1 00:00:00,000 --> 00:00:00,000 2 00:00:08,699 --> 00:00:11,489 Hello to the DL A team . I'm Kathy Rem 3 00:00:11,500 --> 00:00:13,500 from the Defense Logistics Agency's 4 00:00:13,500 --> 00:00:15,556 Public Affairs Office . And I'm here 5 00:00:15,556 --> 00:00:17,611 today with Mr Brad Bun , the Defense 6 00:00:17,611 --> 00:00:19,840 Logistics Agency's vice director who's 7 00:00:19,850 --> 00:00:22,100 going to talk about a recent shift in 8 00:00:22,110 --> 00:00:24,379 telework posture , sir . Thanks for 9 00:00:24,389 --> 00:00:28,149 being here today . So we commonly 10 00:00:28,159 --> 00:00:30,430 refer to it as return to work though , 11 00:00:30,440 --> 00:00:33,000 we know everybody's been working hard 12 00:00:33,009 --> 00:00:35,689 every day , even while they were in an 13 00:00:35,700 --> 00:00:38,049 alternate location during the pandemic , 14 00:00:38,139 --> 00:00:40,361 we just adjusted how we did many things 15 00:00:40,361 --> 00:00:42,639 at the beginning of the COVID pandemic . 16 00:00:42,680 --> 00:00:44,919 But now we're looking at going back to 17 00:00:44,930 --> 00:00:48,430 a minimum on site presence of 60% in 18 00:00:48,439 --> 00:00:50,470 the only authorized telework or 19 00:00:50,479 --> 00:00:54,000 compressed day off work days as Monday 20 00:00:54,009 --> 00:00:57,169 and Friday . So why did leadership feel 21 00:00:57,180 --> 00:00:59,750 expanded and regular on site presence 22 00:00:59,759 --> 00:01:02,509 is a priority ? Well , Kathy , thanks 23 00:01:02,520 --> 00:01:04,900 uh thanks for the question . Um because 24 00:01:04,910 --> 00:01:07,077 it's on the minds of a lot of folks in 25 00:01:07,077 --> 00:01:10,680 DL A obviously , uh and nothing spurs 26 00:01:10,690 --> 00:01:12,900 uh conversation and emotion like the 27 00:01:12,910 --> 00:01:15,269 telework question , but I'll start with 28 00:01:15,279 --> 00:01:18,190 just a few caveats here . One , we're 29 00:01:18,199 --> 00:01:20,088 really talking about the telework 30 00:01:20,088 --> 00:01:22,310 eligible population in the agency which 31 00:01:22,310 --> 00:01:24,589 represents about two thirds of our 32 00:01:24,599 --> 00:01:28,010 workforce , we often don't have at the 33 00:01:28,019 --> 00:01:29,963 forefront of our minds that a good 34 00:01:29,963 --> 00:01:32,980 third or more of our workforce are 35 00:01:32,989 --> 00:01:35,045 folks who never went home during the 36 00:01:35,045 --> 00:01:37,267 pandemic . So when we talk about tele , 37 00:01:37,267 --> 00:01:39,489 we're really talking about a portion of 38 00:01:39,489 --> 00:01:41,800 the population who are mostly office 39 00:01:41,809 --> 00:01:44,120 based workers that have that 40 00:01:44,129 --> 00:01:46,480 opportunity and that flexibility to do 41 00:01:46,489 --> 00:01:48,545 some of their work from an alternate 42 00:01:48,545 --> 00:01:50,656 location for the most part from their 43 00:01:50,656 --> 00:01:53,040 homes . And while we were uh we 44 00:01:53,050 --> 00:01:55,540 performed well during the pandemic , in 45 00:01:55,550 --> 00:01:58,160 spite of having that very virtual 46 00:01:58,169 --> 00:02:00,391 workplace , there were some things that 47 00:02:00,391 --> 00:02:02,113 were degrading . We are a high 48 00:02:02,113 --> 00:02:04,225 performing organization , we remain a 49 00:02:04,225 --> 00:02:06,280 high performing organization but the 50 00:02:06,280 --> 00:02:08,800 environment has changed . Uh We've had 51 00:02:08,809 --> 00:02:11,380 constraints when it comes to funding 52 00:02:11,389 --> 00:02:14,240 and , and budget . Uh We've had 53 00:02:14,300 --> 00:02:17,399 significant issues in the supply chains 54 00:02:17,410 --> 00:02:20,039 with the industrial base and really 55 00:02:20,050 --> 00:02:22,330 what's happened in the economy writ 56 00:02:22,339 --> 00:02:24,880 large and how and that has affected our 57 00:02:24,889 --> 00:02:26,830 ability to deliver support to our 58 00:02:26,839 --> 00:02:29,860 customers . And we are in what 59 00:02:29,869 --> 00:02:32,100 Secretary Austin calls a decisive 60 00:02:32,110 --> 00:02:35,720 decade . Now again , while we are high 61 00:02:35,729 --> 00:02:37,949 performing at our basic business and 62 00:02:37,960 --> 00:02:40,169 what we do , there are significant 63 00:02:40,179 --> 00:02:42,389 things that have to be solved in the 64 00:02:42,399 --> 00:02:45,830 logistics world uh for us to , to be 65 00:02:45,839 --> 00:02:48,470 successful in this decisive decade . 66 00:02:48,600 --> 00:02:50,656 And a lot of those challenges aren't 67 00:02:50,656 --> 00:02:53,429 transactional . Uh They are things that 68 00:02:53,440 --> 00:02:56,979 require collaboration . They require 69 00:02:56,990 --> 00:02:59,509 cross functional , cross organizational 70 00:02:59,520 --> 00:03:02,009 teams to come together to solve really 71 00:03:02,020 --> 00:03:05,410 thorny issues and our performance . 72 00:03:05,419 --> 00:03:07,419 While it's good . It's not where it 73 00:03:07,419 --> 00:03:09,529 needs to be in order for us to be 74 00:03:09,539 --> 00:03:11,919 successful in the coming years . And 75 00:03:11,929 --> 00:03:14,320 that again is due to a lot of changes 76 00:03:14,330 --> 00:03:16,399 in the environment and a lot of new 77 00:03:16,410 --> 00:03:18,466 challenges that have emerged just in 78 00:03:18,466 --> 00:03:20,577 the past few years . Uh When you look 79 00:03:20,577 --> 00:03:22,854 at things like the conflict in Ukraine , 80 00:03:22,854 --> 00:03:24,799 what's going on in the Middle East 81 00:03:24,799 --> 00:03:26,688 right now , as well as the pacing 82 00:03:26,688 --> 00:03:29,279 challenge in the Indo Pacific Command . 