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Veteran Direct Commission Officer Program

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SECTION I- About VDCO, How You Can Serve Your Navy, Updates

SECTION II- The VDCO Program

SECTION III - Final VDCO approval request submission to the Navy Department.

SECTION I

What Is VDCO? The Veteran Direct Commission Officer Program was created by a United States Navy veteran, turnaround manager, government and public policy degree holder seven years ago. VDCO is designed to assist the Navy turnaround its crisis level problems in war preparation, fleet readiness, morale, leadership, training, in-service/veteran suicide, recruitment. and retention. VDCO would immediately commission Navy, and

Marine Corps noncom veterans that were educated and became expert managers and leaders after military service. Proven manager leaders plus Navy experience equals the VDCO program. Commissioned for Active Duty or the Active Reserves. War is coming with China, but the US Navy is totally unprepared (please see 2018, 2022 Situation Reports below)

The Navy grants direct commissions when it has a need. The Navy desperately needs Surface Warfare Officers and officers that can immediately help rebuild the Navy. This is the point of VDCO, bringing Navy vets with critical professional skills and leadership abilities quickly back into the Navy to help turn the Navy around. Other officer programs take years and produce unproven officers. All component parts of the Program already exist in the Navy and have for seven years. We can have VDCO's serving in the fleet in 60 days from today (30 days to implement the program. 30 days to process VDCO's). All that is required to implement the Program is approval of the Secretary of the Navy, the commissioning and appointment of a VDCO Program Director.

The Navy and Defense Departments have rejected the Program more than twenty times in seven years. VDCO was rejected on the basis of age, but VDCO maintains this rejection is contrary to civil rights protections for people over forty, and in rejecting VDCO, the Navy, and DoD, have deprived our sailors of the only officers capable of jump-starting relief of their suffering, deprived our Navy of strong leaders and immediate readiness improvement. VDCO's are ready, they

will hit the ground running. Current officers are part of the problem not the solution. Current officers got the Navy into its current mess and cannot get the Navy out. If they could, they would have already done so. Current officers cannot lead new sailors coming into the Navy. Current officers plus new recruits equals the results that we are currently getting.

VDCO's love the Navy, and our great nation, they served at a time the Navy had great confidence, high readiness. They know what the real Navy looks like and how to get there again. VDCO's are the best managers, and leaders from American business and government. Veterans that are eligible for VDCO include former Lockheed CEO Robert Stevens, Senator Rick Scott, Lieutenant Governor Winsome Sears and White House Counsel David Warrington. VDCO's will be commissioned as Lieutenants and Lieutenant Commanders. VDCO's will be the most qualified, most capable, most motivated and focused officers in Navy history. VDCO is hands on. Active Duty VDCO's will serve in the fleet not in some office in the pentagon.

VDCO has incorporated and filed an age discrimination lawsuit in the Eastern District of New York against the Navy to continue the fight to serve the United States Navy.

How You Can Serve Your Navy And Nation.

VDCO Corp does not accept donations. People concerned about the Navy's massively serious, longstanding and unattended problems, and angry about the Navy blocking VDCO's proven, immediate solutions are encouraged email Navy Secretary Phelan, Defense Secretary Hegseth on the DoD website, and President Trump on the White House website in support of VDCO approval. Men and women that qualify for VDCO (please see Program qualifications in red below in SECTION II), in addition to emailing the Navy, DoD and the President, can email philipgarrett100@gmail.com so that they can be contacted for VDCO candidacy immediately after the Program has been approved by the United States Navy.

'VDCO's ARE READY'

Director, VDCO Corporation

Please visit vdcocorp.com often for updates on the progress of VDCO's age discrimination lawsuit against the Navy.

UPDATES

April 2025 - Petitioner Amanda Reynolds brought suit in the United States District Court for the Eastern District of New York against the United States Navy, the USA and a Navy Lieutenant alleging age discrimination upon the grounds that the only reason she was denied employment and commissioning by the Navy was that her paperwork was intentionally delayed until she was past age of eligibility, i.e., 42 years old.

April 2025 - The Veteran Direct Commission Officer program, “VDCO”, formed in 2018 to commission Navy noncom veterans, that are now leaders in American government, and business, to help the Navy in its time of great need, crisis. These veterans were rejected based solely on their age. VDCO, beginning the process of suing the Navy for age discrimination, contacted Reynolds to see if their cases could be combined.

July 2025, Defendants filed a letter for a pre-motion conference to the Court. Judge Choudhury directed Petitioner Reynolds to file an Amended Complaint on or before September 10, 2025, and directed Defendants to file their requested pre-answer motion to dismiss on or before September 24, 2025.

September 2025, VDCO Corporation sent final request for approval of VDCO to President Trump, Acting Navy General Counsel Kessmeier, Pete Hegseth, Pam Bondi, John Phelan and Admiral Caudle. Please see the complete submission in SECTION III.

September 2025, Plaintiffs Reynolds, VDCO Corporation filed their amended complaint alleging breach of contract, and violations of the Age Discrimination in Employment Act, among other things, against the United States Attorney and the Secretary of the Navy.

September 2025, rather than file the directed requested motion to dismiss, Defendants, by Assistant US Attorney Thomas Price of the Eastern District of New York, Central Islip, filed yet another request for a pre-motion conference.

September 2025, Plaintiffs (Reynolds and VDCO) filed a letter response seeking to file a motion for default upon the grounds that Defendants have failed to appear notwithstanding the USA’s representations by letter that the US Attorney’s Office is serving as counsel, await an answer from the courts.

SECTION II

VDCO Program 2025 ©

SITREP

2018 Situation Report

‘Massive Chinese Naval Drill in South China Sea’

Satellite images reveal the massive scale of a Chinese naval drill earlier this month in the South China Sea. A Chinese carrier group has entered the vital trade waterway as part of what the Chinese Navy earlier described as war preparation and combat drills.

