Leonardo signs contract with Malaysia for two ATR 72 MPA

On the same subject

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  November 4, 2019 | International, Naval

  SECNAV: Ford Issues Due To Cost Cap, Explains Timeline

  By Rich Abott | The Secretary of the Navy today said the cost cap on the first Ford-class aircraft carrier helped lead to problems resulting in delays to the advanced weapons elevators (AWEs) and explained the government's issues and changing strategy with the shipbuilder. Secretary of the Navy Richard Spencer said on Wednesday at a Heritage Foundation press roundtable that the Navy and shipbuilder/AWE builder Huntington Ingalls Industries [HII] planned to build a test elevator site, similar to the electromagnetic advanced landing system (EMALS) located in Lakehurst, N.J. The Navy has used Joint Base McGuire-Dix-Lakehurst to test the General Atomics advanced arresting gear (AAG) and EMALS hundreds of times before testing them on the first new carrier, the USS Gerald R. Ford (CVN-78). “Then we had the cost cap come in. And as [HII president and CEO] Mike Petters can say, you know fine, the cost cap comes in and no one builds the land site elevator. We had to cut costs somewhere. Sometimes we're our own worst enemy,” Spencer said. In February, the Navy said it would start building the AWE land-based test site, after the fact, in Philadelphia (Defense Daily, Feb. 20). Spencer said he thinks about it and wonders if anyone was expecting there to be second and third order effects of a cost cap. “You don't get anything for free and you're not going to drive quality by cost cap. We have to start thinking differently when we go to cost control.” Spencer also further illuminated the Navy's work with HII on the elevators. Last week, he strongly criticized the company after delays on the AWEs, saying the Navy's faith and confidence with HII senior management on the project were very low (Defense Daily, Oct. 25). On Monday, Assistant Secretary of the Navy for Research, Development and Acquisition James Geurts said the Navy-HII team's output on the elevators has been much better in the last few months and he was cautiously optimistic on progress of the Ford elevators (Defense Daily, Oct. 29). Spencer said in fall 2018 the Navy was finalizing the HII elevator plan. The company gave him a chart that said all 11 AWEs would be tested and certified by the end of the planned post-shakedown availability (PSA), which was then planned for July 15. He said HII management reported high confidence of this timeline while Naval Reactors told him due to throttle and bearing issues the PSA would likely be pushed into September or October, “so I had more margin there. Did I feel confident? Completely confident.” Then, in January, Spencer said he made a bet with President Trump that the AWEs would be finished with the PSA or he could be fired (Defense Daily, Jan. 8). Spencer explained this was meant to rally the shipbuilders. “What we weren't seeing down there was the spring in the step of the people on the waterfront, to be very frank with you. It was business as usual. So we said ok, here's a rally point, we're going to commit to this.” However, in May 2019 he said HII management “goes oops, here we are, elevators aren't going to be ready until the end of 2020, possibly 2021. And that's when I went, do they really know what they're doing?” Spencer called that a moment of inflection and called Thomas Fargo, chairman of the board of HII, asking if the board knew what was going on with management “because out trust and confidence on this specific project of the elevators has eroded significantly.” While Spencer said Fargo said yes, there were continued frustrations on the government side. “That's when Hondo [Geurts] and I said let's get a tiger team down there and let's take this over as the general contractor and HII can sub to us. And that's basically what's happened this last 3 months.” Spencer said he went to the president and, after explaining the situation, was told “it's a complex system, keep knocking down the dragons.” When asked if these lessons would apply to future ships, Spencer said the Navy wants to avoid a cost cap for the lead ship in a new class like upcoming guided-missile future frigate, FFG(X). “We have to have an open discussion on first of class. Now, these are proven designs so it's going to be a little different, but we are adjusting it here and there and yes we should expect some hiccups,” he continued. “Expectation management, I think, is key.” Going forward, Spencer argued perhaps the Navy should make requirements for ships more flexible. He compared the Navy's process to the airline industry, which requires an airplane that can fit a certain number of people to transport them a certain amount of miles and has few change orders, then examines the options. However, the government has shrunk the competitive base so far that contractors agree to following requirements but only if the government takes 60 to 100 percent of the risk. “In some cases, you'd love to say should we change requirements to requests? Because if in fact you're a shipbuilder, why should I definitively lock you in if you have better ideas? Where is the flow to say if you want to get here you might want to consider this, which his 80 percent of the solution versus I will drive to 100% of your solution but the cost is going to be up here?” Spencer said he understands it is difficult to change requirements because they serve a definite purpose but wondered at what cost and percent mission capability can the government make a compromise compared to the current inflexibility. Relatedly, Spencer said he has “medium confidence” that a recent $197 million reprogramming request to Congress to fund more Ford fixes will be enough, simply because “first of classes is tough.” “I'd be remiss if I said that was the last, to be very frank. I'd rather have the option to say we're going to come for more than saying no we're capped off now. I feel good on what we're finally learning on the end of this birthing process,” Spencer said. https://www.defensedaily.com/secnav-ford-issues-due-cost-cap-might-need-money/navy-usmc/

