projects to replenish water, retentive landscapes, working with a wonderful scientist? who had land hurt by bad industrial practices, and dumping and so on, and he convinced many municipalities then the federal government, to allow a project to put thousands of people to work rebuilding, the kinds of small berms and dams, water retention, water collection, rain water clerksollection and greened an amazing amount of the lands. in india there's many projects where the rainmaker brought back water to a massive amount of land, a wonderful engineer in southern australia, and we'll gather the rain water, the sewage water put it through lagoons planted with the plants that eat bacteria, and the poison and greened the desert, the birds came back and animals came back. it's a miracle because we have to remember nature comes back if we stop hurting nature. nature wants to come back to us once again. we need food policies. we have to move away from the form of agriculture we have that we are now engaged in. all of our country,ers ported land three times in great britain, and afric

so they don't have the stories about how if you rebuild water retentive landscapes if you've created a desert, if you bring in the technologies and the techniques that we know and if you put people to work rebuilding and refurbishing these watersheds, the rain comes back. it's absolutely miraculous. there are so many wonderful examples of what we have done this. the key components of this are absolutely at the heart of the would be watershed protection, conservation and restoration equipped to stop destroying our water systems. we have to repair those that have been hurt. national and international projects to replenish water retentive landscapes, i'm working with a wonderful scientist named michael in slovakia. he had a lot of land that had been destroyed by bad farming practices, like old bad international dumping and so when. he convinced many municipalities and their own federal government to allow a project where they put thousands of people to work rebuilding the kinds of small firms and dams water retention, water collection, rainwater collection and so on and they have greene

most of our workforce, once they join us our retention is amazing. i think last year in 2014, nsa's overall retention, 96.7% of its workforce. only lost 3.7% of the workforce. [ applause ] that is great testament to the culture and the mission. they are a motivated bunch of men and women who love what they do and great respect for each other and dedicated for the idea how do we defend the nation and do it within a lawful, accountable framework? you, there's a flip side to that. one of the questions i asked the team was so you realize that in a 3.7 attrition rate it would take us 33 years to reconstitute the workforce. you know what the rate of change is going to be over 33 years? are we really comfortable that's the right long-term answer? what i would like to get to is a place where you can start with us and go out in the private sector and then come pa back. be in the private sector internship with us for a year or two. quite frankly, among the challenges that i think we have been dealing with, i watched two cultures who think they understand each

once they join us, our retention is amazing. last year in 2014, the nsa overall retention was 98.7% of the workforce. we only lost 3.7% of the workforce. [applause] that is a great testament to the culture and the mission. a motivated bunch of men and women love what they do and have great respect for one another and are dedicated to the idea of how we defend the nation and how we do it within a lawful and accountable framework. but there is a flip side. one of the questions i asked was , in a 3.7 rate, it would take us 33 years to reconstitute the workforce. are we really comfortable that that is the right, long-term answer? i would like to get to a place where you can start with us and go out in the private sector and then come back. you can be in the private sector and come in turn with us for a year or two p are quite frankly among the challenges we have been dealing with, i watched two cultures who think they understand each other and they are just talking past each other. i listen to my workforce and i say, so tell me what

most of our workforce once they join, our retention is amazing. i think last year 2014, nsa's retention was 96.7% of the work hours. we only lost 3.7% of the workforce. that's a great testament. there are bunch of men and women who love what they do and have great respect for each other and they are dedicated to the idea of how to defend the nation how do we do it with a lawful and accountable framework. but there is a flip side to that. one of the questions i asked the team was, do you realize that it has a .7 attrition rate, it would take us 33 years to reconstitute the workforce. you know at the rate of change will be over 33 years? are we really comfortable that that is the right long-term answer? i would like to get to a place where you can start with us and go out in the private sector and then come back. you can be in the private sector, come internship with us for one year or two years because i frankly, one of the challenges we have been dealing with. i have watched to cut -- two cultures that talked and work passed each other. i listen t