James Pearson, Greg Torode-Reuters-March 26, 2018

(Article Condensed)

‘US Might Lose a War with China’

The 2018 National Defense Strategy Commission, has reported that: ‘America's ability to defend its allies, partners and its own interests is in doubt, because of preparedness lapses; aimless, incompetent leadership’ the report's authors wrote. ‘America faces the greatest challenges since the cold war, and it might struggle to win a war against China or Russia’. The Commission added that it believed America has ‘probably already reached the red-line point, of a full-blown, defense department, national security crisis’.

Olivia Gazis-CBS News-November 14, 2018

(Article Condensed)

’70 Is the New 50’

Managers working into their seventies is the new normal, those over seventy consider themselves in their prime, and at their peak productive capabilities. Industries face a leadership, management, professionalism, and expertise drain if they lose their most experienced managers, so companies are coaxing these key employees to stay. A 70 year-old today performs at the same results level as 50 a generation ago. Managers 70+ are essential in keeping today’s companies growing and at the top of their game.

Dan Kadlec-Careers & Workplace-June 27, 2012

(Article Condensed)

___________________________________

2022 Situation Report

Navy Failures Caused Loss of Bonhomme Richard

A probe into the fire on the USS Bonhomme Richard found that 87% of the ship’s fire stations were out of commission at the time of the fire. The probe also found the crew wasn’t ready for a fire, or other emergency. The crew’s training, emergency measures and readiness preparations, were plagued by “failed drills, minimal crew participation and the absence of basic skills”. If the Navy can’t put out a fire, how can it win a war?

Geoff Ziezulewicz-Navy Times-October 19, 2020

(Title and Article Condensed)

US Navy Desertions Double

Sailors are deserting the US Navy in droves, with the number abandoning the service more than doubling from 2019 to 2021. Of the Navy deserters who were still missing as of May 9th, two are from USS George Washington. Over the last 12 months, five sailors aboard the Washington committed suicide, three in the same week, officials said. Sailors are saying the Navy does not care about their well-being, ‘That it is like being in prison’.

Melissa Chan-NBC News-May 20, 2022

(Article Condensed)

The Navy’s Leadership Crisis

A recent nonpartisan, impeccably researched report, jarringly concluded that, rather than focusing on training our sailors to fight, win a war, the Navy's top brass are, as a group, adrift. When asked whether incidents like the multiple collisions in the Pacific, surrender of US Navy patrol boats in the Arabian Gulf; lack of direction, weapons, and readiness; ship-type building mistakes were result of a crisis of leadership in the Navy; 94% of interviewees responded "yes”. The Cotton report has made it undeniably clear that the Navy is leaderless, bumbling, teetering on the edge being combat ineffective.

Rebeccah Heinrichs-Newsweek-July 17, 2021

(Article Condensed)

VETERAN DIRECT COMMISSION OFFICER PROGRAM

‘Ready To Serve, Again’

MISSION

Providing Unlimited Line Officers to the United States Navy. Immediately. Officers that are highly experienced managers, proven leaders, professionals, veterans, driven, dynamic, difference makers. Warriors.

VDCO’s ARE READY

War is coming, but the Navy Is not ready. Executives, managers that are retirement age continue to make great contributions in the civilian workplace. Many of these leaders are veterans, educated after enlisted service, who can immediately become Naval Officers, and answer the call for leadership and high-level officer capabilities in the US Navy.

MEETING THE NEED

With the addition of fifty ships the Navy will need more than a thousand new officers if all ships currently in service remain in service, plus, thousands of additional officers to keep those ships at sea, replace attrition. Experienced Officers are needed, or the Navy would not have instituted the Targeted Reentry Program for Lieutenants, and Lieutenant Commanders. Officer Programs either have very long developmental cycles or produce officers that are unproven. VDCO is the only way the Navy can produce large enough numbers of highly capable officers to meet the Navy’s growth, and war with China readiness needs. Now.

VDCO ADVANTAGES

Expert Managers, Leaders by Example

Veterans, Confident, Dynamic, Patriotic

Decisive, Resourceful, Planners, Astute

Steady, Action Takers, Driven, Focused

Team-Trust-Morale Builders, Accountable

Dutiful, Responsible, Sound Judgement

Problem Solvers, Clear Communicators

Ready, Diligent, Effective, Accomplished

Loyal, Determined, Purposeful, Motivators

Positive, Teachers, Mentors, Developers

VDCO’s will hit the ground running. They will be role models of dedication, respected for their gravitas. VDCO’s will be an infusion of expertise, energy, hope, professionalism at a time of rapid growth, readiness catch-up. They will train, inspire, lift morale, create strong teams, motivate, identify and develop leadership. VDCO’s will restore pride, purpose, elan, focus, confidence, ‘can do’ spirit to the United States Navy.

VDCO’s have almost no downtime. It is possible for a VDCO to go from application to first duty in less than one month. The Navy is hemorrhaging Surface Warfare Officers, VDCO’s are their logical replacements. VDCO’s are prepared to serve as senior officers when, and if, needed. VDCO’s are positioned perfectly to provide the US Navy with maximum officer availability, capability, and flexibility.

MOST-IMPORTANT-ADVANTAGE. VDCO’s management skills, and experience will play an important role in Navy readiness and growth. VDCO’s will see to the well-being of all in their charge. VDCO’s will be steady, cool-headed leaders in combat. All are advantages, of course, but leadership in combat is most important. VDCO’s will improve Navy combat capabilities on day one.

VETERAN DIRECT COMMISSION OFFICER PROGRAM Requirements

66 to 78. (50 for Active Reserves, but qualifications remain the same)

Marine Corps, Coast Guard Veterans, that meet VDCO requirements, may also apply for the VDCO Program.

