 Good morning everybody, we'll get you to see in just a minute. First thing I want to say is thank you to the families for coming today. It's very nice to have you here, I love seeing babies and all that stuff in the world that Darlene and I live in, growing up children and all that, it's good to see the future all around us. So we're going to do a re-enlistment right off the bat here and I'll go ahead and give the oath if you're okay with that or do you have anything before that. Okay and since he's the chaplain we'll do whatever he says because he reports to a higher cause than I even I do. All right y'all ready to join our Navy again? Some of you have been discharged haven't you already? So we better hurry up and get this going. Okay so I'm going to kind of stand at the side so I don't have my back to the yacht, actually I'll go right over here, you all can still see me. Please raise your right hand and repeat after me, I then state your name. Do solemnly swear that I will support and defend the Constitution of the United States against all enemies. Foreign and domestic and I will bear true faith and allegiance to the same and I will obey the orders of the President of the United States and the officers appointed over me in accordance with regulations and the uniform code of military justice. So help me God. Okay welcome back and thank you for re-enlisting. How about a hand? Okay we're going to give something out here I'm going to at least give a coin and say thank you Chief. Where are you from Chief? South Carolina. South Carolina? South Carolina. Lancaster, very nice. Thank you Chief where are you from? Decatur, Georgia. Decatur, Georgia. Folks you may sit down if you like and relax. Sir? Where are you from buddy? It's Carbondale, Illinois. Carbondale? Illinois. Very nice. Where are you from? Onalaska, Wisconsin sir. Analyst? Onalaska, Wisconsin. Onalaska, okay. Where are you from miss? Bridgeton, New Jersey. Bridgeton, New Jersey. Bridgeton, New Jersey. Where's in there? South Carolina. Camden. Oh okay, very good. You know where Cherry Hill is then right? Yes sir. Okay where are you from buddy? Michigan sir. Michigan, my wife's from Michigan. Where are you from Michigan? The peninsula. Up in the peninsula? Up in the peninsula. Yeah. Hey where are you from? Homesteads of Florida sir. Whoops I'm sorry. Where? Homesteads of Florida sir. Homesteads of Florida. Homesteads of Florida. How about you buddy where are you from? Columbus, Ohio. Columbus, Ohio huh? Buckeye. Where are you from? Austin, Texas sir. Austin, Texas nice city. Where are you from? Fairfax, Vermont. Fairfax, Vermont. Very nice. Yes sir. Hey buddy where are you from? Cottonwood, Arizona. Cottonwood? Yes sir. Nice to see you. Where are you from buddy? New York City. New York City? Yes sir. It's one of the Yankees. Yes sir. What do you mean yes sir? They're not doing all that good. What are you talking about? It's fine sir. It's the best team baseball. Okay you betcha. Okay what else we got? Chief Enable Operations will now reward Navy and Marine Corps achievement medals. Okay we got certificates I think. Right. Okay. Five. Okay. There we go. This is certified by the Secretary of the Navy. I'm going to look over there. Congratulations. Thank you. Where are you from? Do I have to go? There you go. Thank you. Congratulations. United States Navy. Four. Professional achievement in the security performance of our duties. Congratulations. Thank you. Three. One. Yes sir.равств Yes sir. Excellent. Here you go. Here you go. Many. There you go. Now sao we're still talking about you. No way. There you go. There you go. Thank you. Thank you. Three. What is the achievement medal today? Congratulations. Okay. You got it. Yeah. Okay thank you. Congratulations. and we're in keeping with the highest traditions of the United States naval service. All right, Penny, I'll serve Gates. My family is my commander. Okay, I like that, that's very good. From the Department of the Navy, this is the certified Secretary of the Navy who has awarded the Navy Marine Corps Achievement Medal, Gold Star, Did you get the picture already? You did? We're good. United States Navy 4, professional achievement in the superior performance of his duties as an air traffic control, while assigned to Fleet Area Control and Surveillance Facility, or Giddy Caves, from February to June 2013. Ph.D. Morton assisted in the establishment of the Air Traffic Control Facilities Assured Personnel Qualification Standards. Lauded by the commander, Naval Air Force Atlantic has a model of fleet efficiency. His training program streamlined the training and qualification process for 29 naval air stations, and four, Fleet Area Control and Surveillance Facilities. Ph.D. Morton's exceptional professionalism and selfless devotion to duty reflected pregnant upon him and upheld the highest traditions of the United States Naval Service. All right, we're all caught up now. Hit it. Chief Naval Operations. We'll now award enlisted information dominance warfare pen. Congratulations, sir. Where'd you grow up? Oh, Brooklyn, New York. I just had a guy from New York over there. You know that guy? New Yorkers are going to stay together. Good. Ladies and gentlemen, please welcome the chief of Naval Operations. Okay, we'll try it again if we can sit down. Why don't I have this one? Okay. All right, please have a seat, everybody. Danielle, can I have the pointer? Well, first of all, happy Independence Day here coming up. Everybody be safe, get together with your family, have a good time, do what you can, don't burn down a house, don't burn yourself and all that stuff. Do the right thing. Number two, I don't know if you knew that, but this week is the 40th anniversary of the all-volunteer force. It's been that long we've had an all-volunteer force. And some of you, I don't think anybody here is as old as I am, even my wife's not as old as I am. Remember when that got started. But make no mistake about it. You know what makes us the greatest military in the world and the finest and most powerful navy in the world is the all-volunteer force. You are. And no matter how high tech we are, no matter how much money, how much of this, that, the other thing, our asymmetric advantage and always has been our people, you, that are willing and the families who support you who are willing to join up and stay with us. What I'd like to do today, I'm here with Darlene to listen and to learn. So I really want to know what's on your mind today. So you've got to give it to me so I understand what's on your mind so we can take things back. And I have a few guys here. Some