negative impact of low employee engagement and satisfaction in employment productivity, agency mission retention of valuable employees and recruitment of the next generation. we specially need to be minefuldful on the service the federal government provides to the american people because that's what we'll be focused on. last march i joined with ranking members cummings and lynch in requesting that gao conduct a study of federal engage the trems as well as po pension root causes. we asked gao to provide recommendations for improving workforce morale. i know they're completing that study and is leer to testify about preliminary findings and i welcome mr. goldencauf to the table. i understand the national records administration enchemical safety and hazard investigation board have ranked poorly in the use surveys. this offers us an opportunity to discuss their particular challenges and the steps they're taking to address them. so it's also important to note many federal agencies are performing better than the ones before us today including entities that boast higher satisfaction and commitment scor

we felt like we would get enough in the retention to offset the immediate costs. so i look at the big picture outcome. our average customer has been with us for 12 just the the average in the card industry is eight years. that's part of what our good is better because longtime customers tend to forbear the short-term customers. it's a little bit sometimes it's a little bit like advertising. it's hard to measure the roi of an individual campaign budget a look at the overall brand measures and jeff to use some judgment and it's a very important thing to try to try to prioritize and it's a very important thing to not just do things that have an easy our ally. >> organizationally, as an executive, one person asks how have you organized your own leadership and your team around the client experience? ..

have of level of care and if they cannot feel they are doing that the difficulty of recruiting and retention will continue. >> we agree entirely. this is why we do this. not because of the stock options but because of the inspirational mr. and for those who have protected us we cannot lose sight of that it is more than numbers bet said gentlemen behind me. exactly the reason i gave out myself phone-number during the first national press conference in september and i listen because you have to keep that visceral empathy of what we're trying to you do. it is very personal. >> the key for your dedication i do have questions for the record. >> i have visited with you before about legislation with the access to extended care to make sure we can encourage nursing homes to take the a reimbursement by eliminating the small business contract requirements but they don't have to you deal with with reimbursement and to undergo a separate inspections we would just ask you to comment hundred vans that legislation. >> we think that is the way to go with veteran now comes thank customer experience there is

have been in the cyber realm for almost two decades now, looking at homeland security and workplace retention and satisfaction scores. in terms of getting people to join homeland security and any agency, what do you recommend in terms of recruitment policies and strategies? >> one of the bills past enhances the workplace. hire and retain more highly credentialed individuals. i would argue this is probably the most innovative and vibrant offices within the department of homeland security. over the last five years the capabilities have really stood up. the undersecretary from mcafee extraordinary experience. we have a partnership with nasa the detail program where they can lend their expertise. with the legislation we passed last congress on enhancing the workplace we are going to get more and more talent. i remember, i would not work for the justice department because i i wanted to check that box and do something else. you have you have to recognize it is a great place to gain experience but we want to get the more experienced people coming over there. you cannot keep them forever it is hard.

customer retention and customer satisfaction. our industry rate has a net promoter higher than congress, but lower than cable companies and airlines. not a great place to be. what can we do to improve net promoter scores? you get to the point where credibility trust and holistic experience matters. we have done a lot to improve and make that $26 million worth the investment. what do we need to believe in the way of risk factors? so our view is that companies can invest in their employees. we need changes in economic policy and tax policy, because if we invest in employees versus a machine, it will never depreciate. machines go up to five years. then you replenish them through the depreciation account. how do we think about investing in people, what are the policies we need, which will ultimately invest in the communities and our country, and around the world. health care should be local. health systems should be providing care to people in the communities and people should be taking care of others in the community. think of uber

davis to direct 50 million within the afghan security forces for recruiting and retention of women in the afghan security forces. number 182 that expresses the congress for those who have served as translators or interpreters. amendment number 190 with partners security forces to look at the accountability functions. or amend section 2379 to make a commercial item determination insufficient it has better provided for the reasonable price as a spare part number to 43 expressing alliance with japan nuremberg 263 was report on envisioned of the global response force that requires the assessment to conduct a study of the formulation of long-term strategy and to express certain findings related to the baltic states with lithuania number three '01 express says the state of georgia the amendment number three '07 by myself the full committee mark to add to the sense of certain clarifying statements with iran. without objection is there any further discussion with this package? mr. russell? thank you, mr. chairman there appreciate your indulgence but i do have concern over 127. when we were pu

