RKN 12: Renewed Hope, But an Unfinished Past Haunts the Path Forward

A bold new vision charts Brunei’s course to 2029 — with renewed focus on healthcare, jobs, digital access, and community uplift.

The challenges of the past still echo, but a brighter future is within reach — if we choose to confront them. #BruneiRKN12 #HopeInAction #NationBuilding #KopiTalkWithMHO

By Malai Hassan Othman | Kopi Talk with MHO

BANDAR SERI BEGAWAN, 02 JULY 2025: Brunei’s Twelfth National Development Plan (RKN12) sets out an ambitious roadmap to strengthen the nation's socioeconomic foundations and move us closer to achieving Wawasan 2035. 

However, how we deliver it matters more than how we design it. 

At the heart of this plan is the wise and visionary guidance of His Majesty Sultan Haji Hassanal Bolkiah, who reminded all stakeholders to ensure that RKN12 does not merely remain a plan on paper.

“Let us ensure that this Plan does not merely remain on paper…”

This powerful reminder sets the tone for what the people hope will be a turning point. 

His Majesty has entrusted this vision not only to institutions but also to every citizen who wants to see the country prosper. 

The rakyat has a role to play - not as passive recipients, but as engaged partners. 

This is not a matter of criticism. It is a shared responsibility to ensure no promise is left unfulfilled. 

RKN12 outlines 305 development projects with a proposed budget of BND4 billion.

However, behind the numbers lies a critical question: how many of these are new, and how many are carried forward from RKN11? 

By March 2024, only 54 out of 221 projects under RKN11 had been completed. 

The rest were delayed or shelved - some reportedly due to unresolved procurement issues or a lack of cross-agency coordination. 

One such example is the long-stalled infrastructure enhancement project in Temburong District -  initially celebrated as a local economic enabler, but now cited in private contractor circles as a textbook case of midstream delays and cash flow strain.

Brunei’s GDP contracted by -1.8% in Q1,2025, while per capita income declined from BND51,645 (2022) to BND44,996 (2024). 

These figures are more than statistics; they mirror real-life frustrations.

“Our invoices are approved, but payments take months,” one local contractor shared quietly. “We’re not asking for more - just for the system to honour its end of the deal.”

His Majesty’s concern about inefficiencies is echoed in the Brunei Economic Blueprint, which charts a path toward a dynamic and diversified economy. 

Yet progress has been uneven, and the gap between vision and delivery persists. 

The public today seeks transparency, urgency, and follow-through. 

A national plan must be more than a document - it must drive transformation, especially in how government agencies interact with the public and the private sector. Key questions arise:

• Why do payments lag despite budget approvals?

• Why are SMEs struggling with cash flow and confidence?

• Why hasn’t diversification translated into stronger economic resilience?

This is not about assigning blame. It is about aligning action with vision - and ensuring that the public service becomes a force for delivery, not delay. 

We write not to criticise, but to uphold the trust placed in this nation’s future.

To ensure that planning is matched by performance, and ambition by accountability. 

RKN12 must not only look good on paper - it must lead to visible, measurable progress in people’s lives. 

That requires disciplined execution, timely decisions, and a genuine culture of service. 

If the Plan succeeds, it is a shared victory. If it falters, the consequences are national. 

The stakes are not political - they are about the future of Brunei and the well-being of its people. 

We remain watchful - not with suspicion, but with resolve. 

We stand with His Majesty’s vision, watching, listening, and doing our part to ensure the promise of RKN12 reaches every corner of this country. 

We echo His Majesty’s call - not just in words, but through active engagement and constructive vigilance. Because true loyalty is not silent. It speaks with care and with courage. (MHO/07/2025)

Brunei’s Employment Paradox: Time for a Rethink?

🔎 Why are Brunei's youth jobless, while foreign workers fill our vacancies?
A broken system, rising resentment, and a forgotten Islamic solution may hold the answer.

Is it time we rethink everything—from how we educate, to how we value work, to how we revive WAQF?

👉 Read more below.

 By Malai Hassan Othman

BANDAR SERI BEGAWAN, 25 JUNE 2025: A local business owner recently expressed his frustration with his car detailing centre, which closed within a year, not due to a lack of customers, but because local workers were "AWOL, unreliable, or quit after minor inconveniences."

