10 février 2020 | International, Terrestre
By: Jen Judson
WASHINGTON — The Army is wading back into an effort to replace the Bradley Infantry Fighting Vehicle with the release of a market survey on Feb. 7, tapping industry for ideas on what a future Optionally Manned Fighting Vehicle (OMFV) might look like.
After receiving only one bid in its previous attempt to develop and procure the OMFV and subsequently deciding to cancel the existing solicitation last month, the Army has a new plan to move forward that seeks to avoid some of the pitfalls encountered during its first try.
The market survey itself asks companies to weigh in on what affected their decisions to participate, or not, in the previous OMFV competitive effort and how the Army might better engage with industry this time around.
Instead of a laundry list of requirements that when paired together became unachievable — especially when delivered over an ambitious fielding goal of 2026 — the Army will be giving industry roughly nine characteristics, each of which will be laid out simply enough to take up just a page-and-a-half including a signature block, Army Futures Command Commander Gen. Mike Murray told a group of reporters at the Pentagon shortly before the release of the survey.
The Army had previously laid out requirements such as the need to transport two vehicles in a C-17, for example, which turned out to be a difficult ask to industry within the timeline the Army was pushing.
While the list of characteristics did not post with the market survey, Murray said the vehicle will have to protect soldiers, keep pace in a combined arms formation, be able to upgrade over time through open architecture, and be capable of growth without significant weight increases. It also must be lethal, and able to traverse bridges and main supply routes.
Additionally, the vehicle should be transportable by rail, air or sea, and crew members have to fit in the back. An on-board training system would also be nice, Murray said, adding that the Army wants to take a look at different options for power and energy sources.
Murray also stressed the document outlining the characteristics would change as the Army learned more down the road.
Not required of industry will be physical bid samples as it previously requested. Only General Dynamics Land Systems was able to deliver a bid sample, but it did not meet all the requirements the service had laid out.
Defense News first broke the news that a Raytheon-Rheinmetall team was unable to get its Lynx combat vehicle to the United States from Germany in time and was subsequently disqualified and that BAE Systems, the incumbent, wouldn't participate in the competition either.
The ability to see what was possible from a technology and integration standpoint “was important to us and so I wouldn't say it was a mistake," Murray said of the decision to require a bid. “Did it lead to some problems we had? Maybe. But I would not characterize that as a mistake.”
The Army, instead, will take a more measured approach, holding conversations with industry, requesting white papers and then choosing five prime contractor teams to design rough digital prototypes, according to the Army's acquisition chief, Dr. Bruce Jette.
The Army plans to involve “soldier touch points” at every stage of the process and give soldiers a chance to heavily evaluate designs along the way, he said.
Murray took pains to emphasize that soldiers would be involved in the design process, calling it “soldier-centered design,” which takes a page from other modernization efforts like the Integrated Visual Augmentation System (IVAS) program.
And before ever bending any metal, the service will downselect to a group of three contractors that will provide more refined and detailed digital prototypes akin to a critical design review stage.
Then the Army will choose two prime contractors to build prototypes that will be heavily tested and demonstrated in order to potentially choose a winner that would move into a manufacturing contract, Jette explained.
While the timeline was ambitious in the previous effort and Army modernization goals dictated that it had to stick to schedule over all else, a schedule or even a benchmark for the first unit equipped isn't defined this time around. Murray said the Army will look to early conversations with industry to inform possible schedules based on what is feasible rather than setting an “arbitrary date” right up front.
The Army is also planning to look at up to five vendors for major subsystems or components, Jette said. He also noted the service wants to “encourage companies to bring forth technology” that may not want to be a prime contractor, but have capabilities like automated loaders and fire control systems as well as in-cab wireless connectivity.
“The barrier to entry is much lower for their investment,” he said. “By going to a digital design, as most do anyway, it makes it much easier for a company to participate as an [Original Equipment Manufacturer] OEM.”
https://www.defensenews.com/land/2020/02/07/army-wades-back-into-effort-to-replace-bradley-vehicle/
5 janvier 2023 | International, C4ISR
The agreement encompasses the delivery of Very High Resolution (VHR) imagery from the Airbus Pléiades Neo constellation as early as 2023.
