Hello, everyone. I'm Sanjay Gupta. I welcome you on Sanjay Gupta Tech School. So today, we have day 19 of Salesforce Learning Bootcamp and part four of admin project. So I hope you are enjoying Salesforce learning journey with me. And with this project, you are able to learn all the basic concepts of admin, right? So I welcome you on this platform and we'll wait for a couple of minutes so that more learners can join. And then I will be starting implementation of admin project that is in mid. So maybe it will be completed by this week. So I will be having session on tomorrow as well, same time. So this week, I will be having, I think five to six sessions so that we can complete this project in this week itself. Okay. Okay, so moving ahead. So those who joined this session for the first time, so you can go through this slide so that you know, like with whom you are learning Salesforce. So I have vast experience of 16 years and I have both education industry and IT industry experience. So this is a unique combination. That's why I'm able to teach latest and hot technology to you in proper way, step by step. And this is the bootcamp timeline. So this week, we will be completing admin projects. So our admin journey will be completed this week. And next week, I will be starting flow related sessions. So again, I'm repeating this like those who want to learn flow from the beginning. So I will be teaching flow for at least two weeks and maybe for three weeks as well, right? So ask them to join this bootcamp flow builder sessions from next week. And after flow, I will be starting all the sessions related to development. Okay, so you can share Sanjay Gupta Tech School with them. So this community is available on each platform. So please share the links with them and all the links are available in the video description as well so that you can follow everything. And as I told you, like I'm planning for more bootcamps for you. So I'm, I'm creating a community of content creators. So soon I will be sharing this information with you like what will be my upcoming bootcamps. So all the bootcamps I won't be running, I'm building community. So people from reputed organizations, they are having lots of experience. So they will be delivering content, but the style will be same like I deliver the content. So we will be targeting all the beginners so that they know each and everything in detail. And with each bootcamp, you will be having enough exercises and all the bootcamps will be free of cost, right? So you don't need to pay anything, not even a single penny, right? So with that, you will be able to learn things very well, right? So now jumping to our project. So we are learning Salesforce admin project and this is part four. So till now we implemented position object, job application object and candidate object, right? Now review object we are targeting. So I hope in today's session I will be able to complete all six objects implementation. Then I will give you a walkthrough like how these objects are connected. So we will be creating all the data so that you can understand end to end requirement. And whenever you will be appearing for interviews, so you can take example of this application so that you can explain the situations or requirements properly, right? So if you explain anything with the help of real-time scenarios or example, so it makes more impact on interviewer, right? So we completed this position object creation, its field creation, then we implemented certain features related to position object, then second we implemented candidate object, its fields and all the features related to this. Then third object was job application and its fields and then we created review object and yesterday I explained you like how we can create these cross-object formula fields. We created certain records then last we created this validation rule on review object, right? So we are working on fourth object that is review object. So half of review object implement implementation is done and now here I need to implement few more implementation. So I am going to create these roll-up summaries, right? So you can see there are lots of roll-up summary fields that we need to create. So I am going to create the first one which is total rating, right? So this roll-up summary we need to create on job application. So I just need to recall here on review object we created a master detail relationship field and this master detail relationship field is having parent as job application and child as review and this master detail relationship field is created on review object but the roll-up summary fields will be created on parent side that is job application, right? So for one job application if we have lots of reviews like if one job application or one candidate is interviewed by more than one interviewers. So each interviewer will be providing different review and those reviews will be recorded under the review object. Now we need to summarize, we need to roll up those review records so that we can have summary of those review records on job application record. So first I am going to create all these roll-up summary fields on job application object and then with the help of records we will understand the situation. So first field will be total rating that I am going to create on job application and here we need to aggregate rating field that is available on review object. So jumping here so under object manager I am going to search for job application, right? So I am searching for job application and here you can see this object is available I am opening it then I am clicking on fields and relationships. So here under fields and relationships I just need to click on new so that I can create new fields and the field that I just want to create is roll-up summary, right? So I just clicked on roll-up summary now I am clicking on next. So this is the first roll-up summary field that I am going to create so its name will be total rating then I am clicking on next so this is important this page is important. So here you can see master object is job application and summarize object is reviews it is available here so I selected reviews. Now here I need to select roll-up type so roll-up type so here we need to calculate total of rating, right? Sum so I will be selecting sum as roll-up type and the field which I need to aggregate that is rating. So one job application can have many review records related so all those review records rating will be summarized and the sum will be available on job application in this field that we are creating. Now here we have field criteria filter criteria so right now we do need to apply this we need to summarize all the records which are related to job application so I am leaving it as is and in one of the requirement we need to apply filter as well so that we will see later on. So now I am clicking on next visible to all the profiles clicking on next and I am clicking on save right now if I go to job application tab and open any job application and if I go to related list so here you can see three records are related if I go to details so here I have total rating the field which I created right now it is a roll-up summary field and total is eight now here we need to see these records one by one like what are the ratings right so if I open this number one so here rating is blank if I open number three so here rating is five and if I open number five so here rating is three so that's why total of these rating is eight which is populated on job application record right so this way I hope you understood how I created roll-up summary field so quickly I am going to create these roll-up summary fields next is number of reviews so number of reviews means how many review records are related to job application right so here I am going to job application again clicking on new and I will be creating a new roll-up summary field right so I am clicking on next now here I need to fill the label that is number of reviews so this field will basically count number of records only so we need to select summarize object so that will be reviews and I am selecting count here and clicking on next visible to all the profiles clicking on next and save so this field is also created now if I go to job application and if I refresh so you will see a field will be available and its label is number of reviews and on this job application we can see total three review records are related so that's why under detail you will see number of reviews are three right so this is another roll-up summary that I created now moving forward next we have highest rating right so on this job application we have three related reviews and I already opened them and we saw like highest is five right so now we will be finding the related record which is having maximum value under particular field so here I am going to create one more roll-up summary field and this roll-up summary field label will be highest rating so I am going to click on roll-up summary option from data type clicking on next and field label will be highest rating I clicked on next so again the summarize object will be reviews this time you will be selecting max and field to aggregate will be rating okay and click on next then visible to all the profiles click on next and you can click on save right so if I go to job application so one more field will be available and on this field maximum or you can say highest rating will be available so right now it is not visible on the layout okay no problem so let's create one more that is for lowest rating okay and then we'll check both together so if there are total three reviews so we need to find like what was the highest rating and what is the minimum rating that candidate got after the interviews so label will be lowest rating clicking on next and from here summarized object will be reviews then I am selecting min and field to aggregate will be rating okay so this is my fourth roll-up summary field I clicked on next visible to all the profiles again I'm clicking on next then you can leave it as is and click on save so this way all four fields are created now if I go here and refresh the page so let's see whether they are available or not so right now still they are not available I'm just editing and saving it so I just need to refresh the page again okay so sometimes it happens like you create fields and immediately they are not available so no need to worry because we need to create one more field so let's understand this first and then we'll see them again so next is number of best reviews right so here we need to apply filter like we need to we need to have only those records where rating is greater than equals to four right so let's say we have one job application and under that job application we have five review records and out of those five review records only two are having rating greater than equals to four so this field will be having count as two right so this way you can identify like how many review records are having rating greater than equals to four so this way you will understand like how we can apply filter so I'm going to create one more field and this field data will be roll up summary clicking on next so here I need to provide the label number of best review then I'm clicking on next so from here I need to select summarize objects so I'm selecting reviews and I need to count and here I'm selecting only records meeting certain criteria should be included so from here I'm selecting rating then sorry greater than or equal so greater than or equal four so if rating is greater than or equals to four then only those records will be counted okay so I'm clicking on next visible to all the profiles again clicking on next and same so this way all five roll up summary fields are created now if I go to job application refresh it opening job application one refreshing the page okay still we are not having so what I'm going to do I'm going to create new job application so picking this candidate and creating it for quality analyst