of my documenter here, Brian, he's up front here. He's got the blue shirt and the tie. If you ask me a question, I don't know. He may run over there and get your name and we'll get back to you. But also, he's copying things down for us to take back. I don't remember any names. I do mostly policy. So don't worry about any of that if you've got an individual issue. But I want to talk about a few things to kick it off today. And right away, we're going to talk about sexual assault. I need to tell you, we need to understand you and I collectively that this is a problem for our times. This is not going to go away until we beat it. This is not going to be fixed by stand-downs. We did a stand-down out of the need and the purpose as defined by the Secretary of Defense to take some time and stop and think about this. We took the time to look and make sure that in our spaces, I mean, do we have a right atmosphere there and just kind of, it's just a point in time, the fact that we did that. But the way we're going to get to this and get it resolved is when you all, because we're all responsible, decide you've had enough of it. So you all, anybody of you who are in this Navy, have to collectively decide that you're not going to put up with it anymore and we're going to get to it. If you are a work center supervisor and certainly if you're a Chief Petty Officer, I know the Master Chief Petty Officer of the Navy has communicated with you and asked you to start talking about this and sorting this out and talk to your people about it. If you're in the Command Triad, the Command Master Chief, or you're in command or you're the Executive Officer, you know that you're responsible for the climate and the environment that you have to make your people grow in that area. That I hold you responsible and I'll hold you accountable for that area. So we have to understand the environment and make sure we have a proper environment for our people to work in. Because our people deserve a safe environment so that they can thrive, not just figure out how to survive. The concept of a shipmate, a sorting another shipmate, is just unacceptable. So we need to get after this thing. There are a lot of things coming up. We'll try to do this as deliberate as possible when I say coming up. Tools that we will provide to continue to do this. Now I tell you, in the next couple of weeks you'll see some material coming out, words from headquarters. One, if you're in command, you're going to see a message that's going to come out and describe, just to be clear, what we mean by the climate that we want you to set. It's not new. It's a climate free of harassment, it's seen as well as sexual harassment. It's a climate where people can grow in, where we have dignity and respect for each other. And number two, there'll be a message come out which will kind of lay out. It'll be a few weeks. It'll lay out organizational changes that we'll have at headquarters. You'll see that we're devoting. I have a flag officer reporting to me, particularly to keep moving ahead in the things we need to do in sexual assault and understand this issue, understand the problem as we move ahead. There'll be sexual assault prevention and response coordinators specifically detailed to all of the our community leaders and our Navy component commanders. That's like Fleet Forces, Compact Fleet, Serf Lance, Serf Pack, I'm sorry, Serf Pack, Serf 4, et cetera. The Cybercom, Fleet Cybercom commands of that nature. You'll see that some of the pilots that we have successfully run are at Great Lakes, and the attributes of those pilots at Great Lakes in San Diego and we're going to expand them overseas. We're finding that they have great utility and they've had great success. We're going to extend those around the fleet. And that'll include improvement in barracks, inspections, I don't mean going into rooms and inspecting, but just the security and the environment around it where we're finding improved security, lighting, things of that nature, a whole host of things that are involved a little bit more in the welfare of our folks and making sure things are going well in that regard. So you'll see this laid out in addition to some means that we want to be able to track this problem so that we can understand it so that we can turn it around. It includes assistance for victims that includes simpler ways and multitude of ways to report a sexual assault or something that or sexual harassment and there are like nine ways right now and only one of them involves the chain of command. So it's about making sure that we have the tools out there and the means to get this done. We got to get after this. It's not going to happen overnight. It's going to be long term. We've had challenges similar to this in the past. The drugs of the 70s and the 80s and it takes a hard, long commitment. There's no year analysis that just makes it so simple to determine this. It's complicated and we need to be able to trust each other and get after them. So this is a challenge of our time. Next, I want to talk a little bit about and just kind of reassure you what our mandate is. Can I have the first picture up there? This is a description just kind of a lay down of where your Navy is around the world today. You'll see there's in the lower right your right. 99 ships out there. A few months ago that was up to 105 and it has been above 100 for some time. So this 99 is a reflection of this challenge we've had in funding recently that I'm sure you've read about and many of you are living through. But we remain about half of your fleet what we provide out there is in the Asia Pacific and about a third are out in the Arabian Gulf. Everywhere you see that non-rotational those are forward deployed or forward stationed ships. All the time. They either rotate the crew, they rotate civilian mariners or the crew lives there in the country such as in Japan and such as what will take place in the road of Spain here when four destroyers move out there. My point to you is as we work through our budget challenges this year, next year and through this next period of the decade it is going to be about making sure that we are to provide forward presence out there to our combat commanders to our allies and partners to reassure them so that we can respond. That's been the job of our Navy for forever since we've had a Navy and it continues to be and will be our job in the future. That is where we are at our best when we are out and about in these places. So our job will be to get rotating forces there that are ready to get it done innovative and proper ways to forward station as