburgh, because that is where you are a major employer? I am not expecting you to solve Scotland's problems, but in Edinburgh, what would you do? What has just launched recently is a tool called Marketplace. This is an invitation for every employer to list their offer, their proposition, if you like. That is a space that joins educational employers, so schools and colleges can access that and see what is available and draw it down and make the connection. The nice thing—I am pleased that we try and work in partnership—we took the bid from SDS to work with them to build a platform so that we do not end up building a platform that is only good for one part of the country. It can be replicated across the whole of Scotland because it is a good piece of software. That is just one aspect. I think that there is a danger that you make it too complicated. You want a forum where young people and employers can connect. That might be digital and it might be real. We have worked with the Prince's Trust on a concept called Get Hired, which our charitable trust has funded. It is very straightforward. The Prince's Trust finds disengaged young people. They work with them and they help them to get job ready. In the morning of each Get Hired day, they do skill sessions with volunteers on CVs and interviews. In the afternoon, real employers come into that environment and interview them for a real job there and then. They have broken an introduction between talented young people who maybe have not been formally recognised as having that talent and employers. A physical environment where young people and employers can come together on neutral ground cannot be hard to engineer. Can I ask Gordon McGinnis? Presumably, you would accept that there are different ways to do this in different parts of the country because Edinburgh's circumstances with major employers like Standard Life would be very different from some of the rural areas that some of the rest of us represent, with a combination of both bigger oil companies and very small engineering companies. Is SDS's approach to reflect that? I think that developing software and young workforce is a good example of where I know your different partnership balls in different parts of the country are doing different things because that has to reflect the circumstances at the same time as trying to declap or get rid of the noise, I think, as Mark Smith elegantly puts it. Yes, I think, and I was going to reference the development of marketplace because it's a danger that we're going to end up with multiple employer-facing websites. So we've done good work with Mark and the team at the Edinburgh DYW group, and we're working hard across the National DYW group with Royal Bedwards and others to adopt the marketplace system as the kind of national model which can be adapted to a local level. So we've got a larger employer like Arnold Clark with multiple locations, for example a Scottish Water, to identify the areas and geographical locations that they can play into. The wider cluttered landscape is a mix of charities, initiatives, local activities, probably most congested in the STEM area, and we've started a piece of work with Scottish Government to produce a co-ordinated STEM strategy across the education system. We're finding that colleges were rightly having a focus in STEM but coming up with a strategy which potentially didn't sit comfortably with, say, a local education authority. So the more cohesion you can bring into systems at a strategic level and importantly get a strong link into the curriculum, into the learning outcomes that are designed, so design initiatives that fit and work with lesson plans as opposed to a new initiative which sits out with the curriculum is key. Locality is important and I sit on the UHI FE regional board so I'm familiar with many of the challenges that the Highlands and Islands place, particularly on the larger employers in their area because they're seen as the go-to businesses and I think we need to be creative in terms of using some digital content which would do some of the basic stuff in terms of things like interview skills and that type of activity and just be UHI I think, use technology far more effectively than many of the other regional colleges through necessity. So I think it's one to work at the regions in terms of the Highlands and Islands are probably a bit more work to be done at a national level in terms of the DIY group but we're working working with them on that. Final question, if I may convene, when Ian Wood published his report in June of 2014, his challenge was that less than 30% of Scottish businesses have any contact of any kind with education and only 27% of employers offer work experience opportunities, so have those numbers got better in the last couple of years? They are, I think they are getting better in DIY groups, I'm thinking of Ayrshire in particular, a very aggressive campaign with local employers that have had a history there of co-ordinated work experience at a school level but I think it's one that more employers have become aware of, we have tried to co-ordinate activities through some of our sectoral work, through the industry leadership groups with groups that Scotland Food and Drink and others and provide a co-ordinated so you're getting a better quality of engagement and a more consistent approach at a national level but that can be applied at a local level as well. Thank you, convener. Very much following on from Tavish's theme of questioning, in the previous session we're looking at further in our education. I asked Shona Struthers round about the regionalisation and the merger of colleges and what she would place down as a criteria for judgment success. She'd said that she's seen greater co-operation between businesses, employers and colleges. Since the merger programme, has that been your experience and have you found that greater co-operation compared to before? I just want to get a sense of how the changes impacted the relationship and the co-operation that you have with colleges across the country. To be honest, my insight into that is limited. We've had good relationship with Edinburgh College, especially around the formation of a foundation apprenticeship and their role in shaping developing the young workforce. There's a key partner in that regionally here. My experience and my interaction so far has been a positive one. That's really all I can say about it. We've engaged and it's worked well. I don't really have anything to benchmark it against as to what went before, to be perfectly honest. It's important to recognise that some of the colleges had very strong links with employers prior to the changes. Some of those were set up on more of a regional basis. We think that progress has been variable. Some of the college regions, for example Ayrshire, certainly have stepped up and are forging closer links. Some of that is related to the development of city-region partnerships or regional partnerships as well. There have been other areas where progress has been a bit slower and, hopefully, that will become more evident soon. I think that, in principle, it's a good move. It should offer greater clarity for relationships between schools, colleges and employers. Potentially, we would like to see universities plugged more into that as well so that, while relationships might be diverse, at least every school would know their college that they would draw on for mutual support and endeavour, similar with universities, and that employers would be clear as well on those relationships on a regional basis. I think that we might have a slightly different perspective on that. I don't think that it's fair to say that things are improving in terms of relationships with colleges from a kind of workplace level, not so much an employer level. For workers who are trying to undertake learning, the opportunities to do so at colleges are much reduced in terms of there's much less part-time provision, there's much less night courses, there's much less community learning, even our own learning project, which commission work. We commission different learning courses that are designed by the needs of workers. We'll decide whether we want to do a sign language course or whether we want to do a specific workplace-y kind of skills course and we'll design what the course looks like and then we'll tender it out. The number of colleges in a position to respond to those tenders even has gone down, so that's like commercial work really. It's because there is much more of a focus on full-time learning for 18 to 24-year-olds than there is on sort of lifelong learning and flexible learning for workers within the workplace. In terms of links with employers, I know that we have had very good links in the past and through Scottish Union learning again we've done quite a lot of skills pipeline development in specific areas, I'm thinking for example of the bread industry. There was a number of bakers in one area of Scotland and we designed a sort of skills pathway for a particular level of baker who was in very short supply at that point and we did that in partnership with the college. The role of the college in the skills pipeline is absolutely essential. We have the impression that the merger process was very disruptive to that role and it's now about trying to really build back up those kind of relationships but I think there are some issues still about how the mergers are bent in and how staff time can be used at the minute. I think that there are potentially still quite a few issues in Scotland in the college sector. Thanks. I think that as Gareth said, some colleges had a strong relationship with local employers. I'm on the board of Clyde College now, one of its initial colleges was Cardonaud and a long history of industrial partnership, particularly into gas, water projects, that type of thing, so there was a legacy there. It's early I think in terms of regionalisation, everybody just thinks that it happens and everything's fixed. There's a process of bedding in. You've touched on, colleagues touched on Ayrshire College and bringing two and a half colleges together on a strong relationship across that Ayrshire region with much more engagement with industry to help shape provisioning curriculum. SDS and John Kemp mentioned earlier that we produce evidence bases that are around regional skill assessments and that's a detailed analysis of the demographic profile of the region economic conditions within it that's informed through Scottish Enterprise. That's from the funding council that's supplemented by the what we'll do around sectoral development plans of which we'll get 10. Those will be cornerstones for the regional colleges to plan their regional outcome agreements on. I think through that planning process, if I look at Dumfries and Galloway, they used the early outputs from that to just adjust the provision, their engineering provision, they grew, but they also grew the technicality of that to a higher level which was what local businesses were needing. They didn't abandon hairdressing and beauty altogether, but there are just numbers a little so they get a better spread of their activities and they deepened their engagement around vocational experience and modern apprenticeships within the region. That was done through conversations from the senior management team, Carol Turnbull, through their board. That's what we're looking for, is to use that evidence base to get a better picture of what your curriculum plan would be like for the area. If I look at Glasgow, we've been doing work with local authorities within the city deal region and also the Glasgow regional board, the three large colleges within that. There was nine colleges in Glasgow before, so they never actually planned a curriculum across the city centre in the way that they now can, and they're making good use of the evidence base that we've done. The positive developments in terms of planning, what Helen describes, I suppose, is pressure on the system in terms of the fluidity of their budgets. Joanne made the point earlier on around women returners programmes, that type of thing. It's getting the evidence base from that type of thing and proving that it's worth, that that's something that's worth investing in. Too often, the colleges didn't capture what the outputs and outcomes from that type of activity was. It's slightly tangentially to Ross's point. The workers who often don't have access