position and status is new so I'm creating new job application and unfortunately here also we are not having those fields so we just need to refresh it again okay now you can see all the fields are available total rating number of reviews highest rating lowest rating and number of best review right so now if I so this is zero four let me go to number one where we have already three related reviews so here you can see total rating is eight number of reviews total three highest rating five lowest rating three and number of best review is one because out of those three two are having rating and one is having five as rating and one is having three as rating now the one which is not having rating I'm going to populate rating in that field in that record as well so here I am a populating rating as four four so I'm just saving this record and if I go to job application you will see different picture here so here you can see total rating is 12 five plus four plus three total review will remain same highest rating is five lowest rating is three and number of best review is two because right now we have two reviews where rating is greater than or equals to four so this way this roll-up summary is working so Vinayak is asking is it point two roll-up summary fields under this formula field so this field label will be average rating and I'm going to create it on job application and its data type will be number so I'm going to job application clicking on new and here I'm going to create a formula clicking on next here I'm pasting average rating and data type will be number right now I'm clicking on next so here I need to build the formula and in formula I will be inserting two fields okay so now I'm going to insert the field so here we have total rating so I inserted that then I'm using divide operation and again I'm clicking on insert and number of reviews so this way our average rating will be calculated total rating divided by number of reviews right so now I'm just clicking on next visible to all the profiles again clicking on next and save so this way this formula field is basically dependent on roll-up summary so now if I refresh the page so that field will be available and okay that field is not visible so let's do a refresh here so I'm refreshing the page where I created the fields and now I'm going to refresh this page still that is not available so again we need to refresh okay no worries if you are able to see that field so I think this way you will be able to see the average so average will be four because total rating is 12 and number of reviews are three so average will be four so on my UI still it is not visible but it will be visible later on and it will show you the average right okay so now let's move to next step so we are on number 21 so number 21 says on job application object page layout drag review related list and put following fields on review on related list right so if I go to job application and on related list we already have this related list available but right now we are not able to see other fields related to review object here so this is our requirement so with this requirement you will be able to understand how we can add fields to related list right so this is our related list where review number is only the field which is available and we are going to add more fields so this page I'm leaving as is now I'm going to job application clicking on page layout opening job application layout and here I am going to click on this option related list and I will see review related list here and here is the properties icon so I need to click on it and here I can see the fields so let's see what fields we need to place review name rating candidate position and created date so this is basically review number not name okay so we need to pick rating candidate position and created date so I'm going to up all those so first of all we need rating then we need candidate then we need position and last one is created date so this way five field I added and I'm clicking on okay so here you can see under review related list these are available now I am clicking on save so this way I added fields to particular related list now I'm coming here and refreshing the page moving to related list and here you can see review number rating candidate position these fields are available if you click on view all so you will be able to see created date as well because on that page limited fields will be visible if you want to view all the fields so you just need to click on view all and here okay still that is not available no issues so now we need to focus on number 22 so this step says we need to create new object and we need and while creating object we need to create the field as of type text there won't be any order number required so I'm moving here clicking on object manager and from here I'm clicking and creating custom object so custom object label is employment website plural label will be employment websites then I'm leaving it as is then here I'm enabling these checkboxes and at last time enabling this checkbox so that new custom tab wizard will be opened and I'm clicking on save so tab creation page is available so object is by default selected now here I need to select the tab style so I'm clicking on this icon so tab style I need to select and then here you can see tab style is selected so what you can do just click on next then you need to select the tab visibility so here tab visibility will be apply one tab visibility on all the profile I'm leaving it as is then clicking on next from bottom right corner then unchecking this checkbox and I am going to select recruitment app checkbox only okay so that this tab will be added to recruitment app so this way object is created tab is created and tab will be added to that application so if I go here and refresh the page so you will see one more tab here you can see after review we have employment website so now we have total five objects position candidates job application reviews and employment website right so now employment website is not having any field created so let's create fields so we need to create a web address that will be of type URL and it should be required so moving to employment website object and here I am clicking on new from data type I am going to select URL type so it is at the bottom then clicking on next so here I need to provide field label as web address and here we have a checkbox that is required so just enable this checkbox then click on next so if you select any field as required so it will be visible on the you on it will be visible for all the profiles automatically and it will be visible on the page layout you won't be able to uncheck this and click on save so this way we created first field that is for web address now I am going to create one more price per post right it should be of type currency five comma two and it should also be required so creating one more field of type currency so from here I am selecting currency as data type then clicking on next so here field label will be price per post length will be five and decimal places will be two and here you can see we have this option that is required so we need to enable this checkbox so that every time whenever you will be creating the record you need to provide the value okay so people are saying internet is having some issues so is it true for everybody because I just saw this message in the chat so let me know if there is any issue so that I can check okay so I think now it will be working fine I just changed the connection so I think now now if you have any issue so just let me know otherwise I hope it would work fine now okay so I'm just repeating the last the last step so what I did I just created two fields so I think it will be easy if you had internet issue then also you can just imagine like how I created these fields so field is price per post and web address right so I just created these two fields which are available on the screen right so price per post and first one is of type currency and another one is of type URL okay so now we need to go to next step so this object is created its fields are created now what I'm going to do okay one more field we need to create that is maximum budget so here you can see we have a third field so maximum budget we need to create so I'm moving here and I'm going to create that field so I'm just refreshing the page so I'm just clicking on new and so I think now it should be good actually I am experiencing some issues with my internet today so sorry for that so I think now you are able to see it clearly okay so sorry for the interruption so now I'm going to select currency as a field data type and clicking on next so here we need to provide the field label so it should be maximum budget so I'm just copying it and providing it here so its length will be five and decimal places will be two and it should also be required so you need to enable this checkbox okay so those who are still experiencing the problem just refresh you will be just check it now I think now you will be able to see it properly I just switch to my phone I think Wi-Fi is getting stuck again and again so no problem now I think it should work fine so our last field was not created so I'm going to create it again maximum budget so it will be of type currency so I'm selecting it and clicking on next so here I am setting length as five and decimal places as two clicking on next visible to all the profiles again next and save right so this way all the fields are created now if I go to the UI and if I refresh the page and if I try to create employment website record so it will be created so if I click on new so here you can see I can provide employment website name where betters price per post and maximum budget right so you can provide names here so let's say I'm filling YouTube web address youtube.com price per post let's say 100 maximum budget 1000 so this way you can fill the information and you can click on save right so here these employment websites will be required so that whenever you will be having any open position so on which employment website you want to do job posting so you might have seen like on LinkedIn and other websites job postings are done nowadays so that they can attract proper candidates so this way here you will be able to create list of employment websites so in your or you can create at least five records with proper data so that you can relate the things right now we can move to next step which is our sixth object and the last one and this object name will be job posting and we need to create its tab and we need to add it to recruitment app so quickly I'm creating this and here we need to have job sorry we need to have data type as auto number right so I'm going to create this object so under object manager clicking on create custom object so here I am providing the label as job posting plural label job postings now here job posting number and data type should be order number and here I need to provide display format as this so I'm just pasting it and starting number will be one now here I am selecting allow report activities and field history tracking then launch new custom tab wizard after saving this custom object and then click on save right so here you can see tab creation page is available so those who are experiencing video problems still just refresh so now from here we need to select this tab style so I'm going to select it and clicking on next then leaving it as is default on and then I'm clicking on next then unchecking this checkbox so that I can select recruitment app only so I'm selecting it and clicking on save so this way my sixth object is also created and if I go here and refresh the page so you will see total six objects position candidate job application review employment website and job posting right so now it's time to create fields for job posting object so job posting is a junction object here and it will be junction between position and employment website right so if you have created a position