And how workforce planning fits into the larger scheme of talent management and how talent management fits into the larger scheme of knowledge management. So we're gonna talk about what is strategic workforce planning when introduced you to the industry model. Then we'll talk a little bit about recruiting the next generation. We're gonna talk a little bit about succession planning and engagement and some strategies for success. Some of these I'm gonna go through very fast because you can read it in the PowerPoint. So I don't even know if this is the right particular definition anymore, but it's the integrated knowledge management is the integrated systematic approach to identifying, acquiring, transforming and developing, disseminating, using, sharing, preserving, blah, blah, blah, specific objects known as knowledge management. It's about getting the right skills, the right information at the right place at the right time when you need it. Simple as that. Making sure you've got the right ability to execute the work in an efficient, effective manner. So a little background on strategic workforce planning. What does that really mean? Through their 80s and 90s, most utilities were tactical, they were labor budgets, right? We can only budget for so much headcount. Little strategic planning didn't go in an effective. Think about the skills that they need or the types of transformational change that was gonna take place. The HR organization, typically called personnel, they really weren't involved in their attrition management or workforce planning strategies. They weren't, they were transactionally based. They weren't helping the organization think out. And only recently have utilities begin to start to be more strategic in driving about how to manage loss of staff and how to understand the turnover and the impacts of that. So what is strategic workforce planning? It's the right number of people with the right skill sets and knowledge, the right location at the right time at the right cost to ensure successful outcomes from the business. Sounds a little bit like knowledge management, right? The right knowledge, the right skills, the right abilities, the right time, the right place. It's the same thing, they're very connected. So strategic workforce planning is understanding the business strategy that you're in, linking it to the demographics and the workforce, big data, developing and executing strategies for people. Because the end of the day, it's all about the people. It may be, you've heard a lot of information stuff about IT systems, right? A lot of IT systems, knowledge management's about people because without people, you don't need the IT systems, do you? We're not at artificial intelligence yet where we're no longer germane at this point. Although the speaker earlier feels in the next 10 years we're all gone and the robots take over. But until then, it's about people. So the evolution of workforce planning went from counting heads to kinda looking at the analytics, to kinda thinking about how you need to position your people to be more strategic about looking forward ahead, planning for the future, seeing into the crystal ball so what you're gonna need. And so we're gonna walk through some of these sort of stages. We're gonna talk a little bit about analytics, so we're gonna talk a little bit about planning for the future and we're gonna talk a little bit about thinking ahead, thinking in the future and how you can do this in your business. So notice the graphic, he stole my graphic. No, do you have a directional understanding? Do you know where you're heading? Do you know what your risk are? Do you know what your employee turnover rate is? Do you know who your stakeholders are and what their needs are? Are you heading in the right direction? Are you just lost and you're just going in circles? I don't know where I'm going, I'm lost. I don't know, I don't have any sense of where do I begin on this journey? So about five years ago, the US industry came together, nuclear industry came together and we developed a model for strategic workforce planning that actually came out of the work that I did at Palo Verde or we did at Palo Verde. Now we didn't start with this model in hand, we just kind of developed it as we went through our recovery process and we said to have an effective strategic plan, you have to have these four elements and I'm gonna go through each one of these quadrants. We did not copyright this model, it is public domain. It is now the industry model in the US for workforce planning, total electric industry, no longer just nuclear, all electric. IMPO uses it, which means WANO uses it, Center for Engineering Workforce Development uses it, the NEI Nuclear Energy Institute uses it and we've been starting to embed it in some IAEA documents. So it's for yours to use. If you become a consultant like me, you can't sell the model or you give me royalties but you can use the model. So it'll help you give direction, right? So let's look at the four quadrants and try to understand them a little bit. So Quadrant One is understanding the business that you're in. What are some of, these are some of the questions you're trying to answer through this process. What are my internal and external sort of events that are gonna affect my business? They are called game changers. What can I expect happened to me? An example of that in the US industry was the ability to find cheap gas through fracking. Now we haven't blown up the US yet. I mean we have some earthquakes but not too many. Right now we're fracking until somebody realizes that may not be the best thing to do. So we have cheap gas which means it's affecting the nuclear industry because we no longer can compete with the price of gas. Price of gas has gone very low and it costs more to split the atom than it does to crack the ground and pull out the gas. What are the workforce requirements to meet my current and future workforce? So think about the technologies that are gonna affect the workforce in the future, right? More