Welcome to the Studios of Defense media
activity . Today . Five finalists
present their ideas to a panel of
Senior Navy Reserve and policy and
industry leaders in the first annual I
three way point challenge I three way
points is an approach to inventing ,
innovates something entirely new ,
improve on something already
established or integrate several ideas ,
products or processes rendering the
former completely obsolete . The Navy
Reserve is aggressively transforming
and modernizing , pivoting from decades
of land based , non maritime
contributions to instead later focus on
warfighting readiness to address
today's security environment and
strategic competition in a maritime
domain . You are sailors and civilians
who are on the front lines of
challenges and roadblocks in your daily
lives are valuable sources of ideas for
change . I three way points challenges
the entire U . S . Navy to propose new
or better ways for the Navy Reserve to
operate . Coming up , our presenters
will introduce their ideas to help
shape the future Reserve Force and at
the end of the show will present the I
three way point trophy . But first
let's take a moment to meet our judges .
Vice Admiral john Houston is a native
of alexandria Virginia . In the 1990
graduate of the United States Naval
Academy , Vice Admiral must in
affiliated with the Navy Reserve after
11 years on active duty as a surface
warfare officer . He is currently the
15th Chief of Navy Reserve and
Commander , Navy Reserve Force and the
host of our panel today . Retired Vice
Admiral Andrew Woody Lewis hails from
los altos California . Following
graduation from the Naval Academy , he
was designated a naval aviator in 1987
and flew over 100 combat missions and
accumulated over 5300 flight hours and
1100 arrested landings . After retiring .
The vice Admiral is now a senior Vice
president of policy and project for a
non profit organization . Force Master
Chief Tracy Hunt . A native of marin
Virginia completed his basic training
at recruit training command Great Lakes
Illinois . After serving his command
Master Chief Commander , Navy Reserve
Forces Command Master Chief Hunt was
selected by Vice several must in as the
17th Navy Reserve Force Master Chief in
october 2021 . As chairman of global
brokerage and the Veterans Initiative
program at Cushman and Wakefield Bruce
Moser advises major tenants and
investors on strategic real estate
matters , managing key client
relationships globally called one of
the most energetic and successful
executives in the industry . Mr Mosler
has been a formative leader at Cushman
and Wakefield for over 20 years . Chief
Select Jasmine . Finzi enlisted in the
Navy in 2008 and graduated from recruit
training command . She is currently
assigned to Navy region and
mobilization command . Jacksonville .
Most recently she was selected from
five finalists as the fiscal year 2021 .
Top Reserve enlisted sailor During the
Reserve Sailor of the Year ceremony .
Let's begin with some words of
introduction from Vice Admiral must in
thank you for joining us . We are about
to kick off the inaugural I three way
points where the Navy Reserve Forces
going to innovate , improve or
integrate on those elements are gonna
help us transform to be ready for the
future . We've got five contestants and
we're very excited now to hear their
stories and hear how they think they
can help us . and more importantly we
had 107 submissions , many of which
were going to implement even though
they're not presenting today with that .
Thanks again for being here and
hopefully you learn something now . Our
first presenter is Commander scott
Miracle . Coming to us live from
Norfolk on the deck of the USs Bataan
Commander . It's great to see you and I
see that you're on the deck of the USs
Bataan . We know many great ideas
originate on the big five there . So
very much appreciate your submission .
We're all interested here to understand
a little bit about your vision you want
to share with us what you're thinking .
Yeah , thanks . It's great to be here
from the flight deck of the baton here
in sunny Norfolk . So I would say I
don't have an innovative idea but it's
more along the improved part of that I
three way points Every year , about
2500 sailors transition from active
component to the reserve component
bringing with them a wealth of
knowledge , experience and skills as
they transition . One of the things
that I think we can do much better is
to remove some of the administrative
barriers during the transition process
and more seamlessly bring that
experience from active to reserve and
focusing on the war fighting aspect of
our mission , our number one priority .
Our only priority , there's two things
I think we can do that would assist in
that transition one . Let members keep
their active component , reserve their
active component ID cards as they
transition to the reserve . There's no
reason why they ought to turn it in on
day one on their last day of active
duty to only turn around and get a new
one in the reserve component . Just the
cards alone would save about $300,000 .
The second thing I think we can do is
let members keep their email addresses
as they move from active to reserve
component . So they have a link as they
move and can access KAc sites ,
they can communicate with their new
units over official email . So I think
those two simple ideas would help
improve that transition process and
ease the burden on already overburdened
ID card labs and reserve center in six
personnel . Pretty simple idea . But I
think long overdue , just like the
single pay account that we're working
on . Thank you . Fantastic . Alright ,
I'll take the first question here again .
I very much appreciate your input on
this . You mentioned a buzz phrase that
is very important to me which is the
link explicitly to warfighting
readiness . So can you help me
understand what the linkages here and
how you quantify the improvement that
will generate additional warfighting
readiness for our Navy and for our Navy
Reserve Force . Yes
sir . I think just as you look at the
transition process personally as a unit
leader , I've seen probably
10-15 active component transitions
Over the last two years and I'd say
many times that process Takes 2 3 4
months when it should really be much
much faster . Uh So
by reducing some of those
administrative burdens by eliminating
the need for people from the reserve
unit to take time out of what they're
doing to go members onto base
to get an I . D . Card . Being able to
have them come integrate sooner with
the unit and the warfighting related
training that we're doing whether it's
maintenance at the air wings or
operational level of war training at
some of the numbered fleet commands . I
think reducing the admin gets them to
that training sooner and helps them not
feel like they're going through boot
camp all over again . That's a little
bit of an exaggeration . But getting
them into that reserve unit sooner ,
tracking what you're saying there . So
I think given that that system is a
deer system , I think there's a dog
dependency that we need to explore also .
