Transcripts For CSPAN3 Military Officials Explain Reasons Be

Test. Test. Test. Test. And weve talked im not going to put you on the spot, but the bottom line is there is a lawsuit that has an impact and not replacing something that has an impact on the training readiness and the policy, would that be correct, general peterson . It does, but were compensating with the extension of the legacy aircraft which was proven. Past years, sir. This i think Lieutenant General gross, one question that i have, the 35,000 bonus, it amazes me that anyone would question, after five years in service the officer or 11year person that is critical. When they go to the airline, five years later theyre probably at the airline making double what a u. S. Army major what a u. S. Air force major or a wo3 would be making at that point, would that be correct . The data we have right now is very quickly you will get to 160,000 a year so probably. I havent really done the math, but i think thats correct. Quite a bit and those folks thats not for the 20year guys. I know i missed every bonus ive ever been offered because i was in too long and became critical. Those are those 11 and 12year people at the critical stage and that is when the 35,000 was applied and the critical point in their career, is that correct . That is correct. This is for all three of you all, and i dont know if you experienced it, but there are some things you cant replicate and the ctcs and the military and the army are your red flags and the air force and those things, but does anything replicate combat experience other than combat experience . I think its relative to the combat experience youve gotten if youre doing lowlevel Counter Insurgency operations youre getting an overall much better Training Experience than red flag or Fighter Weapons school or wti and thats highend stuff over similar threat, but combat is combat. And again, those things are great, and ive done many of those things, but it still doesnt replicate, and then the final i guess, the final question that i would have is not just the flying experience that you lose. Its also that command experience, that leadership, that management. So a brandnew Flight Training coming out of Columbus Air Force base in my district does not have the same skills as that major who has been an operations squadron, would that be correct . Yes, sir, it would. Taking out the flight sign out of that you cant replicate the leadership experience at the critical levels and midlevel management whether youre talking about maintenance or the nco level or the officers at wo3s or senior captains. You cant replicate that anywhere, can you . No, you cant. It takes ten years to make it. You cant start over in the same spot. Its challenging because we dont have enough capacity to train them again. I yield back, mr. Chairman. Thank you, mr. Kelly. Colonel, United States air force retired a10 pilot. Thank you, mr. Chairman. Thanks for your testimony. I think youve talked about it to some level, but some of the conversations that ive had with the leadership and the services is about it not being a winlose and a finite pie when were looking at this as a nation. We have requirements for our airlines and a good, strong growing economy for the Airline Industry thats good and weve got requirements for the military and if were looking at this as a finite pie and winlose, in the end we wont be able to compete with quality of life and resources and especially at a time when pilots are not flying and because of sequestration theyre doing more queep and the impact on the family. What are you doing to turn this into a winwin to partner with the airlines for individuals to fly in the military and maybe have seasons of flying with the airlines and come back for a threeyear tour later on and go back to the airlines so were partnering together so were winning as opposed to competing with each other . Our chief is meeting with the Senior Executives in the Airline Industry and were looking at that and based on what congress has given us with the Career Intermission Program well see if we can get a winwin and get predictability for the airmen who might want to start with their line number early and how can we get a better winwin and were starting to look at can we allow aviators to fly parttime on their own . I think there are many more ways for the nation to get a winwin between the military and private sector. I totally agree, and when you think about the bonus and people at the 12year point taking the bonus, in the past maybe you get somebody inching toward the 13, 14 with the old retirement system even if they didnt necessarily want to stay they would start to make the description decision to suck it up and not like me when i was thinking of getting out at 18. Are you concerned about the blended retirement system and that not providing a hook to bridge them from, say, 13, 14 to 20 now that they have the option to leave. Do you think that will be a factor . We are concerned and we do a lot of force modeling and we know how the old retirement system pays people and we do have the pay in the new retirement system and the intent of that is to get people to 20. So well have to be very agile at