This is stock number 11219. We are here at Summit Automotive in Fond du Lac, Wisconsin. You're new and used heavy-duty truck headquarters today. We are checking out this super clean 2015 Chevy Silverado 3500 crew cab long box dual rear wheel High-country edition this truck has a 6.6 liter Duramax diesel with the LM L motor which pumps out 397 horsepower This truck has been fully safe deed and inspected by our service shop has a fresh oil and filter change all the fluids have been checked and topped off and This truck is 100% ready to go ocean blue metallic is the color we shoot all of our videos in 1080p 60 frames per second So if you have HD capabilities on your computer tablet or smartphone device Turn them on right now because it is definitely your best way to check out the quality and condition of the vehicle before seeing it in person If you want to check out all the photos on this truck in the upper right hand part of your screen is a link right to our website where you can apply where you can check it out see all the photos and See a little bit about our dealership. This one has the polished aluminum rims, and it has Michelin LT 235 80 r 17 tires and they have right around 50 to 60 percent of the tread left frame and underbody on this truck is Extremely clean. This one came out of Tennessee. So it's never seen a Wisconsin winter projector lamp headlamps factory fog lights front bumpers in nice shape I didn't see any dents or dings on there has the front bumper parking sensors the chrome trim to grill and The headlight lenses are nice and clear The hood is in nice shape as well. I didn't see any dents or dings on that And the passenger side front fender is in nice condition too Passengers side rim no scuffs or scrapes on there And as you go down this side of the truck take note of how clean the body is how reflective and mirror like that paint is We take these HD videos So if you are far away or even if you're close by and you just cannot make a trip down But you're still interested in purchasing the vehicle You can see the truck hear the truck and have confidence in the vehicle that you're looking at before you even get here So that when you do get here, there's absolutely no surprises And that's why we offer the summit auto fast-pass option in the upper right hand part of your screen You link right to our website where you can apply for financing get pre-approved See a payment quote even appraise the trade all from the comfort of your own home So when you get here, all you got to do is drive the truck love it and you'll be all set to go Back tires have just as much tread as the front tires and look at how clean this frame and underbody is I mean absolutely no corrosion on it very very nice That's definitely what you want to see when you're looking at a used truck Has all the remaining factory exhaust and the lower rockers are in excellent shape as well factory chrome stump bars has the fold-up Tonneau cover as we come around to the back the rear bumper is in nice shape I didn't see any denser dings in that you do get the In bumper steps and the tailgate is in really nice condition as well. This is a back flip Fold up tonneau cover That is a nice shape you get the spray and bed liner LED bed lighting seven pin wiring and fifth wheel bed rails so if you wanted to put a fit in here all you have to do is buy it and screw her down As we go down the driver's side just as clean as that passenger side no denser dings on the box Looks really good And for full disclosure this back rim is in excellent shape as well Down the rest of the side of the truck looks good Doors are a nice shape Do you get the telescopic tow mirrors with the built-in directional signals the LED? Side lights you turn those on with the cargo lamps these telescope out like so and they fold it And I believe they power fold in as well I always like showing that both sides are working so that you know all the options are gonna be working when you get here Inside the high country gives you the brown leather interior With the white piping you get the high country stitching into the headrest No scuffs no scrapes Seats are in really nice shape both these seats are heated both these seats are cooled You get weather tech floor mats in the front auto headlamps turned out four-wheel drive and factory brake controller Also has the tilt and telescopic steering wheel power windows power locks power mirrors and memory driver seat This one does have the Bose sound system as well as we hop inside the vehicle here You can see that this one has 16,112 miles instrument cluster is very nice and clean comes with the heated leather wrap steering wheel cruise controls on the left Information and Bluetooth controls on the right forward collision Controls as well, and then your heated steering wheel button is there too This one has the Allison six-speed transmission with the optional tap shift comes with the Chevy my link system AM FM and Sirius XM radio capabilities.   That's for your cargo lamps. That's how you turn those side LED lights on Parking sensors you can turn those off and on and then your lane departure warning is right there You also have a factory exhaust brake three USBs two 12 volt power points and then a hundred ten volt hundred fifty watt plug-in Passengers side floor mat and seat are in excellent condition as well And the headliner is exceptionally clean on this truck. I don't think it's ever been smoked in You do get your map lights up there your home link buttons for your garage door security systems and lane systems And then your power sliding rear window button on star capabilities in that rear view mirror, and you do get dual glow boxes there We'll take a quick look at the back seats And then we'll start it up and check out under the hood Back seats are just as clean as the front seats no rips no tears back here It does have the latch child safety system the power sliding rear window with the built-in rear defrost Seats are in great shape They fold up for extra storage and you get that nice weather tech floor mat back here keeping your carpeting looking brand new Side curtain airbags as well and the bottoms of the doors all look really good We'll start it up There's that backup camera right there And we'll take a quick look under the hood I Would personally like to thank you for checking out the video today Hopefully from that HD this HD video you'll have been able to tell just how clean this truck is all the way around inside and out Under the hood we have the 6.6 liter Duramax diesel 397 horsepower engine base very clean runs very smooth Once again, this truck has been fully safe and inspected by our server shop has a fresh oil and filter change All the fluids have been checked and topped off And this truck is 100% ready to go I would highly recommend it from a quality and condition standpoint and to see more pictures of this truck or one of our other 450 new and used cars trucks SUVs minivans Wranglers you name it We got it go to our website right up there www.summitauto.com full pictures and descriptions of every single vehicle from two locations all at summit auto comm If you like to check out more HD videos, you can go to youtube.com slash summit auto Remember to like subscribe and share on this video and all the videos that you see there In fact in a second you will see link to subscribe to our YouTube channel on your left and link to more Chevy 3500 truck videos like this one on right if you've not been to our website on the bottom link to this vehicle on our website Click those check us out. We really look forward to help you with this super clean 2015 Chevy Silverado 3500 crew cab Longbox dual rear wheel high country and ocean blue metal. Thanks again for checking out the video


What is going on guys welcome back to the channel and I appreciate you being here today I am going to show you guys this quick tip on how you can get fast Super kills for certain faction rally arm ornaments now this can be a long and boring grind which I'm not gonna lie It does take ages and I mean ages with this tip though. You should get it done pretty quick now It isn't like instantly there's still a little grind to do but it certainly does work and it is efficient now at the moment I am doing my hunter who is aligned with new monarchy where I have to do everything on the EDZ now I haven't checked with other factions and what planets they use but even so this will work with any faction and Any planet as long as you need super kills well for this video I'm going to demonstrate this within the EDZ in the winding curve area So simply head there fast travel there and then what you want to do is wait for the rally the flag thing to appear Which gives you your super this I believe comes four or five minutes before the public event comes So grab it and head to that last sector right here once in here You will eventually approach enemies use your super kill as many enemies as you possibly can Once your super runs out you simply then want to fast travel back to the winding curve area and rally the flag again You then get super again head back into that last sector and rinse and repeat again fast traveling back to the winding Curve rallying the flag and again heading straight back into that last sector here And you can do this as many times as you possibly can within the rally the flag time limit So at least four or five times per value of the flag remember also though people this can only be done solo Or at least if you are playing in a team you need to be in the area by yourself if your teammate is in the area Let's say the winding curve and you fast travel back to this it doesn't work once you are done here though You can head to another location where a public event normally spawns in Simply you rally the flag there locate your nearest lost sector there If that's what you want to do and rinse and repeat in that area or if you wanted you could locate another public event on Yead easy rally the flag and fast travel back to the winding curve and go to that last sector It's entirely up to you and like I said this will work on every single planet Let's locate where a public event spawns in locate the nearest lost sector and then take advantage Definitely a useful tip in helping you get fast super kills Also for those needing to spawn orbs for a certain armor ornament Yes super spawn orbs, so this would work great for that But don't forget people you can use the masterworks weapons Simply find a lost sector like this one storm through it fast travel back or run out the lost sector and run back in And rinse and repeat definitely the fastest way of spawning orbs for sure people But yeah guys just a quick video and I hope it helped you out If it did leaving a like really does help me out if you are new around here and enjoy daily destiny videos Be sure to subscribe and hopefully people I will see you on that next one