digital systems, more machine language understanding, right, more understanding on how we wanna manage that sort of interface between humans and equipment. Different skill sets than what we have today. What are my new skills and knowledges that's gonna be required to be successful for the future? The young men and women who are coming out of the universities today, they learned electronics, little E electronics, right? Microsurgery. Well when you're producing power, you're using big electronics, right? So you have to teach them that, you have to teach them the big E and not the little E. But what are the skill sets that we need today? And then one of my new critical jobs that might need to be analyzed for the future. And then do I have to redeploy people because I've eliminated some type of work and now it's gonna be going somewhere else to the robots? So as robotics comes into nuclear power more often than it will, we'll need different types of skills to manage the robotics side of the business and the intellectual sort of software that drives that as opposed to maybe how to turn the wrench. So thinking about where I'm heading from a business perspective. So once you understand where your business is going, then you need to understand kind of what does your workforce look like? So, you know, am I prepared for the retirement and attrition? Do I know my types of turnover, why I'm losing people? How come I can't keep my new workers? I have a high turnover rate for people with zero to five years of service with me. I lose them after five years or three years. You know, why? You know, what do I have to do? So understanding that. Turn over by critical jobs. What are my knowledge risks? Who has unique or critical knowledge? Competencies that I need for long-term success. And what are my hiring lead times? You know, I talked to you yesterday about it takes eight to 10 years to make our senior reactor operator, but I didn't tell you what the cost is. In the United States, and imagine it's the same place everywhere else, the cost to hire somebody and train them and get them to the senior reactor license is almost a million dollars. Think about that. By the time you hire them and you train them, the training costs, the eight years or wages, the wages of the instructors, all the investment of time is about a million dollars. So think about, if you were about to spend a million dollars on a decision, you'd really research that decision, right? But how much time we actually spend interviewing and thinking about the right candidate for our jobs? We may spend, for lucky, 20 hours on a candidate, right? When you got your job, how long were your interviews? Maybe three hours, an hour, a phone call? 20 minutes. 20 minutes. They made a million dollar decision in 20 minutes. That's pretty stupid, isn't it? But that's what we do. You don't think about it in the long term. But when we invest in our operators and our engineers and our scientists, we're investing in the long term and we're gonna spend money. Imagine if we put a little bit more effort on the front end, how much money will save on the back end for the business? How the business could be much more profitable and successful and not having to worry about constant turnover of talent? Now how long does it take for somebody to become an independent, competent employee? I just talked about that. What's your ramp up training time? When you bring somebody in to become an inspector, it takes a good three years, four years to be a good inspector. It just does. And you think about what you're paying those inspectors in time and development and everything else and benefits. You've got a pretty significant investment. A scientist looking at new technologies. Completely, the cost is just skyrocketed because of the potential revenue source from that new technology in new generation, forms of generation. So you've got to think about how long it takes. Then you got to understand your workforce development. Now this is where knowledge management really comes in play. Because as I said to you yesterday, we're not only a small section of us in the R&D is developing new knowledge, creating knowledge. Most of us is about knowledge preservation. How do we continue to preserve our knowledge for the future? And this is where the workforce development comes in. What are my pipelines, internal and external, for new knowledges and skills? How do I find my candidates internally and externally? What's the organization's accession planning for leaders and how's it being used to fill future talent? We'll talk a little bit about that in today's presentation. Is the organization's internal development programs designed to train employees in a timely manner? Now some organizations, they'll wait to have a class because they have to have at least six or seven people and they don't have the money, the budget to hire ahead people. So they have to wait till they get the vacancies, get the money saved and then have the class. And you're already behind the bell curve when you do that. A lot of companies do it that way. And as knowledge management in place and does it ensure our unique or critical knowledge is being captured and retained and put into training, put into storytelling, putting in the community of practices established so they can share it. So those are the kind of the things we're trying to enter in quadrant number three. And finally in quadrant number four, it's about measurement and actual hires. So you can't measure knowledge, right? We already talked about that, that's a duh. But you can measure the outcomes from that process. For instance, how well are your pipelines working in terms of meeting quality? Candidates, do you have turnover rates that are too high? Are you able to get your lead times for hiring? Can you get that down to like 90 days or 120 days? So you can measure some things to improve it. Later on in this week, we'll have some KPIs that Armanda will be presenting. There will also be some metrics to measure. But these are just some examples of it. I