Global drone simulator market size was valued at $612.70 million in 2021, and it is expected to reach a value of $1450.39 million by 2028, at a CAGR of 13.10% over the forecast period (2022–2028).

The use of drones is becoming increasingly popular, both for personal and commercial purposes. As the demand for drones grows, so does the demand for drone simulator software. Drone simulator provides users with the ability to practice flying drones without the risk of damaging or crashing real-world drones. This is especially beneficial for those who are new to flying drones, as it allows them to learn the basics without having to worry about costly mistakes. There are a number of different drone simulator programs available across the global drone simulator market, each with its own unique features and capabilities. Some of the more popular drone simulators include RealFlight Drone, VelociDrone, and DRL Simulator.

The demand for drone simulators is increasing as the commercial and military applications of drones become more widespread. Drone simulators provide a safe and realistic environment for pilots to train in, without the risk of damaging expensive equipment or endangering people or property. Simulators can also be used to test out new drone designs and to evaluate different flight strategies. With the increasing popularity of drone racing, simulator programs are becoming increasingly popular with hobbyists as well.

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Key Trends in Drone Simulator Market

There are a few key trends that are currently shaping the drone simulator industry. One is the increasing demand for better and more realistic simulations. This is especially true for commercial and industrial applications, where users need to be able to replicate real-world conditions as closely as possible. Another trend is the development of more sophisticated hardware, such as controllers that more closely mimic the feel of genuine drones. This allows for a more immersive and realistic experience for the users in the global drone simulator market. Finally, there is a trend toward more affordable and accessible simulators. As the technology continues to develop, it is becoming increasingly affordable for individual consumers and small businesses.

Key Dynamics Drone Simulator Market

The use of drones has increased exponentially in recent years, with a wide variety of applications ranging from photography and videography to package delivery and agricultural surveying. As the number of drone pilots continues to grow, so does the demand for simulator training.

Drone simulators provide an immersive, realistic experience that allows pilots to practice flying in a variety of conditions and environments. Global drone simulator market has gained immense popularity in the last few years as the simulator training is an important part of becoming a safe and competent drone pilot. It helps pilots learn how to control their drones, understand the effects of wind and other weather conditions on flight, and become familiar with the various sensors and cameras used on drones.

While there are many benefits to simulator training, there are also some drawbacks. One major drawback is the cost of simulator hardware and software. High-end drone simulators can cost thousands of dollars, which may be prohibitive for some pilots. Additionally, simulator training can only take a pilot so far – at some point, they will need to get genuine flight time in order to be truly proficient.

Despite these drawbacks, the demand for drone simulators continues to grow as more people enter the world of drone flying.

North America is the Leading Drone Simulator Market

The United States is the world’s largest producer and consumer of drone simulators. The majority of drone simulators on the market are used for military training, but the use of drones is growing in other sectors such as law enforcement, first responders, and commercial pilots. Currently, the North America drone simulator market is flooded with a variety of different types of drone simulators available on the market, ranging from simple apps that can be downloaded onto a smartphone to more sophisticated systems that use virtual reality headsets. Military training simulations tend to be the most advanced, as they need to be able to replicate a variety of real-world scenarios including combat zones and disaster areas.

While there are many different manufacturers of drone simulators, some of the leading companies include CAE USA, EON Reality Inc., Lockheed Martin Corporation, Northrop Grumman Corporation, and Textron Systems Corporation. These companies have developed a range of simulator products that are used by militaries around the world.

Technological Development in Drone Simulator Market

Technological development of drone simulators has been a major focus for the drone industry in recent years. There are many different types of drone simulators available in the market, each with its own strengths and weaknesses. Some are designed for specific types of drones, while others are more general purpose. The most popular drone simulator is probably the DJI Phantom 4 simulator, which is designed specifically for that model of drone. Other popular options include the Ardupilot simulator, which is open source and can be used with a variety of different drones, and the X-Plane 10 simulator, which is a general-purpose flight simulator that includes support for drones.