Another seasoned employer shared similar concerns: “Young locals earning decent salaries vanish without notice. Yet, some remain excellent, committed, and battle-ready.” 

These accounts illustrate a stark paradox in Brunei’s economy: rising unemployment and underemployment despite an increasing reliance on foreign workers. 

Locals often lament, “Foreign workers take our jobs.” However, we must pause to consider whether foreigners are truly the problem or if our employment system itself is fundamentally flawed.

One candid observer online remarked, "Locals complain about jobs but disappear during training. Employers lose money repeatedly teaching newcomers who rarely stay." 

According to the latest national labour statistics, Brunei's youth unemployment rate is 14.6% as of 2024, and more than one in five graduates are underemployed, stuck in low-paying jobs that do not match their qualifications. 

Furthermore, Brunei ranks 11th globally in terms of relative poverty, with 43.7% of its population living on or near the edge of economic insecurity. 

Foreign workers, often earning far less and enduring harsher conditions, frequently outperform locals in many sectors. Consequently, companies opt for foreign labour not just for cost savings, but for reliability and productivity.

It is an uncomfortable truth that we must confront. As one online commentator bluntly stated, "Bruneians need a culture shift - pride in punctuality and work ethic." 

Yet, it is unfair to place all the blame on local workers. Structural factors - including stagnant wages, uncertain career growth, and skills mismatches - also contribute to this employment crisis. 

A young Bruneian graduate expressed online, "I spent years working toward my degree, believing it would open doors. Instead, I’m locked out of every opportunity I worked so hard for." Another comment, steeped in sarcasm, noted: “Requirement: degree, 50 years of experience, under 30 years old, salary $400.” This resonates too closely with reality.

For years, Brunei has attempted to address this paradox using conventional, often Western-inspired, economic models, such as labour quotas, vocational retraining, fiscal incentives, and attracting foreign investment. 

However, progress has been slow. The same vacancies continue to resurface, and the same frustrations echo. 

The prevalent economic model treats work as a commodity and workers as mere units of productivity. 

Yet, in Brunei's socio-cultural fabric, employment signifies more than that - it embodies moral duty, dignity, and communal trust.

Despite efforts to tackle these issues, results remain disappointing. The gap between job market needs and educational outcomes continues to widen. 

In his thought-provoking paper, Our Education System: What Went Wrong? Is There Any Hope Through Islamic Microfinance Enterprise? Dr. Saad Al-Harran critiques Brunei’s education-employment mismatch, asserting that our current model prioritises academic theory over vocational skills, resulting in graduates ill-prepared for the job market. 

He calls for a shift toward hands-on training and entrepreneurial development, grounded in Islamic values such as trustworthiness, hard work, and community responsibility. 

This shift involves not just a technical adjustment, but a fundamental rethinking of what we define as "success."

This brings us to an often-overlooked yet deeply rooted Bruneian solution: WAQF. 

Long before foreign aid or modern welfare, WAQF sustained communities across the Muslim world by funding schools, markets, clinics, and livelihoods. 

Today, WAQF provides more than just nostalgia; it presents a framework for economic dignity. 

Countries like Indonesia and Turkey are rediscovering their potential through modern tools like the "Cash WAQF Linked Sukuk." 

For instance, Indonesia’s WAQF Board oversees numerous cash and asset-based initiatives that fund education and employment.

In Brunei, untapped WAQF lands and dormant charitable trusts - if professionally managed - could become launchpads for upskilling hubs, agri-tech startups, or community-run B40 cooperatives. 

For Brunei, WAQF is not just a tool; it is part of our civilizational DNA. It aligns with our national philosophy of Melayu Islam Beraja, establishing itself as a culturally authentic framework for economic development.

Imagine Brunei adopting the concept of "Waqudgeting" - a budgeting system that prioritises expenditures not only for economic return but also for spiritual and social outcomes. 

Under this model, education, healthcare, and infrastructure would be seen as sacred investments in the ummah, rather than mere expenses. 

Transforming idle lands into skill academies, community farms, or entrepreneurial incubators - managed as WAQF assets - could generate long-term benefits for society.

The challenge now lies with policymakers. There is a pressing need for systemic reform that aligns education, finance, and employment policies with Brunei’s ethical and cultural values. 

