d the elderly couple occupies the ADU and then they don't have any storage space or they don't have a place for a guest or it's not big enough to be a comfortable home for them. And that's a comment that we've heard a few times. So that was the impetus to expand. Thank you so much. And Janet. Just a quick question. There'd be notice to the abutters within 300 feet, right? That the permit was being applied for? There would not be. Oh. In that scenario, there would not be notice. Unless you add it to the plan. I added that. Unless it were a special permit or a notice. I would add that. Yeah, I think that just seems like a basic. Yeah. Very good. And without any other comments from the board, we can go to the public and I see Pam Rooney. Hi, Pam. Can you unmute yourself? Kevin, thank you, Pam Rooney, 42 College Street. Thank you. A question of the process that we're going through tonight. Does the planning board or would the planning board plan to make any recommendations on this to the CRC? I know the inclusionary zoning just sort of everybody nodded their heads and often went to the CRC. Is there no formal transition or transmittal letter, if you will, to the CRC for any of these? So that's the general question. Thinking about parking. I guess I would ask maybe Rob Mora is parking traditionally assessed sort of at the, per the number of bedrooms. So if it's a three bedroom, you might require at least two parking spaces. It's not three. And if it's a one bedroom, you require at least one, but maybe two or so.  The adults versus unrelated. To me, the having three adults identified as the cap makes more sense than unrelated because the three adults could be a family. It could be two unmarried people with a child. It could be whatever, but at least it caps it at three, which I think is probably the intent given that this is an accessory dwelling unit rather than the primary residence. So again, it feels like it makes sense to call it three adults, not three unrelated, that there be a little more definition of minimum parking required. And then owner occupancy, which also seems to be sort of a reasonable means to maintaining some ownership opportunities in town. That happened to hear, you know, my financial guru, Kai Rizdahl, in marketplace, and there is in fact a really large growing market for investment, snapping up single family homes and converting them to rentals. And it's everything from pension funds to other investors who are taking advantage of this sort of untapped market. So I think it makes sense, or it feels like it makes sense to keep the owner occupancy status and for Amherst that may be a really good thing or helpful at least. Thank you. Thank you, Pam. Chris, do you have anything to add? I would just say that, you know, we'll put our heads together and put all these questions, comments that we've heard tonight and send them on to the chair of the CRC and see if she wants to bring this back to her group once more. But the indication that she gave us yesterday was that they didn't need to see this again. So, but we'll certainly pass on the comments that we've heard tonight. Very good. All right. So, may I say one more thing? Yes. Is that if this, even if this did go straight to the town council, the planning board would hold a public hearing on this. So there would be an opportunity to make changes at that point. And I think, you know, when we had the article 14 discussion and Janet brought up the issue of notification, I believe that the change to article 14 that required a posting of a notice for 10 days did come out of that public hearing process. So what I'm saying is there is still an opportunity to make changes to this during the public hearing. And then there's the opportunity to make changes to it once it gets to town council. So it's not cast in stone just by sending it to town council. I just thought I'd mentioned that. Good. So you were at the three hours into this meeting and I don't see any other, you know, hands raised. So let's move on to update on other zoning priorities and in work plan, if any. I don't have an update other than to, well, no, I don't have an update. You will have a public hearing on the moratorium on May 19th that's been decided. Okay. Old business topics not reasonably anticipated 48 hours prior to the meeting. I don't know. Okay. New business. So we have this zoning bylaw section 10.02 discussion regarding associate members of planning board. So this was brought to our attention because the CRC and the town council are in the season where they appoint members to the planning board and the zoning board of appeals. And they were looking at the zoning bylaw and remembered. I'm sure they thought about this the last two years but they were reminded that the planning board has the opportunity for associate members. So they are pondering that whether it's worthwhile to consider that. And I think we sent you a letter and a memo from Lynn Griezmer on that topic. And so she's made recommendations to the town council that they could consider three different options for having associate members. But they did want to hear from the planning board as to whether the planning board thought it would be useful to have associate members or not. So that's why we're bringing this to you. Very good. I don't really have any comments on this. And I'm sorry, I'm looking for comments from the planning board. Andy? Yeah, I would just, I would be curious, is there a problem that we're trying to solve by doing this? Cause I think we have a pretty vocal group of attendees that we get feedback from. And I think that we process that. So I'm, I guess I'd be curious if there is a motivation behind the ask. I'd say the motivation is that it's possible via the state law to have associate members on the planning board. And so it was put into the bylaw years ago that this was possible. Associate members can only vote on special permits. And the planning board doesn't really see that many special permits. They do see them for dimensional modifications and occasionally for use. But generally speaking, the planning board doesn't have special permits. So it would be in the case of, you know, the inability to act on the part of one of the planning board members and an associate member would step in and could only vote on a special permit. So my personal opinion is that I haven't observed a need for associate members. In the whole time I've been, you know, working in the planning department, which is going on 18 years now, but you may have a different point of view. So we're offering this to you as a topic. Yeah, I'd be inclined to agree with you, Chris. Yeah, I'm sorry. Thanks. Thank you, Andy. So, and Chris, that your opinion is consistent with the planning board change from nine members to seven members. Same thing really. I don't think there's really a need for associate members. Would you agree? I would. And I'd say this planning board and planning board's going back a number of years have been very diligent in, you know, coming to meetings and doing their reading and not being absent. We did have a problem maybe 10 or 12 years ago with people who didn't take that as seriously as they might have, but we don't have that problem now. So I don't really feel like there's a need for associate members. Thank you. Any other, Johanna? My, I think in general, that all sounds right to me. And then I just wonder whether having associates members, you know, creates an on ramp for people to get up to speed so they can potentially join the planning board down the road. But I think you can also, A, get that by, like if you're interested in the planning board, you just start attending meetings and you can follow along that way. And so I'm thinking out loud here, but, you know, in the spirit of creating a pipeline of good planning board members who are ready to hit the ground running when they start their term, that's the one thing that I think, you know, having the associate members might be helpful for, but I don't think it's required. Good, good, Janet. So I didn't have a lot of strong feelings about this or thoughts because I don't have that much experience with the associate members. It doesn't seem like it's something we'd want to amend the zoning bylaw to remove. I mean, it's in the state statute and other towns found it useful. When I read what other towns were doing, it did seem like the on ramp was helpful. And that I thought I heard somebody say that there is somebody who's applied, who's interested in the planning board, but wanted maybe to be an associate member. So I wouldn't want to preclude that. So, you know, I feel like leave it in there. If CRC finds a candidate that looks like that might be a good associate member, it's only one, I guess, one or two people. And, you know, I don't know, it just seems, it seemed fine to leave in there. And then if there was somebody that looked like they'd be a good candidate for that, let's CRC and the town council sort that out. So that was kind of my feeling of, you know, it could be useful kind of thing. Is the town council, is Lynn, is the chair asking us to take a vote or do they just want our feelings about it or thoughts? I mean, what's our response? Cause... I don't think she specifically asked you. It just seems like you might want to do that just to make it really clear how you feel about it. So we'll have a vote. Or do we just want to give the feedback that what people were saying? Yeah, so, Chris, do we need to have like a, is this a hearing or just, you'll take our thoughts and... I can take your thoughts and share them with Lynn Griezmer. Okay. Is that enough for you? Is that adequate? Fine by me. I can write a memo and send it to her. Does anyone feel like we should amend, does anyone feel like we should amend the zoning bylaw to remove the possibility of associate members? Is they don't have a strong feeling on that? Cause that was one of the town council options. I don't, it doesn't seem, it doesn't seem needed. So will we have to like talk about this every year? Sort of thing, is that, is that what's the, because yeah, I mean... Well, the only time I remember in the last few years where this might've been an issue and it wasn't a special permit, it was a site plan review. So it's not really an issue, but there was a time when two members of the board had to recuse themselves or thought that they had to recuse themselves because they were on the butters list and they ended up having to go to the, I guess it was the select board or maybe it was town council. I don't remember how long ago it was, but a few years ago, they had to go to whatever the legislative, no, whatever the executive body was. Well, anyway, they had to go upstairs and get approval to be allowed to vote in this particular case because they were both on the butters list. So, but that, again, that was a site plan review and not a special permit. So why did I tell you that? I don't know, just a couple of things, I guess. All right, well, oh, Tom and Doug, Tom, please. Yeah, sure, I just wanted to put my two cents in there.  