83 00:03:29,550 --> 00:03:32,520 These are , these are all converging as 84 00:03:32,529 --> 00:03:35,479 significant issues , much of which have 85 00:03:35,490 --> 00:03:38,610 have to do with the logistics support 86 00:03:38,619 --> 00:03:40,619 and sustainment world . So our 87 00:03:40,630 --> 00:03:42,949 performance needs to improve , to be 88 00:03:42,960 --> 00:03:45,759 even better than what we already are . 89 00:03:46,179 --> 00:03:49,539 Uh So the focus on bringing people back 90 00:03:49,550 --> 00:03:51,910 to , it's , it's really not about 91 00:03:51,919 --> 00:03:53,975 bringing people back to the office , 92 00:03:53,975 --> 00:03:55,752 it's about bringing people back 93 00:03:55,752 --> 00:03:57,697 together . Uh Because the way that 94 00:03:57,697 --> 00:03:59,752 we're gonna solve this , uh it's not 95 00:03:59,752 --> 00:04:01,808 through glass , it's not through the 96 00:04:01,808 --> 00:04:03,975 the virtual interactions . We can do a 97 00:04:03,975 --> 00:04:06,030 lot of things that way . But when it 98 00:04:06,030 --> 00:04:07,808 comes to solving a lot of these 99 00:04:07,808 --> 00:04:10,030 challenges , uh we need our people back 100 00:04:10,030 --> 00:04:12,380 together for a period of time . So it's 101 00:04:12,389 --> 00:04:15,570 a 6040 split if you will . And um and 102 00:04:15,580 --> 00:04:18,029 that is , that's derived from what we 103 00:04:18,040 --> 00:04:20,829 think is the right mix of in person , 104 00:04:20,839 --> 00:04:23,190 physical presence , uh and virtual 105 00:04:23,200 --> 00:04:26,119 presence . So , since the pandemic 106 00:04:26,309 --> 00:04:28,369 started and we went to that Max 107 00:04:28,380 --> 00:04:31,730 Telework posture , we've turned over 30 108 00:04:31,739 --> 00:04:33,959 to 40% of our total workforce , 109 00:04:33,970 --> 00:04:36,079 including many of those who have the 110 00:04:36,089 --> 00:04:39,279 telework , you know , capability um in 111 00:04:39,290 --> 00:04:42,470 very key critical occupations . So 112 00:04:42,970 --> 00:04:45,640 that's , you know , uh you know , going 113 00:04:45,649 --> 00:04:48,630 on a half of our workforce have , 114 00:04:49,220 --> 00:04:52,390 have started their career in DL A 115 00:04:53,190 --> 00:04:55,450 in a pandemic , in a COVID pandemic , 116 00:04:55,459 --> 00:04:57,890 mostly Telework environment that 117 00:04:57,899 --> 00:05:00,609 includes our trainees who come in and 118 00:05:00,619 --> 00:05:02,841 have to learn the business whether they 119 00:05:02,841 --> 00:05:05,049 are in the procurement or the tech 120 00:05:05,059 --> 00:05:08,690 quality uh or inventory management or , 121 00:05:08,700 --> 00:05:10,730 or finance or hr any number of 122 00:05:10,739 --> 00:05:12,795 different things that we do that are 123 00:05:12,795 --> 00:05:15,269 critical to our , our success . They've 124 00:05:15,279 --> 00:05:17,519 had to learn for the most part in that 125 00:05:17,529 --> 00:05:20,510 virtual environment . In our view , the 126 00:05:20,519 --> 00:05:22,241 way that we teach particularly 127 00:05:22,241 --> 00:05:24,549 civilians is for the most part on the 128 00:05:24,559 --> 00:05:27,309 job training , they learn by doing and 129 00:05:27,320 --> 00:05:30,470 in order for them to be most effective 130 00:05:30,480 --> 00:05:33,369 and learn in the most expeditious 131 00:05:33,380 --> 00:05:36,220 manner , we think that having on site 132 00:05:36,230 --> 00:05:38,450 presence and being there with others 133 00:05:38,459 --> 00:05:41,029 and having those ad hoc encounters and 134 00:05:41,040 --> 00:05:43,269 that on the job training where they can 135 00:05:43,279 --> 00:05:45,309 interact with their peers , their 136 00:05:45,320 --> 00:05:48,859 trainers , customers in some cases is a 137 00:05:48,869 --> 00:05:51,010 way more effective way for them to 138 00:05:51,019 --> 00:05:53,220 become uh what we'll call a full up 139 00:05:53,230 --> 00:05:55,397 round or a fully functioning member of 140 00:05:55,397 --> 00:05:57,589 the workforce . Those opportunities 141 00:05:57,600 --> 00:06:00,029 just don't exist in the same way if 142 00:06:00,040 --> 00:06:03,440 everyone is dispersed and virtual and 143 00:06:03,450 --> 00:06:06,079 we have got to build the next 144 00:06:06,089 --> 00:06:09,589 generation of workers for this agency . 145 00:06:09,980 --> 00:06:11,758 The other part of the workforce 146 00:06:11,758 --> 00:06:13,869 development has to do with leadership 147 00:06:13,869 --> 00:06:15,702 development . In order for those 148 00:06:15,702 --> 00:06:17,758 supervisors to really learn and grow 149 00:06:17,758 --> 00:06:19,702 and develop as leaders , they need 150 00:06:19,702 --> 00:06:21,813 interaction with their peers and with 151 00:06:21,813 --> 00:06:23,924 their subordinates in order to become 152 00:06:23,924 --> 00:06:26,036 as effective as they can be . So that 153 00:06:26,036 --> 00:06:28,147 leadership piece is a big part of why 154 00:06:28,147 --> 00:06:30,829 we're doing this . And then the final 155 00:06:30,839 --> 00:06:33,170 uh category that I talk about is 156 00:06:33,179 --> 00:06:35,880 culture . Uh So if you've been with DL 157 00:06:35,890 --> 00:06:38,079 A , uh you know , for any amount of 158 00:06:38,089 --> 00:06:40,339 time you've heard about our culture uh 159 00:06:40,350 --> 00:06:42,910 and organizational culture and how we 160 00:06:42,920 --> 00:06:46,130 view culture and , and its importance 161 00:06:46,140 --> 00:06:49,149 in our ability to , to deliver for the 162 00:06:49,160 --> 00:06:51,720 war fighter . Uh And that's because we 163 00:06:51,730 --> 00:06:53,563 believe that there is a definite 164 00:06:53,563 --> 00:06:55,508 correlation between organizational 165 00:06:55,508 --> 00:06:57,786 culture and organizational performance . 