record under your organization and if you have created employment website record as well so you need to link like one position for one position you can post job posting for more than one employment website so here it will be proper junction object because we have master detail fields that we need to create on job posting right okay I think now it is working fine so it won't lag now so what I'm going to do I'm going to create fields for job posting so my first field will be position right so here master will be position and detail will be job posting okay so what I'm going to do on on job posting I'm clicking on new and clicking on master detail data type right and then I'm clicking on next so I think now you won't see the issue right so here we need to select the object with which it will be related to so here you can see master detail will be position so we are creating this field on job posting so master will be position so from here I'm going to select position right and I'm clicking on next so here field label will be position and I'm just clicking on next again next so here next and on last step you need to stop and you need to see it carefully here related list label will be employment website right so here you need to place related list label as employment website and you can choose like on which layout you want so we can uncheck position layout because right now we have to record type on position non-technical and technical and they are using these two layouts only so I'm just clicking on save and new so that I can create one more field so its field label will be employment website again it will be of type master detail and in this case master will be employment website and detail will be job posting so I'm selecting master detail relationship then I'm clicking on next from here I'm selecting employment website clicking on next so if this name is available automatically I need to click on next next next and stop here at last step and here you need to provide the related list label as position okay and then you can click on save right so both the fields are created now if I go to UI and click on job position job posting and if I try to create new record so here I will see two fields master detail so I can search position like application architect and I can search employment website so this position we need to publicize on this website so I can just click on save so this way job posting record will be created right and if I go to position and go to related list so here I will see employment website related list where we have job posting information and we will be adding some more fields those will be related to employment website so that we can see like this position will be publicizing on which employment website right so actually this related list original label was job posting but here we kept this as employment website because we will be showing employment website related information and if I open that job posting record and if I open this record YouTube website so here also you will see a related list and its related list label is position here we will see position related information like on this employment website which position you are going to publicize and these details are available here number 26 and number 27 so number 26 says on position object in the page layout go to employment website related list so again those who have already implemented this number 25 so you just need to check the field which you created on that field your related list label should be this and on this field your related list label should be this then only you will be able to complete number 26 and number 27 right so on position object in page layout we need to find employment website related list and we need to add these fields so job posting number is already added if I take you if I take you to this position and related list so here you can see under this job posting number is already available what we need to do we need to add employment website name and web address okay so I am just jumping to position object manager so I am going to search it here so append related list means you just need to add the related list in the page layout so if I am moving to page layout so I am just selecting non-technical position layout so append means you just need to see whether related list is added or not so here you can see this related list is available and we need to modify this so here I am clicking on this properties for employment website so you can see its label is employment website not job posting right so this is important to note and here if I click so from here I can set the fields so here you can see a field is available employment website and employment website web address so these two fields I am adding and clicking on okay so these you can see here at the bottom so employment website name and employment website web address and if you save it then you can open technical position layout so here also you will find that related list click on this properties and you will be able to set it okay so these are added automatically so if you modify one page layout so others are modified automatically because here we have this option so previously when I modified so here this option is available apply column information to other page layout so if it is checked then it will be applied to all automatically so you don't need to modify them okay so now if we move here so right now you can see on employment website related list there is only one field but when I refresh you will see two more so total three fields will be available there you can see so this position this position we posted on this website and this is the web address so this way this information is related and if I go to this job posting and open this employment website record so here also I will see related list and this is for position so now you need to focus on number 27 so number 27 says go to employment website object and open the page layout and go to position related list and add these fields so right now here you can see we are on employment website object under related list we have position related list but only one field is available so now I'm going to add all those fields so as per the requirement we need to go to employment website page layout so I'm going to search for employment website okay so employment website and page layout so I'm just opening it and if I go to related list so at the bottom you can see position related list is available I'm clicking on settings now here I need to add the fields right so let's see the field position name job posting number functional area so job posting number is already available then we need to pick position name so on position we will be having position name then we need to put functional area so here it is then next is location and open date so we need to pick location and open date so this way all these fields are added now I can just click on okay so at the bottom you can see total five fields are available right so first is job posting number second is position name third is functional area fourth is location and fifth is open date right now I am just clicking on save if I go here and refresh this page so this time you will see all those fields on the related list so we are on employment website record if I go to related list so here you can see the fields so here only four fields will be visible if you want to see all the fields you just need to click on view all so here you can see five fields are available position name functional area location open date and in the beginning we have job posting number right so this way you can just utilize the functionality of related list right so this way number 27 is also completed now we need to create a duplicate rule or matching rule yes Simi if you forget anything you can just do it later on as well right so anything you can modify anytime as per the requirement so here we need to create a duplicate rule on candidate object and matching rule will work based on duplicate email or phone so we have two criteria either two emails are matching or two phone numbers are matching in both the cases your duplicate record won't be created right and we need to block duplicate record creation and updation right so moving forward to number 28 so we need to create a duplicate rule on candidate object and matching rule also we need to create so I'm moving and here I'm going to search for duplicate rule so we need to create duplicate rule on candidate so I'm just selecting it and so here we need to create duplicate rule so prevent duplicate candidate and here like these things we already discussed in one of the sessions so if you missed duplicate rule and matching rule creation session so you can just follow that because I'm not going to explain each and everything in detail here we need to select block as per the requirement and then we need to create a matching rule and here we have entry criteria so we don't want any entry criteria as of now as per the requirement so I'm just clicking on create new matching rule so it will ask me to save this duplicate rule so I'm just clicking on save duplicate rule and here we need to create the matching rule so in matching rule we need to provide two options so first one is email exact and then phone right now here you can see by default and is available we need to change it to or because and means both should be true so we need to apply or so you can just do it like this click on that filter logic and you can write one or two okay so from here and is removed and or will be applied and now from top right corner you can just click on save now you need to activate your matching rule so here you can just verify the matching criteria candidate email exact match blank false or candidate phone exact match blank false and then activate okay so it will send you an email you can just verify your email and again you need to search for duplicate rules so here you will find prevent duplicate candidate just open that so here you can see your matching rule is automatically connected now you just need to activate it right so this way it is activated so I just showed you how you can create your duplicate rule and matching rule so now you can just test it I'm not going to test it I'm just leaving it on you so just create it and test it so how you will be testing just create one candidate having email and phone populated then create one more candidate having same email or same phone number you will see an error message like you won't be able to create the duplicate record okay now moving to next step that is number 29 so it is to create a home page and we need to place it on recruitment app so this also we studied earlier like how to create different pages and the important thing is we need to activate it for recruitment app only so now I'm going to create it for you so here we need to search for app builder so lightning app builder you need to open it so I'm just clicking on new and from new I will be selecting home page so I think again I experienced internet issue and with me you also so I think now it is fixed so I'm just moving to next okay I think we need to create it from the beginning so I just typed app builder here app builder and from here we just need to click on this new button so that we can create new home page so I think this will be our last topic because internet is creating lots of issues today so I don't want you to bother so I just clicked on this then here I'm selecting standard home page clicking on finish so here you can see we have four blocks where we can place the components so first I'm going to search for assistant so you can copy it and here under standard components you can search it and you can just drag and drop it right next we need to place key details so I'm just copying so I'm just copying key details and here I'm searching it and I'm dragging and dropping it here right so this is placed now I'm just going to select next one that is today's event okay so from here I'm going to search it