mantech is a global employer to almost 10,000 people. that roughly 40% of our employees today proudly identify themselves as having served or are currently serving in the u.s. military is evident of the success we enjoy as a company and the culture that successfully attracts those exiting the military and assimilates them into the civilian workforce on a sustained basis. mantech provides those leaving the military with the opportunity to join the civilian workforce, the opportunity to jane additional job skills and training, health care coverage, and the opportunity to continue to serve their country and support an important mission as a contractor. as the majority of our work today supports the u.s. military and intelligence community, a large number of the career opportunities available at mantech are for positions that directly support mission requirements and typically require skills gained through military service and the possession of active security clearances. many of our recruiting activities are focused on engaging those who ar

mantech has a successful program. our numbers speak for ourselves. it's a part of our culture, part of our company how we operate. but there is one thing i heard universally from people within side of mantech is there is some stone unturned that could make the difference, really move the needle in a significant way, and certainly i'm no expert on this. but something for all of us to consider is is there a way for veterans who are leveraging the g.i. bill and trying to improve their skill set so they become more employable something that we see as many times veterans who are leveraging that g.i. bill and the process of getting their education or more training they lose their security clearance. and for an employer like mantech, and most of our work is mission-oriented. so it serves the department of defense or serves the intelligence community. that ability to have a security clearance, an active one, is a very necessary component. and that part of the market is still a good market, and it's got competitive pay. so anything that can be done to help pr

prior to joining mantech, ms. sullivan served as vice president for defense base and secured infrastructure at bechtel national and sector vice president for business development at northrop grumman. you've hung out in the defense sector, haven't you. it is the custom of this subcommittee to swear in all witnesses that appear before us. so if you don't mind, i would like to ask you to stand. do you swear that the testimony that you will give before this subcommittee will be the truth, the whole truth and nothing but the truth, so help you god? >> i do. >> thank you. and let the record reflect that the witnesses have all answered in the affirmative. we'll be using a timing system today. we won't be strict, so be comfortable. don't worry that we're going to hit a buzzer or a gong. we would ask that your oral testimony try to be around five minutes. your written testimony will be printed in the record in its entirety. and if you would begin, mr. daywalt, we appreciate you being here. >> thank you, madam chairman. app

. >> thinking about stones left unturned, and you brought up the gi bill, mantech is as networked as anyone. our numbers speak for ourselves. there is one thing that i heard universally for people within mantech, is there is some don't interred that could make a difference, moved the needle in a significant way? i am no expert on this, but something for all must consider is is there a way for veterans who are leveraging the gi bill and try to improve their skills at so the become more employ able, and we see veterans leveraging the gi bill, and in the process, they lose their security clearance. for an employer like mantech, and most of our work is mission- oriented, so it deserves -- so that it serves the military -- the security clearance is a necessary component. anything that could be done to help preserve that clarence -- clearance could be a needle mover for everyone. >> thank you very much. any other comments? >> i know you are used to hear people talk about the gi bill issue, but that is something that we thank you for your leadership on in trying to change the 90-10 roll, an

. >> let me ask about both booz allen and mantech. you have great records. both of you told us the reporting requirements were not burdensome on your companies. i'm not sure that they're providing much value, but you did say they weren't burdensome. let me ask you this about the national guard problem. are the majority of the people you're hiring actually those that are leaving active service as opposed to national guard? >> -- statistics. i know that we capture those. and i could probably look through my files here and see what those numbers are. but we -- i was thinking about congressional mandate programs. and one of the congressionally mandated programs that we absolutely love and we know it has a high impact and it does make a difference, and it has to do with those who are in the process of separating from the military. and that's that tap program. >> transition? transition and assistance program? >> in the army they call it acat. they may call it a little different. but this is where you can really, you know, work with them and help them think through

there is one thing i heard universally from people within mantech. is there some stone unturned that can make a difference? i am no expert but something for all of us to consider is, is there a way for veterans who are leveraging the gi bill and trying to improve their skills set so they become more employable, something we see as veterans who are leveraging that gi bill in the process of getting their education or more training, they lose their security clearance. and for an employer like mantech is mission oriented. it serves the intelligence community. that ability to have a security clearance is necessary. that part of the market is still a good market and it has competitive pay. you can put it in a deep freeze or deferral load. -- mode. it would be a great meal-mover for everyone. -- needle mover everyone. >> that is something we thank you for your leadership on. we think we have plenty of examples. veterans in trying to take advantage of the program that is out there which is the gi bill especially the post-9/11 jarret bill now that it can be u

mark, quickly, mantech. sounds like a bad '70s robot movie. a name we've heard a few times on this program. why do you still like it? it's not had a good year at all. >> well, again, we're always looking for a disconnect between price and value. as the prices drop, the value has increased because the valuation hasn't changed as much as the price has. but in the mid-20s, brian, we think it's worth probably in the mid-30s. again, controlled largely by the chairman, mr. petterson. but it's -- it provides us security service is a cia, department of defense, that type of thing, with all the concerns over defense cuts, it worried. but 3% dividend, i'm going to sit and wait for the valuation boat before i sell it. >> and i believe it just won a $2.6 billion contract with the department of defense on monday. and, kim, last word to you. >> okay. >> comcast, aside from the spectacular management of this fine organization, what is it that you like about comcast? >> well, i think all of the telcos and comcast, even though they do produce this show, they a