executing that. Any other services . I would just add, we thank you for the help in fy17 that gave us the flexibility of the timing of that continuation pay. That was very important to us because we see that as a component with existing retention tools that we have because well probably have to moderate those other retention tools along with the pay to influence retention behavior. Together, well be able to influence the behavior to get them to 20 and beyond. Great. Thanks. I think the career intermission is a great first step in a direction of i just think in general, the next generation. They want to move in and out of the workforce and go get different experiences. I think we have to open up the revolving door and when you think about the millions of dollars that it takes to become a tenyear pilot. How long does it take to retain a tenyear pilot. They went to start a business of their own and the grass is always greener and they missed the camaraderie and missed the mission. I would really urge you to look and its challenging to try and find these people. Where are the experienced pilots that have left . Maybe theyre two, three, five, eight years out. It doesnt matter. Retraining them with the experience theyve had and bringing them back even with one assignment is worth the investment if you can find them . Are you doing an initiative to find those not in the airlines and working in many different sectors of the economy . We have a return to activeduty program and were looking for the talent. Im not quite sure we ever looked at anybody being away for six or eight years. We still have a pft to get past, but we are open to those opportunities. I just think its that kind of innovation that we have to be thinking of in order to say we have to produce more pilots and start at the beginning of the line again. Weve had conversations with industry, as well. Similar to what general grosso discussed and were taking a look at the sip and how we can fit that into the model workforce. One of the things were working on is more permeability between the active reserve in the navy and nowhere as near as permeable as the army and air force are and would like to get more. Recently we brought in a number of reserve component Airline Pilots now and they were formal Navy Aviators to help us stand up our remote pilot triton project down in jacksonville, and they wanted to stay so we were able to help them out. So after having gone to the Airline Industry they wanted to come back so there is a little bit of that dynamic, as well. Thanks. Im out of time. I appreciate it. Thank you. Vice admiral burk, going back to the Retention Bonus structure can you brief the Sub Committee in terms of what youre looking at right now in terms of the bonus retention structure. Yes, sir. Our current structure, we have two main point of concern and our Department Head area is the most critical and that applies for lieutenant commanders and that we pay by type model series or community, the type that theyre flying. Our most critical needs rid now are electronic attack aircraft, strike fighters and helicopter mine countermeasures and those folks are getting the top rates and were paying them at at the current rate 25,000 per year and then depending on type model series, others are less, and theyre eligible for that after they finished their initial obligation which is eight years after winging so, typical winging occurs define winging. Three years. You get your aviator wings at about the threeyear point after you finish Flight School. Okay. So its probably somewhere between ten and 11year of Commission Service is when the active Duty Service Obligation is over. It becomes it takes them through a Department Head tour and all of the way through. For some reason they dont select for 04. They dont make it through their Department Head until we recoup. They dont get paid for that, and so theres that aspect of it and then we vary the rates. We put some economic factors in there and some economic models that we base the rates on and its not extremely sophisticated and its the best we have available and we are working to get much more analytics and make it sophisticated as we move forward. The second critical zone is the postcommand level. The first command opportunity is at the 05 or commander level in the navy and then we ask them to obligate to the postcommand level and there are numerous post command jobs on aircraft carriers such as, you know, the operations officers, the air bosses and things like that that run critical operations on aircraft carriers and we need them to obligate to stick around a little bit longer and we structure that bonus to keep them at least through the window when they would make 06, theyll stick around a little bit longer. So thats a twoyear bonus at 18,000 per year and both of those have had some positive effect and were not getting exactly the response we want so well tweak both of those this year and both in terms of the bans and the numbers a little bit, but dont expect to make full use of the legislative authority that youve given us and well move them both a little bit up in each direction. One of the ideas that were looking at here is something that we did in the