There have been many technological advances in drone simulator market over the past few years. One of the most significant has been the development of more realistic and accurate models. This means that users can get a better sense of how their drones will behave in real-world conditions, making it easier to plan missions and avoid potential hazards. Another area where there have been great strides is in the area of graphics. Drone simulators now offer incredibly realistic visuals, which can help users become more comfortable with flying in different environments. This is especially important for those who are new to drone pilots or who want to fly in areas where they are not familiar with the terrain.

One final area where there has been considerable development is in the realm of user interfaces. The best drone simulators now offer easy-to-use controls that make it simple to get started and maintain control throughout your flight. This is critical for ensuring a safe and successful experience when flying a real drone.

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Key Players in Global Drone Simulator Market

• CAE Inc. (Canada)
• L3 Harris Technology Inc. (US)
• Israel Aerospace Industries Ltd. (Israel)
• Textron Inc. (US)
• Northrop Grumman Corporation (US)
• Zen Technologies Ltd. (India)
• General Atomics Aeronautical Systems Inc. (U.S)
• SILKAN (France)
• Singapore Technologies Electronics Limited (Singapore)
• Leonardo S.P.A (Italy)

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NEW BRAUNFELS, Texas, July 25, 2022 /PRNewswire/ -- United Training, an IT training and professional development company, has partnered with CompTIA as part of its Apprenticeships for Tech program. This joint effort will place aspiring cybersecurity professionals with top employers.

United Training is the latest company to join CompTIA Apprenticeships for Tech, a national initiative to help employers fill current and long-term IT staffing needs through an "earn and learn" apprenticeship program, and to do so in a way that opens employment opportunities for veterans, women and underserved communities.

"We've trained thousands of IT professionals and we continue to hear about the ongoing skills gap that organizations face," said Jamie Fiely, president of United Training & Academy. "Working hand in hand with CompTIA to address those needs, while also supporting DEI&B initiatives, is exactly what we're all about. We're ready to help employers recruit talent from new diverse populations and prepare them for success in these high demand security roles."

United Training is functioning as an intermediary serving both employers and apprentices under a U.S. Department of Labor (USDOL) standards-based Registered Apprenticeship. Services provided to the employer include screening potential candidates, administration and reporting and the building and delivery of a thorough training plan. United Training will also assume responsibility of the apprentice's success while assisting with any HR issues that may arise.

"Apprenticeships are a proven method for building the technical and durable skills that employers are looking for and to do so in a way that brings a broader diversity of people into the workforce," said Amy Kardel, senior vice president for workforce relationships at CompTIA. "It's a winning strategy for any organization that's looking to grow and diversify its tech team. United Training is a valued partner with a team experienced at successfully transitioning people into careers in technology. We are pleased to welcome them to our apprenticeship program."

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CompTIA Apprenticeships for Tech, a collaborative effort between the American Institutes for Research (AIR) and CompTIA, is a USDOL standards-based Registered Apprenticeship program. The USDOL selected AIR and CompTIA to serve as a national Industry Intermediary for expansion of apprenticeship in tech occupations. To learn more about CompTIA Apprenticeships for Tech visit: https://www.comptia.org/content/lp/apprenticeships-for-tech.

About CompTIA Apprenticeships for Tech
CompTIA Apprenticeships for Tech is a national initiative funded by the U.S. Department of Labor (USDOL) to increase the number of skilled technology workers and expand tech career opportunities for diverse populations, including women, individuals with disabilities and people of color. https://www.comptia.org/content/lp/apprenticeships-for-tech.

About United Training
United Training offers custom training solutions delivered by more than 100 subject matter experts to customers around the globe. Our solutions will allow you to optimize your technology investment, outpace your competition, increase your level of innovation, and adapt faster to market conditions. We offer training solutions for every member of your team, in the learning style that best fits their needs. Whatever it takes – we are nimble, experienced, and positioned to help you reach your goals.

