IRVING - RETOMBÉES CANADIENNES PLUS DE 1,9 MILLIARD $ EN ENGAGEMENTS DE DÉPENSES AUPRÈS DE PLUS DE 250 ORGANISATIONS AU CANADA.

Sur le même sujet

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  9 janvier 2018 | Information, Naval

  Gestion de la propriété intellectuelle en approvisionnement maritime et de défense

  L'industrie et le gouvernement collaborent sur les principes de gestion de la propriété intellectuelle en approvisionnement maritime et de défense En 2017, Services publics et Approvisionnement Canada, le ministère de la Défense nationale, Innovation, Sciences et Développement économique Canada et la Garde côtière canadienne ont travaillé avec des représentants de l'industrie canadienne de la défense comme l'Association des industries canadiennes de défense et de sécurité (AICDS) et l'Association des industries aérospatiales du Canada (AIAC), par l'intermédiaire du Groupe consultatif de l'industrie de la défense, afin d'élaborer les principes de gestion de la PI en approvisionnement maritime et de défense. Les Principes de gestion de la PI en approvisionnement maritime et de défense (Principes) fournissent une base stratégique générale pour la gestion de la PI en approvisionnement maritime et de défense par le gouvernement du Canada. Les Principes : reflètent les intérêts nationaux du gouvernement et les besoins stratégiques en matière de capacités maritimes et de défense reflètent les intérêts de l'industrie de la défense dans la protection de la PI établie à titre privé en tant qu'actifs commerciaux et économiques précieux et en tant que facteur de création et de maintien d'une industrie maritime et de défense canadienne innovatrice reconnaissent que l'élaboration, la protection et la commercialisation de la PI font partie des priorités liées à la mise en œuvre de l'ensemble du programme socioéconomique du Canada, comme la croissance économique et les emplois reconnaissent que la gestion de la PI entre le gouvernement et l'industrie de la défense intervient dans des secteurs stratégiques et dynamiques sujets à des avancées technologiques importantes, et soulevant des enjeux militaires émergents aux plans des capacités et des vulnérabilités servent de cadre à des approches adaptables, souples, fondées sur des principes et axées sur les résultats qui mettent en œuvre des stratégies de gestion de la PI qui aident le gouvernement à se procurer les capacités nécessaires et à optimiser les ressources tout en renforçant l'innovation et la durabilité servent d'encadrement à l'identification des exigences en matière de PI, à la rédaction des marchés ainsi qu'à la conception et l'évaluation des soumissions depuis les premiers stades d'approvisionnement, tout comme servent d'encadrement de gestion de la PI tout au long du cycle de vie des actifs maritimes et de défense Les Principes cadrent avec la Politique sur les marchés du gouvernement du Canada et la Politique sur le titre de propriété intellectuelle découlant des marchés d'acquisition de l'État, qui prescrivent des approches pangouvernementales de la gestion de la PI notamment pour qualifier la titularité de la PI issue des marchés publics. Principes de gestion de la propriété intellectuelle en approvisionnement maritime et de défense Les Principes reflètent les principaux points d'accord entre le gouvernement et l'industrie de la défense du Canada s'agissant de l'approche que devrait suivre en matière de gestion de la PI pendant la durée de cycle de vie des actifs maritimes et de défense. Les Principes définissent l'encadrement du gouvernement et de l'industrie dans l'élaboration des exigences, la conception des processus d'évaluation des offres et d'adjudication et dans la rédaction de contrats. Ils guident aussi la gestion de la PI pendant la durée de cycle de vie des actifs en réconciliant les intérêts nationaux du gouvernement et les intérêts de l'industrie à optimiser les bénéfices pour le Canada. Les Principes reconnaissent que l'élaboration, la protection et la commercialisation de la PI sont critiques parmi un ensemble de priorités qui encadrent de manière plus générale l'essor socio-économique du Canada, notamment la prospérité et les emplois. Les principes reconnaissent que la gestion de la PI entre le gouvernement et l'industrie intervient dans des secteurs stratégiques qui sont l'objet d'évolutions technologiques rapides mais également de capacités et de vulnérabilités émergentes. En conséquence, les gouvernements sont exposés à des cycles d'approvisionnement plus courts qui peuvent leur imposer de se retourner plus rapidement vers les marchés pour bénéficier des évolutions technologiques et pour optimiser les ressources. D'autre part, l'industrie propose des avancées technologiques et de nouveaux produits et services tout au long du cycle de vie des actifs qui peuvent modifier le rendement ou le coût des approvisionnements. Les principes reconnaissent que tirer parti d'un marché aussi dynamique requiert de discuter de la PI très tôt dans le processus d'approvisionnement mais également de considérer la PI en fonction du cycle de vie des actifs ou des services. Dans ce contexte, des stratégies de gestion de la PI adaptée, souple et fondée sur des principes et des objectifs peut contribuer au renforcement des capacités gouvernementales, à l'optimisation des ressources mais également à l'essor technologique et économique. http://www.tpsgc-pwgsc.gc.ca/app-acq/amd-dp/propriete-intellec-property-fra.html

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  17 septembre 2020 | Information, Autre défense

  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

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  17 septembre 2020 | Information, Autre défense

  Coronavirus has kept us close to home. It’s a helpful lesson for strengthening national defense.

