 So, hi all I'm and buckhouse I'm the education and training manager of the posse supercomputing research center. And before I get started, I'd like to pay respects and acknowledge the traditional custodians of the land from which I'm located and that's Perth. And that would be the what Jack people of them in our nation. So, building on what Anastasia's and Catherine have mentioned with the model the perpetual model. We have been focusing on the first three levels, pushing up into the fourth and I'm still trying to figure out how to get to the fifth. I've been doing this for about three years, two and a half years. It was something that worked on in my previous life. And my specialty is in teaching and learning and putting together training programs for technology and technical areas. I got this idea of the, the, what we use is a longitudinal survey that we put out three to six months after training. And I got the idea of that as well as some of the questions from a conversation with individuals from the elixir test platform which is a training platform in Europe for the life sciences so that was shouting out to them they were great. They did a presentation for the rich and rich community of practice in 2019 shortly after the enrich was formed and that is what spawned this idea and got me started on this. So, all courses all trainings that we provide are provided with what we call happy sheets so when we did that in person it would be did you like the food did you. Like the instructor was the material easy to understand and was the temperature okay that's the kind of feedback we got but we also saw it feedback on the training itself, similar to what and studies was talking about. So your overall rating, would you recommend the training of colleagues and that promoter score. We provided open comments, etc. So all the trainings that we have. We would we send this out and I'm using in this presentation, a sample is an example from our on containers training with bioinformatics that we ran in 2020. So, then we wanted to move on to the second level, and second level is how they respond to the training. Again, we had some of the usual questions from the level one, but then we started drilling down into competence. So we would capture it before describe their confidence and using containers for their workflow. And then we would hope to see after that those numbers are moving away from the top on the left you can see the top green bar not at all confident, you want them moving down into the to the right. And so this is just some examples of what we can what came out of this. We didn't stop there at that high level then we drill down into and we tied to the outcomes of the training. The confidence of them doing particular tasks. So each training has a number of outcomes. For example, explain when and why these containers downloaded run containers I can build a container, I can run an analysis so it's fairly specific and task based. And now we're saying okay how confident are you with that before, and now three four months after sometimes up to six months after. Again, you want to see that movement from not very confident over to confident. And you can see there's varying, varying rates of that. So that is the goal with with this and again this is Kirk Patrick's level two. Then we're looking at level three. And so the questions that were including in that follow up is how often do you use consent container so it's frequency of use. So we're saying okay you used it before. We captured that information before and after so we're capturing this information in two instances we're capturing it both in the initial survey, if that's going to be a substantive survey. We only do that for trainings that are multi module multi day, if it's a training that is short and sharp we just provide not just we provide the single level one information that's what we're trying to gather. However, for the more substantive, we capture the more more information. Now co fit through a little curly in there. And so we lost about half a year to three quarters of a year as we translated and transferred and actually we did all of our training to the online model. And we found that we have less long courses now and we have more short sharp courses. So we're collecting less longitudinal behavioral type changes, and ideally we'll get into organizational changes but we're still trying to kind of unpack and see how we can do that. We've got a few quite a few substantial train chain trainings coming up so I'm looking forward to capturing some more metrics. Anyway, so we're looking here at how often so frequency of use and ideally again you want to see that increasing from before the training to after the training. Now this is where I think it gets really interesting because we're looking at application and that's the hard part right going from training to your desk or course to desk and applying what you've learned. That can be the really tricky part. So what we're doing here is we're looking at what they see as their impact that the containers training or whatever training had on your work and your work outcomes. What we're hoping to see is some in the three and four the yellow and the blue. I mean, it's really cool to see anything in the orange right because if they're saying there's transformational impact. I think that's something in usually when when we see this in a survey response there's a nice quote that goes along with it. And that is quite powerful when we take that to leadership or we included in reports. Other interesting questions that we include at this level is the level of independence that you're working with on and again indicating confidence on specific tasks. That's it for me. If you have any questions, we're happy I'm happy to answer them later.