1 00:00:00,000 --> 00:00:00,000 2 00:00:03,680 --> 00:00:06,400 thank you for joining us today for Air 3 00:00:06,400 --> 00:00:08,456 Force sustainment Center Town Hall . 4 00:00:08,456 --> 00:00:10,830 I'm Wendy Walden a Fsc Director staff 5 00:00:10,830 --> 00:00:13,310 and I'll be moderating today . We have 6 00:00:13,310 --> 00:00:15,532 received lots of questions and we'll do 7 00:00:15,532 --> 00:00:17,588 our best to get through all of those 8 00:00:17,588 --> 00:00:19,588 questions today . First I'd like to 9 00:00:19,588 --> 00:00:21,754 introduce you to our leadership team . 10 00:00:21,754 --> 00:00:23,643 You know our command Chief robert 11 00:00:23,643 --> 00:00:25,810 Schultz , Alright . Executive Director 12 00:00:25,810 --> 00:00:27,921 Mr Dennis D'angelo and joining us for 13 00:00:27,921 --> 00:00:30,143 the first time for a Fsc . Town Hall is 14 00:00:30,143 --> 00:00:32,240 Lieutenant General Stacy Hawkins um 15 00:00:32,250 --> 00:00:34,270 General Hawkins assumed command in 16 00:00:34,280 --> 00:00:36,970 august and has an extensive background 17 00:00:36,980 --> 00:00:39,140 in the center . Previously he was 18 00:00:39,140 --> 00:00:41,410 Commander of the ogden Air Logistics 19 00:00:41,410 --> 00:00:44,330 complex in Utah and Deputy Commander 20 00:00:44,330 --> 00:00:46,386 for maintenance of the Oklahoma City 21 00:00:46,386 --> 00:00:48,497 Air Logistics complex . He came to us 22 00:00:48,497 --> 00:00:50,663 from being the Director of logistics , 23 00:00:50,663 --> 00:00:52,895 engineering and force Protection at 24 00:00:52,895 --> 00:00:55,015 headquarters , Air Combat Command . 25 00:00:55,025 --> 00:00:57,081 Welcome Lieutenant General Hawkins . 26 00:00:57,235 --> 00:01:00,105 Before we begin I'd like to give each 27 00:01:00,105 --> 00:01:02,065 of you an opportunity to make some 28 00:01:02,075 --> 00:01:04,297 opening comments and we'll start with . 29 00:01:04,297 --> 00:01:06,353 Alright , thanks Miss Walden and and 30 00:01:06,353 --> 00:01:08,464 thanks boss for the opportunity to do 31 00:01:08,464 --> 00:01:10,408 another tunnel I think was the not 32 00:01:10,408 --> 00:01:12,408 quite a year ago that we did a town 33 00:01:12,408 --> 00:01:14,631 hall . And uh and I came with a message 34 00:01:14,631 --> 00:01:16,797 especially when I joined the team here 35 00:01:16,797 --> 00:01:19,019 a year ago which was you know , I spent 36 00:01:19,019 --> 00:01:21,430 a year , a career benefiting from all 37 00:01:21,430 --> 00:01:23,541 the work done here at the L . C . And 38 00:01:23,541 --> 00:01:25,708 didn't really have a real appreciation 39 00:01:25,708 --> 00:01:27,930 of what goes on behind the scenes and I 40 00:01:27,930 --> 00:01:30,041 expected to learn a lot but I'll tell 41 00:01:30,041 --> 00:01:32,208 you within a year it has surpassed any 42 00:01:32,208 --> 00:01:34,374 of my expectations . I'm just proud to 43 00:01:34,374 --> 00:01:36,374 be part of this team . I thoroughly 44 00:01:36,374 --> 00:01:38,652 enjoyed the town hall we did last time . 45 00:01:38,652 --> 00:01:40,374 So I'm looking forward to your 46 00:01:40,374 --> 00:01:42,263 questions . Thank you Chief Mr Di 47 00:01:42,263 --> 00:01:44,486 Angelo . Thanks mr Walden . Thanks boss 48 00:01:44,486 --> 00:01:46,708 also in chief for letting me be part of 49 00:01:46,708 --> 00:01:48,874 this as well the second time for me as 50 00:01:48,874 --> 00:01:51,041 well . I really look forward to it . I 51 00:01:51,041 --> 00:01:53,152 just want everybody to know that your 52 00:01:53,152 --> 00:01:55,041 job , whatever that job may be is 53 00:01:55,041 --> 00:01:57,263 extremely important to the readiness of 54 00:01:57,263 --> 00:01:59,319 the Air Force and to the success and 55 00:01:59,319 --> 00:02:02,700 our ability to wage contingencies and 56 