today's event so I'm placing it here then we need to place today's task as well so it is also there so if you want to place two components into one block so that is also possible so just click drag and place it here so in one block you will be having two components right and last we have chatter feed so I'm going to search it as well and this I'm going to place in the last component right so it is available here so this way you can see five different components are available on the home page now I just need to click on save so it will ask for activation now I'm clicking on activate so in the requirement you can see we need to activate it for recruitment app only so I'm going to do so so I'm selecting app default and I'm going to click on assign to apps so from here I will be selecting recruitment app so it is available here and clicking on next and save so this way page is created and it is assigned to recruitment app as well so if I go to the UI and click on home so you can see it is there so home tab was already added once I designed my home page so it is automatically connected with this home page so here you can see five components are available that I created right so this way you can configure your home page and it will be working so I think these next topics are very important so today we are experiencing some internet issues so I'm not going to explain these today and tomorrow on Friday also I will be having one session for you so I already updated our session tracker so you can see tomorrow will be day 20 so I will be sending you the link here and tomorrow I will try to finish it if not then I will have one more session on Saturday right so I think till Saturday it will be completed because from Monday I will be starting flow sessions right so this is all for today and those who still don't know about this boot camp so please share the information with them so that they can also join so thank you thank you very much for joining the session and being with me to learn and verify the steps and if you have any doubt you can ask in the chat I will try to answer okay Sunita is asking like max budget its length should be six and it should be required so like Sunita today due to some internet issue maybe I just missed those steps so I think you already know how to do this so you can just correct that out so JT is asking to discuss number 30 let me see what is number 30 yeah JT number 30 I will be discussing tomorrow because I have internet issue and rest of the topics are very important and I don't want you to face some issues so surely tomorrow our first step will be number 30 yeah Simi so it is nice suggestion Simi is saying like instead of creating homepage we can add it the existing one but there is a catch that homepage is basically default for whole org so that homepage is basically used by different applications as well so if you modify that then it will be modified for other apps and if you modify that and assign to recruitment app then automatically a new will be created right so we just created it from the scratch but if you modify the existing one and assign it to a particular app so new will be created automatically because home pages are common for many applications so if you have any question you can please ask so I'm just checking if I missed any question or not so Kalyani asked difference between formula field update and process builder field update so in formula we never update field we just write the formula and we see its value on the UI and process builder field update is different it is like whenever you create or update any record and then if you want to do some field update so it is different so I hope I am able to answer your question so Akshay I think yes in yesterday video I explained cross-object relationship cross-object formula field so you can just watch yesterday's recording there you will find that Bismita if you missed all previous classes so in this video description you will find a session tracker like this the link is available and here all the video recording links are available you can just follow and at top you can find exercise sheet link here in row number four so you can follow this sheet and here all the exercises are listed so it will take some time you need to give extra time because you are late so but you can still follow up okay so Akula is asking to create one duplicate record and candidate object so let me just try that so if I go here create candidate so I will be creating a dummy record so let's say clicking on new and I'm creating candidate 103 and here I'm providing dummy data 1234 and clicking on save right so it is created now I'm going to create one more record one candidate 104 with same data and if I try to click on save so you can see here it is showing the error message so this way you can identify duplicates so Dheera's formula is to basically generate value basis on some calculation so if you have some calculation like we calculated average rating so that kind of thing if you want to do so for that you can just use formula when I know these options are not available for this you need to build custom solution maybe through trigger you can do that so Simi is asking fields are grayed out under list view so can you tell me like under which object and what you are trying to ask so that I can answer accordingly so those who don't have any question they can just leave so list view controls okay so let me go and so are you talking about this so these are not enabled for recently viewed right if you change this list view to all if you select all list view then this list view controls will be enabled so for recently viewed you cannot change for that you need to go to object manager you can go to object manager and if you want to add add fields so from here you can just go and use this search layout option so from this search layout option you will be able to add the fields so here default layout is available if you go and add it so here you will be able to add it the fields so this will be available on the recently viewed list view okay so I think I answered all the questions those are available and I can't see any new question so I'm just ending this session here only and sorry for the network interruption tomorrow we'll see more topics okay I have one more question I have an object account which has two record type anchor and vendor now one anchor can have multiple vendor now my requirement is to create multiple anchor corresponding to each vendor so maybe you can just create a self lookup and this way you can accomplish this requirement so you need to create lookup on account and I think on account we already have lookup to account so you can use that and its label is parent account so with that you will be able to do that okay so is there any question that you want to ask if you have you can ask otherwise I'm just ending yes Sai Krishna I will give more time to flow topics so you can see the session tracker it is having two weeks if it is extended I will add one more week and you can see like this project also I am explaining in detail so today is day four I'm keeping tomorrow's day as well and I think it will go for Saturday as well so I will spend six days to complete this project so if I'm giving enough time to complete this project so surely for upcoming topics I will give time in like time is not a constraint I just want you to understand the things very well yes when I we don't have custom action button topic because it is not used custom action if you're talking about quick action that I explained if you're talking about links then that is not in our course so Aparna if you want to check advanced admin topics so you just need to check the trailhead module and you can just see what topics we have covered I think few topics we already covered those are part of advanced admin so it is a limitation that's why you cannot suggesting so there are few limitations so because of that you are not able to do those things so if there are more questions I'm happy to take because I have some time okay then so I think I can end the stream there is no more questions so thank you so much for joining today's session we'll see you tomorrow and we will complete remaining steps of admin project thank you everyone


And Steve and Brian, could you turn your video on? And let me know when we're live, we should be live now, I think. You're going back to video? Yeah. We're back to live? Hello? Hello, world? Excellent, right. Well, welcome everybody. My name is Doug Balshaw and I'm joined here by Brian Mathers and Steve Rieger. They'll introduce themselves in a second, but this is the first of a cooperative venture between cooperatives. So we are OpenCorp and EducatorsCorp and we're working together and we thought we'd kick things off by doing a short webinar on why you might want to use badges in your particular context. So I'll let these guys introduce themselves and I'll come back to me. I'm going to be driving most of the presentation stuff today, but I'm going to be indebted to the expertise of these two gentlemen, too. If you've got any questions as we go along, then my able colleagues and also the people who are part of these co-ops, they're just mentioned, will be on hand to answer your questions via the chat on YouTube, but also via the open badges hashtag on Twitter. So I'm going to hand it over to Steve, first of all, to introduce himself and then to Brian. Thank you. So my name is Steve Rieger. I'm with Educators Cooperative and our focus on badging and what we bring in conversation are some examples of practical implementations that we've been working with school districts, particularly in the field of education, including some community college and adult schools. So we're very excited about this partnership and we want to share some free and open tools as well as some best practices. So any questions that you have, we look forward to helping you. That's great, and Brian? Hi there, I'm Brian Mathers. I'm a fault captor. I'm usually just listening in terms of people having conversations around areas that I'm interested in and what those areas will come by this. So I'm interested in today's webinar just to see if there's any sort of discussion going on that I can turn in the picture. A lot of stuff that we've been looking at today is stuff that I've created. Nice to be in the hall. Thanks Brian. So Steve and Brian are going to what's lovely, lovingly called FaceMute while we do this next bit. And I'm going to switch between this screen and Google slide screen, which is going to go through a lot of Brian's images. We've got a back channel. So Steve, if you want to chime in at any point, then please do let me know and I'll switch screens. And please do ask questions, clothe catering questions if you're on this webinar. And if you're viewing this after the fact, if you're viewing the recording, then can I encourage you to ask questions as well? In that mind, I should probably start recording. That would help, wouldn't it, too? As I said, we're just getting used to this. So I'm going to hit the button on present. Now, the majority of these slides, in fact, all of these slides, plus a couple that we've added in, these were all presented at the Mozilla festival. So what happened was I went over to LA and did some work with the school district there, met Steve and Amy from Educators Corp and invited them to put in a proposal for MozFest. They were accepted and we met again in London last month. So this is just a very quick bluffers guide to open badges. Brian and I worked together obviously a lot through the corp and Brian does these wonderful images through his company, Visual Thinkery, which is part of We Are Open Corp. So the first thing to talk about when we kind of zoom out of what we're talking about when we talk about badges, instead of getting diving straight into the technology is realizing that everything we do, all of our experiences, they have value. And the value for that is that we are much, we are more than just our collection of LinkedIn information. We're more than just our job history or more than just our academic credentials. So I've been all the way through the academic system. I'm Dr. Belchor, but I'd like to think that people wouldn't just introduce me as my academic history or the jobs that I've happened to have. I'd hope they'd talk about me in a much more holistic way as a person. And that's the same as true for everyone, whether they're a young person or older as well. Now, when it comes to the way in which we can prove what it is that we've done, we often refer to certificates. So I don't know if you saw in the wall just there before, I had one of my academic certificates. And often when we go to interview, we're asked to present these certificates. We're asked to prove what it is that we can do and what it is that we know. Now, a certificate is great, but actually a certificate isn't as good as an online badge, an open badge, because it hasn't got as much information in there. An open badge, as we'll find out in a moment, has all of this metadata in it. So when people say, oh yeah, you mean open badge is there? A bit like an online certificate? I say, well, no, a certificate is more like an offline badge. It's more like a poor imitation of an online badge. So what are we talking about when we talk about open badges? This image here was taken by Brian up on a mountain last year. Brian, do you want to talk to this one, or shall I? Yeah, I suppose just to say, yeah, family. And you watch this mountain from sort of down by the beach. And it just stacks up the road in the top all the time. And anyway, we took the kids up and once you get to the top and inside the cloud, it's really hard to see where the mountain top was.  