166 00:06:58,549 --> 00:07:00,382 But culture is something that is 167 00:07:00,382 --> 00:07:02,739 perishable . Uh It can degrade over 168 00:07:02,750 --> 00:07:06,390 time if it's not uh nurtured 169 00:07:06,799 --> 00:07:10,459 uh and well kept uh over a period of 170 00:07:10,470 --> 00:07:13,769 time . So the culture in this 171 00:07:13,779 --> 00:07:16,690 agency is one of mission performance . 172 00:07:16,700 --> 00:07:19,920 It's one that values uh our 173 00:07:19,929 --> 00:07:23,339 mission and our purpose . Uh It's , 174 00:07:23,350 --> 00:07:25,406 it's a culture of delivering for the 175 00:07:25,406 --> 00:07:27,640 war fighter that is something that is 176 00:07:27,649 --> 00:07:30,859 bred into this workforce . And my 177 00:07:30,869 --> 00:07:33,299 assessment is that , that culture has 178 00:07:33,309 --> 00:07:36,079 degraded somewhat over the past few 179 00:07:36,089 --> 00:07:38,311 years . And that there is a correlation 180 00:07:38,311 --> 00:07:41,130 between the dispersion of our workforce 181 00:07:41,140 --> 00:07:43,980 and the virtual aspect of how we've 182 00:07:43,989 --> 00:07:46,559 been operating and that , that 183 00:07:46,570 --> 00:07:48,737 deterioration in the culture , whether 184 00:07:48,737 --> 00:07:50,792 you're going into your home office , 185 00:07:50,792 --> 00:07:52,348 whether you're going into a 186 00:07:52,348 --> 00:07:54,514 distribution center , the headquarters 187 00:07:54,514 --> 00:07:56,626 building , whatever it might be , you 188 00:07:56,626 --> 00:07:58,848 work for the defense logistics agency . 189 00:07:58,848 --> 00:08:00,848 What motivates me to do that little 190 00:08:00,848 --> 00:08:03,200 extra every day to bring about an 191 00:08:03,209 --> 00:08:05,470 effect for the war fighter . That's the 192 00:08:05,480 --> 00:08:07,799 culture that we want . We've come to 193 00:08:07,809 --> 00:08:10,309 the conclusion that in order for us to 194 00:08:10,320 --> 00:08:12,700 sustain that culture , we need to have 195 00:08:12,709 --> 00:08:16,220 people working together , uh you know , 196 00:08:16,369 --> 00:08:19,940 co located interacting uh in a lot of 197 00:08:19,950 --> 00:08:22,119 different ways . It's also building 198 00:08:22,130 --> 00:08:25,239 that cohesion among work teams among 199 00:08:25,250 --> 00:08:27,839 work units . It's building that loyalty 200 00:08:27,850 --> 00:08:30,190 to our mission and really understanding 201 00:08:30,200 --> 00:08:32,500 our purpose . A lot of our folks , they 202 00:08:32,510 --> 00:08:34,677 work on military installations or they 203 00:08:34,677 --> 00:08:36,899 work in a military environment and what 204 00:08:36,900 --> 00:08:39,739 they see every day is the customer . 205 00:08:39,960 --> 00:08:42,127 And I think there is something to that 206 00:08:42,127 --> 00:08:44,349 when it comes to physical presence in a 207 00:08:44,349 --> 00:08:46,619 workplace , uh that , that helps 208 00:08:46,630 --> 00:08:49,479 sustain that culture that we want . So 209 00:08:49,489 --> 00:08:51,656 those are the three big things that uh 210 00:08:51,656 --> 00:08:53,822 that I talk about when we talk about , 211 00:08:53,822 --> 00:08:55,767 you know , coming back into a more 212 00:08:55,767 --> 00:08:57,989 frequent in present , you know , in pre 213 00:08:58,010 --> 00:09:01,539 po uh posture . Um And why we're making 214 00:09:01,549 --> 00:09:03,890 the shift , that makes a lot of sense 215 00:09:03,900 --> 00:09:06,299 to me just since supervisors have been 216 00:09:06,309 --> 00:09:08,630 coming in more consistently since 217 00:09:08,640 --> 00:09:11,289 supervisors went into this new posture 218 00:09:11,299 --> 00:09:13,355 in November , just the people that I 219 00:09:13,355 --> 00:09:15,577 see in the hallway , even some people I 220 00:09:15,577 --> 00:09:17,743 had never met before in person because 221 00:09:17,743 --> 00:09:19,910 we'd all been working more virtually , 222 00:09:19,910 --> 00:09:23,250 logistics is a complex , you know , 223 00:09:23,260 --> 00:09:25,919 difficult business and it requires 224 00:09:25,940 --> 00:09:28,729 contributions from multiple different 225 00:09:28,739 --> 00:09:30,770 functional areas , whether it's our 226 00:09:30,780 --> 00:09:33,669 inventory and planning experts , along 227 00:09:33,679 --> 00:09:35,735 with our procurement experts , along 228 00:09:35,735 --> 00:09:38,479 with our hr and finance folks , these 229 00:09:38,489 --> 00:09:40,600 are different teams that need to come 230 00:09:40,600 --> 00:09:42,600 together to solve these problems or 231 00:09:42,600 --> 00:09:44,822 come up with a solution . We've got the 232 00:09:44,822 --> 00:09:47,250 technology . So you know , kudos to J 233 00:09:47,260 --> 00:09:50,409 six for enabling with technology , the 234 00:09:50,419 --> 00:09:53,309 ability to stay connected uh when we're 235 00:09:53,320 --> 00:09:55,376 not able to be physically together , 236 00:09:55,376 --> 00:09:57,979 that has been awesome . But there are 237 00:09:57,989 --> 00:10:00,890 all kinds of encounters that you cannot 238 00:10:00,900 --> 00:10:03,330 have through that Microsoft teams or 239 00:10:03,340 --> 00:10:05,570 through the web RT C that happen 240 00:10:05,580 --> 00:10:07,802 naturally when people are together kind 241 00:10:07,802 --> 00:10:10,024 of under the same under one roof . Uh I 242 00:10:10,024 --> 00:10:12,549 mean , how many times have we run into 243 00:10:12,559 --> 00:10:14,615 each other