00:02:02,700 --> 00:02:05,290 crisis if we need to . So I just want 57 00:02:05,290 --> 00:02:08,030 you to know that we really , really are 58 00:02:08,040 --> 00:02:10,310 happy to be here today to work for you 59 00:02:10,310 --> 00:02:12,630 and with you in those endeavors . So 60 00:02:12,630 --> 00:02:14,741 thank you for what you do or so thank 61 00:02:14,741 --> 00:02:16,852 you for what you will do . And I look 62 00:02:16,852 --> 00:02:18,963 forward to the questions you bring to 63 00:02:18,963 --> 00:02:21,074 the table . Thank you Mr Thank you Mr 64 00:02:21,220 --> 00:02:23,442 So thank you everyone . I want to thank 65 00:02:23,442 --> 00:02:25,609 both of my partners for allowing me to 66 00:02:25,609 --> 00:02:27,831 be a part of the town hall because this 67 00:02:27,831 --> 00:02:30,130 is their second but my first and uh 68 00:02:30,140 --> 00:02:32,251 it's really like coming back home for 69 00:02:32,251 --> 00:02:34,418 me . Uh 10 years ago I got a chance to 70 00:02:34,418 --> 00:02:36,251 be a part of the stand up of the 71 00:02:36,251 --> 00:02:38,196 sustainment center as a DCM Deputy 72 00:02:38,196 --> 00:02:40,084 Commander for Maintenance here at 73 00:02:40,084 --> 00:02:42,930 Oklahoma City uh through the past seven 74 00:02:42,930 --> 00:02:45,097 years , had a chance to serve as often 75 00:02:45,250 --> 00:02:47,472 and all the while and all the jobs I've 76 00:02:47,472 --> 00:02:49,639 had as a general officer , I've either 77 00:02:49,639 --> 00:02:51,528 been in the sustainment center or 78 00:02:51,528 --> 00:02:53,750 spending a lot of time working with the 79 00:02:53,750 --> 00:02:55,917 sustainment center , whether it's in a 80 00:02:55,917 --> 00:02:57,750 four major command or actually a 81 00:02:57,750 --> 00:02:59,750 complex commander or as I mentioned 82 00:02:59,750 --> 00:03:01,972 before , DcM , I'm really proud of this 83 00:03:01,972 --> 00:03:04,083 leadership team that's sitting before 84 00:03:04,083 --> 00:03:06,139 you today . Really enjoyed coming to 85 00:03:06,139 --> 00:03:08,361 work every day and working with them to 86 00:03:08,361 --> 00:03:10,528 serve you . I want to thank the entire 87 00:03:10,528 --> 00:03:12,583 center , every single person for the 88 00:03:12,583 --> 00:03:14,583 role that you serve in and the role 89 00:03:14,583 --> 00:03:16,694 that you play to keep the nation safe 90 00:03:16,694 --> 00:03:18,472 and secure . We look forward to 91 00:03:18,472 --> 00:03:20,639 answering the questions that have come 92 00:03:20,639 --> 00:03:22,806 directly from you today and giving you 93 00:03:22,806 --> 00:03:24,750 some straight talk as to how we're 94 00:03:24,750 --> 00:03:26,972 thinking about the future and how we're 95 00:03:26,972 --> 00:03:29,194 thinking about serving you even more so 96 00:03:29,194 --> 00:03:28,900 appreciate Miss walter . Thank you for 97 00:03:28,900 --> 00:03:31,610 hosting forward to the conversation . 98 00:03:31,620 --> 00:03:33,787 All right , thank you sir , thank each 99 00:03:33,787 --> 00:03:35,842 of you . So , we'll go ahead and get 100 00:03:35,842 --> 00:03:38,009 started . So the first question is for 101 00:03:38,009 --> 00:03:39,953 you , General Hawkins . And it's a 102 00:03:39,953 --> 00:03:42,064 question that always uh garners a lot 103 00:03:42,064 --> 00:03:44,176 of interest and it has to do with fit 104 00:03:44,176 --> 00:03:46,342 for life ? And it says why was fit for 105 00:03:46,342 --> 00:03:48,287 life discontinued ? And will it be 106 00:03:48,287 --> 00:03:50,509 reinstated in A . F . F . C . Well , uh 107 00:03:50,509 --> 00:03:53,330 softball questions first . So uh I will 108 00:03:53,330 --> 00:03:55,650 say this that 10 years ago I was in my 109 00:03:55,660 --> 00:03:57,980 early forties and uh for life was 110 00:03:57,980 --> 00:04:00,450 something that was something that I 111 00:04:00,450 --> 00:04:02,561 appreciated and recreation and saying 112 00:04:02,561 --> 00:04:05,130 it was something that I did for fun Uh 113 00:04:05,140 --> 00:04:07,307 in my early 50s is something that I do 114 00:04:07,307 --> 00:04:09,473 to stay alive . So I first want to say 115 00:04:09,473 --> 00:04:11,640 that uh the welfare and the fitness of 116 00:04:11,640 --> 00:04:15,090 our people uh across the spectrum uh is 117 00:04:15,100 --> 00:04:17,570 vitally important because without the 118 00:04:17,580 --> 00:04:19,740 people that we have in our center and 119 00:04:19,740 --> 00:04:21,740 those people being able to serve at 120 00:04:21,740 --> 00:04:23,629 their best to reach their fullest 121 00:04:23,629 --> 00:04:25,740 potential . uh they were not gonna be 122 00:04:25,740 --> 00:04:27,796 able to do much else . So , uh in my 123 00:04:27,796 --> 00:04:29,962 mind , when you look at our leadership 124 00:04:29,962 --> 00:04:31,962 model and when you look at our four 125 00:04:31,962 --> 00:04:31,670 priorities that we'll talk about later 126 00:04:31,670 --> 00:04:34,000 on , people always at the forefront and 127 00:04:34,000 --> 00:04:36,240 the welfare of the people I happen to 128 00:04:36,240 --> 00:04:38,500 be in the center uh when her life was 129 00:04:38,500 --> 00:04:41,070 suspended . And the stark reality is is 130 00:04:41,070 --> 00:04:43,890 that we took a look at how we're 131 00:04:43,890 --> 00:04:45,946 producing to our promise , how we're 132 00:04:45,946 --> 00:04:48,168 performing our mission . And just to be 133 00:04:48,168 --> 00:04:50,223 frank , we were leaving about a half 134 00:04:50,223 --> 00:04:52,557 million direct labor hours on the table . 135 00:04:52,557 --> 00:04:54,850 Uh and there was a half million hours 136 00:04:54,850 --> 00:04:57,060 of direct labor that we could actually 137 00:04:57,070 --> 00:05:00,570 support our war fighters better on . Uh 138 00:05:00,580 --> 00:05:02,820 it was work that we needed to catch up 139 00:05:02,820 --> 00:05:04,720 on and we had to make a mission 140 00:05:04,720 --> 00:05:07,460 decision that in order to actually meet 141 00:05:07,470 --> 00:05:09,650 the intent of what our command combat 142 00:05:09,650 --> 00:05:11,872 commanders were asking us to do and our 143 00:05:11,872 --> 00:05:13,928 other stakeholders that we needed to 144 00:05:13,928 --> 00:05:15,817 focus on our mission . And that's 145 00:05:15,817 --> 00:05:17,706 something having been the complex 146 00:05:17,706 --> 00:05:20,530 commander at ogden when the program was 147 00:05:20,530 --> 00:05:22,697 suspended . And returning that remains 148 00:05:22,697 --> 00:05:25,330 our focus uh mission first , but always 149 00:05:25,330 --> 00:05:27,980 focusing on people and as we look at 150 00:05:27,990 --> 00:05:29,990 what we're gonna do in the future , 151 00:05:29,990 --> 00:05:32,046 because everyone well knows that the 152 00:05:32,046 --> 00:05:34,212 suspension is temporary , we will keep 153 00:05:34,212 --> 00:05:36,434 that balance in mind . How do we remain 154 00:05:36,434 --> 00:05:38,601 keenly focused on the mission , making 155 00:05:38,601 --> 00:05:40,434 sure that we're producing to our 156 00:05:40,434 --> 00:05:42,212 promise to our stakeholders and 157 00:05:42,212 --> 00:05:44,212 customers , but also keeping at the 158 00:05:44,212 --> 00:05:46,212 front forefront , how we can create 159 00:05:46,212 --> 00:05:46,130 opportunities to take better care of 160 00:05:46,130 --> 00:05:48,430 our people . I'll say this as I think 161 00:05:48,430 --> 00:05:50,652 about it and this is not something that 162 00:05:50,652 --> 00:05:52,960 I've spoken verbally about . So this is 163 00:05:52,960 --> 00:05:55,016 the first time