And sure enough, people had to cobble together a bit of massive big arrows. And it just, it was quite a good photograph. But that's not the point. The point is that inside that photograph is actually quite a lot of method data. So you can see from the photograph itself that you can see what type of film I have. I thought on my 11th of April, 2016, I had an iPhone family, you can see what color profile it was, the focal length of the lens, F number, exposure. And even if there's a GPS reference there, I have to pick up the gap. And it struck me that open badges are very like that, where the method data is baked inside the image. And yeah, and it helped me get my head around how that could be with an open badge. So I'll hand back the data there. Okay, and sorry for anyone who I got the levels wrong in terms of the audio there. Brian was basically saying that this image has metadata baked into it. That means data that you can't necessarily see in the image itself, but the data's there when you click on it, when you right click on it, when we look for that on your Mac or your PC or whatever it is that you're using. Okay, so with that in mind, using that as a mental model, then when we talk about open badges, the great thing about them is that they're evidence-based. They're not just something that you can kind of claim that you've done, like on a CV, which is it tends to be a bunch of claims. What an open badge does is it allows you to evidence exactly what it is that you've done. Now all of this, and we'll get into a bit more detail in a moment, all of this is based upon a free and open standard, which was originally created by Mozilla. Mozilla is best known for the Firefox web browser, and I used to work for Mozilla until last year I was on the original open badges team. So the reason why standards are important is that anyone who can remember back in the bad old days of the web when you had to use a certain browser in order to access certain websites, like this website is best viewed in Netscape Navigator or Microsoft Internet Explorer. The reason that we're now in a situation where you can use any browser to access any website and it all just works fine, is because of open internet standards. And open badges is built on a free and open standard that anybody can build upon. In terms of what we're talking about pedagogically, we've often talked about lifelong learning, but we've never really had a way in which to make that real. So when we talk about badges being stackable, what that means is that they're not just siloed. Your credentials from school, university, out of school organizations, voluntary associations, professional bodies can all stack together and work together to build pathways. And the really important thing is that open badges belong to the individual to whom they're issued. So they're transferable. You can move them between different backpacks and different showcases and different portfolios. They're in your possession and your control. They're not locked within a proprietary system. So in terms of the metadata of the open badge, this is the kind of the really important part of what we're talking about here. And if you only, when I used to be a teacher, I used to say to the kids, if you only learn one thing this lesson, this is what you should learn. And it's the same with this webinar. If you go away with one thing, not knowing anything about badges before, this is the thing to realize that an open badge is an image and that's what you see.  But behind that, inside the badge in a way that can't be removed from it is the metadata. So the metaphor I often use is that a bit like baking a cake, you can't then take out the flour and the sugar and the eggs afterwards once you bake the cake. You can't take this information out of the badge once you've baked it. They use the same metaphor of baking. So inside this badge are some mandatory things, things you have to include, things like the name of the badge, the description, the criteria, the image obviously, who issued it, when it was issued and who was issued to. But there's also some things that you can choose to add into there. Things like, does it have any tags so it can be discovered easily? Does it align with any standards? So in the states that might be common core, it could be the web literacy map that I helped develop it. Mozilla, it could be vocational qualifications, modules as part of university degrees, anything at all. It could align with a particular standard. Badgers can also expire. So imagine things like first aid certificates, I used to be a lifeguard, that kind of thing. And most importantly, although it's optional, I think that this really differentiates open badges. You can put a link to evidence. And the evidence URL can be anything that you can put on the web. So we're using YouTube live now. We're all familiar with YouTube videos. Let's say that I claim to be able to build a wall. You know, I can build a wall really well. Well, that's great, but really you want proof that I can build that wall. Now, what better proof than a video showing me very clearly building a wall to the best of my ability? And you can imagine that you can put anything else in there as well. It could be a transcript. It could be an order file. Anything that you can put on the web can go inside an open badge, which is a bit of a game changer really. So when it comes down to it, what can you use open badges for? Well, they can be used literally by anybody for anything. There's no barrier. If you want to issue a badge as an individual, you can do that. There's nobody saying that you can't issue a badge for this or you can only issue a badge for that. So there's no particular quality assurance around the whole open badges ecosystem. And that's both a good thing and a bad thing. It's a bad thing. Most people think when they come to it from maybe a university context, because they're used to a situation in which somebody else tells them what is an out of scope for the university or the organizing body. But it's a good thing because it allows innovation and 1,000 flowers to bloom. So it allows the most useful badges to float to the top and people to crowd in and try and earn those best badges that have exchanged value within the marketplace. So you can issue badges for on the job training, for online learning, like MOOCs for professional development, lots of badges for that. And that leads to things like job opportunities. It leads to lifelong learning, being able to show that lifelong learning, but also to unlocking new possibilities. Perhaps later on we'll talk about how certain badge systems have deliberately linked badges to guaranteed things like job interviews, that kind of stuff. And of course, you can share your open badges anywhere on the web. You can put them in an online backpack if you want to. You can keep them offline. You can share them on social networks. You can put them anywhere on the web that allows you to embed things. I'm just gonna pause there in case Steve wants to chime in. I think I'm back in the mix here. I don't know if you're hearing me or not. Yes, yes, go ahead. My friend, we love working with you guys. I think also we love the participants. This is our first launch. Any questions or thoughts or connections you can make if you wanna throw those up in the chat session, we can happen to address, happy to address them. The only kind of extension of thinking is I feel like there's a lot of confusion about badges. And I think sometimes people interject their understanding of badges and they maybe use their working definition of stickers or their working definitions of a token economy. So I think one of the parts of the badging conversation as was just presented is helping people rethink their understanding of evidence and their understanding of proficiency and their understanding of what the learning outcomes are. And I think badging drives that conversation in new ways that allows people to think in new ways. So the technical aspects of the badging can actually lead people to think philosophically about what they're rewarding and how they're rewarding it. So I think the broader conversation is around proficiency and competency and badging helps drive that conversation. Thanks, Steve. I think when we get to the Q&A later, I think we'll dive into exactly how people can use them in different contexts. I remember in the early days of badges when I was on the Mozilla team, people would want a case study of their exact context when that's not the point is that this is an open standard which can be used for anything. And certainly I think both Educators Corp and We Are Open Corp have got a lot of experience of holding people's hands and helping them to think through what might be possible with their organization when you take off the shackles, when you take off the blinkers and you can do really innovative things and we'll perhaps dive into some of those in a moment. All right, so in terms of thinking about how the open badges infrastructure or standard works in practice, this is a very simplified overview. So the issuer can be over there on the left-hand side, can be anybody. It could be education providers, after-school classes, websites, organizations, but it can also be you as an individual. You can decide to issue a badge as somebody who's got expertise in a certain area, as somebody who's got standing within a particular community. I know that when we were talking to the guys at Digital Me at MOSFest, they were saying that some of the most popular badges are ones which have got the teacher's face on it, which seems strange from my school experience, but different courses for courses, that kind of thing. So the issuer issues the badge to the recipient and that is usually done via email address, but as we may get on to later, that's changing in terms of different versions of the specification. And the recipient can decide to accept that badge, which they would ordinarily do, I guess, or they can choose to reject it. So let's say that someone earned a badge which somehow was unwanted. Maybe it showed something which was maybe slightly negative or showed something which people didn't really want to show about themselves. It was an unwanted badge. They could reject that. Presuming that they do accept the badge, then