much as feasible to get the job done. Thank you very much, you can take that down if you want. So our budget challenge when we were flying in here just a minute ago I really loved the idea that there were jets lined up and people were training. But as you know, this has been a challenge. This year we effectively when we had a continuing resolution we didn't have a budget and we were operating on 12 funds which is not enough then we got a budget somewhere around the April timeframe and things picked up. We were able to recover a lot of operations but not enough. Today, of all those ships you see there what you have is you've got one carrier strike group in the Gulf one carrier strike group in the Pacific one amphibious ready group in the Gulf one amphibious ready group in the Pacific and we have one carrier strike group surge ready to go, can get underway pretty quickly and the same with an amphibious ready group. But it's the surge where we're lower than we have been. We usually have three of each instead of one of each and I know that some of you who fly or who support flying when you've come back from deployment we're standing down because we don't have enough operating money to keep them flying at a level that I think is appropriate to and we're saving that money making sure that we fund the next to deploy and those that are certifying to get ready to deploy and those that are on deployment therefore that picture up there that showed where we are. As we go into 14 right now we're preparing for the fact that we could be into a continuing resolution and sequestration again. But we have the time to prepare for this. We have time to lay out the budget and the fact that it will be a frugal year and where we can put the money to get the most return from that investment. I would tell you that manpower will be our approach will be that manpower will be set aside. In other words we're not going to reduce people if you will military person take them out. It would not be my intention to request any furlough as part of our 14 budget. You know the story on the 13 budget that it was in the Navy we don't intend to request that. That's done department wide so that debate will take place depending on the size of that 14 budget which is right now up on the hill in a request. But our 14 year will look about that same one carrier forward deployed in the Pacific one carrier forward deployed in the Gulf and about one amphibious ready group each place and one ready to go set up to surge if you will. What I'd like to do and what we'll strive to do is to ensure we have more money in the training piece the fleet response plan the pre deployment piece not just the work up but folks when they come back I don't want to go to tactical hard deck I don't want to go to shutdown and we got to figure out what is the right level and what is the right level of funding what is the right level of flying and what is the right level of funding and the same goes for steaming Navy expeditionary combat command and any of the other supporting forces. So first before we go to questions I'd like to welcome our online folks who may be sending in questions and may have some issues they want to talk about but let's open the floor up now I've got just over half an hour we'll get a good bit of questions to talk about things that you all want to talk about so they go to the mic or I can repeat the question as well Alright What is the future of the Blue Angels Flight Demonstration Team? The future of the Blue Angels Flight Demonstration Team in my view is we're going to have a Blue Angels Flight Demonstration Team due to funding this year we were unable to do the shows that they wanted to do but we're looking at next year right now what is the right level for again the appropriate distribution of funding right now I view them as a valuable commodity Good morning The Flow Forward Staging Base first of all that's is a ship built in San Diego that will are you talking about the Ponce the one that's over there in the Gulf or the new one? Either one both of them we did the Ponce which came from Norfolk and she was an LPD that was going to go into retirement and we manned her with military sea lift command folks and we asked for volunteers a great job over there as a Flow Forward Staging Base a tremendous force multiplier and does an amazing job supporting my countermeasure ops maritime interdiction observations and special forces we're going to keep her there till about 16 where she'll be replaced with a production the Flow Forward Staging Base much larger built in San Diego with what will look like kind of look like a tanker with a flight deck on it but it'll be extraordinary extraordinarily big we'll use due course folks if you will it's not an IA concept that was a one-time concept because we wanted to turn the Ponce so quickly you're welcome yes ma'am could you take a moment to explain it to those that might not understand what is this new platform Brian put a picture of it up there the Flow Forward Staging Base is a while back we went to a ship builder in San Diego it's called NASCO and they built our TAKE these are auxiliary dry store ships that you've seen a few of them down there if you're a naval base Norfolk there and we said hey could you build something like this now back up one yeah and you take the center piece of that tanker and you use it to ballast up and down and so this part right here this ship ballasts up and down and you float things on and off this back up one more that's what it looks like when it's out at sea ballast it down so you bring an air cushion vessel auxiliary ships on there and then you ballast it up go ahead and move forward now if we said ok this is huge could you put a flight deck on this so you go to the next one they said sure we can do that for $100 million and they did this is as big as an amphibious big deck like you see here and it's about 800, 900 feet and this deck size is about the size of that which we have in an amphibious big deck you see it has helos and drone capability and it will actually be built to take an F-35B that is a joint strike fighter this is a command and control space you can also put fleet hospital in here you got to bring it in and you can do repairs down in here so that's the float forward staging base that we're talking about that's what that looks like ok next question thank you we're very committed we the Department of Defense asked for a BRAC that means base, realignment and closing which is a study to see to resize if you will the number of bases we have out there in the Navy we had no over-driving situation we had