Innovation for Defence Excellence and Security (IDEaS)

On the same subject

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  April 24, 2022 | Information, Aerospace, Naval, Land, C4ISR, Security

  Nous avons besoin de vous | Aéro Montréal lance une campagne de communication inédite pour attirer et retenir les talents dans l’industrie aérospatiale québécoise

  NOUS AVONS BESOIN DE VOUS ! Aéro Montréal lance une campagne de communication inédite pour attirer et retenir les talents dans l'industrie aérospatiale québécoise Chers membres, chers partenaires, L'exercice de planification stratégique d'Aéro Montréal et les nombreux entretiens menés avec l'industrie ont fait ressortir deux attentes majeures de la part de l'industrie aérospatiale québécoise : améliorer la visibilité de l'industrie et trouver des solutions pour attirer et retenir la main-d'œuvre. À l'heure où l'industrie connaît un regain d'activité, le conseil d'administration d'Aéro Montréal n'a pas tardé à se mobiliser pour répondre à ces besoins identifiés par les entreprises. Ses membres ont donné le ton en appuyant financièrement le déploiement d'une campagne de communication massive dont l'objectif sera d'assurer la visibilité du secteur, de stimuler l'attraction de talents et de soutenir la rétention de la main-d'œuvre. Vous avez un rôle à jouer Nous lançons un appel pour engager la contribution de chaque membre de la grappe aérospatiale du Québec : c'est gr'ce à votre soutien financier que nous ferons de cette campagne un succès. Aéro Montréal mandatera une agence pour coordonner une campagne de communication. Aéro Montréal sera garant de représenter la pluralité des pans de l'industrie et s'assurera de véhiculer des messages communs qui répondent aux objectifs des maitres-d'œuvre, équipementiers, sous-traitants et fournisseurs. Toutefois, le succès d'une telle opération ne saurait être garanti sans un investissement de l'ensemble des parties prenantes. Participez à cet élan collectif : nous devons remplir nos programmes de formations en aérospatiale, nous devons nous assurer de maintenir et d'accroître la richesse du bassin d'employés qualifiés disponible au Québec. En offrant de la visibilité au secteur, nous nous assurons de poser les premières fondations qui nous permettront d'y arriver. Chaque entreprise de la grappe est invitée à contribuer financièrement et ainsi soutenir ce projet qui servira l'intérêt collectif. Toutes les contributions comptent ! Ils ont d'ores et déjà dit OUI Ces premières entreprises se sont engagées aux côtés d'Aéro Montréal pour permettre à cette campagne de visibilité de voir le jour. Joignez-vous à elles! Comment contribuer ? Ce projet compte sur la mobilisation de tous les membres de la grappe. Les confirmations d'engagement sont attendues avant le vendredi 6 mai 2022 et l'équipe d'Aéro Montréal met tout en œuvre pour vous proposer des termes de paiement flexibles et échelonnés selon vos besoins. Si vous souhaitez contribuer ou en apprendre davantage sur le projet, vous vous invitons à contacter Léa Guicheteau, Directrice pilier Image et aérospatiale durable (lea.guicheteau@aeromontreal.ca ; 514-550-7494). 380, rue Saint-Antoine Ouest Bureau 3120 Montréal, QC, H2Y 3X7 Téléphone : (514) 987-9330 ENVOYER À UN AMI SITE WEB

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  August 30, 2018 | Information, Security

  Irresistible Forces: Long-Term Tectonic Influences on Canada’s National Security

  This Vimy Paper examines three long-term tectonic influences on Canada's national security: geography, demographics, and science. These macro-level factors tend not to be understood well or receive much serious consideration in the public discourse, but in many cases can have powerful and sustained impacts on events. They can also reveal previously unrecognized threats. The discussion is structured in four parts. Part 1 focuses on geography and its impact on regions of strategic interest to Canada. Part 2 looks at world mortality and demographic trends, and the closely related subject of economics, and considers the cases of selected nations. Part 3 considers science at the macro-level – that is, humanity's collective adaptation to it. Part 4 then draws conclusions about how these issues impact Canada's national security. Click here to read / Cliquez-ici pour lire

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  September 17, 2020 | Information, Other Defence

