WEBVTT

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I was in the army for two years . I had

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gone to college for a couple of years .

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I was doing well enough to uh to

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continue . I mean I wasn't failing but

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it was it was just sort of continuation

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of high school . So I left

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school , applied for the draft and

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went to the army for two years . I was

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stationed at During the night the

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Vietnam 1968 - 70 . I was stationed in

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new york and then I was stationed in in

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Germany , came out of the military . I

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went back to college , finished my

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degree and always wanted to work for

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the government . I started actually

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with GSA in Washington . Uh and after

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about 10 years with G . S . A . in

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Washington . And in Philadelphia I

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really decided I either want to leave

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the government or find a different

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agency . So I applied for a job in D .

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O . D . Which happened to be here in

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philadelphia at the Defense Industrial

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Supply Center . I was fortunate enough

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to get the job . So I began my career

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in D . L . A . At the Defense

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Industrial Supply center , disk 1982 .

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I was with disk from 1982

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until about 1993 .

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I went from North Philadelphia

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Defense Industrial Supply Center to

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South philadelphia Defense Personnel

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Support Center and I was with them

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until the BRAC decisions which occurred

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and put two activities together back in

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north philadelphia . Uh From my time

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moving from disk two D . PSC Defense

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Personnel Support Center , we became

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the defense supply center of

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philadelphia and then eventually

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became Defense DLA troop support .

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The disk was really a hardware weapons

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systems support activity . Um All of D .

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L . A . Is is similar in the sense that

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the different activities support

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different commodities . Uh the hardware

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centers as they were known then .

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That's columbus . Richmond in

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philadelphia uh bought spare parts

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mostly for weapons systems used by the

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maintenance activities in the military

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services , the shipyards , the aircraft

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overhaul facilities , the big bases

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where maintenance activities take place

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and then the rest of the other parts of

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the ah by fuel or buy food , clothing

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and medicine as troop support does now .

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But they're all really commodity buyers .

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They just have often times different

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customers may be in the same service ,

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but to different customers and they

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work in different markets spaces . So

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they buy from different types of

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commercial activities . Uh It makes

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them , it changes their mission to some

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degree , but they're really supplying

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products to the military wherever that

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might be . What was fascinating here in

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philadelphia was the group of people

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who brought hardware disk dealt

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with different customers than the group

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of people in philadelphia that bought

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food , clothing and medicine . And when

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those two came together , it was a , it

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was a real blend of cultures . It was a

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real blend of market space is a blend

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of different contracting activities .

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Uh , it was really fascinating all

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because of that infamous Breck and the

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decisions made by braque disk and GPS

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see joined together as a result of a

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BRAC decision . And the feeling was

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that you really couldn't justify having

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two separate facilities to separate uh ,

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back offices to separate command

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structures in the same time . So they

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brought the two together even though

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the mission was significantly different .

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But I made some big changes elsewhere

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at the same time , which were kind of

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important . They shifted the hardware

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centers away from commodity buying to

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support of customers during the first

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gulf war , desert shield that did not

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have a big role . Most of the stuff

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that they bought where it was weapons

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systems , spare parts and when you move

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troops into a given area , they

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typically have enough of that initial

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supply of spare parts that they travel

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with it . Um Whereas uh two years

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after Desert Shield , Desert Storm I

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arrived in south philadelphia to

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defense personnel support center and

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their mission was significantly in uh

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impacted by the Desert Shield desert

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Storm operation . Just as one example ,

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um the medical director in D . P . S .

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C . At the time held several $100

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million worth of inventory in the , in

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the warehouse is ready to deploy . When

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something like Desert Shield , Desert

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Storm would occur when all the troops

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were sent in the Middle East . They

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didn't requisition any of that material

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from the medical director . All the

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doctors who were mostly reserve

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officers doctors . They ordered all the

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stuff they were used to using in their

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private Life medical realized that they

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no longer had a mission If they were

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buying their own packaged O . D . Green

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medical supplies that Kaz Medical to

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shift to the prime vendor mall . It was

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a huge change . Medical went from

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$800 million dollars worth of medical

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supplies down to virtually Less than a

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100 million and and doing the same

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mission and today they do billions of

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dollars worth of work for multiple

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agencies with uh , almost no supplies

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sitting in the depot . So the shift of

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commercial practices was really caused

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by desert shield Desert storm . What's

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medical got the initial program going

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and they did it in the national capital

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region . Food finally realized they

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could do the same thing . So I as a