tremendous amount of excess infrastructure or bases and we just said look this is just, we're carrying this too much we have more short facility more tail if you will than we need but it's distributed around and we can probably work that a little bit outside of BRAC we're very committed to NAS Oceana NAS NAS, Navy Rail Station, excuse me it's not a facility, it's bigger we're here it's a master jet base we're going to be here for the future we're going to report from this area it's the right fit you're welcome I'm sorry, especially Civil Affairs the Civil Affairs group Maritime Civil Affairs Support Team CAST is what it's called they have a fairly unique capability in that they go out and can intermingle and train with a lot of foreign navies a lot of get into foreign countries reside, get in there, they understand culture and they've been very effective and the combat commanders are almost addicted to it as we get into the future the way we're going to approach Expeditionary Combat Command and all that they have are what are the capabilities that we need so that we don't summarily get rid of the capability and then it's very difficult to reconstitute and you can't size it so it's about how much capacity we need for the number of capabilities we're looking at that no decision has been made it will be a fiscal year 15 budget decision and we're doing that review now I would like to keep as much capability as possible especially if it's something unique that we've built over the last decade of a lot of conflict over in the mid-east where we've learned quite a bit on how to assist other nations to build in particular their militaries and what's relevant for them and what resonates with them you're welcome good morning good morning I've done back-to-back deployments in a couple of years one way also meant a lot of great people one thing I've noticed is we have a lot of designated people that like to cross-state and the opportunity just doesn't exist so we're losing a lot of people that have different needs and also the people around them what is it that the Navy is going to do to retain these people or allow these people to cross-state and to other rates in the future well I think if I go to the chief and naval personnel well I don't agree with that I think we've got a lot of opportunity in fact I depend quite a bit on people joining and then if you will striking for a raid very quickly in there once we get them to see we are growing the Navy right now in fact in this year in this fiscal year 13 we don't have enough money as I described before to do a lot of things we're going to grow 4,000 people in the Navy we will be at 22,000 here in fact we were at the end of June so I take your comment back and see ok what is it what are those valves what are those adjustments that we can make allow people to cross-rate number one because when we talked about the former PTS the idea was to be able to allow people to cross-rate so that they could re-enlist but also those that join unrated for them to quickly strike so I'll take that back and look at it but the fact of the matter is we do have to get there right because we're continuing to grow to size ourselves to the fleet which is growing and will be over the next few years regardless of sequestration and all that these ships we have 47 ships under contract right now and they're being built and they're going to come out pretty quickly especially a little combat ship thank you for the question good morning my question in regards to sequestration and retention with manning on the decline what if anything is in the works for bringing in and retaining talented sailors ok well as I just sort of alluded to manning is not on the decline however overall however I will tell you we have got to match the skill set and the NEC with what is needed particularly at sea and on our flight lines so we are filling the navy pretty well actually but we need to do better to fit where people need to go again the right seniority with the right rating with the right navy enlisted classification code to match those skill sets we are working on that I'd say very hard if you will we are improving we've got a definite improvement in gaps at sea we've been working on that through the air it's been a very very high priority item the next step is getting the people in and then getting the distribution right so we are about there getting the people in now we've got to work hard on the distribution looking at shore billets versus sea billets and making sure we are prioritizing them right it's underway good morning I have a question about the state 21 program a lot of sailors have a goal of becoming an officer recently there has been a cancellation and a lot of programs from a lot of states when we want I just want to know how the staff compare to the new officers that the navy is getting from universities and what could be the number 14 for this couple of years ok we get about ballpark numbers 800 from the naval academy 800 from NROTC about 1300 I think from OCS and we get about 200 from the semen to admiral stay 21 program so I need that program and I need that input for the reasons I just stated we are growing I don't know about a reduction it is my understanding that that program stays the same or may be proportionally in order to maintain the right officer level may have to go up a bump I'll take your question back and make sure that if there is a reduction I don't understand why there would have to have an equivalent increase in the other programs but state 21 has served us very well and it provides us a talent pool that we can't get anywhere else folks like maybe yourself interested coming up from the list of ranks and that's a skill set we definitely need so I need to go back and take a look at that and I will you're welcome good morning sir I've got a question from the internet how likely do you think it will be that we will face another round of furloughs next fiscal year? well it's difficult for me to say how likely it is because that implies I'll put a number on it and that's hard I would tell you this that in the Navy we don't want to do that we didn't want to do it but nobody wanted to do furloughs in FY 13 but that's not our plan in 14 we have the time to plan our budget as opposed to FY 13 when we didn't have as much time we couldn't even get started until January and then we got a bill in March so it was very difficult here we have the time and it would not be our plan to do furloughs in fiscal year 14 but I can't say we won't I'll just say that's not our approach yes miss I'm not familiar close loop detailing to me