you're hearing it , I 164 00:05:55,016 --> 00:05:56,960 think about how can we reimagine a 165 00:05:56,960 --> 00:05:59,120 program that will enable our folks to 166 00:05:59,120 --> 00:06:00,990 be able to take advantage of 167 00:06:00,990 --> 00:06:03,157 opportunities to sustain their fitness 168 00:06:03,157 --> 00:06:05,840 while focusing on the mission . I'll 169 00:06:05,840 --> 00:06:08,062 say that that probably doesn't resemble 170 00:06:08,062 --> 00:06:10,229 the life program that you have seen in 171 00:06:10,229 --> 00:06:12,396 the past , but maybe something new and 172 00:06:12,396 --> 00:06:14,451 looking for your inputs as to how we 173 00:06:14,451 --> 00:06:17,130 can uh robust this thinking and welcome 174 00:06:17,140 --> 00:06:19,310 any comments from my two partners here 175 00:06:19,310 --> 00:06:21,580 standing beside me as to how we can 176 00:06:21,580 --> 00:06:23,890 reimagine it in the future uh to really 177 00:06:23,890 --> 00:06:26,112 bring back that balance . I don't think 178 00:06:26,112 --> 00:06:28,223 it's one or the other , but for now , 179 00:06:28,223 --> 00:06:30,840 we've chosen just to uh bring our 180 00:06:30,840 --> 00:06:33,290 mission to the forefront and to sustain 181 00:06:33,290 --> 00:06:36,300 that part of our sacred trust with you . 182 00:06:36,310 --> 00:06:38,532 But in the future we'll have to balance 183 00:06:38,532 --> 00:06:41,490 both . Thank you sir . Thank you . 184 00:06:41,500 --> 00:06:43,722 We'll move on to our next question . Mr 185 00:06:43,722 --> 00:06:46,056 d'angelo . If you would answer this one , 186 00:06:46,056 --> 00:06:49,970 uh it goes to a locality pay 187 00:06:49,980 --> 00:06:52,150 in Utah and ask , is there any update 188 00:06:52,160 --> 00:06:54,890 on the programs to change locality pay 189 00:06:54,900 --> 00:06:58,700 in Utah . So the short answer to that 190 00:06:58,700 --> 00:07:01,950 is there aren't any changes right now 191 00:07:01,960 --> 00:07:05,820 in the locality pay . Uh ask that went 192 00:07:05,820 --> 00:07:08,710 forward here sometime back rationale 193 00:07:08,710 --> 00:07:12,370 was that OPM they looked at the 194 00:07:12,380 --> 00:07:15,490 rates across civilian and 195 00:07:15,500 --> 00:07:19,170 military jobs or or civilian Gs jobs 196 00:07:19,170 --> 00:07:21,170 and they did not find the disparity 197 00:07:21,170 --> 00:07:23,970 that they thought warranted a change in 198 00:07:23,970 --> 00:07:26,800 the pay . So consequently it's 199 00:07:26,810 --> 00:07:29,130 basically stopped at this point , but 200 00:07:29,130 --> 00:07:31,074 they continue to look at it and we 201 00:07:31,074 --> 00:07:33,297 continue to look at it . I think one of 202 00:07:33,297 --> 00:07:35,074 the areas that we probably will 203 00:07:35,074 --> 00:07:37,352 readdress here in the future , and not , 204 00:07:37,352 --> 00:07:39,408 probably we will look at is the fact 205 00:07:39,408 --> 00:07:41,630 that it doesn't take into consideration 206 00:07:41,630 --> 00:07:43,797 uh , takes into consideration the cost 207 00:07:43,797 --> 00:07:46,019 of living , but housing is not directly 208 00:07:46,019 --> 00:07:48,130 related to that . So , what we'd like 209 00:07:48,130 --> 00:07:50,130 to do is maybe take another look at 210 00:07:50,130 --> 00:07:52,352 that and see if because of the increase 211 00:07:52,352 --> 00:07:54,574 in housing rates in that area , whether 212 00:07:54,574 --> 00:07:56,686 we need to go ahead and and challenge 213 00:07:56,686 --> 00:07:58,797 the assumptions that were made by OPM 214 00:07:58,797 --> 00:08:00,852 in the past . So , I think that that 215 00:08:00,852 --> 00:08:04,150 program right now is uh , is is at a 216 00:08:04,150 --> 00:08:06,400 stalemate , but I think we can reopen 217 00:08:06,400 --> 00:08:08,456 it to