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soldier in 1978 79 and

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80 would sit at a mess hall eating

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cereal that was ugly

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and goofy packaging that was

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designed by the military . Yeah . Uh ,

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subsistence realized that that sort of

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food supply was never going to last for

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the long term , particularly after

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medical was able to shift to the

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commercial practices . Subsistence then

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virtually did the same thing . And to

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the point where I don't think there's

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any food left in the warehouses any

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longer . It's all bought from a

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commercial store . So the shift , the

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desert seal , desert shield , desert

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storm cost was really pretty

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significant . I don't think the shift

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deprived vendors was difficult for

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employees . Um , what it really did

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more than anything else is to shift to

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prime vendors or the use of the

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commercial supply chains . It reduced

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the workforce , but the workforce was

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really adduced reduced by attrition .

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So the impact wasn't , I don't think

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significant in the employee's minds .

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Um , what was significant was in

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philadelphia was a perfect example of

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this . The people at disk buying

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hardware from commercial manufacturers

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and weapons systems support providers

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were buying things completely

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differently than the buyers of food ,

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clothing and medicine who had moved to

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commercial practices . So there was a

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sort of a difference in the way de ella

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approach things . Eventually , the

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hardware centers and the the

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customer support centers began to do

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the same thing . The big shift that

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came out of the Defense Industrial

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Supply Center was a shift from working

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in a functional silo and a functional

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stovepipe to working to our commodity

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based , uh , customer based commodity

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business units so that we put the

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functional people together and they

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started to work uh , in a given

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commodity . So all the people that

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bought a certain type of hardware

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worked side by side with the supplying

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supply representatives and the quality

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representatives for that same commodity .

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And that that shift really started the

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change from working purely in

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stovepipes , working purely within

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within the , you know , one or another

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director to working towards supporting

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the customer . They were called

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commodity business units back then .

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And uh and it was it was enabled

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because uh and there was a lot of

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collaboration between Richmond columbus

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in philadelphia , the disk part of

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philadelphia back then to move in that

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direction . And that that's what

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eventually caused the shift to the

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customer facing organizations that

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exist in the hardware centers today .

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Um The the

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the initiative really came because

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people working instead of pipes forgot

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why they were doing what they were

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doing . They wanted to be the perfect

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quality person or the perfect

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procurement person or the perfect

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supply person and individually those .

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Uh if you don't collaborate between

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those functional specialties and the

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customer doesn't get served , and I

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think probably what you see today is D .

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L . A . Focus more on the customer . Um

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then we were back in 1982 when I

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started back when I started we were

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focused on what was our job , What do

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we do at our desk ? And we really

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didn't focus on the customer support

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part of that . But

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business systems modernization was a

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big change . Um and and I remember

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talking to the guys that had initially

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been part of the Sam's introduction

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back when Sam's came in in the 50s and

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60s and it lasted 2025 years . But as

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I was becoming a senior leader in uh in

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disk , SAM's was getting old . SaM's

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was getting tired . SaM's was no longer

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functional . So the move to be SM was

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really something was absolutely

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necessary . The the folks that I knew

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that had been part of the switch over

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to Sam's told me it was gonna be rotten

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hard , very difficult . But the change

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was absolutely necessary . And I think

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that the L . A . Uh in the B . S . M .

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Change pulled off quite a , quite an

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accomplishment to get that , get that

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system in place and working well . And

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it wasn't easy . There are a lot of

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changes that took place in the way

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people did work then and that probably

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had more effect than all the other

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organizational changes .

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It was a push . And what what I always

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found is uh initially the

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forward deployment was with the

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commodities of food , clothing ,

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medicine , and fuel . That also then

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moved to the commodities of hardware ,

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the very hardware centers and then to

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disposition and distribution for that

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matter . But what I always found is

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that the people who the folks really

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liked the opportunity to deploy and get

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close to the customers . So , so when

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we had a position that was open for uh

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deployment to europe or even the Middle

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East , there was no lack of people who

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were willing and able to uh volunteer

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to take that job . And in fact , some

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people went over there and never wanted

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to come back . But uh the the

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as I said , it started with started

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with the commodities that are directly

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related to troops , food , clothing ,

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and medicine , fuel , uh and then it's

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basically moved to all the other

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functions and support factors and

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develop provides .