told you yesterday, the best metric on knowledge management is pass rates of operators and pass rates on exams for training. Another great measure of knowledge management is the number of human performance errors caused by new employees. If you have minimum number of human performance errors caused by new employees, you have a measurement and indicator that they're getting the right training and skills to be able to execute and do the job. If your new employees create lots of errors and problems, then you've got a training problem. All right, so when we look at managing our workforce planning risk, we wanna look at our risk indicators and that little button doesn't work. So things like percent of attrition by the job, percent of eligibility or average years of service and employees, housing impacting our business drivers, housing impacting risk events, and then housing impacting potential safety issues. So are things like unplanned outages occurring, equipment failures, do you have to increase regulatory oversight because you're having performance problems? All that affects your ability to have impact on earnings, safety, and business performance.  This is a quick model on how you kinda do attrition process planning, what goes in must come out. You have to, there's models for some of this stuff. These are dashboards that we've put together to measure kind of a demographic profile. But I wanna show you this particular dashboard. This is a dashboard from a utility that I've done some work for. I want you to see these blue bars. You see these blue bars right here? These are people with zero to five years of service. And then the red bar is six to 10 years of service. Notice how they have an over large amount of new workers in this organization. The reason for that is that they had offered a severance package because they were trying to downsize their organization. Lots of experienced talent left. They didn't capture the knowledge or the skills, understand the impact of the business. Those people left on a severance package. The performance of the plant went into the toilet. Very poor performance. And they had to go hire several hundred new people to make out for it and guess what? They weren't skilled or ready to do the work. And that's exactly what happened at this nuclear plant in the United States. This trend is happening all over the United States. It's happening at a parts of the world. We weren't prepared for it. Organizations were financially focused and they lost their talent. So things like these workforce dashboards will help them understand kind of how to look at that and manage that. And these are another examples of graphical illustrations of your age and years of service. You have to understand what that impact is in your business. This is simple to do. Anybody with Excel can do this. You simply build yourself a chart between numbers of people with age brackets and years of service and just plot it. Then you want to do some forecasting on your attrition and hires going out at least five years. There's tools to do this. Or you can simply do it yourself by looking at your historical attrition and doing some sort of trend line analysis. But you want to have an understanding of what you think your losses are going to be by your key jobs. These key jobs on this particular document are generic and they represent probably about 85% of the jobs that appear at an NPP. So when you get this yourself, you can look at it in more detail and kind of see the data. But you want to kind of come up with some analytics, right? Now an HR guy did this. So if I can do this, I'm just a dumb HR guy. Now imagine what you engineers can come up with, right? And then you want some long-lead hiring analysis as to what you're going to need by organization based on this sort of analysis. And then future talent needs. Now the most important piece about this is understanding how you're going to get people into the business, right? Now everybody comes from the outside. Now everybody comes from the inside. So what's your mix and where do you come from? You'll need to do some analysis on your critical feeder jobs. And understand, where do I get my people? And this is an example. It's a FISH diagram. But it helps you to say, if I hire electrical technicians, they come from outside training programs. Other 25% come from other parts of the business. And then I get 25% from the outside. So I mean, just trying to understand how you feed your jobs and where they come from is really helpful. All right, recruiting challenges for the next generation. It is difficult in today's economy to attract new talent into our business because of a number of reasons. In the United States, with plants closing, people are worried that they won't have a career for the future. So they're less likely to go to other industries now. And we're seeing that happen in the United States. You may have that same challenge in your country. So you have to think about the branding and how quickly you get in front of these students and getting in front of them at a college level or in some cases even a high school level in order to start talking to them about the brand of nuclear energy and the value it offers.  We were carbon free before carbon free was popular. Think about that, right? That carbon free only happened the last several years. We have been making nuclear energy since the 50s. Nobody heard about that. So how do we get these people into our business? How do we brand what we do? And so you've got to think about that for your organization. So things like website, specialized websites, papers, university curfairs, conferences, external recruiting firms and employee referrals. Employee referrals are some of the best methods for getting talent into your organization. Because you are the best salespeople. You work there, you know about it. Those are the best form of referrals. And then the recent college graduate hire take that individual with you when you go to the colleges and your career fairs. But you've got to get in front of those college students. And in some cases you've got to get to the instructors at the high school level and at the junior college level to get them to talk about what we do and the value we provide for people and the lives of people. I mean, we power lives without us. What would life be like without our iPads and our iPhones? There would be no energy. Without us you can't have an iPhone or a smartphone. You just can't. There's no electricity. So think about that. Here's a way to sell the business. When you get up in the morning and you turned on the light switch, did you think about us? The regulator has to regulate us. The plants have to operate us, right? I mean, what's it take to turn on that electricity? And when that electricity doesn't work, there's an outage.  