is I have to study the concept within an aviation I suppose your type model series so if you're a mechanic for a prowler grower or for a hornet you would stay there what I know we are doing in the interest of a couple of questions I had hey what about gaps that we as a priority ensure that squadrons float squadrons and deploying squadrons are properly filled so it might be a priority but once those are filled we can open them those jobs up or those billet opportunities to others as opposed to just automatically close looping and constraining it so it might be a priority detail but not necessarily a closed loop in other words you fill that first with regard to advancement opportunities what I'm being told is that nurture that's going to give you that sailor that much more skill set and should actually enhance the emotion opportunities in that particular skill if it involves maintenance say for certain aircraft you're welcome yes go ahead okay well let me answer the alcohol detection device I'm glad you didn't say breathalyzer because it isn't a breathalyzer a breathalyzer is actually a legal device that you can use the result for to take disciplinary action so that our commanding officers and our leadership teams can determine and understand what is the alcohol use among those and have our people understand what the alcohol use is they have and is there an abuse so it's meant to be and it can't be used as such no there'll be no percentages I have no plans and I've directed that that we not turn this into a program run from headquarters where there are an abuse so it's meant to be an educational device and an assessment tool from within the command can be used by the skipper as he or she determines up to a certain point where you can't take administrative or disciplinary action based on the outcome of that alone so we're just now getting that thing going we'll tweak it here or there but I thought it was a good idea the secretary of the navy put it into the 21st century sailor so that we could understand what our alcohol use is in the navy we think and we hear and we listen and sometimes we observe alcohol use as a problem but we say but what is it how do we figure it out and how do we understand it and that's what this is designed to help us be able to do you're welcome good morning here we go as far as how long they would be and how fast we would have to turn around and do a linear deployment well sequestration as it compresses operations tends to limit deployments from that regard as I was mentioning in my opening remarks right now we can sustain under a sequestered budget if you will in other words a limited budget due to the operations funding reductions one carrier strike group forward and one is in surge and as we work through the fleet response plan that's the requisite number that would work up in the near term we had some situations where we had a carrier casualty on a material casualty and the carrier coming out of maintenance wasn't ready and that extended the deployment of one carrier another case occurred where the Eisenhower who returns today actually went on deployment came back for a period and went back out on deployment so she'll be returning from a 5 month deployment so what you should see over the next say year is Nimitz will finish her deployment in about 6 months and then the follow on deployer the Truman is going to be close she'll be around 8 months the one after that will be about 8 months and the one after that is now you're at the end of 14 and it's very difficult for me to predict it is about that time as we move into fiscal year 15 as we sit down in the service and lay down the budget my intention is to provide the right maintenance the manning as we talked about before the right fit so that we can get a more predictable deployment approach so actually the sequestration tends to constrain the turnaround because we don't have the operational money unless there's a contingency the world always gets a vote so I think you understand that and so it will tend to limit deployments but right now you're looking at 8 month deployments, 8 month plus for 14 for the two carrier strike groups going in 14 you're welcome yes Marine Corps will adopt some legacies oh hornets I'm not familiar with that that we have not determined as a result of sequestration or any future of aviation as we look 15 on out what the departments tack areas we'll go into that this summer and sort that out based upon you know how many joint strike fighters are bought versus how many super hornets we have versus our need and the makeup of the air wing and the UDP plan the was that under deployment plan anyway the UDP plan for the Marine Corps we have to sort that out this summer you're welcome okay well if you know there's a proposed amendment to require a joint uniform or at least for a study of that so we'll see where that goes I would like I'm interested in quality as you know the mcpon is interested in making sure we wear the uniforms that we have correctly and he's put that out there's a video out on it very clearly and have admin so I encourage you to see the video I've asked to look at quality I get a lot of reports that the navy working uniform is hot and hard to wear especially in the tropical area so I say okay look at that is there something feasible to go to that and I'm also always interested in the fit so fit and quality materials where I am changing the uniform itself is not where I am right now okay good morning my question is regarding the budget constraints I know our squadron for one is here in Oceania we're attached to the province and our air wing is out in the war I know that's a vice versa but the squadrons out in west coast are attached to ships here it would seem that that would be something that might be addressed financially but strength wise but there's all the money across to ship us back forward there's something in the plan well it's something we look at as we pull the squadrons and actually this is managed by tail number to form the squadrons to form the air wing and where they're going to to the carrier but we look at that and we try to be as efficient as possible when we send the tails into to depot where are they going to come out, when are they going to come out and when they come out, where do we send them recognizing as much as possible in the master aviation air plan where they're going when and where they need to be to deploy so the answer to your question is yes we look at it will we look at it closer in the future because that is an added cost for PCS for movement of aircraft it's fuel it's all of those things