Fire me, so you can hire your nephew. Roger that. You found the best place, for your vengeful needs. In this episode, a maintenance guy gets thrown out, but makes sure to throw out his 15 years of important knowledge too. Followed by a company that promises a bonus, but in the end, thinks it's best to keep it for themselves. Lastly, a new manager tries to get rid of all the employees, to hire friends and family. But when she brings in her incompetent nephew, the entire business was brought to a screeching halt. Before we start, offer the like button some corporate wisdom, by telling it your business strategy to spend $20,000, to save $1,000. Naturally, viewer discretion is advised. These true business revenge stories, might be disturbing to bad office managers. A while ago, I worked at a baseball store called Ball Mart, or a general good store that sounded like that, not so long after the great recession of 2008, and management was trying to cut costs because of falling profit. One of the first things management did was fire two of the three full-time maintenance guys. The one guy they kept, I'll call him MG for maintenance guy, was amazing at his job. Everything in the store ran well, because of him and his willingness to go beyond what was required to help people. A genuinely nice guy. For six months, management tried to push more of the maintenance staff work just on him, and it failed miserably. MG could not do everything, so management asked him to work overtime increasingly. They asked him to coordinate some part-timers that were supposed to do the cleaning and carts, but he spent so much time coordinating, that he had no time for maintenance. The night crew was also cut, so they couldn't pick up the slack. Then two things happened within the space of a week, that told management how important he was to the store running well. First, some cleaning machines broke down. Turns out they have to be properly cleaned weekly, and if left unattended they gum up real bad and parts were out quickly. This would normally result in a several thousand dollar repair bill. And it started to happen more frequent, because he was told to prioritize coordinating part-timers over tinkering with machines. Unfortunately, it's not just the costs that would go up. These machines needed repairs to keep them safe for workers. But management still wanted him to stop the tinkering. Then the deli machine incident happened. I came in the day after this, I was hearing things and I asked someone what happened. I was told that the machine malfunctioned, while deli lady was using it and she freaked out and refused to come in, she took a few days off to calm her nerves. Over the course of the next few days I heard multiple versions of the story, some involving the blade coming off, some not, and one that involved the blade getting lodged in the ceiling. I always stick to the most tense version, as she nearly quit her job because of this and what followed. Turns out, that the bolt that held it in place was loose, and MG had tightened it weekly for her previously. When he didn't have time to do that anymore, he told management it had to be replaced for safety. Well, management didn't do that because it cost money. But they told people it was fixed. This could have resulted in a lawsuit or even criminal charges, but in this case, they were lucky, and so was the deli lady. Chances are some manager kept getting good annual reviews for keeping capital spending down, not realizing that he was just postponing the inevitable. And this situation offered management an opportunity. So management sat down with MG and asked him why things were going wrong. Looking at him to take responsibility. MG told them point blank, he needed enough time for maintenance, and someone else had to coordinate the part-time cleaners and check up on them, as they were rather lazy on the job. Management called BS, they said maintenance should be easy and done quickly. MG got mad because that insulted his professionalism and he pulled out his notebook from his back pocket. It turns out that over his 15 years he had filled a notepad with charts, schedules, and diagrams of how to do his job and keep things running. There were over 100 things he kept tabs on, checked weekly or monthly. There were a lot of machines he kept in running order. Some had certain things that were half broken and had to be wiggled in a certain way for it to be functioning, etc. To be honest, a lot of these things were minor or major safety hazards, but over the years management was fine with not replacing multi-thousand dollar machines, if MG knew how to keep them working. This was after the recession, so they relied on MG's temporary fixes more and more. As well, he admitted he did things that he shouldn't have done, like calibrating machines for departments that should have done it themselves or contracted it out, etc. But he was a nice guy, and he genuinely liked helping the business and people. He told me that he spent about 90 minutes explaining management about what he did, and he suspected that until then, nobody had ever known how much he actually did to keep it all running. Well, he may have said a few swear words and derogatory things while telling management why he needed time to do stuff. It wasn't his best moment in the sun, but he was pissed. At the end, he put his notebook back in his pocket and offered to take a week off to write up everything he knew, so that management would have written proof of why his job mattered. In case a hire up asked why they increased maintenance costs, when corporate was demanding they cut costs. The multiple managers in the room looked at each other and asked him to leave so they could talk in private. He told me, several years later, when I ran into him somewhere and had lunch with him, that he had a premonition as he walked out of the room. This feeling that something bad was happening, and they were more against him than on his side.  For good measure, he then went around the store and emptied all the garbage cans, then tossed those bags on top, so his notebook was properly buried. He was fine with it, all that information was in his head anyway. He went back and waited on management to call him back in. A few minutes later they did, as they decided what to do. They told him that they could not allow him to keep working there, because of the level of insubordination he had showed. They said as soon as he surrendered his badge, box cutter, and notebook he would be escorted out of the building by security. They basically treated him like a criminal, as most fired people aren't escorted out, unless they were suspected of committing a crime that could not be proved. He handed over his badge and box cutter, then they asked for the notebook. As they would need the priceless information that he collected over the years on the system. He became confused, as he didn't have it on him. He told them honestly, that he threw it in the compactor. Their eyes went wide. And they asked why he threw it out. He said he thought he was going to write everything up nicely on the computer from memory. So he thought he was done with the notebook. At this point management starts looking at each other worried, because they had intended to take his book, fire him, and have a less subordinate part-timer, who doesn't get expensive benefits like a full-timer, do his job. Now they couldn't. Little side note, I don't know what exactly was in the book, but I can speculate. Yes, it was probably a lot of scribbles that could not be easily deciphered. The one major thing management probably really wanted, was the list of what machines needed when there were troubles. If you work with production and machines, you know it's expensive when machines stop running. So back to the managers. One of the managers suggested that he would be allowed to write up the info before being escorted out, the others agreed. He was given the chance to be unfired, just long enough to give them the info. How kind of them. He laughed and walked out, head held high, and management followed him to his car to make sure he left. I don't have exact numbers, but my guesstimate is that the store had to spend at least 20 or 30,000 bucks to replace stuff that MG had kept working beyond the equipment's lifespan, and the new guy they hired had a hell of a time figuring out how things worked. To be honest, in a few cases MG had gone too far, like creating fire hazards by taping broken chargers together after rewiring them. Instead of tossing them, but management had never complained when he saved them money. There was also a lot of things that should have been done by the health and safety team or departments, but they also never complained about having less work. I asked him if throwing out that notebook was illegal, but he said it was personal property to help him remember things, it was not a work provided notebook. He was proud of what he did, his pride clearly showed in how he told the story. He said that nobody is allowed to question his professional judgment by implying he is lazy. I agree. The couple weeks or so after he left were a shitshow because people were afraid to use stuff because of crazy stories circulating about deli lady, see above, but within two months things were humming along fine. However, this is not a subreddit about proper management or profitability, it's about revenge, and he got his revenge. I was working for a financial firm, 1800 employees, with a sales force of 200. I was one of the salesmen. We had our annual meeting in April. It was a big happening. Most of the employees attended, and the CEO gave a big speech about how the previous year was the best in the company's history, blah, blah, blah. The next month, May, we thought about our bonuses. Normally, the bonus was referred to in all the paperwork as a bonus, however it was compensation based on a predetermined formula. It wasn't one amount, it was set at different tiers. It was a predetermined formula in black and white. You sell X amount, you get X bonus. You sell Y amount, you sell Y bonus. Everyone on the sales floor had a copy. If you didn't make your bonus, you knew exactly why, and by what amount you missed it. So one month after the speech of the CEO, in May, we had to submit a memo basically justifying why we qualified for, or should qualify for, bonuses at the end of June. I wrote mine out and explained the sales growth in my territory over the course of the previous 12 months, and what percentage my sales were out of last year's total sales. Coming off the company's best year ever, it should have been a slam dunk, right? All of us were excited about how much we'd have coming in June. June rolls around and my bonus is zero. Zero. But it's not just me. It's all over the sales floor. Less than 20% of the sales force got bonuses.  All the supervisors were dealing with angry subordinates, the sales manager was too, and even the VP and director above him. Everyone was furious and insubordinate, angry accusatory emails were flying, and the company was facing a mutiny. It was predetermined quotas for predetermined amounts. There was no mystery at all. Someone higher up the ladder thought it would be OK to frick the sales floor and there'd be no consequences. Well, oopsie.  