to further educational opportunities or are passed over for skills training and development tend to be those in the most precarious forms of employment, zero-hours contracts, temporary work etc. How do we ensure that we're not creating a vicious circle for these people where other workers are passing them by because these opportunities simply aren't available to them? Would they pick up? That's a good question. There's issues around digital exclusion there, literacy and numeracy. It's still a big issue for us, and I think impacts in terms of local authority budgets, in terms of what happens through community education, which would have been the traditional portal for people to enter the system. Your visit to Stirling would have been that into that type of venue. That's the areas where provision has actually fallen back, I believe, fairly significantly. We've been doing some work around literacy and numeracy levels, so the issues and priority being placed around closing the attainment gap is fine to put a strong focus on the schools. If kids go home in the evening and their parents can't either help them with their homework to a sufficient standard or they struggle themselves with literacy and numeracy, I think there needs to be a broader recognition of those basic skills for employment. Some days, 25 in the workplace and struggles with literacy and numeracy, they could potentially be there for another 40 years. So I think whether we can use digital technology more effectively to support that, but I think that would be an area where we should look and apply some scrutiny. I was going to say that we feel extremely strongly about the STC, as you might imagine. The prevalence of precarious work is increasing within our economy, and it is a real problem that we are creating a two-tier workforce. We have groups of workers who are in precarious contracts, be they agency workers, euro or contracts, umbrella contracts, a whole range of things that are designed to keep you by design in a precarious situation, to mean that the employer can use your labour at their will and that they don't have to worry about paying your sick pay, they don't have to train you, they don't have to bring you through into the workplace proper in a way that you would really want to see. We just think that this is, frankly, unacceptable, and we think that there has to be a policy focus on precarious work, and there has to be an expectation that employers do not keep people in precarious work for years and years and years, and they just are excluded from training opportunities, they are excluded from apprenticeships offered under the apprenticeship levy, for example. We have to ensure that workers in those contracts are either being, we seek to move them off those contracts or we are giving people proper skills pathways into other forms of work. Employers will often say that those are good contracts that they provide flexibility, but I actually think that there are better ways to provide flexibility within our labour market than to keep people in a position where they don't know if they're going to be able to pay their mortgage from one end of the month to the next. We also find that there are big equality dimensions to that as well. BMA workers are clustered in precarious grades, female workers are clustered in precarious grades, young workers are clustered in precarious grades, and it isn't actually the case that these workers necessarily have skills shortages. They can be graduates, they can be very highly skilled people who just, this is the work that they've got into and it is extremely difficult to get back out again, and I think that that is a structural problem in our labour market that we have to focus on. Is there a significant difference in how easy employers make it to organise and unionise these workers compared to other workers in more secure kinds of employment? It is much more challenging to organise a precarious workforce, but it is something that we have a big focus on at the minute. I don't know if you've seen our better-than-zero campaign. The difficulty really is that, if you try to advocate in the usual way for these workers, they are so precarious that they simply don't get taken back. There is no dismissal as such, they no longer receive hours because they are unionised and they are causing problems in the workplace. You can stop receiving hours because you take your child to the doctor one day, so becoming a union rep is not really an option. Therefore, it is very difficult for the union to organise in a traditional way, which is why we are using leveraged campaigns to organise for vulnerable workers, which is essentially about direct action rather than traditional forms of organisation. As we have seen with sports direct this week, which started as a leveraged campaign from Unite, that can have quite dramatic impacts on how workers are treated in the workplace. However, I think that it is important that we start to see precariousness at work for what it is, which is a form of exploitation, and that we start to ensure that people who are in these grades get opportunities to improve their skills and get opportunities to move through into the workplace. Those are contracts that are increasingly being used in the public sector. They are being used in the NHS, they are being used in universities. That is becoming more and more legitimate as a form of work. It is important that those workers are not being carved out of our skills agenda and that we are seeing ways of bringing people into a better situation. From our point of view, we do not have zero-hours contracts, we are a living wage employer, we are a living wage friendly funder from our charitable staff. To us, we believe passionately in real jobs, real wages, and we do that, but we do it through our supply chain. Obviously, there is a problem. When we started getting involved in this work five or six years ago, it was easy carving opportunities for school leavers. I will share this anecdote. When I was asked to take it over, I went up to our seventh floor and there were rows and rows of desks in these 16, 17-year-olds in exam conditions. I turned to the woman who was running the programme and I said, what are we doing? They are doing their aptitude test and whatever. I said, we know they are no good at maths. We have already seen what we are learning that is new, so we stopped that. I am not an HR professional, but I instinctively knew that that was putting additional barriers in the way of people accessing genuine opportunities with us. Then we turned off minimum qualification attainment for school leavers. If someone has got the ability and they want to work with us, do I care if they have one hire? If they are the right person, they are the right person and they deserve the chance. It is easy for us to take a principal position, because obviously financially we have resources and we can do that, but we do try to influence and help others where we can. When we have our own house in order, that is when we start to talk more publicly about living wage and skills. I remember using a phrase that got me into a wee bit of trouble and a treble corporate phrase about moving further upstream. If we were helping people post-education to find jobs and access and paying living wage and stuff, that was fine, but how do we make sure that we turn off the tap? How do we start influencing further upstream so that people are coming through education and as they transition from primary to secondary education, how do we make sure that people who are vulnerable and who come from chaotic—how do they get the support that they need? As an employer, there is not much that we can do in that space, but as a funder, there is. Therefore, we start partnering with a charity called Skillforce, with an award to help people to transition from junior to secondary education, partner with Career Ready so that people from disadvantaged backgrounds get access to employers and jobs like ours and mentoring from staff that we have, so that they are not excluded. There are things that employers can do, but it comes back to the question of, do the employers who want to get involved know what is available? Do they know what the best interventions are to get behind and to support? To the question earlier on, what would I like to say? I would love us as a country to strip back and make some brave decisions about some of the things that we do fund and that we do support and really focus on the things that do make a difference. What they are, I will leave up to far more qualified people to identify them. I think that the Fair Work Convention and the Labour market strategy offer an opportunity to start addressing those issues. I think that we do need to generally raise our sights on workplaces and have more of a focus on that, including the quality of leadership management and how people are treated. Helen made reference to a number of very disappointing cases that tell a larger story. At the same time, we have to acknowledge that the world of work is changing and people will work more on a project basis when they come together for a particular task. There are higher aspirations around working flexibly and probably changing the expectations of careers and the number of different roles that those will involve. Balancing is the wrong word, but in addressing those fundamental issues, we are not trying to push people into choices that they themselves would not necessarily want to make. Gillian, you have got some questions that I would like to ask. We are just going to draw it to a close now. We have got Gillian and then Felton and that will be the last two. Short question. I have come back to something that you said a long time ago, which was about the challenges for rural areas. I am representing a rural area, so it is very interesting to me what you see those challenges as being and how they could be addressed around getting apprenticeships for people in those more remote areas. There is a public misconception that the vast majority of apprentices will be with small to medium-sized companies. Employers will tend to be in areas, and part of what we are doing around the expansion plan is looking at and reporting on a fairly detailed geographical basis in terms of apprenticeship uptake across the apprenticeship groups and occupational areas. We would not say how with probably the island communities where there are challenges and that is where we see the foundation apprenticeship model. It has been a better model to connect young people to local employers and actually create a relationship, rather than young people thinking they need to move away to get a job. There are opportunities there. I touched on it earlier, the number of employers in a local area and the opportunities to deliver consistently around the foundation apprenticeships will be challenging and that is something that we are working with. Stronger partnerships between the colleges for supporting apprenticeships in the local schools. I think that we will need to think creatively around how we use things like digital technologies and others to give people a start into a career. I suppose that there are issues around—you are talking about smaller businesses and obviously Mark's remit is dealing with this whole thing to your very large company, but for a very small employer, you are taking on this additional responsibility that someone needs to work for. That is a challenge. That has been identified. The FSB undertook a foundation of small businesses and undertook a study two years ago now through rocket science, which identified the challenges for small businesses that are making that commitment. They do not have an HR team. There has been a number of models undertaken in terms of pilot work around shared apprenticeships within geographical regions. There is one in Dundee and Angus just now, and there is one related to construction in the Highlands. Again, coming back to the apprenticeship levy and potentially some additional inflexible resources in the areas of models that you could create. It comes back to the structure of the apprenticeship model. We want employers to make a commitment in terms of employment to young people, and that is a stumbling block. It is a good principle to have, but no one probably needs to be done in terms of information and support, in terms of supporting small and micro businesses to recruit young people. My question is on skills for the