Next problem - think of the typical charter of a BoD. They select management who are supposed to be the actual day-to-day "doers".

But it is an interesting concept. If there were a way to develop measureable metrix of performance for the BoD, and get them to buy in (meet minimal performance benchmarks or resign), there may be potential. Keep in mind that to achieve buy-in, there would have to be a tiered incentive package attached for exceeding minimal performance, just as is typically done with high level management. And, recognizing the risk, the incentives would have to be fat to get 'em to buy in. But it could be worth it.

The other hurdle is to develop metrix that are in no way tied/linked to the performance of TPL/the MMP, i.e., it cannot be top-level revenue based. PDSG level?

Also keep in mind that IF they selected strong management who achieved success through their own knowledge, skills and abilities, the BoD would be further rewarded for the efforts of others. Is this acceptable?

We would pretty much have to know the projected revenues, and WIP, contract prospects, etc., of all PDSG elements in some detail to develop measurements, and that would for the most part be close-held proprietary data not releaseable to the public (us - or their competition). Perhaps a shareholders committee, having signed NDAs? Who to put on the committee? Are they compensated for their time/effort/travel, and restrictions on trading?

Personally, I think we, the shareholders, would have a heck of a time getting the BoD to even consider such a thing, and place their positions at risk in any fashion. But it could be worth pursuing - next year (unfortunately). If I'm still around, I'd assist in exploring this.

SGE