mr. clawson. mr. clawson: sorry to hear about your dad. director clancy: thank you, sir. mr. clawson: greatest generation. i know many here lost their fathers from that generation and i think we learned from them. was your dad a vet? director clancy: he was. mr. clawson: i know all about this. i just lost my mom. it's the generation that the class is halfful. put the team first. work hard and go to church on sunday and the rest answers itself, right? director clancy: yes, sir. absolutely. mr. clawson: we were lucky to have those kind of folks. director clancy: yes, sir. thank you. mr. clawson: although we do a little bit for our country now, without ever saying it that remind us compared to what they did we don't do much. director clancy: yes, sir. mr. clawson: i have full respect and admiration for you and your dad. i walls thought organizational culture being performance and how your agent and employees think of themselves is dependent on those because they see it. when that bad behavior is not dealt with quickly, it impacts that culture and how we view each other. because i

mr. clawson. mr. clawson: sorry to hear about your dad. director clancy: thank you, sir. mr. son: greatest generation. i know many here lost their fathers from that generation and i think we learned from them. was your dad a vet? director clancy: he was. mr. clawson: i know all about this. i just lost my mom. it's the generation that the class is halfful. put the team first. work hard and go to church on sunday and the rest answers itself, right? director clancy: yes, sir. absolutely. mr. clawson: we were lucky to have those kind of folks. director clancy: yes, sir. thank you. mr. clawson: although we do a little bit for our country now, without ever saying it that remind us compared to what they did we don't do much. director clancy: yes, sir. mr. clawson: i have full respect and admiration for you and your dad. i walls thought organizational culture being performance and how your agent and employees think of themselves is dependent on those because they see it. when that bad behavior is not dealt with quickly, it impacts that culture and how we view each other. because it di

mr. clawson: anything i said you would disagree with? director clancy: i wouldn't, sir. mr. clawson: we want you to succeed. we can talk all day about whether you should be in the job or not but you're in the job. we need you to be successful. anything can i do and our group, we want you to succeed. i really like the tone at the top. so let's get them. thank you. >> the chair thanks the gentleman. the chair now recognizes the gentleman from georgia, mr. carter. mr. carter: thank you, mr. chairman. thank all of you for being here. mr. clancy, how many times -- when did you get -- become the acting director? director clancy: october 6, i believe. mr. -- of 2014. mr. carter: how many times have you appeared before congress in director clancy: this may be my sixth or seventh. mr. carter: i have been here since january 6, i think this is the fourth time i've seen you. obviously we got concerns here. and there seems to be an ongoing problem. as you might know i'm very fortunate to have the federal law enforcement training center in my district. and i'm familiar with the training th

mr. clawson on this earlier. number 60 prohibits export import bank authorizations for a country that has a sovereign wealth fund. 63 would require fair value accounting, similar to what was offered earlier. the text we are offering is much more detailed. our light which goes into what fair value accounting means. goes into what fair value accounting means. 64 reduces exposure by taking away the treasury during tea, requiring the bank to stand on its own guarantee. that is all of them. if i were asked to prioritize, recognizing that we are limited 55, 56, and 63 have something in common. the others are more policy related. ceo of things. ceo pay.iraq, those types of things. businesses are required to have bank guarantees. this came up recently with indonesia. some large corporations were trying to bid. the company we were trying to sell to was government owned. the company we were selling to was government owned and their own government would not guarantee the work. they were asking our government to guarantee th

mr. clawson of florida, mr. renaci of ohio, gentleman from alabama, mr. palmer, and the gentleman from texas. thank you, mr. davis. i want to welcome this next panel and let you know that we're trying to go through several hundred amendments. your ability to effectively communicate with us including a discussion of your amendment but the number that you would be in reference to be would be of vital assistance to each and every one of us. and i'm delighted that you're here. i'll err on the side of telling you that i'm delighted that mrs. waters is here. i'm going to refer to you first for testimony. the chairwoman is recognized. yes, ma'am. glad you're here with us, maxine. >> i have financial services amendments that are -- >> probably we'd be good for to you note those as you work through those. you are the ranking member of financial services. if you'd go through those -- i would put them in groups together, kind of a mix and match, and then we are able to identify them accordingly. >> thank you very much. i'll try to get through these as quickly as pos

mr. clawson? >> sorry to hear about your dad. >> thank you, sir. >> greatest generation. >> it was. i know many here have lost their fathers from that generation, and i think we've all learned from them. >> was your dad a vet? >> he was, yes. >> i know all about this. just lost my mom and so, you know, it's the generation that the glass is half full, put the team first, work hard and go to church on sunday and the rest answers itself, right? >> yes, sir, absolutely. >> but we were lucky to have those kind of folks. >> yes, sir. thank you. >> and although we do a little bit for our country now, they, without ever saying it, they remind us that compared to what they did, we don't do much. >> that's correct, yes, sir. >> full respect and admiration for you and your dad. i've always thought of organizational culture as being the combination of performance and behavior and, therefore, how your agents and your employees think of themselves as dependent on those two things because they all see it. when bad behavior is not dealt with quickly, it impacts that culture and how we view each oth