1 00:00:00,000 --> 00:00:00,000 2 00:00:05,019 --> 00:00:08,300 Good afternoon . Welcome to the DLA 3 00:00:08,300 --> 00:00:10,899 Directors Global Town Hall , hosted by 4 00:00:10,899 --> 00:00:12,955 Lieutenant General Mark Zimmerly . A 5 00:00:12,955 --> 00:00:15,066 special welcome to the members of the 6 00:00:15,066 --> 00:00:18,200 DLLA team . Who are watching remotely 7 00:00:18,200 --> 00:00:20,559 from more than 75 locations across the 8 00:00:20,559 --> 00:00:23,069 enterprise . I'm Kathy Rem from DLA 9 00:00:23,069 --> 00:00:25,479 Public Affairs , your MC today . Ladies 10 00:00:25,479 --> 00:00:27,646 and gentlemen , please rise to welcome 11 00:00:27,646 --> 00:00:29,649 the official party DLA Director 12 00:00:29,649 --> 00:00:31,959 Lieutenant General Mark Zimmerly , DLA 13 00:00:31,959 --> 00:00:34,650 Vice Director Mr . Brad Bunn , and DLA 14 00:00:34,650 --> 00:00:36,680 Senior Enlisted Lead Command Chief 15 00:00:36,680 --> 00:00:38,291 Master Sergeant Alvin Dyer . 16 00:00:42,840 --> 00:00:43,840 Good afternoon . 17 00:00:54,400 --> 00:00:56,567 Before we begin the official program , 18 00:00:56,567 --> 00:00:58,733 the director has asked that we watch a 19 00:00:58,733 --> 00:01:00,900 short video prepared by the DLA Public 20 00:01:00,900 --> 00:01:02,067 Affairs video team . 21 00:02:30,389 --> 00:02:32,445 I was watching to see if anybody was 22 00:02:32,445 --> 00:02:35,110 dancing for that . So we are changing 23 00:02:35,110 --> 00:02:37,221 things up a little bit with this town 24 00:02:37,221 --> 00:02:39,221 hall and conducting more of a panel 25 00:02:39,221 --> 00:02:41,110 discussion among our leaders . So 26 00:02:41,110 --> 00:02:43,221 gentlemen , would you please come out 27 00:02:43,221 --> 00:02:47,110 to center stage . And then I'm happy 28 00:02:47,110 --> 00:02:49,277 to hand things over to you , sir , for 29 00:02:49,277 --> 00:02:51,499 opening remarks . OK , good afternoon , 30 00:02:51,669 --> 00:02:54,440 everybody . How's everybody doing today ? 31 00:02:55,440 --> 00:02:57,789 OK , hey , great to see you all . uh , 32 00:02:57,830 --> 00:02:59,886 thanks so much for taking time out . 33 00:02:59,886 --> 00:03:02,052 What I know are very busy schedules to 34 00:03:02,052 --> 00:03:04,274 join us today for this town hall , uh , 35 00:03:04,274 --> 00:03:06,386 and I really appreciate all the folks 36 00:03:06,386 --> 00:03:08,441 in the outstations , uh , across the 37 00:03:08,441 --> 00:03:10,608 entire DA agency footprint for joining 38 00:03:10,608 --> 00:03:12,774 us as well . I know we got quite a few 39 00:03:12,774 --> 00:03:14,830 folks not just gathered here in this 40 00:03:14,830 --> 00:03:17,052 room but in this building , uh , in our 41 00:03:17,052 --> 00:03:18,886 other operating sites across the 42 00:03:18,886 --> 00:03:20,886 country and across the globe . Um , 43 00:03:20,886 --> 00:03:22,997 it's a great pleasure to be here with 44 00:03:22,997 --> 00:03:25,052 you . Uh I mean that quite literally 45 00:03:25,052 --> 00:03:27,163 just walking into a room with the DLA 46 00:03:27,163 --> 00:03:28,886 team , the DLA family , always 47 00:03:28,886 --> 00:03:31,219 encourages me , always inspires me , uh , 48 00:03:31,219 --> 00:03:33,386 because I know what you all do . And I 49 00:03:33,386 --> 00:03:35,441 know how well you do it . I know how 50 00:03:35,441 --> 00:03:37,719 dedicated you are to your mission , uh , 51 00:03:37,719 --> 00:03:39,441 and that , that gives me great 52 00:03:39,441 --> 00:03:41,663 confidence and great enthusiasm for the 53 00:03:41,663 --> 00:03:43,886 task that I have as well . So I want to 54 00:03:43,886 --> 00:03:46,052 thank you for that . This town hall is 55 00:03:46,052 --> 00:03:48,274 really important . We had our last town 56 00:03:48,274 --> 00:03:50,441 hall last fall , and the focus was our 57 00:03:50,441 --> 00:03:53,759 new strategy . So now we're several 58 00:03:53,759 --> 00:03:56,160 months into our strategy and there's 59 00:03:56,160 --> 00:03:57,882 still a lot more change that's 60 00:03:57,882 --> 00:03:59,938 occurring that we envisioned when we 61 00:03:59,938 --> 00:04:02,220 crafted that strategy . And change is 62 00:04:02,220 --> 00:04:04,387 really one of the most apparent things 63 00:04:04,387 --> 00:04:06,442 that all of us are having to address 64 00:04:06,442 --> 00:04:09,029 every single day , not only in our our 65 00:04:09,029 --> 00:04:10,973 professional lives but also in our 66 00:04:10,973 --> 00:04:13,085 personal lives and that's really what 67 00:04:13,085 --> 00:04:15,330 we want to talk about today is change 68 00:04:15,330 --> 00:04:18,220 and how DLA is facing change , how 69 00:04:18,220 --> 00:04:20,500 we're engaged with change and how we're 70 00:04:20,500 --> 00:04:22,779 helping to shape change not only for 71 00:04:22,779 --> 00:04:24,835 the department but certainly for the 72 00:04:24,835 --> 00:04:27,057 agency as well . So that's what I wanna 73 00:04:27,057 --> 00:04:29,279 give you all some specifics on . And of 74 00:04:29,279 --> 00:04:31,390 course we're gonna spend a little bit 75 00:04:31,390 --> 00:04:33,390 of time talking , uh , but I really 76 00:04:33,390 --> 00:04:33,140 want to spend most of the time 77 00:04:33,140 --> 00:04:35,362 listening to you and your questions and 78 00:04:35,362 --> 00:04:37,418 giving you some insights about where 79 00:04:37,418 --> 00:04:39,196 we're going , uh , and what the 80 00:04:39,196 --> 00:04:41,307 conditions are and the way that we're 81 00:04:41,307 --> 00:04:43,251 looking at the environment and the 82 00:04:43,251 --> 00:04:45,362 opportunities that are present in the 83 00:04:45,362 --> 00:04:47,362 moment . I mentioned change and I'm 84 00:04:47,362 --> 00:04:49,418 gonna say that word quite a few more 85 00:04:49,418 --> 00:04:51,362 times this afternoon . um , what's 86 00:04:51,362 --> 00:04:53,700 changing ? Well , first of all , what's 87 00:04:53,700 --> 00:04:56,980 changing is the character of warfare . 88 00:04:57,609 --> 00:04:59,831 Right , and so we've been talking about 89 00:04:59,831 --> 00:05:01,776 that that's really inherent in our 90 00:05:01,776 --> 00:05:03,942 transformational approach that's built 91 00:05:03,942 --> 00:05:06,209 into our strategy this requirement to 92 00:05:06,209 --> 00:05:09,869 address change . And as we think about 93 00:05:09,869 --> 00:05:12,036 what's taking place with the character 94 00:05:12,036 --> 00:05:14,950 of war where logistics is contested at 95 00:05:14,950 --> 00:05:18,070 all domains in the air , the sea , the 96 00:05:18,070 --> 00:05:20,579 space , the land and the cyber realm , 97 00:05:21,109 --> 00:05:23,165 it's also contested at all levels of 98 00:05:23,165 --> 00:05:25,165 war , not just at the tactical edge 99 00:05:25,165 --> 00:05:27,331 where it's always been contested , but 100 00:05:27,331 --> 00:05:29,165 all the way back to the tactical 101 00:05:29,165 --> 00:05:31,859 strategic contested in the homeland , 102 00:05:32,269 --> 00:05:34,429 and we know that our enemies our 103 00:05:34,429 --> 00:05:36,589 potential adversaries have gone to 104 00:05:36,589 --> 00:05:38,811 school in the American way of war . And 105 00:05:38,811 --> 00:05:40,533 that we rely upon the power of 106 00:05:40,533 --> 00:05:42,869 logistics to bring might and mass to 107 00:05:42,869 --> 00:05:46,540 the battlefield . And so they know they 108 00:05:46,540 --> 00:05:48,707 stand a much greater chance of success 109 00:05:49,059 --> 00:05:52,140 against us if they can unhinge that 110 00:05:52,140 --> 00:05:54,859 power of logistics and we know that at 111 00:05:54,859 --> 00:05:58,380 DLA we are a significant , a huge 112 00:05:58,380 --> 00:06:00,619 component of success for our nation 113 00:06:00,619 --> 00:06:02,760 when it comes to our logistical might 114 00:06:03,609 --> 00:06:06,420 so we are in their crosshairs and I 115 00:06:06,420 --> 00:06:08,587 don't mean just physically what I mean 116 00:06:08,587 --> 00:06:11,420 is everything that we do is under their 117 00:06:11,420 --> 00:06:13,619 review . And they're seeking to find 118 00:06:13,619 --> 00:06:17,519 ways to disrupt , degrade , destroy 119 00:06:17,519 --> 00:06:19,630 our ability to accomplish our mission 120 00:06:19,630 --> 00:06:22,790 across the globe . So we see that 121 00:06:22,790 --> 00:06:25,012 aspect of the changing character of war 122 00:06:25,012 --> 00:06:27,940 plus other ones faster , more precise , 123 00:06:28,269 --> 00:06:30,213 the fact that every battlefield is 124 00:06:30,213 --> 00:06:32,436 transparent where almost everything can 125 00:06:32,436 --> 00:06:34,589 be seen if it can be seen , it can be 126 00:06:34,589 --> 00:06:36,700 killed . We're learning those lessons 127 00:06:36,700 --> 00:06:38,645 every day in Ukraine , so a lot of 128 00:06:38,645 --> 00:06:40,700 other things are changing and that's 129 00:06:40,700 --> 00:06:42,700 forcing the services to change very 130 00:06:42,700 --> 00:06:44,867 rapidly . New weapon systems , new war 131 00:06:44,867 --> 00:06:46,978 fighting concepts , new organizations 132 00:06:46,978 --> 00:06:48,978 within each service and each of the 133 00:06:48,978 --> 00:06:50,756 combatant commands , especially 134 00:06:50,756 --> 00:06:53,290 geographic ones are reviewing and 135 00:06:53,290 --> 00:06:55,950 refining and reinventing their war 136 00:06:55,950 --> 00:06:59,290 plans . That means we cannot sit on our 137 00:06:59,290 --> 00:07:02,839 laurels . We have a a great and proud 138 00:07:02,839 --> 00:07:05,489 history of success , but what we did 139 00:07:05,489 --> 00:07:08,170 yesterday may not be suitable to the 140 00:07:08,170 --> 00:07:10,929 future and it's probably not going to 141 00:07:10,929 --> 00:07:13,339 be sufficient . So we have to think 142 00:07:13,339 --> 00:07:16,649 about what we have to do , not only to 143 00:07:17,230 --> 00:07:19,174 meet the transformational needs of 144 00:07:19,174 --> 00:07:21,008 those services and the combatant 145 00:07:21,008 --> 00:07:23,119 commands as they change , but also to 146 00:07:23,119 --> 00:07:25,230 anticipate what they're going to need 147 00:07:25,230 --> 00:07:27,230 that they haven't stated yet to get 148 00:07:27,230 --> 00:07:29,452 ahead of requirements to set conditions 149 00:07:29,452 --> 00:07:31,563 to do the things that we know we must 150 00:07:31,563 --> 00:07:33,897 do . To be able to perform in a smarter , 151 00:07:34,070 --> 00:07:36,459 faster , better protected , and better 152 00:07:36,459 --> 00:07:39,459 connected way . Across everything that 153 00:07:39,459 --> 00:07:41,626 we do , right , so that's , that's the 154 00:07:41,626 --> 00:07:43,737 key aspect of change that's here that 155 00:07:43,737 --> 00:07:45,730 is is uh the immediate tactical , 156 00:07:46,299 --> 00:07:48,521 operational and strategic challenge for 157 00:07:48,521 --> 00:07:50,809 DLA . Now let's add on some other 158 00:07:50,809 --> 00:07:53,279 factors with the new administration , 159 00:07:53,450 --> 00:07:55,617 new leadership in the department we've 160 00:07:55,617 --> 00:07:57,769 had an accelerated change and we've 161 00:07:57,769 --> 00:08:00,730 been asked to review and look at how we 162 00:08:00,730 --> 00:08:03,329 do our business and what we can do 163 00:08:03,329 --> 00:08:05,850 different , right ? So fortunately we 164 00:08:05,850 --> 00:08:07,739 were already in that space we are 165 00:08:07,739 --> 00:08:09,794 already reviewing every task that we 166 00:08:09,794 --> 00:08:11,970 have validating it and those that we 167 00:08:11,970 --> 00:08:14,649 thought require refinement . Then 168 00:08:14,649 --> 00:08:16,760 getting after improving those ones as 169 00:08:16,760 --> 00:08:18,927 well so we're already on that path and 170 00:08:18,927 --> 00:08:21,038 it really nest in what the department 171 00:08:21,038 --> 00:08:23,260 is doing and we'll talk to you a little 172 00:08:23,260 --> 00:08:25,482 bit about physically how that happens , 173 00:08:25,482 --> 00:08:27,649 uh , but there's a lot of other things 174 00:08:27,649 --> 00:08:27,489 taking place that present risk in our 175 00:08:27,489 --> 00:08:29,600 ability to accomplish our mission and 176 00:08:29,600 --> 00:08:31,809 we'll talk about those as well , but . 177 00:08:32,549 --> 00:08:34,939 Amidst all this change , my key message 178 00:08:34,939 --> 00:08:37,179 to you is there's a lot more that's not 179 00:08:37,179 --> 00:08:40,489 changing about this agency . There's a 180 00:08:40,489 --> 00:08:42,711 lot more that's not changing , and I'll 181 00:08:42,711 --> 00:08:44,711 point out a few things that are not 182 00:08:44,711 --> 00:08:46,878 changing . Number one , the importance 183 00:08:46,878 --> 00:08:49,650 of our mission . The things that we do 184 00:08:49,650 --> 00:08:51,817 for the department that nobody else is 185 00:08:51,817 --> 00:08:54,489 in a position to do that's enduring and 186 00:08:54,489 --> 00:08:56,659 that's not gonna change . The second 187 00:08:56,659 --> 00:08:58,715 thing that's not gonna change is our 188 00:08:58,715 --> 00:09:01,080 focus on taking care of each other , 189 00:09:01,450 --> 00:09:03,339 taking care of our team so we can 190 00:09:03,339 --> 00:09:05,394 accomplish the mission . I'll talk a 191 00:09:05,394 --> 00:09:08,330 little bit more about that . And then 192 00:09:09,059 --> 00:09:11,729 The third thing that isn't changing is 193 00:09:11,729 --> 00:09:13,840 our expectations of each other in the 194 00:09:13,840 --> 00:09:15,896 workplace and I wanna go to our next 195 00:09:15,896 --> 00:09:17,969 slide here where I can depict this 196 00:09:17,969 --> 00:09:20,191 after we talk about recognition . So we 197 00:09:20,191 --> 00:09:22,247 always start off with our town halls 198 00:09:22,247 --> 00:09:24,289 recognizing success and recognizing 199 00:09:24,289 --> 00:09:26,067 excellence within our team . We 200 00:09:26,067 --> 00:09:27,900 highlighted a few folks here who 201 00:09:27,900 --> 00:09:29,900 received accolades from outside the 202 00:09:29,900 --> 00:09:31,690 agency , so Todd McDowell was 203 00:09:31,690 --> 00:09:34,250 recognized by the team in Africom for 204 00:09:34,250 --> 00:09:36,472 his support as the inter-agency partner 205 00:09:36,472 --> 00:09:38,440 of the year and also . The Defense 206 00:09:38,440 --> 00:09:41,650 Media activity recognized 4 of our PAO 207 00:09:41,650 --> 00:09:44,030 team members from across the enterprise 208 00:09:44,320 --> 00:09:47,229 for outstanding photographic 209 00:09:47,679 --> 00:09:50,520 commentary , writing , and videos . You 210 00:09:50,520 --> 00:09:52,631 can see the names of those four folks 211 00:09:52,631 --> 00:09:54,853 up there and then finally two more team 212 00:09:54,853 --> 00:09:57,020 awards that I'll highlight our Society 213 00:09:57,020 --> 00:09:59,131 of Defense and Financial managers are 214 00:09:59,131 --> 00:10:01,510 J18 really for achieving success with 215 00:10:01,510 --> 00:10:03,679 an unmodified opinion , uh , in our 216 00:10:03,679 --> 00:10:06,840 transaction fund audit . And also this 217 00:10:06,840 --> 00:10:09,200 is really remarkable when the governor 218 00:10:09,200 --> 00:10:11,089 in Pennsylvania had a fire in his 219 00:10:11,089 --> 00:10:13,520 residence , our DLA firefighters from 220 00:10:13,520 --> 00:10:15,799 distribution were part of the team that 221 00:10:15,799 --> 00:10:17,910 responded to that very successfully , 222 00:10:17,910 --> 00:10:20,132 so they were recognized by the governor 223 00:10:20,132 --> 00:10:22,299 uh recently . So let's give a round of 224 00:10:22,299 --> 00:10:24,132 applause to those folks who have 225 00:10:24,132 --> 00:10:23,789 achieved excellence . 226 00:10:28,840 --> 00:10:30,840 So let's go to the next slide . All 227 00:10:30,840 --> 00:10:32,896 right , so here are the expectations 228 00:10:33,200 --> 00:10:35,119 aspects of of things that are not 229 00:10:35,119 --> 00:10:37,359 changing , right ? Trust , discipline 230 00:10:37,359 --> 00:10:39,581 and commitment and now more than ever . 231 00:10:40,419 --> 00:10:43,450 These qualities . And your individual 232 00:10:43,450 --> 00:10:45,672 actions , and the way you interact with 233 00:10:45,672 --> 00:10:48,006 your teams are more important than ever . 234 00:10:48,679 --> 00:10:50,950 And so trust , which is the lifeblood 235 00:10:50,950 --> 00:10:53,750 of our profession , every day we have 236 00:10:53,750 --> 00:10:56,429 to earn , share , inspire and extend 237 00:10:56,429 --> 00:10:58,540 trust to our teammates if we're going 238 00:10:58,540 --> 00:11:00,651 to be effective . We also have to act 239 00:11:00,651 --> 00:11:03,989 with integrity in all that we do . Then 240 00:11:03,989 --> 00:11:06,500 we have to empower every member of our 241 00:11:06,500 --> 00:11:09,820 team , every member of our team to 242 00:11:09,820 --> 00:11:12,559 allow them to maximize their potential 243 00:11:12,900 --> 00:11:16,099 within DLA . We also have the , the 244 00:11:16,099 --> 00:11:19,799 discipline to live our values . Lead by 245 00:11:19,799 --> 00:11:22,679 example . And always treat each other 246 00:11:22,679 --> 00:11:25,599 with dignity and respect . Seek 247 00:11:25,599 --> 00:11:27,543 opportunities to improve ourselves 248 00:11:27,543 --> 00:11:30,229 personally and professionally so we can 249 00:11:30,559 --> 00:11:32,615 deliver better when it comes time to 250 00:11:32,615 --> 00:11:34,950 accomplish our mission . And lead in a 251 00:11:34,950 --> 00:11:36,894 positive way that ensures positive 252 00:11:36,894 --> 00:11:39,030 outcomes for every member of our team 253 00:11:39,349 --> 00:11:41,516 so they can optimize their potential . 254 00:11:42,169 --> 00:11:44,049 Then finally a commitment , a 255 00:11:44,049 --> 00:11:46,489 commitment to team success , a 256 00:11:46,489 --> 00:11:48,267 commitment to team excellence , 257 00:11:48,630 --> 00:11:51,049 commitment to mastering our craft and 258 00:11:51,049 --> 00:11:53,216 learning those new things that we must 259 00:11:53,289 --> 00:11:55,178 become in order to accomplish our 260 00:11:55,178 --> 00:11:57,178 mission , a commitment to embracing 261 00:11:57,178 --> 00:11:59,345 change so that we can be effective and 262 00:11:59,345 --> 00:12:01,919 relevant in the future . And then 263 00:12:01,919 --> 00:12:03,975 finally a commitment to aggressively 264 00:12:03,975 --> 00:12:06,086 supporting the war fighter all of the 265 00:12:06,086 --> 00:12:07,975 time , Chief , I think you've got 266 00:12:07,975 --> 00:12:10,252 something you wanna add to that . I do , 267 00:12:10,252 --> 00:12:12,475 um , so can I call your family ? We are 268 00:12:12,475 --> 00:12:14,697 family , right ? All right , so this is 269 00:12:14,697 --> 00:12:18,309 our time . Change is here , but as the 270 00:12:18,309 --> 00:12:20,309 director say we're built for this . 