 This is my great honor to welcome back to the greatest little Mabel base in all of our world, Mayport, to our 30th Chief of Mabel operations, Admiral John L. Greer, and the 13th Master Chief Petty Officer of Navy, Master Chief Petty Officer, I see these. Both of these are great warriors and moral fighters. Each of them have commanded and led in every single possible level that represents the greatest part of our Navy traditions. I have a reared and hailed strong Pennsylvania, and I'm a Pittsburgh Steeler fan. Don't hold that against them. I have it. You've heard about the Redskins, too, from all this time in Washington, D.C. And Master Chief Stevens, Galesha, Montana. So with that, it is my great honor and pleasure to welcome you back to Mayport, C&L, to Mayport. Thank you. This is the first. Yeah, all right. OK. Do you want to say anything before I give you the open? Second, sir. You have anything before I give you the open? No, sir. All right. So great to see the families here. I like the world we live in out there. We wouldn't be. So for a new person, I need to ask them, please stand. We're going to administer the open office to our re-enlistees. And I'd ask you to take a moment as we do this. All of us at one point, hook and open, whether it be wedding files or anything. We'll talk about that later. But in any case, think about why we're here doing what we're doing. Don't ready to go? All set? OK. Please raise your right hand and repeat after me. That's no. I state your name. You saw him this way. That I will support and defend the Constitution of the United States against all enemies, foreign and domestic. And I will obey true faith and allegiance to the same. And I will obey the orders of the President of the United States. I will obey the orders of the President of the United States. The officers appointed open. The House is appointed open. And courts of regulations. And the Uniform Code of Military Justice. So I'll be gone. All right. Now you've got fans again? Yes, sir. You did? Yes, sir. And I'm asking where you're from? I'm Washington State. Washington State, you see Hawkeye? Yes, sir. Of course I do. OK, what do you got here with me? I have my father. With you, good morning. Nice to meet you, how are you? Good, thank you. And where did you guys meet? At work. A baby king, huh? I guess he had a hitch way, huh? I'll have a seat here, please take a seat. Take care of this thing. Oh, man, how are you? Where are you from? Forward Duchess, you got family? No, just you and I. You've got a slum on me, then, all right? All right, thank you, sir. How are you, buddy? Inglis, how do you say it? The jealous, you know, where are you from? Salem, Marie, you got family? Yes, I'm a great mom. OK, good for you. You're from up, take a picture. No way, who's that? Oh, here she comes, all right. How are you, what's her name? Dory. Hi, I'm Miss, how are you? What's your name? Kevin. Is that what I say that night? OK, where did you guys meet? Where are you going? Good. Of course, your first-time job. K-Mart, boy, all that stuff. Is that what you were working at K-Mart, too? Then, what did you do? A clerk, what did you do? I was doing a blue shirt on a whatever you were selling, stuff. Yeah, I was selling theta-maxes back then. You said, yeah, I'm selling you, you're doing the VHS, theta-maxes and all that. Yeah, that's why you're the name, you're like me. I got that. Thank you very much. OK, what's your name, buddy? Ryan. All right, you got family? Where are you from? New Orleans. OK, I'll bring your family up. Get your hands full here, you know, three women. You must be able to shave it out the door quickly, huh? Hey, girls, how are you doing at my point? And you don't put that in socks, you know, over here. What's your name? Destiny? Destiny, OK. Where'd you guys be? Down the street? So he can't be bragging about me and this, that, and other things. And I don't know what to say. It's over there. You got that cheese now, don't you? Jumble on tonight. Thank you very much. Hi, G, where are you from? Fort Worth, Texas. You know where I go the most? You already know where? You didn't know that? Big city. OK, you got family? I guess they just have tornadoes. Tornadoes, that's just family, huh? I don't think so. Just you and me, buddy. Maybe afterwards, you guys are on board, all right? Are we good? Are you new? I did. Good. I'm on the side. Let me see. Where are you from? Chicago? You got to go there? All right. How about that? I'll take you to the bus station. Care for a cab? Care for a cab? No. I'm going alone to give you a point. All right, here we go. I'll have a chair on that. Three months. Thanks for coming by, man. All right, buddy. Where are you from? Fort Worth, Texas. Can you not go to your family? Sure. No? Just you and I. It's long enough for me. All right. All right. Are you good? All good? Thank you. Where are you from, buddy? Ohio? It's hard. I feel like coffee. I feel like coffee. What kind of chair do you use? Bengals. Reds. You got anything? Somebody clean this? Do you like clean this, man? You're not doing bad here. My buddy, you're doing good. You're billy. I miss, how are you? I miss, how are you? I miss, how are you? I miss, how are you? I miss, how are you? I miss, how are you? I miss, how are you? I miss, how are you? How are you? What's your name? Sharon? I used to be like that. I used to be like that. Yes, I do. You guys feeling all right? Good for you. Thanks. Where are you from? Make walls. Sensory? Is that your rental? Careful about that, OK? A littleウagged here. Are there a family here? Excuse me, so I'm going to start with you. Congratulations. Hey, buddy, where are you from? What's your brother? Do you have family here? Yes, sir. All right. Glad we're playing this, then. Is that right? All right, you might as well think about it. Emily, who's this? Juliette. There you go. There you go. I told you, Juliette. Five weeks. What did you guys think? Got nervous? What were you doing there? Heart walk? That sounds good. Signed a car. Great job. You're a great guy. You're a very