 CMP, as we talk about improving the personnel system and bringing new flexibility to it, I wanted to ask if some of the constraints that sailors encounter now might be alleviated. I know in my career I had some trouble with the categorization by year group and I know some other sailors might have as well. Will these improvements reach some of the portions of the system like that? Yeah, fundamentally the part that frustrates officers and enlisted in our Navy today is this notion of tracking and managing everybody by year group. It's part of the law so it's something we have to deal with, it's part of our frustration too. When we see really good sailors out there who are doing extraordinarily well in the fleet and they want to re-enlist but their rate and their year group is over manned and there's not an opportunity to re-enlist. We give them a choice, you can either leave or you can convert to another rate and a lot of sailors that join and are committed to the rate they're in, they don't want to leave that rate. So if we didn't have to worry so much about year group management in terms of the quantity, we could really go after the quality and put those people where they want to be. We want the motivated ones, the smart ones to stay in our Navy and I see example after example out there where a young petty officer who's looking to stay in is frustrated by the fact that another petty officer who may not be setting a world on fire isn't as motivated yet his year group isn't as over manned and they get to re-enlist and he doesn't or she doesn't. I think that's a fundamental flaw in the way we have set the system up and you need information to manage that though, you can't just do it by saying we're not going to manage by year groups anymore, you've got to have readily available information. So on the officer's side, same thing. We see young officers who choose to go a different path to success only to find themselves sidelined and unable to get back on the track to success because we manage them by year group and it's so stand in line and wait your opportunity, wait your turn as opposed to am I ready, have I met my milestones, my career aspirations, I'm ready to go, why can't I get in the game coach and the answer is well it's not your time yet. That's a really frustrating conversation. I know in the officer community that'll be great to hear that we're looking at talent and opportunity and managing that in a non-linear way or in a less linear way I should say.