Initial steps might include establishing a National WAQF Economic Development Board, launching pilot microfinance schemes for youth, and integrating vocational training institutions with WAQF-supported industries such as halal agriculture, Islamic fashion, or sustainable logistics.

To truly honour Wawasan 2035, we must go beyond policy papers and GDP metrics; we need to reconnect with our roots - ethically, spiritually, and economically. 

Wawasan 2035 envisions an educated, skilled, and dynamic population, but this vision cannot be achieved through paperwork alone. 

It requires a return to our soul - to a development model that reconciles economics with ethics, ensures that youth are not abandoned, and guarantees that progress does not come at the expense of purpose.

Let’s initiate this dialogue earnestly. Policymakers, educators, business leaders, and especially our youth - all have a role in reimagining Brunei’s economic future. 

Ultimately, Brunei's future depends not only on oil and gas but also on people, purpose, and values. Perhaps the answer has been here all along, hidden in plain sight, waiting patiently to be rediscovered. (MHO/06/2025)

 

From Blueprint to Burnout: The Cost of Neglecting Brunei’s Workforce

🛠️ From Blueprint to Burnout

🎓 Trained.

💼 Retrenched.

📦 Replaced.

Brunei promised Vision 2035 - a future driven by a skilled, thriving workforce. But hundreds of locals are now out of work, misaligned, or underused.

Why are policies that look perfect on paper failing real people on the ground?

👉 Read the full investigation. The window is still open - but only if we act now.

By Malai Hassan Othman

BANDAR SERI BEGAWAN, 20 JUNE 2025: When Brunei unveiled Vision 2035, it promised a future of prosperity powered by a highly educated, skilled, and resilient workforce. 

Today, that vision is being quietly tested by a series of grim realities. Despite significant investments in education and manpower planning, underemployment, job mismatch, and mass retrenchment in the oil and gas sector have emerged as national concerns.

"They called it a golden handshake, but to many of us, it felt more like a gentle shove," said one former BSP engineer, recently retrenched after nearly two decades in the industry. 

He is one of over 200 employees who accepted early retirement packages at Brunei Shell Petroleum in 2024 as part of strategic cost-cutting efforts. What happens when a country built on hydrocarbons starts shedding the very people who helped sustain its economy?

In theory, the Manpower Blueprint 2020 and Vision 2035 should have cushioned the blow. These policies called for continuous learning, upskilling, and strategic manpower transition. 

But on the ground, many affected workers say there is little more than silence. Some have turned to delivery gigs. Others are searching LinkedIn for overseas jobs. A few have simply given up.

At the heart of this unfolding crisis is a recurring theme: Brunei's human capital is undervalued. 

"Our manpower policies look good on paper. But there is no bridge connecting planning to practice," said a private HR consultant who helps retrenched workers. 

JobCentre Brunei and i-Ready programs were created to absorb local talent, but many applicants report little progress, outdated databases, or placement in mismatched roles. Critics argue that the system does not reflect real-time labour market needs.

Meanwhile, education remains misaligned with economic priorities. A significant number of graduates hold business or ICT degrees - sectors that offer limited local jobs. 

TVET and blue-collar tracks are still viewed as second-class paths, despite the demand for skilled tradespeople. Even the private sector, which the government hopes will be the primary employer of the future, remains dominated by foreign hires. 

This isn't always due to preference but to readiness. "Employers are unsure if our locals are trained for immediate deployment," said one manager. 

What results is a paradox: qualified Bruneians without jobs, and jobs without Bruneians.

Now, with oil and gas jobs shrinking, the time for reform is critical. And yet, no formal strategy for transitioning retrenched O&G workers into renewables, logistics, or manufacturing has been made public. 

It is this void that stirs public frustration. Citizens see investment in mega-projects, but little focus is on the people meant to benefit from them. Without real absorption, training, or support, Brunei risks becoming a place where talent is either exported or wasted.

The Manpower Planning and Employment Council (MPEC) was set up to align talent with market needs, but much of its work remains behind closed doors, with few measurable outcomes visible to the public. 

There is a growing call for transparency and a public audit of how the Blueprint has fared. "Brunei’s employment crisis is a structural failure in our economic planning… 

But what if just 10–15 per cent of the national budget was used for job-creating initiatives?" asked one LinkedIn commentator.

Official unemployment stands at 4.8 per cent in late 2024, down slightly from 5.2 per cent the year before. But this fails to capture the broader crisis of underemployment. 