good influence. So what's the other guy saying? Where are you from? Got a part. You got a family here? Not Virginia? Virginia. What are you doing here? Feeding. Where are you from? This works so well. Where are you from? Washington County? Yeah, thank you. How are you? Are you from Missouri? Missouri? Yeah, I can see that. Thank you guys for being here. Long? Long? Okay. So are you down at the human bay? Or something like that? Or a snorkeling? Are they together tonight? Or are you a defender? Oh, of course. They're nice to meet you. Nice to come along. Hey, Mason, how are you doing? Where are you from? I am. Did they eat that? There's a complaint with everybody right now, right? Yeah. You got a family here? Everybody play, Mason. Hi, I'm John. Nice to meet you. What are you doing? I'm the best man. Caleb? Caleb. Okay. Nice to meet you. Where are you from? Where are you from? Nice to meet you. How are you doing? Worst? Where are you from? Cincinnati. How are you doing? What are you doing? What are you doing? What are you doing? Where are you from? If you think he said the following, so I already think he said the following, so I already think he said the following. Where are you guys from? Cincinnati. Mason? Ah-ha. I said, we don't have time to turn into this danger, Mason. All right? All right, very good. Nice to meet you. Everybody, you have a question? No. I'll read it. Okay. Well, how are we doing? Can you read it for me? Yes. From here? Next to you. Nice to meet you. Nice to meet you. Nice to meet you. So your parents didn't stay away from you? You were a brother. I can do this, and I can do that. I'll hear that one. Pick on us, and all the time, and see what you get. Yep. Congratulations. Well, last but not least, National. Okay, very nice to see you. Oh, I'm sorry. Do you have anything? I would say... Why did I feel bad for him? He was moved in. All right, we'll see. Why did you think of a wife with a beard? You can't look at me. All right. Is that it? All right. Bring Liste's right face. Call out. So we're in. So what we'd like to do is say just a few words about what's kind of going on, and why we're here. And then we'd like to hear from you. We get a lot from listening and learning, and then we can take this back and see what we've got to do about that. We just put together the budget together and submit it. And our lives are about the budget, what goes into it. And we're at a fork in the road, and now we've got to take it. We've got by fiscal year 13, sequestration and resolution, shutdown, and we've got a good budget of 14. So we've captured a lot of what we lost in 2013, but we can capture all of it. So this is carry over into this period of 15. As you may know, we have what's called a bipartisan budget, which means that as in 14, we had numbers. We had a budget, and they passed it. And in 15, there are numbers. There's a budget, and it's likely they will pass it at that number. That's the number we submit. This next year, in 2016, it's the critical year that we've got to watch out. So what are our priorities? It's what's called a sea-based strategic concern. It's what we have on the road. It's our try-and-sufferings that are high up the last and the fall. That's the number one program that we have to deliver because we're afraid of the defense in the United States. It's our defense, our deterrence of getting all of it. The number two, it's about present. So we should slide up there. It's about being where it matters, when it matters around the world. Whenever this airplane, the most airline airplane, there was a P3 that was in there right away because the U.S.S. kid, the pink P, was right away. It's about out there and looking and searching while other folks were getting together and getting ready to go. Whenever the typhoon hit the Philippines last December, it was the George Washington and its host of ships, the Kerry Striker, it was over there just a matter of a few days. It was Syria. It was Libya. It was Egypt. And it was North Korea, the Western Peninsula, that your people like you, many of you may have been employed for all that. And your brothers and sisters out there being where it matters, putting that presence together, delivering it out the world, organized training, quick, ready, right capabilities, right weapons systems, right sensors. That's the bottom line of what we do. Everything feeds together and the amount of response after what we have out there present around the world is where we take the surge up and down in our budgets. And we've got to be careful of that. That's the message that we like to spend a lot of time sending out to tell people, hey, you've got to be careful of what you're playing with. So we'll put together the best day that we can that the people are willing to make for that our budget, that our country is ready to put together and have that conversation that they're going to start. There are issues out there that we need to deal with to talk about compensation reform. I assume you have a few questions on that. But I ask you to think about that and read beyond a few articles in some of the papers, maybe Times of Defense news and some of that, and answer questions for them. And understand that we've had a period of growth in our pay and our BAAs. We haven't had any growth in tricare and our health care since the middle of the 90s. None for the place or anything. And if we keep going with that matter at that rate, excuse me, it's going to go up a lot of budget. So we have to think about that. Is that what we want to do? So I think we're a little out of balance. We put in compensation. It's probably about life. And that's what a lot of you have told us. But the money that we have in places like where you were is not right. We have to do the gap still. We have training to do, both professionally and personally, and unit. We need more spare parts. We need more time to train. Our people need to get the ones that we have. Have to get to the ship sooner in the cycle. Pre-dividendness. Or schedule. And all of those get into quality of work. So let