They don't care. But it takes a lot to make energy and to distribute it. And so what we do is we power lives. So don't use that tagline. Well, it's accession planning. So what does, so this came from Palo Verde. They said, accession planning begins at a time of hire. What will your organization look like five, 10 or 15 years from now? I just told you, you're gonna spend somewhere between 100,000 for the lower level positions to potentially a million dollars for a senior level position to get them ready for the next level. And so when you hire somebody, are you hiring them just for that role? Right, just for what you need right there? Are you hiring them for the future? Think about that. You should always be thinking about what do I need to hire for the future? So as you become a leader or a manager, you're making selections. Always think about the long term. It's very important to think about that. And so we do things like a nine block assessment. We have mentoring rotation programs. A nine block assessment talks about potential and performance and how will you're performing. We look at that for succession plans. Let's see, retaining top talent. We talk about positive branding, culture in the work environment. Employees are engaged compared to work environment and salary and good rewards. Now we don't always pay the best in industry anymore, but what we do has value and we have purpose and we're carbon free. So that's kind of how we sell our business. So I wanna talk a little bit about leadership because at the end of the day, everything we're talking about here, almost everything we're talking about, it's about leadership. Leadership as you are leaders and as your managers are leaders. And I'm gonna show you an example of the Palo Verde leadership model. Now these red squares right down here are the foundation blocks, right? They're employee engagement, equipment, people, problem identification, resolution, safety, knowledge and training. This is a fundamental block at Palo Verde. And so they're focused on this thing, knowledge and training. I told you they wanna be top-designed in knowledge and training. And so they have these leadership philosophies and notice I highlighted the runs that directly affect knowledge management. So first of all I wanna talk to you about, it's not in red. Every employee is a leader regardless of position or title. So think about that. Do you agree with that? Everybody's a leader regardless of position or regardless of title or position. So what does that mean? You can either lead the organization to help drive the organization's success or you can be a roadblock.  You need to be a leader in helping drive the organization to success no matter what your role is. You should always be leading and as knowledge champions, you're leading the knowledge champion effort to implement these sort of efforts. The next one, we're a continuous learning and organization that's fundamental to knowledge management is continuous learning. And then the other one, knowledge is fundamental, share it. That's a management philosophy at Palo Verde and the Co-General Administration. Now how simple is that as an operating philosophy? Knowledge is fundamental, share it. As simple as that. It goes in all the documents and leaders talk about it. And they all let you read the rest of those things. So the key thing that they found at Palo Verde under all the different programs is employee engagement. And then how they were able to identify and play engagement as they put together some processes about what does it take to be an engaged leader? What's it take to be an engaged employee? What's it take to be an engaged thinking organization? I won't read all of these to you, but it's about everybody's role on that particular area. You basically, you as a leader want to explain the whys of decisions or actions. Your role as an employee is to understand that, ask questions, get clarity, be empowered to execute, and then you would get an engaged organization. They do a lot, at Palo Verde they've done a lot of work with employee engagement groups. They call employee affinity groups. These groups look, our community of practices within the organization. The craftsmanship lives here. That's for the craft workers, engineering excellence too. That's for the engineers. The women in nuclear, that's kind of an NEI effort and an IAEA effort. You see the engaged thinking operators. That's for the operators. Then VPP is a safety group. Organization is, forgot what it stands for now, but it's OSHA certified for safety efforts. Well these are the different types of clear lines that site their employee engagement. All right, it looks like we've got a replication here on slides here. So let's go to the next one. Strategies for sustainability. So this is a concept that we put in place at Palo Verde. So at every nuclear plant site, they have a process called a plant health committee. A plant health committee looks at equipment reliability, most important part of a plant. Reliable, understandable equipment, making sure they know how the plants behave and they're monitoring the equipment. A people health committee is about are you getting the results from your people programs which include your knowledge management programs. And it's the senior