We all had specific targets to hit, and we hit them. It got worse when it came out that the supervisors were offered bonuses that they could determine for themselves. Most of them took them, but a couple, knowing their subordinates wouldn't be getting anything refused. My supervisor took his. There was a lot of shouting. Supervisors getting cornered by members of their sales teams. Guys rage quitting. Office decorum went out the window. When it came out, he tried to explain to his sales team about how he felt it was justified and how hard he worked.  So for a week or so, things on the floor came to a stop. A lot of people just didn't show up and the ones that did were angry. I came in and started reading monster dot com ads at my desk. I also stopped selling anything or answering my phone. When confronted by my boss, I told him that as soon as I got the bonus, my sales justified, I'd start working again. Until then, I'd be coming in late, reading and responding to one ads and leaving early. He could expect me to keep that up until I found another job or was fired. The following day, I was sent to the regional sales manager's office. She said she'd heard about my work stoppage and asked me to explain myself. I told her that if she heard about it for my supervisor, then she already knew why I wasn't working and I didn't need to explain it again. She tried buddying up to me, being friendly, then being stern, then top it off by being angry. I kept my composure and told her that the longer the company held out on my bonus, the longer it was going to miss out on sales for my territory. I then gave her my average daily amount of sales from the previous year, quantified what the total loss would be for a week of me not selling and how much cheaper it would be just to pay me the money I was owed and get me back to selling. Then I thanked her for her time and told her I'd be leaving work as soon as I left her office. And I did. The following day I came in, checked my emails, some of which were farewell emails from coworkers who quit over their stolen bonuses and sat on monster.com until I was told to go to the office of the National Sales Manager. He's the gatekeeper, as he's in charge of all 200 of us. He told me he understood that I was upset and could see why. I asked him if withholding the bonuses from 80% of his sales force was his idea or someone else's. He didn't answer. He did tell me that I would be getting a check on Monday, and if I could please go back to work at that point? I told him I'd be going back to my desk, but work wouldn't start until the check was in my hand. When I went back and checked my emails, yep, more defections. It was that bad. The next day an email went out to the entire sales force. Management had taken a look at the numbers, reevaluated the financials, and determined that June bonuses would be issued shortly. The email also apologized for the delay and reminded us that as salesman, we were the core of the company and our hard work was appreciated. I also received another email, this time from the National Sales Manager, who told me while bonuses were scheduled for Monday, he'd be walking my check to my desk the following day. The following day I showed up, sat down, and shortly afterwards the National Sales Manager walked on up and handed me my bonus check. I thanked him, and handed him my resignation effective immediately. In my resignation letter, I requested that a check for my unused vacation time please be cut, and given to me before I left the building. When he finished reading it, I told him I'd clean out my desk while I waited for the vacation check. While I was doing that, one of my coworkers also resigned effective immediately. We were walked out at the same time and ended up getting drunk at the bar across the street. I learned later from coworkers that remained, that even though the company issued the bonuses, they lost about 20% of the sales force in the following two months. The company had been very reliable and stable until that particular quarter, and as soon as upper management pulled that shit, they completely lost all credibility and trust. We were considered a front runner in our industry, so our competitors were eager to poach us. Like I said, 20% of the salesman bounced by the end of July. Even some of the sales supervisors took off. For me, it was an easy decision. The day after I was told I wouldn't be getting a bonus, I received my acceptance to graduate school. My goal after that was either to get the bonus and quit, or stick around until I got fired and then collect unemployment until it ran out. It would have been a win either way. Keeping my cool definitely worked in my favor. Looking back, this taught me the value of not giving in to anger or fear, and also of taking calculated risks. Got a love corporate greed. I had something similar happen to me. The company I worked for had its best two years ever. Went from 24 million in sales to 72 million. If we hit 35, I was owed a $33,000 bonus. So it comes time for the bonuses to be paid out and they stalled. They said it just took time to prepare.  For the next three months, I went back and forth each week between the CFO and the VP, asking when I was going to be paid. Finally, I get the call to see my VP. He hands me a $2,000 discretionary bonus. I blew up. I pulled out my signed contract that showed how much they really owed me. It took another two weeks and the threat of a lawsuit to finally get paid. I quit the next day. Nobody else that was supposed to get a bonus did. Then again, none of them fought back either. I come to find out that a couple weeks later the company town hall the VP thanks the employees for making him so rich. In the next coming months, the CFO bought a ranch in Montana. The president bought a Ferrari. The VP bought a four rupees Audi and the majority partner bought a huge home in Kelowna. The great thing though is in the years that have followed I went to their biggest competitor. In those years, I've managed to take away many of their best clients to the tune of over $50 million and lost business for them. Freaky Scott. This happened several years ago. I was working for a small medical supply company as the IT manager. Business was bad and eventually the IT department had to downsize to just me. During this time, they brought in a new CFO that I had to report directly to. Let's call her Pam. Pam had zero knowledge of IT and how things worked. Her motto was, if it ain't broke don't fix it. PC and server life cycles didn't exist. We don't have to pay for licensing to keep our firewall updated. It's working just fine now. I went from having an annual budget to a wish list, which she would deny everything I asked for.  One time we had a quarterly meeting and people were asking about how secure their jobs were. The owner said that nobody was getting laid off and that our jobs were all secure. This was at five PM on a Wednesday. The very next morning at nine o'clock they laid off six people. At noon, one of the owners showed up to show off the Escalade that he had just purchased that morning. During the first six months that Pam was there, she started firing everyone that worked for the old CFO and replaced them with her friends and family. Three of her bridesmaids from her wedding a few years prior, got hired to replace those that she fired. I knew I was on borrowed time. After she had been there for nine months, I was the only one left out of what was about a dozen people that worked for the old CFO. I knew my time was running out. I had been looking for work, but the 2009 crash just happened and the job market in my area went south quickly. Sure enough, she called me into HR and blindsided me with an entirely trumped up charge that she claimed happened the day before. I was working with the VP of sales on a project that entire day, so I had a witness. I asked to bring him in since my boss was lying and was told. This is not about him. This is about you. Remember kids, HR is there primarily to protect the business, not do what's right or legal in some cases. Needless to say I knew my days were numbered. The next morning I get introduced to an IT expert who just happens to be Pam's 21 year old nephew. He was to shadow me and evaluate everything that I did to see if we could streamline any processes. Pam acted as if he was to consult us after. In other words, they wanted me to train him to do my job. I quickly learned that this kid had absolutely no knowledge of IT. He's the kid people think is an IT expert because he can hook up a PlayStation to a TV. He didn't even know how to join a PC to a domain. So I knew what had to be done. The inventory, billing and shipping and receiving were all run by scripts that I created on the server. They were all run using the domain admin account. I raised quite a fuss about giving him the domain admin account in front of Pam and him. I then loudly proclaimed that I was going to change the password to it since you can't have people who don't work for the company to have admin access to our network. I was overruled and was told to give it to him. I complied, but I also showed him multiple times how to change passwords on the domain. I even had him write it down to make sure that he could do it. I really stressed the importance of changing the admin password and deleting his local account. The second he is no longer consulting us on the IT processes. I showed him a few things that day, but nothing in regards to what really made the company run. There wasn't enough time in a year to bring this kid up to speed on how to run that place due to his complete ignorance of IT. I come in to work the next day and sure enough, I was let go because her nephew had found my skills lacking in many areas.  The next morning, I get a call from the CFO and owners.  I told her that I was now an independent contractor and if she wanted my services, I was going to charge her $200 per hour with a 250-hour minimum. At that point she told me that she was going to call the police and have me arrested for what I did if I didn't come in and fix everything.  I'll hold, please call the police and let me know what they said. She started cursing at me and hung up the phone. Turns out, her nephew did actually learn something from me. He changed the admin password after I had left. The one that ran all the scripts for inventory, billing, shipping and ordering. According to some of my coworkers, the place was dead in the water for several days until they could get a real consultant in to go through the documentation that I had created and fixed the issue. The nephew was immediately fired and Pam was gone within a month. You stay till the end, which means you're the one I make these episodes for. I wanna take this moment to thank you, I really appreciate you because you bring me a great amount of joy. Subscribe for future uploads and show your vengeful devotion by tickling the like button without mercy. Do you have any experiences surrounding the topic of this episode? Share yours below, I'll join the conversation and I'll be seeing you in the next one.