271 00:12:20,549 --> 00:12:22,669 We've been doing this for years , so 272 00:12:22,669 --> 00:12:24,989 embrace it , you know , embrace new 273 00:12:24,989 --> 00:12:27,580 working ways , modernizing processes , 274 00:12:27,950 --> 00:12:30,789 uh , innovation innovative solutions to 275 00:12:30,789 --> 00:12:33,011 strengthening DLA , but I will tell you 276 00:12:33,011 --> 00:12:35,011 this , I wouldn't be me if I wasn't 277 00:12:35,011 --> 00:12:37,169 talking about Seinfeld , right ? So 278 00:12:37,169 --> 00:12:39,391 make sure you think it through . I mean 279 00:12:39,391 --> 00:12:41,530 you remember the episode when when 280 00:12:41,530 --> 00:12:43,809 Elaine had the muffin tops and she was 281 00:12:43,809 --> 00:12:46,070 trying to sell the muffin tops ? Yeah , 282 00:12:46,210 --> 00:12:48,321 she didn't think that through because 283 00:12:48,321 --> 00:12:50,488 she tried to figure out how to get rid 284 00:12:50,488 --> 00:12:52,543 of the stumps . Don't do that . Make 285 00:12:52,543 --> 00:12:54,766 sure we think it through . Talk to your 286 00:12:54,766 --> 00:12:56,877 teammates . Make sure we embrace each 287 00:12:56,877 --> 00:12:58,932 other's , you know , collaboration . 288 00:12:58,932 --> 00:13:01,154 Think it through . changes here . We're 289 00:13:01,154 --> 00:13:03,488 built for this . We got this , sir . OK , 290 00:13:03,488 --> 00:13:05,599 Chief , thanks . Let's go to the next 291 00:13:05,599 --> 00:13:07,821 slide then . Alright , so . I mentioned 292 00:13:07,821 --> 00:13:09,654 last year we create crafted this 293 00:13:09,654 --> 00:13:11,229 strategy we called it a 294 00:13:11,229 --> 00:13:14,080 transformational strategy right ? um 295 00:13:14,080 --> 00:13:16,309 and a call to action for DLA to 296 00:13:16,309 --> 00:13:18,659 transform and this transformative era 297 00:13:19,030 --> 00:13:21,141 and what we did was we focused number 298 00:13:21,141 --> 00:13:23,320 one on our mission . That enduring 299 00:13:23,320 --> 00:13:26,359 aspect of why we exist as an agency and 300 00:13:26,359 --> 00:13:28,470 why you serve on this team and that's 301 00:13:28,470 --> 00:13:30,415 the warfighter is a combat support 302 00:13:30,415 --> 00:13:33,200 agency delivering readiness for our war 303 00:13:33,200 --> 00:13:36,059 fighters . Everywhere across the world . 304 00:13:37,000 --> 00:13:39,111 And then the vision , a little bit of 305 00:13:39,111 --> 00:13:41,333 the how that we know that we have to do 306 00:13:41,333 --> 00:13:45,289 this with agility . With adaptability 307 00:13:45,989 --> 00:13:48,219 And with resilience , why are those 308 00:13:48,219 --> 00:13:50,700 three things important ? Agility allows 309 00:13:50,700 --> 00:13:53,659 us to shift , to change our direction . 310 00:13:54,479 --> 00:13:58,479 To change the reach of our 311 00:13:58,479 --> 00:14:00,035 delivery of commodities and 312 00:14:00,035 --> 00:14:03,520 capabilities , adaptive means changing 313 00:14:03,520 --> 00:14:05,950 to the environment , learning , growing , 314 00:14:06,159 --> 00:14:08,215 bringing on new tools , innovating , 315 00:14:08,215 --> 00:14:10,469 modernizing . All those things that we 316 00:14:10,469 --> 00:14:12,358 know we must do if we're gonna be 317 00:14:12,358 --> 00:14:14,691 relevant and then a focus on resilience , 318 00:14:14,979 --> 00:14:17,201 not just efficiency yes we always wanna 319 00:14:17,201 --> 00:14:19,257 be efficient we always wanna be good 320 00:14:19,257 --> 00:14:21,368 stewards of our nation's wealth , but 321 00:14:21,368 --> 00:14:23,349 also we wanna have the means to 322 00:14:23,349 --> 00:14:26,619 overcome disruption . The means to 323 00:14:26,619 --> 00:14:29,340 support protracted fights , the means 324 00:14:29,340 --> 00:14:32,700 to ensure that we can respond when 325 00:14:32,700 --> 00:14:35,309 we're called upon . So those three 326 00:14:35,309 --> 00:14:37,309 features are really important as we 327 00:14:37,309 --> 00:14:39,476 think about the qualities we must have 328 00:14:39,500 --> 00:14:42,619 agile , adaptive , and resilient . We 329 00:14:42,619 --> 00:14:45,820 crafted them around a strategy . With 4 330 00:14:45,820 --> 00:14:48,840 things we call them imperatives people , 331 00:14:49,020 --> 00:14:51,409 precision , posture , and partnerships 332 00:14:51,570 --> 00:14:53,770 and we created 19 different things , 333 00:14:54,219 --> 00:14:56,609 objectives that we knew what we must do 334 00:14:56,940 --> 00:14:59,340 in order to meet our goals in terms of 335 00:14:59,340 --> 00:15:02,059 the way that we modernize and I think 336 00:15:02,059 --> 00:15:04,390 as you look at this strategy and what 337 00:15:04,390 --> 00:15:06,390 we've described what we wanna do #1 338 00:15:06,390 --> 00:15:08,334 it's ambitious , but number 2 it's 339 00:15:08,334 --> 00:15:11,289 achievable . But it is gonna require us 340 00:15:11,289 --> 00:15:13,456 to think , act and operate differently 341 00:15:13,456 --> 00:15:15,456 if we're gonna be successful . That 342 00:15:15,456 --> 00:15:17,622 also means we have to be responsive to 343 00:15:17,622 --> 00:15:19,622 changes in the in the environment , 344 00:15:19,739 --> 00:15:22,250 changes in requirements . So when we 345 00:15:22,250 --> 00:15:25,020 crafted this last or last September 346 00:15:25,020 --> 00:15:27,419 released it , we knew that about this 347 00:15:27,419 --> 00:15:30,539 time this year we have to go back and 348 00:15:30,539 --> 00:15:32,483 review to make sure that it was on 349 00:15:32,483 --> 00:15:34,909 target . So we actually have an agency 350 00:15:34,909 --> 00:15:37,070 transformation summit next week where 351 00:15:37,070 --> 00:15:38,959 we're gonna review our strategy , 352 00:15:39,030 --> 00:15:40,752 compare it to our assessment , 353 00:15:41,270 --> 00:15:43,492 understanding our our current strengths 354 00:15:43,492 --> 00:15:45,770 weaknesses , opportunities and threats , 355 00:15:45,770 --> 00:15:47,770 and then determining how we want to 356 00:15:47,770 --> 00:15:50,103 describe what we wanna do in the future . 357 00:15:50,103 --> 00:15:52,270 I believe this framework will serve as 358 00:15:52,270 --> 00:15:54,326 well as we continue to transform and 359 00:15:54,326 --> 00:15:56,492 adapt , uh , and then refine our focus 360 00:15:56,492 --> 00:15:58,714 on those objectives , those things that 361 00:15:58,714 --> 00:16:00,881 we know from the operating environment 362 00:16:00,881 --> 00:16:02,714 and also those things that we're 363 00:16:02,714 --> 00:16:04,381 responding to in terms of DOD 364 00:16:04,381 --> 00:16:06,714 directives . Let's go to the next slide , 365 00:16:06,714 --> 00:16:08,881 please . So I'd like to spend a little 366 00:16:08,881 --> 00:16:10,992 little bit of time along with Mr . Bn 367 00:16:10,992 --> 00:16:12,437 reflecting on some of our 368 00:16:12,437 --> 00:16:14,492 accomplishments so we really crafted 369 00:16:14,492 --> 00:16:17,130 these things as some key successes that 370 00:16:17,130 --> 00:16:19,400 are uh foundational to our 371 00:16:19,400 --> 00:16:21,400 transformational approach . Some of 372 00:16:21,400 --> 00:16:23,511 these things were in the works before 373 00:16:23,609 --> 00:16:25,665 we crafted this current strategy and 374 00:16:25,665 --> 00:16:27,831 we've accounted for them , but we know 375 00:16:27,831 --> 00:16:29,942 that they're all part of what we have 376 00:16:29,942 --> 00:16:31,887 to be able to do if we're gonna be 377 00:16:31,887 --> 00:16:33,887 successful . First of all , I wanna 378 00:16:33,887 --> 00:16:35,942 highlight . The fact that so many of 379 00:16:35,942 --> 00:16:37,831 you have embraced our data acumen 380 00:16:37,831 --> 00:16:39,942 journey and taken the training , over 381 00:16:39,942 --> 00:16:42,599 80% of the DLA workforce has completed 382 00:16:42,599 --> 00:16:45,380 at least one module . Of our data 383 00:16:45,380 --> 00:16:47,047 acumen training that's pretty 384 00:16:47,047 --> 00:16:49,158 tremendous adaptation over the course 385 00:16:49,158 --> 00:16:52,020 of the last 9 or 10 months . So thank 386 00:16:52,020 --> 00:16:54,242 you for that . Thank you for your focus 387 00:16:54,242 --> 00:16:56,464 on that . We know that that first phase 388 00:16:56,659 --> 00:16:58,381 of the 3 tier training that we 389 00:16:58,381 --> 00:17:00,603 delivered last year is not complete and 390 00:17:00,603 --> 00:17:02,715 not sufficient for you all , so we're 391 00:17:02,715 --> 00:17:04,881 working on the next phase , uh , which 392 00:17:04,881 --> 00:17:07,048 will offer some more opportunities for 393 00:17:07,048 --> 00:17:09,103 in classroom instruction , uh , more 394 00:17:09,103 --> 00:17:11,381 opportunities with functional training . 395 00:17:11,381 --> 00:17:13,603 And some really good content focused on 396 00:17:13,603 --> 00:17:15,770 how we can put artificial intelligence 397 00:17:15,770 --> 00:17:18,209 to use in the daily workplace so we're 398 00:17:18,209 --> 00:17:20,320 gonna continue to grow on that really 399 00:17:20,320 --> 00:17:22,376 want your feedback on what you think 400 00:17:22,376 --> 00:17:24,376 you need to know to be effective in 401 00:17:24,376 --> 00:17:26,487 putting data to work . The next thing 402 00:17:26,487 --> 00:17:28,820 is the warehouse management system , uh , 403 00:17:28,820 --> 00:17:30,987 where we're making great strides as we 404 00:17:30,987 --> 00:17:32,876 complete the fielding of this new 405 00:17:32,876 --> 00:17:35,270 software that runs our . Distribution 406 00:17:35,270 --> 00:17:38,020 enterprise , we're about 88% 407 00:17:38,630 --> 00:17:41,319 113 sites total that we're responsible 408 00:17:41,319 --> 00:17:43,920 for , and I think we just started , uh , 409 00:17:44,020 --> 00:17:46,910 the 98 site , so it's given us all 410 00:17:46,910 --> 00:17:49,021 sorts of opportunities to improve our 411 00:17:49,021 --> 00:17:51,469 mission , improve visibility , and 412 00:17:51,469 --> 00:17:53,580 improve the way that we deliver our , 413 00:17:53,580 --> 00:17:55,969 our distribution mission and even uh 414 00:17:55,969 --> 00:17:58,319 manage material . The next thing we'll 415 00:17:58,319 --> 00:18:00,719 talk about is the um set the theater 416 00:18:00,719 --> 00:18:02,719 and set the globe planning effort . 417 00:18:03,239 --> 00:18:05,350 Many of you may know that a couple of 418 00:18:05,350 --> 00:18:08,069 months ago we had Uh , a large planning 419 00:18:08,069 --> 00:18:10,291 event where we brought in planners from 420 00:18:10,291 --> 00:18:12,513 across all the combatant commands , the 421 00:18:12,513 --> 00:18:14,458 joint logistics enterprise and the 422 00:18:14,458 --> 00:18:16,390 joint staff to review our global 423 00:18:16,390 --> 00:18:19,069 posture plans as part of our analytical 424 00:18:19,069 --> 00:18:20,791 sprint , the global resilience 425 00:18:20,791 --> 00:18:22,569 initiative , so we could really 426 00:18:22,569 --> 00:18:24,791 understand what's gonna be required for 427 00:18:24,791 --> 00:18:27,910 us to set conditions materially for 428 00:18:27,910 --> 00:18:30,260 success in each combatant command . Two 429 00:18:30,260 --> 00:18:32,371 things about that that I'll mention . 430 00:18:32,371 --> 00:18:34,593 Number one , we took a leading role for 431 00:18:34,593 --> 00:18:36,816 the department . This is necessary work 432 00:18:36,816 --> 00:18:38,704 and we started this not just as a 433 00:18:38,704 --> 00:18:41,069 one-off but to institute the way to 434 00:18:41,069 --> 00:18:43,780 plan , the way for us to , uh , 435 00:18:43,790 --> 00:18:46,270 collaborate with all the partners and 436 00:18:46,270 --> 00:18:48,437 institutionalize that . So we've got a 437 00:18:48,437 --> 00:18:50,659 routine way to do this planning so it's 438 00:18:50,659 --> 00:18:52,992 gonna be , uh , really important for us , 439 00:18:52,992 --> 00:18:55,214 uh , moving forward . Second thing I'll 440 00:18:55,214 --> 00:18:58,050 say about it , uh , is that . We're 441 00:18:58,050 --> 00:19:00,810 taking a leading role in thinking about 442 00:19:00,810 --> 00:19:03,010 what needs to be done and articulating 443 00:19:03,010 --> 00:19:05,121 that as well so we can turn that into 444 00:19:05,121 --> 00:19:07,177 action we can turn it into resources 445 00:19:07,177 --> 00:19:09,066 because usually it's not only the 446 00:19:09,066 --> 00:19:11,177 question of what's needed but how are 447 00:19:11,177 --> 00:19:13,232 we going to resource it and so we've 448 00:19:13,232 --> 00:19:15,066 been able to elevate that to the 449 00:19:15,066 --> 00:19:16,899 department so we can make a more 450 00:19:16,899 --> 00:19:18,677 specific ask of what's gonna be 451 00:19:18,677 --> 00:19:20,732 required orchestrated with the other 452 00:19:20,732 --> 00:19:22,859 services . Um , the next thing I'll 453 00:19:22,859 --> 00:19:25,780 talk about is , uh , our reposturing , 454 00:19:25,790 --> 00:19:27,734 and there's many examples of where 455 00:19:27,734 --> 00:19:29,846 we're doing this , uh , where we know 456 00:19:29,846 --> 00:19:32,012 that we might not be positioned in the 457 00:19:32,012 --> 00:19:34,234 best place in the globe or in a theater 458 00:19:34,234 --> 00:19:36,512 to meet a requirement . A good example , 459 00:19:36,512 --> 00:19:38,679 uh , is in Jeddah in in Bahrain . Well 460 00:19:38,679 --> 00:19:40,401 we know that due to the threat 461 00:19:40,401 --> 00:19:42,457 conditions we're really on the wrong 462 00:19:42,457 --> 00:19:44,568 side of the peninsula . We got to get 463 00:19:44,568 --> 00:19:46,401 on the other side of the Arabian 464 00:19:46,401 --> 00:19:48,623 Peninsula , so we started in motion and 465 00:19:48,623 --> 00:19:50,623 DLA distribution and our CEOM SOCOM 466 00:19:50,623 --> 00:19:52,790 team have all been leading this effort 467 00:19:52,790 --> 00:19:54,957 to reposition that distribution site . 468 00:19:55,510 --> 00:19:57,839 Uh , we've also been supporting the , 469 00:19:57,849 --> 00:20:00,290 uh , effort with our military at the 470 00:20:00,290 --> 00:20:02,068 southern border . We're setting 471 00:20:02,068 --> 00:20:04,290 conditions for what we might need to do 472 00:20:04,290 --> 00:20:06,457 at the northern border . We're showing 473 00:20:06,457 --> 00:20:08,512 a lot of agility , um , and it's not 474 00:20:08,512 --> 00:20:10,679 just about responding to what's needed 475 00:20:10,679 --> 00:20:13,520 in terms of food and fuel and , uh , 476 00:20:13,530 --> 00:20:15,729 class 4 items we're doing that . But 477 00:20:15,729 --> 00:20:17,673 it's really kind of rethinking the 478 00:20:17,673 --> 00:20:19,785 homeland as a theater of operations , 479 00:20:20,050 --> 00:20:21,939 not just a place where we project 480 00:20:21,939 --> 00:20:23,994 capability from or where we generate 481 00:20:23,994 --> 00:20:25,883 readiness from , but a theater of 482 00:20:25,883 --> 00:20:27,939 operations for our nation . So we're 483 00:20:27,939 --> 00:20:30,050 gonna have an opportunity and we have 484 00:20:30,050 --> 00:20:32,106 the requirement to work with NorthCO 485 00:20:32,106 --> 00:20:34,272 and Stratcom and other partners really 486 00:20:34,272 --> 00:20:36,161 to reshape the way we think about 487 00:20:36,161 --> 00:20:38,369 sustaining the homeland . I'll turn to 488 00:20:38,369 --> 00:20:40,425 Mr . Bun and talk a little bit about 489 00:20:40,425 --> 00:20:42,591 the transaction fund which I mentioned 490 00:20:42,591 --> 00:20:44,599 earlier . Yeah , this was a huge 491 00:20:44,599 --> 00:20:47,369 achievement for the agency many years 492 00:20:47,369 --> 00:20:49,313 in coming . So this was , this was 493 00:20:49,313 --> 00:20:51,480 actually getting a clean audit opinion 494 00:20:51,480 --> 00:20:53,702 from our independent private accounting 495 00:20:53,702 --> 00:20:55,925 firm Ernst and Young on the transaction 496 00:20:55,925 --> 00:20:58,036 fund . Now for those of you who don't 497 00:20:58,036 --> 00:21:00,147 really understand what that is , it's 498 00:21:00,147 --> 00:21:02,091 really the part of our budget that 499 00:21:02,091 --> 00:21:04,719 funds the National Defense stockpile or 500 00:21:04,719 --> 00:21:06,530 strategic materials is the 501 00:21:06,530 --> 00:21:09,160 organizational name . And we spent 502 00:21:09,160 --> 00:21:12,510 years rewickering processes , 503 00:21:13,250 --> 00:21:15,890 how we do the financial process within 504 00:21:15,890 --> 00:21:19,089 that fund , a ton of time on the 505 00:21:19,089 --> 00:21:21,089 inventory itself , and our national 506 00:21:21,089 --> 00:21:23,770 defense stockpile is essentially a 507 00:21:23,770 --> 00:21:26,130 multi-million dollar stockpile of 508 00:21:26,130 --> 00:21:28,689 inventory for raw materials and other 509 00:21:28,689 --> 00:21:31,209 critical materials that may be needed 510 00:21:31,209 --> 00:21:33,530 in a future conflict or contingency . 511 00:21:33,939 --> 00:21:37,099 And what was important there was 512 00:21:37,099 --> 00:21:39,619 multiple elements of DLA , including 513 00:21:39,619 --> 00:21:41,841 the strategic materials professionals , 514 00:21:41,841 --> 00:21:44,260 our finance professionals from J8 , our 515 00:21:44,260 --> 00:21:47,089 J7 professionals who handle acquisition , 516 00:21:47,699 --> 00:21:51,300 procurement , and ultimately the 517 00:21:51,300 --> 00:21:54,209 outcomes that deliver that capability 518 00:21:54,459 --> 00:21:57,300 had to all come together working a 519 00:21:57,300 --> 00:21:59,420 multi-year plan to get us on the path 520 00:21:59,420 --> 00:22:01,589 to that clean opinion . Heavy , heavy 521 00:22:01,589 --> 00:22:05,459 lift . Uh , for a fund that accounts 522 00:22:05,459 --> 00:22:08,459 for about a billion dollars , um , and 523 00:22:08,459 --> 00:22:10,699 so now we're learning the lessons from 524 00:22:10,699 --> 00:22:13,339 that and applying them to our working 525 00:22:13,339 --> 00:22:16,030 capital fund financial system or 526 00:22:16,030 --> 00:22:18,252 financial statement audit . Um , and we 527 00:22:18,252 --> 00:22:20,709 know that , uh , the , the heavy lift , 528 00:22:20,839 --> 00:22:22,839 the kind of Herculean effort we put 529 00:22:22,839 --> 00:22:25,520 into the stockpile fund audit won't 530 00:22:25,520 --> 00:22:27,920 translate , won't scale , uh , because 531 00:22:27,920 --> 00:22:29,920 we just don't have enough people in 532 00:22:29,920 --> 00:22:32,140 bandwidth . So that's uh kind of 533 00:22:32,140 --> 00:22:34,473 teaching us the lesson that we're gonna . 