29 octobre 2020 | International, Aérospatial, Naval, Terrestre, C4ISR, Sécurité, Autre défense
POLITICO spoke with managers at eight defense companies of varying sizes to see how their response to the pandemic has changed seven months in. JACQUELINE FELDSCHER From Zoom meetings to mental health check-ins during the work day to reconfiguring office spaces, most defense CEOs say the changes forced by the coronavirus will be permanent even after this crisis is over. The pandemic upended the industry in March, sending most employees who could telework home and requiring additional safety precautions for those who still had to go to the office. Companies quickly adopted best practices, such as frequent hand-washing, deep cleaning, distance between employees and eventually wearing masks. But over the past seven months, many companies have gone beyond these initial steps to protect the health of their employees and changed how they operate in other areas of their business. That includes adding benefits for the workforce, increasing the use of virtual communications and protecting supply chains. “We need to first calm down any sense of a focus on getting back to normal,” said Karl Hutter, the CEO of Click Bond, a supplier to defense companies. “There's not going to be a going back to normal.” A top challenge CEOs cited is trying to maintain a company's culture and community when at least some of the workforce is working from home full-time and it's still unsafe to gather for morale-building events such as anniversary celebrations or holiday parties. Industry leaders are also rethinking what their companies will look like in the future, including how many employees will continue to work from home full-time and how offices will be laid out. POLITICO spoke with managers at eight defense companies of varying sizes to see how their response to the pandemic has changed seven months in. Caring for the workforce The coronavirus pandemic has heaped stress on employees, many of whom are trying to juggle a full-time job with full-time child care amid a crisis that can make it anxiety-inducing to step outside. As a result, industry leaders almost unanimously said they have prioritized caring for employees' mental health in a new way to try to both give workers coping mechanisms and ease whatever stress they can. Click Bond, for example, has launched a pilot program in which about two dozen staff meet weekly for a 12-week program on wellness, including a focus on mindful movement and meditations. Hutter said he hopes the pilot, which is being used by many different demographics from younger workers to “hard-boiled tool makers,” will become a broader, long-term initiative. To help working parents, SAIC has given employees access to online tutoring help for their children to help ease the burden of working full-time while also helping children navigate the virtual classroom, said Amy Benson, SAIC's vice president of government affairs. United Launch Alliance and SAIC both established “leave banks,” which allow employees who won't use all of their vacation to donate that time off to colleagues who may need it. ULA CEO Tory Bruno said this will become a permanent benefit at his company once the pandemic is over. “It forces you to take on things like this, then you learn about them,” he said. “None of these benefits I just described will stop.” Companies have contracted with services to provide employees 24/7 virtual access to medical professionals for some health concerns. Managers are also making sure employees have access to health care. Huntington Ingalls Industries, for example, gave new hires health insurance immediately instead of making them wait 90 days, said Bill Ermatinger, the chief human resources officer at the shipbuilding company. Some companies are also regularly testing employees for Covid-19, both to keep facilities running by quickly diagnosing and quarantining any sick people and to ease the minds of those who report to work. “Employees have been very very grateful we're doing it,” said Mark Aslett, the CEO of Mercury Systems. “It's the only way to deal with employees at scale and get results back quickly enough to manage business continuity.” One of the top challenges for CEOs is making up for lost in-person interactions at company-wide events. Bruno has also gotten creative to try to replicate some of the morale boosting and team building that would come from a BBQ at a space launch, for example, by paying for employees to pick up meals from local small businesses. Hutter also stressed the importance of maintaining the culture of Click Bond, and is planning a “drive in theater event” for the company's annual holiday party as a way to safely gather and raise employees' spirits. Embracing virtual tools The inability to safely fly to visit vendors has forced businesses to get comfortable doing more virtually, which industry leaders say they will continue doing because it's more efficient. Anne Shybunko-Moore, the owner of GSE Dynamics, said her team can now check on the status of parts and address technical issues virtually. “I can see that impacting the way I do business going forward,” she said. “Vendor visits and building relationships are still critical in our supply chain, but maybe it's not necessary to fly to California. ... I could meet with eight vendors a day if I had to, virtually, all over the nation.” Some companies also had to overcome security concerns to use video meeting tools such as Zoom. United Launch Alliance did not allow employees to turn video on for virtual meetings before the pandemic out of a concern that something in the background, such as a model or a drawing of a rocket, would be either classified or controlled by international export laws. But after months of no in-person meetings, Bruno said he's instead issued workers rules for what can appear alongside them on camera. This is another practice that will continue after the pandemic is over, he said. “I started to worry about new employees never seeing their coworkers and feeling disconnected ... so we're enabling video everything and giving guidelines asking them to be careful about what's behind them,” he said. Planning for future business Heather Bulk, the CEO of Special Aerospace Services, said she is already knocking down walls at her company's Colorado headquarters to reconfigure the office to accommodate many who say they will feel safer coming back to work in a personal office with a door that closes. She also acknowledged she will need to update the break room, but is not yet sure what a space that is both communal and safe looks like now. “I like the idea that you can have 75 people in one room and they can all share a coffee pot and chat, but I don't foresee this pivoting back to the way it was in 2018 and 2019 for a while,” she said. “By making these changes and making them quickly, I'm able to move forward so in January of 2021, all these office changes should be up to date.” Bulk also said she is taking steps to bring more capabilities in-house, a trend she expects to see across the industry as CEOs work to mitigate disruptions at small businesses that produce critical parts. Many CEOs said they intend to keep some of the enhanced cleaning and distancing policies in place post-pandemic because they will keep the workforce healthy from diseases such as colds and the flu as well. As to what the future of telework looks like once it's safe to return to the office, CEOs are split over how much of their workforce is likely to remain at home. But most agree a hybrid model with some people in the office and some working from home at least part-time is likely to become the new normal. “Productivity has been good. It's been great in fact,” Bruno said. “If you're working a five-day work week, why can't one or two days be at home teleworking where you're not interrupted by a bunch of meetings?” https://www.politico.com/news/2020/10/28/coronavirus-changed-defense-industry-culture-433447
29 décembre 2024 | International, Naval
The Sichuan is equipped with an electromagnetic catapult that will allow fighter jets to launch directly off its deck.