Four-Year Navy, Marine Corps, or Coast Guard Enlistment, or six years in the Reserves. Deck, Operations, Engineering ratings preferred, but all Navy, Marine Corps, Coast Guard ratings and classifications will be considered.

Copy DD 214

Honorable Discharge

Pass Secret Clearance

Achieved E4 or Above

Pass Physical, BMI

Physically Fit (See Refresher)

Minimum 20 Years - Senior Manager, C-Suite Corp Officer, Director or

Minimum 20 Years - Public Official, Turn-Around or Project Manager or

Minimum 20 Years - Developer, Management Consultant or Analyst

Accredited Bachelors, Min 3.25 GPA, Preferred Majors/Career Paths:

◦ Business Administration

◦ Communications, Media

◦ Computer Programing, Management

◦ Merchant Marine or Military College

◦ Education Management, Languages

◦ Engineering (All Types, Electrical Preferred)

◦ Engineering Management (All Types)

◦ Microeconomics, Macroeconomics

◦ Human Resources Management, Training

◦ Information Systems, Management

◦ Organizational Development, Management

◦ Political Science, International Relations

◦ Production Industrial, Project Manager

◦ Public Administration, Public Policy

◦ Urban Planning - All Majors/Career Paths Considered.

Entrance Examination Not Required. Applicants that meet the requirements for the VDCO program would be proven leaders, directors-organization heads, professional managers, executives, public officials, corporate officers. They have already passed the test. VDCO has the unquestioned toughest criteria for a Naval Commission. However, determination must still be made for service drive, commitment, overall readiness. Since an officer review board cannot be held for each candidate, all VDCO Candidates must sit for an Interview conducted by the Program Director or Designate. The Interview will assess the Candidate’s Navy knowledge, career background, achievements, profession match to Officer designation request, service impediments and communication skills. Management, motivation, and leadership styles will also be assessed. All interviews will be Internet (ZOOM) conducted. (Please see the Interview Assessment Subsection of Program Organization).*

The VDCO Program is designed to produce Unlimited Line Officers. However, Candidates will have broad backgrounds and will be able to fill a variety of designations. Candidates may request, and be granted, with the approval of O-I-C of Targeted Reentry Program, a non-Line designation, but they will remain subject to all VDCO policies until they report to their Commands. VDCO’s should expect sea-duty, but they may be assigned shore-duty based on BUPERS needs. Preferences for duty station will be solicited, but no guarantees will be given. Duty on Arleigh Burke as likely as Ford Class, Diego Garcia as likely as San Diego. VDCO’s will go where they can contribute most to readiness.

*Director can make some minor exceptions to VDCO Program requirements, but all such exceptions must be justified to, approved by, O-I-C Targeted Reentry Program.

FIVE STEP VDCO PROGRAM PROCESS: The Application (1) Qualification/Approval (2) LDO-CWO Academy (3) On-The-Job Training (4) Reporting for Duty (5).

Application is performed on-line (please see the Marketing Section for details). Candidates submit e-applications directly to Program Director, who reviews application/information for continuation with follow-up Interview, or disqualification (Program Director very hands-on in entire process; to ensure speed, accuracy, and personalization). Whether Candidate is advanced or disqualified, they will be notified by certified letter. If they meet requirements their letter will request that they contact Program Office to arrange Interview, send college transcripts, and all materials (unofficial transcripts accepted) to Program Office. They must satisfy these requests within two weeks of the receipt of letter. If Candidates do not meet requirements their rejection letter will state, specifically, why they were rejected, and that they have the right to appeal, to the Targeted Reentry Program

O-I-C.

Qualification and Approval. The Officer-In-Charge of Targeted Reentry Program has final approval if VDCO Candidate receives Direct Commission. Approval process begins when Candidates college transcripts, copy DD214, other requested materials, are received and accepted by Program Director, only then, can an Interview be conducted. Interviewer is typically Program Director, a VDCO Assessment Form (see Organization Section) will be used on all assessments. After the first Interview has been completed and assessed, first Interviewer will team with (second qualified Assessor) for second Assessment**and then mutually decide if VDCO Candidate should be recommended to O-I-C, Targeted Reentry Program for a Direct Commission (and if so, what designation- rank). Both Assessors must concur. Third Officer will be required to break a tie/deadlock (see Organization Section). Those not selected to continue after assessments will be notified (certified letter) informed of their right of appeal.

Q&A Continued: With Application, Interview and Assessments complete: The Director will present all Candidate materials for approval, in-person, to Officer-In-Charge of TRP. After O-I-C, TRP approval, physical and secret clearance will be arranged by Program Director’s Office. With physical and clearance accomplished, Candidate will receive an acceptance letter, from Program Director welcoming the Candidate, once again, to the United States Navy. The letter will include the Candidate’s designation-rank, start date, duty assignment. The letter will also serve as VDCO’s orders, for LDO-CWO Academy, in Newport, Rhode Island (see Refresher Section). Travel arrangements, clothing, lists, all other information will be sent to new VDCO, under separate cover, from Program Office within one week of receipt of the acceptance letter. The Program Director will be coordinating with Targeted Reentry Program Office, regarding BUPERS Officer needs, so VDCO’s can be matched to highest compatibility duty assignments.

**All Interviews will be digitally recorded, assessments made from digital recordings, not live Interviews (see Interview Assessment Sub-Section of Program Organization).

LDO-CWO Academy (Please see Refresher Section).

On-The-Job Training. To ensure that new VDCO’s are up to speed with duty assignments they will be sent to their ship/duty station, to shadow train their new job for one week with the Officer they are replacing. Then, run their new job, for one week while the Officer they are replacing shadows them. After two weeks VDCO will assume duty. If it’s not possible to be trained by Officer they are replacing, VDCO will be sent to ship or station, resembling as closely as possible the duty they will be assuming. With training complete, sent to their ship/duty station.