And I don't, I kind of agree with Janet. I don't see a need to strike it for any particular reason. I do see value in the sense that having potentially, we might be a small group one day and having an extra person available might be really beneficial if there's four people instead of five or six filled at a particular moment, there might be a need for an extra body. And so I think there are conditions where it might be necessary. So I don't think we wanna strike it. I'd rather have this conversation once a year and decide we don't need one and be okay with that rather than run into a problem in the future. So my sense is that I think if we just wave that for now and say, no thanks for this year, I think that's where we have a strong relatively new but also group of seasoned people here. So I feel like we're capable and present. So I don't think we need another body to muddy the water but I wanna keep the amendment there so in case we need it. You know, Tom, I got reprimanded for saying the same nine months ago. So just wanna say that, but I agree. So Doug, please. I agree with Tom. That's it. All right, we're speeding quickly to adjournment here, I feel. Jack, Maria has her hand raised. Oh, now it's down. I was just gonna say, I agree with Tom and Doug. I do too. Me too. So, and Janet. All right, so any other discussion on that? And I guess we can open up to any sort of public comment. I see none. Okay, so topics not reasonably anticipated 48 hours prior to the meeting with regard to new business. No, none. Okay. And form a in our subdivision applications. None. Okay. And upcoming ZBA applications. No. Okay. Upcoming SPP, SPR, SPB applications. None, none have been submitted. Okay. Plenty board committee and liaison report. So the Pioneer Valley Planning Commission we met last week and what was, what was of no worthy here? Well, I sent you that one document. They were talking about the housing choice that was been approved by Governor Baker and how that kind of filters down. So maybe you can forward that to the planning board. I think we're on point with regard to all that, especially where we approved, you know, simple majority for site plan, or no, a special permit. For site plan. For site plan, yeah. Okay. And yeah, that's all I have on the Pioneer Valley Planning Commission. So Andy, the CPA. Yeah, no real updates. We have a final meeting of the year coming up. I think by the end of this month, I don't remember the exact date, but no new updates. Good, good. Add commission, Doug. Yeah, we attempted to have a meeting last night, but there were not enough members present to make a quorum. That was probably the second or third month in a row that that's happened. And we are down. We're gonna lose another member in the summer. I'm not really considered a member. I'm just a liaison. I'm not a voting member. I don't contribute to the quorum. So, you know, on the one hand, we need some more members so that we can meet. I haven't been associated with the board for very long, but I'm still trying to figure out what the purpose of the board is. So to me, it's sort of a group that is looking for a reason to get together. So I have yet to really understand what their value is. And if, you know, I guess the other option in terms of not appointing more members would be just to dissolve it. So, but I haven't yet, you know, argued for that. Thank you. So, all right, so you're not, you wouldn't recommend Chris kind of bring that forward to, to... Well, I, you know, I don't know anything about the politics of the whole of the boards.  So they seem to operate on a much more casual basis.  You know, I'm happy to have that conversation with anybody about that. Maybe somebody can educate me. But right now I just haven't seen, you know, I haven't seen very much actual business conducted partly because they haven't been able to get everybody together. And most of the business that I've heard was, gee, what should we do this year? So, you know, they don't seem to have a lot of statutory responsibilities. And maybe that's part of the issue is that, you know, so... I have to say in the few years I've been here, I don't know what. I'm in the same boat with you, Doug. So... Well, I actually, I mean, I haven't yet figured out or found the statistic of how many farms we have in town. But right now it seems like the representation is maybe a little bit more heavily with advocates for sort of sustainable farming. So it's not kind of the business end of agriculture. It's more the healthy eating and social justice issues around food, which are all, you know, valuable things to be talking about. So I almost wonder if it should be something like the food commission rather than the ag commission. Or like a Board of Health thing, even. Well, yeah, I don't know. Sorry for going on so long. No, I mean, that's, it's interesting. So thank you. I think it used to be a committee of the conservation commission.  I can share your thoughts with Dave Zomek because he's of any of the town staff people. He and Stephanie Chickarello are probably the ones who are most involved. Yeah, Stephanie is our liaison or our staff member. I will say last night, the chair. See, we didn't really have a meeting last night because we didn't have a quorum, but we talked for half an hour. I think it's a little bit of a discussion. But we did have a meeting last night because we didn't have a quorum, but we talked for half an hour. And the chair did, did bring up that he would like to have. Some of the conservation land that the town owns. That would be conducive for farming. He'd like the responsibility for that transferred from the conservation commission to the ag commission. So that we could manage the licensing and oversight of some farmland. So I, you know, I don't know. Stephanie was going to look into that.  You know, that's just my thoughts at the moment. Okay. Thank you. Thank you, Doug. Thank you, Chris. The design review board, Tom. Sure. So last meeting we had was last Monday, which I was not there for and just catching up. There was a review of updated restaurant facade for 51 East Pleasant street. I guess it was the name of the restaurant there that's going in. The former bird teaches. Yeah. And so that was approved by the board with a couple of recommendations, but generally speaking, it was approved as is. There was discussion also about the Pomeroy village intersections, just like we had in our committee. And there's a memo that'll probably circulate with some notes about what everybody said. So I want to go through all that. And we have upcoming meetings that are being scheduled in regard to the. Archipelago investments for 11 and 15 East Pleasant street with some. I guess we're looking at facades. I haven't looked at the artwork yet. We don't have a date for that meeting yet, but that's coming up and there's a couple. Or at least one art exhibition that's supposed to take place in the common that. And we have a couple of meetings that are coming up. And we have a couple of meetings that are coming up. And we have a couple of meetings that are coming up. The DRB needs to approve as well. So those are coming up to different meetings coming up. So if you can look out for those. Very good. Thank you so much. And then the CRC roundup. Chris. Well, we did meet with them yesterday. Rob Mara was there and Ben and. Nate and Maureen from my office and myself. And we went over essentially the things that we went over today and we had. We told you what their reaction was. Inclusionary zoning is ready to go to town council. They thought afford. Accessory dwelling units was ready to go, but you have reservations. Some of you have reservations about it. And what was the other one, the mixed use buildings, they didn't think was, was ready and needed more discussion. So they're going to be, they meet twice a month. So that's what we're going to do. And then we're going to have to, you know, if things change a lot on the things that we're working on, we'll certainly bring them back to you. That's all I have to say for now. Okay. I have nothing to report for the chair and report of staff. Well, I just wanted to let you know that there is going to be a small, well, we hope it's going to be more than small. But we're going to have a tent and 12. We're going to have what Paul Backelman is calling a pop up tent. So we're, we're putting up a tent. We're going to have donuts. And we're going to have boards that show essentially, you know, what we've been talking about with people over the last couple of months. And just get people's impression about what they think about the intersection and what direction they'd like to go. And so you're all welcome to join us if you'd like to, I think we're going to, you know, meet there and then probably take a little walk around the, the area. But I'll be there and Chris 10, 10 in the morning. Yeah. Will they be at Kinstown us? I believe so. Yeah. Claire Bertrand is offering to bring donuts. She's the manager of that property for around the bird here. Our dogs welcome. Welcome. Sure. Yeah, it's all outdoors. Good. And what else? A journey. A journey. All right. We, we, yeah. All right. We've been at, you know, somebody long evening. So thank you all. And we are meeting next. Next Wednesday about North Amherst library. And I'm not sure if there's anything else on that agenda. Is there. Pam. According to my calendar, there is. No, not, but I feel like there is. We'll get back to you on that. Definitely North Amherst library. Yep. I don't know. It's hard to keep it all straight meeting every week. Yeah. Everybody have a great rest of their evening. I have a quick question. Chris, I'm sorry. I'm sorry. The moratorium meet when we're discussing it on the 19th, will that be the public hearing? Yes. Okay. Great. This is public hearing with the CRC. But it's at the planning board time. And what is the. So we held the hearing. And what particular product. Or we to. Issue after that hearing. We'll get back to either CRC or town council. Is it a report or a recommendation? And if it's a report, who writes it? And how do we as a group figure out what it says? And what's the timing on it? Well, you vote on what it says. You're making a recommendation to town council as to whether they should adopt this. New zoning bylaw. It is a zoning bylaw. It's been characterized as article 16. So the planning board will make a recommendation about whether they think this is some, something that needs to be pursued and adopted. And the CRC will make a separate recommendation. What normally, well, what's been happening. In the last year is that staff has written the. The report. Prior to last year. Members of the zoning subcommittee. Often took that. Responsibility. And prior to that staff route. So I guess I'm volunteering to write it, but then I'll send it around to all of you. And you can review it. Perfect. Is this something that we should be discussing as a. Planning board prior to that. Hearing. Is that something that would want to drop on an agenda. Between now and then. I mean, I'm just curious about how. How we all. Sort of air all of our. Opinions in a. In a slightly different form than the public hearing if that's necessary or possible. Agenda for next week, if you want to. Yeah, that's a good idea. I'm also kind of, I'm feeling, you know, what, you know, Doug and Tom are saying it's, it seems like it's, it seems like a really. Kind of unique sort of. Situation given. What we have on our plate. And so, you know, I've inquired. You know, with the town staff and that and, and looking for further clarification as well. So. But I, I agree. I think that would be good to add to the agenda for next week, because it's hard to talk.  Discuss it beforehand. Because we might have questions and different ideas. But it looks like she's going to bet. Oh, no, it's the cat. Well, that was your pillow. That's a huge cat. Seriously. Oh, good. As you are. Does you have anything else to say? Because your hand is. Is that. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Sorry. Okay. All right. So we're good. Adjourned. Good night, everyone. Thanks.