But I love where your head is . And
most importantly I want to compliment
you on that ball cap . I don't know if
you can see us but I've got Admiral
louis here , former second Fleet
Commander that stood up the fleet that
you are now a part of . So we'll get to
him in a moment . But first force you
have any questions for Commander .
Miracle . Thank you sir . Thank you sir .
Hey Commander . Good morning looking
good . They're looking sharp . Here's
some grinding behind you there . So
some maintenance going on too . Huh ?
Maintenance , some fire drills this
morning . It's good to see all these
guys running around getting ready for
deployment . Outstanding . Outstanding .
Well , sir , I got one question for you
here . What are the options that you
see that can improve the active and to
reserve transition , sir ,
Maybe one other option that I can think
of is some kind of
email alert or automated email that
goes to unit leadership when they're
getting new members right now . I'll be
honest sometimes the first indication
we have of somebody coming to the unit
is when they show up on the unit muster
for a drill weekend and we haven't had
any pre knowledge of their coming . The
other thing that I think I've seen that
we could do better is where we assign
members initially . I know my last unit
submarine group too . We had a lot of
people get assigned to an operations
unit that were maintenance type
personnel . And so we had to take a
couple of months to do some some true
it changes and get them from the
operations unit into the maintenance
unit . So reducing
time that people are on an I . A . P .
Status as well . Uh working to
better direct assign them into a unit I
think that would that would also help .
So they don't have to come by a pita
unit and potentially end up having to
switch units within three months of
arriving to do the whole j apply thing
and then switch units . Sure . Great .
Great . Thanks a lot that sir . Thanks
a lot sir and pass it over to you sir .
So commander . Good morning . Um thank
you very much for joining us as the
business guy here . I guess I'll ask a
couple of questions . Part a would be .
How did you come up with the cost
estimate of 300,000 ? Uh Is there
a return on investment on that or a
payback period as we would refer to it
in the business world .
Hey thanks thanks for the question sir .
I came up with a 300,000 by multiplying
the 2500 . Active to reserve component
members . That would get to keep their
ID card by the cost of issuing a new ID
card , Google search . I saw
about $132 per
card . I think that was on a sealift
command website . So I don't have an
exact figure but I used about 100 and
$20 for an I . D . Card times the 2500
Would give about 300,000 . Hey scott .
Good morning . The so you mentioned
earlier about policy so what
specifically is the policy that you
would need to to try to get changed and
how do you go about that ? Well sir , I
actually don't know that . I haven't
been able to find a specific policy but
during a prep session I had for this ,
I was told that there is a joint policy
that requires the turn in of the ID
card . When I went on to cast doubt
mill , I couldn't find anything there
that specifically required that . It
just talked about changing things and
Deers when changing from one status to
another . Um So I'll admit I'm a little
bit ignorant on the specific policy
that might need to be changed . But
I've been told there would be a policy
change required and would probably
require some interaction with the other
services . You know , it's an admirable
improvement upon the system . But you
know , to implement this , I think you
need to get after it , get after the
specifics of the policy and own it . I
mean that's kind of your recommendation
is you gotta own it and then you get
after . That's what that's what I would
recommend to you here . This is
certainly an improvement upon and
ultimately it improves warfighting
readiness to have sailors uh and
others ready to fight , do the mission
without all the administrative queef .
So absolutely need to do that . But
it's a good proposal and one I think
is worth getting after . Thanks .
Awesome commander . Listen , thank you
for your time . Thank you for the great
submission on this one . I'm gonna work
with my N one staff that can work from
the echelon . One perspective to drive
this at the same time , I can work at
the D . O . D . Level ultimately , you
know , we're gonna need to talk to
folks just outside of Navy Reserve
outside of Navy to implement this .
That said , I am equally eager as you
heard Admiral louis talk about to
eliminate the inefficiencies and
frankly the dead time between status
changes which in the aggregate could be
an achilles heel for the readiness of
the Reserve force if called upon to
mobilize in mass . So anyway , listen ,
love where your head is . Thank you for
your time . Please give our regards to
the folks on the waterfront there and
look forward to seeing you face to face
at some point . Mm Alright , thank you .
Roger that . Mhm
mhm I'm backstage in the
green room with our next presenter ,
Lieutenant brian a tornado . What
motivated you to present this idea to
the judges ? So I came up with this
idea during the surge main mobilization
in 2020 , it had bounced around my head ,
I thought about what to do and then
finally when the competition came I
knew I wanted to submit it . So I'm
happy that it got out there and I'm
looking forward to the response from
the judges . Well we're happy to have
you here . Good luck on your
presentation .
Vice Admiral must thank you for
inviting me today . Excellent . Great
to see lT We're very interested to hear
what you have to say . Thanks and
thanks to the rest of the panelists for
joining us . It's a distinguished
Panelist group . Thank you . So I'm a
reservist in the navy and the unit I'm
assigned to is surgery in sacramento .
The surge main units support the public
shipyards by sending trained reservists
to augment the civilian personnel at
the shipyards . 2020 was the big year
for us . We sent over 1300 sailors to
support the shipyards when they were
struggling with COVID . This is why we
exist . It was a very exciting time .