management team coming together, looking at these HR programs to ensure they're getting the right sort of success and results. And so there's KPIs that they design. It's a line around the, they get senior leadership line around the people programs. They're trying to monitor and assess the impacts and then they have kind of programs they monitor every quarter, every time they meet. And so the types of topics that are talked in people health are things like workforce planning, updates on staffing plans, succession planning, knowledge, KTNR is knowledge transfer and risk assessments, pipeline program updates, employee engagement program updates, more status updates and then ultimately kind of year-end sort of things of where you're going for the business. But this is a operational focus on HR programs. It's designed to create alignment and integration among the leadership team on the input, want to performance objectives and criteria. Now how many people know what the performance objectives and criteria are? They're called POs and Cs by Wano and Impo. They're very specific criteria that spells out the requirements of how a plant should operate. And anybody that's part of the regulatory industry or part of the plant industry have access to those and they spell out what you're supposed to be doing. Number two, they set strategy and direction for the plant's business plans. And so you're focused on the right people area. You're reviewing the program results. You're providing senior leadership oversight and you provide a sustainability process now because you've got the senior leadership team together looking at these people programs like knowledge management, succession planning, mentoring and development programs, your career mapping activities going on to make sure you get successes and traction in that area. And they're designed to meet on a monthly or every six week basis to stay focused on those initiatives. He's usually chaired by the deputy director along with the site and key managers from these organizations. They meet like I said, every four to eight weeks. They have a defined schedule and topics. They have key performance indicators. I'll show you some examples of them and the idea is that the outcomes are actionable. So these are some indicators, right? And then you'll have to use these. But retention rates, time to fill, employee headcount compared to goal, employee performance goals, succession planning, key positions filled with succession candidates, new higher attrition are examples. So here are some strategies for success. I'm gonna go through these. This is my last slide and we're gonna take a break. You have to institutionalize your processes. That means they have to be, the organization has to understand them. You have to create a guide or a procedure for sustainability. You have to have objective evidence that your programs are working. You have to have a way to measure them. You should be benchmarking others to make sure that you've got good practices and that you're learning from others. And then you have to find out you're getting the results that you're expecting, right? Follow these guidelines and any of your programs you'll have success. And actually, let me tell you how this came up, how this process came up to. My colleague, Tony Marco was at the Czech Republic for, it was an Ozark, 2000 and what year? 13 was an Ozark and they asked him. They said, Tony, how do you ensure you're gonna be successful? How do you sure these are successful? Tony kind of looked at him and he came up with it's okay to be right. If you put all those words together, he spells it's okay to be right. But he talked about every one of those aspects and that's where we put this in place because we find that this works, right? This is a good tool. So use this as your guide. All right, so key components. Have an effective workforce planning analysis and knowledge risk assessment. Have a robust accession planning and employee development programs. And finally, engaged employees are aligned with the organizational goals. Those are the key to a competent workforce from an HR perspective. Then finally, something to think about. The Urquai Nation, I think they're in Canada. When you make a decision, you must think out seven generations out. Now you don't need to think seven generations of nuclear power, but you ought to at least be thinking one or two generations out. And what's the impact? So the Indians thought about this long-term thinking a lot longer before as white guys did. So think about your decisions and how the impact there is not today, not tomorrow, but the years out. And it is now four o'clock. I'll take some questions and then it's coffee break.


Hey guys, what is up? Welcome to my channel. So for today's video, we are doing a bargain or bust where I go through the sale page at Sephora.com and I tell you which items are a bargain and which items are busts. So if you're interested in seeing that, then just keep watching. Hi guys, happy Saturday. I know I don't normally upload on Saturdays. That's not my schedule, but honestly, this weekend, there's a lot of content I want to get up. I want to get this up. I want to get my Charlotte Tilbury bronze or video up that will honestly probably be a second video for today. And then tomorrow, I am also posting another video. So I'll probably take Memorial Day off, but we're posting lots of content this weekend. So just be prepared for that. But for Memorial Day, Sephora is having an up to 50% off sale on their sale items page. They put up a lot of new good stuff. So I wanted to go through the page with you guys. These are like my favorite videos to film because I love to talk makeup. I love to talk sales and I love to talk trash about makeup products. So let's get going. Let me open up the app right now. So here we are on the sale page and the first thing that I'm seeing, I'm really excited about. This is the Fenty Beauty Glossy Posse Mini Bomb Gloss Set. I got this over the holidays when it was new at a paid full price and even at full price. This was 100% a bargain.  