534 00:22:34,473 --> 00:22:36,864 Have to find other means to get to that 535 00:22:36,864 --> 00:22:38,975 clean opinion for the working capital 536 00:22:38,975 --> 00:22:40,864 fund , which is predominantly the 537 00:22:40,864 --> 00:22:42,920 inventory . That's what accounts for 538 00:22:42,920 --> 00:22:45,785 most of our , most of our issues as 539 00:22:45,785 --> 00:22:48,505 well as most of the dollars associated 540 00:22:48,505 --> 00:22:51,224 with the working capital fund . So , so 541 00:22:51,224 --> 00:22:54,145 Ms . Goodyear , Mr . Lennon are leading 542 00:22:54,145 --> 00:22:56,367 the effort for the agency to take those 543 00:22:56,367 --> 00:22:58,645 lessons and apply them . Oh by the way , 544 00:22:58,744 --> 00:23:00,966 this is not a one and done , so we have 545 00:23:00,966 --> 00:23:03,439 to keep that audit clean . So we're 546 00:23:03,439 --> 00:23:05,606 looking for other ways to include back 547 00:23:05,606 --> 00:23:07,550 to the warehouse management system 548 00:23:07,550 --> 00:23:09,772 whether we can leverage that capability 549 00:23:09,772 --> 00:23:11,772 and apply it to the to the national 550 00:23:11,772 --> 00:23:13,828 defense stockpile because ultimately 551 00:23:13,828 --> 00:23:15,995 that is a warehousing , it's a storage 552 00:23:15,995 --> 00:23:18,161 and distribution function and we think 553 00:23:18,161 --> 00:23:20,109 we might find some additional 554 00:23:20,410 --> 00:23:23,119 efficiencies and lower risk even more 555 00:23:23,119 --> 00:23:25,979 on the financial side for that . Thanks 556 00:23:25,979 --> 00:23:27,979 for having me . Uh , so I'll , I'll 557 00:23:27,979 --> 00:23:30,201 discuss this other achievement which is 558 00:23:30,201 --> 00:23:32,312 the Global Thunder exercise we did in 559 00:23:32,312 --> 00:23:34,368 the fall . Many of you will remember 560 00:23:34,368 --> 00:23:36,423 some of the aspects of that exercise 561 00:23:36,423 --> 00:23:38,535 where we physically rehearsed what we 562 00:23:38,535 --> 00:23:40,423 would do if we went to war in our 563 00:23:40,423 --> 00:23:42,590 headquarters , uh , to the extent that 564 00:23:42,590 --> 00:23:42,579 we did planning on , on where we would 565 00:23:42,579 --> 00:23:44,801 go if we had to locate to another place 566 00:23:45,060 --> 00:23:47,171 when we address what we would have to 567 00:23:47,171 --> 00:23:49,338 do with our communication systems that 568 00:23:49,338 --> 00:23:51,504 might be , uh , interdicted . And then 569 00:23:51,504 --> 00:23:53,560 thinking through all of our tactical 570 00:23:53,560 --> 00:23:55,671 actions pretty sobering aspect if you 571 00:23:55,671 --> 00:23:57,671 think what would be if our nation's 572 00:23:57,671 --> 00:23:59,671 capital were under attack and other 573 00:23:59,671 --> 00:24:01,893 places and how we would have to respond 574 00:24:01,893 --> 00:24:04,116 and it's really important that we think 575 00:24:04,116 --> 00:24:06,171 through that we've got firm plans so 576 00:24:06,171 --> 00:24:08,282 everybody knows what they're expected 577 00:24:08,282 --> 00:24:10,227 to do to take care of themselves , 578 00:24:10,227 --> 00:24:12,449 their family , and their mission and we 579 00:24:12,449 --> 00:24:14,671 all have a clear understanding of those 580 00:24:14,671 --> 00:24:16,893 roles . The other aspect though is that 581 00:24:16,893 --> 00:24:19,171 this is not just a standalone exercise , 582 00:24:19,171 --> 00:24:21,338 it's really part of an exercise series 583 00:24:21,338 --> 00:24:23,560 called Elite Constellation that is uh a 584 00:24:23,560 --> 00:24:26,189 joint staff exercise series that 585 00:24:26,189 --> 00:24:28,078 includes co-coms like Indo Paycom 586 00:24:28,078 --> 00:24:30,119 primarily they really allow us to 587 00:24:30,119 --> 00:24:32,839 rehearse warfare and the fight 588 00:24:32,839 --> 00:24:35,239 primarily against China . What will we 589 00:24:35,239 --> 00:24:37,520 all do and understanding of how we're 590 00:24:37,520 --> 00:24:39,298 gonna do that , how we're gonna 591 00:24:39,298 --> 00:24:41,464 exercise command and control , how our 592 00:24:41,464 --> 00:24:43,742 operation centers are going to operate , 593 00:24:43,742 --> 00:24:45,964 how we're gonna communicate , how we're 594 00:24:45,964 --> 00:24:45,920 going to make decisions in a timely 595 00:24:45,920 --> 00:24:48,087 manner for all the things that we have 596 00:24:48,087 --> 00:24:50,253 to do across the enterprise . So we're 597 00:24:50,253 --> 00:24:52,309 gonna continue with that . Uh , next 598 00:24:52,309 --> 00:24:54,420 month we have Pacific Century , which 599 00:24:54,420 --> 00:24:56,364 is the next event in that exercise 600 00:24:56,364 --> 00:24:58,520 series , and we'll have about 7 or 8 601 00:24:58,520 --> 00:25:01,560 days here . We'll be exercising 24/7 . 602 00:25:01,939 --> 00:25:04,569 Interacting with the joint staff with 603 00:25:04,569 --> 00:25:07,329 Transcom and with Indo Paycom and we're 604 00:25:07,329 --> 00:25:09,329 gonna send General Bresnahan out to 605 00:25:09,329 --> 00:25:11,329 Indo Paycom to help lead the effort 606 00:25:11,329 --> 00:25:13,440 with integration with the Indo Paycom 607 00:25:13,440 --> 00:25:15,607 team and and our team that we have out 608 00:25:15,607 --> 00:25:17,885 there as well . So big investment , uh , 609 00:25:17,885 --> 00:25:19,940 but we have to be ready . We have to 610 00:25:19,940 --> 00:25:22,051 know what we're going to do . We have 611 00:25:22,051 --> 00:25:24,218 to exercise our communications and our 612 00:25:24,218 --> 00:25:26,385 command and control procedures so that 613 00:25:26,385 --> 00:25:28,551 we're ready when it comes time for our 614 00:25:28,551 --> 00:25:30,551 nation to call upon us . And then I 615 00:25:30,551 --> 00:25:32,718 just want to highlight the bottom part 616 00:25:32,718 --> 00:25:32,689 there , right ? This is all part about 617 00:25:32,689 --> 00:25:34,856 us being able to be agile , adaptive , 618 00:25:34,856 --> 00:25:36,745 and resilient , and that's why we 619 00:25:36,745 --> 00:25:38,800 selected these things to , to use to 620 00:25:38,800 --> 00:25:41,022 celebrate our success . Let's go to the 621 00:25:41,022 --> 00:25:43,022 next slide then . Just one alibi on 622 00:25:43,022 --> 00:25:45,078 that last slide , sir . I do want to 623 00:25:45,078 --> 00:25:47,589 recognize DLA disposition services are 624 00:25:47,589 --> 00:25:49,859 one of our major subordinate activities 625 00:25:50,109 --> 00:25:52,869 that actually is 100% into in warehouse 626 00:25:52,869 --> 00:25:55,147 management systems . So they , in fact , 627 00:25:55,147 --> 00:25:57,147 they're just now about the one year 628 00:25:57,147 --> 00:25:59,430 anniversary of getting to 100% in on 629 00:25:59,430 --> 00:26:01,540 WMS . And again , great partnership 630 00:26:01,540 --> 00:26:05,030 with our J6 team as well as across MSCs 631 00:26:05,030 --> 00:26:07,270 with distribution , and distribution is 632 00:26:07,270 --> 00:26:09,159 getting a lot of benefit from the 633 00:26:09,159 --> 00:26:11,437 lessons that this position has learned . 634 00:26:11,437 --> 00:26:13,659 That's a great ad Brad and I know Chief 635 00:26:13,659 --> 00:26:15,714 also is a company wants to add about 636 00:26:15,714 --> 00:26:15,250 culture there . Yeah , so I just want 637 00:26:15,250 --> 00:26:17,089 to highlight , um , two cultural 638 00:26:17,089 --> 00:26:19,033 initiatives , both in , uh , troop 639 00:26:19,033 --> 00:26:21,089 support . One is their inspire 640 00:26:21,089 --> 00:26:23,311 mentorship program and the other one is 641 00:26:23,311 --> 00:26:25,478 the resiliency training program . Um , 642 00:26:25,478 --> 00:26:27,200 both of them are collaboration 643 00:26:27,200 --> 00:26:29,670 basically they got the , the idea from , 644 00:26:29,969 --> 00:26:31,913 uh , the data surveys that they've 645 00:26:31,913 --> 00:26:34,080 gotten back , kind of got the feedback 646 00:26:34,080 --> 00:26:36,302 from the workforce , and they initiated 647 00:26:36,302 --> 00:26:38,247 these two , cultural initiatives . 648 00:26:38,709 --> 00:26:40,709 Those are just , you know , just to 649 00:26:40,709 --> 00:26:42,820 highlight a couple things that we all 650 00:26:42,820 --> 00:26:45,550 can be doing in our work areas , um , 651 00:26:45,869 --> 00:26:47,647 now more than ever we should be 652 00:26:47,647 --> 00:26:49,813 investing in the culture , invested in 653 00:26:49,813 --> 00:26:51,925 DLA's culture right now . It is a lot 654 00:26:51,925 --> 00:26:54,550 going on and you're busy , but start to 655 00:26:54,550 --> 00:26:56,550 go back to do those little things , 656 00:26:56,550 --> 00:26:58,772 little things that make a difference in 657 00:26:58,772 --> 00:27:00,939 the work environment right now because 658 00:27:00,939 --> 00:27:03,910 a good culture really , uh , restores 659 00:27:03,910 --> 00:27:06,780 the warrior ethos right now . OK , 660 00:27:06,930 --> 00:27:09,097 Chief , thanks . And so that really is 661 00:27:09,097 --> 00:27:11,152 a perfect lead into this slide which 662 00:27:11,152 --> 00:27:13,890 really describes how we are nested in 663 00:27:13,890 --> 00:27:15,946 the secretary's priorities that he's 664 00:27:15,946 --> 00:27:18,689 given us 3 things restoring the warrior 665 00:27:18,689 --> 00:27:20,856 ethos and a part of that is reform and 666 00:27:20,856 --> 00:27:24,250 optimization . Rebuilding our military 667 00:27:24,619 --> 00:27:26,819 and reestablishing deterrence and you 668 00:27:26,819 --> 00:27:28,930 can see on the right hand side of the 669 00:27:28,930 --> 00:27:31,097 slide where it shows the four Ps our 4 670 00:27:31,097 --> 00:27:33,140 imperatives , how our 19 objectives 671 00:27:33,140 --> 00:27:35,251 align with each one of those things . 672 00:27:35,500 --> 00:27:37,989 So the things that we're doing are 673 00:27:37,989 --> 00:27:40,619 already in alignment with the direction 674 00:27:40,819 --> 00:27:43,260 that the secretary and other leaders in 675 00:27:43,260 --> 00:27:45,427 the office of the Secretary of Defense 676 00:27:45,427 --> 00:27:47,939 are are taking us , uh , which is , you 677 00:27:47,939 --> 00:27:50,217 know , taking advantage of this moment . 678 00:27:50,217 --> 00:27:52,439 To transform the agency and our ability 679 00:27:52,439 --> 00:27:54,606 to accomplish the mission , um , and I 680 00:27:54,606 --> 00:27:56,606 think it's just really important to 681 00:27:56,606 --> 00:27:58,920 understand that um we have a voice in 682 00:27:58,920 --> 00:28:00,698 this discussion about how we're 683 00:28:00,698 --> 00:28:03,520 transforming and we'll depict this in 684 00:28:03,520 --> 00:28:05,959 the next slide , um , but as you think 685 00:28:05,959 --> 00:28:08,237 about all the things that are going on , 686 00:28:08,237 --> 00:28:10,520 all the changes that are taking place 687 00:28:10,520 --> 00:28:12,800 across the federal government in some 688 00:28:12,800 --> 00:28:15,280 places you've seen where the the 689 00:28:15,280 --> 00:28:17,400 leadership and the teammates and 690 00:28:17,400 --> 00:28:19,920 certain agencies . Really didn't have 691 00:28:19,920 --> 00:28:22,520 um much opportunity to shape outcomes 692 00:28:22,520 --> 00:28:25,000 for those those organizations . It's 693 00:28:25,000 --> 00:28:27,020 quite different for us where we're 694 00:28:27,020 --> 00:28:29,359 actively involved in conversations 695 00:28:29,359 --> 00:28:31,520 we're actively involved in uh 696 00:28:31,520 --> 00:28:33,742 describing opportunities and describing 697 00:28:33,742 --> 00:28:35,742 risk and different options and so I 698 00:28:35,742 --> 00:28:37,798 want to assure you that uh we're not 699 00:28:37,798 --> 00:28:40,489 just waiting to be told we're looking 700 00:28:40,489 --> 00:28:42,656 forward to see what we must do and try 701 00:28:42,656 --> 00:28:44,767 to find the opportunity in the moment 702 00:28:44,767 --> 00:28:47,040 where we can better uh and improve our 703 00:28:47,040 --> 00:28:49,262 ability to accomplish the mission . The 704 00:28:49,262 --> 00:28:51,484 next slide depicts that , and I'm gonna 705 00:28:51,484 --> 00:28:53,651 describe a little bit of this before I 706 00:28:53,651 --> 00:28:53,619 turn to Mr . Bun to better describe 707 00:28:53,619 --> 00:28:56,020 those opportunities . So , if you think 708 00:28:56,020 --> 00:28:58,187 about our mission and vision , which I 709 00:28:58,187 --> 00:29:00,409 described to you earlier , and then the 710 00:29:00,409 --> 00:29:02,520 environment , I'll just add on to the 711 00:29:02,520 --> 00:29:04,576 environment . Yes . We're addressing 712 00:29:04,576 --> 00:29:06,742 the fact that that uh the character of 713 00:29:06,742 --> 00:29:06,449 war is changing , the contested 714 00:29:06,449 --> 00:29:09,290 logistics is presenting new threats to 715 00:29:09,290 --> 00:29:12,170 us . uh , also we're seeing rapid 716 00:29:12,170 --> 00:29:14,489 change in technology , right ? drone 717 00:29:14,489 --> 00:29:16,209 warfare , the introduction of 718 00:29:16,209 --> 00:29:18,270 artificial intelligence into the 719 00:29:18,270 --> 00:29:19,992 decision making and and lethal 720 00:29:19,992 --> 00:29:22,359 capabilities , uh , transformational 721 00:29:22,359 --> 00:29:24,303 plans on the part of the combatant 722 00:29:24,303 --> 00:29:26,415 commands in terms of how they want to 723 00:29:26,415 --> 00:29:28,192 fight the wars and the services 724 00:29:28,192 --> 00:29:30,469 adapting to that this . Renewed 725 00:29:30,469 --> 00:29:33,349 priority on homeland defense and how 726 00:29:33,349 --> 00:29:35,516 we're going to address the homeland as 727 00:29:35,516 --> 00:29:37,460 a theater of operations uh and the 728 00:29:37,460 --> 00:29:39,627 priorities of the Secretary of Defense 729 00:29:39,627 --> 00:29:41,849 are part of that as well . We also have 730 00:29:41,849 --> 00:29:44,016 an interim national defense strategy , 731 00:29:44,016 --> 00:29:46,016 uh , that also gives us direction . 732 00:29:46,109 --> 00:29:48,331 Certainly we're having some adjustments 733 00:29:48,331 --> 00:29:50,920 in in reallocation of funds uh across 734 00:29:50,920 --> 00:29:53,069 the department including in DLA uh 735 00:29:53,069 --> 00:29:55,069 they're gonna force us to make some 736 00:29:55,069 --> 00:29:57,236 near-term decisions as well . uh , and 737 00:29:57,236 --> 00:29:59,180 of course we have impacts of other 738 00:29:59,180 --> 00:30:01,236 personnel policy . And other actions 739 00:30:01,236 --> 00:30:03,347 like the deferred resignation program 740 00:30:03,347 --> 00:30:05,569 which have really accelerated change in 741 00:30:05,569 --> 00:30:07,625 a lot of our formations and a lot of 742 00:30:07,625 --> 00:30:09,569 our organizations as we've had key 743 00:30:09,569 --> 00:30:11,513 leaders take the opportunity to to 744 00:30:11,513 --> 00:30:14,140 retire earlier than anticipated . Uh , 745 00:30:14,280 --> 00:30:16,280 so there's quite a bit in the mix . 746 00:30:16,680 --> 00:30:18,736 I'll focus you on the bottom part of 747 00:30:18,736 --> 00:30:20,829 the slide that says transformation 748 00:30:21,119 --> 00:30:23,063 achieving aggressive and realistic 749 00:30:23,063 --> 00:30:24,880 change through discipline and 750 00:30:24,880 --> 00:30:27,102 deliberate strategy . And that's really 751 00:30:27,102 --> 00:30:29,213 what we're doing . We're trying to be 752 00:30:29,213 --> 00:30:31,047 as disciplined and deliberate as 753 00:30:31,047 --> 00:30:33,319 possible and to to find opportunity to 754 00:30:33,319 --> 00:30:35,479 be aggressive in this area that 755 00:30:35,479 --> 00:30:37,646 requires change and do things that are 756 00:30:37,646 --> 00:30:40,680 achievable for us so we can meet those 757 00:30:40,680 --> 00:30:42,800 objectives and then continue to move 758 00:30:42,800 --> 00:30:44,911 forward . And I'm gonna let Mr . Bund 759 00:30:44,911 --> 00:30:47,133 describe a little bit about the process 760 00:30:47,133 --> 00:30:49,300 and how we're participating in it . So 761 00:30:49,300 --> 00:30:51,300 thanks , sir . I'm gonna stand up , 762 00:30:51,300 --> 00:30:53,300 maybe walk around a bit , present a 763 00:30:53,300 --> 00:30:55,300 moving target . Um , so , so here's 764 00:30:55,300 --> 00:30:57,522 where we are now , um , and I know many 765 00:30:57,522 --> 00:30:59,744 of you , if not , if not all of you are 766 00:30:59,744 --> 00:31:01,967 following this just by looking at the , 767 00:31:01,967 --> 00:31:04,133 you know , you don't have to look much 768 00:31:04,133 --> 00:31:03,949 further than the , than the news and 769 00:31:03,949 --> 00:31:06,520 the media . And how it's covering a lot 770 00:31:06,520 --> 00:31:08,829 of the things going on with the current 771 00:31:08,829 --> 00:31:11,430 administration and what they're doing 772 00:31:11,430 --> 00:31:13,541 across the federal space . But within 773 00:31:13,541 --> 00:31:16,300 the Department of Defense last month , 774 00:31:16,390 --> 00:31:18,630 our Deputy Secretary of Defense issued 775 00:31:18,630 --> 00:31:21,349 a memo that went out to all of the DOD 776 00:31:21,349 --> 00:31:23,405 components , the military services , 777 00:31:23,405 --> 00:31:25,516 the OSD staff , the joint staff , and 778 00:31:25,516 --> 00:31:27,682 of course all the defense agencies and 779 00:31:27,682 --> 00:31:29,571 defense field activities , and it 780 00:31:29,571 --> 00:31:31,709 basically says , hey , we're going to 781 00:31:31,709 --> 00:31:34,760 undergo a top to bottom review . Uh , 782 00:31:34,890 --> 00:31:36,489 it's , it's about workforce 783 00:31:36,489 --> 00:31:39,010 optimization and reform . So on the 784 00:31:39,010 --> 00:31:40,677 last chart you saw reform and 785 00:31:40,677 --> 00:31:43,050 optimization as an emerging priority 786 00:31:43,050 --> 00:31:45,550 for the Secretary , and that's really , 787 00:31:45,689 --> 00:31:48,449 it's not so much about savings and 788 00:31:48,449 --> 00:31:50,449 reducing the defense budget because 789 00:31:50,449 --> 00:31:52,616 again if you're following the news and 790 00:31:52,616 --> 00:31:54,560 what Congress is doing , there's , 791 00:31:54,650 --> 00:31:56,872 there's a decent chance we could have a 792 00:31:56,872 --> 00:31:58,872 $1 trillion budget next year . It's 793 00:31:58,872 --> 00:32:00,539 really about reallocating and 794 00:32:00,539 --> 00:32:03,329 reprioritizing resources to where to 795 00:32:03,329 --> 00:32:05,770 where they're needed most , given the 796 00:32:05,770 --> 00:32:07,826 imperatives and the environment that 797 00:32:07,826 --> 00:32:10,050 the director just described in terms of 798 00:32:10,050 --> 00:32:12,770 the changing character of warfare and 799 00:32:12,770 --> 00:32:15,010 where the threats and vulnerabilities 800 00:32:15,010 --> 00:32:18,130 really reside . So in that memo he 801 00:32:18,130 --> 00:32:20,770 directed all of the secretaries of the 802 00:32:20,770 --> 00:32:23,449 military departments , all of the the 803 00:32:23,449 --> 00:32:25,729 appointees in the OSD as well as 804 00:32:25,729 --> 00:32:28,630 defense defense agencies . To create a 805 00:32:28,630 --> 00:32:32,510 future state organization and in that 806 00:32:32,510 --> 00:32:34,390 there's some assumptions about 807 00:32:34,390 --> 00:32:36,449 reductions or reallocation or 808 00:32:36,449 --> 00:32:38,709 reprioritization of resources . So if 809 00:32:38,709 --> 00:32:41,189 you're a cold read of that memo , you'd 810 00:32:41,189 --> 00:32:43,589 see , well , they're looking for where 811 00:32:43,589 --> 00:32:45,533 we can cut , where we can reduce , 812 00:32:45,533 --> 00:32:47,869 where we can find efficiencies , but 813 00:32:47,869 --> 00:32:50,510 the attachment to that memo has a set 814 00:32:50,510 --> 00:32:53,550 of guiding principles that the deputy 815 00:32:53,550 --> 00:32:56,020 secretary laid out . They're pretty 816 00:32:56,020 --> 00:32:57,650 clear . Uh , they're pretty 817 00:32:57,650 --> 00:33:00,170 straightforward . Some of it is kind of 818 00:33:00,170 --> 00:33:02,059 in your face on what we should be 819 00:33:02,059 --> 00:33:04,290 thinking about as we build out this 820 00:33:04,290 --> 00:33:06,930 future state organization , and those 821 00:33:06,930 --> 00:33:09,041 are on the chart up there , and we're 822 00:33:09,041 --> 00:33:11,280 characterizing them as opportunities . 