But there was a group of sailors that
did not participate in this
mobilization . Sailors who were in the
surgery news who happened to be
civilians at the shipyard . We're not
mobilized . And I remember thinking at
the time if they weren't mobilized for
this , why do we have them ? We're
never going to use them . I thought a
little bit about it a little more and
there was a lesson in history for me in
World War Two Service Squadron Chen
supported hundreds of ships forward
deployed and fighting in the pacific
for months at a time . They did this
with expeditionary maintenance and
expeditionary repair . This is
something that Vice Admiral Muhsin has
already said he wants our community to
be able to do . This is why you need
those sailors who have skills from the
civilian shipyard . That is the big one ,
that's why we need them . I think the
Navy should double down on this type of
sailor . We should institute or request
the authorizations to institute a Navy
Reserve technician program , similar to
the Air Reserve technician program that
the Air Force uses according to statute .
These people would be civilians in the
shipyard . But as a condition of
employment also has to be reservists in
the Navy . Part of the statute also
claims that they have to be engaged in
the mission of the unit . Whatever that
is . In this case , it would be
maintaining ships and helping to train
sailors . If we had about 200 of these
Navy reserve technicians , you would
have enough to put Roughly two in every
shop and every shipyard that surgery
supports . And then when the
traditional reservists , the surge main
sailors go through for their annual
training , they would always have an N .
R . T . To reach out to to help them
with squalls , help them with training ,
understand how to do the hands on work .
And then of course if it comes time to
hit the mobilization button And send
everyone forward , you'll have this
cadre of about 200 personnel who are
very well trained in the ways of doing
depot level , maintenance very
difficult maintenance that are forward
to help with maintenance , a field .
You would also supplement that with
2200 traditional reservists . That's
roughly the size of the surgery
community . Now who bring a wide
variety of skills to the table . Not
only will they have good knowledge from
the shipyard experience from their
annual training , but they do a wide
variety of tasks in their civilian job .
That combination of a core of personnel
who are trained and skilled and
shipyard maintenance at the highest
level combined with sailors who have a
wide variety of skills . And also good
Familiarization is exactly what we need
when we're trying to do uncertain
repairs in an unknown location in a big
fight . I appreciate your attention .
I'm looking forward to your questions .
Fantastic lt and that and that's a
great point . You know , you hit the
nail on the head on the need for the
Reserve Force to be ready to support
expeditionary battle damage assessment
and repair . You're getting after
something that is built into the
communications that we've got in the
indo pacific region and in the european
theater . So , so thanks for your great
thinking . I'm also keenly aware and
very interested in what our Air Force
partners are doing with the technician
program . So I'm curious how do you
envision the implementation ? What
would it take for us to get this across
the finish line ? So the existing
statute is basically two parts . The
first part talks about what reserve
technician program has to do and we
comply with that . No problem . It's
british neutral . The second part talks
about the budget and when it discusses
budget , it talks about the budget
percolating up from the Secretary of
the Navy and Secretary of the army ,
through the Secretary of Defense to
Congress . So to get after this first ,
what I don't know is if the Navy can
use that same that same path , go
through D . O . D . To Congress or if
we need changes in the existing statute .
So that will be the first step . If we
let's say we have it , we've got the
authorization we need . I think we
would stand up a group In probably a
nasty 00 at the military personnel
office that surgery already uses
possibly put someone order someone on
orders similar to what we did for the
reserve mobilization and they could
flesh out this program . The Air Force
already has significant documentation
about how they do this in terms of the
like the granular details about leave
and policies . If people get hurt , all
that kind of stuff has worked out . It
would be a matter of getting someone in
the position that can transition that
to the Navy and translate it to the
Navy . Fantastic . Okay . And there are
issues there for the personnel . It's
about cost and authorities and benefits
that we can get after . But okay .
Thank you for that . Great one . Hey ,
I'm gonna , I'm gonna toss this over to
chief select fannies who's our reserve
sailor of the year . I know she's got a
great question for you . Hello sir .
How are you doing ? My question for you
is right now the Navy does not have
technicians . Are you able to estimate
the cost to implement necessary changes
to I . T . And personnel systems to
accommodate this new category of
personnel ? Okay so I'll answer
the question I want to answer first .
Which is how much would this cost the
Navy ? I think the cost if we implement
this by converting existing billets to
reserve technician billets and existing
reserve billets to reserve technician
billets then we could from a top line
kind of manpower payment situation .
Not really cost the Navy very much at
all . Just putting this one guy on
orders in terms of the I . T . System
and kind of the administrative costs of
of putting this together . I don't know
how much it would cost to do . I'm
hoping that if we hire if we keep Say a
captain on orders for say three years
figure 200,000 a year . So call it
600,000 to get that captain in . I
guess that's my best guess of how much
it would cost to work out some of the
administrative details or put someone
in charge of working out the
administrative details . Thank you sir .
Thank you . Did you have any questions ?
Thanks a lot . Chief select L . T . How
you doing ? Doing well thanks for us .
Alright . Alright nice haircut . I
agree I was worried about the lights
but so far so good . Alright . Um Have
you considered using full time support
sailors . Vice creating a civilian
technician . Yes . Force in fact one of
the other contestants . Commander shu .
I had to give him credit because he
brought up this very good idea of using
Tar sailors basically to do this . The
issue with Tar sailors is that they
rotate so you can put the tar sailor in
there for say four years but four years
is just the apprenticeship program in a
shipyard . So you get them they get
trained up but then they're leaving .