realm almost three decades now, and looking at homeland security and recruitment, you look at workplace retention and satisfaction scores. in terms of getting people to join homeland security and dod in the agency, what you recommend in terms of changes to recruitment policies and strategies? chairman mccaul: the bill that we passed enhances the workplace, being able to hire and retain more highly credentialed individuals. i would argue with an dhs, this is probably one of the most innovative, most vibrant offices within the department of homeland security. if any of you have been over to nccic, over the last five years, their capabilities have really stood up. the head of that and the undersecretary both came from mcafee. they bring extraordinary experience. we have a partnership within nsa where they can learn their expertise. with the legislation that we passed last congress on enhancing the workplace there, we are going to get more and more talent. the problem is keeping them. i remember i went to work for the justice department because i wanted to check that box and move on to something else

i am worried the negative impact of satisfaction and productivity agency mission, retention and recruitment of the next generation. we especially need to be mindful of the long-term negative effects on the service of that the federal government provides of the american people. that is what we will be focused on the last march i joined with ranking member cummings and lynch and requesting that jk of conduct a study of federal engagement trends as well as potential root causes. improving workforce morale. i know jl is completing the study and this year to testify but preliminary findings and welcome them to the table. i understand the national archives and record administration the department of homeland security have ranked poorly among the use surveys. wwor despites the decline in of work satisfaction, 2014 federal employment viewpoint survey data demonstrates the federal employees nonetheless have persevered through a lot of adversity and remained dedicated and overwhelmingly positive about their service to the country, which the champ eluded to. 90% of our federal employees believe the wo

qualified as administrative and other duties when you are actually trying to put together an e-mail retention schedule or policies? you're not even recognized in terms of an hr perspective as having specific skill sets. that is what up to this point has happened. they are small strides but good strides. representatives cummings' bill that changed fra took us leaps and bounds. they allowed us to look at -- electronic records as physical records. we were looking at definitions of records from the 1950's. the way our industry has worked in the private sector has changed in the last month, the last year, the last five years. the federal government had not kept up as they were barriers because it is not something you look at. is not that sexy. it is in the weeds. everyone here is now wondering what other private practices for their organizations and that their inboxes probably too full. it is a challenge that will keep coming up until our government has the resources and empowers those who are doing it not only with changes to regulations but also funding. the state department does not have, to my

but what they don't say and what's missing from the diagnosis is that when we take water from water retentive landscapes when we moved where we want to commit the entire store in california, they have enough water. they are moving it over the place so that they can produce 85% of all the omens for the entire world right in a state running out of water. so as they say water runs uphill to money right? so we have a situation where we are misdiagnosing what the situation is and our mistreatment, our displacement our abuse of water is one of the major causes of climate change. it's very, very much past time that we started putting this in the mix and that we started talking about water and the way we treat water and how we could undo what we've done as one of the answers to climate change. and final i would have to say to you in terms of reasons for our politicians are talking about this, our store be the. i'm not suggesting that soldier in the united states. i think it's very, except in a few countries where they're just facing water shortage like the water is running right now. it's the domino

the majority in lawrence through justice kennedy referring to the authors of the equal retention clause and the due process clause wrote that the new that "times can blind us to certain truths and later generations can see that laws once thought necessary and proper serve in fact only to oppress." in our case is what we should remember that over the course of history on occasion we as a society have lost our footing. and our humanity. eventually we right ourselves. it was written for all citizens for all time. it is simple, it is dynamic to my and most of all, it is humane. it can and does be interpreted to acknowledge a changing society. in an emerging recognition that some laws do discriminate against the marginalized, the unpopular, and, in this case the most vulnerable members of the society. we know better now. there is no reason to treat people this way. we ask that you affirm. >> thank you. mr. lindstrom, you have some rebuttal? linstrom: just a a few quick points, your honor. our society has a mechanism for change, the amendment process. that is not a mechanism for change, that

indeed retention of disease should be the driving force in our efforts to improve health in america. and whether it's promoting heart health through nutrition and physical aikido prevent disease outbreaks through vaccinations prevention really is our goal and that is true here with climate change as well. as surgeon general one of my larger messages to our country is that we all have a stake in health. and as a result we all have a responsibility to protect it. health isn't just the responsibility of doctors and nurses and individual patients. it's a community responsibility. that means that businesses and faith groups, civic organizations, schools and universities like this all of american society has a hand in keeping our people healthy and prevent disease not just reading it, and in making sure that every american, no matter who they are or where they're from has a shot at a healthy life. so again we are very grateful to have had this opportunity to speak with our committee leaders here today. and we are excited to continue this conversation as we think about how to address some o