Surface Warfare Community Last year. We tied merit to the bonuses as well as need and early look screeners for the next milestone. In the case of aviators, if you screen early for Department Head thats based on the look at your professional performance and the idea would be perhaps theyre eligible for the bonus earlier and could get extra payments for it thereby, youre securing a contract with the best talent sooner so were looking at structuring along those lines and were paying for those specific windows at a fraction of the available authority youve given us. General peterson, United States army. Whats your approach in term of retention of bonuses Going Forward . Sir, were looking at two targeted windows at the outset and first at the cessation for Flight School which is the sixyear mark and that is the first hook for a multiyear commitment subsequent to that and then at the retirement window to retain that talent subsequently. Its too early for us to tell the impacts of the blended retirement and the opportunities that may pull that window left to that 15year mark, but we are looking for those leading indicators and then last, we are exploring warrant officer aviation incentives and not tied to merit, but tied on objective qualifications, for advanced qualifications and skills, sir. Let me just say one thing to all of the services and that i believe that this situation is temporary. This National Shortage of pilots and my concern is what seems to happen in government is there is a response to it and somehow there is a feeling that once that response is baked in that its permanent and i just want to stress that this is really a temporary solution to a temporary problem, and i fully expect that we will come up if you will come up with dynamic measures that as this problem recedes that these Retention Bonuses recede. Thank you, mr. Chairman. I would like to point out that i had a friend that did over 30 years at United Airlines as a captain and pilots talk, and the United Airlines retirement system went belly up and instead of getting 150,000 a year in Retirement Benefits a year it was reduced to Something Like 60,000. So its something to remember, too, in terms of the solid nature of the retirement system that exists in the u. S. Government. So a couple of quick questions and i wont belabor any of this. General grosso. There was a time in the not so distant past when the air force was given the same bonus out to all pilots regardless of whether there was a particular need and a particular specialty so that a tanker pilot was getting the same bonus as a fighter pilot. Have you changed that now so that it reflects more in terms of what your need is . Yes, maam, we have and i can give you more detail when you have time. I was kind of alarmed when i heard an answer to one of my colleagues questions about the continuing resolution that we would consider that we would conceivably be in a position in which we offered a bonus to an aviator and then because were doing a cr instead of an appropriation that that bonus, that we end up reneging on that bonus. Is that what happens . The challenge in the cr, if it wasnt authorized in the Previous Year were not authorized to pay it. So if we had planned to pay a bonus in the fy18 timeframe that we werent paying and remember, were going to be doing a bonus for the first time in six years, so its not in our 17 budget. It wasnt in our 16 budget and so it wont be available to us in the 17year budget and the flexibility we will have to reprogram and we have the programming action to free up the dollars to be able to do that. But we now have a contract with the aviator to give them this bonuses and were reneging on it or were reprogramming there are to be able to repay that bonus. Got it. I think its really important not to renege on those bonuses. I think that would be a disaster in the making. I think it was you, general, who was talking about parts, was it not or was it you, admiral burke. I did. We focused on the pilots, but as you point the out, if you dont have the parts to fix the planes the pilots cant fly and what are we doing about the mechanics . Is there a shortage of mechanics that we should be addressing, as well . On the fraud part and on the enlisted maintainer side our challenge is not necessarily the number, but its also experience. Your aviation maintenance marine gets his basic training in his field, but on top of that there are additional certifications because aircraft are so critical and because every time you go up we want you to come down in the same way, they have certifications that are required and those certifications take upwards of a year or multiple year to get the different certifications so you can sign off on the maintenance. Our challenge has been in the drawdown, the availability of those marines and on the enlisted side, while we do pay Retention Bonuses to manage the numbers we are also pursuing in the beginning of this next retention year what we call for a kicker and an additional payment for marines willing to reenlist and in that reenlistment, 24 months in the squadron retaining those capabilities because more often than not the marine that reenlists may have a recruiting option