If you have a civilian in this position
a dual status person , they stay there
for a long time . You give the
continuity , they develop deep skills
that you require for this kind of
maintenance . How long do you think
this would take to stand up ? So if we
have to request authorizations that's
gonna take at least a year because you
have to stick it in next year's NBA the
national Defense authorization .
That process will take we'll call it a
year , maybe two . Then you start
standing people up start hiring people
that's gonna take probably another year
to get the bill . It's converted and
then it takes roughly four years to
make eight journeymen level
person at the shipyard after they
complete their assessment . So that's
why the timing is critical . We have to
start now so we get ourselves available
in the time when the biggest threat is
happening from our peer adversaries .
Thank you very much . Fantastic . Okay .
Lt appreciate the input on this one and
I appreciate the articulation of the
vision and the execution . We'll get
back to you . We got some deliberation
to take care of here but but thanks
again for being our next presenters
commander robert shoe . How did your
job inspire you with this idea as a
reserve center ceo you see a lot of
reservists struggling with trying to
get access to information that's locked
behind a firewall or put on different
systems . And I just would like for us
to change the way we deliver
information so it can be more readily
and easily accessed by our shipmates .
We'll go out there and give it what you
got . Mm
Admiral Panelists greetings . My name
is Commander bobby Shew and I'm here
today to ask for your support in
creating a new and different way of
delivering information and knowledge to
our navy reservists . One that helps
reserve sailors focus more on
productivity rather than dealing with
information technology or knowledge
management issues . Let me explain
about once every six years or so . A
car's air filter would have to be ,
sorry , six months . A car's air filter
would have to be replaced . Now I can
take the car to the dealer and leave it
there for about half a day and drive
away with the problem fixed . I pay
about $200 for parts and labor And the
privilege of drinking their terrible
coffee and leafing through a stained
copy of 1997 newsweek . What I actually
did Was I would Google 2013 Ford
Edge Air Filter replacement and that
would pull up a list of YouTube videos
of youtubers showing me how to do
exactly that . It would have links to
parts that I would need and I would
order it on Amazon , it would get
delivered to me and I paid $10 and
spend five minutes of my time doing
that same job . If I have questions I
posted right there on the channel , the
Youtuber or fellow viewer would answer
my questions contrast that with the way
that we search for knowledge in the
Navy reserves , we put everything
behind a VPN firewall . We split it up
into separately access systems that you
know , we can't index or search via
single search engine like google .
Finally we archive that information in
text files using a system called
standard subject identification code .
And what that is is the medieval
predecessor of the dewey decimal system .
So how do we change that ? We change
that by creating a Navy Reserve youtube
channel . You can see here an example
of what that might look like in this
example . We have a library of video
based content . How to guides first
aimed at new affiliate reserve sailors
but with a few more advanced topics
interspersed in between there , the
titles are immediately engaging and a
sailor can spend a lot of time just
absorbing the material clicking from
one to the next . Can you see a sailor
tracking down common common adverse for
3060 , reading that thing cover to
cover and then just because they're
interested clicking on the next
instruction , reading that thing cover
to cover so they can absorb more
knowledge . I don't think so . I
envision a future where they can type
in how to cancel your flight without
calling Sato takes less than 15 minutes
and John Maki Muhsin and Tracy , the
Hammer Hunt would have a video showing
you . How did you exactly ? That
wouldn't that be awesome ? I want to
see a future where we're putting
information and knowledge at the
fingertips of every reserve sailor with
a mobile device . You can just google
what they need . No CAC , no firewall ,
no control FM PDFs Looking for keywords .
A future where sailors are excited to
find out about 10 flexible units in
Norfolk area . Top five coolest
mobilizations in 2022 thereby just
absorbing the knowledge of how to be a
Navy Reserve Sailor panelists . I need
your help to make that future a reality
and to make Maki Mustang the next big
youtube star . Thank you commander .
Thank you very much appreciate the
passion and uh , and the new call sign .
I think we're gonna leave that up to
the audience to determine if that has
legs or not . But uh , listen , very
thoughtful submission . And I like you
share a passion for the urgency of our
efficient communications at scale so
that we can eliminate administrative
inefficiencies . So the way that we do
this smartly wisely again , scalable E
is critically important to us . We do
some things like this via the Navy
recruiting command and within CMP and
the personnel command . So how is what
you're suggesting ? Difference ? Oh ,
so I'm not intimately familiar with
what we do with those other commands ,
but I think content focused on how to
be and do for Navy Reserve Sailor ,
especially those new affiliates is
incredibly important . I served to have
the honor and privilege of serving two
consecutive tours as the Navy Reserve
Center Ceo . And I can't tell you the
number of new Reserve sailors that I've
lost in that time because we cannot get
them engaged . Sometimes it's very hard .
They come in being recruited for one
reason or they have something in their
mind and they maybe can't get the
mentorship that they need to proceed
forward . I think this is a great way
to attack that problem by engaging that
generation . This new generation of
sailors with information that they
routinely use in a place that they
routinely go to go get that information .
Fantastic . Okay , well , love where
your head is on this and it's a very
thoughtful submission . I'm gonna I
know that Mr Bruce Mosler , who is our
captain of Industry , has a couple of
questions for you too , commander ,
thank you very much for your
presentation . Couple of questions
seems to me that you're very focused on
accessibility , quality of training .