Reporting for Duty is accomplished in the usual ways; either the VDCO has been at their duty station for two weeks training, and they formally inform Command they are assuming duty, or they arrive from training elsewhere, and report to their Command. In either case

at that point, they come under the direction of, and report to, their Command. VDCO’s will be in regular communication with, under the direction of, Program Director’s Office during Steps 1-4, but when they assume Duty, Step 5, they will come under the direction of their Commanding Officer, Immediate Superior Officer. VDCO’s will contact the Program Office each June 1st annually, for tracking and statistical purposes.

ORGANIZATION - ADMINISTRATION

Program Director is responsible for successful day-to-day operations of the Program, but this is not a desk job, this is a hands-on, Director driven, action-results intensive start-up. Purpose of VDCO is to produce Officers that will contribute to an increased level of Navy readiness, today. Director must have training, recruiting and HR experience. Director must have marketing and organizational development expertise. Director must have highest caliber management, leadership skills. Director must have well developed interpersonal and communication abilities. Director will lead Marketing, Public Relations, Media efforts. Director will report to Officer-In-Charge of the Targeted Reentry Program. Director should be a Lieutenant Commander and preferably a VDCO. The Program Director will write and amend Academy VDCO curricula and teach portions of VDCO Sections at the LDO-CWO Academy. Director will create, and obtain approval for all forms, processes and structures specific to VDCO. Director will field-recruit. Director will have responsibility for; and direct all VDCO’s until they report to their first commands. VDCO is a Division of the Targeted Reentry Program.

Deputy Director is back-up for the Director. Deputy Director should be at least Lieutenant and preferably VDCO. Deputy Director is the sole Interviewer Designate, and the routine Second Assessor. Deputy should have much the same skills, education as the Program Director. Deputy Director will also be a PR-Media Spokesperson for Program. Deputy will field-recruit, represent the Program at all meetings and conferences when the Director is occupied with other duties. Deputy will teach VDCO Sections at the LDO-CWO Academy, time permitting. Deputy Director will report to Program Director. It is assumed Deputy will replace Program Director when the Director is transferred to sea duty. Although Interviewer

Designate, Second Assessor, and stand-in for Program Director, the Deputy Director like any other Executive Officer, will have other supervisory responsibilities.

Administrative Team. Administrative team will be small, because the Director and Deputy will be very hands-on. Correspondence, material collection, verifications, clearances and travel arrangements, instructions, compilations, tracking, reports, processes; and all other duties can be easily, effectively accomplished by two Yeoman, a First-Class Petty Officer and a Second-Class Petty Officer. Administrative Team will report to the Deputy Director. There will be requirement for an E7 Chief to help build Websites. Websites will be Director designed, and BUPERS approved. Technical support, since occasional, will be provided by existing Navy resources, or on-loan basis. The VDCO Admin-Team can flex-up quickly as the Program grows.

Interviews-Assessments. The Interview reveals the service drive-contribution level (please see no-exam section) of Candidate. Since it is not possible to convene an Officer selection board, for every Candidate, a well-designed, quantitative, multi-assessable, standardized Interview is the best method of assessing Candidate’s overall readiness. The Interviewer will use an Assessment form (copy available) like LDO-CWO Procurement Assessment. But the VDCO version will be geared more to civilian experience. Any Officer can perform second assessment from an Interview recording, but they must receive training from the Program Director, or Deputy, prior to conducting Assessment. Only Director, Deputy can be Interviewers, they must be the first assessors of their interviews. All Interviews must be digitally recorded, so that assessors can review interviews as many times as needed for accurate evaluation. Interview recordings and assessments will remain permanent part of VDCO’s service record. An applicant becomes a candidate when approved for interview.

Assessment Ties/Deadlocks. Every Candidate interviewed must have two assessments. An approval submission for Candidate Direct Commission to O-I-C/TRP cannot be made, without two assessments. Typically, the Interviews, and Assessments, would be accomplished by the Program Director and Deputy. If the Director or Deputy are not available, the Director will select an assessment trained Officer to perform the second Assessment. In cases when two Assessors do not agree on their findings (regardless of Assessors), a third (Trained) Officer Assessor will be selected by Program Director, to break the deadlock. Tie breaking Officer Assessor must view the Interview, minimally twice, start to finish before completing the Assessment form. Candidates not positively assessed will be notified (certified letter) and advised of appeal rights.

Start-Up. Since all structural parts of the VDCO Program already exist, the Program simply needs to be assembled. Accordingly, start-up to full-running status will be extremely fast. If Program is approved by early July 2018, and Program Director is selected at the same time, Program will be full running by September. Including, office space, team, websites and materials, VDCO Sections of the LDO-CWO Academy, Public Relations, advertising and Interview-Assessment mechanisms. First Interviews will be conducted in September.

The first VDCO Newport Academy graduation in November, with OTJ Training starting in early December. First VDCO’s Reporting-for-Duty January 1, 2019.

LDO-CWO ACADEMY (VDCO Refresher-Update)

VDCO’s will have impressive knowledge of the Navy. They will know how an AN/SQR-19 towed sonar array works, they will know why the USS America LHA-6 doesn’t have a well deck, differences between B, C variants of the F35 Lighting II, which frigates are FFG(X) competition finalists. They will be well versed in Navy history. They will be able to discuss events, actions like Operation Steel Pike I, the Battle of Leyte Gulf, the Inchon amphibious landings, that all Iowa Class Battleships were recommissioned. VDCO’s will know who to salute, how to salute, when to salute. July 2020 Update: Italian FREMM FFG(X) Winner.

However, VDCO’s should have refresher-update of Navy regulations, traditions, practices and innerworkings. Of equal importance is re-acclimating VDCO’s to Navy life. To ensure

consistency, facilitate smooth transition, VDCO’s will attend modified version LDO-CWO Academy, in Newport, Rhode Island. VDCO training will be four weeks, but VDCO training will have a slightly different content. Newport will fine-tune VDCO’s service. VDCO’s with highest prep-levels (Navy employees, contractors, candidates with highest Navy knowledge) with permission of TRP-OIC, will be allowed to forgo Newport and proceed directly to OTJ Training.