It's time. It's time. It's time. For what? For the draft show. Sit back and relax. We'll sing chat and laugh on the carry. Welcome back everybody. It is so good to be together and have new friends and old friends and this is one of the curious giraffes. This is Jeanette. Hi everybody, new friends. And asking questions and singing songs. Oh boy. So we need to do who's who on the curious crew to know who's here. Please, please let me do it. Please. Okay, she can do it today. Alright, let's start with the back row. How about what's your name? I'm Emily. Hi. What's your name? Mae. Hi Mae. And what's your name? Megan. I'm glad you heard. Let's all say it. Hi Megan. And what's your name? Dona. Hi Dona. And what's your name? Lauren. Hi Lauren. And what's your name? Aurora. Hi Aurora. What's your name? I'm Gail. Hi Gail. Hi Jeanette. What's your name? I'm Dorothy and I am so glad to have you all here. So the giraffes help me think of new verses every time to the curious giraffe song. Today we're going to sing a verse about, I want to say it. Okay. About Gail Herman. Wonderful storyteller. Alright. So let's sing a song to get to know Gail. Oh and actually I need someone else. Dona, will you pass this to Megan because she's behind you. Megan's going to try it. The other side. There she is. Yes. She was the quiet voice today. So Megan you're going to help Jeanette sing. Everybody is going to help with the motions. Here we go. Giraffes look over at Gail and said sometimes I feel good but sometimes I get the grumps. Gail got her puppets. We can help you with the bumps underneath this one big sky. Oh yeah. Share one big sky. Share one big sky. Give the world a big high five. Yeah we're different and we know it but we all get along because we can all share and we can all care. We're different but we all belong.  Great. And I brought my puppet with me. This is Sylvester and when I travel around you like him? Yeah do you have one like it? No? Well when I travel around I bring some of my puppet friends with me and my big backpack that I put on my back and Sylvester is always a favorite because he likes, well he likes to share one of his stories but sometimes he gets a little shy and will you do it today? Oh oh. He says he's in one of those shy moods. Uh oh. Well can you say hello Sylvester? Hello Sylvester. Okay he says okay. I have to help though. Once upon a time Sylvester the monkey woke up with what we call yeah just like that woke up do that again. Only when he woke up his mouth was all strange and he looked like he was grumpy. Can you show me a grumpy face? That's exactly how he felt inside. He was so grumpy why he just felt all picky with people, picky with people and just then down the path came Shelley the turtle. Now Shelley was his friend and Shelley was walking nice and slowly down the path and because Sylvester was up in his tree house feeling all grumpy and bumpy and grumpy he just looked down and he said which in monkey talk meant boy are you slow. My slowness before said the turtle. Turtle felt so put down turtle just like to move slow most of the time actually although sometimes he could go quickly but that made him feel put down so you know what he went inside his shell and he didn't want to come out. How somebody feels when they feel put down. Yeah you can see it in their faces and the way they hold their bodies and I don't know but Sylvester just didn't even notice and he just got bored because Shelley was in the shell and he just decided to go back to sleep that day. Good thing too. Well yeah he was pretty pretty he didn't have much sleep he was grumpy but then down the path came Allie Alligator and Allie was singing.  I don't like a nose job. Well then just went and went down and didn't even want to talk to anybody and that's when Toucan came back. Alligator was down on the ground with his nose all squinched up and before Toucan could say Alligator looked up and said boy do you have an ugly voice. Before that's just part of me and felt so sad he felt put down and now you had three animals with the put down and grumps and a monkey up in a tree with the grumps all piggy with people. So Toucan went up up into her treehouse and that's when Betty Bunny came out from behind a tree and said I don't want anyone making me feel put down. This is Shelley I'm just going to think of something to stop all these put downs and grumpy feelings and so she thought and she thought can you do that? She came up with an idea she said I know I'll just go give one of them a put up instead of a put down. So she went over to the turn and she said hey can't we go play. No go away. Put up instead of a put down she said oh Shelley I like I like your shell can you give me a ride and I'll just bounce on your back and it'll be like a massage. Really you like my back? Okay okay so Betty Bunny got on Shelley's back and they went off down the path. Shelley was sort of slow again wasn't feeling really fast like going slow and Betty Bunny was hopping on Shelley's back and it was kind of like massaging underneath all around. Do you ever have a massage? It feels real good. Oh really? Well then they said hey Betty Bunny said where's Allie Alligator? Oh I don't know. Turtle didn't want to think about Allie Alligator but Betty Bunny had seen the whole thing. She said let's go and see if we can have a game with Allie and so she convinced Turtle and they went over and they saw Allie Alligator and they said to Allie as he had his nose all squinched up they said hmm let's do a put up for Allie Alligator and they thought can you show me how they thought? They thought they had real hard thinking they had to look at all his attributes. What are some of his attributes? What does he have? Yes? A nice nose. What else does he have? What are other attributes? Yes. Oh yes the birds had come by you know sometimes birds peck crocodiles and different animals teeth and they clean them. What were you going to say? You have nice colored eyes. Nice colored eyes they're white and black they were looking at all of his attributes and what color is he? Green. And do you know what kind of skin Alligator is? Rough skin and that's what gave Betty Bunny an idea. She said Allie I like your nice green slimy hide. Do you know it would be good for sliding? Oh said Allie you do you like my hide? Yeah can I try? Okay. Okay and so Betty Bunny these were the days when all the animals were friends you've got to imagine this and zoom down and up and back and zoom down and up and back and zoom down and they were having a grand old time and before you know it Allie Alligator forgot all about that put down about his nose and he was straightened out and then they thought gee this is fun what else can we do where is that toucan said Betty Bunny and so they realized toucan was still up in the tree can you just hold him for a minute put him on your arm toucan was up in the tree and she was all bent out of shape if you will because they said her back Betty looked up and said hey toucan and toucan went ah because toucan was feeling pretty sad and she and Shelly and Allie had to think real hard they had to think and think and think of a way that they could give toucan a put up what do you think they did yes my friend that's exactly the first thing they thought of can you say you're right you're right can you say that you're right and when you do it can you go like this you're right you're right that's the first thing they thought of was oh I like the color of your beak and Shelly said she did too and so did Allie Alligator and before you know it toucan was saying you do why thank you because that's how it sounds when you do toucan ah you do why thank you yeah the long you at the end ah so they all began to play and have a good time and finally they realized that they had one more and Betty Bunny was getting really scared and she said you know what it's going to be dark pretty soon we've got to get our monkey out of the put downs and the grumps I've got to think of a way that we could wake up every morning because it's getting dark now and pretty soon monkeys going to wake up and we could start with the grumps again and we never have any fun so she came up with a song and I'm going to put the puppets right here for a minute and I'm going to teach you the song so when morning comes we can wake up okay we can wake up so faster so you start like this and you go I've got to put up inside of me and it goes like this let's start again I've got to put up inside of me and it goes like this once more I've got to put up inside of me and it goes like this so after they all went to sleep and then they wake woke up in the morning and you know what they didn't want to take a chance that maybe that grumpy Sylvester was still with the grumps and feel and put down so Betty Bunny said let's think of some things we could say to our monkey friend over here let's think of some things we could say to our monkey over here so they sang the song again let's all do it one more time here we go I've got to put up inside of me and it goes like this and someone had a good idea because they were watching all the different characteristics and attributes of monkey Sylvester they looked at what he had and how he his body was and they looked at his colors and they looked at his his long arms and legs and they thought about what he could do they had a million put ups to give to that monkey what do you think one of them was yes my friend made the first thing that Ali Ali could you hold Ali up that's the first thing that Ali alligator thought of let's tell her she's right let's say you're right and then after they did it they noticed that Sylvester's eyes kind of straightened up a little bit and then Betty Bunny said we better do more so they did I've gotta put up inside of me and it goes like this what else do you think they said to that grumpy monkey because he still had some things going on inside yes miss Emily did you know that was the second thing they thought of tell her you're right and then when they did that I forgot to show you they noticed that his arms and legs seemed much more relaxed he wasn't so grumpy anymore and but they noticed this isn't enough he was really and I've gotta put up inside of me and it goes like this so they had to think of one more don't know what do you think they thought of your white chinny chin chin all those hairs on there yes what were the other two put up oh that all of this part or that this part this part oh all that nice reddish brown color and you know what he said after each one you do why thank you only he said it in monkey talk but we'll say it in our talk okay let's say you do why thank you and the last one did you like the way he walks no you are oh you are and what exactly about him is he that you like do you like his all right you like all of you like his ears you like his arms you like his legs I thought I saw Megan's hand for a minute oh did you make him what were you going to say for grumpy monkey Sylvester he appreciated the compliment that they were giving to him oh and he did say why thank you didn't he that was a very polite way to take a compliment yeah and so that was the last one he did he said you do why thank you and that's the story of how to dump the grumps dump the grumps you tell something true about the person okay can we practice one thing yes reminded me yes when sometimes I like that part when you had a point our heads and try to think of something a put up so what I like to do is put our hand on a heart and you gather up what your heart would like to say and then you give you give a put up so let's try that your heart give a put up thank you all because giraffes like to look up that's right that's part of it that whole you had another idea say that again the yummy leaves and yes because giraffes look up to eat the yummy oh that's right yeah yeah okay so as long as it's true and you really feel it that's the one of the best ways okay so I will hold the puppets for you and then we're going to just say that sometimes storytellers also have instruments that they think about background did you notice how um Dorothy did a little bit of walking when the turtle was walking so slowly yes that's that's a sound