Happy New Year everybody and welcome back to Classic Replay. This video is the Commodore 64 top 10. In the competitive world of home computers, the Commodore 64 is absolutely unbeatable. With its enormous 64K memory, its printers, plotter, disk drive, monitor and its vast range of software, we believe the only thing the Commodore 64 doesn't have is any serious competition. The Commodore 64, never forget it's the world's biggest selling home computer. Who am I to argue? The reality is at the time this was like a mini arcade machine for the home and no other game portrays that more so than Bubble Bobble for the Commodore 64. Although that advertisement from the UK there is a bit aggressive, I have to admit there are a lot of games on the Commodore 64 that captured the spirit of the arcade originals. If you don't already know, I was an Amstrad CPC bunny back in the day with good access to the ZX Spectrum, Commodore 64, Commodore 16 and MSX. Now this next one needs no introduction. It's Bruce Lee and it's absolutely fantastic. I still play it to this day. I played it on the Amstrad CPC, the ZX Spectrum, but in my personal humble opinion it doesn't play out any better than on the Commodore 64. Although the graphics look basic and it sounds very basic, it's the level design and the game itself, the playability that captures you and pulls you back for that one more go.  Fantastic. I first played this on the Amstrad CPC and I thought it was absolutely brilliant on that system. I then later played it on the Commodore 64 and just couldn't believe my eyes. It's fast paced, it's frantic, it's colourful, it sounds amazing and plays an absolute blinder. The shoot-em-up section, horizontal shoot-em-up section needs to be seen to be relieved and it all sums up to this being one of the best games on the Commodore 64. Again for my sins, I originally played this on the Amstrad CPC after reading a review in Amstrad Action where they rewarded it master game status and although it doesn't feature scrolling, I absolutely swear by it. But this version is absolutely amazing. Once you get the actual hang of the game, there's nothing else like it. This really is a truly original game. For those who believe innovation is nothing but a buzzword, show them this. I guarantee 100% that we've blown away. There's so many good racers on the Commodore 64. Stunk car racer, turbo outrun, turbo charge, power drift and many more. But for me, non-better pit stop. And the multiplayer element is absolutely superlative. Seriously, I cannot fault this game, it's really addictive. It's fast paced, corners come thick and fast and I remember not being able to put this one down. I'm not sure what I love more, the Commodore 64 or the memories of playing this game. Let's face it, this is a very early version of Sensible Soccer. But saying that, this is the best football game I've ever played on an 8-bit machine. I can almost hear Emily New's international soccer fans winting but rest assured I love that game as well. Going to lie to you, it really did come down to the toss of a coin. The 64 really did have a good abundance of footy games but this primarily is the one I kind of come back to. I knew nothing about this game on the Commodore 64. I originally played it on the ZX Spectrum then later on the Amstrad CPC which was kind of like a cut-down version but then I played this and it blew everything away. You really have to play this game to believe it, to believe that it's all happening within 64K. The graphics, the presentation, the sound, everything is absolutely brilliant. The programmer has deserved an absolute knighthood for this. It's difficult to pin it down but this is one of my favourite games of all time especially on the Commodore 64. I had it on the Amstrad CPC but it was absolute pitch. They really did nail the presentation and the graphics in this game. I did later play it on the Atari Lynx and the Sega Mega Drive but there's no place like home on the Commodore 64 for California games. Still can't believe this game. I saw it late in the Commodore's life. You'll probably think I'm crazy saying this but I prefer it to the original Mario games on the NES. Apart from Mario 3, that was a really special game but it's got absolutely everything the Commodore 64 shouldn't be able to do. I personally found it difficult. There's a steep learning curve but it's one if you stick with the rewards absolutely boundless. It's only fair we have some honourable mentions because there's so many great games on the 64 and let's kick it off with who dares wins too. I love Commando on the 64. I loved it on the Amstrad CPC. I loved it even more on the Speccy. But there's something about this cheap budget game on the 64 that massively reels me in. I can't tell you why, I don't know why but I absolutely love who dares wins. There's so many great shoot-em-ups on the Commodore 64 I really didn't know where to start but this is one of the games that I come back to on a regular basis. So I've chosen it purely on the basis that it's the one that pulls me back in the most. Also they did a remake of this on the Nintendo Switch recently and I played the absolute cartridge out of that. It's just one of those games that encapsulates that one more go and you can't stop playing until you've seen it through to the end. So for me personally it's absolutely brilliant. The only reason I chose Turrican 2 over this is because the shoot-em-up sections on Turrican 2 are fantastic, absolutely fantastic. That's not to say that these shoot-em-up sections in this game aren't brilliant as well. I guess the second game is just bigger and badder than the first. I've never understood the issue with producing a game even if it's a sequel with more of the same great stuff of the original. Nothing beats a good game of golf and until Jack Nicklaus and the PGI Tour series nothing touched this on the Commodore 64 or the other 8 bits. I probably shouldn't admit to this but I still play leaderboard, tournament leaderboard, till this day. For me personally this is definitely one of the best games US Gold ever, well one of the best sports games US Gold ever published for the Commodore 64 and it's the reason I play golf today. Talk about arcade perfect. Boogie Boy plays an absolute blinder on the Commodore 64. I don't think there's anything else like it. I had it on the Amstrad CPC originally. I played the Speccy version as well. Love both of those. But this, I played the Amiga version as well. But this trumps them all. It's so fast and so smooth. You can't believe you're playing it on an 8 bit system. I mean for comparison, play the Amstrad CPC version. It's absolutely brilliant but it's much slower compared to this. I'm never thinking it should have made the list. I can never make my mind up which I love most, Beechhead or Raid over Moscow. I guess the only problem with Raid over Moscow is the initial hangar section which I found absolutely infuriating and difficult. But I really wanted this in my top 10 and Beechhead too as well. But alas, it was not to be because the reality is there's other games that I preferred ahead of this.  So drumroll. For me, IK Plus was the ultimate fighting game on the Commodore 64. Yes, there were some greats before it. Way of the exploding fist, international karate and many more. But this took it that extra mile with the third fighter. Fantastic animation and gorgeous backdrops. You were basically the karate kid and it felt like a real fight.  Anyway, I've spoken enough here. You can watch this video until the end. If you like this video then please do me the honour of subscribing. There's the bell that you can click as well which basically lets you know when I've uploaded a video. And please leave a comment, like and let me know if there's anything you think I've missed or want me to cover. Thank you for watching the rest of the video and until next time, bye!