Many degree holders are working in part-time retail or gig jobs, far below their qualifications. This is not just an economic issue - it is a national dignity issue.

Other countries in the region have moved more decisively. Singapore, for instance, created the "SkillsFuture" initiative to offer every citizen credits for lifelong training and upskilling. 

Malaysia's "PenjanaKerjaya" program includes wage subsidies for companies that hire retrenched locals. Even Vietnam has streamlined technical education to match booming sectors like electronics and logistics. 

Brunei could adapt these models to its context, but with a clear commitment to transparency and local participation.

The success of a national vision lies not only in GDP or project completions but in whether the people themselves are thriving. Underlying all this is a broader question: Does Brunei truly treat its people as national assets? 

Because a nation that fails to invest in its people, not just in education, but in continuous development, job transitions, and mental well-being, is a nation preparing for obsolescence.

Vision 2035 remains a noble goal. But goals require guardians. And at this critical juncture, Brunei must decide whether to protect its vision with actions or watch it falter through inaction. 

For the hundreds already retrenched, the answer may come too late. But for the next generation, the window is still open - if we act now. (MHO/06/2025)

 

 

 

BRUNEI OIL EXIT: THE FOURTH WAVE OF PUBLIC RECKONING

Voices are growing stronger. So are the questions.”
Bruneians are speaking up—not out of anger, but out of hope.
Hope for fairness. Hope for change. Hope that someone is listening.
Explore the fourth wave of public response to the oil sector layoffs—and why it matters more than ever.

#BruneiOilExit #ListeningToBruneians #HopeInHardTimes

📉 The momentum intensifies: New voices, sharper questions, deeper unrest.

By Malai Hassan Othman

BELAIT, 16 June 2025: Public reaction to the downsizing of Brunei’s oil sector has entered a new phase - more assertive, urgent, and undeniably consequential. 

If the third wave represented a reckoning, the fourth signals a clear demand: What now? And who will respond? 

Comments across TikTok, WhatsApp groups, Reddit forums, and kopi-shop conversations have shifted from emotional outcries to pointed scrutiny. 

The message is unmistakable: people want action, not just another white paper or aspirational blueprint. 

“Don’t give us goals. Give us results,” said one reader. “We’re tired of seeing locals let go while expats stay.” 

The tension between national loyalty and employment fairness is escalating. 

Reactions to the third article have intensified calls to re-evaluate the effectiveness of localisation efforts, especially in light of repeated job cuts affecting Bruneian workers. 

For many, this issue transcends economics; it’s about identity. One laid-off engineer remarked: “We’re not just losing jobs. We’re losing the belief that the system truly values us.”

The Department of Energy (formerly known as the Ministry of Energy), once seen as a beacon of industrial promise, is now being looked to for clearer communication and reassurance about Brunei’s industrial future. 

Meanwhile, the Manpower Planning and Employment Council (MPEC) is being asked: Where is the impact of the Brunei National Manpower Blueprint 2020–2025?

“There are no consequences when companies sideline local succession planning,” wrote a former HR officer. “We need MPEC to strengthen its enforcement and accountability mechanisms.” 

A major public concern is the ongoing practice of laying off locals while retaining foreign consultants or regional staff under fly-in-fly-out arrangements. 

“Why are we laying off locals and keeping expats?” echoed another reader. “Is this policy or complacency?” Public suggestions are becoming more targeted and policy-driven: 

• Review contractor practices under the Local Business Development (LBD) framework.

• Disclose actual headcounts and localisation ratios.

• Establish an independent oversight body involving civil society and technical experts.

“We’re tired of NDAs and hush-hush dismissals,” said one technician. “We want sunlight, not shadows.” 

Labour representation is another pressing issue. While BOWU - Brunei’s oil workers’ union - has a collective agreement with BSP and BLNG, it only covers a small subset of staff. 

Thousands of contract workers remain without representation. In contrast, Sarawak’s KAPENAS union recently gained attention for confronting Petronas over its workforce restructuring. Their public stance has resonated with many Bruneians. 

“We don’t need protest,” one reader noted, “but we do need a voice.” 

The national conversation is evolving from mere complaints to constructive proposals: 

·       Move into carbon trading and * aquaculture

·       Prepare oil workers for green energy and tech * sectors

·       Reform technical training to align more closely with real industry demands

“We can’t keep thinking it’s still 2004,” said another reader. “We need a new Brunei for a new economy.” 