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The Cost Benefit

Instead of investing millions, HPCaaS can be accessed for a starting price of as low as Rs 11,000 per month, which could run into a few lakhs depending on the configuration and workload. Yotta’s most basic Eco plan starts at `11,000 with unlimited data transfer and host anti-virus. And its most high-end offering—Baremetal Premium—is available for `1.74 lakh per month (see The Pricing for details). The company says these plans are capable of handling different kinds of workloads. The Eco configuration is targeted at students and academics who use legacy compute (old technology, computer system or application, related to an older or outdated computer system). And premium plans are designed for industrial and enterprise use, for example, manufacturing industries using AI for production, or financial services companies working on analysis of big data and real-time fraud detection, among others.

A big concern that HPCaaS addresses is security, as it typically follows the same checks and balances as any other application being served through the cloud. Using a consumption model, especially through external providers, is a two-way street. “Both the user and the vendor have a significant role to play in securing the cluster. Securing data and IP become key areas that need special attention, and encrypting the data while at rest and in flight play a key role in securing the same,” explains Manish Gupta, Senior Director and General Manager, Infrastructure Solutions Group, Dell Technologies, India. HPCaaS providers follow a strict security and protection protocol and, as a result, many companies who started with HPC on-premises, tend to supplement their workload with HPCaaS.

Which brings us back to TVS Motor. The company has moved 25 per cent of its HPC workload to HPCaaS, and as the existing HPC cluster reaches the end of its life, the newer clusters will be taken on HPCaaS. Given that TVS has had a history of using HPC on-premise, you would be forgiven for thinking that TVS would be more capable of leveraging HPCaaS. Does that mean others who have not used HPC before, can’t use HPCaaS? Just the opposite holds true. That’s the beauty of the cloud-based approach.

California Department of Justice agents realized they were short-handed just hours after a Los Angeles police officer shot and killed an unarmed man on Hollywood Boulevard.

A 911 caller told police the man was threatening people on the morning of July 15, 2021, waving what appeared to be a pistol in a busy tourist pocket. The object in his hand turned out to be a lighter with a pistol grip.

The fatal shooting was the first test of a law requiring the Justice Department to investigate police shootings of unarmed civilians. The agents would need to interview witnesses, mark evidence and canvass nearby businesses for surveillance footage, according to documents detailing the state’s response.

The department’s budget for these complex shooting investigation teams allotted three agents; the department sent 12.

Even so, justice officials would later say, it wasn’t enough — calling their deployment “inadequate.”

“There were dozens of tasks and assignments that the … special agents could not accomplish because of limited staffing,” the department wrote in a budget request submitted to the Legislature in January.

For decades, police oversight in California began and ended within a local department. Rarely did the state step in.

That has changed. After unarmed Stephon Clark was shot and killed by Sacramento police officers in 2018, state lawmakers began taking a more active role in police accountability, passing several statewide mandates aimed at improving policing in California. Since then, they’ve tapped both the Department of Justice and California Commission on Peace Officer Standards and Training (POST) for new duties.

But ambitious deadlines, new job responsibilities and delayed funding are testing the limits of both agencies, officials say.

The shooting investigation on Hollywood Boulevard is still open, as are all 20 other Justice Department investigations into the shooting of unarmed civilians.

California’s Commission on Peace Officer Standards and Training missed its deadline this year to get police departments up to speed on newly-required bias screening for police applicants. The commission has also been given new authority to decertify police officers, a responsibility that is reshaping the previously low-profile commission.

Both agencies were redirected by legislation. For the Justice Department, its new role came with Assembly Bill 1506, which mandates that its agents investigate each officer-involved shooting of an unarmed civilian. Beginning next year, upon request of a law enforcement agency, the state is also supposed to begin reviewing the local agency’s use of force policy and make recommendations.

