The action plan discusses that at some considerable length, and I'll briefly describe it.
We have a good feeder pool, if I can use the term, of candidates at the NCO and senior NCO levels. We have to get those folks interested in the commissioned officer ranks. Many of them are interested, but not enough of them, so we are tasking our COs and senior officers to embark on a mentoring program of reaching out to the talented candidates and bringing them along.
Then, when they get into the officer corps, we need to be developing those people, by special consideration, for exposure to certain jobs, such as by transferring them to a command position, or mentoring, and getting them ready for the senior executive. We're well positioned, although you wouldn't be able to tell it by looking at the senior executive committee right now. But we're well positioned, and we have a good succession plan to do just that. But I agree that we're short at the senior executive rank.