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  December 20, 2022 | International, Other Defence

  New Japanese strategy to up defense spending, counterstrike purchases

  Japan has released its National Security Strategy, National Defense Strategy and Defense Buildup Program.

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  January 9, 2019 | International, Aerospace, Naval, Land, C4ISR, Security

  Turkish ‘brain drain’: Why are defense industry officials ditching their jobs in Turkey for work abroad?

  By: Burak Ege Bekdil ANKARA, Turkey — Turkey's procurement authorities are working to identify why some of the industry's most talented individuals are migrating to Western countries — an exodus that could stall several indigenous programs. Turkey's procurement authority, the Presidency of Defence Industries — also known as SSB and which directly reports to President Recep Tayyip Erdogan — conducted a survey to better understand the migration. A parliamentary motion revealed that in recent months a total of 272 defense industryofficials, mostly senior engineers, fled Turkey for new jobs abroad, with the Netherlands, the United States and Germany topping the list, respectively. Other recipient countries are Britain, Canada, Australia, Austria, Belgium, Italy, Sweden, Poland, France, Finland, Japan, Thailand, Qatar, Switzerland and Ireland, according to the SSB's internal study. The companies affected by the exodus are state-controlled entities: defense electronics specialist Aselsan, Turkey's largest defense firm; military software concern Havelsan; missile-maker Roketsan; defense technologies firm STM; Turkish Aerospace Industries; and SDT. Findings among those who left and responded to the survey include: 41 percent are in the 26-30 age group. “This highlights a trend among the relatively young professionals to seek new opportunities abroad,” one SSB official noted. 40 percent have graduate degrees; 54 percent have postgraduate degrees; and 6 percent have doctorates or higher degrees. 59 percent have more than four years of experience in the Turkish industry. The largest group among those who left (26 percent) cited “limited chance of promotion and professional progress” as the primary reason to seek jobs in foreign companies. Other reasons cited include lack of equal opportunities in promotion (14 percent); low salaries (10 percent); and discrimination, mobbing and injustice at work (10 percent). 60 percent said they found jobs at foreign defense companies after they applied for vacancies. 61 percent are engineers and 21 percent are industry researchers. Among the respondents' expectations before they would consider returning to Turkish jobs were higher salaries, better working conditions, full use of annual leave, professional management and support from top management for further academic work. They also want the political situation in Turkey to normalize and for employees to win social rights in line with European Union standards. They also want to guarantee there won't be employee discrimination according to political beliefs, life styles and religious faith. They added that mobbing should stop and that employees be offered equal opportunities. A recent article in The New York Times, citing the Turkish Statistical Institute, said more than a quarter-million Turks emigrated in 2017, an increase of 42 percent over 2016, when nearly 178,000 citizens left the country. The number of Turks applying for asylum worldwide jumped by 10,000 in 2017 to more than 33,000. “The flight of people, talent and capital is being driven by a powerful combination of factors that have come to define life under Mr. Erdogan and that his opponents increasingly despair is here to stay," according to The New York Times. "They include fear of political persecution, terrorism, a deepening distrust of the judiciary and the arbitrariness of the rule of law, and a deteriorating business climate, accelerated by worries that Mr. Erdogan is unsoundly manipulating management of the economy to benefit himself and his inner circle.” One senior engineer who left his Turkish company for a job with a non-Turkish, European business told Defense News: “I know several colleagues who want to leave but have not yet found the right jobs. I expect the brain drain to gain pace in the next years, depending on Western companies' capacity to employ more Turkish talent.” https://www.defensenews.com/industry/2019/01/08/turkish-brain-drain-why-are-defense-industry-officials-ditching-their-jobs-in-turkey-for-work-abroad