Welcome to using the accessibility provisions in NCC Volume 1. The focus of this presentation is on the NCC provisions for access for people, including those with disability in Volume 1. Understanding the NCC accessibility provisions. The definition of disability shown here is used in anti-discrimination law, not the NCC. It is very broad and covers about 20% of Australians. People protected by discrimination by those laws may experience difficulties using buildings, so buildings need to be designed and constructed in ways to ensure that they are accessible. It's not just people with a mobility disability who experience barriers to accessing and using buildings. Potential barriers to access may affect anyone, both people with and without disability. Two examples of how a person's needs can affect building design. The absence of contrast on stair-nosings makes stairs more hazardous for all users, but especially for people with a visual impairment. A stepped entrance creates a barrier for people who use wheelchairs and other people with mobility impairments such as sore knees or hips. Challenges hearing in a place with amplified sound such as a theatre or conference venue. Good access has benefits for all people, for example, families with small children, older people, people with temporary injuries, anyone delivering or picking up goods. What are the NCC accessibility provisions? The NCC sets out the minimum requirements for the provision of safe, equitable and dignified access to buildings. The overall access objectives are to ensure, as much as possible, that people can use buildings independently and with dignity. Ensure that buildings provide a continuous accessible path of travel, i.e. one that does not include features that might impede safe, equitable and dignified movement and access to facilities. Provide, as far as reasonable, people with safe, equitable and dignified access too. A building, the services and facilities within the building and safeguard occupants from illness or injury while evacuating in an emergency. Examples of adhering to the access principles include accessible entry to a new building must be the principal pedestrian entrance and not one around the back of the building. Gaining access to a swimming pool should not rely on someone having to be carried into it. While there are some exceptions and exemptions within the NCC, access is required to most spaces and facilities within a building used by the occupants, who may be customers, visitors or staff. The NCC is mainly concerned with the physical construction of the building. Generally speaking, what happens after construction in terms of fit-out and ongoing use and management are not covered by the NCC, but continues to be covered by discrimination law. The NCC does not address three areas. Fixtures and fittings used in a building, such as furniture or reception desks. Wayfinding information, such as room numbers or general information science. Management policies or staff behaviour. For example, if the staff at a nightclub refuse to allow a blind person entry. So it is important to comply with the access provisions in the NCC so that a building is built in such a way as to be accessible to as many people as possible. It is important to note however that because volume one applies to a broad range of buildings, for example commercial, industrial, multi-residential and institutional buildings, some performance requirements may have limited application, generally dependent on the specific building classification, i.e. not all requirements apply to all designs. Accessibility. One, to a building from the allotment boundary. Two, between associated buildings that are required to be accessible. Three, between levels via lifts, ramps and stairs. Four, in most buildings to all areas normally used by the users. Five, to signage including Braille and tactile. Six, to hearing augmentation systems. Seven, to suitable sanitary facilities. Where is accessibility covered in NCC volume one? NCC volume one contains a number of sections with requirements relevant to accessibility. It is easier to look at the table of contents and see that section D is relevant, but they need to look beyond this to identify the other provisions in other sections. For accessibility, there are a total of ten performance requirements across three sections of NCC volume one, which are sections D, E, F and G. Four verification methods across section D, E and F. 36 DTS provisions across four sections, which are sections D, E, F, G and I. Four specifications across sections D, E and F. The performance requirements represent minimum requirements. Building designers, owners, builders can choose to introduce additional or alternative measures to provide greater accessibility within a building and to its occupants. For example, a care home or day centre for people with disability. Section A governing requirements is common across the NCC and covers how to use and apply the NCC. The various parts of section A can apply to accessibility, for example. Part A1 interpreting the NCC describes how to interpret provisions within the NCC, including things like application statements, imitation statements, exception statements. Part A5 documentation of design and construction describes the requirements for evidence and documentation to prove compliance with relevant access performance requirements. Part A6 building classification describes the building classes, which in part determine which accessibility provisions apply to a building or part of a building. Part A7 describes the treatment of united buildings, which can have implications for accessibility requirements. The four main sections of NCC Volume 1 containing performance requirements, primarily related to accessibility are Section D, Access and Egress, which focuses on how people enter, leave and move around a building. This obviously has implications for the ease with which people with disability can access and move around the building and how they can evacuate from the building in an emergency. Has seven performance requirements relevant to access for people with disability, as well as two relevant verification methods, Part 1 containing DTS provisions, Part D4, and two relevant specifications, Braille and tactile signs and accessible water entry, swimming pools. Section E, Services and Equipment, which contains provisions related to the use of lifts for the evacuation of people with disability. Has one relevant performance requirement, one verification method, three DTS provisions and one relevant specification. Section F Health and Amenity, which contains provisions related to the provision of sanitary facilities that are accessible, has one relevant performance requirement, one verification method, four DTS provisions and one relevant specification. Section G Ancillary provisions, which contains one relevant performance requirement and one DTS provision concerning liveable housing design requirements for Class 2 buildings. Part G7 Liveable Housing Design includes requirements for improving access and usability for dwellings for both owners and visitors. G7 P1 Liveable Housing Design is a specific performance requirement addressing accessibility. The DTS provision G7 D2 Liveable Housing Design states that the ABCB standard on liveable housing design must be complied with for compliance with G7 D2, subject to the terms of the exemption applying to G7 D2. Section I Special Use Buildings, which contains 16 additional DTS provisions that apply only to Class 9B or Class 10 public transport buildings, as listed on the slide. The provisions within Part I2 public transport buildings derive from the disability standards for accessible public transport 2002. This is a national disability standard agreed to by Australian governments. The design specifications in the disability standards for accessible public transport 2002 are sometimes different to those that generally apply within the NCC. As a result, Part I2 sometimes refers to different editions of Australian standards for things like accessways, ramps, stairways, signage, lifts and doorways. If there is a difference between some aspect of a DTS provision with Part I2 and some aspect of a related provision in another section of the NCC, then the provision within Part I2 takes precedence. Using Section D access and egress. In broad terms, Section D requires buildings to allow for safe movement into, out of and within a building, primary addresses, access and car parking, movement to and within a building, safe evacuation during an emergency. Performance requirements. All the performance requirements for Section D are at the front of the section. There are nine in total. Their names pretty well define what they are about. Seven of these are relevant to access for people with disability. Verification methods. Section D also describes four verification methods, which may be used as performance solutions to access compliance with part or all of the performance requirements of Section D. Two of these verification methods are relevant to access for people with disability. Verification method D1V2 provides that a way to verify that a building provides safe and equitable access to and within a building. It verifies compliance with D1P1, D1P2 and D1P6, and E3P4 and or F4P1. Verification method D1V3 provides a way to verify compliance with D1P2 to provide safe movement to and within a building via ramps used by wheelchairs. Remember, a verification method is just one way to verify compliance via performance solution. DTS provisions. The relevant DEME to satisfy provisions in Section D are contained in Part D4 access for people with a disability. A number of these provisions apply differently in different building classifications. Specifications. There are also two specifications supporting the accessibility provisions in Section D. They contain detailed information to apply the relevant DTS provisions. Specification 15 Braille and tactile signs. Tactile means relating to our sense of touch. A tactile sign is one that you can touch in order to gain information from it. Specification 16, accessible water entry exit from swimming pools. Key accessibility performance requirements. Most of these performance requirements are qualitative rather than quantitative. They specify an attribute that must be achieved, not an absolute value. So, for example, the performance requirement is that people can access the building and places within it. The requirement does not state how this access must be provided, as this will depend on the situation in the individual building. For example, D1P6 requires that paths of travel to exits are appropriate, but doesn't say exactly how long or short a path to an exit should be or how complex a path would be considered inappropriate. You need to look at the building, how it will be used, who will use it, etc. and make a determination about what kinds of exit paths are reasonable. If the building is a hospital, for example, you need to take into account that many occupants are likely to have limited mobility and might need help to find their way to an exit. Lots of different things can make a building more accessible. It's not just about ramps and accessible car parking. Nor is accessibility just related to people with mobility disability, e.g. wheelchair access. So the measures that might be required to make a space suitably accessible can vary. Features that make a space accessible for people with disability can also make it easier and safer to use for people without disability. For example, removing steps, level changes reduces the risk of slips, trips and falls for everyone. Wider access and doorways can also make movement in a building easier for all users. Installing a lift can make access to other levels easier for people who are carrying large or heavy items or for people with children in prams. Interpreting the DTS provisions in Part D4 Question 1. According to Part D4 D2, what parts of a Class 2 building must be accessible as defined by the NCC? Answer 1. D4 D24. Access is required to common areas within the building. From a pedestrian entrance, that must be accessible to at least one floor containing SOUs and to the entrance doorway of each SOU on that level. Two and within not less than one of each type of room or space for use in common by the residents including a cooking facility, sauna, gymnasium, swimming pool, common laundry, games room, individual shop, eating area or the like. Wear a ramp complying with AS, 1428.1 or a passenger lift is installed to the entrance doorway of each SOU and two and within rooms or spaces for use in common by the residents that are located on the levels served by the lift or ramp. Question 2. According to Part D4, what areas are not required to be accessible in a Class 2 to 9 building? Answer 2. Part D4 D5 exemptions. The following areas are not required to be accessible. An area where access would be inappropriate because of the particular purpose for which the area is used. B. An area that would pose a health risk or safety risk for people with a disability. C. A path of travel providing access to any area exempted by A or B. For example, you would be unlikely to need to provide wheelchair access to a diving platform at a swimming pool because it would be dangerous to use a wheelchair on such a ramp. Question 3. According to Part D4, how many parking spaces would need to be reserved for people with disability in a shopping centre with parking for a total of 1200 cars? Answer 3. Part D4 D6 accessible car parking, Class 6. 