The long shadow of George Floyd

When the Gov. Gavin Newsom signed the officer-involved shooting bill in September 2020 — four months after the murder of George Floyd by Minneapolis police — it was a politically important piece of legislation to the governor and to then Attorney General Xavier Becerra. Current Attorney General Rob Bonta also supported the plan while still in the Legislature.

But months before the law went into effect on July 1, warning signs went up internally at the Justice Department.

“Additional burdens are increasingly being placed on the very limited staff of the (Bureau of Investigation) and (Bureau of Forensic Services),” one Justice Department employee wrote to the Attorney General in April 2021, according to redacted emails obtained by CalMatters.

“We are already stretched incredibly thin.”

The Justice Department asked for $26 million to pay for the new shooting investigation teams. The Legislature allotted half of that, about $13 million.

Becerra complained about that discrepancy to the bill’s author, Democrat Assemblymember Kevin McCarty of Sacramento.

The $13 million budget allocation “is significantly lower than our estimates and not enough resources to stand up professional teams to perform these new investigative and prosecutorial duties,” Becerra wrote to McCarty in January 2021. “As a result, the DOJ will have limited capacity to implement this bill, short of redirecting resources from other essential, mandated work, which could compromise those operations.”

McCarty recently told CalMatters that the Justice Department should be able to find a way to fund the program.

“The Department of Justice is a multi-billion dollar agency,” McCarty said. “They have lots of other funding sources to pay for it, and we can settle up afterward.”

When reminded of the 2021 letter he received from Becerra asking for more money, McCarty was still skeptical.

“That’s ridiculous. That’s why we passed on (adding more money to the DOJ budget),” he said. “As opposed to these hypotheticals, why don’t you do the work for a year and see how much money it actually costs?”

Since 2016, police officers have shot and killed an average of 140 people in California each year. Of the people killed, about 20 are unarmed, 10  have a replica firearm and another 10 have objects that may not qualify as deadly weapons.

That amounts to about 40 shooting investigations of unarmed civilians each year.

The latest shooting took place July 15, 2022, in Anaheim, exactly one year after the first shooting investigated in Los Angeles by the Justice Department.

Dividing the $13 million budget by the number of open investigations – 21 – the cost of each investigation so far would average $619,000, an amount McCarty said is “enough to do the work.”

The department had 5,008 employees in June, according to the Controller’s Office. The Department of Justice declined to provide the number of employees in each job category, including those who would be assigned to officer-involved shooting investigations.

“Implementing AB 1506 has absolutely imposed new demands on the entire California Department of Justice and the entire office has, as necessary, adjusted admirably to the new responsibilities,” a department spokesperson wrote in an email to CalMatters.

California’s Commission on Peace Officer Standards and Training has had similar challenges.

Small agency handed big new duties

In the past five years, many state directives aimed at improving police operations in California landed before the commission. The relatively small agency, with about 120 employees, is known for training and certifying police officers — but that job description is quickly expanding, often under tight deadlines.

For instance, in late 2020, legislators passed Assembly Bill 846, forcing police agencies to screen for bias during a potential officer’s psychological evaluation. The commission was tasked with creating bias screening materials by Jan. 1, 2022.

They missed the deadline. (In a strange twist, a legislative clerical error inadvertently wiped the bias screening mandate from the law, though that is being remedied.)

“A year seems like a long time, but it’s not when it comes to regulations,” said Melani Singley of POST, who manages all regulations and guidance for police officers. “The timeline makes it challenging to develop something that is going to meet the intent of the law.”

In May 2022, the agency’s final changes were approved by its oversight commission. Now, as the Legislature rushes to reinstate the bias screening mandate, the commission is expecting the regulation to go into effect by Aug. 1.

Other new duties are piling up. For years, the commission averaged a few legislative bills a year. Nowadays, said POST executive director Manny Alvarez, “we’re tackling a lot more now than ever before.”

Between 2015 and 2020, lawmakers introduced roughly nine officer training bills a year, almost double the average between 2010 and 2014, according to a study by the Little Hoover Commission, an independent state oversight agency.