Anyways, you have colors that aren't in her line and you have colors that are in her line. $29, that is such a bargain. Highly, highly, highly recommend you get this. If you are interested, it's very, very good. I've also tried the It Cosmetics Bye Bye Under Eye Brightening Cream. $33 is a bargain for that. I don't think it's a special under eye cream, but it does get the job done. I find it to be a bit thick for me to where I get a little bit of bumps on my under eye. So maybe that might turn you off, but if you want a thicker under eye cream, it works. But my skin personally didn't agree with it. I'm talking so fast. I need to slow it down. I'm just so excited. They added so many good things. We have the Pat McGrath Labs Mini Eye Ecstasy Eyeshadow Palettes. These are $17, you guys. It actually looks like, I don't know why the other colors aren't coming up, but these are a really great, affordable way to try Pat McGrath. The packaging of these are not special at all. They're kind of cheap. I like the acrylic, but it is like a cheap non-Pat McGrath luxury experience. I don't know why one of them's not showing up. I think it either sold out or what, but anyways, one's a more colorful one where a lot of the colors are from decadence and the other is more of a neutral one. They're really great. They are good quality like Pat McGrath shadows are and $17, $28 was a great deal. $17 is even better if you want to try Pat McGrath. Honestly, I feel like you can't get a better deal than that. Also, I know a lot of you guys are excited about the Natasha Denona Safari Palette being 50% up, $64. I personally really enjoy the Safari Palette. I think it's a beautiful palette. A lot of people have trouble with the top row. Personally, I do.  It's that top row that might give you some trouble, but truthfully, I really like this one. I think $65 is a great bargain for this palette. It has so many different mattes, so many different colors and varieties and tones. So I recommend it personally. I enjoy it a lot. And then of course, there also is the Tropic Eyeshadow Palette. I like the Tropic Palette. I'm not going to lie. I like the colors in here. I think it's a fun bright palette. However, that bottom row is not very good. You're not really getting what you think you're getting. The top two rows are beautiful. The mattes blend beautifully and I love that. But the bottom row, which is kind of what makes this palette stand out, is not so good. So it's not a bust. I think $64 compared to the $129 that I paid makes this palette more worth it, for sure. But if you want to pay $64 on a palette and you expect every single color to work the way that it should, this isn't going to be the palette for you. If you are like me, though, where I'm like $129 for 50% off, I think that more so justifies the price than I would be likely to get it. So if you're a collector like me, that is a really great deal, but I don't think this is a necessary purchase. The Philosophy Pure Made Simple Cleanser. This isn't that big of a discount, but I love this cleanser. This was actually my first facial cleanser ever. It's so gentle on the skin. So if you have a sensitive skin and you're just looking for an overall really nice kind of cleanser product, I do recommend getting that while that's on sale. Interesting, I haven't seen that before. We have Mark's Jacob Cream Lipsticks for $16. I haven't tried the Urban Decay stuff, but we have a couple colors it looks like. No, just one color of the Pat McGrath Matte Trans Lipstick in Deep Orchid for $23. I really enjoy the Pat McGrath Matte Lipstick formula. I don't think it's the best formula in the world. Her Luxe Trans formula is better, but if you want to experience Pat McGrath, $23 for a lipstick for a plum color, you have to like plums that is a bargain because you're getting beautiful packaging, pink packaging for the lipstick tube. Absolutely beautiful. That is a bargain if you like that color. This, they can't sell this palette. This has been on sale for such a long time, $30. It's an okay palette. There's nothing really bad I can say about it. There is nothing exceptional about the formula here. They just have been trying to sell this forever. The Touch and Soul Medallist Sparkling Foiled Eyeshadows. Oh, you guys, I love these. It makes me sad to see these on sale because I'm worried they're trying to get rid of these, but these are $13. I own every single color for $13. This is an incredible deal. I highly, highly recommend. Let's see what colors we have. Golden Tangerine is beautiful. Honey Brown, if you like bronzes. Persian Rose is gorgeous. All of them are so pretty. Okay. Hollow Mulberry is not my favorite. But Aurora Top is also very pretty, but those are like the darker tones. I have spoken so much times about these products or this product because they really add such a pretty foiled look to your lid. Highly recommend these if you've been interested in them because paying $18 a pop for an individual shadow is hard to justify, but $13. That is a bargain. I talked about this because this was on sale last time. I don't have this. I haven't tried it. I don't know if the quality is good, but this just is one of the most unappealing palettes to me ever. Fenty comes out with such major hits, but I swear they also come out with such major misses, which I mean, this was a limited edition collection, so why not test the waters? But we still have the Natasha Denona Diamond and Blush palettes on sale. I much prefer Daria. I did purchase Citrus while it was on sale as well. I don't think we have more options, but I prefer Daria in case you were wondering. So I like these Sol de Janeiro glow body oils. So I will say if I forget to wash it off, my chest breaks out, which not like allergic reaction, just like oil seeping into my pores and I wake up with zits on my chest. It looks like they're just getting rid of or have two shades on sale and both of them are not violet. And which ones are on sale? Oh, I guess these three. The colors don't really appeal to me. Honestly, there's a lot of glow body oils. I would pass on this one. It's a nice one. I do like it, but I would pass. Let's see Fenty.  