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When I first came to disk , I was a the

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deputy Director of

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Plans and policy , and it was a Systems

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analysis manpower management kind of a

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function . Uh And it was the old what

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the code was disk L

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and it was it was really sort of a

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centralized management analysis

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organization . Um The the

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director at the time retired or uh

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actually had a bicycle accident riding

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to work and retired as a result of that .

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And they offered me the opportunity to

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become the director . So I I'm quite

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happy to do that . I moved from men to

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be the comptroller of Defense

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Industrial Supply Center . Um and it

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was during that time when a lot of

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changes were taking place and the

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comptroller's organization was very

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involved with both the supply function

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and the procurement function as control .

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Though I got involved in an awful lot

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of things that were throughout the

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organization and uh I found that job be

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very rewarding . Big change occurred

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when I was comptroller was the

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Department of Defense established , Deb

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off Defense Business Operations Fund ,

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now known as the Working Capital Fund .

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Uh That was a very significant change

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because it changed the way delay was

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funded . It changed the ability of

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delay to make good decisions on how

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they bought product and and how they

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manage the organization . It brought

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with it the dreaded word , the

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surcharge , which is now known as the

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cost recovery rate . But what it really

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did is it focused the use of a cost

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recovery rate , focus the customer on

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how much Della costs them to do the

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work that they could otherwise do for

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themselves . Um And that made the L . A .

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Focused really heavily on on cost on

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reducing the cost of doing business .

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So it was a significant change . It was

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um it wasn't as hard to implement as

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you might have thought . Uh There were

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pockets of resistance throughout the

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military and in some cases pockets of

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resistance in D . L . A . But it was

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largely accepted and it really did

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benefit everybody because it forced the

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L . A . To prove the value of the order

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of the work they did in the and what

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they brought to the customer .

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When the Marine Corps changed their

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uniforms . I was working as part of

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troop support and

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the S . E . S . And Marine Corps log

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command called me up and said to me at

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one point if we change our uniforms is

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the price going to change . So I went

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back to the clearly in textiles folks

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and I asked that same question and

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their their best answer was probably

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not . So I went back to the Marine

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Corps and said probably not . So we

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we took the do design built the new

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uniform generated the head of

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manufactured and sent them to him and

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the price changed . And at that point

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Marine Corps went ballistic because

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they couldn't justify that change .

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They felt they could do it by

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themselves without having to pay D . L .

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A . Surcharge , which means they would

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do all the procurement , they would do

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all the design , they would do all the

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quality assurance etcetera . Um , but

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it was a significant issue . The

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director called me up one day and said

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George what happened ? And I went

16:09.310 --> 16:11.640
through that with him and uh he was

16:11.640 --> 16:13.862
satisfied with that . And but he had to

16:13.862 --> 16:17.180
go report back to uh OSD at the time uh

16:17.190 --> 16:19.910
to uh one of the assistant secretaries

16:19.910 --> 16:21.966
offense . Her name was Diane Morales

16:22.440 --> 16:25.850
and explain to her what had what had

16:25.850 --> 16:27.906
happened there . But uh Marine Corps

16:27.906 --> 16:29.794
was unhappy with the price of the

16:29.794 --> 16:31.906
uniform . Uh despite what we tried to

16:31.906 --> 16:34.072
do to make it the same price as it had

16:34.072 --> 16:36.294
been before . But I was on the hot seat

16:36.294 --> 16:38.294
for a period of time for having a ,

16:38.294 --> 16:40.406
having worked through that eventually

16:40.406 --> 16:44.140
they came back in . The the issue

16:44.140 --> 16:47.750
is , yeah , the big

16:49.240 --> 16:51.018
point of discussion between the

16:51.018 --> 16:53.780
military services and LA typically is

16:54.340 --> 16:56.770
what does the law do that they can't do

16:56.770 --> 16:59.060
for themselves ? And does the L . A .