that helps the atmosphere of that particular little scene that you were seeing in your head well storytellers I'd like to let you know I have not done that before and Gail challenged me to think of musical things to do with my guitar that would go with these stories so thank you for that challenge and you're welcome and so storytellers mainly myself I'm speaking of not all storytellers like to have something in the background or in between to make it more interesting when you're thinking of the pictures in this story where could we put the sound of the vibratone this is a vibratone and that but what do you think where could we yes Megan when he wakes up and has the grumps because he's like okay and it's like and it makes that noise it seems like so you think when the story begins and he wakes up and and the storyteller or I would say and he woke up with the grumps boy was he grumpy so then I could go or someone could go and I could move his mouth to go with that is that what you're thinking that's a great I guess she is when you want when one thing changes when anger is relieved when he's relaxed and he's good that's an interesting there is no right or wrong it's your musical intelligence that your creativity you're putting it into the story where you think it should go and that's what I love to do with musical instruments and I think I just would have one more to show you this is a tempo block where would you put this today with the turtle walking alright it could go with the turtle walking thank you for the suggestion yes or the alligator walking sure and it and so you could if you retell this story that I made by the way it's on it's in a story book and a story so you can either get the book or those CDs so if you retell it at school and you they have tempo blocks in the music room you could easily find some of these instruments in your music maybe not exactly like it right some of those are pretty new so yeah they are they're very new okay like this one where would you put that one because we have to end our show thank you thank you part because it's quick yeah okay after we finish we'll play the instruments right okay yeah oh well this is a thumb piano and these are from originally from Africa the frets are nails pounded down in the old days they used to make them from actual nails pounded down and on a piece of wood and then there's a gourd under here the gourd isn't I can't take it with me for traveling but you just use your phones to play it so I think that we'd like to invite you another time and that the children could have much more time to actually play your instruments would you like to be the sound effect people and we can create a new that would be okay so why don't we do that because now it is time for us to close the show so I'll ask everyone to stand up all like the giraffes oh oh the mystery box okay I have to be super quick I was going to have you today Gale starts with G and the grumps starts with G and I had a guessing game both words start with G I was going to have you guess what was in my box if we had time I brought a golden goose those both start with G too so the golden goose can sing with us you can hold up one of your puppets to sing with us this is our closing song so everybody line up don't a come on over here with me you okay and Gale you stand up behind them and your monkey can sing the song with us here we go and maybe you haven't heard this before but you can learn it from us we'll sing it twice keep keep asking questions and never give up keep keep looking up keep asking questions and never give up thank you for watching we'll see you next time bye everybody bye


Recent advances in nuclear magnetic resonance, NMR, technology have made it the most widely used technique in structural characterization of Lignin due to its versatility, providing unambiguous evidence for specific structures and quantitative structural information. Two-dimensional solution state NMR techniques are reviewed for structural analysis of Lignin in isolated and whole cell wall states, in situ, as well as their applications. This article was authored by Ransang Sun, Jialong One, Bailiang Xua, and others.


Number one question that everyone asks is how do I start a restaurant with zero experience? Today I'm going to answer all those questions for you and reveal the six different steps and actually insights that I would point people to when I reply to their email so then that way you guys have all the skillset that you need to build a thriving profitable restaurant so make sure you guys keep watching. Hello friends my name is Wilson your friend in helping you build a profitable restaurant just want to show some love to these two individuals for their love and support and that's the community that I want to create a positive encouraging one which is the reason why if you want to get featured make sure you guys go into the comment section below and leave us a comment. Now without further ado let's dive right in. Number one insight in starting a restaurant with zero experience is to know your strengths and know your weaknesses. How amazing would it be if you were to go into your restaurant have your staff take care of all the customers for you and you just dare to make sure everything is nice and handy and then at the end of that each month you get paid handsomely. That is the goal and ideal place you want to get to and that's the reason why you need to know your strengths you need to know your strengths so then that way you can double down on that whether it is hiring people whether it be marketing whether it be just cooking good food know your strengths double down on it that should be your focus. Now know your weaknesses as well so for example if you're not that great at managing people then you should definitely hire for your weaknesses hire a manager that is good with talking to people hire a manager that understands what culture is all about on the other hand if you're just not that great of a cook but you really enjoy this industry same thing hire a goddamn good cook so then that way they can get good food for you and that way you can take care of your customers regardless of the fact you need to know your weakness and you need to know your strengths that's how you going to be able to build a thriving business second insight that i want to share with you is to find a food concept that is in high demand now what is what does that even mean finding a food recipe that within your city people are actually always ordering and that becomes part of their eating habits so for example in vancouver bc people love bubble tea and which is the reason why there are a lot of bubble tea shops here people also like vietnamese food people also like sushi and these are our staple items in vancouver which is the reason why if you were to build a restaurant build restaurant concepts revolving around these cuisines then that way you can really capture the demand that is coming in supply and demand why is that the case why is it super important it is because let's say for example if you have the best fried turkey leg in vancouver no one's gonna buy it because that's just not the demographic that would enjoy this type of food staple you might have the best dish out there but the concept doesn't work with this demographic hence no demand it doesn't matter how much supply you have no one's gonna buy it that's the reason why you would always always want to find a food concept within your city that is in high demand then you don't need to go and beg for business business will come to you third insight that i want to share with you if you have no experience is the fact that location truly matters i know a lot of people talk about that location location location yet rarely do people talk about why location is super important location is super important for your restaurant concept is because you want to have it at a location your concept at a location where your customers are hanging out it doesn't matter how great or how prime your location is if your customers are not hanging out around that area then you're not going to get sales simple as that so definitely understand where customers hang out and have your food concepts by that area to give you an example my client has a greek shop in downtown vancouver one of the best greek foods out there but yet they don't have much business and i asked them i'm like why is that the case who are you really catering to then they start telling me about hey you know what we catered to the families who miss home and we were super popular when we're in a different city part of the city and we thought that it would be a great idea to move to a more prime location in downtown vancouver and once they moved business went downhill the reason why i went downhill is because they moved their location from where their customers are hanging out which is around the city area the greek village area and moved it to downtown vancouver where a majority of the people there are more millennials and they're not really used to this kind of cuisine which is the reason why location location truly does matter if you guys want to learn more about this definitely check out this video as i talk more about the variables and the different components that would make a great location for your food concept point number four is to know your customers this is something that always preaches to know your customers know exactly who you're serving your food concept to and this is something that i talk about in point two in point three knowing the food concept is important knowing the location is important but knowing the fact that where and who is it that your customers are is really the essence of what you need to know and find out 10 out of 10 people that i actually talk to or consult for they don't know who exactly is it that they're serving they don't have a full page of description about their customer demographic they don't name them they don't know how much their monthly income is they don't know what they like what car they drive what sports they play who is it that they root for all these things it is as detailed as possible and you're talking to that one person we're not talking about talking to the whole vancouver or the whole city we're talking about one person that we're talking to by you focusing your narrow by you serving that one demographic you end up talking to everyone else it is counterintuitive but that is the way for you to gain any type of traction so knowing your customers are super super important and if you want to learn more about that once again we created the video right here for you to understand and identify your ideal customers next up is to know your business plan guys so many people i actually mentor it is mind-boggling it's crazy people don't know what they're doing they don't have a solid plan they don't have solid foundation of what they're doing they simply are just thrown into the ocean and just trying to swim ashore but not knowing where which way they should swim to having a business plan is like having a guide having a map knowing exactly where you're heading and that's the reason why it's super important for you to understand and build your business plan on top of that if you're looking for partners if you're looking into raising funds this is equally as important so then that way you can actually bring this business plan and to actually raise funds with or to actually engage with different partners nonetheless having a business plan will only help you as hard and as tedious as this process going through this exercise allows you to have much more clarity within your business what is your financial projection who is it that you're serving what makes you different what is your SWAT analysis what is your unique selling proposition all these things should be put into your business plan if you don't know much about this or how to even create one this video you should definitely watch because this is what we go into in depth of how you can create a business plan so make sure you guys click this and watch this video final final insight that i want to share with you is to always keep learning this is one of the major things that i always