and we also look at it for how many to the Marines previous question how many aircraft do we need and the size of the air wing in that all those things will look very hard this summer the remainder of this summer in fall okay sir is there anything as a junior and listed personnel that myself or maybe others will need to be aware of such as changes and benefits or anything like that for us just coming in or opportunities for advancement and re-investment things of that sort well I'll talk to retirement first because that tends to be your legacy there is no plan on the books right now to change your retirement so when you joined up in the fact that you wear a uniform and everybody that does the retirement plan remains the same and it will be grandfathered the president himself has said that but there is a commission that is looking at retirement and what might be opportunities for future folks that come in there are a lot of people that feel hey I'd prefer a 401k I'd prefer something where I come in and I'll contribute to it and maybe the federal government will contribute to it and then when I depart the service no matter when it is I'll take it with me whenever I contributed and move on from that others want to defer retirement which is what you've effectively signed up to with regard to advancement and populating we our personnel are aligned very much to the ships and the aircraft that we have so the way we would change the size of the Navy people wise that's directly connected to force structure so I need you to advance and I need you to move up in your skill set I need you as I mentioned you are part of this all volunteer force that makes us great to continue to advance commensurate with the size of the Navy and the technical changes which again we're growing with new ships so put another way as far as advancement I don't see a change in that regard as far as compensation entitlements and that kind of business we'll look at all of those because it is quite expensive today it costs just personnel alone our one half of our DOD budget for people if we keep growing at the rate we're growing on entitlements and this includes healthcare and a whole host of things that we have to put in that's going to get out to 70 or 80% of our budget when you get into the low you know 2022-2023 that's extraordinary and we need to look at this very deliberately and so we will look at it closely because again we can't undermine the all volunteer force and that which makes you stay and makes you do the things you want to do thank you sir yes miss yes yes I don't have I don't see a riff if you will the riffs are not done force-wise I don't know I don't know I don't know I don't know I don't know I don't know I don't know the riffs are not done force-wide and there's no plan to do that they're done by activity level so that's I can't speak I'm unfamiliar with you know MCAST and where they are but I would tell you the we will continue to look we as department-wide at how are obligations going in other words the money that we have are we spending it where we wanted to and where we said we could are we obligating it right well many times the people that write the contracts the neighbors to obligate if they're not at work because they're furloughed then you know we will will that money be available over the remainder of the year so we'll look very closely week by week to see if there is that opportunity to reduce furloughs and that's being done department-wide I tell you that's they're looking at that very hard you're welcome yes sir I question this with regards to the career we're way to early retirement how are advancing opportunities expected to be affected the last thing you said with a affected with expected to be affected will they increase, decline will remain the same I think they'll remain the same I'd look at that very closely but we have no no intention to make any dramatic changes to the rating levels but keep your eye on the fact as we bring new ship types in there'll be certain skill sets that will alter as we need more of those and look at retirements because there's a commensurate retirement for the ships we bring in I've heard a lot of sailors talk about lost man hours for sapper stand down training did you think that going through two hours of training is an effective first step for changing sailors in the term would be sexual assailants not properly because this is the thing I spend more time on and Lieutenant we got to get this right this was a directed initiative if you will the stand down and so we're going to do it and my view is let's do it right and make it effective and then move on from there and think about this closely oh good morning alright so we're going to do this and then maybe the territorial disputes if I were to put another chart which showed you the western pacific it had 53 ships in the western pacific based on the current ship inventory that we planned based on the current ship building plan with the budget that we have right now we'll have about 62 ships out there in the western pacific by 2020 and that's a function of little combat ships coming in join high speed vessels sea base joining us the little combat ship we have one down in singapore the freedom is down there now on a deployment we'll eventually have four down there forward station there so that will increase our presence in ships alone the joint strike fighter will deploy to the western pacific first we got broad area maritime surveillance which is a global hawk UAV with marinized sensors on it operating out of Guam by the end of the decade and we'll have the P-8 which is a 737-800 tricked out with a bunch of new sensors very very effective aircraft it's doing great so presence will go up there and as well as our capability in the western pacific with regard to the disputes it's hard to predict but I was there a month ago that is the western pacific down in Singapore talking to the head of the chinese navy the south sea fleet commander which is their biggest fleet he was there in all the southeast Asia countries so there was a commitment to sit down and say look we have got to figure out when ships pass in the night or pass in the day what is going to be the means by which we converse so that we don't we can't like not converse because then you don't know what their intention is and that risks miscalculation what are the protocols that we will use collectively and that's called a code of conduct and some call it unintended interaction and so it has a cues actually but it's really what do you say when you see somebody for the first time and how we conduct