823 00:33:11,930 --> 00:33:14,097 So as I look at that and I look at the 824 00:33:14,097 --> 00:33:16,410 strategy and the path we're on as an 825 00:33:16,410 --> 00:33:18,770 agency with respect to change and 826 00:33:18,770 --> 00:33:21,650 transformation , a lot of this , it's 827 00:33:21,650 --> 00:33:24,369 not really taking us off course . But 828 00:33:24,369 --> 00:33:26,969 it is having an accelerant effect on 829 00:33:26,969 --> 00:33:29,329 what we have planned to do . And so 830 00:33:29,329 --> 00:33:31,385 we're leveraging that opportunity to 831 00:33:31,385 --> 00:33:33,162 take a hard look at what we can 832 00:33:33,162 --> 00:33:35,273 accelerate in terms of transformation 833 00:33:35,329 --> 00:33:38,329 and align that to the priorities , not 834 00:33:38,329 --> 00:33:40,969 just the public stated secretary's 835 00:33:40,969 --> 00:33:42,969 priorities , but also what's in the 836 00:33:42,969 --> 00:33:45,080 interim national defense strategy and 837 00:33:45,080 --> 00:33:46,913 what's emerging in what's called 838 00:33:46,913 --> 00:33:48,969 defense planning guidance , which is 839 00:33:48,969 --> 00:33:51,136 supposed to Essentially express to all 840 00:33:51,136 --> 00:33:53,302 the defense components how they should 841 00:33:53,302 --> 00:33:55,136 be doing their fiscal and budget 842 00:33:55,136 --> 00:33:57,247 planning , but also their mission and 843 00:33:57,247 --> 00:33:59,247 operations planning . Mission first 844 00:33:59,247 --> 00:34:01,530 alignment . That's really about 845 00:34:01,530 --> 00:34:04,260 ensuring that and there's a focus on 846 00:34:04,260 --> 00:34:06,427 the resources , including the manpower 847 00:34:06,427 --> 00:34:08,538 associated with this , but as we look 848 00:34:08,538 --> 00:34:10,620 at organizational structures and the 849 00:34:10,620 --> 00:34:13,659 civilian and military positions that 850 00:34:13,659 --> 00:34:15,492 represent the manpower for every 851 00:34:15,492 --> 00:34:17,492 defense organization , we should be 852 00:34:17,492 --> 00:34:19,048 thinking about aligning the 853 00:34:19,048 --> 00:34:20,937 organizational structures and the 854 00:34:20,937 --> 00:34:23,419 resources to mission first in 855 00:34:23,419 --> 00:34:25,363 accordance with those priorities . 856 00:34:25,780 --> 00:34:27,840 Consolidated functions . Now this is 857 00:34:27,840 --> 00:34:30,320 more gets to the business of how the 858 00:34:30,320 --> 00:34:33,199 department operates . So what it is 859 00:34:33,199 --> 00:34:35,550 asking us to do is have a bias towards 860 00:34:35,550 --> 00:34:38,679 consolidating duplicate , redundant or 861 00:34:38,679 --> 00:34:41,239 like functions across organizational 862 00:34:41,239 --> 00:34:44,360 structures . Um , sound familiar ? I 863 00:34:44,360 --> 00:34:46,520 mean , in many ways , DLA represents 864 00:34:46,520 --> 00:34:48,242 consolidated functions for the 865 00:34:48,242 --> 00:34:51,040 Department of Defense and within DLA . 866 00:34:51,360 --> 00:34:53,693 We're seeing opportunities where we can , 867 00:34:53,693 --> 00:34:55,969 we can do some more consolidation of 868 00:34:55,969 --> 00:34:58,136 functions whether they're enabling and 869 00:34:58,136 --> 00:35:00,302 support functions or even at the major 870 00:35:00,302 --> 00:35:02,191 subordinate command where we have 871 00:35:02,191 --> 00:35:04,358 commands that are overlapping in terms 872 00:35:04,358 --> 00:35:06,302 of the kind of functions they do . 873 00:35:06,302 --> 00:35:08,469 Flattened hierarchies that gets to how 874 00:35:08,469 --> 00:35:10,469 you structure your organization and 875 00:35:10,469 --> 00:35:13,169 this one aligns closely to one of our 876 00:35:13,169 --> 00:35:15,058 operating principles , one of our 877 00:35:15,058 --> 00:35:16,780 signature behaviors , which is 878 00:35:16,780 --> 00:35:18,891 empowerment . So the expectation from 879 00:35:18,891 --> 00:35:20,725 the deputy's memo is that you're 880 00:35:20,725 --> 00:35:22,629 flattening organizations , you're 881 00:35:22,629 --> 00:35:25,350 leaning out supervisory ratios , for 882 00:35:25,350 --> 00:35:28,550 example , and you're empowering the 883 00:35:28,550 --> 00:35:31,530 people , the people on the line . with 884 00:35:31,530 --> 00:35:35,290 tools , technology , and oversight to 885 00:35:35,290 --> 00:35:37,457 do what they need to do to execute the 886 00:35:37,457 --> 00:35:39,346 mission , and you're reducing the 887 00:35:39,346 --> 00:35:42,330 layers of oversight , bureaucracy , and 888 00:35:42,330 --> 00:35:45,219 leadership . Speed over process . There 889 00:35:45,219 --> 00:35:47,570 there's a great quote in there that 890 00:35:47,570 --> 00:35:50,729 talks about eliminating unduly 891 00:35:50,729 --> 00:35:52,810 burdensome reviews and legacy 892 00:35:52,810 --> 00:35:56,250 coordination rituals . Ritual , I love 893 00:35:56,250 --> 00:35:58,879 that word rituals . Now think , um , 894 00:35:59,050 --> 00:36:01,161 how many here are on the headquarters 895 00:36:01,161 --> 00:36:03,050 staff here in DLA that has to get 896 00:36:03,050 --> 00:36:05,383 packages through a coordination process . 897 00:36:05,383 --> 00:36:07,661 Does it feel like a ritual ? Yeah yeah , 898 00:36:07,729 --> 00:36:09,896 almost a religious ritual , right , to 899 00:36:09,896 --> 00:36:12,007 get something all the way through the 900 00:36:12,007 --> 00:36:14,007 process . So it's asking us to look 901 00:36:14,007 --> 00:36:16,062 hard at that , and that will have an 902 00:36:16,062 --> 00:36:17,896 efficiency gain if we're able to 903 00:36:17,896 --> 00:36:20,118 eliminate some of those reviews that we 904 00:36:20,118 --> 00:36:23,139 don't see as necessary or where we 905 00:36:23,139 --> 00:36:25,139 could assume some risk , especially 906 00:36:25,139 --> 00:36:27,459 given some of the resource reductions 907 00:36:27,459 --> 00:36:30,489 we're being asked to take fiscal 908 00:36:30,489 --> 00:36:32,939 discipline . We're interpreting this 909 00:36:33,469 --> 00:36:35,525 not just as , hey , spend your money 910 00:36:35,525 --> 00:36:37,469 efficiently , but also ensure that 911 00:36:37,469 --> 00:36:39,469 we're paying attention to financial 912 00:36:39,469 --> 00:36:41,580 audit . We mentioned the progress and 913 00:36:41,580 --> 00:36:43,747 the achievement we've made with one of 914 00:36:43,747 --> 00:36:46,300 our funds . This is where we see 915 00:36:47,120 --> 00:36:49,790 staying on our march on the path to a 916 00:36:49,790 --> 00:36:52,068 clean opinion for working capital fund , 917 00:36:52,070 --> 00:36:54,350 as well as looking for how we can 918 00:36:54,350 --> 00:36:56,629 deliver our effects , deliver our 919 00:36:56,629 --> 00:36:58,949 commodities , our capabilities at less 920 00:36:58,949 --> 00:37:02,530 cost , because ultimately , What 921 00:37:02,530 --> 00:37:05,840 we deliver and the price we we lay on 922 00:37:05,840 --> 00:37:08,007 the services , they have to pay that . 923 00:37:08,040 --> 00:37:10,399 So our cost is really their cost . So 924 00:37:10,399 --> 00:37:13,439 it's once again balancing that need to 925 00:37:13,439 --> 00:37:15,830 establish resiliency in our supply 926 00:37:15,830 --> 00:37:18,399 chains and our capabilities , but doing 927 00:37:18,399 --> 00:37:21,050 it as efficiently as possible . No 928 00:37:21,050 --> 00:37:23,330 vestiges of the past . This is 929 00:37:23,330 --> 00:37:26,129 essentially saying , hey , there may be 930 00:37:26,129 --> 00:37:29,280 programs or functions or activities 931 00:37:29,489 --> 00:37:31,656 that the department has been doing for 932 00:37:31,656 --> 00:37:33,989 years and years . It's become tradition . 933 00:37:33,989 --> 00:37:36,409 We need to question those and maybe 934 00:37:36,409 --> 00:37:38,840 slay a few sacred cows along the way . 935 00:37:39,090 --> 00:37:40,923 That's what it's asking us to do 936 00:37:40,923 --> 00:37:42,868 digital first operations . This is 937 00:37:42,868 --> 00:37:44,812 where they're essentially what the 938 00:37:44,812 --> 00:37:46,969 deputy is saying is if there's a 939 00:37:46,969 --> 00:37:49,025 process or a function , particularly 940 00:37:49,025 --> 00:37:51,850 manual ones . We need to think first 941 00:37:51,850 --> 00:37:54,017 about how you automate that or how you 942 00:37:54,017 --> 00:37:56,689 leverage technology uh and avoid costs 943 00:37:56,689 --> 00:37:59,489 associated with manual workload . Now , 944 00:38:01,620 --> 00:38:03,842 That kind of describes how we operate , 945 00:38:03,842 --> 00:38:07,610 doesn't it ? Right , General ? 946 00:38:08,139 --> 00:38:11,649 I mean . It , it's just like Taylor , 947 00:38:11,709 --> 00:38:13,820 it's like they took a page out of the 948 00:38:13,820 --> 00:38:15,790 DLA book and said , yeah , we want 949 00:38:15,790 --> 00:38:17,790 everyone to act like DLA , so we're 950 00:38:17,790 --> 00:38:21,429 good , right ? Think we're good ? Now 951 00:38:21,429 --> 00:38:24,439 we got some work to do and you'll see 952 00:38:24,439 --> 00:38:27,129 as we talk about the the future of DLA 953 00:38:27,479 --> 00:38:29,701 and what we've learned from the history 954 00:38:29,701 --> 00:38:31,923 of DLA that we're always in this era of 955 00:38:31,923 --> 00:38:33,979 self-examination to see where we can 956 00:38:33,979 --> 00:38:36,479 get better , where we can not just not 957 00:38:36,479 --> 00:38:38,939 just from a resourcing stand standpoint , 958 00:38:39,159 --> 00:38:41,492 but from a mission execution standpoint . 959 00:38:41,679 --> 00:38:44,199 So we're in the midst right now this 960 00:38:44,199 --> 00:38:47,600 week , tomorrow , the director and a 961 00:38:47,600 --> 00:38:49,378 few of us are heading up to the 962 00:38:49,378 --> 00:38:51,870 Pentagon . Uh , to brief our story , to 963 00:38:51,870 --> 00:38:55,770 tell our story to a panel of OSD , 964 00:38:56,310 --> 00:38:58,270 senior leaders that represent the 965 00:38:58,270 --> 00:39:00,270 Comptroller function , the program 966 00:39:00,270 --> 00:39:02,310 evaluation function that works with 967 00:39:02,310 --> 00:39:05,790 Comptroller called CAPE , uh , the 968 00:39:05,790 --> 00:39:08,510 performance improvement officer in OSD , 969 00:39:08,629 --> 00:39:10,796 as well as a couple of representatives 970 00:39:10,796 --> 00:39:12,689 from Doge . So tomorrow is our 971 00:39:12,689 --> 00:39:14,830 opportunity to speak directly with 972 00:39:14,830 --> 00:39:17,350 those representatives , tell our story . 973 00:39:18,360 --> 00:39:20,699 Offer some ideas about what DLA is 974 00:39:20,699 --> 00:39:22,532 doing , not just in terms of our 975 00:39:22,532 --> 00:39:24,643 transformation and the strategy we're 976 00:39:24,643 --> 00:39:26,643 operating under right now and where 977 00:39:26,643 --> 00:39:28,755 we're headed , but how we're going to 978 00:39:28,755 --> 00:39:30,699 accelerate that in accordance with 979 00:39:30,699 --> 00:39:32,866 those guiding principles in accordance 980 00:39:32,866 --> 00:39:34,979 with expectations that are set with 981 00:39:34,979 --> 00:39:37,639 respect to efficiencies . And so we are 982 00:39:37,639 --> 00:39:40,239 going to have that opportunity to do so . 983 00:39:40,399 --> 00:39:42,621 I'm looking forward to it because , you 984 00:39:42,621 --> 00:39:44,510 know , not everyone knows all the 985 00:39:44,510 --> 00:39:46,919 things that DLA does for the 986 00:39:46,919 --> 00:39:49,000 warfighters and for others , other 987 00:39:49,000 --> 00:39:51,679 whole government partners , and it 988 00:39:51,679 --> 00:39:54,199 gives us our opportunity to tell that 989 00:39:54,199 --> 00:39:57,840 story . So I feel like the future is 990 00:39:57,840 --> 00:40:00,959 bright . Uh , there will be some change 991 00:40:00,959 --> 00:40:04,040 that is that that's , that's a given . 992 00:40:04,429 --> 00:40:06,570 Um , it will be somewhat disruptive 993 00:40:06,570 --> 00:40:09,239 once we start getting decisions . um , 994 00:40:09,810 --> 00:40:11,754 we're also looking to see what the 995 00:40:11,754 --> 00:40:14,489 military services are doing as well as 996 00:40:14,489 --> 00:40:17,239 the joint staff and and the overall uh 997 00:40:17,239 --> 00:40:19,439 joint community is doing with respect 998 00:40:19,439 --> 00:40:21,661 to their posture , their organizational 999 00:40:21,661 --> 00:40:24,610 structures , the programs . Everything 1000 00:40:24,610 --> 00:40:28,280 we do in DLA is in support of 1001 00:40:28,610 --> 00:40:31,409 those organizations , so we can't make 1002 00:40:31,409 --> 00:40:33,729 big changes or make unilateral 1003 00:40:33,729 --> 00:40:36,000 decisions without having a good 1004 00:40:36,000 --> 00:40:38,729 understanding of what our partners in 1005 00:40:38,729 --> 00:40:40,507 the military services combatant 1006 00:40:40,507 --> 00:40:42,618 commands , the joint community , what 1007 00:40:42,618 --> 00:40:44,785 they do . That's part of our messaging 1008 00:40:44,785 --> 00:40:47,007 for tomorrow , that in many ways DLA is 1009 00:40:47,007 --> 00:40:49,173 a reflection of what our customers ask 1010 00:40:49,173 --> 00:40:51,396 us to do . And so I think this is going 1011 00:40:51,396 --> 00:40:54,060 to be an iterative process . DLA will 1012 00:40:54,060 --> 00:40:56,379 probably attract some attention right 1013 00:40:56,379 --> 00:40:58,979 on the first chart $47 billion of 1014 00:40:58,979 --> 00:41:01,459 revenue . I think that might attract a 1015 00:41:01,459 --> 00:41:04,580 little attention in OSD and with not 1016 00:41:04,580 --> 00:41:07,540 just Doge , uh , but also the deputy 1017 00:41:07,540 --> 00:41:09,850 secretary who if you see his background 1018 00:41:09,850 --> 00:41:13,260 and his biography comes out of private 1019 00:41:13,260 --> 00:41:15,850 industry . Out of venture capital in 1020 00:41:15,850 --> 00:41:18,479 that finance and business world , so 1021 00:41:19,169 --> 00:41:21,280 he's going to have a lot of questions 1022 00:41:21,280 --> 00:41:23,391 for us and really the next step after 1023 00:41:23,391 --> 00:41:25,502 that is to have a direct conversation 1024 00:41:25,502 --> 00:41:27,558 with the deputy so that again we can 1025 00:41:27,558 --> 00:41:31,040 tell our story and offer what we are , 1026 00:41:31,209 --> 00:41:34,649 what we're preparing to do and describe 1027 00:41:34,649 --> 00:41:36,816 maybe some risk associated with that , 1028 00:41:36,969 --> 00:41:40,010 but also the necessity for accelerating 1029 00:41:40,010 --> 00:41:42,580 that change . Our commitment , and this 1030 00:41:42,580 --> 00:41:44,780 is part of our operating principles as 1031 00:41:44,780 --> 00:41:48,409 well , remains transparency . But it's 1032 00:41:48,409 --> 00:41:50,530 also agility and it's readiness and 1033 00:41:50,530 --> 00:41:52,570 it's a focus on excellence and 1034 00:41:52,570 --> 00:41:55,760 innovation . So , so all of those 1035 00:41:55,760 --> 00:41:57,871 things are going to have to come into 1036 00:41:57,871 --> 00:41:59,816 play for us to work together to be 1037 00:41:59,816 --> 00:42:02,229 successful there . So , sir , thanks , 1038 00:42:02,270 --> 00:42:04,492 Mr . Bun . Let's go to the next slide , 1039 00:42:04,492 --> 00:42:06,659 please . So here's a little bit of the 1040 00:42:06,659 --> 00:42:08,826 context , right ? And I showed this to 1041 00:42:08,826 --> 00:42:11,103 you all , um , in a previous town hall . 1042 00:42:11,103 --> 00:42:13,326 So as you look at the different eras of 1043 00:42:13,326 --> 00:42:15,070 delay . er just before we were 1044 00:42:15,070 --> 00:42:18,510 established and each major era after 1045 00:42:18,510 --> 00:42:20,750 we're established is characterized by 1046 00:42:20,750 --> 00:42:24,469 change . We have always adapted to the 1047 00:42:24,469 --> 00:42:26,540 requirements and to the environment 1048 00:42:26,870 --> 00:42:30,070 we're good at it . And not only are we 1049 00:42:30,070 --> 00:42:32,292 built to change , we're built to last . 1050 00:42:32,790 --> 00:42:34,790 I can tell you there are militaries 1051 00:42:34,790 --> 00:42:37,870 across the world who view us as one of 1052 00:42:37,870 --> 00:42:39,926 the best capabilities our nation has 1053 00:42:40,070 --> 00:42:41,959 because they don't have something 1054 00:42:41,959 --> 00:42:43,626 similar , and the warfighters 1055 00:42:43,626 --> 00:42:45,737 understand what we're able to deliver 1056 00:42:45,737 --> 00:42:47,903 for our nation . So I'm very confident 1057 00:42:47,903 --> 00:42:50,126 as we move forward , and I'm very proud 1058 00:42:50,126 --> 00:42:52,070 to be able to walk into any room , 1059 00:42:52,070 --> 00:42:54,126 including tomorrow , and brag on you 1060 00:42:54,126 --> 00:42:56,181 and describe what you do so well and 1061 00:42:56,181 --> 00:42:58,348 know that we're going to come out OK . 