22 car parking spaces for people with a disability. 1000 divided by 50 equals 20 spaces. Plus 200 divided by 100 equals 2 spaces equals 22 spaces. Question 4. According to Part D4, what Australian standard must signage in an accessible building comply with? Answer 4. Part D4 D7 signage, various clauses. A. S. 1428.1 Design for access and mobility. General requirements for access. New building work. Question 5. According to Part D4, when a tactile ground surface indicator is required in a Class 2-9 building? Answer 5. Part D4 D9 tactile indicators, clause 1. Must be provided to warm people who are blind or have a vision impairment that they are approaching. Any stairway that is not a fire-isolated stairway and any ramp that is not a fire-isolated ramp, step ramp, curb ramp or swimming pool ramp, an escalator or passenger conveyor or moving walk, if there is no suitable barrier, an overhead obstruction less than 2 metres above floor level other than a doorway. An accessway that meets a roadway next to a pedestrian entrance to a building. If there is no curb or curb ramp at that point, excluding a pedestrian entrance serving an area covered by the exemptions in D4 D5 and areas exempted by D4 D5. What are the accessibility provisions in Section E services and equipment? E3 P4, lift access for people with a disability. If a building is required to be accessible, then any lifts provided in that building must be accessible lifts. E3 D6, landings. If a building that is required to be accessible has a passenger lift, then the landings for the lift have to comply with the accessibility requirements of Section D. Part D4. This will potentially affect things like the dimensions of the landing areas and the width of the corridors leading to the landing. E3 D7, passenger lifts and their limitations. Part E3 D7 identifies the range of lifts that can be used in buildings and their limitations. While the range is broad and allows for more cost-effective approaches, especially for small buildings, there are some limits on when each type of lift can be used. Some types of lift include an electric passenger lift, a stairway platform lift which follows the flight of stairs on rails fixed at one side, a low-rise platform lift and inclined lift. E3 D10, residential care buildings. Only applies to a Class 9C residential care building. In these buildings, there is a high likelihood that some occupants will not be able to evacuate on their own. Therefore, the building's design and construction needs to take this into account. If any occupants might need to evacuate from a level that doesn't go out directly on the street or some form of open space, then the provisions shown must be met. E3 D8, features required by passenger lifts provide general requirements for the main features of different lift types which include requirements that all lifts must have a handrail, apart from stairway platform lifts and low-rise lifts, must have a minimum lift floor dimension of 1400 millimetres by 1600 millimetres. If they travel more than 12 metres, 1100 millimetres by 1400 millimetres, if less than 12 metres, must have lift landing doors at the upper landing, apart from stairway platform lifts, must have automatic audible information within the lift car to identify the level each time the car stops if they serve more than two levels. What are the accessibility provisions in sections F, Health and Amenity? F4 D5, accessible sanitary facilities. The general term accessible sanitary facilities refers to accessible unisex sanitary compartments referred to generally as accessible unisex toilets, not disabled toilets, accessible unisex showers, toilets suitable for people with ambulant disabilities. Part F4 D5 sets out where accessible unisex sanitary compartments and unisex showers are required to be provided. Requirements for ambulant accessible toilet cubicles. Also referred to F4 D6, accessible unisex sanitary compartments and F4 D7, accessible unisex showers. Generally, accessible unisex sanitary compartments must be provided. In buildings required to be accessible and containing toilets. On every accessible story, where there are toilets. Some individuals may require assistance using a toilet. Accessible toilets are therefore required to be unisex to allow for assistance by someone of any gender without entering an area reserved for a specific gender. Circulation spaces and features of an accessible unisex toilet must comply with AS 1428.1 Designed for access and mobility, general requirements for access, new building work. While the NCC only requires a closet plan, wash basin, shelf or bench top and a sanitary towel disposal bin within a toilet, if other fixtures and fittings are included, such as a sofa, dispenser or mirror, they must also comply with the requirements of AS 1428.1. We also need to consider ambulance accessible toilets. A person with an ambulance disability is someone who is able to move about without the need for a wheeled mobility device, but who would benefit from a raised pan and handrails to assist in raising and lowering. The design specification for ambulance accessible toilets are in AS 1428.1 and include features such as door openings of a minimum of 700 millimetres, grab rails on both sides of the cubicle and a pan seat height of between 460 millimetres and 480 millimetres. The requirements for ambulance accessible toilets are only triggered if there are female male toilets in addition to an accessible unisex toilet at a bank of toilets. Design specifications for ambulance accessible cubicles are also in AS 1428.1 F4D12 Adult Change Facilities The NCC requires accessible adult change facilities to be provided in some class 6 shopping centres and some class 9B buildings, depending on their purpose, floor space area and design occupancy levels. This requirement is primarily targeted at large public buildings including shopping centres, sports stadiums, aquatic centres, museums, art galleries and airports. Part F4D12 in conjunction with specification 27 sets out the particular requirements and specifications for accessible adult change facilities. Interpreting the DS provisions in Part F4 Question 1. According to Part 4, what facilities elements must an accessible unisex sanitary compartment contain? Answer 1. F4D5 Accessible Sanitary Facilities An accessible unisex sanitary compartment must contain A, closet pan, wash basin, shelf or bench top, means of disposal of sanitary products. Other fixtures and fittings to comply with AS 1428.1 Question 2. According to Part F4, where and how many accessible unisex sanitary compartments must be located in a class 5, 6 or 7 building? Answer 2. Part F4D6 Accessible Unisex Sanitary Compartments If required according to F4D5, then one unisex sanitary compartment must be located on every story that contains sanitary compartments. If there is more than one bank of female and male sanitary compartments on any story, then one unisex sanitary compartment must be located at not less than 50% of those banks. For example, if there are 4 sets of sanitary compartments on a floor, then at least 2 of those sets must have an accessible unisex sanitary compartment. Question 3. According to Part F4, where and how many accessible unisex showers must be located in a class 5, 6 or 7 building? Answer 3. Part F4D7 Accessible Unisex Showers If one or more showers are required according to F4D5, then there must be at least one accessible shower for every 10 showers or part thereof. So for example, if there is one shower required, then it must have an accessible shower or there must be an additional accessible shower. Are 2 showers required, then 1 must be an accessible shower. Are 10 showers required, then 1 must be an accessible shower. Are 11 to 12 showers required, then 2 must be accessible showers. Are 21 to 30 showers required, then 3 must be accessible showers. Question 4. Where in Part 4 will you find requirements for hoists, change tables, changing rails and signage in accessible adult change facilities? Answer 4. Specification 24 accessible adult change facilities referenced in F4D12. S27C3 Hoist S27C7 Change Table S27C8 Changing Rails S27C10 Signage In which section and part will you find the DTS provisions related to accessible passenger lifts? Section E, Part E, E3, D7 Passenger lift types and their limitations. Sanitary facilities for people with disability. Section F, Part F4, F4D5 accessible sanitary facilities. Car parking for people with a disability. Section D, Part D4, D4D6 accessible car parking. General access requirements for people with a disability. Section D, Part D4, D4D2 general building access requirements. Hearing augmentation systems. Section D, Part D4, D4D8 hearing augmentation. Livable housing. Section G, Part G7 Livable housing design. Assessment methods for accessibility. Whether you choose to use a DTS solution or a performance solution or a combination of both you may need to provide some evidence that the proposed solution complies with the performance requirements. The NCC recognises four valid ways of assessing possible compliance solutions which are shown on the slide. All four methods can be used to demonstrate compliance with all or part of the performance requirements when you are using a performance solution. Various accessibility-related sections and parts of NCC Volume 1 include a number of relevant verification methods each of which can be used in certain circumstances. Verification methods for accessibility. Which of the access-related verification methods in Volume 1 can you use in each of the following circumstances? Question 1. To verify that the proposed number of sanitary facilities in a building complies with F4P1? Answer 1. F4V1 Sanitary Facilities. Question 2. To verify compliance with access requirements to and within a building using a reference building? Answer 2. D1V2 Access to and within a building. Question 3. To verify compliance with requirements for the slip resistance of a wheelchair ramp? Answer 3. D1V3 Ramp Gradient Crossfall Surface Profile and Slip Resistance for ramps used by wheelchairs. Applying the accessibility provisions. Building 1. Apartment Building. Five-story Block with 16 apartments. Common Laundry on Ground Floor and Wreck Room on First Floor. Front Entry Higher than the Street. Re-entry at Ground Level. Building 2. Office Building. 