and we go across the marine corps. This bonus will take that experience at the senior sergeant, staff and s. E. A. L. Level retained in the squadron so they can train the next generation in those certification requirements. Thats new for us. Anyone else have any comments about mechanics . Were in good shape. Mechanics, we just all right. Maam, we are short on mechanics based on the president s budget and we are having no trouble bringing new airmen in, but obviously there will be an experience gap and we expect to be balanceded in fy19. We are reasonably strong with respect to our mechanics. However, we do have experience challenges that have been brought on by forced Management Levels in recent years where mechanics have not deployed with their units and have been replaced by contractors. We are overcoming that now, but we will not regain those years of experience. Mr. Chairman, i do want to ask this last question and i do want everyone to think about it. Were not using aviators in the same way in all likelihood that weve used them in past wars, and with the advent of drones, i think we all have to think about the makeup of our forces in terms it of the technological advances that have taken place and how we are going to engage in subsequent actions around the world. With that, i yield back. Thank you, Ranking Member spear. Just a quick point, major peterson, that entire issue with the force Management Levels and leaving maintenance personnel behind so we dont reach some artificial cap in afghanistan, and use private contractors was a horrible decision, in my view and its something that this subcommittee needs to revisit and make sure that it never occurs again. I wish to thank the witnesses for their testimony this afternoon. This has been a very informative, there being no further business the subcommittee standsed on journed. Coming up op cspan3 a forum on minorities and police with testimony from nfl players. After that, a conference on the conflict in yemen and live at 12 00 p. M. A Lieutenant General<\/a> gross, one question that i have, the 35,000 bonus, it amazes me that anyone would question, after five years in service the officer or 11year person that is critical. When they go to the airline, five years later theyre probably at the airline making double what a u. S. Army major what a u. S. Air force major or a wo3 would be making at that point, would that be correct . The data we have right now is very quickly you will get to 160,000 a year so probably. I havent really done the math, but i think thats correct. Quite a bit and those folks thats not for the 20year guys. I know i missed every bonus ive ever been offered because i was in too long and became critical. Those are those 11 and 12year people at the critical stage and that is when the 35,000 was applied and the critical point in their career, is that correct . That is correct. This is for all three of you all, and i dont know if you experienced it, but there are some things you cant replicate and the ctcs and the military and the army are your red flags and the air force and those things, but does anything replicate combat experience other than combat experience . I think its relative to the combat experience youve gotten if youre doing lowlevel Counter Insurgency<\/a> operations youre getting an overall much better Training Experience<\/a> than red flag or Fighter Weapons<\/a> school or wti and thats highend stuff over similar threat, but combat is combat. And again, those things are great, and ive done many of those things, but it still doesnt replicate, and then the final i guess, the final question that i would have is not just the flying experience that you lose. Its also that command experience, that leadership, that management. So a brandnew Flight Training<\/a> coming out of Columbus Air Force<\/a> base in my district does not have the same skills as that major who has been an operations squadron, would that be correct . Yes, sir, it would. Taking out the flight sign out of that you cant replicate the leadership experience at the critical levels and midlevel management whether youre talking about maintenance or the nco level or the officers at wo3s or senior captains. You cant replicate that anywhere, can you . No, you cant. It takes ten years to make it. You cant start over in the same spot. Its challenging because we dont have enough capacity to train them again. I yield back, mr. Chairman. Thank you, mr. Kelly. Colonel, United States<\/a> air force retired a10 pilot. Thank you, mr. Chairman. Thanks for your testimony. I think youve talked about it to some level, but some of the conversations that ive had with the leadership and the services is about it not being a winlose and a finite pie when were looking at this as a nation. We have requirements for our airlines and a good, strong growing economy for the Airline Industry<\/a> thats good and weve got requirements for the military and if were looking at this as a finite pie and winlose, in the end we wont be able to compete with quality of life and resources and especially at a time when pilots are not flying and because of sequestration theyre doing more queep and the impact on the family. What are you doing to turn