Do you intend to or is your intention
to replace in person training with the
videos ? And let me ask you , just as a
business person , technology constantly
changes . Have you thought about what
might replace the youtube or video down
the road ? So that's a great question
and thank you for them . So , I think
the answer to your first question is I
don't I never envisioned this replacing
in person training , you know , as a
commander . SeO I always felt that was
invaluable to have that option to have
that . Right ? So , you know , if I
choose to and I had a good video to use ,
I could certainly use that to provide
the training . And I thought that meant
the objectives , but I'm not sure about
mandating a replacement as a supplement
as a tool . I think that would be , it
would be fantastic . And as interest
items for sailors to learn about things .
As for your second question , as
technology changes , we have to adapt ,
right ? But I feel like the Navy and
the Navy reserves and specifics , we
tend to be on the back end of the
adaptation curve right now in the front ,
not in the second group , but third or
fourth , maybe the 20th group . I'm not
sure you know , this technology has
been out there for a long time already
and we haven't adopted it yet . Right ?
So I would like for us to move further
up the chain in terms of where we're at
with technology adoption . How do we
drive that ? I'm not sure I have the
answer . But I think adopting something
like this would go a long ways towards
encouraging that culture of adopting
technology . Hello sir , I have one
question for you . This is an amazing
presentation . Are there any other
solutions or platforms that are out
already ? And if so , what caused you
to bypass those ? Yeah , that's a great
question . So one of the platforms that
we used routinely in the Navy reserves
is facebook . So I've seen the put out
information force mass . She put out
information via facebook . A lot of the
reserve centers have their own , I use
my own facebook to broadcast my drill
weekends , every single drill weekend
during covid when we're fighting
disinformation and we're trying to
encourage folks to get shots . I would
put out videos , talking about some of
the precautions and trying to reassure
our sailors because they weren't coming
in . I did not get time to talk to them
face to face . And that was the only
way to do that . The challenge with
some of these platforms , the Navy
reserve website or whatever else is
that you can't really search for them ,
right . If I'm looking for knowledge .
You put it behind facebook , right ? I
can't go to google type it in , it's
not going to pull up some facebook
video that was recorded a year ago . If
you created a channel where some
repository where it was centralized ,
it was index . You can manage the
content . I think that would be a
better way of delivering this type of
information than something like
facebook . Thank you Sir . Admiral
louis your thoughts . So what so based
upon what you just said , why would it
be more cost effective to have an index
site rather than have a stand alone ?
Uh , you know , navy side , if you're
or navy Youtube channel , what what's
the advantage of having the stand alone ?
You know , navy sanctioned youtube .
The advantage with this is that I think
we can control the information better .
So there's a lot of other folks out
there already . Ever since I came in
the reserve force as a , as a
lieutenant , there have been folks out
there that have been putting out
information exactly like this , right ?
There is a lieutenant commander at the
time kelly Bemis , I think his name is ,
lots of reservists have used his or her
website . There's lots of unofficial
channels out there . Some of the
information is really good . Some of
the information is not as good . I
think it's important for us to control
the accuracy of the information and the
ability to update it and get the right
stuff out there . So in the break ,
Admiral and I were talking about the
updated policy . Right . So some of the
content out there if it's not refreshed ,
it wouldn't reflect that updated policy .
So your sailors would come uh and try
to try to manipulate the system or use
the system to to get what they need
where they may not need to do that .
Right , Because the policy's already
changed . Alright , well bobby , thank
you for the great input on this . I
love the idea . I think there's a
general acknowledgement that this can
work . It's implemented ble you know ,
I think that that we probably want to
talk about organic content management
and really kind of rights management
who owns it . Is it centralized via
public affairs or something else ? Just
to get that centralized approved view
of what goes on here . But but we thank
you very much . We've got some
deliberating to do here and we'll get
back to you on this one . So hang in
there but thanks again for
participating and for the great
thinking . Our next presenters are
Commander SAra McGann and Lieutenant
Joshua . Did how did the two of you
come up with this idea together ? Well
actually , ma'am , we were serving
together in the Navy personnel Command
reserve unit and it just really came
down to right place at the right time .
Yeah , there have been dozens of people
that have working on this for the last
several years , both military and
civilians . So we're just here
representing their efforts . Well ,
that means there's a lot of people
rooting for you . Good luck . Thank
you .
Admiral Panelist . Thank you for having
us . Imagine you've dedicated 20 or
more years to a career . But when you
get close to the finish line , you lack
clarity on how to get to where you want
to go and you don't know where to turn .
Most reservists will go through two
transitions what awaiting retiring
awaiting pay often called the gray area .
Then later on in life retiring with pay ,
reservists can be in the gray area
anywhere from one month Up to 22 years
awaiting to retire with pay 3.5 years
ago we started building what is now
called retirement transition outreach R .
T . O . In an effort to improve the
reserve retirement process . This
started with an idea born out of an
observation that reserve retirements
were not going well . The transition
assistance program focuses on active
duty and doesn't address issues
relevant to reserve retirements .
Reservists were experiencing delays in
starting their retirement pay and staff
and my Navy HR We're wondering why
reservists didn't know what to do
because after all , it's their
retirement . Sir , you're fighting
instructions describe sailors as our
asymmetric advantage , our
responsibility as leaders is to take
care of our sailors and ensure we're
fighting readiness . We must educate
and empower sailors , helping them
understand and plan for one of the most
valuable benefits they have as a
reservist Admiral
Distinguished panelists Over these
three years . Our team has delivered
about 60 events to over 10,000 Navy
reservists at all . Retirement
milestones . Results have
included establishing direct contact
with sailors approaching pay
eligibility , increasing contact
ability with those gray area retirees
in particular who are in fact still on
the Navy Reserve team sir .
And yielding a
57%
decrease in the time it took my Navy
HR to process their application for
retired pay Admiral .
