Alright, is that showing up to you guys? It is on the first screen, is it saying digital skills solutions? Yep, okay, great. Let me, oh, I'm looking at a different thing here. I'm sorry. Just give me another second here to get to my version of. It on. That's what I get there. It is, okay. Thank you for your patience. Okay, can you if I move that over there? You guys seeing that about the meeting on the screen? Do you see anything there? I'm waving at you. Okay, good, good. If you can't see it, then good. As long as you don't see that, that I have over on that screen, alright, you're just seeing this, this presentation screen, right? Alright, let's get let's get started. So a little bit about when learning headquartered in Kingston, Tennessee, but it's a national company, and really international for mostly North America right now, began preparing for, you know, as a leader, preparing career readiness. Since 1996 a lot of a lot of awards have been given. But the big one on the screen is that we just won for higher education in 2024 for a couple of our products. So we, you know, we, we serve a diverse range of educational institutions, like school districts, community colleges, libraries, adult education, correction facilities, workforce development agencies and the businesses themselves. Everything we do is aligned with ONET if that, if some of these things, I'm going to go through this quickly, if some of these things aren't familiar with you, with you, for you, please just book a little moment to have a chat with me privately, and we'll we'll talk anytime you want. The other key piece is that all of the credentials from our assessments, you know, after successfully passing an assessment, are endorsed by the National Work Readiness Council, which is an independent third party agency for workforce. Our position is kind of the intersection of career development and validation for a number of models and frameworks. So I'm just quickly going to show you a couple here. Notice in that gray zone, can you see my mouse there, if I, if I wiggle it? Yes. Okay, so in this gray zone, and then in this sort of reddish pink zone, here is those foundational parts of the pyramid of the building blocks of of of competency for Employment and Training administrations. So, you know, notice that it includes, oh, I clicked it. I didn't mean to. I was trying to point. Notice that it includes things like interpersonal skills, professionalism, reading, mathematics and science and technology and so forth, basic computer skills, teamwork, problem solving, the like I'm skipping through this quickly, just kind of giving you guys a quick overview. So that's the point of view from the Department of Labor. This is the point of view from the Department of Education, kind of a different model here, but you'll notice that very similar kinds of essential skills are outlined, and you know, including employability standards and career technical education and adult education, that that overlap with what we were just looking at employability skills and the like. Okay, so again, I'm just snapping through this kind of quickly, because I want to get into our focus. Of course, in this group is related to digital skills and Digital Equity. And, you know, digital access, so the Digital Equity Act, of course, that 2.7 5 billion to establish three grant programs that promote Digital Equity inclusion. We're familiar with right and our our aim is to ensure that all people in communities have the skills, technology and capacity needed to reap the full benefits of our digital economy. The NTIA has identified eight covered populations, including aging individuals, incarcerated individuals with disabilities, racial and ethnic minorities, rural residents, etc. 92% of occupations require digital skills, yet 48 million US workers have few or no digital. Skills and according to the National Skills coalition, these skills gaps create a high cost for workers and employers that are invisible drag on productivity as workers struggle to navigate job requirements and spend precious time compensating for their skill gaps, or, you know, letting them go, and then the expense is rehiring someone else that again, they're not going to know if that's going to work, and they'll give it another try. They say that the expense of hiring a new individual is about half a year's salary, all of the process through through the acquisition and the training of the new individual, if that, if that individual just gets turned over after two months, every two, three months, they're spending half a year salary plus for the couple of months they work for them, having to pay them. So just a quick look at what are the industries that have a high percentage of workers with little or no digital skills? Well, some pretty broad areas and all are, in one sense or another, likely to be part of what our Office of Economic Opportunity would would deem as in demand industries. And you know what? I didn't really, I did the same thing, Mala, you're you're in good company here. I didn't introduce myself. I introduced when. I meant to say something about a little bit about my background when I was speaking about when, and I just kept on moving forward with the slides. So let me give you a little background. Is that I recently was working for the Office of Economic, economic opportunity, which is kind of like Arizona's Department of Labor. Prior to that, working with Arizona at work for Maricopa County, and my primary focus was in training and advancing people in that sort of method, or helping them through assessments that would provide them good information and data toward choosing a career path and moving forward in that, in that, in that direction. Okay, sorry about that. I didn't really give much of an introduction there, so I'm just skipping past that and moving on. Thanks, Andy. I'm trying to be brief. So if, if anything flashes up here that you want to talk about later, my contact information is on the last slide, plus I'm going to drop it in the chat here. When I get back to the access of the chat. So every state has a digital opportunity plan, and as a direct response to the Digital Equity Act. You know, you're probably all familiar with ours now, having been part of these meetings for you know, all of the year or so that Erin has been involved now, and so we're excited about our digital plan. And while the majority of the legislation is to expand broadband, there's a smaller but important piece and to the to the legislation after these disadvantages populations now have access to affordable, high speed internet they'll need to build their digital skills. And learning provides a personalized portal to serve the individual needs of our partners in building a better workforce. So this is kind of a screenshot of of what the access looks like from the administrator point of view. The next slide kinds of shows the student point of view, or the learner point of view. I'm not sure what to call it in the in the case of we just typically would call it a learner or students. So I'm just throwing those out,