 Definitely we're ready. Yeah, I think we're ready to get started here. So so first of all, so we so made you you tracking the cowboys have another loss coming up this week. No sir, I think that's as false news and accurate. I've already talked with the chaplain. We've already prayed for the cowboys on a Sunday night win against Monday night win against the giants. So he'll be standing by for the port. You know, there's only so many miracles that you can dive in. You know, sir, I advise you to pray for one. Perfect. Well, you know, it is what it is. I'm looking forward to Tuesday morning. That's all I gotta say. So first and foremost, I just want to say thank you. Thank you for what you all do every single day and thank you for the warm welcome onto this team. You know, every single day as I interact with each and every one of you as I'm blessed with the opportunity to meet you and learn all about who you are as a person and what you contribute to this team. I'm just so impressed and I'm honored to be here and to serve with you to do what we need to do, which is support our warfighters in the field today and set the conditions for their success in the future. So before we started the town hall, I'll probably say that about three or four times throughout the discussion today, but I just want to say thank you very much. You know, I've been a user and a consumer of Amcom, you know, for my entire career, you know, and I'm really just, you know, and I could not and my teams could not have been as successful as they've been, whether it be an aviation or air defense or with long range fires. You know, we definitely would not have been able to do the things that we've done, you know, in my career without this team. And again, I'm just I want to say thank you and I'm glad to be part of it. With that being said, I think I'll turn it over to Mr. Nitty. Yep. So if you go to the next slide, we'll go over the agenda real quick. So as always, we'll start off with employee recognition. Highlight some of the great work that our key mates are doing across the command. The CGO give an operational update hitting on some of the key efforts that are ongoing right now. We'll talk up, excuse me, we'll talk a hybrid work environment. And then as always, we'll talk upcoming events and we'll answer any questions that you may have. But we're going to start off with our most valuable players for July. Yes, sir, this is one of my favorite parts of the town hall is taking a moment to recognize some of these hardworking people that we have out there. I mean, the team works hard every day, but just taking this moment to recognize a few if I may. So I'll just go ahead and start with Mr. Lowry from ACLC made significant contributions in support of Fort Rucker initial entry rotary wing training is outstanding dedication to support subject matter expertise and superior logistical knowledge greatly enhanced Army fleet readiness for the UH 72 Lakota program, resulting in a 2% not mission capable supply rate for the reporting period ending in July of 22. Thank you, Mr. Lowry. That's no easy task. Next, we'll talk Mr. White from ALC, represents the threat system management office as the site lead for aerial flight targets Western at White Sands Missile Range and Fort Bliss. He is the sole TISMO government representative at the test range. He has significantly strengthened collaboration with partners and stakeholders. If you've ever been out to that area that that is a huge area. And there's a lot of partners and joint partners that work with that. So that is no easy task. So Mr. White, thank you for what you've done out there. Continue to do that, please. Mr. Miller from the G2 coordinated across both PEO Missiles and Space and PO Aviation to create a assault directed product that address the intelligence requirement program office needs to complete testing requirements throughout the acquisition process. Ms. Miller worked with the her intelligence counterparts and associated data systems to create a product that addresses the intelligence collection priorities of the program office with both PEOs. So talking with one and working with one PEO is a huge task, but doing both PEOs that is a huge task. So Ms. Miller, thank you very much for that effort. Next is Mr. Childers from the G6 developed multiple processes and procedures to support the current risk management framework effort for AMCOM facility related control systems as well as spearheading the effort. Mr. Childers also developed an information storage crosswalk that describes the jobs roles and work requirements for all involved and AMCOM entities. Now that's we were talking about that last night for our roles, responsibilities and authority. So just this right here is going to be huge in helping us figure that out. So thank you Mr. Childers for that. Next is Ms. Rubrio from the G8. She took on additional duties at the request of the previous AMCOM G8 as AMCOM's component administrator providing tireless customer service to nearly 225 financial management certified employees across the AMCOM enterprise. So Ms. Rubrio, thank you very much for volunteering for that and taking that duty on. Next is Ms. Myers Brown from LetterKinney Army Depot. She made a significant contribution in support of the directorate of missiles and aerospace readiness. Through her superior technical ability, she was able to reduce the number of work breakdown structures that had errors and also ensure that programs were not being overrun. Man, simple thank you. I couldn't imagine taking that task on. Next is Ms. Northington from USADA. She sets a high standard of excellence in her performance of duty as a test measurement diagnostic equipment calibration technician for TSC, White Sands Missile