2300m2 Floor Area. Kitchen and shower facilities on each floor. Entry Level from Street Level and Underground Car Park. Building 3. Block of 2 Shops. Small Block of 2 Shops. Each with its own Street Entry. Single Story. How do the accessibility provisions apply to upgrades to existing buildings? Generally, the NCC applies equally to new buildings and new building work in existing buildings by virtual state and territory building regulations that apply the NCC. However, the disability access to premises, buildings, standards, 2010, premises standards have different requirements for some existing buildings or features. Under Building Law differentiating the requirements for existing buildings is the responsibility of the Commonwealth Government. For this reason, a full understanding of what is required can only be achieved by looking at the NCC, relevant state and territory building regulations and relevant federal regulations. Three areas for particular consideration are concessions to the requirements for upgrades to existing lifts and accessible unisex toilets, exemptions for existing Class 1B and Class 2 buildings, application of what is referred to in the premises standards as the affected part of a building. The premises standards provide concessions for changes to existing lifts and toilets, some exemptions Class 1B and Class 2 buildings. Affected part of the building. In some situations, the premises standards require an upgrade to the affected part of a building. The affected part of a building is the path of travel from the principal pedestrian entrance, main entrance to the area of the new work within the building. In a multi-storied building, providing an accessible path of travel could mean an upgrade of the path of travel from the main entrance to the lift and up the lift to the floor where the new work is taking place. Removing a front entry step, upgrading required handrails, upgrading the access features of the lift such as Braille and tactile lift buttons, a combination of these and other measures. The reason for this requirement is to encourage more extensive upgrades of buildings over time and to ensure that in appropriate cases, access is available to new areas of buildings that include accessibility. For example, there is little point in having level 6 or 10 of a building fully accessible if you cannot get to that area. Guidance on the application of access standards is available from the Australian Human Rights Commission. Other useful resources. Compliance with AS1428.1 designed for access and mobility, general requirements for access, new building work, is mandatory if they have chosen to use a DTS solution and this standard is referenced in an applicable provision. Use of the guide to NCC Volume 1 is not mandatory. They provide guidance and help but nothing in them needs to be complied with in order to comply with the NCC. Summary. Section D. Access and egress. Main provisions relating to accessibility in Volume 1 in Part D4. How people enter and move around a building. Accessible car parking. Safe evacuation during an emergency. Section E. Services and equipment. Accessibility of passenger lifts and lifts used for evacuation. Section F. Health and amenity. Accessible sanitary facilities and accessible adult change facilities. Section G. Ancillary provisions. Additional DTS provisions for buildings in alpine areas. Buildings with atriums, occupiable outdoor areas and liveable housing. Section I. Special use buildings. DTS provisions for accessibility in passenger use areas of public transport buildings. Key points. Overall aim is to provide safe, equitable and dignified access to a building and its services and facilities. More than just ramps and wheelchair access. Should consider how building is likely to be used and by whom. Accessibility provisions apply to new buildings and upgrades to existing buildings with some concessions under the premises standards. Accessibility requirements must be met using DTS provisions or a performance solution. Several NCC verification methods. Thank you for your time. That brings our presentation on using the accessibility provisions of NCC volume 1 to a close. If you'd like more information please visit abcb.gov.au


na wa awajib nga waomu na waata. Kwa kwa muniniael doqewa. Mwajib na maaimisha ya kwa. Taoja sai na nanii wajiba kwa kuwa mwajib na mwajiba. buti niwa zao. Kwa yawa... Kwa ki wa na kwa... na kwa kwa yawia niwa unha. So na kwa na, kwa kwa wajib na... kwa kwa mwaja waghya kwa nansина kwa nyae pa. kwa kwa kelub estdakawe and had about 6 work subgroups for the job seekers. So some job seekers could call me and asked me that, J, we need someone to do a CVS. So I used to refer them to another lady who used to do the CVS. But back in my mind, I was not happy with the work she was doing. So because formally I had done HR as a course and had never practiced. So this was the only opportunity I had to practice. So I decided that why not venture into this, why not do the CVs. So I did a poster, my first poster in December 2018 and I shared in the groups. So in the first week I had no knowledge. Something funny is that I had no knowledge on how to use a computer or laptop. I had never done that at school. So when I had this opportunity I used to do it with my phone. Then I could transfer the data to a laptop, go to the cyber and have someone at the cyber guide me on how to maybe match the lines and format the content of the CV. So through that in the first month and second month I was just learning on how to do it, on how to use the laptop. So that's how JCVs came about. And also something to notice that after I lost my job I really wanted something to do with HR. I applied for internships, I got rejected. One of my current mentors employed me for two weeks. She fired me. So it's all thanks to everyone who rejected me that it brought up JCVs. I would like to find out your mental state or space when you decided to just move on. Considering your story there is a level of rejection that would happen. And most people, young people especially, we go to numerous interviews after interviews just trying to bag a job opportunity but it doesn't come our way and then depression kicks in.  What happened for you to make that sheet and decide I am going to create a job for me? Now after I lost my job the first thing I did was I contacted my former HR. I told her that I would like just to volunteer for free. Then after I told her that I gave her that information I would pick my calls again. So the second there was an advert for an intern. They needed fresh graduates. But by then I had 11 years working experience. So I went for the interview, I got invited for the interview. I told them I would volunteer, I was willing to volunteer. And you have 11 years working experience. So the company also rejected me. They told me that how will you survive. I told them I am okay even though I had no any source of income. I had no any way of getting to work. And it was within Wilson Airport. So I would spend around 400 per day to and fro from work. So after that rejection I felt the pity that the job seekers feel when they are looking for jobs. So I was in a position now to influence something. I was in a position now to do something for the job seekers. I had the responsibility because most of the job seekers would call me. The people I don't know. And I would link them to jobs with HR managers that I didn't know also. So I got that trust from the HR people and also trust from the job seekers. So I saw that if I could get into a full time employment I would not serve them well. So I wanted to give back to the community. So the rejection led me to having enough time to do what I wanted to do. Now giving back to the community. So that's how I started this company and also that's how I really wanted now. I had now the opportunity now to do it full time. Okay. Fantastic. What I've picked from what you've said is that especially when you mentioned that you had a decade experience in your line of job that you're offering to actually volunteer and people were saying no. Let's look at the aspect of desperation and from what you've learnt. I don't know if you can label it as such. From the context of anyone can be qualified particular position. But would you feel like desperation can also be a state of rejection on arrival? For me the point I was in that was desperation. To be honest that was desperation because now I was working in a totally different line and had worked for 11 years now by then and having done HR at school had never practiced. So now the only way I could now get into the market was through HR and getting to the market through HR it's so competitive. There are so many HR out here, so many HR personnel without jobs out here. So the only way I could do that is was to gain experience first then get into the market and by gaining experience I needed just to volunteer first. Volunteer now for like 3 months then get into the market. So desperation was the reason I was doing this. I had no otherwise because I think what we do most nowadays that most people have done different courses but they are in totally different fields. When you finish when you are in a totally different field for 3 years your career goes you move out of your career totally and getting back to your career will be so difficult. That is what is happening nowadays. I have seen people who have done finance they are doing customer service. I have seen people who have done HR they are doing sales. When you do 3 years that means that your salary might be higher. You might even be earning 60,000, you might even be earning 100,000. So when you want to go back to your career you will have to start from zero. So no one will want to come from 100 to 30,000 or 100 to 20,000. And is it possible? For instance if I did law and they found myself into probably sales and marketing and I feel like in my journey right now I want to go back to practicing law. So how do you go about that? You have to be humble enough to start from the lowest point. So now that is what we call passion. For me it was passion now. I had now to live money for passion. So even when I was starting JCVs to be honest I didn't know if I would survive in Nairobi. And per month I could roughly get less than 10,000. And my salary the other side was around over 20,000. So the difference I could not even manage paying bills. So at this point when you are in a different field like for me I was there for 10 years. Coming back to HR I had to start with internship. So that was the only way out. Either start with internship or go into self employment. So I opted for the second because I was rejected in the first. We speak about now you have decided to get into self employment. Who are your first clients and what made you feel like actually this can be a business after all? I had several people calling me. My first, when I did my first group I was working with them. My employer was Naivas. I used to work with Naivas. So I created the first group. I remember it was in April 2016. Just out of nowhere I didn't know the role of this group. I just created my first group. So I used to post jobs there. So the first group was filled and there were more people wanting to come on board. So I decided that we can do a telegram group. But telegram people were relaxed and they told me we don't like telegram just do a second was up group. So I did the second was up group. So by the time I was starting the business I had six was up groups. Which you can only be in one group. So six was up groups those are around 3000 people. And that's just your clients? Ya. So I could post jobs. I was also in HR groups. So I could see a HR post a job. He or she is looking for someone in this field for an accountant. I called the HR. I tell them that I have someone who is fit for this job. So I post in the groups my was up groups. Then I am looking for an accountant with these and these qualifications. So someone will reach out. So I link him to the HR. So people could get jobs through that. So some now could call me and tell me that J. I really need someone to work on my CV. So I used to send them to another lady. The lady could just she had one template. So all CVs had a similar template. So I felt that she was not doing a good job. You know when the CVs have a similar template and they are in the same group. They will automatically apply for the same position. If it's an accountant and an account's assistant position. They will apply for an account's assistant position. So the account's assistant position. The recruiter will see that the content is similar. So he might not consider them. So that is what pushed me now to start doing CVs. So when I did a post and posted in the groups I had the first week I got three clients. By then I was charging five hundred. I got three clients. The second week it grew. So after the second week I went for another. By then I used to go for every HR forum that was announced. Whether it had an entry fee or not I could go for the forum. So I really wanted, I was now passionate. I really wanted to get into HR. Now you had, it was all hands in now into the business. So about CVs. Is it better to position yourself as a generalist?  