future. I wonder what role you have in identifying what the future skills are rather than living in the here and now. The papers that I have in front of me are saying a statistic that I was not aware of. 65 per cent children are going to primary school just now. 65 per cent of them will end up in jobs that do not currently exist. I found that an amazing start. What are you guys doing in your various roles and functions to look at what the future skills might be? I will pick up. Thanks, Fulton. A lot of the work that we undertake with the sectors—industrial leadership groups—exist for Scotland's key and growth sectors, supported by Scottish Enterprise and Scottish Government. They help to set an industrial strategy for sectors, so we work alongside those groups to look at growth ambitions for the companies and what the future skills might be as they understand them. We produce skill investment plans, which are an articulation of future skill needs, both in terms of the types of skills but also the volumes as well. There are some emerging stuff that will take place. There has been dialogue yesterday around the FinTech, which is a merger of financial and technical skills, which say that it could transform the financial services industry. We are doing some work with Scottish Enterprise and Deloitte just now to look at what the opportunities and threats are there. Some potential threats around the digitalisation of employment could take swathes of employment out of things like call centre operations and that type of thing. We are looking at those future skill needs as well. We are looking at international research, we are just concluding a study just now or a report just now looking at jobs to 2022 and forward projections, understanding where the growth areas are, both understanding where the replacement demand for skills are and what they touched on earlier around, things like the health services and others. There is jobs growth in Scotland, but the largest number of jobs that are required in the labour market will come through replacement demand addressing the needs of those who are coming up to retire age. Things like the health boards, for example, will be quite heavily hit by the levy. They are not going to be able to put in a few percentage points on to the bills to their customers. The Government and ourselves need to think creatively how to support that, so something like Glasgow and Clyde, for example, could be paying £6 million into levy fund. They have significant skill challenges moving ahead in terms of the age profile of the workforce, but you could apply that to engineering companies or any other organisation. It is understanding that balance of what the skills system needs to produce to replace that to future replacement demand, as well as responding to the new stuff. I suppose that it is well that, if there is any way we can link that into another discussion point that is coming up across all the panel today and that is in terms of to use the phrase getting to the hardest to reach people. The initiative in Stirling that Daniel talked about in the meeting that he went to last week, and I visited a routes to work programme in Moline constituency in Coatbridge. It seems to me that they are doing a lot of work, picking up a lot of stuff, and they are doing a lot of work to get to people who are finding it difficult to get into employment. In terms of the skills that you are identifying, I wonder if there are also some thoughts about that being done in conjunction with looking at the people that are most hard to employ. The Scottish Government, in terms of policy structure, has a skills pipeline, which is segmented into four stands. It is activity, and this is how public sector organisations are self and local authorities in the college's view of provision. The first line of pipeline is really around engagement with those who are hard disengaged and then helping young people to move through that skill pipeline. There are just young people, but there are adults as well, and it is something that we can go back with a bit more detail on for yourself. It is a Scottish Government framework, and it has worked well. It has helped local employability partnerships to say how much provision do we have for each part of the pipeline, and do we have stepping points, transition points for young people to move through the system towards more sustainable jobs. Just to ask about Brexit and looking ahead to the challenges of skills gaps and needing people to be taxpayers in the future and all the debates that have taken place over the past few years about that, and that leads us into people from overseas coming to work in Scotland. How are you feeling about the potential impact of Brexit on meeting those challenges, and what steps do you feel you can take to try to prepare Scotland for those potential challenges in the future? The Scottish Government has established a cross-agency group that has been pretty well publicised, and we have skills development Scotland has been working with the Government, Scottish Enterprise and Highlands and Islands Enterprise to look at evidence base and reform that. I am trying to remember the name of the specific report, but a UK-level report gives us a breakdown, and the Scottish sample size is looking at industrial sectors and the makeup of both foreign nationals and UK migrants as part of the workforce. We have done an initial analysis of that, so areas obviously will not come as a surprise, but tourism and food and drink heavily, and it can be in some of the sub-sectors. Up to 35 per cent of the workforce can be made up with the EU nationals.  We also need to think, even if they do stay, what will the future flow be like, because some of our sectors have been heavily dependent on it. There are some sectors in terms of life sciences that again have been dependent on international recruitment as well, and we know from the states. Any immigration system where it is point-based or whatever else needs to have a strong influence, because it needs to support the Scottish Government and the current migration policy, is quite challenging. We have introduced a new levy system into that as well and also with conditions that, if employment categories are identified as suitable for recruitment, the home nation then needs to demonstrate that there is a skills plan in place to meet those needs. In areas like digital coding, for example, we have responded partly to industry and with industry and around things like code clan, because that is currently on the list in terms of recruitment. We can demonstrate that we are taking actions to do that, but longer term, I think that it will depend on decisions that are taken at a UK level for some sectors and for some seasonal sectors such as soft fruit and others. It is going to be a pretty challenging if that potential flow of labour is turned off. There is a short-term pre-Brexit issue as well, the uncertainty of people who are here already, and the impact that that might have on their ability to get a mortgage, for example, and whether they would just choose at some point, given all that uncertainty, to return home. Helin and I are both involved in the poster day work visa working group, which is a cross-party group that involves Liz and others. I think that we have presented a strong case to the UK Government on why there is an economic need to reintroduce that flexible route. We have not had much of a positive response so far, despite what was said in the Smith commission and the cross-party support and broad business and education support that exists in trade union. However, we keep trying to make that case and the new ministers in post a new context. Hopefully, we will at least be able to get a foot in the door at some point and develop a scheme. The other aspect that I want to mention was about our own young people and whether our international priorities change. We need to export more to non-European parts of the world, whether those require different language and cultural skills. We need to think about that and prioritise that, particularly as we all know that we need to improve the know-how within our businesses and on exporting. I am tempted to say that, as way above my pay grade, our strategic approach to Brexit, so I will keep it in terms of skills. We recruit locally, nationally and internationally, that is not going to change. The key thing is that we have the right candidates and we will work on investing in skills and the pipeline to make sure that we have a broad, rich, deep talent stream to fishing. We believe in that, and we will continue to work and invest in that, and we will continue to recruit internationally, nationally and locally. One thing that I would like to focus on is the sense of developing people's core skills. We touched briefly earlier on the question of the future world of work and what skills are going to be needed. Obviously, we do not know what is going to be in another 20 years. We can make wild sci-fi led guesses, but the ability for people to build strong career foundations on core skills, teamwork, confidence and communication is not going to change. The earlier we can make good interventions in education and early years, that has got to be a good thing for society as a whole and for us as an employer because we all reap the benefits. From our point of view, we have some concerns about the effect of Brexit just on certain sectors of the economy. It is very much dependent on what deal is struck with the European Union and what access we have to the common market and what deals we do with other parts of the world in trade agreements and what the conditionality comes with that. There are certainly sectors that we can identify as more vulnerable than others to some of those challenges—manufacturing sectors in particular—and we would be looking to the Government to put support in place for sectors that are facing particular vulnerabilities at this time and in this transition. We are concerned about the status of European nationals, as many people on the panel have suggested. There are certain workplaces that, without the European nationals, they simply would not function, such as the NHS, for example. Our universities are very particular within that as well. We are not confident that good outcomes can be achieved for European workers who are currently in post, but the question then comes, as Gordon rightly said, about what happens with the flow of labour, what happens for seasonal workplaces and for people who are dependent on a low-skill labour from the European Union. To date, we have an immigration system that has no low-skill labour element in it, because it has all come from the European Union. We now have a question about how we design an immigration system that includes a component of low-skill labour. I do not think that we have had any discussion about that as a country about the sorts of principles that we would like to see behind a system of that nature. It is a serious question for a higher workplace to survive, but also about what is acceptable to the wider community and what people want to see in the sorts of systems that are going forward. We are also a little bit concerned—I would not want to overstate it, but we have an eye on the issue of tensions in workplaces. That has not just about tensions between European and non-European workers, but that stretches out into tensions between different ethnicities of workers more generally. It is important that we make sure that, within all the process that we are not allowing a racist discourse to creep into our policies and we are not allowing that to play out at a workplace level or a community level. That is something that Trudunians are very concerned about and that we will certainly have a focus on in the next period. I thank the panel for its very brief look, please. Very briefly, just to come back on the target that we have set around disability, our target is to increase employment rate for young disabled people to the population average by 2021 and to have a correlation in the way that the M.A. starts to match that. It is 12.5 per cent presently of a mid-point target in 2017-18 of 6 per cent of all the M.A. starts, and that will be reviewed on anial basis thereafter. Once again, thank you very much for the panel for attending today. That brings us to the conclusion of the public part of the meeting today, so if nine panel members could be in the room, thank you.