in the hallway ? And we , 244 00:10:14,615 --> 00:10:17,090 you know , we might talk about dogs , 245 00:10:17,140 --> 00:10:19,559 but we might also talk about some issue 246 00:10:19,570 --> 00:10:21,681 that's happening and we get that kind 247 00:10:21,681 --> 00:10:23,681 of thing done that that's not gonna 248 00:10:23,681 --> 00:10:25,792 happen if you and I are separated and 249 00:10:25,792 --> 00:10:27,903 we're in our home offices and because 250 00:10:27,903 --> 00:10:30,070 it won't , you know , it won't trigger 251 00:10:30,070 --> 00:10:32,126 the thought to , to reach out to you 252 00:10:32,126 --> 00:10:34,630 that way those are hard to measure . Um 253 00:10:34,640 --> 00:10:37,549 But immeasurably important , how will 254 00:10:37,559 --> 00:10:40,039 this expanded on site presence help us 255 00:10:40,049 --> 00:10:42,580 provide better support to our customers ? 256 00:10:43,109 --> 00:10:45,710 Well , again , I think it's uh in a lot 257 00:10:45,719 --> 00:10:48,580 of different ways , um It will allow us 258 00:10:48,820 --> 00:10:51,229 to focus a lot of our energy and I know 259 00:10:51,239 --> 00:10:55,159 DL A is um you know , we operate like a 260 00:10:55,169 --> 00:10:57,113 business . So we have a lot of our 261 00:10:57,113 --> 00:10:59,049 functions are about that , that 262 00:10:59,059 --> 00:11:01,219 transactional work that we do . It is 263 00:11:01,229 --> 00:11:04,039 essentially filling customer orders . 264 00:11:04,049 --> 00:11:06,520 It's ensuring that we have what we need 265 00:11:06,690 --> 00:11:08,912 when we need it . And you know , at the 266 00:11:08,912 --> 00:11:10,968 right time , at the right place , at 267 00:11:10,968 --> 00:11:13,330 the right price . But so much more and 268 00:11:13,340 --> 00:11:15,849 beyond that are the things that we have 269 00:11:15,859 --> 00:11:17,679 to solve in order for us to be 270 00:11:17,690 --> 00:11:19,690 successful in the future . When the 271 00:11:19,690 --> 00:11:23,250 Ukraine conflict started year plus ago , 272 00:11:23,809 --> 00:11:26,010 we were beginning to see the 273 00:11:26,020 --> 00:11:28,729 consumption of inventory supporting 274 00:11:28,739 --> 00:11:30,683 weapon systems that we hadn't seen 275 00:11:30,683 --> 00:11:33,090 before because the army was using 276 00:11:33,099 --> 00:11:35,590 things that it hadn't planned to use 277 00:11:35,599 --> 00:11:37,969 and we couldn't just do business as 278 00:11:37,979 --> 00:11:41,150 usual . It required us to come together 279 00:11:41,159 --> 00:11:44,250 with multiple elements of our major 280 00:11:44,260 --> 00:11:46,593 subordinate commands , our headquarters , 281 00:11:46,593 --> 00:11:48,869 our customers and work together to 282 00:11:48,880 --> 00:11:51,047 solve a lot of these things and to get 283 00:11:51,047 --> 00:11:53,210 us on the right path . It is problem 284 00:11:53,219 --> 00:11:55,552 solving . It requires critical thinking , 285 00:11:55,552 --> 00:11:58,609 it requires communication . Uh And 286 00:11:58,619 --> 00:12:00,989 again , trying to do that in a , in a 287 00:12:01,000 --> 00:12:03,167 virtual world is only gonna get you so 288 00:12:03,169 --> 00:12:05,869 far . I think of uh the challenges we 289 00:12:05,880 --> 00:12:08,570 have with technology . We are what I , 290 00:12:08,580 --> 00:12:11,200 what I say , you know what I'll call 291 00:12:11,210 --> 00:12:13,750 recapitalizing our it infrastructure , 292 00:12:14,070 --> 00:12:16,237 uh our enterprise business systems , a 293 00:12:16,237 --> 00:12:18,348 lot of the platforms that we use that 294 00:12:18,348 --> 00:12:20,181 drive our , our , our day to day 295 00:12:20,181 --> 00:12:23,210 business . We're modernizing almost all 296 00:12:23,219 --> 00:12:25,559 of that . Um and we're doing it over a 297 00:12:25,570 --> 00:12:27,890 relatively short period of time that 298 00:12:27,900 --> 00:12:30,960 requires uh our technology community , 299 00:12:30,969 --> 00:12:33,270 our functional community uh to come 300 00:12:33,280 --> 00:12:36,320 together and reimagine how we do our 301 00:12:36,330 --> 00:12:39,710 business using new technology enabling 302 00:12:39,719 --> 00:12:41,608 artificial intelligence , machine 303 00:12:41,608 --> 00:12:43,789 learning , leveraging what what's 304 00:12:43,799 --> 00:12:45,960 possible in data analytics and all of 305 00:12:45,969 --> 00:12:48,489 those things . Again , it's hard to do 306 00:12:48,500 --> 00:12:51,770 that by exchanging that information in 307 00:12:51,780 --> 00:12:55,030 purely a virtual way . Um At the same 308 00:12:55,039 --> 00:12:57,206 time , we're also trying to solve some 309 00:12:57,206 --> 00:12:59,489 really gnarly audit issues . That is a 310 00:12:59,500 --> 00:13:01,789 significant priority for the secretary 311 00:13:02,159 --> 00:13:04,330 solving audit challenges is more than 312 00:13:04,340 --> 00:13:08,150 just rewriting a policy uh or updating 313 00:13:08,239 --> 00:13:11,210 an sop or doing some online training . 