we're looking what is, what are the options at our disposal now as far as relocation incentives retention bonuses bade moves promises of you know, limited assignments there of couple of a years. then looking at what is the right, the right options to offer from -- >> are you meeting with any resistance internally making pay adjustments or incentive adjustments to secure staff on the northern border? >> no, we haven't. just a matter of finding budget funds to do it and figuring out what is the right approach at each one of the location. >> once again we're back to budget constraints, giving us a less secure border. i think is the point senator mccain was trying to get at. >> well, we've -- >> i know you don't want to say that -- >> no, i'm happy to say that. because -- >> okay. we would like it if you say that. >> we submitted staffing needs as part of the annual budget for the last couple years. we did receive 2,000 more cbp officers two years ago. we're in the process of hiring them. but the need still remains for 2624 more. and it is just finding ways to pay for that. these would be dis

our numbers in terms of student retention, graduation rates, student grades, quality of students coming that are all hired because we invested in the baystate and without defying talent. ok. the daca eligible students are part of that talent. so our strategy is to find out where it is and not to discriminate against students who have a daca status, but to facilitate their having the opportunity to franklin & marshall college and go on to lives in the mainstream. it is working because the students we are finding who happen to be daca eligible are every bit as qualified to go to franklin & marshall college and are every bit as successful. there are some higher hurdles the report documented that is for us to work on end at the -- for work -- to work on, and at the same time the kids have the talent. i would say to them! i miss, by recruiting daca students, we are enhancing the education of every student in the school and at the same time we hope contributing to the leadership of class of the country for generations to come. >> thank you so much. you've been working with pirate organization

but we felt like we would get enough in the retention to offset the immediate cost. and so i look at the big picture outcome. our average customer has been with us 12 years. the average in the card industry is 8 years. that's part of why our credit is better because long time customers provide better than shorter term customers. sometimes it's a little bit like advertising. it's hard to measure the roi of an individual campaign, but you have to look at the overall brand measures and use some judgment. it's a very important thing to try to prioritize and it's a very important thing not just to do things that have an easy roi. >> okay organizationally, as an executive, one person asks, how have you organized your own leadership and your team around the client experience? another asks as a ceo, what can people do to keep a culture of innovation alive in r your organization? >> we're organized pretty traditionally. marketing, chief information officer, business leaders. we have tried to have centers of excellence, so our digital area, for instance, is under marketing, bu

looking at homeland security and in the recruiting, you look at homeland security and look at work place retention and like satisfaction scores. so in terms of like getting people to join homeland security and even dod any agency what do you recommend those changes in terms of recruitment policies and strategies? >> well, one of our bills we passed enhances that in terms of, you know, the work place to be able to hire and retain more highly credentialed individuals. i would argue within dhs this is, this is the most innovative, most vibrant offices within the department of homeland security. i don't know if you been over the nccic but over the last five years capabilities stood up. dr. phyllis sneck whod that up, undersecretary phyllis came from mcafee. brings extraordinary experience. we have partnership within nsa with a detailed program where they lend their expertise. with the legislation we past congress enhancing the work place there we'll get more and more talent. the problem is keeping them, you know. i remember, i went to work for the justice department because i wanted to check that box

we've got one airline who has first-year signing bonus and a retention bonus that effectively raises their starting salary to higher than some mainline airlines. yet, that airline in particular is unable to fill its new hire classes right now. when i hear this is just an economic model i think economics play a role there and that's part of it but we need to look beyond that. and we need to develop the pilot pipeline and restore it and keep it seamless. >> okay. well thank you. i only have half a minute remaining. ms. gilligan i think i'll just submit a question on the record for you. about the contract tower program and stress that the senate and house continue to strongly support the faa contract tower program on a bipartisan basis and request you to comment on the record about any recommendation recommendations faa may have for reauthorization bill to insure that this program is enhanced and protected. thank you. madam chair. >> thank you, senator wicker. i think certainly after our hearing last week, it's important, many members of the committee share the support for the contract

we've got one airline who has first year signing bonuses and a retention bonus that effectively raising their starting salary to higher than some mineainline airlines, and yet that airline in particular is unable to fill its new hire classes right now. so when i hear that this is just an economic model, i think that economics play a role there and that's part of it but we need to look beyond that, and we need to develop the pilot