me tell you that to balance this better, anything we get out of compensation reform and reduction in budget goes into those things I just rattled off. There's more topic. There's more real-time projects and things of that nature. Some of it will be done in this area. So just try to think about in the balance act, anything we get out of compensation reform and get into quality of work and quality of service. We can talk about more about that. But there's some tough choices to have. I ask you to read about it, ask about it, look and see what we've got online and then feed it back to us. One of the reasons I keep down here with you is to talk with base leadership and see if I can get settled on this down here and say, you know, October and March, you get five. I tried in San Diego last week and they said they had nothing available. I think that's true. But seeing how I really do look forward to hearing from our sabers here and the fleet and all of what their concerns are, most and just as importantly some of the things that you may be doing really well here that you want us to take back so we can share with others. So I'm ready to get started with this all I'm just calling to hear what they have to say. Okay, so we're screaming out lines for those of you out there in the internet land who are saying hello and sending you questions so I guess I'm going to say pull the record, I'm here to do the whole handstand. Yeah, okay, yeah, be careful. All right, over to you all and count the light if you can if you could repeat the question if we could hear you out. That's great. What do you have to do? Why don't you just pull it out like karaoke style. Yo, big time. My name is Ayes2Smith and I'm from C.B.R.E. South East Natasha Bayport. My question is on the 2015 post budget I know you just touched on it briefly regarding tri-care. My question is regarding active duty whose family members are on tri-care standard what increases should be prepared? Well, I don't know the specific numbers but the kind of things would be a co-pay if you go outside of your tri-care network where you don't use medical treatment for the soda there'll be a co-pay associated if you go to doctor whatever out there who is not one of your tri-care providers there'll be some increases in if you go to within the tri-care network I think it's like 10 bucks I think for a visit as part of a co-pay but it should be small and minimal like that and I'd say pay close attention to that as we lay it out and make the website or type it in and ask the questions Thank you sir Okay, where do we go? Well, this is going to be our question It's on the box and everything Good afternoon sir I've seen that on M.A.S. and Robinson in the Nav State waypoint security I need you to lead into the mic just a little bit I'm an M.A.S. and Robinson in the Nav State security My question is why is her waypoints based on rate and why is it not based on rate and why do they would make a good rate for the automatic improvement I actually didn't hear the question from Dr. American We have a lot of them because of the way the speakers come at us you could almost say it directly but easier than the microphone so please speak slow Why is the career waypoints based on a year group and why don't we base it on a pay grade and why did they remove making rate for each automatic The last part is why did they remove what? Automatic approval Making rate Most of them are automatic approval but it really depends on the year group and the rating that you're in because if that rating is currently over maintenance it looks like over 100% then it's going to require you to submit a request for approval to reel list because we have to make sure that we manage that otherwise what would happen is it would be very difficult for sailors in those groups and rates to advance so we've got to maintain a healthy source rate so that's why they have the permission to reel that score to stay in The first part of your question is why is her waypoint based on a year group once again it's done so that we can ensure that we manage the health of those particular rates in that year group so that we have the right turnover all the time what will happen is if we don't manage it you see what happened a few years ago was those source ratings just kind of jam on and then promotion opportunities just become very difficult so it's just all about managing the source rating I wish we always had this problem with sailors wanting to stay into the point where it becomes difficult but we also have to manage that it's just the number of sailors that are wanting to reel list and stay in the Navy right now which is a good thing for us but it becomes very difficult sometimes to manage it Thank you, McPump When we got rid of PTS we didn't want to serve, we didn't want to have to have everybody applying we wanted to have an automatic that's fine until you fill up like the McPump said you get close to 100% you have to start managing that a little bit you should be getting really good 30 days of last strike for the responses for re-enlistment as long as we can keep it at that we can keep this wide open so we don't get into where we were before which ended up in that a three level order ERV The Navy is all about Is this better? I'm I team with Shaw the Navy is all about family family and I just wondered why we're limiting deployments which tends to separate families it's very hard to keep the family together Yes We know one we are at that right now because of what happened back in sea frustration we had a we had carriers of ships going into maintenance and then we had this slow down of the budget they didn't get out of maintenance sometimes they didn't get into their training phase and the people who were already in the phase got on deployment are on deployment and standing to watch while these others are catching up we should be done catching up because we got a solid budget and we get the maintenance done by the end of this year but until then we get it done most of the rooms get out of nine and a half plus deployment which