These are a really good formula. $1250.  That's pretty good. She has a nice range of colors. I really enjoy her formula. They're made in Italy. They're that Italian formula. And yeah, I really like what colors do I have? Pumpkin rose. I don't have that color, but I like the way that that sounds. Tired. I don't have these colors. Freckle Fiesta is one of my favorite orange colors. I feel like a lot of times orange doesn't flatter my skin tone. This is one of the few burnt orange colors that does. I love this color. I hope she's not getting rid of these or she's repackaging these or something because I really like these lipsticks. But Freckle Fiesta is my favorite from this lipstick line. Also the ABH Norvina Pro Pigment Volume 3 Palette $42. I like these palettes. I think that they were quite a hot topic to trash talk. As far as quality, I think these are really good. I don't grab for them very often. This isn't my favorite color story. The newest one is my favorite color story that I found that the quality wasn't as good as the first three. This one's the most neutral, if you will, but I feel like the color story of this one is a bit sporadic. You're not saving a ton of money on this one. But if you've been eyeing it, the quality is good. I wouldn't say this is a bargain. This isn't a palette that you need to have. But just know if you like it and you've been wanting it, the quality of this is very good. The Melt Palette, this one's $32. That's actually really, really good bargain. This palette never spoke to me at all. I always passed it. I never looked twice at it. I don't know why, but I've never been attracted to this palette. But if you're into Melt and the Melt formula and these colors speak out to you, this is really a bargain. I'm on the fence about what I think about Melt Shadows because sometimes I love them and sometimes they're just not worth the price. This is a much more reasonable price point. Can't speak on the quality of it. But for me, that just doesn't speak to me. And the ABH Luminous Foundation, I find this very interesting that this is on sale, $28. Honestly, I really love this foundation. I have a shade that's way too dark for me. So I've been mixing it into lighter foundations. I'm honestly, okay, I'm not going to do it because I'm on a low buy. But if I wasn't on a low buy, I would definitely buy a lighter shade that I can wear. Also, because I love the formula of this, I think it's really glowy. It gives you a lot of coverage. It's a great mixer foundation because it is so glowy and full coverage. I really enjoy this foundation. I hope they're not just continuing this because this is way better than their stick foundation ever was. If you like, I really like this foundation. I feel like glowy and coverage. This is a really good one. Also, I don't know if you saw this, but Melt does have this eyeshadow for 50% off. The other one sold out really quick. Everybody loves the Muerte. But the Vida palette, 50% off. I haven't tried it. I've heard really fantastic things about this. I heard the quality was great. They really stepped it up with this palette in particular. And $35 is a very fair price point considering I think their shadows are overpriced. Genuinely, just based on the luxury palettes that I have, Melt is a luxury price point for the most part. And I don't think they reach up to the quality of general brands that are at that price point. $35 is a bargain if this is as good as everybody says that it is. Guys, I've been wanting this palette. I refuse to support KVD for a while. It just wasn't good for my channel to talk about it. But this palette is so pretty. Is it not? I'm not going to get it. Obviously, I'm on a low buy. I just don't need it. I'm never going to talk about it. But the money's not going to Kat Von D anymore. And this palette is so pretty. And that's all I'm going to say. I've heard mixed things about the Beauty Blender Foundation. Some people love it. Some people hate it. I've never tried it. I've never really been interested in trying it. But that is $28 if you were interested in that. Like bronzers, tar. Is this still on sale? How to stock. So not even relevant to you.  Just like so much Fenty comes out with great stuff. Don't come for me. But this collection just like when it came out, I was like, why nobody asked for that. So now we're starting to get into things that I for sure have talked about because these have been on here for a while. Oh, we have some more Pat McGrath lipsticks. These are also on sale on her website. It's just a smaller sale. Let me know if you guys want me to cover that. I don't think I will. But Flesh 3 is on sale. Deep Orchid and then OMI. I love OMI. I think it is a beautiful nude color as is Flesh 3. So again, these are bargains because these are limited edition packaging, really gorgeous, very luxe. And those two are really great colors. Definitely better than the Deep Orchid. I do recommend that. Those are good ones. Siaté Glitter Flips. These are the biggest scam ever. They are not good. Don't get them. They're not worth $9. I liked this collection from Lily. I do have them still. I don't use them because you can't really get them. But $20, that's a good deal. These are really good lashes, you guys. Lily lashes are expensive, but I do recommend these if you like Lily because they're $20 and they last you forever. Milf is very, very dramatic. I'm not a big fan of It's Lit. Yasqueen, really like that. That one looks natural. And Sis, I think will be the most comfortable for you guys if you like Lily lashes. I'm a Lily fan for sure. So those are really nice. Have some Bobby Brown lipsticks it looks like. Oh my gosh, you guys, I wanted this palette so bad when it came out $20. That is a bargain. I heard a lot of good things about this palette. I've touched it in stores many times. Not going to pick it up because I don't need it, but this is a really