1062 00:42:58,550 --> 00:43:00,606 We're going to come out just fine on 1063 00:43:00,606 --> 00:43:02,828 the other end of it , and at the end of 1064 00:43:02,828 --> 00:43:04,994 the day we're going to come out better 1065 00:43:04,994 --> 00:43:04,860 in our ability to meet our mission and 1066 00:43:04,860 --> 00:43:07,330 meet all of our requirements . OK , so 1067 00:43:07,330 --> 00:43:09,330 that's really what we want to share 1068 00:43:09,330 --> 00:43:11,441 with you all up front . Now I want to 1069 00:43:11,441 --> 00:43:13,497 get to the really the most important 1070 00:43:13,497 --> 00:43:15,274 part of today , and that's your 1071 00:43:15,274 --> 00:43:17,386 questions . Over to you , Kathy . All 1072 00:43:17,386 --> 00:43:17,209 right , thanks , sir . Ladies and 1073 00:43:17,209 --> 00:43:19,376 gentlemen , General Simmerly has asked 1074 00:43:19,376 --> 00:43:21,376 us to add 15 minutes to the to this 1075 00:43:21,649 --> 00:43:23,816 event today so we can make sure we get 1076 00:43:23,816 --> 00:43:26,038 to several questions . So we have right 1077 00:43:26,038 --> 00:43:28,205 about half an hour right now and we'll 1078 00:43:28,205 --> 00:43:30,205 start with some that were submitted 1079 00:43:30,205 --> 00:43:32,929 from folks in the outstations on video . 1080 00:43:33,729 --> 00:43:36,800 Go ahead . Hello , General Simmerly , 1081 00:43:37,169 --> 00:43:39,113 John Bing here , XO of the reserve 1082 00:43:39,113 --> 00:43:41,739 Distribution unit in Susquehanna . Sir , 1083 00:43:41,780 --> 00:43:44,002 as DLA aligns to the interim priorities 1084 00:43:44,002 --> 00:43:45,947 of the national defense strategy , 1085 00:43:46,459 --> 00:43:48,570 specifically in the Pacific theater , 1086 00:43:48,699 --> 00:43:50,921 what do you see as the prime logistical 1087 00:43:50,921 --> 00:43:53,032 and operational challenges the agency 1088 00:43:53,032 --> 00:43:54,810 faces ? Thank you for taking my 1089 00:43:54,810 --> 00:43:57,143 question . So that was a great question . 1090 00:43:57,143 --> 00:43:59,366 I appreciate the fact that it came from 1091 00:43:59,366 --> 00:44:01,532 one of our teammates in distribution . 1092 00:44:01,532 --> 00:44:03,755 When you think about the questions that 1093 00:44:03,755 --> 00:44:05,921 they have , uh , in terms of how we're 1094 00:44:05,921 --> 00:44:07,643 gonna posture our distribution 1095 00:44:07,643 --> 00:44:09,699 capability , uh , for that fight and 1096 00:44:09,699 --> 00:44:11,588 into paycom . It's one of the key 1097 00:44:11,588 --> 00:44:13,643 questions that we have , but there's 1098 00:44:13,643 --> 00:44:15,532 many questions about this , and I 1099 00:44:15,532 --> 00:44:17,755 really highlighted my earlier remarks , 1100 00:44:17,755 --> 00:44:19,588 you know , what is driving . Our 1101 00:44:19,588 --> 00:44:21,699 understanding of what's different and 1102 00:44:21,699 --> 00:44:23,921 what's changing uh in that war fighting 1103 00:44:23,921 --> 00:44:25,921 context . Whenever we think about a 1104 00:44:25,921 --> 00:44:27,810 fight , we always think about the 1105 00:44:27,810 --> 00:44:29,921 capabilities of our enemy . So if you 1106 00:44:29,921 --> 00:44:31,921 think about China and what they are 1107 00:44:31,921 --> 00:44:34,489 doing and what they say they will do , 1108 00:44:34,979 --> 00:44:37,035 as I mentioned before , we know that 1109 00:44:37,035 --> 00:44:39,035 they possess capability and we know 1110 00:44:39,035 --> 00:44:41,530 that they plan to attack our military 1111 00:44:41,770 --> 00:44:43,992 and our military logistics capability . 1112 00:44:43,992 --> 00:44:46,290 In some cases it's going to be kinetic 1113 00:44:46,290 --> 00:44:48,530 attacks . So those places where we have 1114 00:44:48,530 --> 00:44:51,449 things stored for are vulnerable . We 1115 00:44:51,449 --> 00:44:53,530 have to think about locating them in 1116 00:44:53,530 --> 00:44:55,530 different places where they're less 1117 00:44:55,530 --> 00:44:57,530 vulnerable or taking other means to 1118 00:44:57,530 --> 00:44:59,586 protect them where they are , and it 1119 00:44:59,586 --> 00:45:01,474 could be fuel , it could be other 1120 00:45:01,474 --> 00:45:03,252 commodities that we have for in 1121 00:45:03,252 --> 00:45:05,252 different locations . So we have to 1122 00:45:05,252 --> 00:45:07,419 think about dispersion as an example , 1123 00:45:07,419 --> 00:45:09,474 as one of the means to protect those 1124 00:45:09,474 --> 00:45:11,474 things . Uh , we also have to think 1125 00:45:11,474 --> 00:45:13,530 about , uh , other ways that they're 1126 00:45:13,530 --> 00:45:15,641 gonna target our capability , and one 1127 00:45:15,641 --> 00:45:17,752 of the primary means is cyber . So we 1128 00:45:17,752 --> 00:45:19,974 know they're going to treat our ability 1129 00:45:19,974 --> 00:45:22,340 to communicate , a treat our ability to 1130 00:45:22,350 --> 00:45:24,679 to plan , a treat our ability to 1131 00:45:24,679 --> 00:45:27,550 receive information about requirements , 1132 00:45:27,560 --> 00:45:29,909 and a our ability to collaborate with 1133 00:45:29,909 --> 00:45:31,909 our partners who are forward on the 1134 00:45:31,909 --> 00:45:33,798 battlefield and with our industry 1135 00:45:33,798 --> 00:45:35,965 partners partners who are back at home 1136 00:45:35,965 --> 00:45:38,131 station . And that's why we can really 1137 00:45:38,131 --> 00:45:39,965 say that not not only will we be 1138 00:45:39,965 --> 00:45:42,270 contested in some domains like cyber , 1139 00:45:42,280 --> 00:45:45,040 we're being contested right now uh so 1140 00:45:45,040 --> 00:45:47,199 as I mentioned before , we have to 1141 00:45:47,199 --> 00:45:49,366 develop strategies and the means to be 1142 00:45:49,366 --> 00:45:51,909 faster , smarter , better protected , 1143 00:45:52,120 --> 00:45:54,590 and better connected on the faster side 1144 00:45:54,590 --> 00:45:56,790 it's really about agility in our 1145 00:45:56,790 --> 00:45:58,919 decision making , uh , so that we can 1146 00:45:58,919 --> 00:46:01,320 outpace . Our adversaries and their 1147 00:46:01,320 --> 00:46:03,520 actions and get inside their decision 1148 00:46:03,520 --> 00:46:05,709 cycle so we can plan better for them . 1149 00:46:05,739 --> 00:46:07,572 We can anticipate requirements , 1150 00:46:07,572 --> 00:46:09,572 anticipate where we're going to get 1151 00:46:09,572 --> 00:46:11,572 attacked and then mitigate those in 1152 00:46:11,572 --> 00:46:13,860 terms of our logistics plans . Uh , we 1153 00:46:13,860 --> 00:46:15,804 also have to think about how we're 1154 00:46:15,804 --> 00:46:17,693 going to structure our capability 1155 00:46:17,899 --> 00:46:20,639 across the enterprise so that we've got 1156 00:46:20,639 --> 00:46:22,639 that resilience and that agility to 1157 00:46:22,639 --> 00:46:24,861 respond . So , you know , we talk about 1158 00:46:24,861 --> 00:46:27,083 posture , I think of it in three ways . 1159 00:46:27,083 --> 00:46:28,860 One , presence , where we have 1160 00:46:28,860 --> 00:46:31,260 capability and where it needs to be to 1161 00:46:31,260 --> 00:46:33,659 win a fight . Second one is positioning 1162 00:46:33,659 --> 00:46:37,030 where we have material . Across the 1163 00:46:37,030 --> 00:46:39,197 battlefield and getting into the right 1164 00:46:39,197 --> 00:46:41,419 places and the right quantities and the 1165 00:46:41,419 --> 00:46:43,586 right things , so it's really going to 1166 00:46:43,586 --> 00:46:45,752 be useful understanding that we're not 1167 00:46:45,752 --> 00:46:47,586 likely to be able to move things 1168 00:46:47,586 --> 00:46:49,808 multiple times once we bring it forward 1169 00:46:49,808 --> 00:46:51,974 and then a stance where we can project 1170 00:46:51,974 --> 00:46:53,750 capability but also protect it 1171 00:46:53,750 --> 00:46:55,806 continuously . A lot of that is that 1172 00:46:55,806 --> 00:46:57,917 cyber threat , but also it's physical 1173 00:46:57,917 --> 00:46:59,861 protection , of course it's always 1174 00:46:59,861 --> 00:47:01,972 about protecting our people as well . 1175 00:47:02,110 --> 00:47:04,110 So we've never encountered a threat 1176 00:47:04,110 --> 00:47:06,443 quite like this . It's been a long time . 1177 00:47:06,443 --> 00:47:08,332 Since we've been in a large scale 1178 00:47:08,332 --> 00:47:10,290 combat operation against a peer 1179 00:47:10,290 --> 00:47:12,512 competitor , you really have to go back 1180 00:47:12,512 --> 00:47:14,623 to World War II since we've had to do 1181 00:47:14,623 --> 00:47:16,623 that and understand that that means 1182 00:47:16,909 --> 00:47:19,050 some fundamental shifts have to occur 1183 00:47:19,330 --> 00:47:21,552 if we're gonna be successful , not just 1184 00:47:21,552 --> 00:47:23,830 in the logistics war fighting function , 1185 00:47:23,969 --> 00:47:26,149 certainly in the fires , the intel , 1186 00:47:26,449 --> 00:47:28,770 the maneuver , the information war 1187 00:47:28,770 --> 00:47:30,770 fighting functions as well , and we 1188 00:47:30,770 --> 00:47:32,881 have to be integrated in those things 1189 00:47:32,881 --> 00:47:34,992 we can't be . An add on . We can't be 1190 00:47:34,992 --> 00:47:36,770 an afterthought . We have to be 1191 00:47:36,770 --> 00:47:38,714 integrated by design and all those 1192 00:47:38,714 --> 00:47:40,937 functions , and that's really why we're 1193 00:47:40,937 --> 00:47:42,937 doing the set the theater , set the 1194 00:47:42,937 --> 00:47:44,826 globe planning , establishing the 1195 00:47:44,826 --> 00:47:44,649 requirements for the global resilience 1196 00:47:44,649 --> 00:47:46,816 initiative , getting the resourcing in 1197 00:47:46,816 --> 00:47:50,010 advance so we can act now prior to 1198 00:47:50,010 --> 00:47:52,209 arriving at the point of need to set 1199 00:47:52,209 --> 00:47:54,376 conditions for future success . Thanks 1200 00:47:54,376 --> 00:47:56,653 for the question , John . Thanks , sir . 1201 00:47:56,729 --> 00:47:58,673 Uh , and before we get to the next 1202 00:47:58,673 --> 00:48:00,673 question , I'll mention that we had 1203 00:48:00,673 --> 00:48:02,785 over 65 questions that were submitted 1204 00:48:02,785 --> 00:48:04,896 for this town hall . So this is the , 1205 00:48:04,896 --> 00:48:07,007 the largest engagement that I've seen 1206 00:48:07,007 --> 00:48:09,389 for one of these events . A lot of 1207 00:48:09,389 --> 00:48:11,389 Kathy's . OK , go ahead and get the 1208 00:48:11,389 --> 00:48:09,790 next one , please . Hello , General 1209 00:48:09,790 --> 00:48:16,350 Summerly . 1210 00:48:16,429 --> 00:48:18,389 I'm Alex Stone from DLA Land and 1211 00:48:18,389 --> 00:48:20,611 Maritime located in Warren , Michigan . 1212 00:48:20,629 --> 00:48:23,350 My question for you is , what is DLA 1213 00:48:23,350 --> 00:48:25,517 planning to do to help the acquisition 1214 00:48:25,517 --> 00:48:27,628 workforce be at the top of their game 1215 00:48:27,628 --> 00:48:29,128 other than the contracting 1216 00:48:29,128 --> 00:48:30,906 certification ? Are there other 1217 00:48:30,906 --> 00:48:33,128 certifications available to us ? And if 1218 00:48:33,128 --> 00:48:35,350 there are not , are there any that will 1219 00:48:35,350 --> 00:48:37,683 be considered in the future ? Thank you . 1220 00:48:37,683 --> 00:48:39,906 So Ann , thanks for that question , and 1221 00:48:39,906 --> 00:48:39,379 it's really important and I'm gonna 1222 00:48:39,629 --> 00:48:41,740 answer part of it . I'm gonna turn to 1223 00:48:41,740 --> 00:48:43,685 Mr . Bunn , uh , and if we need to 1224 00:48:43,685 --> 00:48:45,907 Doctor Barber to talk about it a little 1225 00:48:45,907 --> 00:48:48,073 bit more , RJ one , who's conveniently 1226 00:48:48,073 --> 00:48:50,351 armed with a microphone this afternoon , 1227 00:48:50,351 --> 00:48:52,296 um , so , so first of all , uh , I 1228 00:48:52,296 --> 00:48:54,351 think it's really important question 1229 00:48:54,351 --> 00:48:56,296 specifically to the community that 1230 00:48:56,296 --> 00:48:58,073 you're talking about . Uh , our 1231 00:48:58,073 --> 00:49:00,129 procurement teams , but also I think 1232 00:49:00,129 --> 00:49:02,129 it's more broadly , uh , and that's 1233 00:49:02,129 --> 00:49:04,129 part of what's in our strategy with 1234 00:49:04,129 --> 00:49:06,351 people investing in our people , making 1235 00:49:06,351 --> 00:49:08,518 sure that not only are we recruiting . 1236 00:49:08,518 --> 00:49:10,573 The right skill sets that we need in 1237 00:49:10,573 --> 00:49:12,796 the future . We're also developing them 1238 00:49:12,796 --> 00:49:14,629 in our current workforce , so we 1239 00:49:14,629 --> 00:49:16,851 understand specifically what's going to 1240 00:49:16,851 --> 00:49:16,699 be necessary for them to be successful 1241 00:49:16,919 --> 00:49:19,086 in the future and arming them with the 1242 00:49:19,086 --> 00:49:21,363 capabilities so they can be successful , 1243 00:49:21,363 --> 00:49:23,308 and that's going to be a different 1244 00:49:23,308 --> 00:49:25,475 answer for different functions that we 1245 00:49:25,475 --> 00:49:27,641 have . And so we have to be adaptive . 1246 00:49:27,641 --> 00:49:29,752 We have to be specific to those needs 1247 00:49:29,752 --> 00:49:31,808 in each one of those career fields . 1248 00:49:31,808 --> 00:49:33,808 The other thing I'll add on that we 1249 00:49:33,808 --> 00:49:35,808 talked about already uh is ensuring 1250 00:49:35,808 --> 00:49:37,975 that we instill greater data acumen in 1251 00:49:37,975 --> 00:49:39,752 every member of our workforce . 1252 00:49:39,752 --> 00:49:42,030 Everybody has a relationship with data , 1253 00:49:42,030 --> 00:49:44,030 everybody has a relationship with a 1254 00:49:44,030 --> 00:49:46,252 screen in some form or another . And we 1255 00:49:46,252 --> 00:49:48,475 have to arm you with the ability to put 1256 00:49:48,475 --> 00:49:50,530 those elements of data to use so you 1257 00:49:50,530 --> 00:49:52,752 can improve your ability to act smarter 1258 00:49:52,752 --> 00:49:54,475 and faster within that realm . 1259 00:49:54,709 --> 00:49:56,820 Certifications are a big part of it . 1260 00:49:56,820 --> 00:49:58,820 What we intend to do with regard to 1261 00:49:58,820 --> 00:50:01,270 data is not only establish different 1262 00:50:01,270 --> 00:50:03,790 levels but get credentialing in there . 1263 00:50:03,870 --> 00:50:06,037 So not only can we give incentives for 1264 00:50:06,037 --> 00:50:08,239 learning , we can also help us manage 1265 00:50:08,239 --> 00:50:10,784 talent a more precise . by getting 1266 00:50:10,784 --> 00:50:12,895 people with the right skill sets into 1267 00:50:12,895 --> 00:50:15,117 the right jobs , and that at the end of 1268 00:50:15,117 --> 00:50:17,340 the day will involve quite a few things 1269 00:50:17,340 --> 00:50:19,340 beyond just the delivery of refined 1270 00:50:19,340 --> 00:50:21,451 training . It's also going to involve 1271 00:50:21,451 --> 00:50:23,451 some some changes to the way we may 1272 00:50:23,451 --> 00:50:25,673 describe PDs , the way that we describe 1273 00:50:25,673 --> 00:50:28,735 our our objectives and how we assess 1274 00:50:28,735 --> 00:50:30,957 success as we go through the evaluation 1275 00:50:30,957 --> 00:50:33,124 process . I'll turn to Mr . Bund . Let 1276 00:50:33,124 --> 00:50:36,070 me just add one kind of . Uh , for 1277 00:50:36,070 --> 00:50:38,719 promoting purposes , the DLA executive 1278 00:50:38,719 --> 00:50:40,775 Development Program , which has been 1279 00:50:40,775 --> 00:50:42,886 around a long time , but it continues 1280 00:50:42,886 --> 00:50:45,052 to evolve and adapt to the environment 1281 00:50:45,052 --> 00:50:46,941 in terms of the offerings and the 1282 00:50:46,941 --> 00:50:49,163 content that it that it provides , um , 1283 00:50:49,163 --> 00:50:51,330 I would , I would encourage all of you 1284 00:50:51,330 --> 00:50:53,497 to find out more about the EDP , which 1285 00:50:53,497 --> 00:50:57,189 is administered by J1 , um , but it's 1286 00:50:57,189 --> 00:50:59,245 my privilege to chair that executive 1287 00:50:59,245 --> 00:51:01,399 resources board , uh , because it's a 1288 00:51:01,399 --> 00:51:03,566 nominative and a competitive process . 1289 00:51:03,699 --> 00:51:05,810 And we spend a fair amount of dollars 1290 00:51:05,810 --> 00:51:08,032 on that . I'm not going to say how much 1291 00:51:08,032 --> 00:51:10,255 because someone will ask me to cut it , 1292 00:51:10,255 --> 00:51:12,729 but we , we invest in our people both 1293 00:51:12,729 --> 00:51:15,639 at the , at the point that they arrive 1294 00:51:15,639 --> 00:51:17,806 for kind of the formal training to get 1295 00:51:17,806 --> 00:51:20,260 them up to speed , but also in that mid 1296 00:51:20,260 --> 00:51:22,093 mid-career as well as leadership 1297 00:51:22,093 --> 00:51:24,689 development . There are acquisition 1298 00:51:24,689 --> 00:51:28,120 oriented courses in there as well as 1299 00:51:28,870 --> 00:51:31,092 professional and leadership development 1300 00:51:31,092 --> 00:51:33,037 courses in there . Some of you are 1301 00:51:33,037 --> 00:51:34,926 probably tracking that we had the 1302 00:51:34,926 --> 00:51:37,148 travel freeze , right , where there was 1303 00:51:37,148 --> 00:51:39,300 a direction to kind of zero out 1304 00:51:39,300 --> 00:51:42,739 government travel cards and stop travel 1305 00:51:43,260 --> 00:51:45,482 except for mission essential purposes . 1306 00:51:45,580 --> 00:51:48,100 We made a conscious decision that 1307 00:51:48,100 --> 00:51:50,340 training associated with job 1308 00:51:50,340 --> 00:51:53,260 requirements is an exception . So we've 1309 00:51:53,260 --> 00:51:55,699 exempted the travel associated with 1310 00:51:55,699 --> 00:51:58,739 that to include DAU courses as well as 1311 00:51:58,739 --> 00:52:00,906 some of our EDP courses . In fact , in 1312 00:52:00,906 --> 00:52:03,780 a couple weeks we'll be sending a cadre 1313 00:52:03,780 --> 00:52:07,699 down to UNC for an industry partnership 1314 00:52:07,699 --> 00:52:09,866 management course . It'll be about our 1315 00:52:09,866 --> 00:52:11,889 4th or 5th offering of that . And 1316 00:52:11,889 --> 00:52:13,778 that's an excellent opportunity , 1317 00:52:13,778 --> 00:52:15,833 particularly for our acquisition and 1318 00:52:15,833 --> 00:52:17,833 contracting professionals to have a 1319 00:52:17,833 --> 00:52:20,010 classroom-based setting to engage 1320 00:52:20,010 --> 00:52:22,250 directly with industry and see what the 1321 00:52:22,250 --> 00:52:25,370 best practices are out there in terms 1322 00:52:25,370 --> 00:52:27,719 of managing relationships with industry . 1323 00:52:27,850 --> 00:52:29,961 We're making that investment . I know 1324 00:52:29,961 --> 00:52:32,072 we're going to , we're probably going 1325 00:52:32,072 --> 00:52:34,128 to get some strain and stress around 1326 00:52:34,128 --> 00:52:36,419 budget and reductions , but as long as 1327 00:52:36,419 --> 00:52:38,586 I've been in this agency and frankly , 1328 00:52:38,586 --> 00:52:40,586 as long as I'm in this agency in my 1329 00:52:40,586 --> 00:52:42,860 role kind of overseeing resourcing , my 1330 00:52:42,860 --> 00:52:45,082 intent is to , whatever the size of the 1331 00:52:45,082 --> 00:52:47,419 agency is , make sure that we are 1332 00:52:47,419 --> 00:52:49,530 investing in our people because we're 1333 00:52:49,530 --> 00:52:51,252 not doing anybody any favors , 1334 00:52:51,419 --> 00:52:53,363 especially the warfighters , if we 1335 00:52:53,363 --> 00:52:55,530 don't have a trained ready workforce . 