314 00:13:11,739 --> 00:13:14,349 It's another another great example of 315 00:13:14,359 --> 00:13:16,880 how you have to bring , you know , in a 316 00:13:16,890 --> 00:13:18,590 multifunctional mul multi 317 00:13:18,609 --> 00:13:21,130 organizational way , a lot of different 318 00:13:21,140 --> 00:13:23,700 folks together to work through these 319 00:13:23,710 --> 00:13:26,043 things and kind of white board them and , 320 00:13:26,043 --> 00:13:28,849 and hash over a lot of difficult and 321 00:13:28,859 --> 00:13:30,830 challenging issues to come up with 322 00:13:30,840 --> 00:13:33,849 solutions , you can do some of that in 323 00:13:33,859 --> 00:13:35,915 a virtual way . But when it comes to 324 00:13:35,915 --> 00:13:37,970 getting after those really difficult 325 00:13:37,970 --> 00:13:40,081 things and doing them on a timeline , 326 00:13:40,081 --> 00:13:42,940 uh that is biased towards speed . That 327 00:13:42,950 --> 00:13:45,369 is uh that's one of the reasons we 328 00:13:45,380 --> 00:13:47,530 wanna bring folks back together . And 329 00:13:47,539 --> 00:13:49,595 frankly , it's one of the reasons uh 330 00:13:49,595 --> 00:13:53,429 we've set the uh set the days . Um 331 00:13:53,780 --> 00:13:55,836 and I know this might be one of your 332 00:13:55,836 --> 00:13:57,891 questions , but I'll jump to it . So 333 00:13:57,891 --> 00:14:00,409 why , why have we chosen Tuesday , 334 00:14:00,419 --> 00:14:02,419 Wednesday , Thursday as kind of the 335 00:14:02,419 --> 00:14:04,363 core days that people are together 336 00:14:04,590 --> 00:14:06,849 based on some analysis . It became 337 00:14:06,859 --> 00:14:09,809 clear that the most popular Telework 338 00:14:09,820 --> 00:14:13,070 days were Mondays and Fridays . So , so 339 00:14:13,080 --> 00:14:15,247 I know there have been questions about 340 00:14:15,247 --> 00:14:18,000 why are we restricting what days can be 341 00:14:18,010 --> 00:14:20,121 used for Telework ? It's really about 342 00:14:20,121 --> 00:14:22,429 bringing people back together at the 343 00:14:22,440 --> 00:14:25,619 same time . Um And we know that most 344 00:14:25,630 --> 00:14:28,030 people , you know , the majority of the 345 00:14:28,039 --> 00:14:29,872 workforce choose Monday and , or 346 00:14:29,872 --> 00:14:32,095 Friday's Telework days . Anyway . So we 347 00:14:32,095 --> 00:14:33,872 thought that would be the least 348 00:14:33,872 --> 00:14:36,095 disruptive to most people's schedules . 349 00:14:36,095 --> 00:14:37,928 But it's also to get people back 350 00:14:37,928 --> 00:14:39,761 together , including people from 351 00:14:39,761 --> 00:14:41,928 different organizations , even if they 352 00:14:41,928 --> 00:14:44,039 don't sit next to each other being in 353 00:14:44,039 --> 00:14:46,206 the same place and kind of having that 354 00:14:46,206 --> 00:14:48,095 common experience of being in the 355 00:14:48,095 --> 00:14:50,317 workplace . At the same time , we think 356 00:14:50,317 --> 00:14:51,872 that is going to spark some 357 00:14:51,872 --> 00:14:54,039 collaboration and mutual learning that 358 00:14:54,039 --> 00:14:56,039 we don't have the opportunity to do 359 00:14:56,039 --> 00:14:58,150 right now under the current posture . 360 00:14:58,150 --> 00:15:00,150 Thanks for tackling that . That was 361 00:15:00,150 --> 00:15:02,261 definitely a question I was gonna ask 362 00:15:02,261 --> 00:15:04,261 because I think that's the question 363 00:15:04,261 --> 00:15:06,261 that I've heard most often from the 364 00:15:06,261 --> 00:15:07,872 workforce and in some of the 365 00:15:07,872 --> 00:15:10,039 organizational town halls , that's the 366 00:15:10,039 --> 00:15:10,030 question the leaders get the most . So , 367 00:15:10,039 --> 00:15:13,679 thank you . Why . Now , what makes this 368 00:15:13,690 --> 00:15:15,912 the the right time to make this shift , 369 00:15:16,130 --> 00:15:18,700 you know , based on agreements and 370 00:15:18,710 --> 00:15:20,821 arrangements we've made with employee 371 00:15:20,821 --> 00:15:23,239 representatives uh as well as our 372 00:15:23,250 --> 00:15:25,989 assessment of what we learned over the 373 00:15:26,000 --> 00:15:29,159 past year . Uh And the pilot officially , 374 00:15:29,539 --> 00:15:31,659 you know , uh , ending at the end of 375 00:15:31,669 --> 00:15:33,669 this calendar year thought it's the 376 00:15:33,669 --> 00:15:35,836 right time to , to bring people back . 377 00:15:35,836 --> 00:15:37,947 Importantly , we announced it to give 378 00:15:37,947 --> 00:15:40,169 people plenty of lead time , you know , 379 00:15:40,169 --> 00:15:42,820 to prepare , uh , to come back to the 380 00:15:42,830 --> 00:15:45,090 workplace more frequently . And again , 381 00:15:45,099 --> 00:15:48,599 it's not going from 0 to 100% . It's 382 00:15:48,609 --> 00:15:51,140 really going from , you know , kind of 383 00:15:51,840 --> 00:15:55,270 more of a bias towards telework to more 384 00:15:55,280 --> 00:15:58,000 of a bias towards in person , you know , 385 00:15:58,010 --> 00:16:00,719 work . But again , with the mission 386 00:16:00,729 --> 00:16:02,785 imperatives and the challenges we're 387 00:16:02,785 --> 00:16:06,000 facing , I think that 2024 is the is 388 00:16:06,010 --> 00:16:09,340 the right time to uh to return to uh a 389 00:16:09,349 --> 00:16:11,849 more physically present posture . 390 00:16:13,559 --> 00:16:16,419 You mentioned uh the shift in in the 391 00:16:16,429 --> 00:16:19,159 pandemic situation , you know , the 392 00:16:19,169 --> 00:16:21,225 government has declared the pandemic 393 00:16:21,225 --> 00:16:23,058 over , but we all have different 394 00:16:23,058 --> 00:16:25,169 comfort levels with our level of risk 395 00:16:25,169 --> 00:16:27,391 that we're willing to take . So what do 396 00:16:27,391 --> 00:16:29,260 you say to people who are still 397 00:16:29,270 --> 00:16:31,381 concerned about COVID and worry about 398 00:16:31,381 --> 00:16:33,326 the health implications of working 399 00:16:33,326 --> 00:16:35,437 closely in the office with others ? I 400 00:16:35,437 --> 00:16:37,619 think it's uh from our perspective . 