..

we encourage tuition assistance and use of the g.i. bill on active duty to pursue further education. the listed commissioning programs we fully endorse, job fairs and credentialing organizations and hope they take the skills they have earned in the marine corps and transition them to a civilian job. >> the general public doesn't realize, you hear about anyone who has difficulty after their

service but we don't hear about the military being a pathway to a successful civilian life. that's what i would like to see promoted more and change the perception some people have because i think we all know, a great majority of people who serve end up in a better place. i yield back. >> thank you for being here today. one of the things we are exploring in this year's authorization is the ability to train and this is an officer training related question, people with a 4-year scholarship program and the service academies and for whatever reason, this is a high investment, they have some

injury that will preclude commissioning and in talking to others it is like through no fault of their own, they are not punished but are released to the american public, we may be better citizens and all that but all the investment is gone so one of the things we are looking at exploring is to translate them if they are precluded from taking a commission to go into the department of defense workforce and fulfill their service obligation in that direction. i would be curious about your thoughts on that. >> we are already doing that we had several academy cadets, a medical issue popped up literally weeks before graduation and we brought them into the -- >> that was voluntary, is it not under the current law? >> it is absolutely voluntary.

>> if they were healthy they would have a service obligation and be required to serve a 5-year commitment for service academy, four year for a four your scholarship. do you see -- it is great that we are doing that. if we made that a requirement it is not unjust. there has been a great investment and i would love to have your thoughts on that. >> i support that. a great opportunity. we have given a great education so that is an appropriate payback. >> we would support it as well. like the air force we seek volunteers to come into government service in the same when there has been an injury for medical scholarships, and rather than recoup, a civilian doctor for example, there's

always a high interest rate in taking those options but we support it. >> we would support it. >> you talk about quality of people and women in the service academies and through no fault of their own they cannot serve exposing them to a defendant of defense drop they wouldn't have been exposed to opens up benefits to the student and the organization. >> i look forward to heading your way and something we will continue to work on and that we are looking at this year but i appreciate your thoughts on it and value your comments on it. >> we will have a second quick round.

>> having a high retention rate but low retention, special operation, aircraft maintenance and nuclear medicine specialty. i would like to know if you have categorized areas where you have problems in retention. that is part of the key here. if we invest as much as we do to get through boot camp and have them serve 18 months after words or two years afterwards and have them not continue that is a loss of $80,000. could you tell me where you have issues with retention? >> with all the other services aviation is one of the we are attacking through increased training throughput and bonuses to encourage people to continue to serve.

the other area is cyber. at some point in the future a 6-year obligation we will have a problem with retention, the strategy is to treat them and recognize what they are doing in terms of bonuses and credentialing and have them continue to serve but i would say aviation and cyber are the two issues. >> the nuclear specialties, nuclear propulsion and cyber including linguistics, same as air force, aviation, mechanical, instructional rates on the listed side, retention on the officer side and special warfare folks. >> we track every -- we don't need - in an up or down system you only retain what you need

and if you look at the aggregate we have strong retention. you have given us plenty of authority and the key for us is to target them where we need them. >> cyber is always a challenge. part of the challenge with cyber is the other specialties we are drawing upon are usually intelligence, the marines spent a lot of time in high demand, aviation maintenance, we included aviation bonuses for the listed side so those specialties, certain specialties inside those cdis and different aviation specialties we have given them extra bonuses which stabilized the population.

>> targeting women is the key moving forward in the military. it takes me back 40 years when i was a staffer and went to west point and asked the audacious question as to why women couldn't be accepted in the academy and we moved forward a little bit since then. it was because they couldn't serve in combat. that was the rationale. there is no rationale anymore but it appears the marines have lagged behind other services in terms of incorporating women in terms of training, still being trained separately for men and the general sense that women don't belong in the marines. could you address how you are going to be more embracing of women is the other services have?

in one minute. >> we opened up marine combat training which is where we stand, all non-infantry marine so if you're the administrator, learn how to be a marine first so we open that up. as far as everything else we opened a lot of occupational fields. it is voluntarily to go into some of these ground centric loadbearing units, but we understand we are making progress albeit slowly but we are making progress. the office headed by melissa:to ensure the commanders are trained and units are trained on unconscious bias and some things that perhaps prevented some of that in the past so we are taking proactive steps to ensure that women are accepted in every level of the marine corps. >> how many generals do you have that are women?