ourselves so there's great pressure on all countries to sign up everybody's in except for china right now and they're looking at it saying well I think you know I need freedom I think you're putting me in a box that's kind of what they're saying and the feeling done there and this is among the ASEAN the Asia countries there and they're saying you guys need to think about this and we need to know what you feel if you're in tell us what words you want in this agreement what do you believe the code of conduct need to be because we're all signed up except for you so there's a lot of intention right there in Southeast Asia it's not just us we believe this needs to get done you know country by country if there's a bilateral issue they need to sit down and describe this and figure this out diplomatically and prevent miscalculation thank you good morning again CNO PR-1 coming to BR-56 you continue to mention the opportunities and growth of our navy force how much of that growth would come to the actual FTS the actually the reserve component will dip below 60,000 and come up and I'll say dip below I'm talking about the 15 time frame sit around 59 and then come back up to around 60,000 but we're looking at a lot of opportunities so this could grow some I can't tell you we're looking at our mission modules for the literal combat ship we're looking at who would operate those because we'll need operators and managers for those sensors for the unmanned systems the unmanned aerial systems I mentioned BAM's broad area maritime surveillance the global HACA that is a pretty good system that might resonate with managers if you will unmanned aerial vehicle managers and sensor managers for that and there are others that look like these could be skill sets that reservists could kind of fit in very nicely where there's a nice rotation to it and a relevant job so there's opportunities starting to percolate out there so I can't tell you specifically a number but I can tell you there's opportunities there sure thank you my question is on regards to the FTS side of the house while on activity a lot of the rates have been you know the advancement opportunities have been having opened up on the FTS side there's a lot of rates that's still like 0% and so on it's pretty hard for a lot of you know our guys on the FTS side to stay motivated and you know to want to keep doing what we're doing to support the Navy because you know the lack of best opportunities is there anything that Navy is going to look at that I just mentioned a couple of those positions skill sets in unmanned if when they open up and some of them will as you look across FTS and you look at the NEC and you look at the ratings what Admiral Braun wants to do she wants to balance that because she has shortages in one so we need people to be willing to cross-rate people to be willing to move over into another one if they stay within their rating and it's over man it's difficult to move up and it tends to stagnate promotions so what we need to do is get a balance here and if there are opportunities like I said before to go into other areas we need people to be willing to do that that will help open things up yes yes we discourage it we stop that opening in that regard when we've agreed to look at and we do this in the active as well instead of one year ahead and say you want to we're doing an advancement or a reenlistment somebody wants to reenlist instead of looking one year ahead we'll look three years ahead and say okay is this a temporary over manning situation as we look out for how many years in the Navy an expected decline within that because people will retire because there's a bunch of them and we'll look at that and then we'll go ahead and approve perhaps a little bit of a higher promotion rate for a given year or we'll approve a reenlistment knowing that a couple years from now we'll get relieved we didn't used to do that we kind of limited that so there are things like that but it's a tweak or a the way to get this done is to look out there listen get with your career counselor and see okay what other opportunities are there that may resonate with what I can do meanwhile we will continue to look for those kinds of things in the future that an FTS sailor or a cell res can fit into okay thank you good morning sir I'm just wondering on the CV side of the house we've been decommissioning the times left and right we still talk about decommissioning the normal times and yet our our race for every race in the CV community is over man however on a daily basis we feel like we're under man we don't have enough people to do the tasks needed from the CVs so I'm wondering if there's any way of balancing that out and the other thing is we had the ERB effects multiple cellars within my community six years and up well six to fourteen years in that time frame but it didn't really affect the upper chain of command as far as people that are you know achieving the flow of things like that so that really locked up our advanced opportunities there and now those spots are still filled and there's no advanced opportunity for the P5 or P6 level to move up so I'm wondering if there's any way of fixing that issue well there's ways to do a lot of what you said and you laid out a fairly broad plan so are you active duty? okay so as I mentioned before my main man here Brian he wrote that down I need to go back and say okay what's the lay down here for CVs now because what happens is when you decommission anything people don't just suddenly go away they're you know they are ordered out and so there will be a period of time where you'll be sort of over man and so that looks good because hey I got all these skilled people but where are they? are they where they need to be in the other units I need to go back and look at that and I will I'm not going to give you some flowing answer I need to go study it okay good morning well I think you all know where I am we get great value from that this will probably be managed DODY I like tuition assistance I think like I said we get good value I think many of you know because many of you grumbled that we started dialing it down and said hey hey we're going to limit the number we want to know what you're going to study we want you to graduate no failing out and then just going to sign up for another so we have some pretty good restrictions on ours and I kind of like it the McPawn and I talk about this a lot so I'll be going in to say I think it's a pretty good investment but I think it may be a DODY mandated but you know where I am okay sir I have a question for the internet I'm concerned about