Hey, this is Brett and this 2020 Ram 2500 Crew Cab Short Box Laramie Level 2 is stock number 12683Z. We are here at Summit Automotive in Fond du Lac, Wisconsin, you're new and used heavy duty truck and Ram headquarters. This 2020 Ram 2500 Crew Cab Short Box Laramie Level 2 has the 6.7 liter Cummins diesel. This truck has been fully safety and inspected by our service shop per the state of Wisconsin inspection process. It has a fresh oil and filter change. All the fluids have been checked and topped off and this truck is 100% ready to go. We're going to go all the way around, inside, under the hood, underneath the truck and started up in this video. Diamond black metallic is the color and we shoot all of our videos in 1080p 60 frames per second. If you have HD capabilities on your computer, tablet, smartphone, or television, I highly recommend turning them on right now because it is your best way to check out the quality, condition, options, and cleanliness of the truck before seeing it in person. And if you like the video and how we do things here at Summit Automotive in the upper right hand part of the screen is a subscribe button to our YouTube channel. Consider clicking that and then click the bell notifications if you do because you'll get updates on every vehicle we do on our videos here at Summit Auto. You might just find your next truck here if this isn't the one. Comes with the 20 inch polished aluminum rims and it has Firestone Transforce AT tires, these are LT28560R20s, and they have probably about, I'd say, 70 to 80% of the tread left on them. Frame and underbody is an exceptionally nice clean condition. Front fender is in very nice shape as well, I didn't see any dents or dings on there. Comes with the LED headlamps, the LED running lights, and the LED fog lamps. Front bumper, no dents, no dings on there. Does have the front bumper parking sensors, the chrome-trimmed grille, and the hood on this truck is in fantastic condition, didn't see any dents or dings on there. Passenger side front fender looks really good too. And the passenger side rim, no major scuffs or scrapes. As you go down this side of this 2020 Ram 2500, take note of how clean the body is, how reflective and mirror-like that paint is. We take these HD videos so if you are far away, or even if you're close by and just cannot make the trip down, but you're still interested in purchasing the vehicle, you can see the truck, hear the truck, and have confidence in the vehicle that you're looking at before you even get here. So when you do get here, there's absolutely no surprises, and you can make a smart and informed mind decision from wherever you're at. And if this video helps you make that decision, let your salesman know that you saw the video that it was helpful, and that Brett sent you. Back rim is in excellent shape. Back tires have just about as much tread as the front tires, maybe just a hair bit less, but that frame and underbody is like new. And it's like that all the way underneath. And this truck has all the original factory exhaust, so it hasn't been altered in any way. Some of the truck looks good, cad corners, rockers all look really good as well. And Insini Denser dings on that box. I did want to show you this diamond black paint, it's got just a little bit of metal flake in it. It's really a cool color. One of my favorite blacks on the Super Duty trucks has the LED tail lamps. Rear bumper is in very nice condition as well, and you do get the backup parking sensors. And the tailgate is in excellent condition as well, no dents or dings on there. Has the shock down assist tailgate, does come with the fifth wheel and goose neck prep package. You do get the four pin and seven pin wiring back here as well as the side box tie downs. And the bed does have a little bit of light duty usage, nothing too bad, but it has been used as a truck. It shuts nice and solidly, and as we go down the driver's side, take note of how clean this side is, just as clean as that passenger side, no dents or dings. Nice part about the Laramies is you get these really good looking fender flares on here. And from full disclosure, this back rim is in very nice condition as well. Down the rest of this side of the truck, the doors look really good, didn't see any dents, didn't see any dings on there. The doors come with the heated fold up tow mirrors, they have blind spot monitoring, built in directional signals, and LED side lights. They do fold up like so, and they do fold in as well. Inside the Laramie level two package gives you the black leather and suede interior. You get the suede inserts there, the rest is leather, and then that suede comes around the top there. The Laramie's stitched into the backrest, and you get the gray piping throughout. Both these front seats are heated and cooled, and you get driver's side lumbar. Comes with the Berber floor mats, auto headlamps, power pedals, audio controls in the back of the steering wheel, power windows, power locks, power mirrors. You get that suede insert on the door as well as the wood grain trim, and these mirrors do power fold in like so. I always like showing both sides so that you know that both sides are working properly. And then the other thing that's cool about these mirrors is you get a power blind spot mirror. So if you watch that outside mirror there, it actually does move, and what's really nice is being able to adjust the passenger side one since you can't reach it, and it does have a memory driver seat. We'll hop inside, check out the Miles radio and everything that this truck has to offer on the interior. You can see that this one has 15,416 miles. You get the 7-inch LCD display, digital spinometer compass display. You can change all those corners to read pretty much whatever you want. Instrument cluster is very nice and clean. Comes with the heated leather wrap steering wheel. On the right side here we have cruise controls, adaptive cruise controls, gear selector, and Bluetooth and information center controls on the left. This one does have the six-speed automatic 68 RFE transmission. It has the 8.4 4C radio, AM, FM, and Sirius XM radio capabilities on this truck. So there's your factory navigation as well, and you can see it does have Sirius XM. You have your heated and cooled seat buttons here, as well as your heated steering wheel and backup camera. What I like about these new Rams is that they made these backup cameras HDs so you can see just how nice and crystal clear that picture is. And then you have a zoom on the receiver hitch, so you can get hooked up to your boat camper or trailer the first time every time. Harman Kardon premium sound system. And then the other thing with this radio is that you have your different apps, including projection manager where you can project your cell phone to the screen via Android Auto or Apple CarPlay. So if you like a different navigation system better than the factory one, such as Waze or Google Maps, project it right to the screen. And then you have that on the screen. You can also play music and stuff. We actually did a demo on Android Auto and on an 8.4, and if you want to check out that video, it's in the upper right hand part of screen.  Push button, four-wheel drive, factory brake controller, does have the factory exhaust brake, tow-haul mode, and front and rear parking sensors. You can turn those off and on. Down here you get two USBs, two USB-C's and an AUX jack. Down on the right hand side you get a 115-volt, 400-watt plug-in. You can see just how nice and clean that carpeting and passenger side berber format is, passenger side seat just as clean as the driver's. And the headliner is in fantastic condition in this truck. You see the speakers in the ceiling, part of that Harman Kardon premium sound system. Up here you have your assist and SOS buttons, map lights, and your power drop down tailgate button. You also have home link buttons for your garage door security systems and lighting systems. It does have an auto-dimming mirror. We will take a quick look at the back seats and then we'll start it up and take a look under the hood. Back seats are just as clean as the front seats. These back seats are heated as well. It does have the latch child safety system for any child car seats that you may have. You can see the headliner and power sign mirror window back here are in really nice shape. It does have rear defrost. These seats are trimmed out just like the front ones, so suede and leather with the gray piping. It does have a load floor back here, which is a nice feature. If you've got muddy boots or tools, put this down, put them on there. You're not going to get your seats dirty. Same thing if you have pets, put both sides down. They have a nice flat place to lay, and they're not going to get your seats dirty. It does have storage underneath there. And you get in-floor storage on each side with removable bins for easy cleaning. You can put ice and drinks in there. Like you have too many coolers wherever you go, and you get the Berber floor mat back here as well. It does have a 115 volt 400 watt plug-in, two more USBs, and there are your heated seat controls. You get little lights underneath the seats, just to make things easier to see at night, and side curtain airbags on both sides of the truck. Has the child safety locks on the back doors, and the bottoms of the doors all look really good on this truck. We'll start it up and take a look under the hood. Also wanted to show you the LED side lights. One second here. I'll hop inside so we can start it up. Starts right up. No check engine lights or anything like that. There are those LED side lights. They are super bright. And I would personally like to thank you for checking out the video today, and hopefully from this HD video, you will have been able to verify the quality and condition of this truck all the way around inside and out, and see all those LED lights there. They are very nice and bright. I did want to show you the door stickers, because I've been told to show all these. You get your tire and moding information right there, as well as your VIN sticker, which is right here. That is where your paint coat is, PXJ Diamond Black. Anyways, let's check out under the hood. Once again, this truck has been fully safe and inspected by our service shop, has a fresh oil and filter change, all the fluids have been checked and topped off. And this truck is 100% ready to go. 6.7 liter Cummins diesel, engine bay is very clean, runs very smooth. There is your emissions sticker. This truck is all ready to go. I would highly recommend this 2020 Ram 2500 Crew Cab Short Box Laramie Level 2 in Diamond Black from a quality and condition standpoint. And to see more pictures of this truck, or one of our other 450 new and used cars, trucks, SUVs, minivans, Wranglers, halftones, three quarter tons, one tons, you name it. We've got to go to that website right there, www.summodauto.com. Full pictures and descriptions of every single vehicle from two locations all at www.summodauto.com. And if you'd like to check out more HD videos, you can go to www.youtube.com. Remember to like, subscribe, and share on this video and all the videos that you see there. Click the bell notifications, you'll get updates on the videos we do each and every day here at Summit Automotive. In fact, in a second, you will see a link to subscribe to our YouTube channel in the upper left. A link to more Ram 2500 truck videos like this one in the upper right, link to this vehicle on our website in the lower left, and a link to one of our latest YouTube videos in the lower right. Click those, check us out. And we're super excited to help you with this Ultra Clean 2020 Ram 2500 Crew Cab Short Box Laramie Level 2 in Diamond Black Metallic with the Cummins Diesel. Thanks again for checking out the video. Remember to like, subscribe, and share.


Okay, that's the original dried copper sulfate there. That's what it looks like after you put it into solution There's some ethanol out of the alcohol Okay, let's put Ethyl alcohol straight away into the copper sulfate water solution Okay, so just open up Okay, you don't want to spill like that. Yeah, don't want to spill So you can kind of see that precipitate, huh? Yeah, you can You can see the residue on there Yeah, there you go There's your precipitate Cool Thanks, man


Hello, my name is Renee Ladoo and I'm the communications officer at the Society of Antiquaries of London. And this Christmas, I would be absolutely delighted if I founded my stocking, this 15th century Book of Hours. This is an object in the Society of Antiquaries of London's Library Manuscripts Collection, and it is a French 15th century Book of Hours, or a daily prayer book, and the most amazing thing about it are just these stunning ink illuminations on its vellum pages. It has stood the test of time, remaining beautifully vibrant and exciting, and I can imagine that its user founded a daily inspiration. It was bequeathed to the Society by its past president in 1769, and this year it actually inspired some of our Christmas card designs. So this year, I hope Santa leaves it for me.


Many people will be enjoying the holidays over the next week, and if you plan to celebrate, local law enforcement is asking that you plan a sober driver. Beginning this weekend, extra patrols will be added for the Christmas and New Year's holidays. Nationwide, authorities will step up their patrols, helping to keep all roadways safe. With a significant increase in traffic on the roads, law enforcement agencies will be looking for more than just drivers under the influence. Our patrols that we're seeing with law enforcement are directed at enforcing the laws that are related to drunken driving, speed, and distracted driving during those times. And so we'll have more patrols. State patrol will be out. Police department will be out with more efforts and so will the sheriff's office. Over the Thanksgiving holiday weekend, more than 300 DWI arrests were made in Minnesota. If you've enjoyed this segment of Lakeland News, please consider making a tax-deductible contribution to Lakeland Public Television.