“It’s a lot of work for a small number of people,” said Singley.

But soon the commission will be larger.

With a new directive giving the commission authority to decertify police officers, which was enacted by Senate Bill 2, the agency is expected to nearly double in size over the next six months after receiving a roughly 32% funding increase earlier this month.

“We’re hiring,” said spokesperson Meagan Poulos.

In just a few months, the agency that almost exclusively dealt with police will interact with the public as well, as citizens and police departments make their cases regarding alleged bad officers. The commission will investigate officers accused of serious misconduct and recommend if an officer should be decertified.

Several states, including Mississippi, Alabama and Montana, already have decertification processes in place.

Is the commission overloaded?

While police decertification is one of the most significant changes the commission has undergone, some are raising concerns about whether the state is overloading the agency, which is overseen by a board that meets a few times a year.

In a report addressed to the governor and the Legislature, the Little Hoover Commission recommended lawmakers “temporarily refrain” from mandating new training requirements.

“…there is little evidence to demonstrate which types of training actually achieve intended goals and positively impact police behavior — and which do not,” wrote Pedro Nava, chairperson for the Little Hoover Commission.

Instead, the Little Hoover Commission recommended California evaluate its current police training requirements.

State analysts also are concerned the small organization will not be able to make such a drastic shift as quickly and efficiently as the Legislature may expect.

“POST will likely face significant challenges implementing SB 2, primarily due to the fact that the commission’s staffing will need to roughly double by January 1, 2023 — only six months after receiving funding in the budget…” wrote the Legislative Analysts Office in a report earlier this year.

Meanwhile, several commission workers told CalMatters they are still cautiously optimistic they will make their deadline on instituting the first police decertification process in California history.

“One of the big unknowns to us is the volume of data and the volume of reviews and investigations there will be,” Alvarez said. “We’ve never collected that type of data.”

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Lots of little girls dream of being Disney princesses.

Sarah Daniels got to be two.

She performed as Ariel for Disney Cruise Line and Walt Disney World, where she sang in "Voyage of the Little Mermaid," and young Elsa in Disneyland's "Frozen – Live at the Hyperion" musical, which she opened. But that wasn't Daniels' goal.

"Being a princess was almost not on my radar because I knew I was too short," said  the actress, singer, professional gamer and ex-Disney princess.

Ever since seeing Fantasmic! at Disney World as a kid, Daniels dreamed of being Mickey Mouse.

"I was a professional dancer when I was like 8 – I started really, really young – so when I saw Mickey dancing his little tush off in Fantasmic!, I was like, 'That is what I want to do. That is all I want to do,'" she said. "I learned the choreography, and I frickin' knew all of it. I was so honed in and pumped to be Mickey in Fantasmic!"

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Daniels got her wish years later. Not only did she perform as Mickey in Fantasmic!, but from 2006 until 2017, she also played Tinkerbell, Alice and Wendy, as well as Minnie Mouse and Donald Duck.

Daniels spoke with USA TODAY about what it's really like to portray a Disney character and what guests don't know.

Responses have been edited for length and clarity. They reflect her experiences and may not represent those of other cast members.

What were some of your favorite things about being a character?

Daniels: The best part about all of it is just seeing the kids' faces light up. It doesn't matter how bad your day is going, as soon as a kid sees you and just rushes up to give you a hug or tell you about their favorite part of your (character's) movie – just anything that relates to you, that relates to them, that makes them feel like they know you – it's just so magical. Those are the most amazing experiences at Disney for sure.

Do all of the kids believe you're the character right away or are some not so sure since they've seen cartoon versions and you're a real person?

Daniels: Sometimes they're not so sure, and it takes just a hint of magic to change their mind. I mean, I've seen kids who are like, "You're not really Ariel," and then I would say one thing and their whole brain would shift. Add that little extra layer of pixie dust and then, boom, you have them.

'THE DISNEY MAGIC IS GONE' ... OR IS IT?: Longtime fans weigh in on changes at Disney World

How do you prepare for the gamut of questions you might be asked while in character?