VDCO’s WILL take these Sections:

Introduction

Service Etiquette, Officer Uniforms

Responsibilities of Naval Officers

Leadership and Ethics

Officer Administration

Navy Organization, Defense Strategy

VDCO’s WILL NOT take these Sections:

Health and Fitness

US Naval History

Oral Communication

Written Communication

VDCO SUBSTITUTIONS:

Swearing-In, Orientation, Officer ID: Processing, Issuance

Leadership and Management Seminars

Physical Fitness (Minimum 50 PRT)

Uniform Acquisition: Ordering, Receiving

UCMJ, Navy Regulations

Navy Terminology, Traditions

Handling, Storing, Communicating Classified Materials

Officer Practices, Courtesies (Class and Field Exercises)

Since VDCO’s participate in regularly scheduled LDO-CWO training, number of VDCO’s starting can range widely, waiting to fill entire class will not be necessary. VDCO’s can be added to scheduled classes. The VDCO Program Director will coordinate with the Newport Training O-I-C on the number of VDCO seats available for each LDO-CWO class start.

At Newport VDCO’s will be responsible for all tests and/or inspections. They will also stand three inspections as VDCO’s (administered by LDO-CWO Instructors) on the second, third and fourth Friday mornings of training. Inspections held in camo, kakis, seasonal Class A uniforms. VDCO’s will arrive at Newport in business attire. Early Monday of their first week they will be measured for, and order (at their expense) uniforms. Late Friday of that week they will receive their uniforms. Starting on Monday of the second week they will wear the uniform of the day. VDCO’s will depart Newport in seasonal Class A Uniform.

RANK, PROMOTIONS, ACTIVE RESERVES

Candidates accepted as VDCO will enter the Navy as a Lieutenant. Those accepted with accredited advanced degrees will enter as Lt Commander. With the recommendation of the Director and approval of TRP, those with exceptional accomplishments (CEO’s, Public Officials) but without advanced degrees, will enter as Lt Commanders. All promotions are based upon existing requirements. VDCO’s must have one-year active duty or two-years reserves eligibility remaining to be promoted. For VDCO duty in Active Reserves only age requirement drops to 50, but all other requirements remain the same.

‘US NAVY IS UNPREPARED TO WIN’ – Quote by Jack Beyrer, July 2021

War is coming, but our Navy has been lamed. A stronger, more prepared Navy is urgently needed. The Navy lacks will, trust, high morale, focus, purpose, tools, officers that can lead, The Navy needs VDCO’s. VDCO’s will lead by example, see to well-being of all in their charge, prepare for combat, increase-improve training, build confidence-teamwork, instill pride, identify-develop leadership, mentor, motivate, raise morale. Only VDCO’s can meet the Navy’s leadership needs. Now.

(Quote by Beyrer, text Director, VDCO Corp)

SERVICE LENGTH

VDCO service obligation is 2 years. After two years VDCO’s can muster out. Service ends at eighty, one two-year extension is permitted if approved by BUPERS and command. After first two years of service, VDCO’s may transfer to Active Reserves if 2 years of eligibility remain. VDCO’s can begin active duty at 66, 50 for active reserves (but qualification requirements remain the same for AR's). Service calculation begins on first day of Newport or the first day of OTJ, if VDCO is permitted to forego Newport. Active duty VDCO’s can serve up to eighteen years (with extension), Active Reserves for thirty years. All VDCO’s are USNR.

PAY-BENEFITS. VDCO pay and benefits will be the same as other Officers with the same amount of time in rank-pay grade: newly commissioned VDCO Lieutenant-O3, pay will be

4143.90 USD per month, and newly commissioned Lieutenant Commander-04 will start at

4713.00 USD per month (or level pay rate at time of commission).

VDCO’s will receive same benefits as all Officers of the same rank (i.e., allowances, leave and accommodations). Travel arrangements same as for an Officer of same rank. Sea or shore duty accommodations same as for those of same rank. Transferring and/or moving allowance, training same as for Officers their rank. VDCO’s will be evaluated at the same time as all other officers, using same criteria.

MEDICAL COVERAGE. Medical coverage for VDCO’s (including Candidate physical) will be provided through the Navy and will continue as long as VDCO is on Active or Reserve Duty. Navy medical coverage will be provided for spouse if spouse (legal partner) is not eligible for Medicare. Medical coverage will be provided for children, only if they remain dependent for health-disability reasons. If VDCO was using the Veterans Administration for healthcare prior to becoming an Officer, they will forfeit VA coverage when they leave the Navy and must begin Medicare coverage.

VDCO PROGRAM BUDGET

Program utilizes existing Navy-Defense Department structures, and all VDCO Officers will be part of authorized, budgeted increases in officer strength, therefore the VDCO program is, essentially revenue neutral. There will be some nominal expenses of course (itemized Administrative Budget available), but these expenses can be largely off-set using military resources (e.g. military air transportation, existing office spaces, staff loaning).

RETIREMENT

There are no VDCO retirement implications.

MARKETING. VDCO Program Marketing must be complete, targeted, and detailed. It will require several page long Marketing Plan; scripts, PR-Media targets and contacts, talking points, concepts, production-publishing methods, websites, VDCO branding strategy, this section is a brief outline for the VDCO Marketing Plan.

VDCO represents rich image rehabilitation opportunities. VDCO demonstrates the Navy wants to restore its elan, warrior culture, capabilities, purpose. VDCO demonstrates the Navy is not discriminatory or pursuing a political agenda (2022 Update).

Director will have complete responsibility for designing, writing, producing, implementing VDCO Program marketing, obtaining approval from BUPERS for marketing-PR content.