always preach is to actually keep learning a lot of people feel complacent they feel like that you know what after i go through high school post-secondary i don't need to learn anymore and they end up just being out there on their own but this whole journey being a restaurateur is an art is a science as well so definitely go out there and actually learn from someone who's been there and done that why do we even want to do that it is because the mistakes that they make you can actually see you can actually learn from that and avoid those mistakes and oftentimes that are that's like hundreds of thousands of dollars of mistakes that you're saving and years shaved off your learning curve which is the reason why you should always go out there find people that you are inspired by find people who has been there and done that and that's the way that you can actually shorten your time frame and to actually save a lot of money and that's what i do as well is that i learn from people who have been there and done that maybe a few steps ahead of what where i want to achieve and ask them how how did you get there what are some of the crucial mistakes and that's what i'm doing for you guys is to share these videos to help you save time and to save money and which is also the reason why we created this one hour long master class that dives into depth of how you can create a profitable restaurant from A to Z so definitely if you guys are interested in learning more about this trade learning more about how do you build a successful restaurant then you have to I repeat you must sign up for this free master class that we're going to be hosting very very soon it is in the link is in the description below definitely check it out i really highly recommend you guys to to be there and i'll be answering all your questions live during that master class as well so definitely sign up aside from that i really hope you enjoyed this video because you know what a lot of you guys are not as experienced but you guys have the desire the ambition to actually go out there and achieve and to fight for your own world and to create something that you're proud and i want to be that friend of yours to help you get there so make sure that if you guys enjoyed this video smash the like button otherwise i'll see you guys in the next video


So with the new season upon us and we're a week down in this new season, the ATP and WTA have come out with a new rule that kind of is a curfew rule. I guess you could call it a match scheduling rule that stops players from having to play at 3, 4, 5 in the morning and a couple of different changes. They're going to trial it for this year and actually is being implemented in the first day right now. Let's go have a talk about what it is and what it actually means. The match scheduling rule, this is what they've said on the ATP website. Number of late match finishes defined as matches finishing after midnight has risen considerably in recent years, negatively impacting players and fans. This is tied to an increase in average match length on tour. New rules related to match scheduling will be implemented at ATP and WTA events, so not the grand slams and will be in effect from January 2024 as follows. No more than five matches per court with an 11am start with three matches during the day and two matches during the evening session. No matches to go on court after 11pm unless approved by the ATP and WTA supervisor in consultation with ATP and WTA management. Matches not on court by 10.30pm to be moved to an alternative court by no later than 11pm. Nice sessions to begin no later than 7.30pm with recommendation for 6.30pm. So there you go, that is the rule change that is coming in the match scheduling rule and it's funny because it actually has been implemented right now. As I'm recording this video, we've got it in Adelaide with Kudamatova and Alexandrova's match being moved to center court from court number one because they ran out of time. It turned out to be 25 past 10, something like that, PM, and they had to move it. Let me know down in the comments below, what do you think about the rule? Do you like the rule? I mean, I don't see any negatives with this rule. It helps the fans, it helps the players, maybe it, you know, refunds for the ticket sales for the tournament, but remember, this is not for slams. They don't have these rules. So when we watch the Australian Open next week, there could still be 3am, 4am, 5am finishes and that's just how it's going to be. But on the ATV and WTA, new rulers come in with a match scheduling saying that no matches can start after 11pm.


quiescent stem cells are activated in response to a mechanical or chemical injury to their tissue niche. When this occurs, they rapidly generate a heterogeneous progenitor population which can regenerate the damaged tissues. The transcriptional cadence that generates this heterogeneity is known, but the metabolic pathways influencing the transcriptional machinery to establish a heterogeneous progenitor population remain unclear. Here we have described a novel pathway downstream of mitochondrial glutamine metabolism which confers stem cell heterogeneity and establishes differentiation competence by counteracting post-mitotic self-renewal machinery. This pathway involves the activation of PAS domain containing kinase, PASK, which is released from cytoplasmic granules and subsequently enters the nucleus. There, it catalyzes the degradation of the mitotic protein WDR5, which is involved in the APC, C-mediated destruction of PAC-7, a gene essential for maintaining stem cell identity. As a result, PAX-7 levels decrease and the stem cell becomes committed to differentiating into a specific type of cell. Gen. This article was authored by Michael Xiao, Keahua Wu, Graham Meek, and others. We are article.tv, links in the description below.


Hello, I welcome you all once again to my channel explore education. I'm Dr. Rashmi Singh assistant professor department of education SS Khanna Girls really college University of Allahabad and this time I'm going to discuss the issues and recommendations of any be 2020 on technical education and the lecture will be in bilingual mode as usual So let's start first of all NEP 2020 So many things are happening in this policy India has never had any policy and you can say that it is so overhauling It has recommended that we have not been able to make it illegal till now So we talked about NEP first about inclusive education and then I have discussed higher education from you I have discussed NEP overall And recently I have discussed NEP on teacher education and today I am going to talk about technical education I am going to talk to you about what NEP has done for technical education Still many aspects are left like what has been said about adult education So gradually I will cover the issues and recommendations of NEP 2020 on all aspects of education So first of all technical education So it prepares individuals for the world of work and involves Acquisition development and application of work related skills and understanding of knowledge and scientific principles that underlies those skills So technical education prepares individuals for the world of work Means it prepares them for work place And what is involved in this? Acquisition, means there are many aspects Development, development and application Which means work related skills Means we will need skills for work place But we will need them They will be useful They will be useful They will keep their education and understanding of knowledge and scientific principles That underlies those skills That means the skills that are beneficial The knowledge and knowledge that is not under them The technical education is also understood Technical education in the Indian context refers to programs related to Education in the Indian context Education in the Indian context So what are the programs related to this? Architecture, Planning, Design, Engineering, Technology, Computer, Application, Management, Pharmacy, Hotel Management and That's all And you get diploma undergraduate and post graduate level Means UGPG and diploma level education When in architecture, planning, design, engineering Technology will be understood Computer, Application, Management I didn't know that Pharmacy comes in technical education And Hotel Management is also part of technical education Technical and Vocational Education Many times they are used together Technical education is also accompanied with the term Vocational Education And they too are used interchangeably sometimes They are used in different places Business education and technical education Institutions offering technical education like the IITs They are saying that those institutions Which teach technical education like your IITs What they do? Teach the theory and science behind the occupation They teach the theory and science behind the business While Vocational Education What they teach you? While Vocational Institution like ITIs Adop a more hands-on approach to impart Skills needed to the job success You can say that in technical education We pay more attention to theory and science Whereas in Vocational Education Hands-on experience, the actual skill Is practiced more How does UNESCO define technical and vocational education? It says that all forms and levels Of the education process involving In addition to the general knowledge All types of education The study of technologies The education of techniques Related to the science And the acquisition of practical skills Know how attitudes and understanding Relating to occupations in the various sectors Of economic and social life That is All the types of occupations You have in your social life All the types of occupations You have in your social life In your social life All the types of occupations Their understanding Their know-how Their attitude The skills needed Their acquisition Their science, technology Everything comes into technical and vocational education This is the UNESCO Convention Which is on technical and vocational education This is the definition Then the vision of NEP 2020 Now let's see that our national education Was in 2020 What is the future of technical education In India In 2020 They want Such an education system Which is rooted in Indian thoughts Whose roots are connected With our Indian culture They contribute society to transform India That is India This is India That is India But what we want That is India So sustainably into an Equitable and vibrant knowledge society They are saying that the roots are connected With our Indian ethos But what should they grow That the government Can be a member of a society By providing high quality education To all of us And thereby Making India a global Knowledge superpower What will happen to that And they will be able to Make the knowledge superpower On the basis of knowledge The National Education Policy 2020 Proposes the revision and revamping Of all aspects of education This is the overall vision Of NEP 2020 Then specifically We will talk about technical education So this is the overall education That the roots are connected With the roots of it So hopefully we can complete Every aspect of education We can change it Revise it Revamp it The structure The constitution The regulation The governance So that we can Get a new education That is aligned So that we can Get the 21st century From those Which means Inspirational goals of 21st century Students as well as with the Sustainable Development Goals You all must know that The NBGs were better Millennial Development Goals And it was said that we will Achieve them in 2015 But when we saw that We are not able to achieve So we increased it to Sustainable Development Goals We are not able to Achieve the lag behind them As it seems And it is a 17th sustainable Development Goals We have not left any Aspect in the SDG Which is believed to be the The goals of the development So if we do this The vision of NEP 2020 Is that we can reach the SDGs And those 21st century Students can prepare them We have seen What change NEP 2020 Has done Moving towards multidisciplinary Universities and colleges That will become multidisciplinary With more