The day would come when faith would become sight, when desire would be swallowed up into light, when the things that could be shaken would be shaken, shaken off forever, and all that remained would be the one who remains forever. Nothing less, he insisted, was worth living for.


Hello, everyone. Welcome to Cloud Native Live, where we dive into the code behind Cloud Native. I'm Annie Telvesto, and I'm a CNCF ambassador as well as leading marketing at Vision. And I will be your host tonight. So every week we bring a new set of percentage to showcase how to work with Cloud Native Technologies. They will build things, they will break things, and they will answer all of your questions. You can join us every Wednesday to watch live. So this week we have more here with us to talk about abstracting communities and setting standards with internal developer portals. Very excited for this. And as always, this is an official live stream of the CNCF and as such it is subject to the CNCF code of conduct. Please do not add anything to the chat or questions that would be in violation of that code of conduct. So basically please be respectful of all of your fellow participants as well as presenters. With that done, I'll hand it over to Mor to kick off today's presentation. Yeah. Thank you so much for that warm introduction. So hi everyone. My name is Mor. I'm a lead architect at Port. And today we'll be talking about abstracting Kubernetes and setting standards with internal developer portals. We're going to discuss developer portals in general, Kubernetes and how they connect together and help you and your developers with the developer portals and their internal developer platforms. So let's get started. So first of all, a bit about me. I'm a software engineer previously also hosted a CNCF webinar about introduction to developer experience, which is a topic highly related to developer portals and internal developer platforms. I love video games, bouldering and burgers. People from around the office always ask me about the best place to eat around the office. I always have a cheeky answer. If you're ever in the Tel Aviv area, feel free to hit me up. I'll definitely have some recommendation for you. So first of all, what are developer portals and internal developer platforms? So developer portals are meant to be a layer making it easier for developers and platform teams to coordinate and getting access to the underlying infrastructure that their applications and services run on. As you would probably know with the world of cloud native and the growing complexity of a microservice architecture and solutions such as Kubernetes, the infrastructure space has grown much more complex and making it much more difficult for developers to understand where their apps are running, what is deployed, where is their service running correctly, should they make some adjustment or change. And the idea of developer portals is to actually simplify all of that complexity and give them that one stop shop, that one place they can access to actually gain a good layer of visibility into what's happening and also who is the owner of a specific service, who is the current on-call and other relevant information, as well as gaining a layer of self-service to gain more independence and rely less on mails or Slack messages or just finding the closest DevOps engineer in the hallway and really improve delivery and making their work more convenient and easier and letting them focus on actually shipping code and quality code without really diving into the bare middle of the Kubernetes that's running their applications. So now that we know a bit about developer portals, let's talk about the core pillars and what should be inside every good developer portal for your organization and for your R&D team. So, first of all, we have the software catalog and the software catalog is meant to store all of the information to create that nice visibility layer. So, we're talking what microservices do we have, where are they running, on which cluster, which workflows, in which cloud environment and cloud provider or cluster, and so on and so forth to really give you that visibility layer that gives you, first of all, a bird's-eye view about everything that's going on. But in addition to that, the ability to dive in and really find that one piece that you're missing, maybe that documentation to the API you're consuming or maybe the information about the current performance of your cluster. In addition to that, we have the self-service layer. A lot of times developers have these rather repetitive tasks that they do not have the permissions or the deep dive knowledge to execute themselves and these actions usually require them to open a ticket or send a message or an email to DevOps engineer to ask him, hey, I need this new permission. I need this new cloud resource. Can you help me with that? And usually the DevOps already has a script to perform that action but he doesn't want to fully expose that script to the developer because he fears it might be too complex or it might break something if used incorrectly and the idea of the self-service layer is to actually expose those actions in a safe way and pave that actual golden path for developers to gain more independence when interacting with the infrastructure. Another layer we have is the workflow automation which actually lets machines, for example, our CI CD, our Argo CD and other platforms take advantage of all of the information and abilities that we have in the software catalog pillar and the self-service pillar of the developer portal to actually make decisions. So, for example, our software catalog might say that a certain service is currently locked for deployments and if someone by mistake tries to make a new deployment for that service the workflow automation layer will check that info, see, hey, this service is currently locked you can deploy it, maybe it's the holidays and you don't want to make any sudden changes to production but might break something maybe we're at a code freeze before a new release or something along those lines so this is another way that developer portals make it easier and more controlled to deliver quality software. And another pillar is the scorecards. Scorecards lets you set standards for how quality code and quality services in your infrastructure and your environment look. So, for example, you can say, hey, from my maturity standard standpoint a certain microservice is only mature if it has an X number of replicas or higher so that is a way to show the level of resilience that is required or maybe you want to enforce certain Kubernetes cluster versions and it is really up to you how to define those scorecards how does your organization look at the standards and best practices and actually take advantage of this information to drive initiatives and say to your developers and R&D teams hey, this service does not meet our required maturity levels let's push to make it better to improve the certain points that are not as good as they can be to make sure that our services are bulletproof. There was actually a quick question from the audience so there was someone who was maybe looking at how does this all place into the larger ecosystem because they're asking to kind of see would this be a Kuberna alternative or a Conveyor IOL alternative or kind of thinking about how do these pieces fit together with developer portals. Yeah, so that is a great question. The idea of developer portals is to actually integrate with all of these tools so we are not a Kuberna alternative we're actually act as an enhancement you can use the Kuberna policies to report back to the software catalog and actually see if you uphold all of the policies configured by the organization maybe your Kubernetes cluster standards are not up to par and you can view that via scorecards that are reported by Kuberna for example so the developer portal really interplays with what you already have in your infrastructure and it's meant to take that info in and give developers and other members of the R&D team to actually have that one stop shop where they can view okay these are the policies but I'm not following right now maybe I should fix it in this way maybe I should aim to solve it in X timeframe Great, and then someone was checking the same for Backstage as well So first of all Backstage is obviously a CNCF project and Backstage is the most notorious developer portal and Backstage actually does implement these core pillars so for example your software catalog layer, your self service and I know that they are currently working on plugins for scorecards and things such as role-based access control so what you see here are the pillars that comprise a good developer portal and Backstage is also aiming to do that Yeah, perfect and then someone also wants to see if the presentation will be available somewhere like the slides and whatnot Yeah, so I will share them with you later and I believe you can send them to the people who sign up Yeah, they will be sent and also as always this whole webinar live stream will be available as a recording in the CNCF YouTube so you can rewatch it as many times as you want from there and it's going to be uploaded essentially immediately after this to the CNCF YouTube live stream section so you can head over there after this to find out all those information that gets from there but for now there's no more questions so we can continue Awesome So as I was saying the developer portal also includes usually a strong role-based access control there controlling exactly who can see which information because one of our main goals with a good developer portal is to reduce the cognitive load which means we don't want to show a developer all of the information that we have from all of the infrastructure this will just overload him and make him confused what should I focus on, what is relevant to me so the idea is to first of all hide information that he doesn't really care about and won't help him in his day-to-day and also make sure that for example he can't perform any dangerous self-service actions so for example deleting a service or rolling back a service might not be something that you want every developer to have the option to do or maybe you want an additional manual approval step when performing that action so these are the kind of things that role-based access control is for and of course with all of this great information inside your developer portal you want to use it and leverage it to generate those R&D insights and reports how are my services doing, how are my environments doing, what needs some assistance what needs the eyes of the current on-call maybe a self-service action to alert someone and things like that and the idea for developer portals is to be consumed in a very convenient way so that could be a UI or an app or a web UI or some API for those workflow automations and self-service actions and maybe even a chat-ops bot allowing you to simply send a message to the portal from your Slack to gain quick insight into some service that you own or you want to gain more knowledge into okay now let's talk about how developer portals interplay with Kubernetes and why you should try to abstract away some of the Kubernetes information inside the developer portal so what we can see here are some examples for visualizations and representations of Kubernetes information in the way they are available today so for example we can see here an application deployed via Argo CD and my guess is that if you're going to go to a developer that is not super versed in Kubernetes and Argo CD and show him this diagram it will say okay I can sort of understand what's happening here but this is way too much of a drill down