pretty palette. You get a lot of different textures and very smooth. I haven't applied it to my eyes, but I think I felt it enough and stared at it enough and just played with it in store enough to know that this is definitely a bargain. I'm trying not to be repetitive of the last video that I did on Sephora, but also these guys are on sale the Norvina Mini Pro Pigment Palettes. This one is Volume 3. No surprise that these are on sale. Nobody asked for them. Nobody wanted them. She came out with giant ones and I don't think this is a bad idea that she came out with many ones because people don't want those giant ones, but the little ones never appealed to me. They're $20. I can't speak on the quality of them. I haven't tried them, but for me even for $20, they just don't interest me at all for whatever reason. So I must say they're a bust. Ooh, I love Valispa Candles, by the way. This is random that I'm talking about this. $30. I actually might have to get these. These are like a Macaroon candle trio. Actually, I think my dad got that for my mom. Anyways, Valispa Candles, they are so pretty. The casings that they come in or I don't even know what they're called right now, but what they come in is so beautiful and you can display them in your house. They look really cute and their scents are really good. I highly recommend that brand of Candles. Here's another ABH Narvino one. This one's prettier. I kind of like the color story of this, but do I have any interest in picking it up? Absolutely not. Bust. Don't even think about it. I just decluttered mine. I didn't actually declutter it, but I took it out of my collection because I know I'm not going to use it. I'm just using... I'm keeping it to trash pocket. And here we are, another opportunity. I got some random stuff and things I've never tried before. Okay, so it looks like we have the Luxe Trance lipsticks on sale from Pat McGrath for $23. This in my opinion is her best formula and it looks like all of them are $23. She must be repackaging or reformulating because she had a huge sale on these months ago and they never restocked on her website and these are on sale. I would say pick these up if you want these for $23. I love this formula from her. I'm interested to see what she plans on doing with this because clearly she doesn't want the stock of it anymore, but these are really beautiful formula. Highly recommend these. So these are definitely, I think of everything that's out right now. Definitely the top of the list that I think is a bargain because they're extremely luxurious. They have a beautiful formula. Highly recommend those. I'm sad if she just like changes them. This is kind of a bust. I have this palette. I keep it because I low key like it from Too Faced. I did a whole review on it. I think it's pretty. I like glitter. I like pressed glitters. You don't need this though. It's not the best that Too Faced has to offer. I would say that's a bust even at $30. Oh, I love this primer. I hope they're not getting rid of this from Touch and Soul. I have like three of them in my collection. They're really great. I think this really does smooth my skin out. It's $13. That's a bargain. So hopefully that's not leaving. Sometimes when I see makeup that I love on sale though, I get really, really sad if it's really good. They have a lot of good stuff on this website today. Dang. It's making me sad. The stuff is so good because I hope they're not getting rid of it. Yeah, this color story doesn't interest me. Ooh, okay. I don't have this one. This is the only mini palette that I don't have because I have the full size. This is supposed to be the reformulated version of that last row on the Tropic palette from Natasha. I don't know why it's on sale, but $12.50. That's a bargain, assuming that it's a better formula than the regular one. I heard you guys told me it was pretty good. So that's something. Oh, and this. I want this. This meteorites from Gorillon. My mom has something like this. I love the meteorites. I don't know if this is worth it or not, but that's still probably a bust, but I still want it. Talked about the Lawless palette before I think that's really, really good. We're coming to the end. This is a much more fair price point for that. It's still not worth it. It's just you're paying for the name of the Givenchy, but that's not that special. Oh, you guys, I really like this one. This must not have sold well. This was from the Lunar New Year Collection. So I bought it. I love the look I created with it, but I wasn't wowed by it. The quality was there for sure. Like there was nothing bad I could say about the quality. It's just of her entire line. This one didn't speak out to me color. What am I doing? This one didn't speak out to me color story wise. So it's not a special palette of her line. The packaging is really pretty and the quality is good though. So if that is something you wanted that is a bargain, but it's not the best that her line has to offer in case you were thinking about it Lunar Beauty is not has to be out of stock. Yeah. The Hello Happy Soft Blur foundation from Benefit. This looks like most shades are sold out anyways. I like this foundation. I will admit it was a really nice lightweight foundation. I guess they're getting rid of it from their line. But if they have your color for $15, I thought it was a nice wearable foundation. Nothing bad to say about it. But yeah. Okay.  That is everything that is on the on sale page right now at Sephora. I added a lot of really nice products though, which is both exciting and sad if they are getting rid of those products. But there we go. That was bargain or bust for the Memorial Day sale at Sephora. Let me know what you guys pick up. I will put the link down below to the sale page and everything I just showed you will all be there. So thank you guys so much for watching this video. I hope you guys enjoyed it. If you aren't subscribed to my channel already, I hope you take the time to do so. And I will see you guys in the next one. Bye guys. Have a good one.