>> we have two, i'm sorry, gen. reynolds, general share, and we just recently, gen. may lock. >> out of how many? >> 82 active. >> thank you. >> you are recognized. >> two committee hearings and a speech. i caught you on the tail end of this. i appreciate your expertise and your leadership. what is the impact on retirement, any negative retention or recruitment? >> we monitor that pretty closely. 9% of the reserve have opted into retirement. it is going to be a significant indicator of retention and we have to change how we address

retaining talent. a high probability i will keep them until 20, the dynamic potentially changed but we won't see that for 7 to 10 years. we are trying to get our heads around it. >> my hunch is people will get off of the 17 year point. >> it reduces the cost of the impact of getting out potentially so we need to be creative in how we address that and work to retain their talent. >> we are not seeing any impacts, we appreciate the flexibility you gave us, gave us some years to move around. the whole plan is to use that with other retention incentives to offset. >> i don't think we have enough data yet. we don't know what skill sets

are under us but i agree it does fundamentally change, it is a big change and how we manage that is going to be critical. >> the continuation page is going to be key. right now have 25% of the marine corps has chosen. ahead of that 70% opted in. >> some positive indicators but too early to say but there is a fear of retaining people through 20. having analyzed your inputs, lt. col. gina grosso, the pilot bonuses, i would like -- we need to have a data at some.65% of pilots, throwing a number outcome is a success for the bonuses that we don't know if

50% of that still signed up and at some point we need some data that says they are having this kind of impact. you may have mentioned before but the retention we have, we don't know how many would have been retained anyway without the bonus so your thoughts. >> economic rent is what you are discussing and that is hard to know but it does lock the person in so it helps us to know what we do keep but i agree with you it is an imprecise tool. we have some other options coming your way which is finally socializing. >> it is important so it would be nice to know we are getting a 5% payoff added or 10. it would be helpful to substantiate what the impact is. i know i have been hearing a little bit about it but don't know if anyone else is, give us an update how we are doing.

>> it is going very well. our enlisted airmen are as talented and doing well going through the course, started to implement them in operational units, a cultural piece on how we get it right but it is clear they are successful. >> for only remote pilot aircraft, nothing else? any other services? >> most of our aviators are warrant officers from the enlisted force. >> thank you very much, i yield back. >> mr. russell. >> i want to close with one issue. i have seen this for a long time, where in the process somebody deemed physically qualified, we pay to send them to basic training and their respective range of service

where they are given another physical and deemed unqualified. that is a waste of money and time. if it is a false feeling of warmth, getting numbers up initially or what it is but it ought to be the same standard. in the military, also saw is today when a family calls me and says my son reported the last example was navy recruit training and in limbo, it is down. we need to get this straight and there needs to be one standard which is consistent. there being no further business the subcommittee stands

adjourned. [inaudible conversations] [inaudible conversations] >> sunday on 1968 american turmoil, conservative politics, perceived liberal excesses disenchanted with the rise of government gave the rise to the political right and republican presidential victory, ronald

reagan made his debut foreshadowing the conservative resolution to come. robert mary, editor of the american conservative and author of where they stand, american president in the eyes of voters and historians and george washington university and author of the right moment, ronald reagan's first victory and the decisive turning point in american politics, watch 1968:america in turmoil, conservative politics, live sunday at 8:30 eastern on c-span's washington journal. >> on landmark cases. brandenburg versus ohio. and hate speech under ohio law and the supreme court unanimously ruled state law, and nadine, the former head of american in