1336 00:52:56,199 --> 00:52:58,421 Turn to Dr . Barber and see if he wants 1337 00:52:58,421 --> 00:53:00,588 to elaborate on credentialing at all . 1338 00:53:00,588 --> 00:53:00,360 I know you're keeping that microphone 1339 00:53:00,360 --> 00:53:04,250 warm , Chuck . Sir , I actually think 1340 00:53:04,250 --> 00:53:06,361 you all covered it well . I think the 1341 00:53:06,361 --> 00:53:08,472 only thing I'll offer is that most of 1342 00:53:08,472 --> 00:53:10,639 the topical areas that you all covered 1343 00:53:10,639 --> 00:53:10,530 this afternoon will all be a key 1344 00:53:10,530 --> 00:53:12,586 components within the refresh of our 1345 00:53:12,586 --> 00:53:14,586 people and culture plan , which all 1346 00:53:14,586 --> 00:53:16,752 points to how we want to invest in our 1347 00:53:16,752 --> 00:53:18,752 workforce . Thank you . All right , 1348 00:53:18,752 --> 00:53:18,530 thanks . Can we have the last video 1349 00:53:18,530 --> 00:53:20,697 question , please ? Hello , Lieutenant 1350 00:53:20,697 --> 00:53:22,863 General Semmerly . I'm Stephen Forster 1351 00:53:22,863 --> 00:53:24,752 from J60K EA2 at New Cumberland , 1352 00:53:24,752 --> 00:53:26,808 Pennsylvania . With the execution of 1353 00:53:26,808 --> 00:53:29,649 DRP 1.0 , 2.0 , and Vera , as well as 1354 00:53:29,649 --> 00:53:31,816 the current hiring freeze , many staff 1355 00:53:31,816 --> 00:53:33,982 members who choose to stay at DLA will 1356 00:53:33,982 --> 00:53:35,927 be absorbing additional duties . I 1357 00:53:35,927 --> 00:53:37,705 would like to inquire about the 1358 00:53:37,705 --> 00:53:39,538 agency's plans for retention and 1359 00:53:39,538 --> 00:53:41,649 recruitment , specifically , once the 1360 00:53:41,649 --> 00:53:43,371 hiring freeze is lifted . What 1361 00:53:43,371 --> 00:53:45,316 incentives and strategic plans are 1362 00:53:45,316 --> 00:53:45,080 being enacted to retain current 1363 00:53:45,080 --> 00:53:47,302 employees and attract new talent to the 1364 00:53:47,302 --> 00:53:49,800 agency ? Are there any incentives being 1365 00:53:49,800 --> 00:53:51,744 considered to recognize and reward 1366 00:53:51,744 --> 00:53:53,560 staff members who have taken on 1367 00:53:53,560 --> 00:53:56,000 additional responsibilities ? Thank you . 1368 00:53:56,199 --> 00:53:58,366 Yeah , that's a fantastic question and 1369 00:53:58,366 --> 00:54:00,366 really probably on the forefront of 1370 00:54:00,366 --> 00:54:02,310 most people's minds . You know how 1371 00:54:02,310 --> 00:54:04,532 we're responding to the departure of so 1372 00:54:04,532 --> 00:54:06,879 many of our great teammates and you 1373 00:54:06,879 --> 00:54:09,429 think about the Deferred resignation 1374 00:54:09,429 --> 00:54:11,540 program , two different waves of it , 1375 00:54:11,540 --> 00:54:13,596 and the second one and the first one 1376 00:54:13,596 --> 00:54:15,651 combined , about 1500 people who are 1377 00:54:15,651 --> 00:54:19,350 leaving our ranks . 4 SESs , about 30 1378 00:54:19,350 --> 00:54:22,110 GS-15s , just to describe some of the 1379 00:54:22,110 --> 00:54:24,443 impact and a lot of other senior people , 1380 00:54:24,550 --> 00:54:26,772 and I don't even know if we've measured 1381 00:54:26,772 --> 00:54:28,994 the number of years they're going to be 1382 00:54:28,994 --> 00:54:31,217 leaving our formation , but it's really 1383 00:54:31,217 --> 00:54:33,328 significant , and I know that means a 1384 00:54:33,328 --> 00:54:35,494 lot of other people are being asked to 1385 00:54:35,494 --> 00:54:37,217 step up . To assume additional 1386 00:54:37,217 --> 00:54:39,328 responsibility , some cases to assume 1387 00:54:39,328 --> 00:54:42,199 new roles , or to perform at a higher 1388 00:54:42,199 --> 00:54:44,366 level in their current role . We're in 1389 00:54:44,366 --> 00:54:46,840 the process of evaluating each element 1390 00:54:46,840 --> 00:54:49,010 of the agency to make sure we 1391 00:54:49,010 --> 00:54:51,121 understand where we have risk , where 1392 00:54:51,121 --> 00:54:53,719 we can apply additional resources , and 1393 00:54:53,719 --> 00:54:56,229 where we can prioritize efforts better 1394 00:54:56,719 --> 00:54:58,608 uh in order for us to continue to 1395 00:54:58,608 --> 00:55:00,552 perform . We know there will be at 1396 00:55:00,552 --> 00:55:02,775 least a near term impact on our ability 1397 00:55:02,775 --> 00:55:04,941 to deliver specific missions . Uh , so 1398 00:55:04,941 --> 00:55:07,108 that's , that's part of our assessment 1399 00:55:07,108 --> 00:55:09,275 and development of a strategy in order 1400 00:55:09,275 --> 00:55:11,330 to do that . We do know to Stephen's 1401 00:55:11,330 --> 00:55:13,386 point , that we have to make sure we 1402 00:55:13,386 --> 00:55:13,159 take care of those folks who continue 1403 00:55:13,159 --> 00:55:15,215 to perform who are accepting greater 1404 00:55:15,215 --> 00:55:17,600 roles and responsibilities . We do know 1405 00:55:17,600 --> 00:55:19,656 that the hiring freeze will continue 1406 00:55:19,656 --> 00:55:21,711 for a period of time . We don't know 1407 00:55:21,711 --> 00:55:23,933 when it will be . Uh , my , my guess is 1408 00:55:23,933 --> 00:55:26,044 it's not going to be in the long term 1409 00:55:26,044 --> 00:55:28,267 and that we'll be able to address uh in 1410 00:55:28,267 --> 00:55:30,489 sometime in the near future some of our 1411 00:55:30,489 --> 00:55:32,433 shortfalls . We've got quite a few 1412 00:55:32,433 --> 00:55:34,656 hiring actions that are still ongoing . 1413 00:55:34,656 --> 00:55:36,433 We've been able to achieve some 1414 00:55:36,433 --> 00:55:38,544 exemptions to the hiring freeze so we 1415 00:55:38,544 --> 00:55:40,649 can fill some critical positions at 1416 00:55:40,649 --> 00:55:42,760 specific locations , so we're driving 1417 00:55:42,760 --> 00:55:44,760 on with those . And then we're also 1418 00:55:44,760 --> 00:55:46,927 prioritizing other things so that when 1419 00:55:46,927 --> 00:55:49,038 we're ready to start to hire , we can 1420 00:55:49,038 --> 00:55:51,389 get those that fit the highest priority , 1421 00:55:51,719 --> 00:55:53,997 address the highest risk areas as well . 1422 00:55:54,120 --> 00:55:56,176 Part of the good news though is that 1423 00:55:56,239 --> 00:55:58,461 some of the things that we already have 1424 00:55:58,461 --> 00:56:00,350 to take care of our people and to 1425 00:56:00,350 --> 00:56:02,517 recognize excellence are still there . 1426 00:56:02,517 --> 00:56:04,517 Number one , what I think is a very 1427 00:56:04,517 --> 00:56:06,406 robust recognition program . Uh , 1428 00:56:06,406 --> 00:56:08,929 awards to include cash awards , those 1429 00:56:08,929 --> 00:56:11,096 things still exist , so we can address 1430 00:56:11,330 --> 00:56:13,386 performance we can address those who 1431 00:56:13,386 --> 00:56:14,774 are taking on additional 1432 00:56:14,774 --> 00:56:16,441 responsibilities who are also 1433 00:56:16,441 --> 00:56:18,639 performing at a higher level , uh , in 1434 00:56:18,639 --> 00:56:20,739 a very specific way through those 1435 00:56:20,739 --> 00:56:23,290 awards and that recognition . Uh , I 1436 00:56:23,290 --> 00:56:25,290 also will say too , it's really 1437 00:56:25,290 --> 00:56:27,234 important as we think about talent 1438 00:56:27,234 --> 00:56:29,346 management . Uh , understanding folks 1439 00:56:29,346 --> 00:56:31,457 who were ready for this opportunity , 1440 00:56:31,459 --> 00:56:33,681 who stepped up and not just making it a 1441 00:56:33,681 --> 00:56:35,939 temporary thing , but rewarding those 1442 00:56:35,939 --> 00:56:38,939 folks who fell into new roles or 1443 00:56:38,939 --> 00:56:41,500 accepted new responsibilities with 1444 00:56:41,500 --> 00:56:44,100 promotions where it's appropriate or 1445 00:56:44,100 --> 00:56:46,500 other sort of recognition so that we 1446 00:56:46,500 --> 00:56:49,659 can help cement and advance career 1447 00:56:49,659 --> 00:56:51,992 progression for each one of those folks . 1448 00:56:52,209 --> 00:56:54,376 I know you'd add to that , Mr . Bunn . 1449 00:56:54,376 --> 00:56:56,598 Just to echo your remarks , I mean , we 1450 00:56:56,598 --> 00:56:58,820 still have the tools at our disposal to 1451 00:56:58,820 --> 00:57:00,487 do that . There has been some 1452 00:57:00,487 --> 00:57:02,265 communication coming out of the 1453 00:57:02,265 --> 00:57:04,487 Pentagon , including a deputy secretary 1454 00:57:04,487 --> 00:57:06,709 memo that does talk about ensuring that 1455 00:57:06,709 --> 00:57:08,542 we are funding and budgeting for 1456 00:57:08,542 --> 00:57:10,709 incentives for the workforce . I think 1457 00:57:10,709 --> 00:57:12,709 that's a signal that the new team , 1458 00:57:12,709 --> 00:57:15,159 whether it's at the OPM administration 1459 00:57:15,159 --> 00:57:17,870 level or within the Defense Department , 1460 00:57:18,159 --> 00:57:20,399 they are going to be looking at how we 1461 00:57:20,399 --> 00:57:23,239 do performance management . Uh , and 1462 00:57:23,239 --> 00:57:26,189 incentives , we , we don't have any 1463 00:57:26,189 --> 00:57:29,239 specificity around that , but you can 1464 00:57:29,239 --> 00:57:32,760 expect maybe a heavier focus on kind of 1465 00:57:32,760 --> 00:57:35,530 performance-based management . And 1466 00:57:35,530 --> 00:57:38,600 we'll leverage that to the maximum 1467 00:57:38,600 --> 00:57:40,770 extent to ensure that we are 1468 00:57:40,770 --> 00:57:43,610 recognizing those folks and again we 1469 00:57:43,610 --> 00:57:45,889 still have the ability to do things 1470 00:57:45,889 --> 00:57:47,945 like temporary promotions , internal 1471 00:57:47,945 --> 00:57:50,129 promotions . So frankly we've got more 1472 00:57:50,129 --> 00:57:53,090 hiring actions on the street now than 1473 00:57:53,090 --> 00:57:55,760 we did just before the hiring freeze 1474 00:57:55,760 --> 00:57:58,479 because the exceptions that were 1475 00:57:58,479 --> 00:58:02,120 authorized by the Secretary . You know , 1476 00:58:02,199 --> 00:58:04,610 we're pretty extensive with respect to 1477 00:58:04,639 --> 00:58:06,806 support to industrial sites and depots 1478 00:58:06,806 --> 00:58:09,080 and shipyards and in a big way , that's 1479 00:58:09,080 --> 00:58:11,959 what we represent . Last , last , last 1480 00:58:11,959 --> 00:58:14,126 piece on this , I'll just kind of make 1481 00:58:14,126 --> 00:58:16,015 a personal comment . I started my 1482 00:58:16,015 --> 00:58:18,070 government career in the early 90s , 1483 00:58:18,080 --> 00:58:20,247 which when you think about the history 1484 00:58:20,247 --> 00:58:22,302 of the Department of Defense was the 1485 00:58:22,302 --> 00:58:25,449 last major downsizing . A and DOD , if 1486 00:58:25,449 --> 00:58:27,850 you recall , there was all kinds of 1487 00:58:27,850 --> 00:58:29,906 downsizing really across the federal 1488 00:58:29,906 --> 00:58:32,010 government , but in the in the 1489 00:58:32,010 --> 00:58:34,121 Department of Defense . That was when 1490 00:58:34,121 --> 00:58:36,399 we were implementing BRAC at the time . 1491 00:58:36,649 --> 00:58:38,705 A not necessary realignments , but a 1492 00:58:38,705 --> 00:58:41,800 lot of closures and starting out my 1493 00:58:41,800 --> 00:58:43,800 career , it was , it was , it was 1494 00:58:43,800 --> 00:58:46,040 pretty uncertain and scary , and I 1495 00:58:46,040 --> 00:58:48,151 wondered whether I made a good choice 1496 00:58:48,151 --> 00:58:50,879 coming into federal service , but in 1497 00:58:50,879 --> 00:58:52,490 many ways it offered me more 1498 00:58:52,490 --> 00:58:54,601 opportunities and in fact accelerated 1499 00:58:54,601 --> 00:58:57,159 some opportunities for me given the 1500 00:58:57,159 --> 00:59:00,959 voluntary departures of many who left . 1501 00:59:01,659 --> 00:59:04,070 for early retirement or other 1502 00:59:04,679 --> 00:59:06,510 incentives that opened up some 1503 00:59:06,510 --> 00:59:08,677 opportunities . So , so you might want 1504 00:59:08,677 --> 00:59:10,288 to think about it that way , 1505 00:59:10,288 --> 00:59:12,621 particularly for our early career folks . 1506 00:59:12,621 --> 00:59:14,843 Chief , you have anything you wanna add 1507 00:59:14,843 --> 00:59:16,788 to that question ? Uh , nothing in 1508 00:59:16,788 --> 00:59:16,770 particular . It just , again , I think 1509 00:59:16,770 --> 00:59:18,826 these are the things that have to do 1510 00:59:18,826 --> 00:59:21,050 with our culture . Um , Doctor Barbara 1511 00:59:21,050 --> 00:59:23,383 mentioned , uh , you know , culture and , 1512 00:59:23,383 --> 00:59:25,439 uh , initiatives that we have here . 1513 00:59:25,439 --> 00:59:27,439 This is where you're really getting 1514 00:59:27,439 --> 00:59:29,661 back to the basics about keeping people 1515 00:59:29,661 --> 00:59:31,939 here , keeping them wanting to be here , 1516 00:59:31,939 --> 00:59:34,106 and it matters . So , uh , again , the 1517 00:59:34,106 --> 00:59:36,217 little things matter right now . Your 1518 00:59:36,217 --> 00:59:36,090 leadership at every level matters right 1519 00:59:36,090 --> 00:59:38,312 now and this is what we need . Thanks , 1520 00:59:38,312 --> 00:59:40,368 Chief , and I'll just add to it with 1521 00:59:40,368 --> 00:59:42,534 two points . Uh , number one . Um , if 1522 00:59:42,534 --> 00:59:44,646 you are feeling like we're asking you 1523 00:59:44,646 --> 00:59:46,757 to do too much , if you know that you 1524 00:59:46,757 --> 00:59:49,530 are not able to complete tasks or your 1525 00:59:49,530 --> 00:59:51,850 work to standard , uh , then please 1526 00:59:51,850 --> 00:59:54,290 communicate that . Let the rest of your 1527 00:59:54,290 --> 00:59:56,489 team know , let your supervisory chain 1528 00:59:56,489 --> 00:59:58,545 know so they can help you . They can 1529 00:59:58,545 --> 01:00:00,767 give resources , they can give advice , 1530 01:00:00,767 --> 01:00:02,933 they can give encouragement , they can 1531 01:00:02,933 --> 01:00:05,045 maybe take some things off your plate 1532 01:00:05,045 --> 01:00:07,211 as well . Uh , and please don't try to 1533 01:00:07,211 --> 01:00:09,433 sprint a marathon , right , because all 1534 01:00:09,433 --> 01:00:11,750 of us are , are in this , uh , for the 1535 01:00:11,750 --> 01:00:13,917 right reason , and we need you to be , 1536 01:00:14,270 --> 01:00:16,492 uh , able to perform in the long , over 1537 01:00:16,492 --> 01:00:18,492 the long haul . uh , so please take 1538 01:00:18,492 --> 01:00:20,603 care of yourself , uh , in this . The 1539 01:00:20,603 --> 01:00:22,826 other thing I just want to mention is , 1540 01:00:22,826 --> 01:00:25,048 you know , within those 1500 people who 1541 01:00:25,048 --> 01:00:27,048 are departing our ranks in the near 1542 01:00:27,048 --> 01:00:29,159 term , we owe them an obligation just 1543 01:00:29,159 --> 01:00:31,381 like we do anybody who's retired at any 1544 01:00:31,381 --> 01:00:33,437 other era , uh , in our history . To 1545 01:00:33,437 --> 01:00:35,603 recognize them , to thank them for all 1546 01:00:35,603 --> 01:00:37,659 that they've contributed , and to do 1547 01:00:37,659 --> 01:00:39,881 them right . So I'm encouraged by those 1548 01:00:39,881 --> 01:00:42,048 of you that I've seen that are already 1549 01:00:42,048 --> 01:00:44,214 doing that . Uh , I'm signing a lot of 1550 01:00:44,214 --> 01:00:46,326 retirement letters these days , and , 1551 01:00:46,326 --> 01:00:48,492 uh , and every time I look at a letter 1552 01:00:48,492 --> 01:00:51,989 I see a number 44 , 39 , 36 1553 01:00:52,449 --> 01:00:55,030 years of service , uh , when I signed 1554 01:00:55,030 --> 01:00:57,197 those , and it's with great pride that 1555 01:00:57,197 --> 01:00:59,308 I have an opportunity to sign those . 1556 01:00:59,308 --> 01:01:01,474 So I ask you all to continue to do the 1557 01:01:01,474 --> 01:01:00,620 right thing for those folks who are 1558 01:01:00,620 --> 01:01:04,040 leaving our ranks . OK , thanks , sir . 1559 01:01:04,310 --> 01:01:07,070 Um , so we have time for a couple 1560 01:01:07,070 --> 01:01:08,848 questions . We'll take a couple 1561 01:01:08,848 --> 01:01:11,070 questions from inside the room and then 1562 01:01:11,070 --> 01:01:13,403 depending on how much time we have left , 1563 01:01:13,403 --> 01:01:15,514 I'll get through my list . And one of 1564 01:01:15,514 --> 01:01:15,429 those questions that I had on my list 1565 01:01:15,429 --> 01:01:17,485 was , uh , what do we know about the 1566 01:01:17,485 --> 01:01:19,429 hiring freeze and when it might be 1567 01:01:19,429 --> 01:01:21,540 lifted . So you already answered that 1568 01:01:21,540 --> 01:01:20,979 one . I'm checking it off . Thanks , 1569 01:01:20,989 --> 01:01:23,211 sir . Uh , so if you have a question in 1570 01:01:23,211 --> 01:01:25,322 the room , please raise your hand and 1571 01:01:25,322 --> 01:01:27,378 give a second for our staff to bring 1572 01:01:27,378 --> 01:01:31,229 you a microphone . Don't everybody jump 1573 01:01:31,229 --> 01:01:31,909 at once . 1574 01:01:43,750 --> 01:01:46,469 I'm Doctor HL Barton with J6 . Uh , 1575 01:01:46,590 --> 01:01:48,812 based on the number of people that have 1576 01:01:48,812 --> 01:01:50,701 departed probably over the last 6 1577 01:01:50,701 --> 01:01:52,757 months , if you had to do a briefing 1578 01:01:52,830 --> 01:01:55,540 and using a risk analysis perspective , 1579 01:01:55,709 --> 01:01:58,370 would you say we are green , yellow , 1580 01:01:58,629 --> 01:02:01,469 or red ? And if we are red or yellow , 1581 01:02:01,550 --> 01:02:04,070 what do we need to do to get back to 1582 01:02:04,070 --> 01:02:06,070 green and if we are green , what we 1583 01:02:06,070 --> 01:02:08,939 need to do to stay green ? It's a 1584 01:02:08,939 --> 01:02:10,828 fantastic question . I , I really 1585 01:02:10,828 --> 01:02:12,939 appreciate the , the way that you put 1586 01:02:12,939 --> 01:02:15,161 it . What I would say is before we went 1587 01:02:15,161 --> 01:02:17,419 into uh this period of , um , 1588 01:02:18,679 --> 01:02:21,280 Retirements and reduction of personnel , 1589 01:02:21,439 --> 01:02:23,550 of course we haven't done any sort of 1590 01:02:23,550 --> 01:02:25,495 like reduction action , you know , 1591 01:02:25,495 --> 01:02:27,828 other than the voluntary actions so far , 1592 01:02:27,959 --> 01:02:30,070 and we don't know if we'll have to or 1593 01:02:30,070 --> 01:02:32,237 what form that will take , but I would 1594 01:02:32,237 --> 01:02:34,348 say we were probably amber going into 1595 01:02:34,348 --> 01:02:34,100 that for all the reasons that I 1596 01:02:34,100 --> 01:02:36,520 described and yes , we have increased 1597 01:02:36,520 --> 01:02:38,949 risk . So some places that were amber , 1598 01:02:39,040 --> 01:02:41,439 maybe a darker color of amber , maybe 1599 01:02:41,439 --> 01:02:43,495 some places where we even risk being 1600 01:02:43,495 --> 01:02:45,739 red . That we have to address . We're 1601 01:02:45,739 --> 01:02:47,850 in this process , as I mentioned , of 1602 01:02:47,850 --> 01:02:50,017 doing this risk assessment . So we can 1603 01:02:50,017 --> 01:02:51,795 really understand where we have 1604 01:02:51,795 --> 01:02:53,906 weaknesses that we need to shore up . 