  Justin P. Oberman Despite being warned, with impressive precision, about the dangers of so-called black swan events, America tends to ignore or downplay them because they seem remote, or the perceived financial, societal and political costs are too great. In the aftermath of 9/11, of Hurricane Katrina and other major domestic tragedies, we too often learn that our relevant capabilities have atrophied. Now, following perhaps the most devastating such event — the COVID-19 pandemic — the defense industrial base is actively seeking billions of dollars to prop it up without necessarily committing to making step-function leaps forward in a highly complex threat environment. And while keeping the thousands of small companies that support the defense primes alive is important, the Pentagon — flush with cash and a mandate to act quickly to react to the pandemic — should use this opportunity to refine its technology acquisition approach, in part by doing more to engage nontraditional defense firms. The reasons for bringing in new ideas for defense are clear. Just last week, the Department of Defense released its annual report to Congress on China, which states that “China has already achieved parity with — or even exceeded — the United States in several military modernization areas.” Even more concerning, DoD analysts describe China's military-civil fusion development strategy as “a nationwide endeavor that seeks to ‘fuse' its economic and social development strategies with its security strategies to build an integrated national strategic system and capabilities in support of China's national rejuvenation goals.” The United States doesn't need and shouldn't pursue a “fusion” strategy; rather, we need a better approach to strengthening the defense industrial base and engaging with innovators. The United States is at risk of losing its ability to manufacture critical national security technology thanks to a combination of byzantine domestic procurement processes, offshoring and overseas competitors. To counter these and other negative trends, the DoD needs a sustainable, continuous innovation model. In Silicon Valley, everyone from the biggest players to the youngest startups view working against or around slow, tired establishment organizations as almost a prerequisite to success (Uber vs. taxis, Tesla vs. legacy automakers, Amazon vs. everybody). Despite the Pentagon's attractive budget and important missions, many innovators are repelled by restrictive requirements, lengthy sales cycles, high costs of bidding and a deck often stacked in favor of large prime contractors. The DoD must throw open its doors to innovators and free itself to make bets; if it does, it will get more world-class tools for its mission owners. The department should: Make requirements less prescriptive, easier to understand and run two ways. Develop an outreach program for innovators that uses channels they're already occupying, in language they understand, with requirements that are compelling. Encourage two-way communication that surfaces non-obvious solutions to critical defense missions. At the Transportation Security Administration, we worked with an In-Q-Tel-backed company that was founded in Las Vegas to catch casino cheats; the Pentagon should look for similar outside-the-box opportunities. Engage substantively with private sector innovation experts. The best investors and executives back successful entrepreneurs, mentor them as they refine their offerings and support world-changing scale. The DoD needs these skill sets and should set up (unpaid) innovation mentoring boards. Insert flexibility into contracting and financing. To remove barriers to entry without sacrificing quality, the DoD should: Create “off-campus” labs to mitigate procurement and security clearance delays. Build on the work of Dr. Will Roper, the assistant secretary of the Air Force for acquisition, technology and logistics. to ensure innovators don't run out of funding. In what would be a great advancement and threshold change, work with Congress to arrange for private sector investment in key technologies to bolster programs of record. Lift government price and margin controls. Cost, often controlled through the anti-innovation technique of lowest-price, technically acceptable contracts, is not the key metric, particularly in emerging, dynamic technologies. What matters are outcomes and value. Restricting profit to a bureaucrat-calculated rate of 15 percent will drive innovative and nimble companies away from the DoD. Cost does not effectively incorporate other important metrics, including risk, prior investment and return on investment. Order quantities and frequency are also critical in determining reasonable costs, as these factors underpin business cases. It's not a coincidence that the world's largest, most innovative economy belongs to the same country that has the world's largest, most lethal military and is the world's most attractive target for emerging threats. The threat environment (intensified by the pandemic) makes clear that we need to change our approach; the state of our economy means that we need to start now. https://www.defensenews.com/opinion/commentary/2020/09/16/coronavirus-has-kept-us-close-to-home-its-a-helpful-lesson-for-strengthening-national-defense/