VDCO Application. Links to application website should be posted on all Navy websites to ensure the widest conceivable exposure, application submission opportunity. The Website must be motivational, make VDCO seem patriotic, fulfilling but it must also be made very clear, this is no nonsense active duty in the US Navy, with all the demands and sacrifices required of Naval service. Also, that this is work that only VDCO’s can perform because of their prior service, highly accomplished backgrounds, outstanding capabilities. That the Navy’s needs are tailor made for VDCO’s.

Advertising, Public Relations, media, social media, and web marketing for VDCO program should follow classic advertising design, structure.

Classic Advertisement: (1) Ad must instantly capture target market viewer’s attention (2) Connect, get message across quickly. (3) Move target viewer to action (4) Must enhance image of product/brand (US Navy).

All ads, appearances and websites should have a consistent theme, tagline, concept that ties together and reinforces all ads, with characters that appear identifiably/predictably in each ad, satisfying advertising rules for repetition, consistency, maximized exposure.

Ad, Website Production. There are ample Navy resources available to VDCO to produce and publish ads/websites.

Paid Advertising Should only be used on cable television, so the VDCO message can be highly targeted. Note: Advertising used only if PR does not produce desired results.

Unpaid Advertising and PR. (1) Cable-broadcast television public service (2) Social Media (3) Press releases (4) Speakers at conventions, meetings (5) News program guests

2022 MARKETING UPDATE: With permission of Paramount Studios, VDCO’s will be called ‘Mavericks’ (LDO’s are called ‘Mustangs’). The name Maverick will instantly brand VDCO’s as officers of unmatched abilities, and experience returning to the Navy to help our country in a time of crisis, need. It is the hope of VDCO that Tom Cruise will consent to make pro bono ads for the program.

Duty, And Service, Do Not Have Expiration Dates. These are but a very few examples of continuing duty, service to our country. In World War II many SEABEES were over fifty. Those over fifty were required to perform at the same level as younger SEABEES. They did. General MacArthur, General Marshall, served until they were in their seventies. Vice Admiral Rickover served into his eighties. Veterans from World War II served in combat in Korea. Korean War veterans served in combat in the Viet-Nam War. Brigadier General Archibald Henderson served in the Marine Corps until he was seventy-five. Harry Simond Morris, Navy Chief Torpedoman served until he was seventy-three. John Glenn returned to space when he was seventy-seven. Lloyd Austin will be seventy August 2023.

2018 ANALYSIS – THE ONLY WAY

War in the Indo-Pacific is inevitable. Take your pick for the reason, but it is coming, and it will be with an adversary that for the first time in a long time, is a near peer with the United States, but the Navy is far from ready. The Navy makes noises about bulking up, but that remains to be seen and war could break out at any time. Something must be done to bring about higher-level Navy readiness. Immediately. Enter VDCO. Militaries that lack capable officers, spirit, purpose, tools, high morale, high preparation, lose. VDCO recognizes that putting a recent college graduate in a Navy uniform does not make them an officer. VDCO recognizes that the Targeted Reentry Program cannot produce enough officers to assist with readiness. The US Navy is stretched thin. The Navy has suffered failures in planning, conduct, capabilities and leadership, morale is low. VDCO recognizes that leadership is as important as technology. The Navy is hemorrhaging Surface Warfare Officers. VDCO’s are the only possible replacements for these SWO losses.

April 2019 Update: VDCO recognizes that Defense needlessly hamstrings the Navy with existing age statues. But if Defense wants to win the next war it will commission VDCO’s on emergency basis until existing age statues can be brought in line with US civil rights laws. VDCO is the only way that the Navy can produce enough highly capable officer-leaders to meet the Navy’s growth, war readiness needs. Now. The only way.

April 2022 Update: 2018 analysis is unchanged. It should be noted Ukraine is doing well because it prepared for years, marshalled resources, mobilized veterans, and reservists, united. Fought for its survival. Our Navy is like the Russian army, unprepared, poorly led, untrained, demoralized, devoid of pride, focus, urgency, purpose.

2018 ACTION PLAN – VDCO’s ARE READY

Secretary Spencer, please allow me to remind that our current Commander-In-Chief and Secretary of Defense are over sixty-six, they continue to work and serve our country. They are the highest evidence that the VDCO age-range is not an impediment to service. VDCO professionalism is needed to help the Navy prepare-strengthen. VDCO leadership will be needed in combat. VDCO is not a request for fantasy camp, VDCO is a request by Navy veterans to bring their capabilities to a coming war, a heavily engaged Navy war. VDCO’s are not job seekers, career climbers. They simply realize that only VDCO’s can meet the US Navy’s leadership needs. The need for experienced, capable officers is greater today than at any time since the Second World War. Officers from the Gulf Wars are gone. The Navy has not been a wartime navy since Viet-Nam. VDCO’s will improve Navy readiness, performance; greatly increase the chances of an American victory. I respectfully request implementation of VDCO. VDCO’s are ready.

April 2022 Update: Secretary Austin, 2018 VDCO Action Plan was created for war with China, that war is coming, but we are still not ready. Look to VDCO. VDCO would give the Navy an instant leadership advantage and send a clear message to China that America is taking immediate, serious steps to prepare for war. I sincerely hope you implement the VDCO program, and I sincerely pray that you do not wait until it’s too late.

__________________________________

SECTION III

Final VDCO request for Navy approval prior to filing age discrimination suit (This submission letter is the 2025 VDCO SITREP).

September 10, 2025

The Honorable Catherine Kessmeier

Acting Navy General Counsel

1000 Navy Pentagon

Washington DC, 20350

RE: VDCO Program: Make the US Navy Great Again, Fast

Dear General Counsel Kessmeier,

We will soon be at war with China 1, a full-blown Navy war with a near peer, our first since World War II and our Navy is totally unprepared 2.

