I think that approach has been used for many years. When I was in university it was a standard process for the armed forces. I served in the naval reserve and that was part of it. There was a trade-off. People who went to military college, generally speaking, had their education paid for, but they owed the armed forces four years of service. That gave the forces not only a minimal return on investment, but a chance to recruit that person over the longer term. So I think that kind of approach can be used in other areas.
On business investment, it's quite common for companies to pay their employees to take courses. At the management and executive MBA levels, those kinds of courses are quite common in large corporations. What I'm worried about on the training side is that smaller companies are not as well equipped to meet the needs of their employees as larger ones are. Large companies can develop the courses they need and deliver them internally on a cost-efficient basis. Smaller businesses don't have that capability internally.
Community colleges are doing a very good job working with businesses in their communities to develop courses appropriate to the needs of those communities, but I'm worried that we don't have the capacity we need as a community going forward to make sure small businesses can recruit the successors or employees they don't have right now and make sure they have the skills they need as their businesses evolve.