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India launched the National Solar Mission (NSM) in January 2010, aiming 20GW grid-connected solar capacity by 2022. This document was released by the Ministry of New & Renewable Energy, India, and contains the draft copy of the guidelines for project allotment under Phase 2 Batch 3 Tranche 1 of the NSM, through public-private partnership. This document is not a work of Headway Solar (http://headwaysolar.com/) and it has been released here for the benefit of the general public.

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This research poster was created as a part of the 2014 Solar Symposium and is by James Mueller and Amit Ronen. Fitting Clean Energy into a Reformed Tax Code” Given the looming expiration of clean energy tax incentives and the likelihood of comprehensive tax reform, the clean energy sector need to be developing pragmatic and politically attuned alternatives that fit within the context of tax reform principles. The GW Solar Institute is launching a research series, Fitting Clean Energy into a Reformed Tax Code, which seeks to develop innovative policy solutions and inform policymakers on the full range of impacts that these potential options could have.

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For the first time, the significant contributions of military veterans to the solar industry have been documented in a joint report from The Solar Foundation and Operation Free, Veterans in Solar: Securing America’s Energy Future. The brief report shows that the U.S. solar industry employs 13,192 veterans of the armed forces, a figure which represents 9.2% of all solar workers in the nation, exceeding the percentage of veteran employment in the overall economy. Importantly, the report also explores the challenges of connecting highly-skilled military veterans with positions in the solar industry that match their abilities. Read the report for more details and future steps to expand opportunities for veterans in solar energy, and visit VetsinSolar.org for future updates.

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We were asked to present the current status of the marketing industry in the form of a presentation at various conferences and internal workshops. The provocative discussion of the current circumstances in our industry was explicitly desired. After a long consideration we chose the comparison between a fictitious marketing board and a drug dealer. This comparison should compare both positions on the basis of different criteria. The distance to the consumer and the detachment of the industry from agencies, consultancies and their customers was only a side effect. This article was discussed with us by agencies and companies for months. The view of pure amusement and self-reflection up to angry bewilderment surprised us. The central statement of this article was not to be insulting or even offensive. Rather the lacking proximity to the customer, to the circumstances of the life and purchase phases and deepened needs of users were brought up for discussion. The contrast and the exaggerated version were only conveyed playfully, without referring to one or a few brand companies. The value of the work within brand-leading companies should continue to be at the forefront of all efforts to take account of change in the marketing industry, better understand direct insights into the needs of customers and pay far more attention to them. At the same time, it should be attempted to change the leadership of marketing today on the basis of new approaches and to define the effect patterns better and more specifically. We ask you to understand the contribution as a humorous discussion and not to process it too narrowly. Thank you.

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Organisations will easily lose high-quality talent if there are few career advancement opportunities available to them. According to a study, two out of three employees have considered leaving their jobs due to a lack of opportunities for skills development or career advancement. As such, professional growth remains at the top of many employees' minds, and career pathing is a critical tool that you, as an employer, can use to facilitate that growth. Providing them with clear-cut career development requires a commitment to clarifying pathways for growth. Hence, by giving you a clear understanding of your employees' needs and aspirations, career pathing can also make internal recruitment and succession planning much easier. In this deck, you'll understand why you should prioritise career development for your team. You'll also learn • The benefits of career pathing to your team • Four (4) proactive steps you can take to create an effective career pathing • The crucial role of career pathing in your organisational success.

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