thank you mrs. kaplan.ir for raising that. 2i i do think at the very least mod does gether pull the information with respect to how much it cost, how it is installed, because i don't have enough information to that, but it may be simple a spreadsheet understanding where these have been deployed, where the policies shed be and setting uniform kind of guidance and then if encies like the library, understanding where lr installed and having regular maintenance and expectation. given the fact they are so low in cost i think itis manageable iltry program. absolutely, and we are happy pull together some resources, because frankly, the agencies are not going to beto implement either unless they have a better you install them, but what does this all mean. i think that ismaageable and something we can try to focus on. >> thank you. thank you. >> are there--so, back to presentation. do you have anymore discussiono >> no. we n'public comment on this and there may be some, and i thin it would be very interesting to hea

mr. kaplan? >> there is a lot of them but i would begin with trust, honesty, transparency, inclusion, allowing our members to participate. right now there are so many problems. the trust is not there. the respect isn't there. these are two very big things in building the safety culture. our mechanics no if they don't sell their drop today, they will be working kosher shift or the weekend to get the job sold and that's not part of the safety culture. >> i know these are tough questions but i think we all have a role to play and that includes ntsb. we want to see boeing and spirit succeed and the employees succeed. it's a partnership. i'm going to ask each of the organizations and maybe i will go down the line for everybody. this is my last question for here. aside from obviously, our mission, we conduct investigations, what can ntsb and this board do the partner with you and help you improve safety? how can we help you? >> when i think about safety, i mentioned it before and i think it is a threat

mr. kaplan, thank you, i appreciate your time today. >> good to talk to you, scott. >> that's robert kaplan. up next, the fed is playing with fire. he'll explain why, after the break. so this is pickleball? it's basically tennis for babies, but for adults. it should be called wiffle tennis. pickle! yeah, aw! whoo! ♪♪ these guys are intense. we got nothing to worry about. with e*trade from morgan stanley, we're ready for whatever gets served up. dude, you gotta work on your trash talk. i'd rather work on saving for retirement. or college, since you like to get schooled. that's a pretty good burn, right? got him. good game. thanks for coming to our clinic, first one's free. so, you know, han is 22 years old, and we've been together most of my life. not often do you have a childhood dog that, that lives this long so i think it's really unique and special that we've experienced so many, so many things in life together. knowing that he's getting good nutrition and that he has energy is a huge relief for me and my dad. “such a good little bean.” we're so grateful to have had this time with him, s

thank you mrs. kaplan. and thank you cochair for raising that.e enough information to that, but it may be simple as a spreadsheet understanding where these have been deployed, where the policies shed be and setting uniform kind of guidance and then if we have agencies like the library, understanding where they lrb installed and having regular maintenance and expectation. given the fact they are so low in cost i think it is manageable trying a pilot program. absolutely, d we are happy to pull because frankly, the agencies are not going to be willing to implement either unless they have a better understanding of you install them, but at does this all mean. i think that is manageable and something we can try to focus on. >> thank you. >> thank you. >> are there--so, back to the presentation. do you have anymore discussion questions? >> no. we haven't yet gotten public comment on this and there may be some, and i think it would be very interesting to hear what people think. >> if you can read that information. >> we'll be happy to. if people joined r

mr. kaplan, as well. >> i could name numerous ones on ntsb, but i'm just wondering here, for you. >> pressure -- for sure. we've talked about many. i will summarize a few that are sticking with me. increased reporting, increased trust. the transparency, the flowing of information, better integration through quality systems and sms systems, complexity of procedures which lead to employees making less mistakes and feeling more safe. those are some ones that rapidly come to mind. >> thank you. can you spirit? -- can we go to spirit? >> yes. i would like to see more communication directly with employees. i think people would like to see les coming through the whistleblower program because that signifies a lack of transparency and trust. i had a lot of interaction during my short time there with people on the board. i had conversations in my office with people who were sharing open concerns with us. it is up to us to maintain the trust by delivering on actions. >> there are a lot of them, but i would begin with trust, honesty, transparency, inclusion. right now, there are so many problems. the tru

another happy news, so than you mrs. kaplan. the kick off er will be july 12. now it is just virtual.year they aim to coordinate to have physical center unveiled with the e ada so exciting news. there is number i believe the link is going to be-it isn't will put the information on the website. make a note that. a number of virtual program scheduled, there is night culture, the actual day the kick-off, cafe crip, july 26. disability portrait day july 27 and family showcase, sounds fun, august 10. information on the website for individuals interested in learning more. let's see, the community for disability advocates is beginning to plan for the 35th anni9qthe ada next july. as is the city.i will be looking to you for your council and support identifying initiatives we want toading up to the 35 anniversary. more to come on that. does ons? i think i feel i went through a lot, but happy and go over anything again if you like. okay, greathe director's portion of the report. >> thank you director.taking a 15 minute break. it is 2:22 exactly.at 15 minutes. see you guy