Thanks very much for the question.
I guess to answer directly, I think we're doing fairly well on it. Since we stood up the transition group, we've grown our capability in the organization. I've also been able to up-rank the rank of the commanding officers and, therefore, devolve more authority down to them. That's also allowed me to implement a protocol for readiness to transition. Right around the time we stood up, I've asked them all, I've directed them all, that before anybody gets out, they're going to do a transition interview directly with them and their sergeant major.
Really what we're doing is working through it, in an interview, one-on-one or they can bring their family with them. We're working through the domains of well-being to assess their readiness to transition. I talked about professional, personalize, standardize, and on a very personal level, we're looking at each of their domains of well-being and assessing. Therefore, regardless of what happened before, sort of 90 to 100 days before they leave, we're looking at where they are, if they're ready for transition and, if not, if they need more time and what would they do with it.
Generally, it's to learn more about ourselves. It's to confirm that we've done a good job, and if not, it's also just to confirm if there's anything else we can do in a reasonably short amount of time to better prepare that member and the family to transition.