this is too complex for me I don't really need all of this information and I probably would like to consume it in an easier way so this is exactly the case for abstracting away Kubernetes in your developer portal and the idea is that you will take all of the information that Kubernetes gives you there's a huge host of information there that could be very valuable and very effective if exposed correctly and actually map it to different objects that you represent in your developer portal so for example you could represent a microservice and say I care about the deployment name and that is actually the image name or I want to take from the deployment labels the runtime of the environment or maybe I want to look at my running service and actually see how much CPU is it using, how much memory what is the general service health and so on and the idea is to actually make use of all of the great information that you have in your Kubernetes and it's very easy to consume via the Kubernetes API and show it to your developers in a convenient way that makes it easier for them to understand what is actually happening what should I actually focus on and care about now every good developer portal has a data model and what I'm going to show today is a data model revolving specifically about Kubernetes because this is the topic of this webinar so what I'm going to focus on is these components of the data model and an important thing to note about data models in developer portals is that they are always very specific to an organization every organization is unique, every organization cares about different things but developers have different levels of understanding of how Kubernetes works or interaction with it so the idea is to actually map the data model in a way that fits your organization but in this case we're going to talk about clusters and nodes, namespaces, workloads which is a generic name that we give for deployments and stateful sets and daemon sets and so on and so forth and pods and when we explore these components of the data model further then we can see the actual information that we care about so for example a cluster is just a parent entity that we want to use to actually consolidate together all of the information but when we're looking at a namespace we might care about when it was created and its labels when we look at a node we might care about its readiness and its label and its kubelet version and the total CPU that it has and again the idea with a data model is that it should fit your organization so the idea is to actually go and talk to your developers and talk to your DevOps and talk to your platform teams and say hey we want to bring the data from our Kubernetes into the developer portal what should we care about, what should we focus on what will make lives for the R&D team easier and like I said some more things but we're going to focus on the workloads so the containers, the strategy config what are the limits and containers and so on and so forth and the idea is to customize it really to your needs okay now that we understand what is the data model that we want to show and why should we even want to extract some of the Kubernetes information let's talk about how we actually do that so the idea is to use an ETL and JQ to extract the correct information, the information that we care about from Kubernetes now you will see here at the bottom some links those links are sent to you in the chat so you can look at those and we'll also explore those in a second now I want to show you exactly how this idea of simplification works so first of all what you see here is an example of a config that we use in Ports Kubernetes Explorer Ports Kubernetes Explorer is open source it's meant to be installed on your Kubernetes cluster and with a simple config you can say I care about these resources from my Kubernetes cluster I care about this information from every piece of my different Kubernetes resources so I can extract the information that I care about so for example here you can see that we take from the replica sets kind or object from the Kubernetes API and we can query by specific fields so for example I only care about replica sets that are not from the cube default namespace so I only care about replica sets from my namespaces and then we can actually go ahead and say well I want to map this information from my resource and that way you can select exactly what information you want to take from each resource and using the power of JQ you can actually transform those different fields and really tailor it to your use case so just to get everyone the same page I want to show you how it looks when we're talking about JQ so for that I prepared some examples so JQ is a JSON processing syntax and what it lets you do is actually take existing JSON which matches how you can output information from the Kubernetes API and transform it in different ways so for example you can see here that I have this simple JSON object and using simple JQ syntax I can concatenate the strings and create something entirely new and of course it will also work for numbers and arrays and it is a very very mature syntax that can do pretty much whatever you need so it makes it very comfortable to extract information from the Kubernetes API and when joined with the port Kubernetes exporter it makes it very easy to take the information from the Kubernetes API and send it to your developer portal now another example that I'll show around JQ is actually even more specific to Kubernetes so what you can see here is one of my deployments and you can see here the different information that I have and I wanted to create some sort of unique name for this specific deployment so what I did I just took the metadata name key I added the deployment prefix and then I added the metadata namespace and this created this output string which allows me to gain a new string that can take information from other areas of the cluster so for example I can take the namespace or the UAD or even look at the spec or strategy and really leverage the entire information that exists in the Kubernetes API along with JQ making it very easy to extract the exact pieces of information it can even do array manipulation or constructing to really tailor that information that you extract from your Kubernetes and one last thing I forgot to show is the port Kubernetes exporter repository so this repository is a fully open source and you can check it out we also have a helm chart to deploy it but it's very easy to get inside it's written in Go you can modify it however you want the JQ and Kubernetes functionality is already built in so you can just configure the source or the target that you want to send the information to but a lot of the heavy lifting is already done it can listen to any kind or CRD that you have inside your Kubernetes cluster and you can leverage that very easily to take the exact information that you care about now what I want to show you now is exactly how this looks I'm going to switch screens for a second and while we're waiting for the screen to pop up the audience if you have any questions you can send them the chat right away so we'll get to them right away but we'll likely have some time in the end for Q&A as well so stay tuned for that as well OK so what I want to show you here is that data model that we spoke about so in here you can see the data model of the iModel which is very similar to what I've shown you in the slides and I want to actually show you how this information looks once you take that and display it inside your developer portal so for example if we go to the clusters we can see hey this is my Kubernetes cluster and this is actually a Kubernetes cluster running on my local machine and if we look for example at the node we can see the different labels which I extracted using the Kubernetes Explorer and JQ and if I dive deeper by actually using the Kubernetes Explorer and mapping those different connections and actually making those connections between the different pieces of the Kubernetes cluster because everything happens using the Kubernetes Explorer and actually taking all that information in at once and we can actually gain a very high visibility view of everything that's happening in the cluster and we can even map it on a graph and look at all of the different connections that we have now let's say I want to add more information so there is absolutely no problem the Kubernetes Explorer is always querying the cluster in real time so what I'm going to do now is and you can't see it because it's on my terminal so let me just share that oh and while we wait for the terminal to pop up there's an audience question so Sebastian asks will you present about abstracting a multi-platform landscape above cluster level? so I will not be touching that specifically in this webinar but the idea of the Kubernetes Explorer is that it's not a unique to one cluster so you can use it to deploy it on multiple clusters that you have and map all of these together to your developer portal so even if you have tens or hundreds of Kubernetes clusters running thousands of workflows or workloads you can always map those to that one single developer portal and actually exposing all of that information in one place and actually exposing it to the correct teams to avoid that overload and make sure you have that one place that consolidates all of the necessary information perfect so what I'm going to do now is I'm going to add another namespace I'm just zooming so we can see it a bit better so I'm going to create another namespace we could zoom in a few more times I think it's going like small oh now it's looking better so I'm going to add another namespace and I'm also going to add another service to my cluster so we can see we have a new namespace created and we have a new service and deployment in that new namespace and now when I go back to my developer portal since the Kubernetes Explorer is always querying in real time then we will see we now have a new namespace and also if I go to the services page then I also see a new service and if I dive into that since my Kubernetes Explorer already knows how to extract information from services and pods and deployments and namespaces then all of the information is already mapped in automatically and it knows how to take that information in so even if my service just now was deployed and it's brand new then I can already see it appear on my cluster and have all of the relevant information inside Perfect, and then there's a question from the audience again, Sebastian, thank you so much for asking questions so they ask again a VW group slash audio specific query probably can I onboard at scale developers and route them to different platforms then maybe according to internal criteria automatically Yeah, so the idea of developer portal in the end is to be that place for all of your developers and maybe not only them because since you ingest so much quality information that's arriving directly from your systems then maybe you also want to expose it to your customer support team or the product managers for example to see how progress is going with certain projects for example so the idea is to really bring in as much information as much quality information as possible and using the role-based access control pillar to actually expose the correct information to the correct personas and the idea is to not create different platforms for specific teams rather you want to create that one platform and make sure that the correct personas see the correct information but even if they need that extra layer of visibility to dive a bit deeper then they have the option to request those permissions even if it's maybe just temporary or maybe give them