take a look and see if there's 218 00:08:08,456 --> 00:08:10,400 anything we can do . But right now 219 00:08:10,400 --> 00:08:12,678 there's been no change to that program , 220 00:08:12,678 --> 00:08:14,567 but we'll continue to work it . I 221 00:08:14,567 --> 00:08:16,733 promise you that over . Thank you . Mr 222 00:08:16,733 --> 00:08:18,900 D'Angelo . He did that one . So well , 223 00:08:18,900 --> 00:08:21,011 we're gonna toss you another one . It 224 00:08:21,011 --> 00:08:22,844 talks about the vaccine . Is the 225 00:08:22,844 --> 00:08:25,011 vaccine still mandated ? And when will 226 00:08:25,011 --> 00:08:27,011 travel policies be updated to allow 227 00:08:27,011 --> 00:08:28,900 unvaccinated to travel other than 228 00:08:28,900 --> 00:08:30,530 Mission Critical ? 229 00:08:33,995 --> 00:08:37,025 But as far as we have now , there's no 230 00:08:37,025 --> 00:08:39,855 change in mandate . So consequently any 231 00:08:39,855 --> 00:08:41,855 requirement to travel if you're not 232 00:08:41,855 --> 00:08:43,966 vaccinated would be required to go up 233 00:08:43,966 --> 00:08:45,966 to the under secretary to have them 234 00:08:45,966 --> 00:08:48,188 approved or have her approved that that 235 00:08:48,188 --> 00:08:50,525 waiver . And if when I understand the 236 00:08:50,535 --> 00:08:52,702 waivers that we put up , very few have 237 00:08:52,702 --> 00:08:54,813 been accepted . So right now we would 238 00:08:54,813 --> 00:08:57,500 still have to hold by the waiver 239 00:08:57,510 --> 00:08:59,820 process and very few of those waivers 240 00:08:59,820 --> 00:09:02,042 are going forward . However , there are 241 00:09:02,042 --> 00:09:04,209 other things that we need to take into 242 00:09:04,209 --> 00:09:06,042 consideration and we do ask your 243 00:09:06,042 --> 00:09:08,209 patients and all of this as we look at 244 00:09:08,209 --> 00:09:10,376 the way we waver anything . Would that 245 00:09:10,376 --> 00:09:12,542 be religious or whether that be uh for 246 00:09:12,542 --> 00:09:14,598 health reasons , whatever that we're 247 00:09:14,598 --> 00:09:13,990 trying to go through the process . 248 00:09:13,990 --> 00:09:15,934 Until we get more guidance and the 249 00:09:15,934 --> 00:09:18,046 chief , you had a few things that you 250 00:09:18,046 --> 00:09:20,157 had worked on on that which you might 251 00:09:20,157 --> 00:09:22,379 bring some of those things up as well . 252 00:09:22,379 --> 00:09:24,546 Yeah , thanks for the opportunity . Um 253 00:09:24,546 --> 00:09:24,470 Yeah , just that we understand that the 254 00:09:24,470 --> 00:09:27,600 injunction the uh federal injunction to 255 00:09:27,610 --> 00:09:29,980 pause everything is still in place and 256 00:09:29,980 --> 00:09:31,647 a lot of things depend on the 257 00:09:31,647 --> 00:09:33,813 resolution of that , and I just employ 258 00:09:33,813 --> 00:09:35,702 everybody for patients and I know 259 00:09:35,702 --> 00:09:37,702 that's that's hard to do as long as 260 00:09:37,702 --> 00:09:39,869 we've been going through this . Um but 261 00:09:39,869 --> 00:09:42,091 what that allow allows us to do is that 262 00:09:42,091 --> 00:09:44,202 patients gives the boss and I and all 263 00:09:44,202 --> 00:09:46,147 of us the opportunity to deal with 264 00:09:46,147 --> 00:09:48,369 these on an individual case basis . And 265 00:09:48,369 --> 00:09:50,591 and I think that's what people want , I 266 00:09:50,591 --> 00:09:52,647 think that's what we want to do with 267 00:09:52,647 --> 00:09:54,813 these things , but we don't want to do 268 00:09:54,813 --> 00:09:56,869 is rubber stamp or make it just a uh 269 00:09:56,869 --> 00:09:59,091 you know , a process where it just gets 270 00:09:59,091 --> 00:10:00,980 kind of pencil whipped and pushed 271 00:10:00,980 --> 00:10:03,091 through . And so when that injunction 272 00:10:03,091 --> 00:10:05,424 is lifted or whatever happens with that , 273 00:10:05,424 --> 00:10:07,647 we'll respond quickly and appropriately 274 00:10:07,647 --> 00:10:09,702 and we'll get those answers to you . 