they can download that badge and store it offline. But what more likely happens is they choose to store it in an online location. And that is usually known as a backpack or a portfolio as a showcase, as I said before. And usually what would happen within that platform, for example, a Mozilla badge backpack, that would be entirely private. So nobody could see that badge. You've accepted the badge, but nobody else can see it. And then what you can do is you can then choose to put that badge in a collection. And the collection could be just one badge or could be five badges. And you can name that collection whatever you want. It could be badges that I earned at a particular university. Could be badges that I earned this year. Could be these are my photography badges from different places, whatever it is. And then you can put them wherever you want on the web. And the awkwardly titled consumers, they would be employers, college admissions, anybody who might have an interest in seeing what it is that you know and can do. And those consumers of the badge can click a verification link and see that that person or that organization really did issue that badge. And we can dive more into the technical side of things if you want later on. All right then, so just moving on and thinking about potential use cases. Brian and I spent a long time working with an organization well known in the UK, perhaps not so well known abroad, called City and Guilds. City and Guilds is a 140-year-old organization and they're a vocational issuing, like awarding body, they issue credentials. And they were very interested in open badges for obvious reasons and in fact, recently acquired DigitalMe who we mentioned before. We'll mention other badging platforms. We kind of work in terms of being like a broker. We don't have a vested interest in one particular badging platform but we'll use examples from around the ecosystem. So City and Guilds, we were thinking about all the different ways in which we could issue badges and we came up with four main ways in which that could work. These aren't the only ways, but they were ways in which seemed to make sense for this particular client. So first of all, membership. We thought that sometimes you want to show that you belong to a professional body or an organization. That might be something that you've paid to join. You know, I'm a member of the open rights group for example and I happily pay my monthly fee to show that I support privacy online. There's all different ways in which you might want to show affiliation with a particular group of people. Next thing you might want to do is you might want to show that you've participated in something. So that might be this webinar. It could be an event that you went to, anything at all. You might show that you volunteered for something. Anything which shows that you turned up and got involved. It could be attendance or it could be actually that you've done something which shows that you were active participant in that particular event. Another thing you might want to focus on is capability. That's reaching a defined standard. So things that we've thought about in this regard might be onboarding. So you join an organization and there's certain things that you, there's certain ways in which organizations do things even if you've worked in a similar organization within the sector. There's certain things that you need to know and get up to speed very quickly. So you might, you might badge that. It might be that you're teaching a new subject. It might be that you are getting to grips with something new and you need to reach a defined standard. So capability would be a way of recognizing that. Then another group of badges that you might want to focus on is mastery. So going well beyond mere capability. So you haven't just reached a line and just got over that line, but you've really gone beyond that. So imagine the Michelin star. So you get a Michelin star for being absolutely amazing chef. And it's not like there's a particular line that you're just trying to get over like food safety standards, but this is really demonstrating excellence. You're at the top of your field. You're being recognized by your peers or by the sector or by some professional body saying that you demonstrate excellence. So these are just four ways, four groups of ways in which you might be able to classify or organize your badges. I'm just gonna pause because I can't see the live stream. And so I'm not sure if there's any questions yet either on Twitter or on the live stream. I'll pause just in case there are any clarification questions. I think your brilliance is capturing it so profoundly that we are focused on your explanation. I think you're spot on. Excellent, thanks Steve. Just do chip in if they come up as I go along. Moving on then. So open badges at its core is a metadata specification. So we found out about what metadata was before. Metadata is data about data. The example I didn't give before, which I'll give now is that when you're on Facebook or Instagram or Twitter and it asks you to add a tag like who's in this photo? You're adding metadata to that photo. Or when you go to the library and you use the Dewey Decimal System, that's metadata. That's data about data, that kind of stuff. So the open badges standard as time has gone on has had more things added to it and we're currently at version 1.1 of the specification with version two, a major upgrade due in early 2017. So as things currently stand, there are ways in which open badges platforms adhere to the standard. And sorry, I'm just distracted by a question there. Well, I'll come to that in a minute from John Johnson. Thank you, John. So there's certain ways in which you align with the standard and you saw all of the different things that you have to do in terms of issuing and including the issuer and who was issued to, et cetera. But with version 1.1 of the specification, which came out right at the start of this year, then it has extensions. So you can imagine that you as an organization might have additional needs to what is involved in the specification. You might have ways of extending the specification, but instead of then creating a silo and badges which only work within your particular system, the way that the open badges metadata standard works is that it's extensible. You can add things on, which you can then share back with the community. So one, for example, which is quite useful is the geolocation extension. So what this allows you to do is to say where a badge was earned. Now, that's not part of the core specification, but you can add that in as something that you might want to use. Let's say, for example, you're taking people on a field trip or orienteering or whatever, and you want to show exactly where a badge was earned or maybe you've got many different campuses in your organization, then you want to show which campus that was earned. There's lots of different ways and there's lots of different extensions. You can view those at openbadgespec.org. So John Johnson has asked the question, for a badge store, do you need to follow the store collection display model? So by that, what I think you mean, John, is do you have to store your badge first, put them into a collection and then display them? That's certainly the way that you have to do it within the Mozilla badge backpack as it currently stands. Digital Me, who I mentioned before, have got a contract from Mozilla to update the Mozilla badge backpack, which will always be around as the reference badge backpack. And that's the model and the logic and the workflow that's in play there. With other badge systems, so for example, Badger, there's OpenBadgeFactory, there's Credly, they have different workflows. Some of them force you to sign up for an account on their platform before you can collect the badge. So you have to collect it through their platform and others just allow you to, once you've been issued the badge, just right click and store it offline or upload it to wherever you want. So that workflow, that store collection display model, that was the kind of suggested default way that the Mozilla badge backpack works, but you don't have to do that if you're using other badge systems. So just to clarify that. And just to say again, that you can move your badges between different badge systems, they're not locked in a proprietary silo. So there we are. Okay then, just thinking about ways in which you can go beyond thinking about a single and individual badge is thinking about badge pathways. So we mentioned Badger just there from Concentric Sky. What they've been doing is thinking about a separate standard for badge pathways and we'll perhaps run a separate webinar on badge pathways at a future date. But some ways, and this is certainly not all of the ways you can think about badge pathways are in the following examples. So I live in Moorpath in Northumberland in the north of England and we've got a stepping stones across the river once back right now because there's been so much rain, they're flooded over. You can't get across those stepping stones, which is a nice metaphor for the way in which we do courses sometimes. Courses are only available sometimes at education institutions for one particular semester. Sometimes they're unavailable and so on. But when they are available, the usual way in which we do educational development is that it's a very linear way and we stand on one side of the river as the instructor and we pre-define a linear way of having stepping stones through across the river and then people go through the content, get to the side, pass the exams and congratulations, you get the credential. And if you fall off and fall in the river, well, you just have to start again. That's the way that it works. But another way of thinking about that, even if you don't go down the sequential route, if you still want to be prescriptive, you still have to do these things to get this credential. It's to think about kind of a trivial pursuit model. So I think in America, you call these pies, but we tend to call them cheeses, I think. It shows the difference between America and Europe. But this is still a prescriptive model. You still have to do these things, but you can earn them in any order. So that's a different way of just breaking things up. But let's imagine you go to the far end of that spectrum. Let's say that you don't want to be prescriptive. You want learners to find their own way. Well, one way in which you could do that is to create almost like a sky full of badges, a sky full of stars, and then ask learners to go through and connect their dots in their own way. And there might be constellations, just like there are constellations in our sky right now, like the Big Dipper, the Great Bear, ones which are recognised universally. But there's nothing to say that an individual might not find their own way of connecting the dots, which is valuable to them. So recognising those not in a prescriptive way, but in a descriptive way. One way of thinking about the difference between prescriptive pathways and descriptive pathways was captured by Brian quite nicely here. So when we think about a prospectus, a university or college prospectus, it's a kind of a booklet saying, these are the things that you can learn if you come to our organisation. Whereas a descriptive pathway is much more retrospective.  