that tailored view but gives them the exact information that they require for most of their work sounds good and if anyone wants to ask more questions everyone's always obviously welcome to elaborate on more specific questions in the chat as well oh and there's another question or should we take that one or do we want to continue a bit more further in the presentation no for now let's continue and we'll have some more time for questions moving forward okay so we're going to take your question James in a while Norris okay so in here we actually looked at mostly the software catalog layer because the idea is to use the Port Kubernetes Explorer to take the information from your Kubernetes and put it into the developer portal in a way that is easy to consume and really tailored to what your personas and your developers require and need but as we said the developer portal and developer experience journey does not stop there and the next steps are implementing scorecards which will let you look at specific Kubernetes readiness metrics and things that you care about so for example if you look at a sample scorecard for production readiness we might say okay I say that a bronze tier is if the kubelet version is X it's silver if it's Y for example or we can look at some configured checks so for example we don't want kubelet containers we must have some CPU and memory limits we don't want anything production being deployed in the default namespace and the idea of scorecards to actually configure hey this is how a super production ready up to the highest standard cluster looks and now that we have all the information inside the developer portal let's examine it and see are we up to those standards are we absolutely bulletproof and ready and if not what can we do to improve that and as we said we want to give our developers a high degree of independence so now that we have all the Kubernetes information inside the developer portal we want to give them the option to actually take advantage of that to make actionable decisions so for example I know that the action shown here is the restart cluster which is maybe a bit extreme but of course we can take that action and say this could as easily have been change the replica count or rollback a service or change the deployed image tag and the idea is to actually give your developers the ability to trigger those actions themselves because we know that usually this is the job of the DevOps and the platform team and they usually do it using maybe infrastructure's code or Argo CD or some GitOps way and we want to actually expose this functionality to the developers to make sure that they have they don't need to search for their DevOps with mails or finding them in the hallway to actually invoke those actions and that way everyone improves because the DevOps does not need to be bogged down with mundane requests and the developer doesn't need to wait for someone to simply click a button for him and everyone can move along much more quickly and deliver software faster and that's it I hope this helped you learn a bit more about developer portals and developer platforms and how you can take the information from Kubernetes and expose it in a much more convenient to consume way for your developers that might not be as well versed and it's time for questions Perfect, there's a few questions already in so James asked a question that he saw already earlier so as Kubernetes features are released what is the time lag generally for this to be supported in the port applicable? Yeah, so the Kubernetes Explorer is actually perfectly tied into the running Kubernetes cluster so basically every new type or kind or CRD that you have in the cluster is always queryable by the Explorer so even if you just upgraded to a new Kubernetes version or maybe you installed a new service or for example if you didn't have Argo CD before but you just installed it then the Kubernetes Explorer can already take advantage of that and take that information from those new Argo CD CRDs for example and without any new work needed to be done Great, and then Sebastian actually provided a bit more extra info and said thank you so much and they apparently have 30 plus platforms already so they continued our requirements would not circle around the one platform to rule them all idea rather than a central onboarding tool to distribute the demo teams to the right platform in best case mostly automatic and auto commissioned all the best guys Yeah, so okay so in that case the developer portal is still a great tool to use because you can consolidate the onboarding information into your developer portal and immediately say hey I have John from the backend team just onboarding into the company let's send him a link to the developer portal and let him go through the backend onboarding flow maybe you can store some links for the relevant repos or documentation or those actual internal platforms that he should keep his eyes on as he's working inside the company so the developer portal can also be that gateway to the different information that you want to expose and use in the onboarding flow in your organization Yeah, sounds good and then James actually continued a bit by saying you mentioned support for our Go CD for GitOps is Flux CD and Flagger also supported? Yeah, so the Kubernetes exporter will support any CRD but it's available on your cluster so if you install it had it exposed new CRDs into the cluster then the exporter can definitely take advantage of those Great and then Irving asks is there any documentation available for them to kind of dive deeper into? Yeah, for sure so first of all the repository here contains all of the code which you can dive into as well as a link to the documentation and the home chart which you can view to learn a bit more about how to deploy and how to customize it to your needs Perfect that should be a good starting point for everyone while on the topic question from my side essentially is there any good learn more resources that people should dive more into after this? Yeah, for sure so first of all there is our demo which I've written down here so this is really a way for you to get inspired and see how far a developer portal can go when you make it fully fledged and really focus and double down on getting that information into the platform and creating that data model that fits you and see how you can make all the connections between the different areas inside your platform and also Port's documentation includes a lot of introductory videos into the world of developer portals and platforms and different software pillars so I definitely recommend you go ahead and check those videos out you'll have a familiar face there because these videos also include recordings of me and I really take the time to take it from the basics so the portal will give you why should you want it what should you put inside it and how you should expose it to your different teams of developers and DevOps and platform Great so far there's no new audience questions but if anyone is typing away send them in now oh they're asking GitHub's link please I think we shared it already there we go I'm going to highlight it again there we go there's a link to the GitHub repo there you can get all of the four mentioned create content and see more of Morse face there as well good so what we see if anyone else is typing in any final questions a question from my side so developer portals are obviously kind of gaining a lot of attraction and being a very hot topic where do you see from your side the space moving into the future anything kind of that you would think would need to be added to the discussion or so forth yeah so again this is a really hot topic right now and a lot of companies are starting to realize hey this is something that we want this is something that we need we're starting to have a lot of complexity in our infrastructure and we want to simplify that and create that one stop shop to make things easier and for the other personas that they interact with and what I believe we'll see is that more and more companies start to implement or or develop either in-house developer portals or maybe taking advantage of a product such as Backstage which is the CMCF project or maybe even port our product to leverage that developer portal and integrate their tools into that and adding more layers of integration creating better visibility and really doubling down on that concept of reducing the cognitive load making it easier to consume the information that is correct for that specific persona and really making it easier to ship a higher quality code faster perfect so then there was also someone asking is there a recording of this event available yes there is so immediately pretty much after the stream you'll find it this recording from for example CMCF YouTube under the live stream section so you'll see it there so you can always kind of tune in there to listen in if you forgot or missed some part and then there's a question from Nimesh Apologies if this was already asked but can the port UI be self-hosted? so port UI is available as a software as a service offering but the port Kubernetes Explorer which I've shown here before and I've also linked the GitHub repo is open source and you can take it and customize it and install it on your Kubernetes cluster and integrate with your self-hosted Kubernetes and developer portals if you would like that great and if anyone's typing away last call for any questions but more is there anything kind of final final things do you want to say from your side? so first of all thank you all for tuning into the webinar I hope this helped you gain some insight into developer portals and how they interplay with Kubernetes I really suggest looking more into the topic because it's a very hot topic and a lot of companies are starting to see the need for a developer portal and it's definitely a good idea to be ahead of the curve and start looking into the different available resources in the space and obviously if you want to chat then feel free maybe I'll send my email here and if anyone so feel free to send me a message if you have more questions or want to learn a bit more also my Twitter appears in the slide so feel free to contact me there as well and I hope you enjoy it yeah perfect I have it here highlighted and I think Twitter will be a great or other social media will be great resources as well for everyone to reach out and there was already some tags in the audience so that's great to hear but yeah let's start wrapping up then there we have the about me section that's good so thank you everyone for joining in the latest episode of cloud native live it was great to have a session about abstracting Kubernetes and setting standards with internal developer portals really also loved the audience questions as well as interaction today always loved to see that and as always we renew the latest cloud code every Wednesday and in the coming weeks we have more great sessions coming up so tune in for those thank you for joining us today and see you all next week


