The last question I have, because I am running out of my time, is you have Mr. Berry as a partner. I think he is really a terrific guy.

Doesn't designating an internship program as a diversity tool provide a vehicle for some of that to take place?

But we intend to do so, and are doing so actually.

One of the things that I have observed is that as I have come to know a lot of the people in the military, and of what fantastic management and supervisory experience they have.

Is there any recruiting going on that you know of where diversity is the target?

Why in the devil do you think we wanted to go to the system for in the first place?

In their evaluation, do you look at whether or not they are paying attention to the issue of diversity in terms of their hiring practices?

It would seem to me that probably for the benefit of this Subcommittee, that you get the people in that are really using this authority to find out why they are using this system rather than the regular hiring process.

How can OPM work to encourage Federal agencies to make greater use of internship programs as recruitment tools?

very often those who are promoted into management positions are promoted because they are really good at the technical job that they do

Do you think you are going to be able to retain those people?