Range Physical Standards Laboratory. With a large workload in our secondary reference pressure section, she alone acted in providing continued calibration and repair support with low experience. I ask everyone here and online to go ahead and give me a round of applause for these NBPs. So we'll do a length of service that we're all called up on our length of service and these are the length of service awards for September. So 30, 35, 40, and 45 years of service across these 25 folks, 900 years of experience. It's hard to believe, excuse me, the level of experience that our workforce has and the dedication that they have. So for all the folks on this slide, thank you for your years of service to the government in support of the Department of Defense. So thank you. We got one more to highlight. Yes, sir. We do. So next slide, please. I think we have two more. Hey, just go back. How about a round of applause for it? So as I have said many times on this stage and walking around, it's such an honor and a privilege to come to this organization and work with the team members walking in and seeing the smiling faces and the faces that are just ready to get to work. And then the ones that I get to see on MS Teams, right? It just highlights my day and just motivates me to work. But I had the honor and the privilege of working with this individual up here in the center of the screen directly throughout the day. And a lot of you know her and her contribution she has made to this organization, the dedication she's had. She's worked for every AMCOM CSM that's been here prior to me. But this year she was put in for the AUSA Civilian of the Year Supporting Staff Award. Not only was she recognized, but she also won the Redstone Huntsville Chapter Award for that. And it was such an honor. She asked me to go to the AUSA Dinner and receive the award on her behalf the night before the spiritual was taken. So it was such an honor to go there and to represent her and to receive that award. But more importantly to bring it back to the office and give it to her with the CG that next day. So it was such an honor to do that. I'm so proud of Ms. Sheila Crutcher. So if you would please show me a round of applause for her. I think we have one more. We do have one more. This is awesome. We just keep going. Yep. Just late breaking. We'd actually don't have a slide for this, but AMC yesterday they actually announced the 2021 Lewis Delamonica Award which recognizes high-performing AMC employees. And we had one of our own, Mr. Todd Cobb from ACLC who is actually an award winner for the Calendar Year 21 Award. He supports the Fire Center of Excellence at Fort Sill and because of his dedication and his hard work he was able to help meet sustainment level readiness requirements for over 18,000 pieces of equipment supporting the Fire Center of Excellence and he helped train over 35,000 soldiers across the field artillery community. So congratulations to Mr. Cobb and thanks for your job well done and join me in a round of applause. I think we're going to do the operational update now. All right. So it is amazing to get to come to work with all these great people and like I said up front I'm honored to be part of this team. The last few days I've spent time in AMC headquarters and had the opportunity to go through the commander's conference and commander's forum and what I wanted to do is just kind of provide you some feedback and highlight some of the discussions that were occurring in the commander's forum. One of them which I thought was where we started was just a gentle reminder of why we exist you know and when you think about it you know why does our army exist will exist to fight and win our nation's wars you know and I know that those that you know that have been part of this organization for a while we can come to work every day and we get lost a little bit in the daily routine mundane tasks but when it's all said and done we exist to support and enable our soldiers and civilians to win on the battlefield and fight and win our nation's wars you know now having to prevent wars right we got to be strong up front so we can we can deter you know but when it comes down to it we've got to be able to fight and win and this team is a big part of that and enabling our team to be able to do that you know the second thing is is that which wasn't lost on me either is we're also in the in the midst of a major transformation it's the biggest transformation our army has gone through in the last 40 years you know so as we're coming out of you know the global war on terror you know and as we're fighting you know or supporting you know there's stability in the world you know with some you know just crazy things that are ongoing whether it be in Ukraine or you know in the pacific theater you know there's just this world there's a lot of chaos that's ongoing the world and our our troops you know our efforts are providing the support that's in there but we're also transforming our army and this is the largest transformation we've undertaken you know in 40 years and there's no doubt that if we get this right we'll ensure that our future soldiers are able to fight and win our nation's war wars a vast team and then and then finally you know we can't do any of this if we don't have great people you know people are the foundation you know for all the things that not only this organization does but our army does and it's our army's greatest asset is our soldiers our da civilians and I would say our contractors that support the values of our organization and enable us to be ready to fight and win our nation's wars you know and I thought it would be important to kind of highlight that you know because as I sat through the discussion the commander's