Sure. The -- and thank you, Michael. It's a -- first of all, let's talk about the ROIC over the last couple of years. When you look back when we announced this as a metric and the industry moving into this metric, we had a gap in our first year of 0.2 points. Second year, of a gap, this past year has been announced this morning, of 0.5, right? So your math is accurate. And yes, those were the words that I used in terms of that we believe that our plan this year drives a 7.0-plus percent return on invested capital. And so, when we take a look at, again, what's embedded inside of that -- again, we announced this in early 2012 as a metric, and I'll talk about the incentive program in just a moment, things such as, again, margin expansion and what's involved in the margin expansion, as were the maturity of the route system, the ancillary revenue initiatives. When you start to take a look at partnership traffic, right, I mean the core business, if you will, let alone, again, opening up the new routes as we continue to expand upon Boston, expand upon Fort Lauderdale/Hollywood, it's a -- when we look at that business -- and then, as we go into the cost pressures as well. Where we're seeing the flattening, if you will, of maintenance, this is a conscious decision in terms of driving mainly the compensation for the pilot crew across our company. As we look at, again, the -- above the line, the cost structure and then the balance sheet as well and opportunities that Mark and his team have put forth with the balance sheet, we absolutely do believe that the 2014 plan yields this ROIC metric that we've committed to back in early 2012. And we don't stop there, Michael. I mean, it continues on. You start to take a look at Sharklets, the A321 platform, other investments that we've made. And let's not lose sight of why do we invest in Mint? We invested in Mint because we were lagging in terms of our performance on the transcon. Things like Fly-Fi. This is a big deal when somebody has the Fly-Fi experience versus the current Internet experience that's available on the landscape. Your second comment. Michael, it's a 3-year program that we've put into place from the standpoint of longer-term incentive compensation for the executive team. And so, it's a -- we just started this over the course of the past year. So it's still -- we're still in the midst of that right now. And so, put in place last year and it's really a rolling 3-year plan.