The Brunei Economic Outlook 2025 by CSPS projects just 1.0% growth, citing vulnerabilities such as low productivity, oil dependence, and labour market mismatches. 

These systemic risks are what many on the ground have warned about for years. 

As this fourth wave of public response gains momentum, one message is clear: Bruneians are no longer waiting - they’re stepping forward. (MHO/06/2025)

 

BRUNEI OIL EXIT: THE THIRD WAVE OF PUBLIC RECKONING

The oil is still flowing.

But the people who kept it flowing? Quietly cast adrift.
What happens when loyalty is met with silence?

And the future of Brunei’s workforce lies in question?

🛢️ Read the third wave of #BruneiOilExit now.
#InvestigativeReport #BruneiWorkforce #OilAndGas #PolicyWatch #Localisation

Follow-up to the viral investigative series by Malai Hassan Othman

BANDAR SERI BEGAWAN, 11 JUNE 2025: The tremors from the downsizing of the oil sector continue to resonate throughout Brunei.

Public reactions have intensified, TikTok debates have gone viral, and comments across various platforms now reflect a mosaic of pain, uncertainty, and cautious hope. 

Following our second report on silent retrenchments and regional contractors reducing their operations in Brunei, more voices have emerged. 

These voices are not only concerned about job losses but also about the broader implications for national direction, youth aspirations, and succession planning.

Videos tagged with #BruneiOilExit have surged on TikTok, garnering thousands of views. 

In a widely shared clip, a former oil and gas employee reflects on his sudden departure after 15 years of service, referring to it as part of a “restructuring” and stating he was told to be “grateful for the package.” 

The pain in his voice resonates in the comments, with hundreds expressing solidarity and others sharing similar experiences. One concerned reader wrote in response to our coverage:

"In this current job layoff situation, individuals who are released need to be financially prepared to face challenges and may have to accept lower-paying roles just to stay afloat. Still, I remain optimistic about new contracts leading to rehiring. It's troubling that contractors are releasing locals while retaining regional and expatriate workers to manage the company. They are denying locals the succession plans they deserve."

This sentiment is widely shared. Many readers have echoed frustrations that while Bruneians are being let go, regional staff and expatriates are being retained in managerial or operational positions. 

A recurring question emerges: Where is the long-promised localisation?

Compounding this tension is a shifting economic reality. Many laid-off individuals have taken lower-paying jobs in retail or private service sectors just to survive. 

One TikTok user shared, “Yesterday, I was managing drilling logistics. Today I’m selling coffee.” This stark comparison struck a nerve.

Meanwhile, cautious optimism persists. Hopes for new contracts and potential rehiring remain, though they are tinged with doubt. 

A recent discussion on LinkedIn noted, “If there’s no clear roadmap to rebuild local capacity, the exodus will only worsen.” 

The third wave of the Brunei Oil Exit is no longer just about job numbers—it is about dignity, equity, and direction.

Public calls for policy intervention have grown louder. Among the popular suggestions are strengthening the Local Business Development framework, enforcing localisation quotas, and demanding transparency from contractors. 

However, deeper questions arise: What can and should the Energy Department do in this situation?

The Ministry of Energy, as per its official mission, aims to “sustainably manage Brunei Darussalam’s energy sector for long-term economic growth and prosperity.” 

Yet, amid these exits, it must address whether enough has been done to uphold the localisation strategy and protect the national talent pool.

Equally important is the role of the Manpower Planning and Employment Council (MPEC). 

Its Brunei National Manpower Blueprint 2020–2025 outlines a vision to future-proof Bruneians for a dynamic economy. 

But today, as highly skilled locals are quietly removed from key roles, questions arise regarding the effective implementation of this blueprint - or whether it is merely aspirational. 

There are growing calls for MPEC to take a more proactive stance - holding companies accountable for succession planning, introducing workforce transition programs, and ensuring collaboration between industries and educational institutions.

Notably, while Brunei Shell Petroleum (BSP) has a formal Labour Union to represent its permanent employees, the same cannot be said for contract workers employed through third-party contractors. 

These contractors typically do not provide union representation, leaving their workers without structured platforms to negotiate or voice grievances. This gap in representation further exacerbates the vulnerabilities faced during downsizing.