this into a winwin to partner with the airlines for individuals to fly in the military and maybe have seasons of flying with the airlines and come back for a threeyear tour later on and go back to the airlines so were partnering together so were winning as opposed to competing with each other . Our chief is meeting with the Senior Executives<\/a> in the Airline Industry<\/a> and were looking at that and based on what congress has given us with the Career Intermission Program<\/a> well see if we can get a winwin and get predictability for the airmen who might want to start with their line number early and how can we get a better winwin and were starting to look at can we allow aviators to fly parttime on their own . I think there are many more ways for the nation to get a winwin between the military and private sector. I totally agree, and when you think about the bonus and people at the 12year point taking the bonus, in the past maybe you get somebody inching toward the 13, 14 with the old retirement system even if they didnt necessarily want to stay they would start to make the description decision to suck it up and not like me when i was thinking of getting out at 18. Are you concerned about the blended retirement system and that not providing a hook to bridge them from, say, 13, 14 to 20 now that they have the option to leave. Do you think that will be a factor . We are concerned and we do a lot of force modeling and we know how the old retirement system pays people and we do have the pay in the new retirement system and the intent of that is to get people to 20. So well have to be very agile at executing that. Any other services . I would just add, we thank you for the help in fy17 that gave us the flexibility of the timing of that continuation pay. That was very important to us because we see that as a component with existing retention tools that we have because well probably have to moderate those other retention tools along with the pay to influence retention behavior. Together, well be able to influence the behavior to get them to 20 and beyond. Great. Thanks. I think the career intermission is a great first step in a direction of i just think in general, the next generation. They want to move in and out of the workforce and go get different experiences. I think we have to open up the revolving door and when you think about the millions of dollars that it takes to become a tenyear pilot. How long does it take to retain a tenyear pilot. They went to start a business of their own and the grass is always greener and they missed the camaraderie and missed the mission. I would really urge you to look and its challenging to try and find these people. Where are the experienced pilots that have left . Maybe theyre two, three, five, eight years out. It doesnt matter. Retraining them with the experience theyve had and bringing them back even with one assignment is worth the investment if you can find them . Are you doing an initiative to find those not in the airlines and working in many different sectors of the economy . We have a return to activeduty program and were looking for the talent. Im not quite sure we ever looked at anybody being away for six or eight years. We still have a pft to get past, but we are open to those opportunities. I just think its that kind of innovation that we have to be thinking of in order to say we have to produce more pilots and start at the beginning of the line again. Weve had conversations with industry, as well. Similar to what general grosso discussed and were taking a look at the sip and how we can fit that into the model workforce. One of the things were working on is more permeability between the active reserve in the navy and nowhere as near as permeable as the army and air force are and would like to get more. Recently we brought in a number of reserve component Airline Pilots<\/a> now and they were formal Navy Aviators<\/a> to help us stand up our remote pilot triton project down in jacksonville, and they wanted to stay so we were able to help them out. So after having gone to the Airline Industry<\/a> they wanted to come back so there is a little bit of that dynamic, as well. Thanks. Im out of time. I appreciate it. Thank you. Vice admiral burk, going back to the Retention Bonus<\/a> structure can you brief the Sub Committee<\/a> in terms of what youre looking at right now in terms of the bonus retention structure. Yes, sir. Our current structure, we have two main point of concern and our Department Head<\/a> area is the most critical and that applies for lieutenant commanders and that we pay by type model series or community, the type that theyre flying. Our most critical needs rid now are electronic attack aircraft, strike fighters and helicopter mine countermeasures and those folks are getting the top rates and were paying them at at the current rate 25,000 per year and then depending on type model series, others are less, and theyre eligible for that after they finished their initial obligation which is eight years after winging so, typical winging occurs define winging. Three years. You get your aviator wings at about the threeyear point after you finish Flight School<\/a>. Okay. So its probably somewhere