conference yesterday you know it's important to come to work every day and understand what our purpose is you know and and why we exist you know and then truly recognize that you all are making a difference every single day you know in in a matter that enables us to protect our values you know and to ensure that we're able to fight and win our nation's wars so again I just want to just start off with that that's in there second thing I wanted to highlight is uh you know is uh is the ch-47 mh-47 o-ring issue that we had I know some might be tracking or read it in the New York Times but you know certainly we had a challenge uh with with a uh the improper o-ring being installed on our our ch-47s and it was causing some fires in the aircraft right and uh obviously that was not necessarily a good thing when the aircraft catches fire you know um you know so we we this team right figured out why the fire was being caused tracked down narrowed the scope of the problem you know and then very expeditiously solved the problem with getting raw material you know to you know to the vendors to be able to produce the o-rings uh that are going to be required to replace and protect and make sure that our soldiers um are safe going forward so I just want to say thank you it was truly amazing to watch you know uh this this event occur and this organization respond as rapidly as it did in order to protect our soldiers that are flying you know that are in harm's way deployed around the world uh and uh and now can fight safely so I just want to say thank you and I am amazed on how well the team did I just want to make sure I passed off my gratitude the second thing I want to provide another third thing I want to provide an update to you is uh the missile system assistance reporting you know a huge effort you know just being installed first brigade has been installed you know and what that is that really enables us to see the readiness uh and consolidate have a holistic view of the readiness of our missile system specifically our ADA systems you know before it was very disparate reports that were coming up piecemealed run through the contractor it was uh you know or the OEM it was a it was a 30 day delay before we really could see the readiness and it wasn't accurate you know but through this organization's hard work we're able to put together you know a common operating picture and understanding where we can have a systems of system reporting in real time see and understand what the readiness levels are of our ADA units and enable a better reporting which means we can be more responsive to ensure that we can help maintain their readiness with with supply in particular in maintenance I would tell you that the next unit's going to start this week and the team's already moving out they'll start the initial stuff next week and we'll just continue that process until we get all of our ADA units reporting on a common operating system to ensure that we can see ourselves and understand what the requirements are moving forward the end of year budget is coming I know it's not new the end of September beginning of October and I appreciate everyone's patience and hard work to ensure that we've leveraged the contract authority that we've had and the resources the precious resources that our taxpayers you know enable us through congress to maintain the readiness and to use it in a manner that buys down future risk and readiness and I know this is always the end of the year we're trying to you know make sure that we have the the the closeout done correctly and I appreciate everyone's efforts to do that and it's always an exciting times I was sharing a you know I was sharing how we do it in a tactical unit we unplug all the computers we send all the 92 alphas and Yankees out on leave you know but you know you all are obviously well ahead of that and figuring out how to make sure we spend the the money appropriately and we close out the end of the year the right way the support to Ukraine you know I alluded to it earlier you know but you know the the the support to Ukraine is making a huge difference you know when you think about freedom you know and enabling people to fight for their freedom you know it it really is amazing you know and this this organization is ensuring that people can stand up to the bully on the block you know and protect themselves and defend their right to live their life the way they want to so I just want to say thank you for that I know it's a lot of Saturdays or Sundays you know the the presidential directives come out on Fridays and Saturdays and Sundays it's math and movements and Monday morning it's updates to make things happen but I appreciate the team's collective efforts to ensure that we are delivering the material to our partners in the region and also we're enabling the units that have been deployed fifth core and 18th airborne core to stand with NATO and defend our way of life that's out there so I know that is occurring 24 seven all through the you know seven days a week but I just want to say thank you thank you for the team it is truly making a difference on the ground and I know we see it in the news but you know when you read some of the the secret or TS level reports it's making a tremendous difference in and the effects are are awesome and you guys are are are ensuring that it's getting done so I want to say thank you the last thing I'll say for operation update is the mandatory training I know the G3 probably put that bullet on there for me to remind everyone to ensure that we complete all the requirements you know but in all seriousness you know we have responsibility to complete our mandatory training and we'll just continue to get after it but I just want to say thank you