16:59.060 --> 17:01.910
Do it cheaper ? And if you consolidate

17:01.910 --> 17:04.077
or centralize the work , you typically

17:04.077 --> 17:08.060
can get it done in a better way by , by

17:08.060 --> 17:10.171
the practices that if you allow every

17:10.171 --> 17:12.171
individual service , you need to do

17:12.171 --> 17:14.393
their own work . You don't duplicate as

17:14.393 --> 17:16.004
much as you would have . You

17:16.004 --> 17:17.893
consolidate within LA . I was the

17:17.893 --> 17:20.250
comptroller disk and I was promoted to

17:20.250 --> 17:24.240
the to be the deputy commander of disk

17:24.250 --> 17:28.130
was my first S . E . S . Position And

17:28.130 --> 17:31.100
that was in 1970 ,

17:31.730 --> 17:35.460
Um at that point the BRAC decision

17:35.460 --> 17:39.240
was uh the only black decision was to

17:39.240 --> 17:41.240
close the clothing factory in South

17:41.240 --> 17:44.100
philadelphia and to move that activity

17:44.100 --> 17:46.520
off that base . Close that base , move

17:46.520 --> 17:49.260
them onto this base . That was the BRAC

17:49.260 --> 17:52.460
decision . Soon after I became the

17:52.460 --> 17:55.630
deputy at disk . The next BRAC decision

17:55.630 --> 17:57.060
was closed disk .

17:59.040 --> 18:02.460
Um So I am I

18:03.440 --> 18:05.551
I moved to South philadelphia and the

18:05.551 --> 18:07.273
people that disk thought I was

18:07.273 --> 18:09.273
abandoning the sinking ship because

18:09.273 --> 18:11.329
they had been closed . The people in

18:11.329 --> 18:13.551
South philadelphia thought I was coming

18:13.551 --> 18:15.662
down there to bring all the jobs from

18:15.662 --> 18:17.773
the disk people uh to D . P . S . C .

18:18.340 --> 18:22.220
Um so there was a there was a a

18:22.230 --> 18:24.810
bit of tension between the units in

18:24.810 --> 18:27.032
Philadelphia until we were finally able

18:27.032 --> 18:30.420
to bring them together in 1999 on site

18:30.430 --> 18:32.820
in North philadelphia . But there was

18:32.830 --> 18:34.941
there were times when there were real

18:34.941 --> 18:37.680
real concerns on both parts that they

18:37.680 --> 18:39.736
were they were jobs were going to be

18:39.736 --> 18:43.590
affected . I was fortunate

18:43.590 --> 18:45.757
enough to work with a lot of directors

18:45.757 --> 18:47.646
sort of one on 1 . I had a lot of

18:47.646 --> 18:49.960
interaction with a lot of them . Um

18:50.540 --> 18:53.430
just to pick out a few that

18:53.440 --> 18:55.440
particularly impressed me . Admiral

18:55.440 --> 18:58.370
straw . Admiral straw changed the way

18:58.370 --> 19:01.230
the agency worked , The agency was very

19:01.240 --> 19:03.760
headquarters centered , headquarters

19:03.760 --> 19:07.240
focused , everything was top down and

19:07.240 --> 19:10.560
Admiral straw really turned a lot of

19:10.560 --> 19:14.160
the old guard old school ,

19:14.230 --> 19:17.160
turned them around and made them think

19:17.170 --> 19:19.337
different ways . In some cases he made

19:19.337 --> 19:22.340
some of them move . In other cases he

19:22.340 --> 19:24.340
made them so uncomfortably may have

19:24.340 --> 19:27.640
left . But what he did do was he really

19:27.650 --> 19:30.900
uh empowered the uh subordinate

19:30.900 --> 19:32.960
activities , the field commands to

19:32.970 --> 19:35.850
begin to act for themselves and and

19:35.850 --> 19:38.750
develop some innovation . And it was

19:38.750 --> 19:40.972
frankly , it was Admiral straw that was

19:40.972 --> 19:42.917
around when prime vendor started ,

19:42.917 --> 19:45.028
which was one of the most significant

19:45.028 --> 19:47.083
things that occurred . I remember at

19:47.083 --> 19:50.480
one point he went to the contracting

19:50.480 --> 19:52.720
officer and subsistence and said , so

19:52.730 --> 19:54.730
how soon can you put prime entering

19:54.730 --> 19:58.130
around the world ? Uh And

19:58.140 --> 20:00.960
and frankly he did it during his tenure .

20:00.970 --> 20:03.360
So he was a very significant director .

20:04.140 --> 20:06.660
One of his proteges was Admiral Lippert .

20:07.540 --> 20:09.873
The two of them between the two of them ,

20:09.873 --> 20:12.760
they had more time in , in the

20:12.760 --> 20:14.710
director's chair than probably any

20:14.710 --> 20:16.821
other directors that I can remember .