The Veteran Direct Commission Officer program, VDCO, would immediately commission proven leaders, management experts that are Navy and Marine Corps noncom veterans. VDCO candidates would include Roberts Stevens, former Lockheed CEO, Senator Rick Scott, Lieutenant Governor Winsome Sears, White House Counsel David Warrington for active duty, active reserves in the US Navy. I created the Program seven years ago to help speed up the slow turnaround of the Navy from the failings of the Obama administration, and to help prepare our Navy for war with China 3, but the Program was rejected by, then, Navy Secretary Spencer because VDCO’s exceed existing age regulations 4,5 but I maintained existing age regulations are illegal, I didn’t stop trying, I sought appeal from the Senate, Defense, White House, thirty in all, without an answer

The Navy continued to decline under Lloyd Austin. In business when a company is going down, expert managers in growth-improvement are brought in to get the business turned around. This is the purpose of VDCO. Commissioning Navy veterans that were educated and became management experts after Navy service to quickly apply their critical skills to the Navy in this time of national need, crisis. Manager veterans to fill the Navy’s need for ready and capable officers on the mid-management level, Lieutenants and Lieutenant Commanders 6. With VDCO’s, there is no waiting, down time, with VDCO the Navy gets proven capabilities combined with prior service to produce results that the Navy needs, now. VDCO’s will increase Navy readiness 7, save lives by preparing the Navy for combat 8,9 and by helping put an end to the high suicide rates of veterans, and serving enlisted 10. Good officers, and good leaders create positive experiences and propel sailors into the world well-adjusted, very capable, at low risk for suicide 11. The abusive, demoralizing experience of today’s veterans and serving sailors is the fuel for suicide 12. Secretary Phelan in his confirmation hearing said that he hoped to stop the high suicide rate, but he did not say how that was to be accomplished. VDCO’s are better officers and leaders than current Navy officers, they are sensitive to the plight of enlisted, they were part of a well-led, team-oriented Navy and can use their management skills, and Navy experiences to provide respect, care, guidance, motivation, training, morale and trust building essential for happy, top performing sailors, help Secretary Phelan to achieve his goal of blunting the high suicide rates of sailors in, and out, of the Navy. To do this work VDCO’s must serve in the fleet. The Navy is hemorrhaging Surface Warfare Officers. VDCO’s are the only officers immediately available and fully capable, in large enough numbers to replace SWO losses 13. Enlisted helped, Navy better prepared. All components of the Program already exist in the Navy and have existed for seven years. We can have VDCO's serving in the fleet in 60 days from today (30 days to activate, assemble the program. 30 days to process VDCO's). All that is required to implement VDCO is approval of Secretary Phelan, the commissioning and appointment of VDCO Program Director.

I submitted the program ten times to the Austin Defense Department over three years, but I did not receive a single answer from anyone. Defense did not answer because Austin doubtlessly believed that existing age regulations are, in fact, ageist, and he would be incriminating himself if he answered. Austin took the 5th in silence to hide from the courts, preserving this instrument of discrimination. Austin had no interest in improving our Navy, he was only interested in pursuing a woke political agenda 14. In short, Austin was using illegal laws to keep people from Naval service because they did not fit his DEI mold. Austin also knew his silence would make it difficult for me to gain court standing since I could not prove my civil rights had been violated (please see Justice Scalia’s federal court standing requirements). I turned to congress. I submitted the program to five senators, fifteen House members, six House staffers: Defense IG Storch asking for help establishing my standing by making official inquiries to Austin on my behalf. Without an answer.

Given President Trump’s support for the military and veterans, I’m sure you can imagine how happy I was when the President was reelected, I believed I would not see the silence I experienced from the Biden administration. I believed that common sense would prevail. I believed our laws against ageism would be recognized. I believed I would be quickly commissioned, the program approved. So, in April I sent the program to ten members of this administration including the President, Secretary Hegseth, Navy Secretary Phelan. I also sent VDCO to Assistant AG Dhillon asking for a review of existing age regulations. With zero answers. It is difficult to understand no answers considering the Navy’s urgent need for ready, capable officers in this time of rebuilding, looming war, reform, readiness catchup 15. It will take three to five years for new ships 16, but we will not have enough personnel to run those ships because new sailors will be driven out as fast as they come in by current officers 17. It will be at least two years to bring our on-hand ships to fighting readiness 18. Our sailors are abused, demoralized 19, and it is anybody’s guess when current officers will be deemed capable, loyal 20. We are very likely to be at war with China in less than two years. All this, and not a single answer. With the program we would have ready, and capable officers today. Officers that can get the most out of what we have on-hand in ships, personnel. VDCO’s will accelerate Secretary Phelan’s rebuilding plans 20. Only VDCO’s can speed up reform 22, but acceleration will never happen unless Navy ageism stops, and I am commissioned to help bring these warriors, managers, veterans, and patriots back into the US Navy.

Please forgive this far too short summary of my request to be commissioned in the Navy and the benefits of VDCO. I have been brief in the interest of getting to the point. There are thirty pages of history, documentation and a fifteen-page copy of the Program that follow this letter (a complete copy of the Program, brief history of VDCO can be found on the VDCO website, vdcocorp dot com).

The point. Given Secretary Phelan’s silence, I have no choice but the courts, an ageist discrimination lawsuit, which I will be filing soon in the Eastern District of New York. I requested a commission, approval of VDCO four times from Secretary Phelan, without an answer (submission to Secretary Phelan follows my submission to the President). So, now, I formally ask you, as Acting Navy General Counsel, to provide a letter stating the reason for Secretary Phelan’s rejection. It would be my fastest means to standing 23. A letter from you stating existing age regulations as the reason would allow me to show my rights have been violated and I would be granted standing. I hope you will not look upon this as self-incrimination but help for our sailors and Navy. I hope you will take the patriotic road. I believe that if you do not answer I will still be granted standing, because the courts would see Secretary Phelan’s no answer as taking the fifth in silence like Secretary Austin, but that would take more time. Time, we do not have. Our nation, sailors and Navy must have the fastest possible path to capable officers and that would come with your letter 24,25.