275 00:10:09,702 --> 00:10:11,647 And once again , that program that 276 00:10:11,647 --> 00:10:13,758 we're talking about is is one that we 277 00:10:13,758 --> 00:10:15,869 keep at the forefront . We constantly 278 00:10:15,869 --> 00:10:18,091 look at it as a matter of fact , in the 279 00:10:18,091 --> 00:10:17,860 next couple of days , I'll be heading 280 00:10:17,860 --> 00:10:20,480 off to a c a round table where the 281 00:10:20,490 --> 00:10:22,540 executive directors from all of the 282 00:10:22,540 --> 00:10:24,429 centers get an opportunity to get 283 00:10:24,429 --> 00:10:26,596 together with the Senior director from 284 00:10:26,596 --> 00:10:29,060 uh Air Force Material Command . That's 285 00:10:29,060 --> 00:10:31,240 Miss Lorna Estep and we'll be talking 286 00:10:31,240 --> 00:10:33,351 things like this and a few other as a 287 00:10:33,351 --> 00:10:35,518 matter of fact , I know there are some 288 00:10:35,518 --> 00:10:37,573 questions also on uh gr I you know , 289 00:10:37,573 --> 00:10:39,740 the increase in your pay . Things like 290 00:10:39,740 --> 00:10:41,907 this for different types of skill sets 291 00:10:41,907 --> 00:10:43,907 and we'll talk more about that . So 292 00:10:43,907 --> 00:10:45,796 please bear with us and have some 293 00:10:45,796 --> 00:10:48,073 patients , we appreciate it . So great . 294 00:10:48,073 --> 00:10:49,962 Segue , mr D'angelo . So the next 295 00:10:49,962 --> 00:10:52,129 question for you is on the G . R . I . 296 00:10:52,129 --> 00:10:54,351 And it says I would like to know if a f 297 00:10:54,351 --> 00:10:56,350 A . F . S . C . Is considering a 298 00:10:56,350 --> 00:10:58,610 government retention incentive for 299 00:10:58,610 --> 00:11:01,440 various series specifically for the 800 300 00:11:01,440 --> 00:11:04,120 series in the near future . And if not 301 00:11:04,120 --> 00:11:06,680 A G . R . I . How about a student loan 302 00:11:06,690 --> 00:11:09,870 repayment program ? Um Yes , I'd better 303 00:11:09,880 --> 00:11:11,991 be lucky than good any time because I 304 00:11:11,991 --> 00:11:14,047 get a couple of questions right in a 305 00:11:14,047 --> 00:11:16,480 row . Uh Yes , we look at all of the 306 00:11:16,490 --> 00:11:19,040 different types of incentives that we 307 00:11:19,040 --> 00:11:21,040 have out there . You know , some of 308 00:11:21,040 --> 00:11:23,040 those deal with pay , some of those 309 00:11:23,040 --> 00:11:25,262 would , would deal with recruiting cost 310 00:11:25,262 --> 00:11:27,318 for education as well as some of the 311 00:11:27,318 --> 00:11:30,090 things that would be uh maybe different 312 00:11:30,090 --> 00:11:33,420 types of work schedules right now . 313 00:11:33,430 --> 00:11:36,480 Uh We were , we've looked into the G . 314 00:11:36,480 --> 00:11:38,810 R . I . Issue , we decided not to work 315 00:11:38,820 --> 00:11:41,460 in that because of , they're trying to 316 00:11:41,460 --> 00:11:43,738 do a balance across all of the centers . 317 00:11:43,738 --> 00:11:45,904 So as I told you , I was going down to 318 00:11:45,904 --> 00:11:48,238 see MS Estep here in about a week or so . 