1605 01:02:53,906 --> 01:02:56,128 Some of them are through actions like I 1606 01:02:56,128 --> 01:02:55,949 described of asking other people to 1607 01:02:55,949 --> 01:02:58,120 shift over . Maybe there's some things 1608 01:02:58,120 --> 01:03:00,231 that now we , you know , if we've got 1609 01:03:00,231 --> 01:03:02,342 fewer resources that we can decide we 1610 01:03:02,342 --> 01:03:04,800 can deliver at a different standard or 1611 01:03:04,800 --> 01:03:07,159 we can alter timelines . I don't think 1612 01:03:07,159 --> 01:03:09,159 there's going to be a lot of that . 1613 01:03:09,159 --> 01:03:11,270 There'll be some certain things , but 1614 01:03:11,270 --> 01:03:11,080 we're still going to have an ambition 1615 01:03:11,080 --> 01:03:13,639 to do more because the time requires us 1616 01:03:13,639 --> 01:03:16,320 to do more . Uh , so , um , you know , 1617 01:03:16,399 --> 01:03:18,399 I think we're gonna have to be more 1618 01:03:18,399 --> 01:03:20,455 precise in talent management . We're 1619 01:03:20,455 --> 01:03:22,677 going to have to be more precise in the 1620 01:03:22,677 --> 01:03:24,343 way that we measure and state 1621 01:03:24,343 --> 01:03:26,566 priorities . That's going to be part of 1622 01:03:26,566 --> 01:03:25,639 the work that we're going to do next 1623 01:03:25,639 --> 01:03:27,639 week with the agency transformation 1624 01:03:27,639 --> 01:03:31,080 summit . We get a chance to review our 1625 01:03:31,080 --> 01:03:33,302 objectives and key results that we want 1626 01:03:33,302 --> 01:03:35,413 to achieve in the coming year and how 1627 01:03:35,413 --> 01:03:37,524 do we adjust those based upon what we 1628 01:03:37,524 --> 01:03:39,691 understand about our current formation 1629 01:03:39,691 --> 01:03:41,858 and where we where we may have more or 1630 01:03:41,858 --> 01:03:44,191 less capability ? Great question though , 1631 01:03:44,191 --> 01:03:46,358 thank you . Thank you . Anyone else in 1632 01:03:46,358 --> 01:03:45,570 the room with a question . 1633 01:03:50,409 --> 01:03:53,229 That's OK . I have a long list . From 1634 01:03:53,229 --> 01:03:55,810 people that were sent in , um , so , 1635 01:03:56,310 --> 01:03:58,590 the most the topic that most employees 1636 01:03:58,590 --> 01:04:00,830 asked about are under the umbrella of 1637 01:04:00,830 --> 01:04:03,229 workforce reshaping . In general , the 1638 01:04:03,229 --> 01:04:05,419 most DLA team members asked , is the 1639 01:04:05,419 --> 01:04:07,429 agency likely to see a reduction in 1640 01:04:07,429 --> 01:04:10,110 force action in the near future ? And 1641 01:04:10,110 --> 01:04:12,277 along those same lines , are there any 1642 01:04:12,277 --> 01:04:15,520 plans for additional uh . DRP delayed 1643 01:04:15,520 --> 01:04:17,590 resignation , voluntary early 1644 01:04:17,590 --> 01:04:19,679 retirement , or voluntary separation 1645 01:04:19,679 --> 01:04:21,879 incentive programs , and when might we 1646 01:04:21,879 --> 01:04:24,699 know more about any of these ? OK , 1647 01:04:24,860 --> 01:04:27,027 I'll , I'll , uh , answer this in part 1648 01:04:27,027 --> 01:04:29,379 and also share with Mr . Bunn . um , so 1649 01:04:29,379 --> 01:04:32,290 there's some things that we know , um , 1650 01:04:32,300 --> 01:04:34,189 about what's happening within the 1651 01:04:34,189 --> 01:04:35,856 department within the federal 1652 01:04:35,856 --> 01:04:38,078 government , other things that we learn 1653 01:04:38,078 --> 01:04:40,300 about the same time as you do , uh , so 1654 01:04:40,300 --> 01:04:42,356 is , is , as , uh , executive orders 1655 01:04:42,356 --> 01:04:44,411 are released . Uh , we examine those 1656 01:04:44,411 --> 01:04:46,467 very closely to see what the impacts 1657 01:04:46,467 --> 01:04:48,356 are for us , and of course as DOD 1658 01:04:48,356 --> 01:04:50,522 policy is set and changed , you know , 1659 01:04:50,522 --> 01:04:52,356 we respond to that . It's really 1660 01:04:52,356 --> 01:04:54,522 difficult to understand and appreciate 1661 01:04:54,522 --> 01:04:56,600 and measure what might occur in the 1662 01:04:56,600 --> 01:04:58,767 future in terms of personnel actions . 1663 01:04:59,050 --> 01:05:01,199 Uh , we do have robust communications 1664 01:05:01,199 --> 01:05:03,255 and . You know , Dr . Barber and his 1665 01:05:03,255 --> 01:05:05,310 team are constantly in the room with 1666 01:05:05,310 --> 01:05:07,600 our our partners in OSD uh trying to 1667 01:05:07,600 --> 01:05:10,159 get ahead of any decision , trying to 1668 01:05:10,159 --> 01:05:12,437 influence those as much as we can , uh , 1669 01:05:12,437 --> 01:05:14,548 and then to give us as much lead time 1670 01:05:14,548 --> 01:05:16,881 as we decide how we're going to proceed . 1671 01:05:16,881 --> 01:05:16,449 And you've seen a lot more 1672 01:05:16,449 --> 01:05:18,790 communications come from our J1 team , 1673 01:05:19,129 --> 01:05:21,185 uh , in recent months as a result of 1674 01:05:21,185 --> 01:05:23,407 that , and we'll continue that stance , 1675 01:05:23,407 --> 01:05:25,573 but it's really hard to say if there's 1676 01:05:25,573 --> 01:05:27,685 going to be another round of a DRP as 1677 01:05:27,685 --> 01:05:29,740 an example . It's hard for us to say 1678 01:05:29,740 --> 01:05:31,907 exactly when the hiring freeze will be 1679 01:05:31,907 --> 01:05:33,962 lifted . Uh , although I will remind 1680 01:05:33,962 --> 01:05:33,790 you , the department has taken a 1681 01:05:33,790 --> 01:05:35,790 different tact than the rest of the 1682 01:05:35,790 --> 01:05:37,734 federal government and that , so I 1683 01:05:37,734 --> 01:05:39,957 think that's going to give us some more 1684 01:05:39,957 --> 01:05:39,949 flexibility now when it comes to the 1685 01:05:39,949 --> 01:05:41,838 question about reduction of force 1686 01:05:41,838 --> 01:05:44,030 within DLA , um , I would say , you 1687 01:05:44,030 --> 01:05:46,310 know , the , the most honest answer 1688 01:05:46,310 --> 01:05:49,229 right now is we don't know . Uh , we 1689 01:05:49,229 --> 01:05:50,951 are examining and we have been 1690 01:05:50,951 --> 01:05:52,951 examining as part of our strategy , 1691 01:05:52,951 --> 01:05:55,229 core tasks , those things that we know 1692 01:05:55,229 --> 01:05:57,590 we must do that are most important to 1693 01:05:57,590 --> 01:05:59,989 our wartime mission as a combat support 1694 01:05:59,989 --> 01:06:02,979 agency . And just like the principles 1695 01:06:02,979 --> 01:06:05,090 of the deputy secretary of defense of 1696 01:06:05,090 --> 01:06:07,146 Mr . Bund described , what are other 1697 01:06:07,146 --> 01:06:08,979 tasks that may fit into a legacy 1698 01:06:08,979 --> 01:06:11,379 category or not be a core task that 1699 01:06:11,379 --> 01:06:12,990 relates to our mission first 1700 01:06:13,620 --> 01:06:15,731 environment ? And so are there things 1701 01:06:15,731 --> 01:06:18,090 that we can either reassign to services 1702 01:06:18,340 --> 01:06:20,340 and ask the services to do these 1703 01:06:20,340 --> 01:06:22,396 functions on their own ? So that's a 1704 01:06:22,396 --> 01:06:24,618 transfer . Are there things that we can 1705 01:06:24,618 --> 01:06:26,673 refine the way that we do them now , 1706 01:06:26,780 --> 01:06:29,330 maybe at a different . Uh , level , uh , 1707 01:06:29,340 --> 01:06:31,820 either higher level or lower level , uh , 1708 01:06:31,860 --> 01:06:34,489 or there's some opportunities for us to , 1709 01:06:34,899 --> 01:06:37,620 uh , stop doing a specific task . So 1710 01:06:37,620 --> 01:06:40,040 our focus is really upon tasks . What 1711 01:06:40,040 --> 01:06:42,262 are the things that we either should do 1712 01:06:42,500 --> 01:06:44,860 or shouldn't do or should change and 1713 01:06:44,860 --> 01:06:47,060 then we'll make decisions about the 1714 01:06:47,060 --> 01:06:49,340 people behind those as we go through 1715 01:06:49,340 --> 01:06:51,820 that process . So a very logical 1716 01:06:51,820 --> 01:06:54,100 disciplined , deliberate approach uh to 1717 01:06:54,100 --> 01:06:56,322 these questions at the end of the day . 1718 01:06:56,560 --> 01:06:59,429 Um , we have great influence on the 1719 01:06:59,429 --> 01:07:01,707 direction the department decides to go . 1720 01:07:01,707 --> 01:07:03,707 In some cases it will be based upon 1721 01:07:03,709 --> 01:07:05,909 what's decided in the service , so 1722 01:07:05,909 --> 01:07:08,131 there may be additional work coming our 1723 01:07:08,131 --> 01:07:10,131 way in certain areas where services 1724 01:07:10,131 --> 01:07:11,965 decide they no longer want to do 1725 01:07:11,965 --> 01:07:13,909 something or other elements of the 1726 01:07:13,909 --> 01:07:16,020 department where they decide that DLA 1727 01:07:16,020 --> 01:07:18,020 might be best suited based upon its 1728 01:07:18,020 --> 01:07:20,242 model and its workforce to take on more 1729 01:07:20,242 --> 01:07:22,465 work . We're definitely . Aware of that 1730 01:07:22,465 --> 01:07:24,631 potential and are entertaining that as 1731 01:07:24,631 --> 01:07:26,798 well , so we'll make those decisions , 1732 01:07:26,798 --> 01:07:29,205 but I will tell you that if we choose 1733 01:07:29,504 --> 01:07:31,448 and if we are told that we have to 1734 01:07:31,448 --> 01:07:33,504 reduce to a certain level or certain 1735 01:07:33,504 --> 01:07:35,726 numbers based upon the tasks that we're 1736 01:07:35,726 --> 01:07:37,948 going to continue to do , we will do it 1737 01:07:37,948 --> 01:07:40,115 in a way that's as least disruptive as 1738 01:07:40,115 --> 01:07:42,337 possible . We'll ensure that we provide 1739 01:07:42,337 --> 01:07:44,504 opportunities for transfers into other 1740 01:07:44,504 --> 01:07:46,560 roles . We don't disadvantage people 1741 01:07:46,560 --> 01:07:48,671 based upon their skill sets and their 1742 01:07:48,671 --> 01:07:50,282 progression . Uh , will give 1743 01:07:50,282 --> 01:07:52,979 opportunities for folks , uh , to , um , 1744 01:07:54,320 --> 01:07:56,739 Have to do this this change over time 1745 01:07:56,739 --> 01:07:59,060 so we can mitigate disruption , and I'm 1746 01:07:59,060 --> 01:08:01,282 sure that Mr . Bund could describe that 1747 01:08:01,282 --> 01:08:03,338 aspect a little bit more effectively 1748 01:08:03,338 --> 01:08:06,879 than I can , sir . So um Yeah , we 1749 01:08:06,879 --> 01:08:08,879 again , we still have access to all 1750 01:08:08,879 --> 01:08:11,310 those those workforce shaping tools 1751 01:08:11,479 --> 01:08:13,669 that we have used pretty effectively 1752 01:08:13,959 --> 01:08:16,399 over many years , really many decades , 1753 01:08:16,439 --> 01:08:19,430 to avoid what we call adverse 1754 01:08:19,430 --> 01:08:23,279 actions in the workforce or , you know , 1755 01:08:23,399 --> 01:08:25,621 ultimately what we want to , you know , 1756 01:08:25,621 --> 01:08:27,788 when people think riff , they think of 1757 01:08:27,788 --> 01:08:29,677 pink slip , you're out the door , 1758 01:08:29,677 --> 01:08:31,677 you're unemployed . We have a great 1759 01:08:31,677 --> 01:08:33,455 track record in this agency for 1760 01:08:33,455 --> 01:08:35,450 avoiding . Though certainly in any 1761 01:08:35,450 --> 01:08:38,250 large numbers and I think that track 1762 01:08:38,250 --> 01:08:40,689 record will continue . That's not a 1763 01:08:40,689 --> 01:08:42,810 promise though as the director 1764 01:08:42,810 --> 01:08:44,770 mentioned , there is a pretty good 1765 01:08:44,770 --> 01:08:46,826 chance there will be some disruption 1766 01:08:46,826 --> 01:08:49,290 across the enterprise as decisions are 1767 01:08:49,290 --> 01:08:51,919 made about our budget , uh , our 1768 01:08:51,919 --> 01:08:53,919 organizational structure , and some 1769 01:08:53,919 --> 01:08:56,479 other things , um , but I know that Dr . 1770 01:08:56,649 --> 01:08:58,816 Barber and his team , many of whom are 1771 01:08:58,816 --> 01:09:00,816 here , I see in the audience , um . 1772 01:09:01,168 --> 01:09:03,208 That they are already refreshing 1773 01:09:03,208 --> 01:09:05,152 themselves on all of those tools , 1774 01:09:05,152 --> 01:09:07,398 those flexibilities that we have , and 1775 01:09:07,398 --> 01:09:09,620 we've , we've gone through , you know , 1776 01:09:09,620 --> 01:09:12,849 similar change before where we were , 1777 01:09:12,938 --> 01:09:14,929 you know , maybe not everyone was 1778 01:09:14,929 --> 01:09:16,985 totally satisfied with the outcome , 1779 01:09:17,449 --> 01:09:20,128 but in general we were able to preserve 1780 01:09:20,128 --> 01:09:22,568 people's employment and that's , that 1781 01:09:22,568 --> 01:09:25,878 would be our goal , you know , the 1782 01:09:25,889 --> 01:09:28,000 interesting thing about the era we're 1783 01:09:28,000 --> 01:09:29,889 in , especially with the deferred 1784 01:09:29,889 --> 01:09:32,056 resignation program . Is that a lot of 1785 01:09:32,056 --> 01:09:34,000 the folks that are are leaving are 1786 01:09:34,000 --> 01:09:37,120 really creating the some space so that 1787 01:09:37,120 --> 01:09:39,640 we could make some changes with across 1788 01:09:39,640 --> 01:09:41,799 the workforce and and structural 1789 01:09:41,799 --> 01:09:45,160 changes and move people around . It may 1790 01:09:45,160 --> 01:09:47,160 not have been the way we would have 1791 01:09:47,160 --> 01:09:49,160 done it had we done it , you know , 1792 01:09:49,160 --> 01:09:51,327 with a little more lead time um but it 1793 01:09:51,327 --> 01:09:53,549 does give us a bit of a head start with 1794 01:09:53,549 --> 01:09:55,549 respect to how we would address any 1795 01:09:55,549 --> 01:09:57,827 kind of workforce shaping requirements . 1796 01:09:57,827 --> 01:09:59,827 We have authority to do things like 1797 01:09:59,827 --> 01:10:01,938 Vera . You know , the voluntary early 1798 01:10:01,938 --> 01:10:04,899 retirement , it wasn't required for 1799 01:10:04,899 --> 01:10:07,129 that to come from outside the agency , 1800 01:10:07,270 --> 01:10:08,899 but that's typically done in 1801 01:10:08,899 --> 01:10:11,020 conjunction with an organizational 1802 01:10:11,020 --> 01:10:13,020 change or a structural change where 1803 01:10:13,020 --> 01:10:15,220 we've identified positions that that 1804 01:10:15,220 --> 01:10:18,060 might be access to need . We also have 1805 01:10:18,060 --> 01:10:20,890 authority . to do separation incentives . 1806 01:10:21,410 --> 01:10:23,890 So as the next couple years are , you 1807 01:10:23,890 --> 01:10:25,946 know , about organizational change , 1808 01:10:25,970 --> 01:10:27,970 we'll be able to use those tools as 1809 01:10:27,970 --> 01:10:31,169 well to continue shaping , shaping the 1810 01:10:31,169 --> 01:10:33,810 overall structure of the agency . So I 1811 01:10:33,810 --> 01:10:36,032 feel fairly optimistic about it , but I 1812 01:10:36,032 --> 01:10:38,979 also realize that You know , adverse or 1813 01:10:38,979 --> 01:10:41,580 impact or the or disruption might be in 1814 01:10:41,580 --> 01:10:43,779 the eye of the beholder , you know , 1815 01:10:43,939 --> 01:10:46,580 but our North Star here is to ensure 1816 01:10:46,580 --> 01:10:48,819 that we're able to continue our core 1817 01:10:48,819 --> 01:10:51,041 mission in supporting the warfighters , 1818 01:10:51,041 --> 01:10:53,041 so . So sir , if I could ask you to 1819 01:10:53,041 --> 01:10:55,208 expand on that for just one sec , does 1820 01:10:55,208 --> 01:10:57,319 it mean some ? No , Cathy , you don't 1821 01:10:57,319 --> 01:10:59,486 get to follow up . This is not a press 1822 01:10:59,486 --> 01:11:01,689 conference . Some parts of the 1823 01:11:01,689 --> 01:11:03,633 organization may see some of those 1824 01:11:03,633 --> 01:11:05,800 things , but it might not be universal 1825 01:11:05,800 --> 01:11:08,169 across the enterprise examples in the 1826 01:11:08,169 --> 01:11:09,891 past where we've done targeted 1827 01:11:09,891 --> 01:11:12,049 reductions in organizations where we 1828 01:11:12,049 --> 01:11:15,660 saw workload or mission . Depart us 1829 01:11:15,660 --> 01:11:18,129 or where we're making organizational 1830 01:11:18,129 --> 01:11:21,450 changes , it tends to be isolated in 1831 01:11:21,450 --> 01:11:23,890 those organizations where it becomes 1832 01:11:23,890 --> 01:11:26,057 more , I won't call it universal , but 1833 01:11:26,057 --> 01:11:28,169 where it goes beyond organizational 1834 01:11:28,169 --> 01:11:30,810 boundaries is where we need to address 1835 01:11:30,810 --> 01:11:33,629 placement . Opportunities for DLA 1836 01:11:33,629 --> 01:11:35,919 employees and that is a commitment that 1837 01:11:35,919 --> 01:11:38,030 we'll make is that we're not going to 1838 01:11:38,030 --> 01:11:40,069 just do things within an isolated 1839 01:11:40,069 --> 01:11:42,430 organizational stovepipe . We will look 1840 01:11:42,430 --> 01:11:44,479 across the entire agency for any 1841 01:11:44,479 --> 01:11:47,129 opportunities to the extent we enter an 1842 01:11:47,129 --> 01:11:50,000 era where we've got displaced employees 1843 01:11:50,000 --> 01:11:52,120 that need . Uh , you know , need 1844 01:11:52,120 --> 01:11:54,176 opportunities . That's where we have 1845 01:11:54,176 --> 01:11:56,287 the authority to do that as well . So 1846 01:11:56,287 --> 01:11:59,520 that's where it might go beyond , but 1847 01:11:59,520 --> 01:12:01,520 the rules have a lot of flexibility 1848 01:12:01,520 --> 01:12:04,160 built into them , and , and I don't 1849 01:12:04,160 --> 01:12:07,810 foresee a big broad kind of DRP like , 1850 01:12:08,310 --> 01:12:11,240 um , you know , call , but as we get 1851 01:12:11,240 --> 01:12:13,439 more clarity on organizational changes 1852 01:12:13,439 --> 01:12:15,919 and shifts that affect positions and 1853 01:12:15,919 --> 01:12:18,419 people . We'll use every tool and the 1854 01:12:18,419 --> 01:12:20,530 toolkit . Thanks , sir . Now , let me 1855 01:12:20,530 --> 01:12:23,770 just add on to that if I could . So as 1856 01:12:23,770 --> 01:12:25,881 I look across this room and I imagine 1857 01:12:25,881 --> 01:12:28,048 people who are in other rooms that are 1858 01:12:28,048 --> 01:12:30,270 are monitoring this conversation , uh , 1859 01:12:30,270 --> 01:12:32,810 I , I look at the faces , uh , and I 1860 01:12:32,810 --> 01:12:34,977 understand the value of what you bring 1861 01:12:34,977 --> 01:12:38,890 every day the skills , the talent , the 1862 01:12:38,890 --> 01:12:41,180 experience , the dedication , the 1863 01:12:41,180 --> 01:12:43,291 willingness to sacrifice that you all 1864 01:12:43,291 --> 01:12:45,458 have exhibited throughout your careers 1865 01:12:45,609 --> 01:12:47,831 and you exhibit every single single day 1866 01:12:47,831 --> 01:12:49,609 to us . So I had this question 1867 01:12:49,609 --> 01:12:51,776 yesterday when I was in Philadelphia , 1868 01:12:51,776 --> 01:12:54,910 uh , about . Some perceptions about the 1869 01:12:54,910 --> 01:12:57,069 federal workforce that we work less 1870 01:12:57,069 --> 01:12:59,069 hard than others , that we're less 1871 01:12:59,069 --> 01:13:02,689 demanding than others and what I want 1872 01:13:02,689 --> 01:13:06,080 to tell you is that . In this case with 1873 01:13:06,080 --> 01:13:09,089 this team , that is absolutely false . 