HCI's across India That offer medium of instruction In local Indian languages I will say again that NEP 2020 is getting revised Then moving towards a more Multidisciplinary Moving towards faculty Autonomy What will happen to those Who will get innovation They will be able to get rid of the Boundations We will revamp Everyone We will change everything And what to do Reaffirming the Establishment This is very important NEP 2020 has talked about The governance of HCI Is by independent boards Having academic and administrative So they are saying that The higher education institutions Will do independent Board That means they will get more autonomy Light but tight regulation By a single regulator for higher education That will govern HCI What is HCI Higher education comes out of India So we light it but regulation is tight And what we will do Is to increase equity and Improvisation Till the time we reach education We will not accept it We will give education according to the Power We will give education to everyone No one will be excluded No one will be excluded So what are the changes The changes made By the National Education That is What else The undergraduate degrees will be Either of 3 or 4 year duration The UG degree When NEP will be done It will be for 3 or 4 years How will it go? With multiple exit options Within this period In which you want If you need it You cannot do anything You can leave the course With appropriate certifications And we will certify you For example If you leave it You will get a certificate After completing 1 year You will get discipline and feel Including vocational and professional areas Vocational and professional areas Which you are studying And if you leave it You will get a certificate If you leave it for 2 years You will get diploma And if you get bachelor degree in 3 years So how will it go? The 4 year multidisciplinary bachelor's program Will be You will get advanced degree And academic bank of credit A, B, C Whatever new admission has been U, G, P, G In any professional course Everyone has enrolled in A, B, C And registered It will be established Which will digitally store The academic credits earned from various Recognized HGI's All our high school Those who will study Will give credit to the students They will be given credit instead of number And their credit Will be digitally stored in A, B, C What is A, B, C? Academic bank of credit What will happen with that? We will be able to know How much credit students have And they are saying Make a public university Where you have studied At-par IITs, IIM Make a public university And they have said Multidisciplinary education And research universities Make a public university At-par And they are saying No rigid separation between arts and sciences They are saying That the student of art Is completely different from each other Don't do that They are saying Vocational, academic Separation between arts and sciences They are saying There is no separation between arts Students of arts, sciences Students of arts Students of arts They are saying I am making a background To reach technical education What is technical education? What is vision? What is the future? What kind of education? Then what are the key changes? These are very popular key changes Now people are starting to know What is the multiple entry, multiple exit Certificate diploma and bachelor degree You will get it You are talking about student-centre and student autonomy See, FICLT and institution are already Commissions and committees But student autonomy This is the first goal Now we have come To technical education What has been said on practical education They are saying Broadening the scope of TE By bringing in degree and diploma programs They are saying Increase the scope of technical education You have given degree and diploma program Bringing close and collaborations Between industry and HEI Is to drive innovation in research They are saying That the students of technical education And the industry Collaboration Is to help each other To increase innovation Using the technology To overcome the separation Between technical education and other disciplines They are saying Increase the use of technology Which is the difference Between practical education And other institutions Planning to offer technical education In multidisciplinary education Institutions and programs This is being tried In technical education Preparing professionals In areas of greatest importance The professionals of greatest importance Like your doctor Like all these professionals You should be prepared for them Curriculum should be renewed Curriculum should be changed Needs to be changed Infused with a set of carefully selected Material from other disciplines Multidisciplinary The material of other disciplines Should be combined The theory of practice Should be combined With industries And many opportunities of internship Should be in technical education This is said in 2020 Engineering and technology Program shall be revised Prepare the professionals Who are well prepared For both current and future practices Read this program Revise it They are ready for today They are ready for the future And are able to explore emerging science and technology By being responsive to changing Socio-economic and environmental context And you can see How much is being discussed Green, carbon, green, audit We have to keep in mind That the social aspect And the context We have to use the technology We have to keep in mind India must also take the lead Professionals in cutting edge areas That are fast-gain prominence These days, what is increasing In the age of science Like AI, artificial intelligence 3D machining Big data analysis, machine learning India must take the lead To prepare professionals Apart from this We have to take care of the health environment Sustainable living And we have to connect with the UG program So that the youth Will be able to grow And the daily life And reforms in the light Of NEP 2020 Tell us Hard Boundaries Like PCM For the chemistry maths That engineering will be able to do the same That PCM group is saying That it is not necessary Hard boundary is removed Imposed for entry To all branches of engineering If you want to give doctor's examination For entrance For ZBC group And if you want to study engineering Take PCM We will not take it seriously The council was in receipt Of many representations from industry As a student community To give an option to pursue technical courses Such as agriculture, biotechnology Information technology, electronics Etc to students who did not have Prior electives of physics and mathematics But had studies Relevant portions of the same At plus 2 level to a certain desired extent They are saying that They have a lot of assumptions That the application Has reached to them They have been appealed By the industry By the student community To pursue technical courses Such as agriculture Biotechnology IT Which students have If they have not opted for maths And physics They have not taken maths and physics Relevant portion of the same If they have studied at plus 2 level They are saying that you let us do Remove this hard boundary That only the student who did PCM Can study engineering Or all the professions They can study it So this is a very important And what was said Consequently, CBC In its curriculum for science Has given the subjects of biotechnology Computer science, engineering, graphics Etc CBC has also given Biotechnology, computer science NIS has also given A lot of such topics It has given a lot And Being a leave out of NB 2020 The council has been given Flexibility to the university To support such learning students To pursue a career in engineering And technology To be deprived of the same Owing to barriers of subjects Without effecting the attainment Of learning outcomes The council has said That you should be flexible The students who want to pursue Their career in engineering But they do not have Pre-requisite They should have a bridge course And the learning that they should have For the entry in that course Is less than that of a bridge course Make a bridge So we Will be able to do engineering Which has not required Education at a plus level Apart from that, AICTE Has been offering a lateral entry We will give an entry from the side Students in diploma as well as UG which A student wishing to pursue a diploma The course is normally a class 10 pass out And at such in the pursuance of diploma Remains devoid of basic science courses Whether to available in the plus 2 level The same thing that we want to do But at the plus 2 level We have not done that basic science course So you will have to do it Lateral entry will be given to you Consequently such diploma pass outs Are offered laterally into UG courses We have done We have done a diploma at the tenth pass We have not done it at the plus 2 level We will give a lateral entry in UG So who is doing UG?  Student centered approach What is the point of view That if they did not take it At the 10 plus 2 level If they want to study engineering and technology So these reforms In 2020 they have established That you should do this And we have talked about multiple entry Diploma and undergraduate You give them a lateral entry You give multiple entry You also give multiple exit If you leave it in one year Then you give certificate in two years You give diploma in three years You give degree in ABC So that whatever education they have All the credits they have done They will not be destroyed So their credits will be useful And what is said That availability of higher Meaning the regional languages You also teach higher technical education And give vocational courses Conventional technical courses And what is said That technical education Is part of general higher education So HECI will also see technical education Sir, he has said Who will not see HECI will be different HECI Council of India and BCI So they have told Four verticals of HECI The first one is National Higher Education Regulatory Council So what will he see He will regulate Second one is National Accreditation Council What will he do He will do Higher education grants council What will he do He will give grants And fourth one He will make learning outcomes For courses So four verticals of HECI So technical education Is part of general education So he will also follow What are the four First one is Higher Education Regulatory Council To see regulation Second one is Accreditation Council Third one is Grants Council To give grants And fourth one is General Education Council Which will define learning outcomes And third one is National Higher Education Qualification Framework And he will also make GECIs Apart from this What he is saying That in the industry institution There will be collaboration There will be center of excellence Faculty research and industry So make it faculty And include experts of industry In the boards of studies So all these things Like we can use If we have extensive equipment in the industry So you can teach kids there Teach them, make them practical The concept of virtual laboratories So all these future changes In technical education Which was a traditional education In the year 2020 So we can conclude That if we don't get this policy In true spirit Then it will change our Higher Education And also technical education And we can get global educational leadership To do something like this So Okay So in this way I have discussed it in detail From the beginning The vision of national education That it is rooted in Indian ethos And wherever it goes Sustainable development goals We can achieve this in 21st century After that We have discussed general key changes That at UG level Like the academic bank of credit And after that The main thing is That according to the student We won't pre-requisite them We won't stop them We won't put a hard boundary That it is necessary That you take a PCM Then you can study engineering Or technical education So we will try to make it less And we will let you do it So all these proposals We will try to make it less But still It is a very revolutionary concept Which can change the total landscape Of technical education in India So I have covered this very topic too So thank you and don't forget to like and subscribe My channel Explore Education I have done from my side