319 00:11:48,238 --> 00:11:50,349 That is one of the issues we're going 320 00:11:50,349 --> 00:11:52,349 to talk about because every grade , 321 00:11:52,349 --> 00:11:54,404 every job is important every time we 322 00:11:54,404 --> 00:11:56,516 will hear something about an engineer 323 00:11:56,516 --> 00:11:58,571 needing something . Sometimes it's a 324 00:11:58,571 --> 00:12:01,050 requirement for increase in pay because 325 00:12:01,050 --> 00:12:03,260 of locality or because of the type of 326 00:12:03,260 --> 00:12:05,482 skill sets that we need . Some of those 327 00:12:05,482 --> 00:12:08,210 happen to be our wage grade employees 328 00:12:08,210 --> 00:12:10,432 as well . So we're going to take a hard 329 00:12:10,432 --> 00:12:12,620 look at , determine how we would give 330 00:12:12,620 --> 00:12:15,500 you that type of of increase an 331 00:12:15,500 --> 00:12:17,500 incentive program out so that we're 332 00:12:17,500 --> 00:12:19,611 fair across the board as best that we 333 00:12:19,611 --> 00:12:21,833 can be . And also at the same time that 334 00:12:21,833 --> 00:12:23,722 we take in consideration the cost 335 00:12:23,722 --> 00:12:25,590 factor that that drives into the 336 00:12:25,600 --> 00:12:27,544 command because that actually does 337 00:12:27,544 --> 00:12:29,656 drive an increase in some places . We 338 00:12:29,656 --> 00:12:31,878 have to add that to the rates of of how 339 00:12:31,878 --> 00:12:34,140 we do business . So , so we're taking a 340 00:12:34,140 --> 00:12:36,340 good hard look at it and I promise you 341 00:12:36,340 --> 00:12:38,451 that within probably the next time we 342 00:12:38,451 --> 00:12:40,507 get together , which will not be far 343 00:12:40,507 --> 00:12:42,562 from here . Long from here , we will 344 00:12:42,562 --> 00:12:44,618 hear more about that . And I'll have 345 00:12:44,618 --> 00:12:46,729 some more definitive guidance on what 346 00:12:46,729 --> 00:12:46,710 we're looking at and where there is we 347 00:12:46,710 --> 00:12:49,070 would focus on for incentives . So 348 00:12:49,080 --> 00:12:51,247 hopefully that answers that question . 349 00:12:51,247 --> 00:12:54,350 Yes , Thank you sir . So uh direct this 350 00:12:54,350 --> 00:12:56,620 one to General Hawkins . And it asks , 351 00:12:56,630 --> 00:12:59,400 why is it so hard for a senior mechanic 352 00:12:59,400 --> 00:13:01,750 to get promoted ? Is it the good old 353 00:13:01,750 --> 00:13:05,140 boy system or age ? Well , I'll tell 354 00:13:05,140 --> 00:13:07,830 you , I think first of all , you know , 355 00:13:07,830 --> 00:13:10,990 we uh across our service when we talk 356 00:13:10,990 --> 00:13:13,860 about promotion . Uh I've always been 357 00:13:13,860 --> 00:13:16,240 optimized that promotions are earned 358 00:13:16,250 --> 00:13:18,860 based on future potential uh , in your 359 00:13:18,860 --> 00:13:21,640 future potential to serve and that is 360 00:13:21,640 --> 00:13:24,830 not hindered by your age . And as I 361 00:13:24,840 --> 00:13:27,007 truly hope that we're past the days of 362 00:13:27,007 --> 00:13:30,370 having any type of hint of nepotism or 363 00:13:30,370 --> 00:13:32,750 a good old boy or good old girl system 364 00:13:33,030 --> 00:13:35,550 that doesn't reward people based on 365 00:13:35,550 --> 00:13:37,661 what they're bringing to our team and 366 00:13:37,661 --> 00:13:40,070 to our mission and their desire and 367 00:13:40,070 --> 00:13:42,126 their willingness to serve uh in the 368 00:13:42,126 --> 00:13:44,870 future . Uh I think there are glimmers 369 00:13:44,880 --> 00:13:48,800 of uh sometimes we see bad behavior 370 00:13:48,810 --> 00:13:50,866 and it's not necessarily a glimmer , 371 00:13:50,866 --> 00:13:54,740 but it's just you have pockets of uh 372 00:13:54,750 --> 00:13:56,750 things that aren't happening in our 373 00:13:56,750 --> 00:13:59,083 best traditions across our organization . 374 00:13:59,083 --> 00:14:01,306 When we see that as a leadership team . 375 00:14:01,306 --> 00:14:03,417 Uh and just folks sitting in front of 376 00:14:03,417 --> 00:14:05,583 you but up and down our organization , 377 00:14:05,583 --> 00:14:09,060 we have all kinds of ways of getting 378 00:14:09,060 --> 00:14:12,170 after that through anonymous complaints . 