Daniels: Luckily with face characters, they go through a training process with you. You have two full days of training, where the first day, they're really going through the story. They go through the gestures, the way that you carry yourself, the way you speak, you know, just different things to really get you in character.

And then they mention things, some kinds of questions that could be asked that could be more challenging or just the basic things, like "How's Flounder? Where's Flounder? What are your sisters' names?"

There's a lot of ways that you can kind of get around challenging questions. You know, "Where's Prince Eric? Why isn't Prince Eric with you? He's your prince." "Oh, well, he's back at the castle. Someone has to take care of the kingdom while I'm not around." You just have to really be good at working quickly on your toes, so that you don't get yourself stuck in a corner.

There are people – especially adults – who may try to get performers to mess up or break character. What are your thoughts on that?

Daniels: It's not great. The performers, particularly the face characters, who are interacting face-to-face with you, those are human beings, you know? Those are human beings at their job.

And sometimes people make TikTok videos and film these characters and ask them questions – whether it be out of their universe or something that's political or something that isn't relevant to them – and they try to stump them. These videos get made and then those performers (can) get fired. So people are taking people's jobs away because they wanted to get internet clout. That's not a great thing to do to any human being.

These are people trying to make magic for kids, and adults go to the parks and do things like yell "Andy's coming!" at Woody and Buzz, and they expect them to fall on the floor. Don't do things like that. That's my biggest suggestion: If you saw it on the internet and it got a lot of clout, it's probably not a good thing to do.

Have you ever experienced any inappropriate behavior while you were in character, and how did you navigate that?

Daniels: It's tough. It's really hard because you're not supposed to say "no" to people. You're supposed to reframe. So if someone comes up to you and they say something like when I was Tinkerbell, people would comment on my body, they would say like, "Oh, Tinkerbell has such big hips, she can't fit through keyholes." (Internally) you're like, "OK, I'm a person and that's a weird thing to say," but as Tinkerbell, you say something positive about your body, like "Well, I have to tinker all my dresses myself because nothing else fits me, because I'm shaped perfectly."

Stuff like that you just have to reframe, but I had some gentlemen be very inappropriate with me when I was Tinkerbell, and I had people offer me their hotel room keys and let me know where they were staying. These are people who often are like the weird uncle or like the older brother, but again, it's just remembering that there's humanity.

When you walk through the gates of Disney, you have to remember everyone you encounter is a human being and should all be treated as such. Yes, you paid a lot of money, but it doesn't mean you can say weird stuff to Ariel about her seashells.

(Disney parks reserve the right to deny entry and require guests to leave for offensive behavior.)

DISNEY WORLD PRICES KEEP GOING UP: Here's why die-hard fans keep going back

Outside work, were you able to say 'I'm Tinkerbell'? Do you have to say 'I work at Disney World' and be secretive when you're actually working there?

Daniels: Yes and no. During my training, it was pretty much just like don't talk about it. Nowadays I think Disney adults are obsessed with the term "friends with." During my time, no one told me to say, "friends with." They didn't teach it in my time 'cause you would not catch me anywhere going, "I'm friends with Tinkerbell." I would just say I worked for Disney, and I worked in the entertainment department.

When I was singing as Ariel, the lines were a little blurry because you're an Equity actor (a member of the Actors' Equity Association trade union). You're nationally recognized as a professional actor, so you have to be able to take credit for your work, you know what I mean? I did have a couple (of) run-ins where they were like, "Hey, maybe take that video off your website. It says you were Ariel." I'm like, "Yes, but I was."

But when you're currently working there, if you have photos on social media, you have to post things like, please direct all comments to Ariel. If I post a photo of myself as Ariel and I'm currently Ariel, and someone says, "Wow, you look amazing as Ariel," you have to delete it. If you leave it up, like, you can get in trouble.

Do you get pigeonholed by your appearance to only play certain characters?