401 00:16:37,630 --> 00:16:39,741 And this is also in consultation with 402 00:16:39,741 --> 00:16:41,686 our safety and occupational health 403 00:16:41,686 --> 00:16:43,574 professionals . Uh looking at the 404 00:16:43,574 --> 00:16:46,580 guidance from the administration and 405 00:16:46,590 --> 00:16:48,780 those government agencies whose job it 406 00:16:48,789 --> 00:16:51,690 is is to assess the risk . Uh We've 407 00:16:51,700 --> 00:16:55,580 assessed that the the risk is low and , 408 00:16:55,590 --> 00:16:57,368 and people can come back to the 409 00:16:57,368 --> 00:17:01,090 workplace safely . We owe people a safe 410 00:17:01,099 --> 00:17:03,489 place to work . One that's helpful and 411 00:17:03,500 --> 00:17:05,556 if people have those concerns , they 412 00:17:05,556 --> 00:17:07,611 can certainly raise them even simple 413 00:17:07,611 --> 00:17:09,556 things like wearing masks , that's 414 00:17:09,556 --> 00:17:11,722 perfectly fine . Uh We , we don't have 415 00:17:11,722 --> 00:17:13,890 any issue with people choosing to do 416 00:17:13,900 --> 00:17:17,260 that . We will still continue to uh 417 00:17:17,270 --> 00:17:20,489 communicate to the workforce that , hey , 418 00:17:20,500 --> 00:17:22,500 if you're not feeling well , yeah , 419 00:17:22,500 --> 00:17:24,667 whether it's COVID or something else , 420 00:17:24,667 --> 00:17:26,778 that's a , that's a legitimate reason 421 00:17:26,778 --> 00:17:28,889 to stay home , whether you're on sick 422 00:17:28,889 --> 00:17:30,944 leave or even a situational telework 423 00:17:30,944 --> 00:17:32,778 day that can be requested . So I 424 00:17:32,778 --> 00:17:35,000 understand that people might still have 425 00:17:35,000 --> 00:17:37,111 concerns . I think if they voice them 426 00:17:37,111 --> 00:17:39,333 uh up their chain of command , uh we'll 427 00:17:39,333 --> 00:17:41,333 certainly answer all those kinds of 428 00:17:41,333 --> 00:17:43,222 things . We have engaged with our 429 00:17:43,222 --> 00:17:45,333 installation management professionals 430 00:17:45,333 --> 00:17:47,444 who manage our facilities , including 431 00:17:47,444 --> 00:17:49,333 the air handling equipment in our 432 00:17:49,333 --> 00:17:51,459 buildings to ensure that those are in 433 00:17:51,469 --> 00:17:53,479 proper working order and that when 434 00:17:53,489 --> 00:17:55,959 people do return in a , you know , in a 435 00:17:55,969 --> 00:17:58,569 more frequent way in the new year , uh 436 00:17:58,579 --> 00:18:00,660 that we have a safe and healthy work 437 00:18:00,670 --> 00:18:03,449 environment and lucky for us , we still 438 00:18:03,459 --> 00:18:05,420 handle providing the COVID-19 439 00:18:05,430 --> 00:18:07,959 vaccinations . Yes , we do . And uh you 440 00:18:07,969 --> 00:18:10,250 just saw a news report that uh COVID 441 00:18:10,260 --> 00:18:12,500 test kits are kind of back out there as 442 00:18:12,510 --> 00:18:16,150 free issue from the US government . Um 443 00:18:16,160 --> 00:18:19,250 And DL A continues to be a big provider 444 00:18:19,260 --> 00:18:21,482 uh to the health and human services for 445 00:18:21,482 --> 00:18:23,704 lots of things in the , in the world of 446 00:18:23,709 --> 00:18:26,270 uh health and safety . So , thank you , 447 00:18:26,280 --> 00:18:29,310 sir . Do we have enough space for 448 00:18:29,319 --> 00:18:31,430 everybody to be working on site three 449 00:18:31,430 --> 00:18:33,486 days a week . And are our facilities 450 00:18:33,486 --> 00:18:35,541 and support services ready to handle 451 00:18:35,541 --> 00:18:37,819 everyone on site more consistently ? 452 00:18:38,160 --> 00:18:40,327 That's a great question . We started , 453 00:18:40,327 --> 00:18:42,790 you know , well , before we made the 454 00:18:42,800 --> 00:18:44,911 announcement again , working with our 455 00:18:44,911 --> 00:18:46,578 installation management , our 456 00:18:46,578 --> 00:18:48,689 facilities uh professionals , as well 457 00:18:48,689 --> 00:18:50,856 as the host organization where we're a 458 00:18:50,856 --> 00:18:53,078 tenant to assess the space requirements 459 00:18:53,078 --> 00:18:55,244 with more people coming back in a more 460 00:18:55,244 --> 00:18:57,670 frequent way . Uh And , you know , at 461 00:18:57,680 --> 00:18:59,902 the enterprise level , I would say that 462 00:18:59,902 --> 00:19:02,790 uh we're in a good place there . Um I 463 00:19:02,800 --> 00:19:05,109 believe that the agency has sufficient 464 00:19:05,119 --> 00:19:08,030 space to house everyone , but I've also 465 00:19:08,040 --> 00:19:10,849 charged local leaders , the MS CS and 466 00:19:10,859 --> 00:19:13,859 at all those locations to do that uh 467 00:19:13,869 --> 00:19:16,540 assessment and analysis to ensure that , 468 00:19:16,800 --> 00:19:18,967 you know , where we have gaps to close 469 00:19:18,967 --> 00:19:21,410 them quickly , to identify , you know , 470 00:19:21,420 --> 00:19:23,142 whether they need resources or 471 00:19:23,142 --> 00:19:25,364 something else from the headquarters uh 472 00:19:25,364 --> 00:19:27,476 to let us know and that we will , you 473 00:19:27,476 --> 00:19:29,698 know , we'll do what it takes to ensure 474 00:19:29,698 --> 00:19:31,587 that , you know , everybody who's 475 00:19:31,587 --> 00:19:33,531 coming in on a regular basis has a 476 00:19:33,531 --> 00:19:36,020 place to sit um that the networks are 477 00:19:36,030 --> 00:19:38,197 working , that the computers are up to 478 00:19:38,197 --> 00:19:40,252 date , that the phones are working , 479 00:19:40,252 --> 00:19:42,459 that the amenities and other services 480 00:19:42,469 --> 00:19:46,109 that you would expect uh at a at AD L A 481 00:19:46,119 --> 00:19:48,175 location , whether it's , you know , 482 00:19:48,175 --> 00:19:50,175 the child development centers uh