is going to have a pretty lengthy deployment out of the exact number that is close to this the same amount following that we shouldn't be returning back to what we want which is we call it an optimized complete response plan and we're looking at what we feel is something we can sustain at eight months and that's the world that we live in this is carries right through and this is and the ships that support it in the same framework is ready the other units are the other communities are a little different some are still six, six and a half, etc cruisers, destroyers, non-VNP the independent there's some of them between seven and eight but we want to get that predictable I think that's most important predictable and see what we can sustain predictable that I don't eight is no greater than that's what I think we can promise the National Command Authority I still have to have that conversation ensure that they don't start dialing that up slowly but surely and we can reach that that's what we want to do but it's going to see is a broken duty that's why we want to increase C-pay so that we can make it C-pay centric that's why we want to make sure that they're fully there and we're working on a compensation pay that will take care of those longer deployments, those are greater than 190 days I hope to have that on about six months C&P and I are two male personnel we're working on a second average of 40 men and now we've got one to get that but we want to get the C-pay right off, it's in place it should be distributed and C-pay free from both the support the need the need to compensate for that can I just have one thing you said something don't run away from me you said that the need is really is about families you're absolutely right so aside from what the C&P talked about operationally and the C-pay I want you to know that leadership, the C&O C&P and other senior leaders are fully committed to resourcing funding programs to support savers and their families such as child development centers employment for spouses and counseling for children, school liaison programs and the list goes on and on we are committed to fund those to ensure that we mitigate to the best and great possible the stress that's placed on families as a result of the employment I just wanted you to know that leadership is committed Good afternoon sir, I'm RPSN I work at the L.C.M. and my question is with the importance placed on maintaining physical fitness as a requirement to stay in the Navy, do you see in the future creating some type of recognition such as more for the license the same for high school commitment then this question comes up quite frequently actually during some of my all-fans calls you know the way that I look at it and talk with leadership is that physical fitness isn't just about scoring and outstanding on the PFA it's also about what you're doing for your shipments within your command so if you score and take standing on the test, that's great, that's wonderful but just as important what are you doing to help your shipments be successful because what we do is on team, right? and so we want to make sure that we don't you know, recognize someone look in the back up we want to make sure that if we're recognizing someone that we're doing it for all the right reasons, that they themselves are in physical condition but also that they're supporting the command and physical fitness program so you can score an excellent on the test but be a leader within the organization and not receiving an award you can score an outstanding given the award that you're kind of all about being, right? not saying that you get an outstanding so we're going to give something to make that recognition that we're doing for the right reasons so that's something that we're discussing right now okay, does that make sense to you? I hope, I can use myself for that you got to have me have to insert since you've talked to that number 14 the question is with the direction that we're going in to reduce manning, reduce budget I'm not saying reduce but just the new manning that we have, the smaller the size, we have shifted I didn't say about the last 10 years away from the into an operative mentality where our technical rates are no longer troubling you that it's not as keen in our ACE rules as we were as before is there a plan in place to kind of refocus at where the technical rates have got all raised so we're going to get the new saver out between and I'm now going to shift this 10 years massive dry dock on with less budget, less parts I'm kind of working behind the curve is there a plan in place to increase that knowledge to get a better product of the new manning? okay, so I think there's a two part answer I'm going to give you half and then I'll pick it up we are not reducing the number of people for a human in the name it's actually the Navy for two or three years we are now almost at 324,000 in the Navy and we'll stay there as long as we have the number of ships we have we'll bump up with the number of ships as they come in and go out we man equipment we buy the equipment and then we man we have been undermining our equipment for a number of years and we're working to stop that when they say record stop that so we have 34,000 people in the Navy they're not in the right place right now and we're working on that that becomes the issue I won't reduce manning the sequestration to the lower budgets just for the sake of reducing manning if we retire units those records are coming to the media so what are we doing about it well as you have read Navy Times today and other things we're moving people towards the Navy and we're also we have a cruiser planet cruiser modernization plan when those cruisers get inducted to prepare you for modernization we start reducing the manning while they're awaiting modernization those people will go back in the fleet and go to shore sites for maintenance we're increasing the number of folks in our regional maintenance centers and we continue to do that and you've got to have the right kind of skillset take one over