20:18.140 --> 20:21.360
Admiral liberate was , was was

20:22.040 --> 20:24.580
perhaps the most professional

20:24.860 --> 20:26.450
and

20:28.440 --> 20:31.590
his leadership style was very ,

20:32.240 --> 20:35.540
very mild mannered , very direct . He

20:35.540 --> 20:37.762
understood exactly what he wanted to do

20:37.762 --> 20:39.762
and how he wanted to do it . And he

20:39.762 --> 20:41.762
made it clear to who he was working

20:41.762 --> 20:43.984
with and he did it in a way that uh you

20:43.984 --> 20:46.230
couldn't , it was hard to ever say no

20:46.230 --> 20:48.670
to Admiral operate or hard to ever

20:48.670 --> 20:52.640
argue with because he he knew

20:52.640 --> 20:54.807
what he was doing , he thought through

20:54.807 --> 20:57.770
things in well in advance and he he was

20:57.780 --> 21:00.010
very well prepared for this job . And

21:00.010 --> 21:03.290
he led the agency during some of the

21:03.290 --> 21:05.401
most difficult times in the agency to

21:05.401 --> 21:06.790
include many of the BRAC

21:06.790 --> 21:10.350
implementations . Um So and then

21:10.360 --> 21:13.160
general listen , uh general listen ,

21:13.160 --> 21:16.100
had been a uh he'd been in philadelphia

21:16.100 --> 21:18.640
when I was here , but when he was in D .

21:18.640 --> 21:21.170
P . S . C . When I was in D . I . S . C .

21:21.640 --> 21:24.060
Um So I worked with him somewhat

21:25.640 --> 21:28.470
and he was he was in D . P . S . C .

21:28.470 --> 21:31.670
When the clothing factory was shut down

21:32.340 --> 21:34.540
and when some of the black decisions

21:34.540 --> 21:37.170
were made and he understood before I

21:37.170 --> 21:40.560
did , he understood the implications

21:40.940 --> 21:43.230
of closing south philadelphia , moving

21:43.230 --> 21:45.990
everyone into North philadelphia , and

21:46.000 --> 21:49.920
he did his best to try to make that

21:49.930 --> 21:53.460
a smooth transition before he left . Um

21:53.940 --> 21:56.162
And then when he became the director of

21:56.162 --> 22:00.070
the agency , he he perhaps more

22:00.070 --> 22:02.780
than anyone around , he he brought

22:02.780 --> 22:05.960
about the focus on the customer . So

22:05.960 --> 22:09.690
the development of deploying people

22:09.690 --> 22:11.857
overseas really began in earnest under

22:11.857 --> 22:15.440
him . Yeah the focus on

22:15.450 --> 22:17.506
talking to the customer and find out

22:17.506 --> 22:19.394
what the customer wants . All the

22:19.394 --> 22:21.450
things we do today , the D . L . A .

22:21.450 --> 22:23.561
Army days , the deal Air Force days .

22:23.561 --> 22:25.672
Those all began under General General

22:25.672 --> 22:28.890
Listen . Um So very very very strong

22:28.890 --> 22:31.550
leadership from those three . Um

22:34.640 --> 22:36.890
I don't I don't know that I had really

22:36.890 --> 22:39.340
strong relationships with any of the

22:39.340 --> 22:42.020
others uh that I should bring up . But

22:42.020 --> 22:44.020
those three were really amongst the

22:44.020 --> 22:46.580
three that I thought were crucial to

22:46.580 --> 22:50.560
the agency's growth . So

22:50.560 --> 22:53.580
I stayed with the L . A . Uh And and

22:53.590 --> 22:57.020
you know , I cannot imagine having to

22:57.020 --> 22:59.960
spend a better

23:00.740 --> 23:02.962
part of my career than the time I spent

23:02.962 --> 23:06.410
in De La and particularly after the

23:06.420 --> 23:08.550
merger of the two elements in

23:08.550 --> 23:12.550
philadelphia , but um where I stayed in

23:12.550 --> 23:15.560
the L . A . Because it was well run .

23:16.540 --> 23:20.370
Mhm . You you had the opportunity

23:20.380 --> 23:24.290
to speak your piece and to apply

23:24.290 --> 23:27.260
innovation . Uh You really had the

23:27.260 --> 23:29.316
opportunity to grow as an individual

23:29.316 --> 23:32.210
and you um as I got in more leadership

23:32.210 --> 23:34.321
roles , the opportunity to help other

23:34.321 --> 23:37.260
people grow was there as well ? Um I

23:37.260 --> 23:41.250
can't imagine a a more

23:41.250 --> 23:44.720
rewarding career than uh than my D . L .

23:44.720 --> 23:45.270
A . Career .