We are asking for you to put money now
behind your new Navy Reserve fighting
instructions 2022 X sword , your new
line of effort developed the force Sir .
We think that about $500,000 out of the
gate is going to have enormous impact .
In fact , we think that even as little
as $10,000 in the near term could
address one of the biggest problems .
Navy reservists have their point record .
We have a couple of concepts that we
want you to consider . You've already
teed it up in your fighting
instructions to task this out through
the X sort . We're already aware that
the team is forming now , but we don't
have dedicated resources . We can't
continue the work that our T . O . Has
been doing For three years and already
established model . We certainly can't
take it to the next level without
dedicated resources .
Fantastic . L . O . E . Four is
obviously a new launch initiative in
the fighting instructions 2022 it's
being spearheaded by nancy liqueur .
but my right hand and consigliere area
on this is force hunt and I know he's
got a question about this . Yes sir ,
thank you , thank you . And I feel that
passionate . I hear it . I mean the
business of taking care of sales just
like you are , so I really appreciate
all your efforts and leadership in this
area . Um Being being a policy though ,
is anything in our wheelhouse under our
umbrella that we can um um you know ,
address the shortfalls in this instead
of going all the way up to second half ,
we we think some of the easiest in
fastest options to move on . Master
Chief are things that can be done at
the unit or reserve center level and
its implementing , you know , as part
of unit in the spotlight , a regular
point review . Um it's it's short
trainings from , you know , unit
leadership or whomever to sailors about
reviewing their point record . And even
beyond that we think for a relatively
small investment , you could put
together some great online trainings
that could be published using .
Exactly , yeah , I just heard of a
great idea about that . Yeah . Um and
also things that can go on a mobile
platform . Um so recognizing that , you
know , a lot of what sailors are gonna
consume now is gonna probably be on
their phone or a tablet . Fantastic .
Thank you . Thank you . This is an
admirable idea . But what does it have
to do with readiness to be able to
fight tomorrow because we gotta be
ready to fight tomorrow as a , as a ,
as a reserve active component force .
So what does it have to do that
Absolutely issues with point records
alone . An enormous distraction . Too
many sailors . I will tell you that
even just in the past week , in the
past several days , we've had a
conversation with the sailor who's in
this building right now , Who is a cell
rez who is considering transferring to
the V . T . U . Which would mean they
were less able to go war fight because
they know their point record is
incorrect and they need more time back
in their personal life to go about
fixing that . That's just one sailor
who is in this building right now . You
can scale that across the entire Navy
Reserve . I'll pass it to Bruce . Now ,
thank you . Thank you for the
presentation was very , very insightful
as a business person . We are
constantly concerned about in the war
for talent retention . You mentioned
retention . So tell me how this will
help retain the talent , spend a little
more time . And what is the , and , and
spell it ? If you can , what you think
the real return is based on that . Sure .
Our sailors have , they have off ramps
at certain points in their career . And
when we talk about educating and
empowering . You know , sailors are
gonna make their own decisions , but we
want them to have all the information
and what other job can you have in the
military where you can lean in when it
makes sense , lean back at certain
points in your life when it when it may
not be as convenient , but still have
the opportunity for retirement , for
health care and things like that . Um
it truly is a valuable benefit but
going back to the blended retirement
system , we have to make sure that that
junior sailors understand , you know ,
if they want to take that off ramp ,
that's fine . But understand what a few
more years , what a slightly longer
commitment could look like . That's
what we want to do .
Your presentation was amazing and
you've obviously put a lot of research
into this with a very detailed visible
plan for sailors to better understand
the retirement system . My question for
you is does the Navy , does Navy
personnel command have an existing
website with this comprehensive
retirement information available to the
average sailor ? And if not , do you
know of any efforts to do so I'll take
that one . Absolutely . Chief select my
Navy Hr dot navy dot mil and thank you
for the opportunity to signal boost
because that website alone has
transitioned the U . R . L . Has
changed a lot of our great area
retirees were familiar with going to
bumpers NPC . And so one of the things
that I do when I call our great area
retirees on the phone , one sailor at a
time is even if I get only their voice
mail , I leave the steer too . That my
Navy Hr dot navy dot mil website and I
tell them when you get there to my Navy
Hr dot navy dot mil . Use the search
bar and search reserve retirements .
You will get right to the page that
tells you what forms you need to do
where to mail them . And we also have
and I have editing rights to that page
so I know what's on there . It
literally gives the short burst of what
you need to know to correctly fill out
your forms further the R . T . O team .
Our team has a sub page right there
within reserve retirements and we have
our event schedule . So if you need
more information , please register for
an agent . Fantastic . Listen , both of
you , thank you very much for the
thoughtful submission obviously for the
great prep work that led to this
presentation , which was very thorough .
We've got some discussing to take care
of and we're gonna get back to you but
I appreciate you being a part of this
and thanks for your great thank you .
Thank you . Admiral . Thank you
panelists . Our final presenter is
Lieutenant Commander Jonathan calhoun .
How are you feeling being today's final
presenter , ma'am . I'm just honored to
be here with such an impressive group
of finalists and look forward to
speaking with the judges . You're the
last one episode . Hit it out of the
park . Thank you , ma'am .