the increasing number of suicides in the military what is the baby doing to address that situation? okay I am too and there's a small tidbit usually there's always no good news no good news we have in the last number of months what was a growing number of suicides through this year has really tapered off so that's good for now well why is that CNO? I don't know I don't know what I do know is this I had Admiral Carter who is now he just relieved as the president of the naval war college he spent about 60 70 days studying just suicides why do people do what they do he came up with no perfect solution but one thing he did come up with and he formed what was called task force resilience and he said a resilience sailor someone who knows how to handle stress to handle bad events someone who can just handle themselves and like I said stress and all that goes with it tends to be somebody who can recover tends to not drift off into such distress that maybe sometime they'll take their life or think about that so we've put together there were a lot of programs to make people more resilient a lot of counseling available out there a lot of different things here and there I won't go through them all they're all over the place we need to pull them together make sure that we've got them laid out there and we need to continue to build on them get rid of the duplicative ones and keep the good ones so that's in progress right now that's all part of that N17 code up at hand quarters which what you should see is you'll see more opportunities at Fleet Family Service Centers folks coming down to commands describing what folks need and it's just not tailored for people to make it through the Navy it's tailored to make you better able to be resilient through life how do you deal with things through your entire life foreclosures divorces you know this that and the other thing life's tough and so how do you get through it and I'd like all of you to feel better that you have enough tools to do that to be more resilient and your families I got time for probably two more so one and then one more yes ma'am okay well I'm going very slowly on this so before I describe it it's pretty pricey if you don't do it right you don't get what you think it could actually be the negative of what you think 360 means you get a 360 view of yourself what your what your seniors think of you what your subordinates think of you what your peers your professional peers think of you and what people who are not your professional peers but they know you think of you measure it in certain attributes so number one you got to pick the right people two you got to pick enough of them so you get a real and this is one two three and four north south east west you got to get that right they got to have enough time to fill out these questionnaires they're going to give them and then they got to have enough time to write a decent summary somebody has to evaluate you see where this is going put it together right and it needs to be consistent so that the one that this individual gets is similar to one of that or you get the point so right now we're doing some pilots on this these are known to be pretty good done properly these are good you say gee I didn't know I was like that I was one heck of a good guy and they say well everybody thinks that way so and that's good that's healthy because when you go through all of you you know enlisted our officer when you grow up in your profession no matter what it is things change you're more responsible you control less day in and day out and you're more responsible so how do you manage that are you becoming an unhappy person all of a sudden one that does not take criticism that could be that's the value of this and we want to look at it because we would like to root people out that just don't do well but we don't want to necessarily use that and perhaps more importantly we want people to understand how they change particularly as they increase in responsibility one more good morning I don't know we are looking at that in the 14 budget to do that and the point is I like everybody have a little skin in this game and so let's say well we're going to give you most of your tuition you put a little bit in there's some likelihood you're going to get pretty darn serious about this but I'm not doing it just as a merely budget saving like I said this is an investment I need an educated force is a more confident force confident people feel better about themselves and they'll do bold things we need bold things here come out here thoughtful bold things so I I think y'all know where I am in tuition assistance it's what's the right level but again that you know there's a fairness across Army and Navy Air Force Marine Corps maybe even Coast Guard that we want to keep right let me close by asking you to think hard about an opportunity to if you want to make a change in the Navy then we want the rad which is reduction in admin distractions we had a destroyer you know turn left and get hit by a tanker almost lost the ship came very close we had a couple sub marine actions we've had some plane crashes and we looked at these over the last year or so I was a little concerned that as we looked in the investigation what were the what was the command element and leadership doing well some cases they were off doing admin when they should have been keeping the main thing the main thing and I said all right I would like a look who would like to do this so I'm a riches and said why I would I did this Richardson said when he was submarine forces so he's looking at this broadly so I got him doing it working with Admiral Shalansky who some of you guys gals may know he was down here and he's leading this up they've laid out a website it's out there published for you all to come in and say let me tell you something this is what I think it's interactive and I urge you to take this opportunity to get involved on stuff because I want to get rid of this stuff that doesn't help and return time in the right effort there and I'm Richardson's lead so I offer that to you before I close once again have a nice safe weekend to you families as I see out here thank you make no mistake you are the wind underneath the sailors wings and for you civilians you are shipmates you know you are civilian sailors I've talked to furloughs and what I think about that is I'm grateful for you because I was mentored and helped by a lot of SIVPERS federal employees up in Washington DC so I'll volunteer for us happy 40th anniversary if you will and remember that's what makes you the finest navy in the world God bless you all