Going on everyone, Sam here with the late in sports cards. We are ripping 22, 23, Indian prison basketball hobby, four box, break number 50, pick your team style, reoffer a list of our names on our teams. We've got, let me make this more centered first a lot to the bug me. Brian B. Bucks, Chen Kai, W with the Cavs, Christopher C. Jazz, Dean W with the Hornets, Furhan A. Sons, Greg N, or Greg Rien with the Knicks, Jack L. Lakers, Jeff M. Celtics, Mavs, Sixers, Hawks, Bulls, Timberwolves, and Wizards, thank you, Zoe's Jeff, Jeffrey H. Nugget Spurs, Justin C. Pelicans, Keaton R. Kings, Kengo T. Heat, Costa K. Raptors, Mee Z, or My Z with the Thunder, Miles H. Rockets, Paul G. Trailblazers, Robert P. Pacers, Ryan L. Warriors, Ryan S. Grizzlies, Shane W. Nets Clippers, Stefano B. Magic, and Zach B. with the Pistons. Good luck here everybody, let's do it. Here we go, basketball, PYT again. Just five to go, Donnie dropped you that lane, Hawks, Bulls, Cavs, Clips, T-Wolves, all gonna be on sale as well. Relatively good deals on those as well. Not a bit. Decent rookie chases, at least for the Hawks, the Bulls, the Cavs, and the Timberwolves. Clippers, you're looking for some big bet color as well. They've got some autos in the checklist too. Purple Ice, Lamello, 2-149, nice one there. Vince Williams Jr., rookie auto for the Grizzlies. Eggs Benedict, Cumbermatch, Matheryn, for the Pacers on the Hyper, Keegan Murray, base rookie, Danny Green, David Roddy. Last spot, Moja. True. See a true black KD or something, that'd be sick, Shane. True gold KD. Lock of the Lottery, Jeremy Sohan, it'll be Toppin, ain't no stoppin'. Hyper, Barkley, Terry Eason, Isaiah Roby, so much Topper doing prism this way.  Purple all to 1-29, Jason Tatum for the Celtics. Lebron Fearless, Silver Gordon Hayward, J-Val Baldwin, Tony Parker. Steals Briggs, dude, oops. True gold KD would be cool, it'd be cool. Saying to Paul for Shane, Shane has the Nets. Red Wave, Mark Williams, rookie, Dean actually starting to do well with that piston spot, or that hornet spot. Nikola Busevich, Pulsar, Ray Allen, Kennedy Chandler, Peyton Watson. No, no, no, no, no, no, no, no, no, no, no, no. I'm saying we should, we should. We should, hopefully we pull that. Yeah, Keegan Murray had a good game. Here's a Red Wave, Pat Beth. Fireworks, Cade, Silver, George S. Nyang, Malachi, Branham, Rookie, Annemarie Stottemire. Yeah, Keegan Murray's had a great season so far, great rookie season. Stop, Anthony. How you doing, buddy? The 1-49, Purple Ice, Malachi, Branham, Rookie for the Spurs, nice one there. San Antonio, Silver, Rookie, AutoMax, Christie, going out to the Lakers. Sensational signatures, Rookie, AutoMax, Christie, Kendall Brown, Hyper, and Jalen, J-A-Y. I always do well with my spots, true. Your personal cases of leaf jerseys. Those are usually your spots, Dean. Lock of the Lottery, Keegan Murray, Silver, Donovan Mitchell, Sohan, Rookie, and Wendell Moore. Yeah, I appreciate that, Jason. Orange Wave to 60 coming up here, everybody. Ah, this guy. Isaac Acoro to 60 for the Cavs and the Orange Wave. Silver, Roy Hachimora. It's Carter, Johnny Davis. I hit the like button for Donnie and only Donnie. It's a vaunted. Thanks, Vaughn. Donnie and Vaughn, Vaughn and Donnie. That is your second one? Yeah, one I will not be tuning into. Red, Ja, it's a 299. Fireworks, Kyrie. That's rude. Hyper, Pat Bev, Chris Weber, Jalen Williams, and Brandon Clark. Yeah, we just use, this is the baseball breaks. Again, long story. We have, we're doing a break in Boca Raton with SGC. We took the streaming setup from the main place and we're using this one, using the matches for tonight. It's not really a long story. Red Wave, Jeremy Grant. Gets tiring telling it though. Jalen Williams. Not saying that, I'm not saying that's like a bad thing to ask that anybody asked, but yeah, that's the reason why. Silver, fireworks, Kyrie, Luca. Silver, rookie, Jabari Smith. Nice one there, Rockets. Grats on that, Rollins and Jake Larabia. And guys, gotta sell out the next one. Just five spots to go last time we checked. Let's give it a little check on that. King's gone in 52, Anthony, thank you, buddy. Yep, still five. Still five, still five to go. On the next one, everybody. Silver, Jason Tatum. Robinson and Ben Wallace. Big Ben. Yeah, it'd be like the Super Bowl mixer all over again. Five to go, everybody. Donnie dropped you that. Thank you, it's always Donnie. Just five teams to go. Yeah, I know, Tyler. Why aren't there, there's Dean asking, well, why aren't there breaks tomorrow? Ha, ha, ha, ha, ha, ha, Dean, ha. You don't have breaks tomorrow? No, we don't actually. We do have one break tomorrow. The SGC live boom break. Wow, I didn't know that. Wide screen Lamello, Silver Al Horford, Tyrese Martin and Jaden Ivy Rookie. Donnie the Link. Donnie, uh... Red Wave, Andrew Wiggins. Still for Tamey and Lillard, honestly, though.   Red Wave, Trey Jones. Kevin Love, Hyper. Barry Smith. Yeah, I was gonna say, yeah, you just woke up. It's good evening to us over here, Anthony. It's about almost 9, 9 p.m. here in good old Florida. Blue to 199, Magic Johnson. Antoine Jameson, Sensational Signatures for the Warriors. Nice one there. Will Barton. Kendall Brown. And Jalen Howeat-Durin. Yeah, that's true, that's true, Josh. He had a pretty good career. Has a pretty good career. Two rings and both like the main guy on both those two teams, too, which is pretty impressive. Eric Gordon to 125. The Rockets, Silver Davion. And Dougie McBuckets, McDermot. Oh, Mojo. Mojo! Cade Cunningham, second year for the Pistons. 18 of 25. That's sick, congrats on that, Pistons. Lyon's now gone in 25. I think we're down to just one team to go on IMAX. You can just recap that. Silver, Tim Hardaway, Jaden Hardy-Rookie, and Dallin Terry. Red Wave, Kemba Walker. Hyper, Jared Allen. Yeah, sometimes, SN. It depends, honestly. Usually there's like one or two big hits, the case, I would say. Generally.  Red, Evan Mobley to 299. There's Dyson Daniels, Pulsar. Marjanbo Champ, Jaden Hardy, and Gary Payton. Yeah, I'd say he was still, he won MVP, though. He was the main guy there. Like, obviously Duncan doesn't hurt to have Duncan, but I mean, that's toward the end of all their careers, too, you know what I mean? Like, I would say, I don't think they win that without Kwi. Silver, Lock of Law, already shade on Sharp. Jalen Green. Silver, another Silver, Jabari Smith. Yeah, it was insane, Anthony. Insane, dude. Literally just pulled that like a couple hours ago, too. Oops. There's Matt Johnson, Red to 299 for the Lakers. Shade on Sharp, Sensational Signatures. There you go, Trailblazers, nice one there. Rookie Auto, very solid. Jalen Williams, Pulsar. Ochaik Bahi, Kendall Brown, I don't think, no, he wasn't in his second year. Very sure. What year did they win it, 13 or 14? If it was 13, I guess it was, yeah, it was a second year. Silver, Wide Screens, Zion. Julius Rand, Silver, David Robinson. Dallon Terry, and Vince Williams. 14, see how it's third year. Who was the Rookie in 11? Hyper, Ray Allen. Gosh, Richardson. And Andrew Nemlert. Yeah, lost on the Ray Allen shot. Oh, good Lord, dude, forgot about that. You can Ray Allen shot. Five to go, breaks next, everyone. It's not a Princeton PYC.  I'll probably drop you guys that link, five to go. 30 or two years experience, yeah, fair, fair, fair. Just the way that quite locked LeBron down in that finals was just like, that was a clinic, dude. Absolute clinic. Blue, Trey Ung, the 199 for the Hawks. Basin Tatum. Hyper, Caleb, Benedict Matherin, Rookie. And Caleb Houston. Red Wave, Sadiq Bey. Pulsar is the Marta Rosa. Little Christian Brown. And Jabari Walken. Lory Markenem. Silver Ochaic Bahi, Luck of the Lottery. Jazz. Silver Jake LaRavia Rookie as well, for the Gris. Shade on Sharp, and B.I. It's so much harder than it's way to do it. Oh man. I mean, I guess Matt's used to it, right. Holy, dude. Fireworks, Luca Silver, Johnny Davis, Silver Tony Parker, Isaiah Mobley, Magic Johnson base on the back as well. Nothing really of note there. Blue, Precious Achua, two 199. Auto, Ochaic Baji, nice one there. Jazz, Rookie Sensational Signatures, or just Rookie Signatures. There you go, Utah. John Collins, Hyper. And AJ, steal the draft, AJ Griffin. Pulsar, Desmond Bain. Got home, Grand Rookie. Postman, Jean, and A.I. Luck of the Lottery, Johnny Davis. Silver, Scotty Barnes, second year. Nemhard, Christie, and Liddell. There is Cam Johnson, Red Wave for the Sons. Silver, Hamadou Diallo, Kenneth Lawton, Jr. Red Wave, KG, big ticket. Pulsar, Markel Fultz for the Magic. Trey Jones, Ochaic Baji, and Kendall Brown. A few packs left in this. I think we're looking for a second auto, I believe. Yeah, and there it is, right on cue. Red, Jabari Walker, Rookie for the Blazers, two 199. Reggie Jackson, that is going to the Clippers. There we go, Shane on that last spot, Mojo. Reggie Jackson, NBA script writers took a mallet to deer and fox's thumbs. It was Blake Wesley, Kelton Johnson. Walker Kessler, good lord, illegal. Should be a Palo Rookie in one of these next few packs, then. That's the one that holds true. Blue Ice, Scotty Pippin Jr. Rookie for the Lakers, two 125, Prismatic Ant-Man. Silver Lamello, there's the Palo I was speaking of. Vacell and Coloco. Forrest Rich Lane-Sean, I think will all be there, I think. Orange Wave, Kevin Garnett, 260, nice one there. For the Timberwolves, Donovan Mitchell, Silver Christian Wood, Jalen Howeadurin, and Manu Janobli. All right, last, last box. Again, guys, still just five to go in the next one. Number 51 is Hawks. Hawks, Bulls, Cabs, Clippers, Timberwolves. All on sale. One dollar, man, already. What was it? I think it was like a Prestige, like Extra Points or something. Gotcha. I think it was when he was still a Falcon. Yeah, that makes sense. Luck of the Lawry, Vice, and Daniels. That is DeAndre Hunter. Minot and Kenneth Lawson. Honestly, I have no idea. I have no idea of illegal. Yeah, okay, but keep telling lies. Purple Ice, Lamello Ball, 2149. Rookie Otto, Patrick Baldwin, Jr. For the Warriors, finally, dude. Nice one there, congrats, Warriors. Jalen Green, Neymar Bledel. That's what I'm saying, honestly, Tyler. Did you see the new thing that PSA added on their website with the reveal, it's so sick. Yolkich Silver, so awesome. Kochai Akvaji, Kendall Brown. This guy I follow on Instagram did a screen recording of it. It looks really good. It's like pretty high quality, I mean, not super high quality scans, but like that. Does that take the thrill of getting your submissions back, though, like kind of?  Red Wave, David Roddy. Shrey Young, there's Jordan Clarkson. Kevin Garnett. Dylan Durin, originally. Like I probably, when I send my stuff and I probably will just wait until it comes back. Yeah, I probably would, too. But still a good idea. They did a good job with it, it's good implementation for sure. Purple, Darren Jackson Jr. to 99. Yolkich, Silver, Austin Reeves, Brown, Jabari Walker. Still just five to go, guys. Just five to go. We got our auto coming up here. Blue to 199, Luca, nice one there. That is Michael Thompson, Clay's father. Silver auto for the Lakers. Austin Reeves, Pulsar, Paolo Rookie. Cell, Coloco, Red, Kobe White to 299. Zach Levine, Kendall Brown, Piper. John Stockton, Shade on Sharp Rookie and Brandon Ingram, the power coming up here. Gonna be A, Malachi Brannum, nice one there to 75. For the Spurs. I appreciate that, Jason. Shrez Harrell, Benedict Matheran. Tash Jones, Caleb Houston. Now I would hope so. I would hope so. Silver, Chris Paul, fireworks for the Suns. Silver, CJ McCollum. Patrick, Dyson Daniels, Hakeem, The Dream, Elijah one. Red Wave coming up here. Got A, Dame, Red Wave, Colormatch. Dylan Brown, Hyper, Evan Fournier. The Knicks, B Wade. Isaiah Mobley, Steve Nash. Two packs left and we'll do a quick recap as well. Thanks again everybody for getting this filled up. Red Wave, Jalen Smith, Sticks. Silver, Yanis, nice one there for the Bucks. Keldon, Walker Kessler, Dennis Rodman. So maybe another power potentially, maybe not though. Silver, Jake Laravia Rookie. There's a Chet based Rookie. Oseman Jang and A.I. Do a quick recap here guys. We had the Mojo, Cade to 25. Michael Thompson, Patrick Baldwin, Reggie Jackson. Ochaig Bajie, Shade on Sharp. Nice one there for the Blazers. Antoine Jamison, Max Christie and Vince Williams. I'll do it for the break guys. Thanks again for the fill. Next up, number 51.