at 483 00:19:50,175 --> 00:19:52,750 some of our locations , the , you know , 484 00:19:52,760 --> 00:19:55,099 the access control the gates , you know , 485 00:19:55,109 --> 00:19:57,069 the force protection all of those 486 00:19:57,079 --> 00:19:59,420 things are , are uh working the way 487 00:19:59,430 --> 00:20:01,319 they're designed and at the right 488 00:20:01,319 --> 00:20:05,099 capacity to uh uh for the level of 489 00:20:05,109 --> 00:20:07,165 occupancy we're gonna have under the 490 00:20:07,165 --> 00:20:09,810 New Posture uh cafeterias , food 491 00:20:09,819 --> 00:20:11,875 service , you know , those things as 492 00:20:11,875 --> 00:20:13,930 well . In my view , it's what we owe 493 00:20:13,930 --> 00:20:16,152 the workforce . And if we have issues , 494 00:20:16,339 --> 00:20:18,672 we'll solve them , we'll deal with them . 495 00:20:18,672 --> 00:20:20,783 Uh And that's why we have flexibility 496 00:20:20,783 --> 00:20:23,489 in our policy . Uh If there is a need 497 00:20:23,729 --> 00:20:26,699 uh for whatever reason , uh to 498 00:20:27,119 --> 00:20:29,520 um you know , use situational telework 499 00:20:29,530 --> 00:20:31,752 to solve one of those kinds of issues , 500 00:20:31,752 --> 00:20:34,030 we still have that tool in our toolkit . 501 00:20:34,030 --> 00:20:35,919 Well , I'm glad you mentioned the 502 00:20:35,919 --> 00:20:37,919 situational telework because that's 503 00:20:37,919 --> 00:20:37,780 right where I was going with my next 504 00:20:37,790 --> 00:20:40,439 question as I've listened in on several 505 00:20:40,469 --> 00:20:43,160 organizational town halls , a concern 506 00:20:43,170 --> 00:20:45,114 that I hear over and over from the 507 00:20:45,114 --> 00:20:46,948 workforce is the , the work life 508 00:20:46,948 --> 00:20:49,170 balance issue . And a concern that this 509 00:20:49,170 --> 00:20:51,010 new posture doesn't allow enough 510 00:20:51,020 --> 00:20:54,094 flexibility to individual needs , but 511 00:20:54,104 --> 00:20:56,271 supervisors do have some flexibility , 512 00:20:56,271 --> 00:20:58,437 don't they ? Can you talk about that a 513 00:20:58,437 --> 00:21:00,715 little ? Oh , absolutely . I mean , we , 514 00:21:00,715 --> 00:21:02,771 we , we have put some structure into 515 00:21:02,771 --> 00:21:04,493 the future posture in terms of 516 00:21:04,493 --> 00:21:06,715 predictability on the days for Telework 517 00:21:06,715 --> 00:21:09,094 and those those days that uh people are 518 00:21:09,104 --> 00:21:11,785 expected to be present . Um But our 519 00:21:11,795 --> 00:21:14,604 policy has always had flexibility for 520 00:21:14,614 --> 00:21:16,775 what we call situational telework or 521 00:21:16,785 --> 00:21:19,094 unscheduled telework . And just like 522 00:21:19,104 --> 00:21:21,574 how we use annual leave and sick leave . 523 00:21:22,030 --> 00:21:24,141 We understand that people they have a 524 00:21:24,141 --> 00:21:26,363 home life , they've got family issues , 525 00:21:26,363 --> 00:21:28,586 they've got health issues , they've got 526 00:21:28,586 --> 00:21:30,641 lots of different things that , that 527 00:21:30,641 --> 00:21:32,863 might affect their ability to , to come 528 00:21:32,863 --> 00:21:34,474 into a workplace . Um And so 529 00:21:34,474 --> 00:21:36,308 situational telework is the most 530 00:21:36,308 --> 00:21:38,790 obvious one that on occasion , would it 531 00:21:38,800 --> 00:21:41,209 make sense ? Uh You know , and working 532 00:21:41,219 --> 00:21:43,869 with a supervisor , they can request it 533 00:21:43,880 --> 00:21:46,102 and chances are they're , we'll be able 534 00:21:46,102 --> 00:21:48,324 to accommodate that . But the beauty of 535 00:21:48,324 --> 00:21:50,329 our policy is that it does empower 536 00:21:50,339 --> 00:21:52,650 supervisors to make those kinds of 537 00:21:52,660 --> 00:21:56,270 decisions uh in real time uh to grant 538 00:21:56,280 --> 00:21:58,447 that flexibility for someone who needs 539 00:21:58,447 --> 00:22:01,300 it . Sir . I understand the DL a equal 540 00:22:01,310 --> 00:22:03,310 employment opportunity and human 541 00:22:03,319 --> 00:22:05,208 resources teams have been working 542 00:22:05,208 --> 00:22:07,569 together to streamline and standardize 543 00:22:07,579 --> 00:22:09,801 the process for requesting a reasonable 544 00:22:09,801 --> 00:22:12,189 accommodation due to a health condition . 545 00:22:12,479 --> 00:22:14,535 So what should our dl a team members 546 00:22:14,535 --> 00:22:16,701 know about how such requests are being 547 00:22:16,701 --> 00:22:19,079 handled ? The one piece of guidance 548 00:22:19,089 --> 00:22:21,256 that I've given all of our subordinate 549 00:22:21,256 --> 00:22:23,200 leaders with respect to reasonable 550 00:22:23,200 --> 00:22:25,200 accommodation requests that come in 551 00:22:25,200 --> 00:22:27,145 potentially as a result of our new 552 00:22:27,145 --> 00:22:29,145 telework posture is that all of our 553 00:22:29,145 --> 00:22:31,200 employees are entitled to be treated 554 00:22:31,200 --> 00:22:33,367 with dignity and respect and we are to 555 00:22:33,367 --> 00:22:35,660 address and process those requests in 556 00:22:35,670 --> 00:22:37,892 accordance with the rules , but also in 557 00:22:37,892 --> 00:22:39,670 a way that treats our employees 558 00:22:39,670 --> 00:22:42,003 properly . I would encourage , you know , 559 00:22:42,003 --> 00:22:44,150 our employees to ask questions of the 560 00:22:44,160 --> 00:22:46,310 EEO professionals on how the process 561 00:22:46,319 --> 00:22:49,349 works . But one thing that I am 562 00:22:49,770 --> 00:22:52,449 interested in ensuring that we uh that 563 00:22:52,459 --> 00:22:54,430 we do with respect to reasonable 564 00:22:54,439 --> 00:22:56,839 accommodation is that we apply those 565 00:22:56,849 --> 00:22:58,709 standards and those rules uh 566 00:22:58,719 --> 00:23:01,369 consistently across the enterprise . 