In contrast, in neighbouring Sarawak, the oil workers' union KAPENAS recently criticised Petronas for overlooking local manpower in its “right-sizing” initiatives. 

The union raised concerns that Sarawakian workers were being displaced while outsiders were retained, highlighting the potential for unfair labour practices and erosion of state employment rights. 

This bold union advocacy has ignited discussions in Brunei: Should Brunei’s own labour voice be louder and broader?

If action is not taken, the fear is that more skilled and trained Bruneians will seek opportunities abroad, resulting in a loss of talent and trust among the younger generation. (MHO/06/2025)

Editor’s Note: This article is the third in our ongoing series. The first two reports sparked widespread attention and national dialogue. We thank our readers for continuing to share their voices.

 

The Great Exit: Silent Retrenchments Send Shockwaves Across Brunei’s Oil Economy

The Great Exit Continues…Behind Brunei's quiet oilfields, louder questions are emerging. Golden handshakes, silent retrenchments—who’s next? Is this the end of stability… or the start of something deeper?

📉 Read the latest chapter that has Brunei talking.

By Malai Hassan Othman

BANDAR SERI BEGAWAN, 09/06/2025: Weeks after our initial investigative report, "Brunei Oil Exit," stirred national awareness, a second wave of concern is quietly emerging. 

The departure of over 200 employees from Brunei Shell Petroleum (BSP), along with additional retrenchments by several key contractors, is triggering a reckoning that extends beyond company walls. 

In coffee shops, WhatsApp groups, and on TikTok, Bruneians are piecing together the implications. 

Quiet layoffs, golden handshakes, and unannounced contract terminations are no longer mere whispers—they have transformed into public anxiety.

According to multiple industry insiders, at least 10 to 15 per cent of staff in some oil and gas firms are being quietly reduced.

While BSP presents its cost-cutting measures as strategic OPEX reductions, the human impact is anything but subtle. 

An anonymous engineer characterised the so-called "mutual separation scheme" as a velvet-glove layoff: "They called it a golden handshake, but to many of us, it felt more like a gentle shove." 

Employees offered exit packages reportedly received compensation equivalent to up to 24 months' salary, depending on their seniority and years of service. 

Although the packages are financially appealing, many are left questioning their future in an economy with limited job creation.

For some, the offer was difficult to decline. Rising living costs and family obligations made a lump sum payout seem like a welcome relief. Yet, what happens when the money runs out? 

Industry veterans caution that this exodus is not an isolated incident. 

Several firms within the oil and gas supply chain are also implementing significant reductions, downsizing teams as upstream activities stagnate. 

This situation transcends a simple human resources narrative; it reflects a structural upheaval in Brunei’s largest economic pillar. 

Oil has long represented stability - now, it signifies both transition and growing uncertainty.

Some experts view these changes as a necessary step in BSP’s drive for efficiency. 

“You need to offload excess baggage, or the ship will sink,” noted one consultant. 

However, amidst global price volatility - Brent crude recently fluctuating between USD 60 and 65, with signs of pressure - and increasing competition from regional producers, questions about Brunei’s resilience arise. 

The government’s long-standing partnership with Shell, renewed in 2019, is set to expire in 2039. 

As national ambitions for economic diversification lag, public anxiety intensifies. 

TikTok videos analysing the oil layoffs have gone viral, with young professionals and students expressing disbelief and concern. 

One TikTok user lamented, “What’s the point of studying engineering if you’ll end up redundant at 30?” - a sentiment echoed across comment threads. Brunei’s changing demographic profile adds complexity to the situation. 

An increasing number of graduates are entering a contracting job market, making the oil sector's downturn more than just symbolic; it is systemic.

“What’s our Plan B?” questioned one LinkedIn user. 

"We need to know where we’re heading, or people will keep leaving." 

As public trust erodes, many are turning to social media to demand answers. This follow-up report continues to track the quiet exits - and the louder questions they raise. (MHO/06/2025)

Editor’s Note: This is the second instalment in a special series following our widely read report, "Brunei Oil Exit," which garnered thousands of views and extensive public commentary online.

Disclaimer: This report reflects public sentiment and analysis based on publicly available and anonymised sources. It does not represent any formal position or allegation against named or unnamed entities.