Hello, my name is Robert Joy. I was chair of the Independent Fiskville Investigation and I welcome this opportunity just to talk briefly about the investigation and give people a bit of an overview of what we did, what we found out and what's now happening in relation to it. The investigation started up in December 2011 following concerns raised in the Melbourne media about the possibility that training at Fiskville during the 1970s, 1980s and 1990s may have led certain people to become ill much much later in the proceedings. So we were given terms of reference to focusing on what sorts of flammable materials were being used in training and how these might relate to outcomes after that and also whether there was concern arising from that in relation to possible contamination of the site at Fiskville issues such as the possibility that drums of chemicals had been buried and remained at the site, making some conclusions about levels of exposure of different working groups at Fiskville to different types of material and also evaluating what the CFA management knew about processes going on at Fiskville, what alerts there may have been raised with them and how they may have reacted to them. So just briefly I'll run through some of these key points from the investigation. At the outset I should say how grateful we were to the some 320 people who came forward past and present members of CFA and of their families and these people shared their experiences with us in a very frank and open way and without that input we certainly wouldn't have been able to generate the report which we have which I believe has reasonably comprehensively dealt with the issues which were raised. In relation to the sorts of chemicals which were the focus of concern here we're not talking so much about petrol and diesel which were materials supplied in bulk to Fiskville under normal commercial arrangements but with materials which were given as gifts or donated to Fiskville by companies outside who felt that it would be useful for these flammable materials to form part of the training regime at Fiskville and these materials often came from sources which were a bit poorly known to know exactly what was in the drums just that it was useful because they could be burnt as part of the training exercise. The concerns therefore really arise in two areas one is the fact of not being exactly sure what was in some of the drums and secondly that because they were drummed materials the materials had to be handled manually rather than going from say a bulk storage tank and being reticulated into the area where the fire training exercises were being set up. This meant that a group of employees called pad operators were handling these drums and decanting material from the drums manually into smaller containers which they then carried out to set up the fire exercises on the area called the pad. So these were the people which we concluded were the most exposed to the raw chemicals the flammable materials which were the focus of this particular investigation. So our assessment of the relative risk of their exposure that is relative to other working groups and people at Fiskville was that overall they were exposed to a high risk but principally because of the chemicals which they were using. The next group which was exposed to a high risk were those instructors who were permanently appointed to Fiskville as permanent paid instructors. On average these people were there for about three and a half years and our conclusion was that their overall exposure was high not because they were often exposed to the raw chemicals themselves which was mainly the pad operator's job but because they were exposed during the training exercises and they would be running many training exercises often several a day whilst they were running courses exposure to products of combustion in smoke also define aerosols which would have been may have contained contaminants these are aqueous aerosols coming from recycled fire water and also the products of the foam and other fire extinguishing agents. So the permanent instructors were the group who were next most significantly exposed after that exposure tended to drop off markedly through to those who were there doing training exercises because people did training exercises only for relatively short periods and relatively infrequently during their careers with CFA. So our conclusion there was that while the trainees in the live fire exercises would have been exposed to the same sorts of contaminants that is combustion products foam breakdown products and fire water as the instructors their exposure was very much less and so we've characterised their exposure overall as being low. You then have to consider people who worked at Fisfield but weren't involved with fire training exercises people who were members of families who lived at Fisville school children who attended the primary school there and overall we concluded that their exposure was far less even than the trainees and therefore we've concluded that their exposure really was negligible. So overall we've tried to look at the people who are working and around Fisfield and give a relative risk assessment in terms of their likely exposure to various sorts of potential hazard and I hope that this will be useful in any in the health study which CFA has now agreed needs to follow on from this study which we did. One of the important areas which we focused on was how in fact the various drums and the contents of the drums which were brought onto the premises and used for the fire training were then disposed of because over the years it was clear that on a number of occasions significant quantities of drums had been buried at Fisfield and the question was whether these were still there and if so whether these raised particular concerns. What we found is that there are basically two types of drum burial which have occurred. One was sort of regular burial which took place during the 70s and the 80s when drums had been emptied. These drums were crushed and put into one of two old landfills which at that time existed up at the back of Fisfield. This is in the southwest corner of the property and so this was quite regular practice once the drums of contents had been emptied and used the drums were crushed and put into one or other of these landfills. But in addition periodically there was a build-up of drums and people became concerned about the contents of these drums and because of the fact that there was a very limited opportunity to dispose safely of them off-site they tended to get buried periodically in large numbers at Fisfield and we identified probably four distinct periods of burial. We're convinced that two of these burials which took place during the 1980s were subsequently exhumed under appropriate controls from EPA and the drums and the contaminated soil were disposed of. So in two cases one which the exhumation took place in 1991 the other took place in 2002 we're confident that a very large quantity of contaminated soil and drums were removed from two sites and that those sites are certainly no longer an issue for people who might be concerned about gases coming off from the soil. There is one smaller drum burial which we are not sure absolutely where it is and are reasonably confident it's still in the ground and this occurred some probably 20 over 20 years ago and we are confident that again because of the duration even though material still would have been in these drums that it's not likely to cause any problem at the surface. Any volatile material in the drums would long since have gassed off however the report which we've written does raise the question that there may be contamination of groundwater and one of our recommendations is that this possibility be further investigated and CFA has agreed to that recommendation along with all of the other recommendations which we've made. Just briefly the other recommendations which we've made really like this one which I've just mentioned about possibility of residual buried drums really addressing residual issues not any current issues at Fiskville. They're addressing these past practices which took place maybe 30 or 20 years ago and making sure that there isn't residual contamination in the water treatment system or in the soil that would pose any significant risk to people on site. Our conclusion certainly was that that's not the case but there is a need for some further work and as I say CFA has agreed to do this. The final area that I'll comment on was the area in relation to what CFA management over the years knew about the practices at Fiskville particularly practices which nowadays would be looked on as quite unsafe and which certainly wouldn't take place and haven't taken place for at least a decade and a half and what we found is that Fiskville throughout the 70s and 80s did tend to operate pretty much on its own and not that it was without control from the center but things which went on at Fiskville tended to stay at Fiskville unless there was a good reason for them to be raised at head office and so in an area of the 70s and the early 80s when there really wasn't a great deal of regulation in the state in terms of handling hazardous materials and safety in terms of waste disposal of these sorts of materials Fiskville like a lot of the industries and other agencies operated without the sorts of controls which nowadays would be taken as automatically expected however by the late 80s and early 90s that situation was changing new regulations had been brought in in relation to dangerous good storage and management and occupational hazard hazards and safety management and what we concluded was as a result of the various interviews that we did and looking at reports and audits which were commissioned in the main because of people at the grassroots level expressing concern was that by the early 90s in particular management at head office had really I think not caught up with many of the changes that were taking place in terms of societal concerns about hazardous chemicals and the risks and also the regulations and their requirements and so it was during the early 90s that a number of concerned staff dangerous goods trained staff in the human resources area and instructors at Fiskville started to raise concerns started to initiate audits and reports on storage of dangerous goods and practices at Fiskville and tried to push a real reappraisal of what was going on here our criticism of management was that they were slow to react to these people at grassroots level who are pushing for change change did eventually occur and it was a major change in that the training area was completely redeveloped and the most important shift was to move away from any use of material or virtually any use of material in drums particularly unknown material from unknown sources and significant manual handling of this material a shift over to a much greater reliance upon LPG as the fuel which was used in training exercises the advantage of this is it didn't require manual handling and it's a much cleaner burning fuel so not only did it reduce the risk of exposure to the raw chemicals themselves but it also reduced significantly the risks associated with the products of combustion because there's a much cleaner burning fuel far less problems associated with the sorts of pollutants which might have been released in the combustion process so what in summary we've done is we've looked at the historical practices we found reasons for them we found that the current situation at Fiskville is that these legacy issues need to be further investigated but there's no good reason to conclude that they pose any significant risk to anyone on the site at present certainly further work needs to be done CFA have agreed to do that and certainly we are emphasizing that what we've described in the report is not current practice at Fiskville or any of the regional training grounds it's historical practice practice which drew to a close during the 1990s thanks very much for your attention