In spite of my suit against the President. This is not President Trump’s fault. What I am asking for in the program President Trump has already proposed for the Border Patrol 26, for the same reason, the protection of our great country. So, if the President is willing to bring back the Border Patrol, how much more willing would he be to bring back veterans. Not to mention the President is direct commissioning Tech Executives to keep American’s tech edge in war. Just as VDCO’s would give the Navy a preparation edge. Safe to say the President would approve VDCO. I know you will copy Secretary Phelan in your letter, but I ask you to please copy President Trump as well.

I am asking to be judged on merit, I am asking for the Navy to adhere to Civil Rights laws, I am asking to improve the quality of the lives, help save the lives of our sailors, I am asking for an American victory. I am asking Secretary Phelan to allow the best managers, leaders in American business, and government, the most qualified officers in Navy history, to help him rebuild the Navy. Officers that served when the Navy was great and know how to make it great again. Officers that love the Navy. I am asking for veterans to be allowed to take their traditional role of serving in times of national crisis, need 27. I am asking for my rights, rights already restored by President Trump to those that were discriminated against during the Biden administration28,29. So, I ask you again, please copy President Trump. It may well resolve this matter in its entirety in one fell swoop. I am confident your letter would get through to President Trump. I am equally confident that the President has never heard of VDCO. 30,31

On his swearing in as CNO, admiral Caudle said, “Ensuring quality of service is my priority — from housing, childcare, healthcare, to investing in world-class training and qualification standards — we will make certain our sailors have everything they need to be successful,” Caudle said. “Because when they sail into harm’s way, they deserve nothing less than the absolute best.” 32

Our Navy will not have the absolute best officers without the VDCO Program.

Yours in the hope the Navy has not waited too long to approve VDCO 33. VDCO’s are ready and waiting for orders. 34

Most Respectfully,

Director, VDCO Corporation

CC:

Donald Trump, President of the United States

Pete Hegseth, United States Secretary of War

Pam Bondi, Attorney General of the United States

John Phelan, United States Secretary of the Navy

David Warrington, White House Counsel

Charles Young, Acting War Department General Counsel

Admiral Caudle, Chief of Naval Operations

Amanda Reynolds, Attorney at Law

VDCO

References

1-China: War in Two Years or Less, Jan 2025, S. Green, PJ Media

2-Senator Cotton’s Statement on a Report about the Fighting Culture of the Navy’s Surface Fleet, July 2021, Cotton Report

3-US Might Lose War with China, November 2018, Olivia Gazis, CBS News

4-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 6 - Requirements

5-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 15 - Analysis 2019, 2022

6-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 5 – Meeting The Need

7-US Navy Must Do More To Address China’s Growing Maritime Threat,

May 2025, Robert Peters, The Heritage Foundation

8-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 6 – Most Important Advantage

9-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 5 – VDCO’s Are Ready

10-Military Suicide Crisis, The Leaders Are To Blame, Since 9/11, 7,057 service members have died in military operations. At the same time 30,177 service members and veterans committed suicide. October 2021, Daniel Johnson, Task & Purpose

11-VDCO Submission to Navy Secretary Phelan, April 2025,

Pg 3, Para 1, Improving Navy enlisted wellbeing, morale, performance and retention

12-US Navy Desertions Double, May 2022, Melissa Chan, NBC News

13-Why Can’t The US Navy Keep Its Surface Warfare Officers?

July 2021, Geoff Ziezulewicz, Navy Times

14-The US Military Went Woke, Time To Make Changes AT The Top

December 2023, Kevin Roberts, Heritage Foundation

15-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 15 – Analysis 2018

16-The Freedom Class LCS, The Inside Story of How the Navy Spent Billions On this ‘Crappy Little Ship’, Sept 2023, Joaquin Sapien ProPublica

17-The United States Navy Is Unprepared To Win, July 2021,

Jack Beyrer, Washington Free Beacon

18-Navy Orders Readiness ‘Deep Dive’ After Massive Ship Deployment Delay, April 2024, Micaela Burrow, Daily Caller

19-US Navy’s suicide rate soars to record high in first three months of 2024, April 2024, Jake Smith, Tampa Free Press

20-Woke Ideology Has Metastasized in the US Military, It Will Take Time to Remove Its Divisive Influence. October 2022,

Brent Sadler, The Heritage Foundation

21-VDCO Submission to Navy Secretary Phelan, April 2025, Pg 2, Para 5, VDCO will put Navy readiness plans into hyperdrive

22-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 5 – VDCO’s will hit the ground running

23-VDCO Submission to Navy Secretary Phelan, April 2025, Pg 1, Para 2, Establishing court standing

24-Navy Failures Caused Loss of Bonhomme Richard, October 2020, Geoff Ziezulewicz, Navy Times

25-US Navy Desertions Double, May 2022, Melissa Chan, NBC News

26-Trump Invites Retired Border Patrol Agents To ‘Answer Call Once More’, July 2025, Diego Cervantes, Breitbart

27-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 14 – Duty Does Not Have An Expiration Date

28-The Federal Government Can Judge Applicants On Merit, A

Victory For Trump, Luke Rosiak, August 2025, Daily Wire

29-Army Bans Bias In Officer Selection Program, Morgan Phillips, September 2025, FOX NEWS

30-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 2 – Letter To Navy Secretary Spencer, 2018

31-VDCOCORP.com

32-Newest CNO Assumes His Duties, August 2025, Newsweek

33-China Parades It’s Military Might In Defiance To The US, Jackey Mackey

September 2025, NBC News

34-Veteran Direct Commission Officer Program, April 2018 through April 2025, Page 15 – Action Plan 2018, 2022

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