  Defense Innovation Board Adopts AI Testing, Digital Workforce Recruitment Resolutions

  Mila Jasper The Defense Innovation Board convened for its fall public meeting Tuesday and approved resolutions for two key federal technology issues in addition to broadening its work on space. The board, which is comprised of national security technology innovators, formed a new space subcommittee to support the Space Force and heard from Michael Kratsios, acting undersecretary of defense for research and engineering, and U.S. chief technology officer. But the need for better testing protocols for artificial intelligence systems and strategies the Defense Department could adopt in order to attract digital talent took center stage at the meeting. The board adopted resolutions after robust discussions for both issues. Challenges in AI Testing No proven methods for testing and evaluating nondeterministic AI systems—meaning less predictable, more adaptable AI systems—exist. Daniela Rus, a roboticist with the Massachusetts Institute of Technology, said it is critical to have strong procedures for testing, evaluation, verification, and validation, or TEV/V, of artificial intelligence in order to create enough confidence in the technology to deploy it. “The department has been articulating the importance of accelerating the deployment of these systems,” Rus said, citing DOD's adoption of the board's AI ethics principles. “We have seen a lot of efforts in developing AI accelerator programs that will take the latest and greatest advancements in AI from research organizations and map them into processes and procedures for the department. We hope to have these in place, but in order to get there we need to have rigorous, robust procedures for testing.” The main reason testing for these types of autonomous systems is so challenging is uncertainty. Board member Danny Hillis, a pioneer in parallel computing, said uncertainty comes in three directions: from the function, the inputs and the outputs. Hillis suggested the board should use these three areas of uncertainty to guide its thinking when it comes to providing recommendations for TEV/V. The resolution adopted by the board argues DOD must develop its own TEV/V solutions as soon as possible, rather than wait for external solutions, in order to be ready to deploy AI systems in the short term. The board's science and technology subcommittee hopes to have two reports—one for a backgrounder and another for recommendations—on TEV/V for AI by December of this year. “Without a strong push for education and training on this topic and a diverse range of testing programs at the developmental and operational levels, DoD will have difficulty assessing its current TEV/V processes and determining next steps to improve its AI TEV/V capability,” the resolution reads. Competing for Digital Talent Later in the meeting, the DIB turned its attention to workforce issues. Jennifer Pahlka, a founder of the U.S. Digital Service and Code For America, led the group's discussion on competing for digital talent. Pahlka said the coronavirus pandemic and remote work trends could help the department attract talent if it develops new strategies to help it compete with the private sector. “As private sector remote work trends are changing how employers compete for digital talent, DOD has the opportunity to take advantage of these trends and be more competitive for civilian talent in this new environment,” Pahlka said. DOD and the federal government in general struggles to fill talent gaps for several reasons, including long hiring timelines. A recent report by the Partnership for Public Service found the average hiring timeline for the federal workforce is 98 days, or more than twice the private sector average. The paper DIB released to accompany the discussion detailed five recommendations for what to do to attract digital talent. Overall, DOD should develop strategies to maintain a remote and distributed workforce even beyond the pandemic. Pahlka added that though the recommendations focus on attracting digital talent, she hopes the same principles outlined can be expanded across the workforce. In the past, common wisdom said the Pentagon couldn't do mass telework. Since the onset of the coronavirus pandemic, DOD had to adapt, and fast. Lisa Hershman, the chief management officer for the Defense Department, said in July the pandemic “shattered the myth” DOD couldn't support remote work. According to the DIB's report, DOD should now focus on expanding its IT infrastructure and make sure it has the tools it needs to maintain remote work as well as expand the agency's capabilities to do classified work remotely. The report also recommends DOD work on improvements to the remote hiring process, prioritize changing the agency's culture around remote work and “consider dedicated remote work pilot programs to recruit and fill critical civilian technical talent gaps at priority organizations.” “The subcommittee believes the DOD is really at an inflection point for talent management,” Pahlka said. Pahlka and three other members of the DIB including former Google CEO Eric Schmidt ended their terms on the board. Member terms last four years. https://www.nextgov.com/emerging-tech/2020/09/defense-innovation-board-adopts-ai-testing-digital-workforce-recruitment-resolutions