Here's the things that I've done. And so that kind of history acts as a credential. It shows that you've got experience in a particular sector on different area. One question that's coming through from Amy, thank you Amy, is can you share the definition of open badges? What does that mean versus closed badges? So one thing which I think is quite unhelpful in the badges ecosystem is that open badges and digital badges, those two terms seem to be used interchangeably. Now the way that I, and we'll kind of link to a community course where you can find out more at the end of this webinar. And one of the particular questions which you can answer to get a badge is what is the difference between an open badge and a digital badge? So listen carefully. A digital badge doesn't have to be based on the open badges standard. So a digital badge can literally be just an image with no metadata in. And if you think about that, that's a pretty poor situation to be in. Because all you would have to do to copy that badge is just to right click, download it and pass that thing off as your own. And the thing about open badges is that it has the metadata baked into it. And that's the difference. Open badges have metadata baked into them in a way that just normal digital badges just represented by images don't. So I can check, for example, Amy, you asked the question. Let's say that Amy's earned a badge and it's a digital badge. Well, I could just go along and right click on that and pass that badge off as my own. But let's say that Amy's earned an open badge. Well, if I tried to copy that and pass that off as my own, well, anybody could check that actually that badge was issued to Amy and not me. And they could very easily verify that I was just fortunate and I was trying to pass off someone else's learning as my own. Okay, let's pause there in case Steve or Brian wants to chime in. And Brian's saying no. Okay, so one of the great things about open badges and some of the things which were expected when open badges were created and some of the things which weren't expected when open badges were created were things like it changes the nature of hiring and it changes the nature of how you show what you know. And I really liked and Brian really liked this thought from Kerry North who works for O2 which is a mobile phone provider in the UK mobile telephony services that part of Telefonica. And what she was saying is that with open badges you're no longer just interviewing the extroverts because open badges can tell a much more holistic story about who this person in front of you is. So instead of it just being a collection of academic credentials and maybe for young people it might not even be their job history. Instead, you can imagine situations where someone's got an open badge for creating and publishing a web comic. I know Brian once hired somebody because they solved Rubik's Cube in under a minute and he saw that as latent talent for maybe being able to be a programmer.  But altogether when you start sharing these you start to get a view of who this person is. And when it comes to interview I'm sure lots of people listening and watching this will have interviewed people before. It can be very difficult to find out what's going on. You're trying to draw out conversations you're trying to find out more about this person. And really once somebody gets through the door and into the interview you're trying to get them you're trying to find stories trying to find out if they'll be a good fit. And especially when it comes to people who are less extrovert then a great place to start is their experience their credentials which can be represented by open badges. So I think that badging even very small things very granular things is worthwhile because they serve as places to start storytelling either by yourself or people telling the story in their own head about who you are and why you might be a good fit at an organization. So open badges paint a much more detailed picture of who we are as people. And that's what really drew me to open badges as an educator. What we tend to get is this model where everybody has the same credentials and because of grade inflation because of teaching to the test and all of the things which we incentivize to do within education institutions we end up with the picture on the left where it's difficult to tell the difference between young people because we've just got this very grainy black and white ink drawing. Whereas with open badges I think we can have a much more holistic picture you can see what this person is about and that's the picture on the right. One, when you talk about open badges with some people they think that this is going to be some kind of huge revolution in education meaning that we kick out the old school credentials and we bring in the new school credentials but actually I don't think that's true but I think we still need the old school credentials as some kind of first pass filter. And if you think about those being large stones in a jar the great thing about open badges and being able to credential really granular things is that these serve as new school credentials little pebbles that fill in the gaps around the large pebbles filling up the jar so that you can see much more about this person. So you still have the big rocks but you have the little pebbles as well. And I think that's a nice metaphor and way of explaining it rather than hey, let's blow up the system which was some of the early rhetoric. I don't think this image has been used before in a presentation. Brian has recently redone this drawing and this shows the workforce pipeline. So this shows different ways in which the open badge can be used in different situations. So maybe it's a skills showcase that gets you into the organization. These badges are enough to get you an interview. You pass the interview and you get in through the door. And then maybe there's some onboarding. Maybe badges are used for that. And maybe as a year down the line you start doing some professional development and you're working towards badges in project management or leadership. And then perhaps you're putting together a team and yes, of course you're looking for diversity of opinions and roles and genders and ethnicity within that particular team. But perhaps you're looking for particular skill sets within that team as well. And badges are a great way in which you can show that too. If you want to find out more about open badges then a great place to start with this would be at badges.thinkoutloudclub.com. So I mentioned the work that Brian and I had done for City and Guilds before. City and Guilds are very keen to help other people know about what open badges were for. And so we spun up a course under one of their sub brands which is the thinkoutloudclub. Hashtag for that is OB101. And if you go there, you can click through, you can find out more about why you'd want to use badges. You can find out more about what they are. And you can find links to further reading if you want it. We've tried to cover lots of different sectors. We tried to cover lots of different scenarios and situations, but you can dive into some of the more detailed stuff there. I can see some more detailed questions coming in here. I know John who knows way more about the technical side of things than I do. Talking about EXIF data and securing open badges and that kind of stuff. And in terms of the technical implementation that I would encourage people like John to go to the, I think it's a weekly now standard working group call. It's every Tuesday I believe and they talk about the more technical issues. And if you really want to dive into how the technical side of things work on securing the badge, then I encourage you to go there. This is more of a general introduction. Another question that I can see from Graham Steele. Where do you go to see if someone has open badges on their CV? Yes, it's a bit of a chicken and egg situation here. There are people who are putting badges on their CVs on their websites and that kind of stuff. Employers obviously will start looking for those as soon as they see evidence of people talking about them and using them. I would say that there's more people doing that in the US than the UK. Partly because there's been more funding and partly because the US is a big place. So yes, you would go to see if someone had open badges on their CV. They can embed them on there, but also they might share with you the link to their portfolio which might be provided by one of the badge issuing providers. Another question from Graham on us the same question being asked by Steve as well. Okay, I'm going to switch back just to see if there's any questions that people want to answer now. We've got some additional slides which we could go through in case people want to dive into particular examples or some other stuff. But I'm just going to pause there and switch back to my other screen if I can. Not exactly seamless, but there we go. There we go. Good, so you should be able to see my smiling face now and Brian as well. I think Steve's had to drop off. One of the things you can do in a period is to see who's knocking at the door. Steve's knocking at the door. I'm going to let him in. There you go. Steve, I'll let you back in. Brian, do you want to turn your video back on? Unless you see if you've got any more questions and if there's anything else we feel like we've missed and then we can go from there. Brian, is there anything else you want to add? I think I was very comprehensive, Doug. I applaud your reverting back to teacher mode there. I was, wasn't I? Yes. Yeah, you are. You're pretty smooth, pretty smooth. I think Paul Martin just raised a good point there about some CVs are text-only, for example, the HM government.  Some of you talk through pictures, especially when I've been applying for funding and stuff like that, we get placed with a text-only form or it's fairly clamped down because the first thing they're trying to do is to get rid of as many applicants as possible. So just on that, actually, just on that, I think that one of the things that open badges can do is to reimagine what we mean by HR. So for example, exactly what you've just said there, one of the things we're trying to do is we're trying, if you get 500 applicants for one single job, of course, you're going to have to have some pretty broad brushstroke thing to reject. And often we do it on like, oh, well, they didn't get a good enough degree or they haven't got their high school diploma, whatever it is, big chunky credentials. But of course, what you can do with open badges is you can go out and search and you can find out, I'm thinking about some kind of badge utopia where you can say, well, I'm going to let people through the door, I've got this badge, this badge, or this badge, that kind of thing. Of course, you can hack a text CV by just putting a URL into it. And if people are interested enough, they can just follow that thing. Well, again, I think what people like Boutou are doing and I think universities in the States as well, using badges as a way of starting a relationship with a potential member or employee or person. I think that's quite clever in terms of, well, what makes us, well, let's create badges in and around that. And as people step into that, well, that allows us to have a relationship or even at a distance with those people. And they might be a good place to start if we're looking to fill out graduate position, for example. I think that kind of proactive role in HR is increasingly becoming the case with big corporates because it means that they can have a talent pool to go into whenever they need to, rather than starting from scratch, put the advert out, trying to filter unknown people, that kind of thing. Much more having the relationship with potential people. I was, as lots of people started doing open badges, I was up the road with school recently and they were talking about badging their values. So instantiating their values. I know at MosFest, at the Mozilla Festival, we were talking to the Scottish Social Services Council who were talking about badging huge reports, so that the actionable parts of reports, taking those and seeing how they were being used in the sector. So lots of different ways in which they could be used there. Steve, do you want to? I would just jump in on that. I think this is exactly the conversation about, once we understand the technical potentials, what could you do with badges? I think that's where implementation really starts to, to get creative. And we see some people doing co-creation of badges with the learner, particularly