What would be your advice when it comes to resumé creation? No. One thing about resumé and CV is that they are the same thing. It just resumé is used in French and then CV. And resumé might be shorter than the CV. So one thing about the CV is that depending on your career.  If that is your field, that is what you want to venture into. Have your CV customized to fit that role. If you are an accountant you are working as a sales personnel. Or if you are an accountant you are working as a customer service personnel. And you want to go back into accounting. Have it customized. You can fit the two roles. Have it customized to the job description. But still you can have your CV fit two or three more roles. Okay. How? Now that's where JCVs comes in. Okay. So let's say you are doing accounts and you are working in administrative department. Okay. So in most companies, what from my experience is that most companies, that means personnel will handle some of the accounting roles. Things to do with managing the petty cash. Things to do with handling the debtors. Things to do with maybe handling the assets. So those are some of the roles that you will find in accounting JD. Account assistant JD. So if you have those roles in your CV because you can handle them. So if you have those roles in your CV because account assistant is basically the lowest rank in accounts. Because accounts like most companies don't have accounts like they do. They start with account assistant. So it's the lowest rank you can start with. So have those basics because they handle basic functions. The basic functions. If you don't have basic functions, you can handle them. Or someone with the internship experience will handle them. So have them in your CV and have the admin roles in your CV. So when you are applying for a job, customize your CV to fit that position. Because I've seen there are roles that are inter-merged and there are roles that are merged. There are roles that are merged like accounts and admin in one role. So companies are doing that to save on costs. So you find that they are looking for an account and admin assistant. Or a finance and admin assistant. They are merging those roles into one. So when they are merging those roles, it means that you'll be doing the admin work and the accounting work. So most of the work that you are doing will be admin work but now a little of accounting work. So your CV should match the two roles. So when you have the two positions in your CV, it's advantageous because your scope in applying for jobs will be bigger. Okay. So Jay, we have most of us out here. We have a perception about HR in any organization. Energy is in different lanes. We are all humans and human behavior dictates that there is a possibility that I can discriminate you in regards to where you come from, probably your background in the culture that you come from. So let's look at what exactly should I put on my resume and what should I actually leave out. You talked about HR. I think HR are the most important people in any organization. Very true. And I think no organization can thrive without us. And another thing is that on few occasions do we discriminate. What I will learn people to understand is that most companies do not have HRs. And for smaller companies the same is you will find that the director or the managing director or the CEO is the one doing the interviews. So they are companies that where the HR are just act as clerks. So they are given the decision on what someone decides for them on what to do. So what you need to have in your CV is basically your name, telephone number, the email address, then work experience. Basically Paleju is our details. There are details that you are taught in school, things to do with marital status. Is marital status important? No, not important. Age not important because there are positions that will discriminate you based on the age and there are positions that will discriminate you based on marital status. It will not be a decision of the HR. It might be due to the working conditions of that position or the working hours. And religion? Someone should not be discriminated based on religion unless the workplaces are charged where they will need someone who is a Christian. Or if the workplaces if you are working for a mosque definitely they will need a Muslim. But most companies will not discriminate you based on the religion also. So things to do with sex, marital status, age which will should not be in your CV. You have to unless asked for. But I've seen for when I'm doing CVs for Middle East countries or basically abroad we add the nationality then the age because they are so keen on the age because for them you might sign a long term contract maybe for 3 or 4 years. So they are so keen on the age. We will have your age and nationality then a picture of yourself. Oh, I was about to ask that. So a picture is allowed? A picture is allowed outside the country. Or maybe if you are a journalist we can have a journalist and people in the hospitality industry. But for an accountant why should we have your picture? Sure that this is our idea. No, for an accountant we don't need your picture. For HR we don't need your picture, we just need your skills now. Alright, so what's the worst may mistake ever that one can actually put down? The biggest mistake people do is that they don't understand their resume. Someone is in an interview you tell them to take you through the resume they cannot do that. They even forget the period they worked in certain companies. So that is a very simple way of getting yourself eliminated from the other candidates. It's an easy way to help us eliminate yourself. Okay, so I think we have tackled most of these parts when it comes to resume writing and what is allowed and not. Unless something else you can add on. For resume still what I would like to advise because most of the job seekers now are youths. And recently graduated or maybe graduated from 2018 on once. They have a problem with when they are doing their references they have a problem, a big problem. The problem is that most will write their lecturers as their references. Someone maybe they never interacted with. So the lecturer even doesn't know about them. He or she has interacted with so many students. And maybe there has been no direct interaction. If you are a class rep the lecturer will easily not know you.  So how can we cap that challenge? So basically how you can cap that challenge when you are a fresh graduate from school. You can have your class rep represent you or a school leader or student leader. Because most student leaders will know all students. So you can have someone at least if you don't have any experience if you have the attachment experience. If you have the attachment experience make sure that attachment experience when during your attachment you have your supervisor as your referee. But if you don't have any experience have your school leader. You can have even maybe if you have your high school teacher. Someone who can remember you well and someone who can watch for you. We don't want this then is where they call this person and they are like. Who is that?  Do you feel like we should also be calling our reference? They want to know who we claim to be a reference. Yes sure. Even have your friend called them. Tell them Jay applied for position in our organization and you are one of the references. Do you have anything you can talk about him? Then they are you listening so that you know your reference might be the reason you're not getting anything. I've seen people tell me that. I've seen people tell me that I've been going for interviews but I don't get this opportunity. So I always tell them your CV is not a problem. If you're going for interviews definitely your CV is not a problem. So your problem might be the interview skills that you don't have. Either the interview skills or your references. Okay. Speaking of interview skills. When asked questions I know interviewers ask different questions and we are always having butterflies when we get into this particular room just for the interview. When we ask a question should we respond with giving a storyline or examples of what you have done? Or should we give diplomatic answers which are just general and just keep quiet just to be safe. May be an example of a question. Let's see. So for this particular position that you are playing what are you bringing to the table? Bring to the table. So one thing your seekers will understand is that an interview is just any other conversation. The only thing that can happen is that they can deny the job. That's the worst that can happen. But they can't take anything away from you. I've seen job seekers who feel stressed. They call me after an interview and they are like it was not a must that you get this thing. What I believe is that it's always a learning experience. An interview is always a learning experience. You can't go for five interviews and still fail the six interview. So this interview when you go for interviews they repeat the same questions. May be a different style but they repeat the same questions. So when you asked about what you bring on the table. It means that you should have done enough research about the company. Correct. It goes back to you researching the company. So let's say a company like maybe equity. Equity bank. Equity bank has been having issues maybe. Or you've been reading about their profit and loss. The profit they've made within a certain year. Talk about maybe you're working for a different bank. And now you're coming to equity bank. You can also talk about your achievements in the other bank. That you can do. You can bring on board in this other organization. You can say like when I was working for JCVs. I implemented a new system that reduced the time frame. For working on CVs. A system to help automatically working on CVs. So that it doesn't take normal three days. But now it takes one day. So when you're coming on board. You are able to bring that knowledge and skills with you. So you bring these skills. Tell them the skill you are bringing on board. And how it will help the organization. In that particular position. I have a question that this one actually makes people go round and round. It is about yourself. It can sound like a really simple question. But yet most people find it difficult to answer. So in a summary format. What should we highlight on this particular question? Tell us about yourself. When asked about tell us about yourself. It's a very simple question. And that question is. I always tell job seekers this is the best time to sell yourself. And it's the best time also to. When you respond to this question. Well you'll have under some of the questions that will be asked ahead. After this question. So when you're talking about tell us about yourself. If you are an experienced person. The first thing that makes an employer invited for an interview is the experience. So talk about your name. Go to experience. Then talk about your personal attributes. Name, experience, academic, sorry. Should I brag about my achievements as well? Personal attributes. Achievements will talk about it. Because that question will come. On why should we hire you. When asked about why you should hire you. You can now talk about your achievements. While I was at this organization. I managed this and this. But so tell us about yourself. Sat with their name. Experient, academics, then attributes. So most people will not understand where to get the attributes from. In any advert. There are places where we have the requirements part. The requirements part is where you'll see the leadership skills. Analytical skills, customer service skills, interpersonal skills. Or a team player. So those are the attributes you should talk about in an interview. When asked about tell us about yourself. And experience you can. If you've been working as an accountant. And maybe your last position is an accountant. Or your current position is an accountant. You also act as an being. Major so much on the accounting experience. When you're talking about the experience. Tell us about yourself. My name is Walemba Jay. I'm currently working as a CV writer at DayCVs. And I've been doing CV writing for the last 4 years. And in my daily job as a CV writer. I ensure that. Now you can mention some of the responsibilities that you tackle. That are similar to that position you are applying for. Okay.  