Admiral . Distinguished panelists . My
name is Lieutenant Commander , Jonathan ,
calhoun and thank you for your time
today , Admiral . In your most recent
fighting instructions , you said we
must ensure our ability to mass
mobilize predictably at scale . And
with seamless administrative activation
workflows , Our unit participated in
one of the mobilization exercises
earlier this year . And having gone
through that process . I think there
are some ways that we can improve and
further optimize the process . So my
idea is on leveraging mobile technology
in order to streamline the distributed
mobilization process while saving
valuable time for both sailors and Navy
Reserve Center Staff . So when we
completed the most recent mobilization
exercise I realize three things . One .
Not all sailors have the ability to
quickly access CAC enabled sites as
well as Navy email two Navy Reserve
Center Staff all of a sudden had an
influx in their inbox full of either
partially or inaccurately completed
documentation , resulting in more back
and forth email and lastly , unit
leadership had no real time visibility
into the status of where their unit
members stood in the submission of the
various mobilization administrative
requirements . So this process full of
non standardized many times .
Duplicative administrative requirements
will make it difficult to mobilize
close to 50,000 sailors within a 30 day
time period . So in my civilian were
career I work in banking where I have
the opportunity to meet a number of
innovative up and coming technology
companies And a few months ago a board
member for one of my clients introduced
me to another company that he was
working with , a company that's focused
solely on providing mobile technology
for use by the US military . And our
meeting was shortly after I had gone
through the mobilization exercise . So
it's still fresh in my mind and in
sharing my experience with them , they
quickly identified that this was the
exact type of problem that they're
currently solving today for multiple
branches within the dod . So while we
were discussing ways to address the
various challenges from the exercise ,
it became clear that by shifting the
administrative mobilization
requirements as well as all the back
and forth communication to a mobile
platform . You're reaching every sailor
in a much more timely and efficient way .
So I think the impact would create
three main improvements . So first of
all reduce the time that it takes for
sailors to receive and respond to the
administrative requests by auto
populating data fields with information
that we already have on file , name ,
address , date of birth etcetera and
then allowing the sailor to just
confirm or update the other a mobile
app on their phone . Um as opposed to
completing the document from scratch
and sending it back . The email . And
second benefit would be to provide real
time visibility into the status of each
requirement for both the sailor as well
as leadership as to whether or not it
was completed correctly . And lastly it
would enable data and reporting with
customizable views for all levels of
leadership that doesn't involve
collating multiple time late
spreadsheets , each in a different
format . So in this era of strategic
competition we must be ready on day one
and by empowering sailors to use their
mobile device to complete a significant
portion of their pre mobilization
administrative requirements , it will
improve the overall experience for the
modern day sailor as well as ensure
warfighting readiness . When we
mobilize the force . Thank you for your
time . Fantastic . Clearly
modernization is critical path for our
transformative readiness and our
ability to compete in the future . I
mean we have got to apply and implement
modern technology to do what right now
is constrained by legacy systems . So
so thank you for reinterpreting and
spitting back my language at me . I
appreciate that in particular what I'm
curious about is as we look to
implementation , what kind of timeline
do you think is associated with
building this some of this ? We're
building from scratch some of this .
We're going to leverage existing
databases or other systems . How long
would it take for us to see this come
to fruition , correct . And I think the
key here is leveraging . What has
already been done before . There are a
number of companies that are working
with the D O D today that have already
started to use the mobile devices in
order to have apps as well as sites
that can be accessed . Um and then even
just a few years ago ready to serve ,
even though it had a CAC enabled , that
was a huge huge benefit for for
reservists who needed to have access to
in rows and websites um when they were
traveling . Um so I think that the key
to a quick implementation is partnering
with a third party technology provider
that already has done the
infrastructure work both on the mobile
app side and most importantly on the
security and encryption on the back end
because that is one of the most
critical components , especially when
you're talking about all the data
fields that are provided when you're
mobilizing roger that in many disparate
systems too but we can certainly work
the interfaces on the technology side .
Okay . We're very fortunate to have our
reserve sale of the year here and I
know she's got a couple of penetrating
questions for you . Thank you Admiral .
Thank you so much for your presentation .
It was very informative in the examples
that you mentioned of other services
doing similar applications . Do you
know how they migrated the privacy
issues presented by P . Ii or Hipaa .
And were there any such issues that
they could not overcome ? So I don't
have any specific issues that couldn't
overcome but I know that in the company
based off of the individuals
backgrounds , both on the military side
as well as the I . T . Security side .
Having that P I I . Was . Was critical
and so that was one of the things that
first and foremost when you're
communicating Through a personal device
must be established round one . Um And
then in terms of um I'm sorry
was the second part of your question .
Um how did they
mitigate the privacy issues ? And
that's that's where the back encryption
and security is critical . Okay thank
you so much . Thank you sir . Thank you
sir . Um Well you hit it on the head a
lot of points of some of my concerns
with your presentation sur um and
really tied into the warfighting
readiness piece and obviously more
bread . Um So with all the innovations
we have now which I'm loving it , this
is what we're here for , suppose it
goes down what we do . Yeah . So
ideally everyone has the mobilization
app on their phone , 90% of the
information is already pre populated
and complete based off of what you have
provided previously or during the
actual mobilization exercises . And
then it's just a matter of going to
your Navy Reserve Center to do those
final mobilization steps , putting in
your CAC CAC signature required in some
instances is not necessary . And you're
able to finalize that within a 10 to 15
minute period as opposed to sending
multiple days at a Navy Reserve center
waiting to use a computer Especially if
there's a force of 50,000 plus . They
are going to be very backed up and
resource constraints at each of the
Navy reserve centers . Thank you sir
chief . So I like it .
And my question really is to animal
must in and why why haven't you done
this yet ? But we got to get busy .