in schools, so that kids, but also teachers, can better understand what is proficiency, what does competency look like? Rather than someone else telling you how to earn a badge, engaging the badge applier to say, well, what would you be willing to do? And how can we bake that evidence into the badge? So I think there's a lot of potential, I think it's raw. I think there's a lot of creativity. As much as badges on the surface might seem like to an outsider or someone just becoming familiar with it, they might see it as glorified certificates, glorified stickers, token economy, moved online. But I think those are superficial interpretations. I think once you get your head around the potential, badges are more flexible, more transferable, more stackable, more manipulative, manipulatable. It's not a security, I'm an American, I'm not a security, I'm not a security. But the idea is that you can do more, and I think there's more flexibility in how you could implement. And I think that's part of what I think this partnership between our two co-ops as well as this conversation is trying to engage deep thinkers around potentialities. What could we do here? And it's very involved, it's very new. Just really starting to tap into mainstream kind of ecosystems. And I think a superficial understanding will lead to superficial implementation. I think people who think of it as a sticker will treat it like a sticker. People who think of it as a glorified certificate will treat it as glorified certificate. And I think once it's launched into that ecosystem, then it'll be a retraining or an undoing process to launch it again. So I think really what Doug and Brian bring in terms of technical expertise, as well as out of the box thinking, can push organizations to use badges in new ways, not simply replicate old systems with digital tools. So I think it's very important if you're interested in this webinar and you're following this chat or you're part of the community to help spread the word and help show open source and open applications so we can drive innovative applications, not just reconfiguring old systems with digital tools. So I really thank you and I want to applaud that we are open co-op for really pushing the thinking and pushing the conversation. And thank you for your explanations. I feel like it always challenges me to think more deeply about what we're doing. And I just want to say thanks again for that. And anyone that's listening to this, anyone who's plugged into the dialogue, let's keep the conversation going. Ask your questions and let's think about implementations that go outside of the box. Great, thanks Steve. We're going to wrap up now, but what I'd like to encourage people to do is to first of all follow Educators Co-op and We Are Open Co-op on Twitter. If you've got follow-up questions, then please do send them to webinars at weareopen.co and we'll make sure they get to the right place. All of these visual images have been taken from the now Treasure Trove, which is available at visualthinkery.com. That's all of Brian's images around open badges and more. So please do feel free to use those under Creative Commons license. We're going to stop now. We're going to make this recording available in case you want to share it with other people. This has been the first time we've used YouTube live, so we'll be very much glad to hear your feedback in terms of what worked, what didn't work, when you could hear people, when you couldn't, whether the use of appearing, which was the webinar showing our faces, worked or not. Love to hear that, love to hear your questions, love to hear any opportunities you've got for us to work together, and thank you again, Steve and Amy and everyone from Educators Co-op and also to Brian and we're just going to hit pause there until next time. Thank you.


The floor may not be in the robot. I was in Minecraft Xbox 360 TU-34, looking for diamonds. I had full iron armor, and had two stacks of gold to make rails for the redstone system I was making. I was playing with two other people, my school friends, Logan and Brian. I walked away from the house we built, and I got lost in under 5 minutes, because in Minecraft it is very easy to get lost.  I kept walking until I reached a staircase that was hidden in the trees. I walked down the stairs in this buried stone brick room with cobwebs and sign wall patterns on the wall forming the number 12. At the other side of the room, I found a jukebox and a chest. Inside the chest was a music disc, it was wait, or, at the time, where are we now, my personal favorite out of all of them. Just for fun, I put where are we now in the jukebox, but when I put it in, something almost completely different played. It played like the normal wait song, but at the 2 minute mark it started getting distorted. And on the 3 minute mark, it just turned into a mixture of static and loud enderman noises that got faster and faster. Seconds later it was so ridiculously fast that it was pretty much static. But 3 minutes and 43 seconds in, it stopped, and instead played ominous 2A sounds. Then the disc ejected itself. I used my flint and steel and lit the disc on fire, and it burned until there was nothing left of it. I then struck up a conversation with Logan and Brian through Xbox Live. Me, guys. You will never believe what I found. Logan, what is it? Me, just teleport over here, and bring the where are we now music disc with you if you have it. Brian, okay? 15 seconds later, Logan and Brian teleported to me. I told them about 12, and they asked me to play it in the jukebox for them. But this time it was different. This time, the disc just played static until 50 seconds in, then it began playing the ominous 2A sounds again. Then where are we now starting playing like normal? But after 20 seconds, it played really loud gas straight right into my ears. It then played static for the rest of the song, then 12 ejected itself. Brian, that freaked me out dude. Me, I told you that you wouldn't believe it. Logan, I'm gonna leave to solve this mystery. Me, way ahead of you. Bluestone active left the party. Logan underscore new left the party. Brian, I'm leaving to. Hero Brian left the party. I did as much research as I could on 12 but found nothing. I just went back into Minecraft, on the same world. But now the jukebox and 12 were gone along with the buried room. In fact, the where are we now music disc had disappeared from my entire inventory. I set the game mode to creative so I could fly back home. I found a jukebox next to my bed, and where are we now was sitting on top of it. It was now labeled music disc 12 in my inventory. I just played it anyway because I felt like it. But the only thing it played was screaming, then static, then blood splatters, then static, then breathing, then screaming. Then it cut back to static for the rest of the song. I also noticed that the disc's color had changed. It went from black around the middle and blue in the middle to looking like disc 14. However, instead of being colored yellow and white in the middle, it was colored aqua and white in the middle. I ejected the disc, Logan and Brian had joined the party and the world. They then flew over to our base. Brian, I didn't find anything on disc 12. Me, me neither. Logan, I found something. Apparently, disc 12 is a retelling of Notch's backstory. Me, but that doesn't make sense either. How can static and screaming tell Notch's backstory? Logan, I guess we'll have to find out what it means. Okay, so recently, I did more research on disc 12. And found out that Notch's childhood was the worst childhood in a lifetime. I also found out that when Notch was 9, his stepdad was abusive to him so he ran away from home. He went to live in a creepy alley, and he had nightmares of tall black skinny creatures attacking him, which is how he got the idea for the Enderman. After two days, Notch went back home, but his mom and stepdad were both dead, and there was a note next to his mom's dead body saying, Don't worry Marcus, I'm after you too. Notch went missing for a while, but then disc 12 was in the game for a short period of time in Java and LCD to allow others to experience how his childhood felt like, and how it turned out. When I went back on Minecraft, I spawned in my house, and C418's Minecraft skin was in my bedroom, just standing there. It then approached me. It hit me, and then hit me again. I got out my iron sword and swung at it.  The screen said that I was slain by 12th underscore entity. That's when I started thinking to myself even more. Who is 12th underscore entity? All I can say is that it's probably related to disc 12 in some way. I looked up that question multiple times, but I found nothing. By this point I knew I had to think straight or confusion would break loose. So I started posting stuff on Reddit about disc 12 and 12th underscore entity. But like I expected, nobody there believed me. So I took numerous screenshots of the two, but everyone speculated that they were fake and I was up to something. But then this one Reddit said that he had also saw disc 12 and 12th underscore entity in his Minecraft world as well. I then got a message from a guy named entity underscore 12 on Google Hangouts. It was just a single image, but it was an image of the window right outside my house. There was a CD lying in the grass that said play me on it. Today when I was playing Minecraft TU 45, I saw something in the distance. I came closer to it. I found out it was a sign with nothing written on it. I also saw patches of dirt. I dug into the dirt, but there was nothing. I dug even farther and landed in this dark underground cave but with no oars, just stone and small patches of gravel that fell on me when I walked under them. I had to use my night vision because it was too dark to see anything. I ran into a couple of bats and got ambushed by gravel a few times, but after a half hour, I ended up at my destination. And I found another sign. It said, go to the location, then chop the tree down, and you will find my gift. I wonder what that meant. So I put a sign next to that one, asking where? A few days later, I got a response from the world, saying you're backyard. So I went into my backyard and chopped down my only tree left. And I looked at the tree stump and found a human skull. Today I found out who 12th underscore entity was. It was a hacker team, founded by someone named 11-18-11. They hacked the game, kidnapped Notch and C418 and forced Notch to add this 12, to which I can't be surprised about. Today I also decided to play the Plain Needus near my house. It started with static, then it cut to the face of Notch, but bloodied. He said, goodbye mother and father. Then it shows no, saying, this is your fault. Over and over again. Then it ejected itself, I threw it to the ground and smashed it. But after I did, my door closed itself. Then it barged itself open. Everything in my room started breaking apart. Then my lights went out, and I heard a whisper saying, Just well. Then I felt extreme pain in the side of my neck. Blood was now flowing rapidly from it. I started coughing blood, I yelled for my one. When my one came, she called an ambulance. When I found out I only had two weeks to live.  First, I deleted Minecraft off of my PC. But I shouldn't have done that. Tonight, someone came into my room. I didn't know who he or she was, but I was pretty damn sure that they aren't nice. The person came into my room and went over to my heart monitor. And they unhooked it. Then everything went black. Guys, I finally figured out how to implement this 12 into Minecraft. Also Notch finally stated that 12th Underscore entity made him add it, and they were the ones who killed his parents. C418 has not said anything related to 12 in the past few months. He says it's a regretful sequence of events that led up to me finding 12. As for Jeb, he has officially removed this 12 from the game. But can still be spawned in using mods. I've also found 12th Underscore entity's Google Contacts account.