379 00:14:12,180 --> 00:14:14,410 Uh , the ability of anyone to be able 380 00:14:14,410 --> 00:14:16,632 to file an anonymous complaint whenever 381 00:14:16,632 --> 00:14:18,632 they received that an injustice has 382 00:14:18,632 --> 00:14:20,854 occurred . We've actually done a lot of 383 00:14:20,854 --> 00:14:23,021 work , but how we structure our hiring 384 00:14:23,021 --> 00:14:25,132 panels and how we've actually cleaned 385 00:14:25,132 --> 00:14:27,060 up our hiring process is to bring 386 00:14:27,060 --> 00:14:31,020 transparency to bring uh just a level 387 00:14:31,020 --> 00:14:34,400 of uh objectivity to where folks who 388 00:14:34,400 --> 00:14:36,930 are desiring to proceed and to move on 389 00:14:36,930 --> 00:14:39,097 to increasing levels of responsibility 390 00:14:39,097 --> 00:14:41,097 and organization are clear eyed and 391 00:14:41,097 --> 00:14:43,263 they have awareness as to how they can 392 00:14:43,263 --> 00:14:45,319 do that and how they can engage that 393 00:14:45,319 --> 00:14:48,000 system . We have not gotten to a level 394 00:14:48,000 --> 00:14:50,056 of perfection yet , so there's still 395 00:14:50,056 --> 00:14:52,540 work left to do . But at least my time 396 00:14:52,540 --> 00:14:54,651 in the sustainment center and my time 397 00:14:54,651 --> 00:14:56,707 in the Air Force , we've come a long 398 00:14:56,707 --> 00:14:58,707 way from where we were 10 , 15 , 20 399 00:14:58,707 --> 00:15:00,820 years ago I think for anyone who 400 00:15:00,820 --> 00:15:04,200 aspires to grow an organization uh is 401 00:15:04,210 --> 00:15:06,400 give it a try first of all , offer 402 00:15:06,400 --> 00:15:10,340 yourself to serve , offer yourself 403 00:15:10,350 --> 00:15:13,610 to improve and really seek out books 404 00:15:13,610 --> 00:15:15,760 and or organization who have achieved 405 00:15:15,760 --> 00:15:17,982 the level of responsibility that you're 406 00:15:17,982 --> 00:15:20,580 interested in and seek mentors . We 407 00:15:20,580 --> 00:15:23,420 have mentor programs out there where we 408 00:15:23,420 --> 00:15:25,642 bring folks together and pair them with 409 00:15:25,642 --> 00:15:27,864 folks who are experienced , but I found 410 00:15:27,864 --> 00:15:29,864 that the best form of mentorship is 411 00:15:29,864 --> 00:15:32,087 that mentorship that happens informally 412 00:15:32,087 --> 00:15:34,253 by one person saying , hey I like what 413 00:15:34,253 --> 00:15:36,476 you stand for . I want to really aspire 414 00:15:36,476 --> 00:15:38,753 to be what you are in the organization , 415 00:15:38,753 --> 00:15:40,820 I admire your character and seek out 416 00:15:40,820 --> 00:15:43,250 those folks . I rarely find people who 417 00:15:43,250 --> 00:15:45,220 are not willing to share their 418 00:15:45,230 --> 00:15:47,650 experiences professionally or life wise . 419 00:15:48,040 --> 00:15:50,920 And I think if we start doing that more 420 00:15:50,930 --> 00:15:53,640 and if we start allowing the process to 421 00:15:53,640 --> 00:15:56,060 run as it's intended to do , uh we're 422 00:15:56,060 --> 00:15:58,030 gonna find areas that we need to 423 00:15:58,030 --> 00:16:00,141 improve in and we'll do that with the 424 00:16:00,141 --> 00:16:02,310 quickness and with a keen aggression 425 00:16:02,660 --> 00:16:05,690 but we'll also uh find that to the 426 00:16:05,690 --> 00:16:07,857 extent that we have folks trust in the 427 00:16:07,857 --> 00:16:11,470 process and leaders exemplifying the 428 00:16:11,480 --> 00:16:13,591 characteristics and attributes of the 429 00:16:13,591 --> 00:16:17,000 process demands . That will have uh , 430 00:16:17,010 --> 00:16:19,010 an organization where there's trust 431 00:16:19,010 --> 00:16:21,010 rebuilt and trust and sustained .