between ten and 11year of Commission Service<\/a> is when the active Duty Service Obligation<\/a> is over. It becomes it takes them through a Department Head<\/a> tour and all of the way through. For some reason they dont select for 04. They dont make it through their Department Head<\/a> until we recoup. They dont get paid for that, and so theres that aspect of it and then we vary the rates. We put some economic factors in there and some economic models that we base the rates on and its not extremely sophisticated and its the best we have available and we are working to get much more analytics and make it sophisticated as we move forward. The second critical zone is the postcommand level. The first command opportunity is at the 05 or commander level in the navy and then we ask them to obligate to the postcommand level and there are numerous post command jobs on aircraft carriers such as, you know, the operations officers, the air bosses and things like that that run critical operations on aircraft carriers and we need them to obligate to stick around a little bit longer and we structure that bonus to keep them at least through the window when they would make 06, theyll stick around a little bit longer. So thats a twoyear bonus at 18,000 per year and both of those have had some positive effect and were not getting exactly the response we want so well tweak both of those this year and both in terms of the bans and the numbers a little bit, but dont expect to make full use of the legislative authority that youve given us and well move them both a little bit up in each direction. One of the ideas that were looking at here is something that we did in the Surface Warfare<\/a> Community Last<\/a> year. We tied merit to the bonuses as well as need and early look screeners for the next milestone. In the case of aviators, if you screen early for Department Head<\/a> thats based on the look at your professional performance and the idea would be perhaps theyre eligible for the bonus earlier and could get extra payments for it thereby, youre securing a contract with the best talent sooner so were looking at structuring along those lines and were paying for those specific windows at a fraction of the available authority youve given us. General peterson, United States<\/a> army. Whats your approach in term of retention of bonuses Going Forward<\/a> . Sir, were looking at two targeted windows at the outset and first at the cessation for Flight School<\/a> which is the sixyear mark and that is the first hook for a multiyear commitment subsequent to that and then at the retirement window to retain that talent subsequently. Its too early for us to tell the impacts of the blended retirement and the opportunities that may pull that window left to that 15year mark, but we are looking for those leading indicators and then last, we are exploring warrant officer aviation incentives and not tied to merit, but tied on objective qualifications, for advanced qualifications and skills, sir. Let me just say one thing to all of the services and that i believe that this situation is temporary. This National Shortage<\/a> of pilots and my concern is what seems to happen in government is there is a response to it and somehow there is a feeling that once that response is baked in that its permanent and i just want to stress that this is really a temporary solution to a temporary problem, and i fully expect that we will come up if you will come up with dynamic measures that as this problem recedes that these Retention Bonus<\/a>es recede. Thank you, mr. Chairman. I would like to point out that i had a friend that did over 30 years at United Airlines<\/a> as a captain and pilots talk, and the United Airlines<\/a> retirement system went belly up and instead of getting 150,000 a year in Retirement Benefits<\/a> a year it was reduced to Something Like<\/a> 60,000. So its something to remember, too, in terms of the solid nature of the retirement system that exists in the u. S. Government. So a couple of quick questions and i wont belabor any of this. General grosso. There was a time in the not so distant past when the air force was given the same bonus out to all pilots regardless of whether there was a particular need and a particular specialty so that a tanker pilot was getting the same bonus as a fighter pilot. Have you changed that now so that it reflects more in terms of what your need is . Yes, maam, we have and i can give you more detail when you have time. I was kind of alarmed when i heard an answer to one of my colleagues questions about the continuing resolution that we would consider that we would conceivably be in a position in which we offered a bonus to an aviator and then because were doing a cr instead of an appropriation that that bonus, that we end up reneging on that bonus. Is that what happens . The challenge in the cr, if it wasnt authorized in the Previous Year<\/a> were not authorized to pay it. So if we had planned to pay a bonus in the fy18 timeframe that we werent paying and remember, were going to be doing a bonus for the first time in six years, so its not in our 17 budget. It wasnt in our 16 budget and so it wont be available to us in the 17year budget and