you know thank you for the amazing you know support and thank you for what you do every day it is truly making a difference saving soldiers lives and enabling people around the world to defend themselves we're on the next slide please I also want to talk a little bit about the hybrid work environment you know as I talked about up front you know people are our most precious resource you know and our mission you know is our responsibility you know so we've got to take care of our people but we've got to accomplish the mission and I'm and I really rely obviously we rely on the directors and the supervisors to carry that out and to ensure that that gets done I know general Roy had issued you know a policy a draft policy a few months ago we're working with the union and arbitration to you know to come to conclusion on that but in the interim I wanted to issue general guidance and the general guidance to the supervisors to ensure that there was a you know a general understanding and expectation of what the supervisors role was as we're bringing you know people you know into the workforce and back to work and to create take some of the lessons that we've learned over the last few years you know as we've navigated this global pandemic so the guidance is out to the supervisors and really the expectations is you know to take care of your people you know what gets your get the work done you know and come to work and make a difference you know as we come to work every day like you've done in the past as we think through the the implementation of the guidance you know that the it really takes the individual dialogue with the supervisors to understand you know what the responsibilities are for for each level and the directors to ensure that the missions are you know that are being accomplished across the board so I just want to highlight that for everyone that we've issued guidance will continue to work with the union through arbitration you know we'll come up with an adjusted policy you know later on but I want to ensure that the initial guidance was was pushed out there there's no changes to some of the things that were in there I just want to highlight you know reasonable accommodations would go the way they've normally worked through in the past you know by the regulation you know just ensure that we submit those you know in accordance with what the regulation states you know and they'll be processed as they've always been done in the past but the guidance is to work through the process of getting the job done you know and ensuring that we were accomplishing the mission and taking care of our people okay okay next slide please okay sir we got some upcoming events I'd like to talk about with everybody so the ADA symposium at Fort Seal 26 through the 29th of September I'm tracking Mr. Hudson and uh Colonel Albrighton and Senator Moki from Mutter King Army Depot will be representing up there I'm sure that's going to be a great time so we have a the Columbus Day holiday is the 10th of October a USA annual convention the 10th through the 12th of October up in DC but what I see is missing on the slide is the Army 10-miler that's on the night so I know a lot of you have been training you're out there getting after it because at the beginning of the year I asked you to get get in the Sparkman Center while in the center and get after your your health so I know a lot of you're training and looking forward to this event so I look forward to your times when I come back from a USA so those of you who's going to take up that challenge okay so quite a crib in this conference is the 14th to the 16th November that's going to be here at Redstone at Huntsville and then Amcom 101 Aviation the 16th to the 17th which will be here at Redstone they're kind of piggyback off each other kind of building that momentum so that's it for what we have for upcoming events for now so next slide please we'll move on to some Q&A so sir I think they have some questions in the queue for for the team up here I see some head shaking so okay unless there's questions in the audience if the audience wants to start first we have some microphone monitors on the left and the right side oh first question who's going to win the Giant's Cowboys game on Monday night okay it seems like nothing on one either sir uh from online there's actually only one question with 319 parts so bear with me uh so really back to the telework and the telework policy that I know is coming but just on the general guidance the concern being the regular day off and how would that compute into the telework you know three days in versus two days off or out sorry telework is that in relation to Oz it is not sir I guess uh well I guess it would be yeah it would be the Oz RDO and then and then how does that factor into your your guidance for uh yeah bottom line it should be no treated no different than you know a leave day or you know at an approved absence day the supervisors will work through the work schedule with the individual and the team ensure that and the directors to ensure that work is getting done you know and they'll balance it out but it's not to punish someone you know in a matter that just because you're on leave doesn't mean you know for the first five days of a pay period the second five days you know there's there's no telework does that answer the question yes sir I believe it does um and then on kind of on the same line was that so that was one of 319 you said sir we're down to 318 now uh oh two more came in 321 um this really the the telework uh authorization level is that supervisor or is that director and specifically can you address any disparity between directors on on implementing implementing the guidance yeah so one of the reasons why we're