there take one over there at work you've got to have the right skills so that will take time when we do have a deliberate effort in place we'll keep on I give you my word and you should see this lovely quality I would hope you'll see your opt-art budget and other things that you need to do the work you see going up in this way your 14 budget a heck of a lot different from the 13 budget I think they're better trained I should talk about that so when I'm talking to a master chief that has 29, 40 years and one of the things I always say to agencies man, I'll tell you the chiefs are just getting younger I tell them I say no master chief, you're just getting older the chiefs are the same age as they've always been same thing, you and I have to be careful when we're talking about sailors coming in from the schools because the more experience the fleet, it seems the less the sailors that have so it's all, I think it's in the eye of the people because I've been in these age schools I've seen what these sailors are learning and the type of instruction that they're going through and for the most part it's remained constant over the last 15 years if anything it's probably got a little bit better in the schools that I visited remember that when we set up the age school we're just teaching them the basic fundamentals the fleet experience and things like that and then it's the sea schools that make them technical textbooks so we just have to be careful on how we view that because I will tell you that folks that are out there at our age sea schools are going to have a wonderful work and you and I just need to make sure that we recognize that and then do our jobs chief penny officers will provide that over the shoulder training to help them become that much better just like someone did for you and I I don't, I'm not saying that what you're seeing is a great reality for you but as I look across the entire painting I see those sailors are coming into the fleet from very good and very sound with the basic fundamentals and we just have to teach them the rest so we just got to make sure that we don't allow our perception to weight too heavy on something like that No sir, there have been one amazing three black people on that board see something that they work that has for your sake on the proposed change to tuition assistance about the military will blocker T8 may have to cover 25% and the government will cover the other 75% so what are you thinking Well, I'm the guy that designs the budget so that one in and so I said well that one's on me but I have to be honest with you when I looked at it I said, hey, who put that change in and they said, well you did and I said that wasn't what I had in mind I wanted to stay at 100% of the 15 so I'm in the process of working with the CMD by the time we get to the fiscal year 15 I'm going to start executing to return to 100% but I am, this is important to me that whatever courses you are taking they have to be valid and good courses the school that you're going to use I don't want to call it a fly by night university getting the sheets, getting our certification and then we're all going to leave the name eventually so you can use me to sooner or later but when you leave that thing's got to be good and valid and get you some that makes sense to me sure, that's what you want so I want to make sure out of the money I'm an educated sailor I want you to leave with all the certification you can so you can get a job immediately and you just fall right into the career like you said and it's worth a while so I'll be looking hard at that but the courses that you take you run them we'll do our very best to make sure that we properly support them eventually you may have to ask them to put a little skin in the game as they say but again I really want to be 100% we're working for them and look who's back I didn't see too many of them I have a question I was wondering if the boat changes the dress rights are still happening? the dress rights yes they will happen but we have to do a few things we have to make sure we've got enough so we can make a change number two, we've got to make sure for the females it's less than small it's not going to work they have to be able to put them over their head so that they fit the females so that's what they're doing right now make sure we've got the right ones and we don't just do what we've done in the past for a less than small time so I'm going to try to just be right resolve the blues okay good afternoon sir, my name is Emmanuel Martin I'm from the Saudi region of Pakistan and I'd like to put in place is it going to be grandfathered with the current statuses already? yeah, any retirement that would change or would take place by the way, it's down the road wouldn't be grandfathered I've got to tell you that there's been some word on the screen in some papers that the DOD put together a retirement plan for consideration there's no retirement plan there's a commission out there who is working on some recommendations for the Congress the Congress asked them to do that and they're made up of a retired businessman retired civic leaders a congressperson a general and that one so they're looking at all kinds of things pay to including retirement they won't be courted to the Congress until a year from now then the Congress will think about it and look at it and say you know when you think about this here's the things you ought to consider a 401k kind of thing remember the leadership skills we've developed all kind of different things that got confused with the fact that there was a plan to put together it's not true so the bottom line is it's quite a ways away I think before we see any new retirement plan your question is what about the one I have that's yours if they weren't uniformed they're on the retirement plan that is their retirement plan and anything considered to be grand fall the one thing they may offer is an option to go to the new depending on where you are I'm going to serve my name is M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M M