the flexibility we will have to reprogram and we have the programming action to free up the dollars to be able to do that. But we now have a contract with the aviator to give them this bonuses and were reneging on it or were reprogramming there are to be able to repay that bonus. Got it. I think its really important not to renege on those bonuses. I think that would be a disaster in the making. I think it was you, general, who was talking about parts, was it not or was it you, admiral burke. I did. We focused on the pilots, but as you point the out, if you dont have the parts to fix the planes the pilots cant fly and what are we doing about the mechanics . Is there a shortage of mechanics that we should be addressing, as well . On the fraud part and on the enlisted maintainer side our challenge is not necessarily the number, but its also experience. Your aviation maintenance marine gets his basic training in his field, but on top of that there are additional certifications because aircraft are so critical and because every time you go up we want you to come down in the same way, they have certifications that are required and those certifications take upwards of a year or multiple year to get the different certifications so you can sign off on the maintenance. Our challenge has been in the drawdown, the availability of those marines and on the enlisted side, while we do pay Retention Bonus<\/a>es to manage the numbers we are also pursuing in the beginning of this next retention year what we call for a kicker and an additional payment for marines willing to reenlist and in that reenlistment, 24 months in the squadron retaining those capabilities because more often than not the marine that reenlists may have a recruiting option and we go across the marine corps. This bonus will take that experience at the senior sergeant, staff and s. E. A. L. Level retained in the squadron so they can train the next generation in those certification requirements. Thats new for us. Anyone else have any comments about mechanics . Were in good shape. Mechanics, we just all right. Maam, we are short on mechanics based on the president s budget and we are having no trouble bringing new airmen in, but obviously there will be an experience gap and we expect to be balanceded in fy19. We are reasonably strong with respect to our mechanics. However, we do have experience challenges that have been brought on by forced Management Levels<\/a> in recent years where mechanics have not deployed with their units and have been replaced by contractors. We are overcoming that now, but we will not regain those years of experience. Mr. Chairman, i do want to ask this last question and i do want everyone to think about it. Were not using aviators in the same way in all likelihood that weve used them in past wars, and with the advent of drones, i think we all have to think about the makeup of our forces in terms it of the technological advances that have taken place and how we are going to engage in subsequent actions around the world. With that, i yield back. Thank you, Ranking Member<\/a> spear. Just a quick point, major peterson, that entire issue with the force Management Levels<\/a> and leaving maintenance personnel behind so we dont reach some artificial cap in afghanistan, and use private contractors was a horrible decision, in my view and its something that this subcommittee needs to revisit and make sure that it never occurs again. I wish to thank the witnesses for their testimony this afternoon. This has been a very informative, there being no further business the subcommittee standsed on journed. Coming up op cspan3 a forum on minorities and police with testimony from nfl players. After that, a conference on the conflict in yemen and live at 12 00 p. M. A Panel Discussion<\/a> on the future of medicaid with the alliance for health reform. Tonight on the communicators, u. S. Telecom president and ceo Jonathan Spalter<\/a> as Congress Takes<\/a> steps back on privacy rules. Hes interviewed by reuters tech and Telecom Reporter<\/a> david shepardson. The house voted 250 to 205 to reverse the broadband privacy rules that the fcc under chairman wheeler had adopted in october and never went into effect and one of the protections that consumers have in the wake of that vote. Our consumers yesterday and today have strong privacy protects that ensure that the integrity of their sensitive data. Our companies are aligned with sensitive it data are ensuring others and aspects of the personal life lives need not be transacted or shared on our networks. Were all committed to that. Theres also good news that the current chairman of the fcc and","publisher":{"@type":"Organization","name":"archive.org","logo":{"@type":"ImageObject","width":"800","height":"600","url":"\/\/ia801505.us.archive.org\/15\/items\/CSPAN3_20170403_120000_Military_Officials_Explain_Reasons_Behind_Pilot_Shortage\/CSPAN3_20170403_120000_Military_Officials_Explain_Reasons_Behind_Pilot_Shortage.thumbs\/CSPAN3_20170403_120000_Military_Officials_Explain_Reasons_Behind_Pilot_Shortage_000001.jpg"}},"autauthor":{"@type":"Organization"},"author":{"sameAs":"archive.org","name":"archive.org"}}],"coverageEndTime":"20240627T12:35:10+00:00"}