issuing the general guidance is just to kind of level the playing fields and ensure that you know not not you know one size doesn't fit all you know but uh just to give some general guidance that's in there and really uh you have the non supervisors the expectation is you know what's really important I talked about up front is our people right so and and our people are important we want to invest in our people we show these slides we talk about the amount of experience that we have you know in this workforce well that experience we've got to make sure we're translating back and forth you know uh and to ensure that we're investing in each other to ensure we provide the opportunity for development growth you know of individuals so part of you know the the policy is that your the guidance is to ensure that we create some opportunities to ensure they've got the team you know uh in a place where we can actually you know sit talk and develop and counsel you know each other uh to ensure that we're investing in each other so if you're a non supervisor you know I think we talked about you know you're at work right and you have the opportunity uh to to telework up up to um six days per pay period um but that that's kind of the generic guidance that's in there and for supervisors it's up to uh four days but I I I leave that down for the directors and the supervisors to kind of you know to ensure that the individual and the work position qualifies for telework you know and then to to ensure that the schedule and the mission requirements are balanced are balanced out you know with uh with all of the things that have to get done and thank you sir and uh you mentioned about coming to work for the mentorship and development and one of the questions is specific to that point if they haven't seen it yet in the workplace um what what can we do moving forward to ensure that they do get that development that was that was integral to bringing them back to the to the in-person work sir yeah so that's a great question I think you know there's a there's a few things that we I know we're doing uh as a holistically you know with creating you know high velocity training centers and you know some you know some uh onboarding of individuals through training and you know I know the supervisors and the directors you know have the responsibility and our coach and teaching and mentoring you know uh teams through not only their daily production requirements but also the developmental through counseling and and and other activities sir if I if I could add on to that um so anytime you're having a conversation with your supervisor that is development mentorship and counseling and you may not realize it that was taught to me a long time ago when I was a young sergeant it's like hey I'm not getting my my monthly uh form or my quarterly form we're not filling this thing out because that's what the regulation requires and they're like well you're you're you're misinformed because you're not paying attention of the daily interaction that we have where you're being developed and mentored it might not be on paper but it's the it's the constant back and forth uh of being in the workplace and having that direct involvement and response back so just because don't take it don't think that just because you haven't had a sit down in a month or two might would be my recommendation is where you developed uh when a challenger a question was asked of you or or something that you had that you took to a supervisor and or a peer did they teach coach mentor counsel you to get you through that and make you better so I asked everybody to kind of pay attention to that and cognitive of that as we're moving forward because developing of subordinates is very important and peers is very important and sometimes it happens and we don't even realize it so that's what I'd like to have an answer yeah that's a great point to our major you know we all are product of our experiences and we when we can like curiously live and learn through those people that have tremendous experience in this organization you know it's just uh it's or other organizations right it's just an outstanding opportunity to develop grow and understand you know what are those things that I could or should be thinking about and are doing to improve myself or set myself up you know for success in a later opportunity that I might have thank you sir the next couple are really two parts that I think link together one is only a hundred three hundred that was only two out of three so we're getting there we are we are booked for the afternoon but the two link together one being what's the guidance for the workforce that is matrix to say the peo yes and they're following different guidelines and then second part sir is are you worried at all about losing talented workforce to other competitive telework agreements and different organizations yeah so both really good question so the the guidance applies you know whether you're you know you're a matrix employee and or not you know because uh you know the reality is it's still we still have the requirement to work through you know to develop mentor you know and make sure that we've got the team you know still aligned and understanding where our responsibilities are to to do that so that's one and then two um you know I think uh I look across this team I look across you know you know the really the world I don't I don't know where anyone would want to work anywhere else right I mean the difference that you all make in every single day and the culture in this organization um being a little facetious that's in there but you know I think it's being part of this team is pretty special you know and uh you know I think there's a and having having leadership