Daniels: There is definitely a weird thing where people think you just walk into a room and are like "I want to be Cinderella," and they're like "OK." You don't get to pick.

You go to auditions, where it's basically like a "type out." They look at you, and they decide what characters you look like, and they also fall between height ranges. So you can be like 4'11 to like 5'2 for Tinkerbell, maybe 5'3, 5'4 for Alice and Wendy and then princesses start at 5'3.

5'3 to 5'7 is like princess height, so I, technically at Disney World couldn't play princesses. It doesn't matter who I looked like. People are always like, "You must've been Cinderella 'cause you're a blonde," and I'm like, "That's not how it works." I'm too short to be Cinderella because they're all generic costumes. You pick them off a rack. It doesn't matter if you are the perfect Cinderella. If you're not the right height, too bad.

When I did Disney Cruise Line, they like grandfathered me in to be Ariel because I had my own costume, and they took up the costume so that it will fit me.

Do you have to clean and press all your costumes yourself?

Daniels: No, thankfully they do that for you. They have a system where they scan out costumes, so it's like going shopping. You go pick your size, you pick your costume out, you pick your shoes, and you go up to the front and then they'll scan them out. 

There's little barcodes on the inside of your costume, and they scan them all out to you and then you throw them in a bin at the end of the day, but if they don't scan them back in, then you're responsible to pay for those things.

There's (also) these amazing clothes you wear under character costumes. It's like a gray shirt and black shorts. It's called basics, and they have barcodes just straight across them, so you look like you're in jail or something.

Story continues below.

How much time are you spending preparing to be on for the day? Do you get paid for that? 

Daniels: You don't get paid when you're parking and getting on the bus and such, which is not great. So when you get there, if you go to Magic Kingdom, you have to park in a parking lot, and then you get on a bus to go to the tunnel (below Magic Kingdom), and then you have to get to your location and then clock in at your location.

One thing that is nice is that as a character, you get paid to do a warm up, and you have to do warm ups, which is great. And then you have a walk time to get to your location. And usually, it's about an hour like once you get there, to get your costume, to change into basics, to do the warm-up, to get to your location. 

You do end up getting paid to put on your make-up and stuff, as face (characters). A lot of girls come ready, but if I was going at 6:30 a.m. for breakfast as Alice, you would see me at 6:30 a.m., rolling in and putting on my makeup there because I was not doing any of that at home.

Do you have to learn the same signature? Does every performer sign the same way?

Daniels: Yes, in training you have to learn the autographs. I have horrendous handwriting, so it took me a long time to learn the autographs.

All the autographs have to look the same across the park, so that like if (guests) meet Ariel twice, it's the same autograph.

And you'll know it's me 'cause it's kind of shady looking.

Are the performers in parades the same as the meet-and-greet characters?

Daniels: At Disneyland, they have the parades and shows people and then they have the meet-and-greet people. So if you're in parades and shows, you're in one department. If you're in meet and greets, you're in another.

Walt Disney World is a free for all. If you're face, you can be fur. If you're fur, you can be face. You can do sets. You can do national commercials. I would do a national commercial as Tinkerbell one day and then the next day, I'd be Donald Duck at character breakfast.

With parades and shows, you get a premium if you're doing what they consider movement. They can't call it dancing 'cause (then) they have to pay you more, so it's movement. I did a parade called Block Party Bash at Disney Hollywood Studios, where I was dancing, sweating for like no money, but I got a little premium. I got like a 50 or 75 cent bump for movement premium, but we're dancing.

When I was a singer, I was a member of the Equity department, so it's a different thing.

Do you have any choice in it or do you just get a schedule and have to do whatever they tell you?

Daniels: You just do whatever they tell you. There are things called bidding, and there's casting. So you can bid, like "I want to work in Town Square as Mickey five days a week," and depending on your seniority is what you get to pick. So the best shifts get picked by the people with higher seniority. 