No. When it comes to salary, salary negazation. Also do research about the company. There are so many things that will determine. You know what I'm saying? Remember there is a meme that has been going around. Like how much do you want us to pay.  How much do you want us to pay. And then you're like how much budget does this role have. So there are so many factors that will determine the salary you will ask for. There are people who are working in very toxic environments. So they just want to live. That's factor number one. There's someone who is earning 100,000. And he's in a very comfortable environment. So going to another company. You'll have to consider that the environment and the salary is earning. So he'll ask for a much higher pay. He might ask for 100 or 150 or 200. Then the other factor is that. How do you know like you have not changed yourself? Because when you get into the company now you're working with other people. Then you find out that the people you're working with is the aspect of bonus. The aspect of you could have even gotten a higher pay than what you actually suggest. No. Companies have structures. And if you ask for 50,000 and the company structure is the same. If you ask for 50,000 and the company structure is 150, they'll still pay you based on that. Unless it's an SME. Because companies with structures they'll always pay you as per their salary structure. So about salary. Do enough research about the position in the industry. Let's say if it's in the bank industry. When you go online there's a site called GlassDough. GlassDough you asked for. You Google like a bank teller. Salar is in Kenya. It'll give you options over a range. So you can work based on that. Accountant salary is in Kenya. You can work on that. But I've seen industries. There are industries that are poorly paying positions like accountants because to be honest as a recruiter and a CV writer, we have so many accountants and HR professionals. So many, the market is flooded. So the salary is so poor. So it boils down to on a personal level do your research about the company and just find out more about... Do your research about the company. Basically the industry. Let's say the manufacturing industry. How much is the company paying in the manufacturing industry. But I've also talked about the company culture. The company culture is something that is... There are people who get into companies and they realize that they missed big time. The culture does not... They cannot thrive in that culture. You used to work from 8 to 5. You get into a company that's working from 8 to 8 in the evening. So it becomes tricky for you. So this person cannot survive here. Or there are people who will look at... There are job seekers who will look at... They are seeking for jobs and they are like... I don't want a job where I can work over the weekend. I don't want a job where I can work on Saturdays. You know Saturday is a working day. As per the labor law, Saturday is a working day. But most job seekers will tell you that I don't want a job where I don't want to work. Alright, as you wind up, take us to the right attitude when seeking for a job and also how to just market oneself in regards to different industries that one is into. So, for example, yesterday I was in another forum and... I'm in another forum and I saw a job seeker talk about... I'm not a HR, I've done this and this course. So give me a job. So that is not the right attitude to approach any job, any employer. So when you are marketing yourself, consider yourself, consider your career. The first thing is to consider your career. Am I currently working? If I'm working, yes. Am I in my career? Am I passionate about what I'm doing? Like you've done accounting, you are in a sales industry currently. If you are in a sales industry, that means that before you get into accounts it will take you some time. So, if you get an opportunity maybe to volunteer as an accountant in an organization, why not take it up? I know it's hard, you've been earning money, but it's hard to volunteer just to volunteer without pay. But that is the best thing you can do for yourself. The best thing you can do for yourself, have the three months, volunteer for the three months, then after the three months you can, the company you are volunteering in might give you a permanent job. And it also builds a profile? Yes, it also builds a profile. So Jay, why can't people find you on problem on your website or social media accounts or how they can reach out to you just to keep this conversation going if there are any other further questions? Yes, I have an office at my glowhouse just opposite my investor towers. Then I'm on LinkedIn, Walemba J, I'm on Facebook Walemba J, I'm on Instagram at JCVs or Walemba. Then my website is www.JCVs.co.ke or you can drop us an email info at JCVs.co.ke. Alright, thank you very much Jay for your time to be there. So taking us through a couple of handles and mistakes that we should actually avoid when we are speaking for a job. Alright, thank you very much. So that is Walemba Jay who is the CEO and founder of JCVs. We are looking at job hunting mistakes that you and I can actually avoid. At Y2P4 channel is ready to find us across all our social media handles. My name is Michelle Ashira and you can follow me across all my social at Michelle Ashira. We'll be right back with some match back here in mind in the morning.


that sometimes people leaving your life is as much growth as people joining your life, for people leaving your life makes room for others that cannot and should not come until some people have left.


When does business get easier? Man, I love this question. There's a lot that I can say here, but let's roll straight into it. Welcome to the Build My Sports Biz Show, where we talk about how to create, build, and scale your own local sports training business. Let's go! It's time to get started with your host Ben Neighbors. The show starts right now. And I guess there's a disclaimer here when I go through this question that, I've been self-employed for a very long time, over a decade now. And not only that, but I've started multiple businesses. I have been very consistent doing things for a very, very long time. And this isn't coming from someone who just randomly started shooting some YouTube videos or randomly thought it would be a good idea to help coaches. This is coming from someone who has a ton of experience. So that's my disclaimer. And what I would say, too, is a lot of coaches that might watch this later on, they might unsubscribe from my channel because they might not have the same belief system that I have with business. So with that being said, here's my answer. A lot of coaches will reach out, they'll say, well, Ben, with experience, does your business get easier? Like when does it start to get easier? Cause it's feeling really hard right now. And the reality is it is always going to be hard. And if it was easy, nobody would have a job. Nobody would ever wanna work for someone if being self-employed was easy. Being self-employed is absolutely difficult. It's, even for me now, it's still very, very hard. The amount that you have to learn on a day-to-day basis, the amount of challenges and adversity that you're gonna face every day, every week, every month, it's not for everyone. Most people are not cut out to do it. And a lot of people now, they flock to starting their own business because they think it's cool.  But they don't know what it takes to succeed. And I'm not talking about the short term, I'm talking about long term, right? Being in business for 10 plus years, something most people can never do, right? Never. The amount of grit that you have to have, the amount of patience and persistence that you have to have. I mean, you have to have that an incredibly high level, otherwise you're gone, right? And the business, in my mind, unless you just wanna stay the same, if you stay the same, you'll be running into the same problems over and over and over. You're not gonna be willing to change.  So that means business will always be somewhat difficult, but it's going to get a lot harder as you start to raise up a little bit. As you start to get to the next level, you're gonna have newer challenges that are more difficult than your current challenges, right? And those are things that just don't go away. Like just because you're more successful in your business doesn't mean it's easier, right? It doesn't mean it's easier. And what I've seen is, you know, when you start dealing with more clients, business becomes harder. Start dealing with more payments, business becomes more difficult. Start charging more money, the business is harder, right? Start cutting clients, it's uncomfortable, right?  And I say that because I don't want to give the message that it's just gonna be a day in the park. It's gonna be easy, right? It's not. It's not. It's absolutely hard. And I'm at the point now where, you know, when coaches ask me, you know, should I start a business or should I do that? Like, you know, I always say now, like if you're asking me to start something, why would you ask me, all right? If we don't personally know each other, if I don't know what your work ethic is like, I don't know how disciplined you are. Like, you know, that's like me asking you, hey, should I start this? I mean, how would you respond to that, right? So, short answer here, no, it gets harder, all right? Business will get harder. It will, you'll have more challenges as you grow and develop, especially like if you hire someone, if you hire someone, like that's gonna completely change how you run your business or if you partner with someone, all right? Those things will drastically change the difficulty of your business, all right? And if you're looking for an easy way out, the easiest thing that you can do is just stop running your business and go work for somebody, because I can assure you it will not be easier. Now, I want to say that and you know, I'm gonna end this video here with one thing. As far as, you know, making it easier for yourself, if you have systems in place, if you're really disciplined, if you have processes in place, those things can save you time, right? So, technically, the business can be run smoother, right? As an operational, you know, from an operational standpoint, which is essentially what I do with coaches, I make that piece of their business run smoother. But the challenges are still going to be there and you're going to be facing new challenges year after year. For example, look at what happened with COVID, right? COVID wiped out millions of coaches and trainers across the world in a very short amount of time. And those who weren't persistent enough, they are working for someone else now. People that are like me that, you know, I put my head down during that time, I was like, no, I'm gonna figure it out, I'm gonna make it work, are still in this business. And I do believe this and, you know, this is just my opinion, but I think people that are in this industry, that coaches, trainers, that are still in it, they're the ones who deserve to be here in the first place. Everybody else who stopped because of a big challenge, right? Everybody else who stopped should not be here, all right? Should not be here, all right? So, again, as you grow, you will expect bigger challenges, harder challenges. You're gonna have to overcome a lot more than you currently are right now. But that's the whole point, all right? It's gonna be like that with everything. So, hopefully this helps. And if you are a coach watching this video, you wanna get in touch with me, it's very simple.  Shoot me a text message there. And like I say, I've been saying this in my recent videos, I set up 10 to 15 minute zoom calls with coaches that need some advice, need some help. I don't have anything to sell on those calls. I just wanna get to know you, talk with you. And if you are a good fit for one of our programs, we can talk about that. But my point of those calls is to chat with you and to try to point you in the right direction, all right? That's it for today's message. Hopefully this helps. I hope you can execute on what we're talking about here. Business is gonna get harder and harder. That's just life.