that's committed to your development you know and investing in you and investing in your success you know is is special you know that's what makes good teams you know it's people that care about each other and come to work you know and but I I think I'd afford anyone an opportunity to do you know whatever they want to do in their life and work wherever they need to you know but we just want people on our team that want to come to work and make a difference you know and support each other and enable each other's success you know so we can all we can all you know go home at night or and and just feel happy that we've contributed and made a difference in somebody's life and and we've been productive at work hey sir can I add something on the matrix employees so we understand the challenge with that as the CG said you know we have the responsibility for those matrixed employees to make sure that they get the mentoring and the interaction um just like all the other employees but we understand the challenge in that some of the organizations that are matrixed employees are supporting have different types of schedules so you know matrixed employees are authorized to follow the work schedules of the customers that they are supporting up to eight telework days per pay period if it goes to 10 which is a hundred percent telework it requires coming up to the DCG for approval hey sir uh Jordan go back to that previous question though you know that's why the giants got a great organization and the cowboys don't right you know yeah but if you can come see me after this I'm ready appreciate it thanks sir specific to you know coming in person work and and for non-vax individuals is it still required for the non-vax personnel to get tested and is vaccination still required for for conus travel so for conus travel there has been no change to the regulation right now we've sent up a number of RFIs asking for further guidance but as of today yes it is still required um for testing as we said in the past that is all based on the HP con level yeah um and currently that is not required with problem okay well we'll we'll follow up and we'll put a message uh an answer out specifically on that question on testing and if it's required based on the current HP con okay thanks sir um some other concerns or or I guess uh suggestions around the building would be to add vending machines on every floor of every building I guess who can the workforce take that up with and provide those suggestions too or is that right to come through our our headquarters suggestion box so they could submit it through the suggestion box just like all other services on the installation it's based on utilization right so if you recall we used to have all those services available um throughout the building um but you can't get vendors to come in put machines on every floor if they're not going to be utilized so as in person um work starts to ramp up we will continue to look at the services that are provided the g4 uh has that and they will make sure that um the appropriate level of services are in place for the level of in workplace participation that we have and then if there are other suggestions beyond vending machines or things that you see that need to be changed or you have recommendations we have a number of feedback mechanisms to include our suggestion box both virtual and then there's one outside of the cafeteria if you're here local the system does work because we are in the process right now updating some water stations throughout the building the water fountains and and putting ice machines in off of our request so that is in the works right now in certain areas so if it doesn't come to your area please just put it in if that's something that you're requesting it goes back to utilization so okay sir um i guess the folks in the skiff are cowboy's fans they said you're not allowed in anymore they're evoking access clearance removed uh no sir they uh they're asking is it is there any changes to the exception to policy approval process and then is there also any you know general guidance for um what would be considered uh for approval for full-time uh telework yeah so um we we talked a little bit earlier about uh if there is um some sort of a combination required you know that that will go through the normal process um if uh if if it exceeds the what we put out in general guidance you know in terms of a non-supervisor or supervisory position you know then uh that exception would go through mr nitty okay any questions in the room all right so you know the good news is i get an opportunity to go down to the g2 you know i get an update brief on you know all things uh you know ukraine and all things you you know um you know from the intelligence you know section of you know they have these forecasts and sometimes their forecasts are right you know sometimes their forecasts aren't right you know so you know they should stick to you know what they know and what they don't know like football they should probably stay out of them but you know i think uh you know i kind of like to end where where i started you know it's a distinct honor for me to be here and just to meet some great people and get to know each and every one of you and i just want to say thank you thank you for what you do you make a huge difference um and i i personally appreciated you know being on the receiving end of amcom support you know my soldiers and my team would not have been successful and would not be here today if it wasn't for amcom and i and i will share individual stories you know um as as necessary or you know as we get into smaller groups but i just want to say thank you all for what you're doing um okay cool thanks have a great day thank you i'm strong