1874 01:13:10,419 --> 01:13:14,109 Every one of you Works and goes above 1875 01:13:14,109 --> 01:13:15,831 and beyond the call of duty to 1876 01:13:15,831 --> 01:13:17,942 accomplish your mission , uh , and we 1877 01:13:17,942 --> 01:13:19,942 value that and I will tell you this 1878 01:13:19,942 --> 01:13:23,430 isn't just the sense of within DLA uh 1879 01:13:23,430 --> 01:13:25,486 but I think within the department we 1880 01:13:25,486 --> 01:13:27,319 have an understanding that . Our 1881 01:13:27,319 --> 01:13:29,097 importance in terms of national 1882 01:13:29,097 --> 01:13:31,319 security means we have to approach this 1883 01:13:31,319 --> 01:13:33,374 question differently than we have in 1884 01:13:33,374 --> 01:13:35,152 other places within the federal 1885 01:13:35,152 --> 01:13:37,263 government , and I think you're going 1886 01:13:37,263 --> 01:13:39,430 to continue to see that bear out where 1887 01:13:39,430 --> 01:13:41,652 we are able to articulate risk , we are 1888 01:13:41,652 --> 01:13:43,763 able to mitigate risk , we're able to 1889 01:13:43,763 --> 01:13:45,986 accommodate the fact that we do have an 1890 01:13:45,986 --> 01:13:47,819 exceptional workforce , and that 1891 01:13:47,819 --> 01:13:49,874 requires some exceptional measures , 1892 01:13:49,874 --> 01:13:51,930 not to protect the workforce for the 1893 01:13:51,930 --> 01:13:53,986 sake of just protecting ourselves or 1894 01:13:53,986 --> 01:13:56,152 protecting the agency , but so that we 1895 01:13:56,152 --> 01:13:55,529 can protect our ability to accomplish 1896 01:13:55,529 --> 01:13:58,910 our mission . Thank you , sir . I'll 1897 01:13:58,910 --> 01:14:00,799 ask one more question , sir , and 1898 01:14:00,799 --> 01:14:02,743 that's because so many people from 1899 01:14:02,743 --> 01:14:04,910 across DLA wrote in with this specific 1900 01:14:04,910 --> 01:14:07,209 question . Apparently they're asking 1901 01:14:07,209 --> 01:14:09,209 the status of the wage grade annual 1902 01:14:09,209 --> 01:14:11,431 cost of living adjustment because there 1903 01:14:11,431 --> 01:14:13,376 was a change in the scheduling and 1904 01:14:13,376 --> 01:14:15,542 processing of that action . So many of 1905 01:14:15,542 --> 01:14:17,653 our wage grade employees have written 1906 01:14:17,653 --> 01:14:19,765 in and they're asking to explain that 1907 01:14:19,765 --> 01:14:21,820 change and when they might expect to 1908 01:14:21,820 --> 01:14:24,042 see an annual adjustment . OK , I think 1909 01:14:24,042 --> 01:14:26,098 it's a really good question . I know 1910 01:14:26,098 --> 01:14:25,649 that affects quite a few members of our 1911 01:14:25,649 --> 01:14:28,089 team . Um , and I'm gonna just answer 1912 01:14:28,089 --> 01:14:30,200 in general to say that we don't quite 1913 01:14:30,200 --> 01:14:32,422 know when it's gonna be solved , but we 1914 01:14:32,422 --> 01:14:34,533 do know when the solution comes and , 1915 01:14:34,533 --> 01:14:36,970 and the uh um wage grade increases 1916 01:14:36,970 --> 01:14:39,137 approved , it will be retroactive . So 1917 01:14:39,137 --> 01:14:41,303 I'll ask Doctor Barbara if he wants to 1918 01:14:41,303 --> 01:14:45,169 elaborate on that . No , sir , 1919 01:14:45,259 --> 01:14:47,529 you , you're right , you know , OPM did 1920 01:14:47,529 --> 01:14:50,540 issue a decision on that in January and 1921 01:14:50,540 --> 01:14:52,762 that was that change was supposed to be 1922 01:14:52,762 --> 01:14:54,984 effective October 1 of this year , uh , 1923 01:14:54,984 --> 01:14:57,096 but given the the current environment 1924 01:14:57,096 --> 01:14:59,262 that we're under that that decision is 1925 01:14:59,262 --> 01:14:58,819 actually on hold right now . There's 1926 01:14:58,819 --> 01:15:00,875 some additional assessments that are 1927 01:15:00,875 --> 01:15:02,875 taking place , so right now it's on 1928 01:15:02,875 --> 01:15:05,089 hold right now . OK , so as the 1929 01:15:05,620 --> 01:15:07,453 leadership of the department are 1930 01:15:07,453 --> 01:15:09,620 assessing many things , that's part of 1931 01:15:09,620 --> 01:15:11,620 what's being assessed . So we don't 1932 01:15:11,620 --> 01:15:11,540 know exactly when that will come out , 1933 01:15:11,620 --> 01:15:13,731 but we do know that when it does , it 1934 01:15:13,731 --> 01:15:15,731 will be retroactive . So thanks for 1935 01:15:15,731 --> 01:15:17,564 your patience , really important 1936 01:15:17,564 --> 01:15:19,620 question . Yeah , and that's kind of 1937 01:15:19,620 --> 01:15:21,731 related to a very different structure 1938 01:15:21,731 --> 01:15:21,459 for the federal wage system workforce 1939 01:15:21,459 --> 01:15:23,620 and how they get paid . Their pay 1940 01:15:23,620 --> 01:15:25,740 tables are set based on wage surveys 1941 01:15:25,740 --> 01:15:28,529 that are done by DOD , by the way , um , 1942 01:15:28,540 --> 01:15:30,429 and then it goes up into this OPM 1943 01:15:30,429 --> 01:15:32,707 process that approves those pay tables , 1944 01:15:32,707 --> 01:15:34,929 and I think that's where it got stuck . 1945 01:15:34,929 --> 01:15:37,096 I think it's probably stuck among many 1946 01:15:37,096 --> 01:15:37,020 things that the Office of Personnel 1947 01:15:37,020 --> 01:15:38,979 Management is looking at right now 1948 01:15:38,979 --> 01:15:41,379 under the new administration , so we'll , 1949 01:15:41,580 --> 01:15:45,140 we'll keep everybody posted . Uh , 1950 01:15:45,149 --> 01:15:47,371 thank you . So , uh , now we'll let our 1951 01:15:47,371 --> 01:15:49,205 leaders , uh , make some closing 1952 01:15:49,205 --> 01:15:51,260 remarks , and we'll start with you , 1953 01:15:51,260 --> 01:15:53,205 Chief Dyer . OK , so I think we've 1954 01:15:53,205 --> 01:15:55,939 covered a lot . It's a lot going on , 1955 01:15:56,229 --> 01:15:58,669 um , again , we're all family we're all 1956 01:15:58,669 --> 01:16:01,479 in this together . Um , so continue to 1957 01:16:01,479 --> 01:16:04,120 inspire each other . Invest in the 1958 01:16:04,120 --> 01:16:07,850 culture , invest in each other , invest 1959 01:16:07,850 --> 01:16:10,319 in yourselves , continue to on this 1960 01:16:10,319 --> 01:16:12,700 path to making yourself better and the 1961 01:16:12,700 --> 01:16:15,290 agency , um , and we'll get through 1962 01:16:15,290 --> 01:16:19,020 this . Love you all . Thank you . Love 1963 01:16:19,020 --> 01:16:22,970 you too , chief . Go ahead . 1964 01:16:26,390 --> 01:16:28,990 A lot of love on the stage . Um , hey , 1965 01:16:29,500 --> 01:16:31,299 thanks team and and out to the 1966 01:16:31,299 --> 01:16:33,188 outstations that are listening in 1967 01:16:33,188 --> 01:16:35,140 Columbus and Richmond and and New 1968 01:16:35,140 --> 01:16:36,862 Cumberland and Battle Creek in 1969 01:16:36,862 --> 01:16:39,089 Philadelphia and all the other 70 plus 1970 01:16:39,089 --> 01:16:41,311 stations that are out there . Thank you 1971 01:16:41,311 --> 01:16:43,700 for what you do . Um , I've been uh . 1972 01:16:44,129 --> 01:16:47,009 Doing a round of operating plan reviews 1973 01:16:47,009 --> 01:16:49,569 with the staff here and my assessment 1974 01:16:49,569 --> 01:16:51,680 is that we're making great progress 1975 01:16:51,680 --> 01:16:53,847 against our objectives and key results 1976 01:16:53,847 --> 01:16:55,791 at the agency level and I know the 1977 01:16:55,791 --> 01:16:57,958 director has been out and about to the 1978 01:16:57,958 --> 01:17:01,120 MSCs and interacting and you know it 1979 01:17:01,169 --> 01:17:04,009 it despite a lot of the challenges 1980 01:17:04,009 --> 01:17:06,330 we're having , I'm seeing , you know , 1981 01:17:06,729 --> 01:17:09,450 continued excellence and innovation . 1982 01:17:09,740 --> 01:17:11,796 Uh , so my job is to do the blocking 1983 01:17:11,796 --> 01:17:13,962 and tackling and and the resourcing to 1984 01:17:13,962 --> 01:17:16,073 make sure that we can continue that . 1985 01:17:16,073 --> 01:17:19,259 I'll share 111 thought here , 1986 01:17:19,950 --> 01:17:22,229 especially as we think about DLA going 1987 01:17:22,229 --> 01:17:24,830 up in front of a panel or engaging with 1988 01:17:24,830 --> 01:17:27,500 new leadership in the Pentagon , um , 1989 01:17:27,830 --> 01:17:30,108 that you may think has this , you know , 1990 01:17:30,108 --> 01:17:33,790 has a , has a . A charge to reduce or 1991 01:17:33,790 --> 01:17:37,259 eliminate or tear down . Anybody heard 1992 01:17:37,259 --> 01:17:39,629 of the term Chesterton's fence ? 1993 01:17:41,049 --> 01:17:42,938 So there's a writer from the 19th 1994 01:17:42,938 --> 01:17:45,029 century called GK Chesterton . You 1995 01:17:45,029 --> 01:17:47,140 might have heard of him . He's got in 1996 01:17:47,140 --> 01:17:49,196 one of his writings , it's a parable 1997 01:17:49,310 --> 01:17:51,709 about change , and it's a parable about 1998 01:17:51,709 --> 01:17:54,189 how you approach things , and 1999 01:17:54,189 --> 01:17:56,390 Chesterton's fence refers to a fence 2000 01:17:56,390 --> 01:17:59,069 that a couple of people saw in a field . 2001 01:17:59,759 --> 01:18:01,703 And they couldn't explain why that 2002 01:18:01,703 --> 01:18:03,981 fence was there , and one of them said , 2003 01:18:03,981 --> 01:18:06,092 well , there's clearly no purpose for 2004 01:18:06,092 --> 01:18:08,203 this fence , let's tear it down . And 2005 01:18:08,203 --> 01:18:10,370 the other , the other gentleman said , 2006 01:18:10,470 --> 01:18:13,470 Well , What you've just demonstrated is 2007 01:18:13,470 --> 01:18:16,279 your lack of understanding . Why the 2008 01:18:16,279 --> 01:18:18,335 fence was there in the first place , 2009 01:18:18,335 --> 01:18:20,557 that's the opportunity we have in front 2010 01:18:20,557 --> 01:18:22,223 of us as we engage with these 2011 01:18:22,223 --> 01:18:24,557 stakeholders is to make them understand . 2012 01:18:24,689 --> 01:18:27,439 Why we exist , what we do every day , 2013 01:18:28,290 --> 01:18:31,049 and you know , most importantly how we 2014 01:18:31,049 --> 01:18:33,330 support the war fight . So that is what 2015 01:18:33,330 --> 01:18:35,274 we're doing at the headquarters to 2016 01:18:35,274 --> 01:18:38,129 prepare this agency for this next era 2017 01:18:38,129 --> 01:18:40,729 of transformation is that chart you saw 2018 01:18:40,729 --> 01:18:42,896 up there that showed all the eras from 2019 01:18:42,896 --> 01:18:45,129 the early 60s up until today , that's 2020 01:18:45,129 --> 01:18:47,490 going to continue because we are built 2021 01:18:47,490 --> 01:18:49,546 for change , but we're also built to 2022 01:18:49,546 --> 01:18:51,601 last . Thank you . Thank you , sir . 2023 01:18:51,680 --> 01:18:53,847 Thanks , Brad . Hey , can we go to the 2024 01:18:53,847 --> 01:18:55,958 next slide , please ? Right , so many 2025 01:18:55,958 --> 01:18:58,013 of you know that uh we've got a very 2026 01:18:58,013 --> 01:19:00,236 active campaign of learning and we know 2027 01:19:00,236 --> 01:19:02,589 that a thinking agency is a better 2028 01:19:02,589 --> 01:19:04,870 agency and in DLA we have an 2029 01:19:04,870 --> 01:19:06,814 opportunity to lead thought and to 2030 01:19:06,814 --> 01:19:08,814 shape thought across the department 2031 01:19:08,814 --> 01:19:10,870 when it comes to defense logistics . 2032 01:19:10,870 --> 01:19:12,926 Defense Logistics Agency should be a 2033 01:19:12,926 --> 01:19:15,037 thought leader and it is , and here's 2034 01:19:15,037 --> 01:19:17,148 evidence of that . We returned to the 2035 01:19:17,148 --> 01:19:19,370 publication of our professional journal 2036 01:19:19,370 --> 01:19:22,229 after a six year hiatus published today . 2037 01:19:22,629 --> 01:19:24,700 You see the QR code up there ? I 2038 01:19:24,700 --> 01:19:27,129 welcome you to uh download that content 2039 01:19:27,379 --> 01:19:29,435 and read the professional writings . 2040 01:19:29,580 --> 01:19:31,802 We've got white papers that are about , 2041 01:19:31,802 --> 01:19:33,858 you know , uh , key questions on how 2042 01:19:33,858 --> 01:19:36,080 we're gonna sustain the fight and other 2043 01:19:36,080 --> 01:19:38,302 things that reflect on what we're doing 2044 01:19:38,302 --> 01:19:40,469 now and what we can do in the future , 2045 01:19:40,469 --> 01:19:42,580 uh , in this publication . So I wanna 2046 01:19:42,580 --> 01:19:44,636 thank our PAO team , uh , as well as 2047 01:19:44,636 --> 01:19:47,009 all the folks who contributed . To this 2048 01:19:47,009 --> 01:19:49,176 issue and we will contribute to future 2049 01:19:49,176 --> 01:19:50,787 issues as we start to resume 2050 01:19:50,787 --> 01:19:53,049 publication . Now don't look for stacks 2051 01:19:53,049 --> 01:19:55,216 of this in the hallway . There's gonna 2052 01:19:55,216 --> 01:19:57,327 be a digital publication , right ? So 2053 01:19:57,327 --> 01:19:59,049 you can go download it on your 2054 01:19:59,049 --> 01:20:00,993 smartphone , your tablet , uh , of 2055 01:20:00,993 --> 01:20:03,049 course on your laptop . Uh , there's 2056 01:20:03,049 --> 01:20:05,216 some great content in there , uh , and 2057 01:20:05,216 --> 01:20:07,271 so I wanna thank Beth Reese and Paul 2058 01:20:07,271 --> 01:20:09,438 Crank , our editor and graphicator for 2059 01:20:09,438 --> 01:20:11,605 the work on that . Please join me in a 2060 01:20:11,605 --> 01:20:11,049 round of applause for that . 2061 01:20:16,509 --> 01:20:18,620 Yeah , a lot of work goes into a town 2062 01:20:18,620 --> 01:20:20,731 hall like this , and so there's a lot 2063 01:20:20,731 --> 01:20:22,565 of folks who are responsible for 2064 01:20:22,565 --> 01:20:24,565 preparing products and comments and 2065 01:20:24,565 --> 01:20:26,620 facilitating , uh , so I wanna thank 2066 01:20:26,620 --> 01:20:28,953 everybody here and all the other places , 2067 01:20:28,953 --> 01:20:31,065 uh , that help , you know , uh , uh , 2068 01:20:31,065 --> 01:20:30,549 allow us this opportunity to 2069 01:20:30,549 --> 01:20:32,830 communicate , uh , with you all about 2070 01:20:32,830 --> 01:20:35,052 the way ahead in the agency . I believe 2071 01:20:35,052 --> 01:20:37,163 we answered quite a few questions . I 2072 01:20:37,163 --> 01:20:39,219 know there's a lot of questions that 2073 01:20:39,219 --> 01:20:40,997 are unanswered , uh , so please 2074 01:20:40,997 --> 01:20:43,163 continue to submit them . Uh , we , we 2075 01:20:43,163 --> 01:20:45,274 have the means to receive those , and 2076 01:20:45,274 --> 01:20:47,441 if you think you're not being heard or 2077 01:20:47,441 --> 01:20:49,108 answered , then you got every 2078 01:20:49,108 --> 01:20:51,274 permission to look me up on the global 2079 01:20:51,274 --> 01:20:53,386 and send me a note , uh , and I don't 2080 01:20:53,386 --> 01:20:56,740 say that lightly . We're gonna answer 2081 01:20:56,740 --> 01:21:00,370 them , sir . I , I have confidence the 2082 01:21:00,370 --> 01:21:02,426 team will answer and you got leaders 2083 01:21:02,426 --> 01:21:04,537 who can answer these things as well , 2084 01:21:04,537 --> 01:21:06,426 uh , but I always wanna know what 2085 01:21:06,426 --> 01:21:08,537 you're thinking . I always wanna know 2086 01:21:08,537 --> 01:21:10,537 what's on on your minds and on your 2087 01:21:10,537 --> 01:21:10,399 hearts and I know there's a lot of 2088 01:21:10,399 --> 01:21:12,560 questions right now about our our 2089 01:21:12,560 --> 01:21:14,640 stance and our posture and more 2090 01:21:14,640 --> 01:21:16,529 importantly , our future and your 2091 01:21:16,529 --> 01:21:19,240 future uh in DLA and that's really 2092 01:21:19,240 --> 01:21:21,959 where I'll finish . uh I am so 2093 01:21:21,959 --> 01:21:24,509 confident in the future of this agency 2094 01:21:24,850 --> 01:21:27,160 because I understand how much our 2095 01:21:27,160 --> 01:21:29,959 nation requires this agency to deliver 2096 01:21:29,959 --> 01:21:32,181 in the future . Uh , and that's why I'm 2097 01:21:32,181 --> 01:21:34,189 driven , as I know you are to 2098 01:21:34,189 --> 01:21:36,189 constantly look at opportunities to 2099 01:21:36,189 --> 01:21:38,189 improve our ability to deliver that 2100 01:21:38,189 --> 01:21:41,319 mission set so no US service member 2101 01:21:41,609 --> 01:21:43,549 ever has to go without because of 2102 01:21:43,549 --> 01:21:45,979 something that we didn't do in advance , 2103 01:21:46,240 --> 01:21:48,296 and those are things that we have to 2104 01:21:48,296 --> 01:21:50,930 think of a year , 2 years , 3 years , 2105 01:21:50,970 --> 01:21:54,209 even 5 years in advance to assure uh 2106 01:21:54,209 --> 01:21:56,376 that we don't , we don't go without so 2107 01:21:56,376 --> 01:21:58,598 that's , that's really important . OK , 2108 01:21:58,598 --> 01:22:00,765 so once again , thanks for everybody's 2109 01:22:00,765 --> 01:22:02,987 time today . Thanks for what you do for 2110 01:22:02,987 --> 01:22:05,153 DLA and thank you for being on the DLA 2111 01:22:05,153 --> 01:22:04,990 team . Cool . Thank you . 2112 01:22:10,959 --> 01:22:13,126 Thank you for attending or tuning in . 2113 01:22:13,126 --> 01:22:15,459 This concludes today's global town hall . 2114 01:22:15,459 --> 01:22:17,570 For your coworkers who were unable to 2115 01:22:17,570 --> 01:22:19,570 view the live event , a link to the 2116 01:22:19,570 --> 01:22:21,792 full video will be sent to all hands as 2117 01:22:21,792 --> 01:22:23,737 soon as possible . We will prepare 2118 01:22:23,737 --> 01:22:25,959 answers to the submitted questions that 2119 01:22:25,959 --> 01:22:28,181 we couldn't get to and post them to DLA 2120 01:22:28,181 --> 01:22:28,910 today . Thank you .