Now when it comes to parade and shows, they do a thing called casting, so they would  cast you in something. Not everybody gets cast, but if you get cast, that's your thing, five days a week, but it often changes. 

Is there anything you would want people to know about fur characters?

Daniels: I think people don't realize that the people inside the costumes want to be there. They're really happy to be there. A lot of people come up and will be like, "Oh, it must be hot in there," and (make) just silly comments. You don't need to say that. Just have the interaction, have a good time.

They're having an amazing time. The people in those costumes love kids. They love the families. They love the interactions.

They also love Disney. Every single person you meet at Disney loves Disney. None of those people don't want to be there. They all want to be there, and that's why they're all so happy all the time. So when you meet Alice, you know she wants to be there. When you meet Mickey, he wants to be there and he's having a great time, and usually it's a girl (in the costume), so she wants to be there.

I was Mickey a lot, and it's because I'm tiny.

There were over 60 characters I could perform in my height range, but the most famous were Mickey, Minnie and Donald.

Are there any tips you would give someone who wants to pursue this?

Daniels: I'd say don't count yourself out if you audition for face and they don't cast you. If you want be a Disney character, go be a Disney character. Go do the fur thing, it's amazing.

If you aren't cast as a face character, it doesn't mean you're not beautiful. It really is about who looks like a cartoon, who looks natural in a wig and who can convincingly be a Disney princess.

I think that in young women's heads, (a) Disney princess is like the pinnacle of beauty, so I think that girls that don't get the job are really hurt by it, and sometimes it's not even about how you look. It's about your height. It's about (what characters) they need to cast right now. Sometimes it's just not the right time.

It does not determine your worth or how pretty you are or how amazing you are as a human.

Is there anything else you would want them to know?

Daniels: I think the reality of the job is lost on people. People just see photos of beautiful women in parades and are like, "Wow, that looks amazing," but the reality is ... you're competing with a bunch of other women. Your whole job depends on how you look and how young you are.

You know, kids get their boogers on you. You get thrown up on. People aren't very nice to you sometimes. People sure don't treat you like a princess. All sorts of weird things happen because you're meeting thousands of people a week. It's not as glamorous as it looks.

This article originally appeared on USA TODAY: Ex-Disney princess reveals what park jobs are really like

The Carolina Panthers were back at it on Tuesday in the friendly confines of Wofford College. Here are the top takeaways from the seventh day of 2022 training camp.

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Panthers add another CB

Jim Dedmon-USA TODAY Sports

The Panthers have had some adjusting to do at the cornerback position of late. Eight-year veteran Rashaan Melvin retired, Jaycee Horn was placed on and activated from the physically unable to perform list and Duke Dawson joined the group.

Now, with Keith Taylor Jr. sidelined for a few weeks due to a hamstring strain, they’ve signed another corner—Devin Jones. Jones, who was apart of the team’s rookie minicamp roster, is a Mooresville, N.C. native who spent four seasons at the University of North Carolina at Pembroke.

Ben McAdoo's offense is still downloading

Jim Dedmon-USA TODAY Sports

Offensive coordinator Ben McAdoo doesn’t have the simplest plan to learn. (Just ask wideout DJ Moore.)

But head coach Matt Rhule said they’re about 75 percent of the way through installing McAdoo’s offense, which will eventually allow the team to ramp up their quarterback competition.

CJ Henderson is experiencing his growth

AP Photo

Henderson, who recently said he feels like he’s started his career over, has been an early standout in Spartanburg. On Tuesday, he told Joseph Person of The Athletic that he still has a lot of room to improve.

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Damien Wilson won't comment on legal situation

AP Photo/Nell Redmond

The 29-year-old defender was arrested in Frisco, Texas earlier this year after allegedly threatening to kill his ex-girlfriend. But Wilson, when asked of the ongoing situation, declined to comment.

Wilson is currently the favorite to start at middle linebacker, a spot the Panthers have struggled to fill since the retirement of Luke Kuechly.

Notable observations

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Story originally appeared on Panthers Wire