But the question I would have you laid
out you characterize some of the
barriers , you know , private partner
uh partnerships with private
industry , the the security piece of
it . The you know , if it goes down all
those kind of characters , what other
barriers are there to implementation ?
Yes . So I think one of the bearers is
going to be the adoption effect and so
I think about there are certain Navy
sites I think of that are stand alone
think of like and fast where you're
going there just a couple of times a
year you have to have a reminder . This
is where I need to go . These are the
things that I need to do . I think one
of the bearers is going to be , how do
we make it so that using the app and
and the technology is natural and
recurring and I think we can certainly
do that through mobilization exercises
but I think it's also going to be
similar to what we've done with with
teams as we use one component within
teams . We get more comfortable with
using other capabilities and then there
are knock on effects and then from that
increased adoption . Fantastic . I love
where your head is on this and we've
got some existing new products that
would integrate perfectly with this
already , arc is another example where
an app based version would make a lot
of sense . And I would think to force
this point , you know , if the app goes
down , there's cloud based storage for
all the information so that it could be
restored pretty easily . But but I love
where your head is . We've got some
decisions to make here and we're going
to get back to you . But thanks for the
great submission . Thanks for the great
thinking on this and stand by . Thank
you . Thank you everyone . Thank you .
Yeah , we're gonna short list a couple
of these . You know , one way to do
this is is for us each to kind of rank
1-5 and and see if there's a natural
break on now that we've seen all these
great ideas . We've come to the hardest
part of the show choosing a winner .
All right , well , team after rigorous
debate . We've come to conclusion and I
will tell you that every one of these
ideas was fantastic . And we appreciate
you being shortlisted from over 100
submissions to the final five . Not
surprisingly , every one of your ideas
has merit . Some are more implemented
ble in a short term . Others are kind
of a long burned strategic implication
yet every one of them is important to
us . So I appreciate your submissions
and your willingness to be a part of
this force hunt and I are going to
award a couple of things for you . So
let's come on . All right .
Okay . So first commander again and
lieutenant did away thank you very much
for your thoughtful submissions . I can
tell you that there are elements that
we are going to take action on
immediately . In fact , you know , we
are via the R . T . O . Effort and what
we're doing with our retirement
workshops , we're going to continue to
aggressively address this and we're
going to seek your leadership and
bringing this to fruition . Thank you
very much for uh for your being here .
And I am happy to award you this on our
inaugural I three way points . Thank
you very much . Thank you ma'am .
Alright , lieutenant . Well done .
Great presentation . Supposed to make
your acquaintance . All right . Alright .
Thanks . All right .
What's that ? Lieutenant ,
love your idea . I will tell you that
what you have suggested to us is a
policy change and that's something that
I'm going to get busy on immediately
with my N one . Okay , so my personnel
folks , we're going to talk about what
it takes across D . O . D . To add the
technician category to what we already
do as I ar cel rez and Tar , I
wish that I could do this faster . It
may be a slow burn , but it is probably
the most strategic of the submissions
out of 107 that we received . So I
appreciate your great thinking . I know
that admiral Galina said , Nazi is
equally appreciative of the way you're
approaching this , but thank you , sir
for being a part of this and it's a
pleasure to make your acquaintance .
Thanks . Okay . Which leaves us with
two . Both of your submissions were
fantastic , intriguing for me as a
marketing technology veteran . And I
can tell you that I hold dear the need
for us to communicate effectively
efficiently and also to make sure that
we can affect at scale the ability to
mobilize . There is great overlap
between your submissions . In fact ,
part of our deliberations included us
saying what if we awarded both of you
and said you guys get together and
figure out how to do both of these
things simultaneously . And yet there
is a bit of a Sophie's choice here in
this case bobby , we're going to go and
thank you for your input and tell you
that we're gonna follow up with you and
we will implement everything that you
described whether that's via Youtube or
another branded submission , but I want
to pick your brain on that and many
other things that you suggested and I
can tell , I can tell that we are
similar characters with an interest in
innovation and technology . So I want
to pick your brain more . So thank you
for your great submission and your
fantastic presentation . That's
wonderful . Which brings us to
Lieutenant Commander calhoun . What you
described is something that I feel I'm
already behind in implementing and
something that we have got to get
rolled out for our reserve force to be
ready to mobilize at scale efficiently
and with certainty to eliminate errors
to reduce administrative overhead .
We've got to get busy on this . There
are several elements of your
presentation that are still TBD in
terms of cost and time to implement and
access to different databases and
systems . So I can't promise you that
this is something that we're going to
be able to go live on immediately . I
love your aspirational description of
about a 2-3 week pilot . I would say we
probably have some requirements
definition some features and
functionality discussions to get
through . But what you described would
touch every one of our sailors and you
said save an hour . I would tell you
probably would save many weeks per
person . So there's cost efficiencies
there . There's certainly a cost
investment up front to make this work .
But we're going to figure out those
details together and I will have my
insects , Captain Chris Pepel
immediately contact you and we're going
to get started on how we can do this .
My hope would be that when we convene
for the second of our I three way
points roughly a year from now . We're
going to provide an update with you
here to say how we doing . Is it
already on the street ? We're still
working it . What is required to make
it happen , But I want to get busy and
frankly , we're already behind on this .
So congratulations . Thank you very
much for your great ideas for the
thoughtful presentation , and it's my
privilege to award you the first I
three Waypoints Trophy .
Congratulations , you , betcha .
Alright . How about again ? Yeah . Nice
job . All right .
Mhm . Mhm .