567 00:23:01,780 --> 00:23:05,589 Thank you , sir . What opportunities do 568 00:23:05,599 --> 00:23:07,989 employees have to share their thoughts 569 00:23:08,000 --> 00:23:10,229 on how this is going moving forward ? 570 00:23:10,239 --> 00:23:13,199 And conversely how will our leaders be 571 00:23:13,209 --> 00:23:15,560 assessing if this was the right move at 572 00:23:15,569 --> 00:23:17,859 the right time ? We have plenty of 573 00:23:17,869 --> 00:23:20,300 different ways that we get that uh that 574 00:23:20,310 --> 00:23:22,310 feedback , whether it's through our 575 00:23:22,310 --> 00:23:23,866 employee surveys that we do 576 00:23:23,866 --> 00:23:25,754 periodically the federal employee 577 00:23:25,754 --> 00:23:27,754 viewpoint survey or culture climate 578 00:23:27,754 --> 00:23:30,180 survey , but also in raising questions 579 00:23:30,189 --> 00:23:32,449 through the chain of command . Uh We 580 00:23:32,459 --> 00:23:34,626 also have our employee representatives 581 00:23:34,626 --> 00:23:36,640 or our unions uh that represent 582 00:23:36,650 --> 00:23:39,819 employees on workforce workplace issues . 583 00:23:40,099 --> 00:23:42,210 Uh So there are certainly a number of 584 00:23:42,210 --> 00:23:44,449 different ways and venues uh for 585 00:23:44,459 --> 00:23:46,681 employees to raise those kind of things 586 00:23:46,681 --> 00:23:48,737 as far as how management is gonna be 587 00:23:48,737 --> 00:23:50,681 assessing this as we do all of our 588 00:23:50,681 --> 00:23:53,270 policies . We'll look at it after some 589 00:23:53,280 --> 00:23:56,030 period of time , um assess how we think 590 00:23:56,040 --> 00:23:58,589 it's going . Uh Are we achieving the 591 00:23:58,599 --> 00:24:01,369 goals we set out to achieve ? And we'll , 592 00:24:01,380 --> 00:24:03,547 we'll take inputs , you know , through 593 00:24:03,547 --> 00:24:06,000 multiple different channels . Uh And 594 00:24:06,010 --> 00:24:08,010 look at as much as we can objective 595 00:24:08,010 --> 00:24:10,599 data on , on performance . We'll also 596 00:24:10,609 --> 00:24:13,130 look at human resources , information 597 00:24:13,140 --> 00:24:15,699 around retention and recruitment . Are 598 00:24:15,709 --> 00:24:18,329 we maintaining our place as an employer 599 00:24:18,339 --> 00:24:20,920 of choice uh in the federal space ? Uh 600 00:24:20,930 --> 00:24:22,763 So we have a number of different 601 00:24:22,763 --> 00:24:25,430 measures that will apply to this and 602 00:24:25,439 --> 00:24:27,550 like we've proven over and over again 603 00:24:27,550 --> 00:24:31,219 as we evolve and uh see the policy in 604 00:24:31,229 --> 00:24:35,050 action we'll adjust as needed uh after 605 00:24:35,060 --> 00:24:37,359 deliberate methodical , you know , 606 00:24:37,369 --> 00:24:39,780 thought and analysis , sir . Thank you 607 00:24:39,790 --> 00:24:41,846 so much for your time . I don't have 608 00:24:41,846 --> 00:24:43,957 any additional questions , but what's 609 00:24:43,957 --> 00:24:46,179 the closing message you'd like to leave 610 00:24:46,179 --> 00:24:48,329 with our workforce on this topic ? I 611 00:24:48,339 --> 00:24:50,979 think the takeaway here is that , you 612 00:24:50,989 --> 00:24:53,969 know , this is ultimately what DL A is 613 00:24:53,979 --> 00:24:57,420 doing is bringing people back together . 614 00:24:57,819 --> 00:25:00,209 So I recognize that this may represent 615 00:25:00,219 --> 00:25:03,060 a bigger shift or change for some of 616 00:25:03,069 --> 00:25:05,709 our teleworkers . But we're , we're 617 00:25:05,719 --> 00:25:08,150 kind of going back to a hybrid 618 00:25:08,160 --> 00:25:11,260 workplace where we uh have a 619 00:25:11,270 --> 00:25:14,510 telework policy that brings virtual and 620 00:25:14,520 --> 00:25:16,409 physical presence together . It's 621 00:25:16,409 --> 00:25:19,099 ensuring that not only do we do the 622 00:25:19,109 --> 00:25:21,387 work today to support the war fighters , 623 00:25:21,387 --> 00:25:23,387 but that we position the agency for 624 00:25:23,387 --> 00:25:25,553 success in the future . We're building 625 00:25:25,553 --> 00:25:28,550 the next generation of DL A workforce 626 00:25:28,560 --> 00:25:31,780 and leaders to be successful in that 627 00:25:31,790 --> 00:25:34,020 future , Mr Bunn . Thank you so much 628 00:25:34,030 --> 00:25:36,030 for taking the time to answer these 629 00:25:36,030 --> 00:25:38,086 questions . I know there is a lot of 630 00:25:38,086 --> 00:25:40,141 interest in this complex topic among 631 00:25:40,141 --> 00:25:42,199 the DL A workforce . And hopefully , 632 00:25:42,209 --> 00:25:44,376 we've answered some of their questions 633 00:25:44,376 --> 00:25:46,431 here and provided the opportunity to 634 00:25:46,431 --> 00:25:48,579 share leaders perspective about why 635 00:25:48,589 --> 00:25:50,700 this was necessary . So , thank you . 636 00:25:50,790 --> 00:25:53,310 Well , Kathy , thank you for giving me 637 00:25:53,319 --> 00:25:55,375 the opportunity to speak directly to 638 00:25:55,375 --> 00:25:57,652 the workforce and deliver this message . 639 00:25:57,652 --> 00:25:59,763 So thank you to our viewers on behalf 640 00:25:59,763 --> 00:26:01,986 of the production team that helped make 641 00:26:01,986 --> 00:26:04,208 this video . Thank you for watching and 642 00:26:04,208 --> 00:26:05,319 have a great DL a day .