This is the 3-star presentation that headlines the annual Surface Navy Association Symposium in Washington DC. It give Surface Navy Stakeholders a view of what is going on in the Nations's fleet of ships.
VADM Dirk J. Debbink is retiring as Chief of Navy Reserve after four years of service. Under his leadership, he ensured that every Reserve Sailor had meaningful work and that their families and employers were recognized for their support. His accomplishments have greatly impacted the Navy Reserve and established his legacy. This was VADM Debbink's last Friday in office as Chief of Navy Reserve.
The weekly report provides updates on Navy Reserve Force initiatives and events. It notes that 128 sites now have WiFi access through a NAVSEA program honoring Chiefs, and that annual IA training is 93% complete for Navy Reserve Force. Upcoming events include retirement ceremonies in Jacksonville and speaking engagements in Des Moines and Iowa. Medical readiness remains high at 90.7% for the Navy Reserve.
Vice Admiral Johnny Wolfe testified before the House Armed Services Committee about the priorities for the Department of Defense's nuclear forces. He discussed the importance of the sea-based leg of the nuclear triad provided by Ohio-class ballistic missile submarines armed with Trident II missiles. Wolfe emphasized that sustaining and modernizing this capability through programs like the Trident II Life Extension Program and Columbia-class submarine program are top priorities due to growing threats and the return of Great Power competition. He also stressed the importance of safety, security, and maintaining excellence in all aspects of the nuclear weapons program.
The Center for Surface Combat Systems (CSCS) trains over 38,000 sailors annually through 700 courses at 14 learning sites globally. Its mission is to develop and deliver surface combat systems training to achieve surface warfare superiority. It trains sailors on weapons and combat systems like the Aegis combat system, missiles, sonar and more. Recent investments include new simulators and expanding facilities to train sailors on new ships and technologies like the Littoral Combat Ship and ballistic missile defense systems.
This weekly report from the Fleet and Family Readiness Program provides updates on Navy programs and policies, including memorial travel allowances, the 40th anniversary of the Ombudsman Program, and a new "My Personnel Information" page on the NPC website to help sailors access personnel records and training information. It also provides information on operational support from Navy reservists and upcoming events.
The document discusses several topics related to military personnel planning and policy:
- It summarizes current end strengths and growth areas for active duty and reserve personnel, including increases in special operations forces and individual augmentees.
- It outlines challenges in sustaining personnel quality due to economic recovery factors like the post-9/11 GI Bill and national healthcare. More competitive retention is expected.
- It discusses force shaping strategies like the performance-based continuation board, Perform to Serve program, and selective reenlistment bonuses to maintain the right skill mix.
VADM Dirk J. Debbink is retiring as Chief of Navy Reserve after four years of service. Under his leadership, he ensured that every Reserve Sailor had meaningful work and that their families and employers were recognized for their support. His accomplishments have greatly impacted the Navy Reserve and established his legacy. This was VADM Debbink's last Friday in office as Chief of Navy Reserve.
The weekly report provides updates on Navy Reserve Force initiatives and events. It notes that 128 sites now have WiFi access through a NAVSEA program honoring Chiefs, and that annual IA training is 93% complete for Navy Reserve Force. Upcoming events include retirement ceremonies in Jacksonville and speaking engagements in Des Moines and Iowa. Medical readiness remains high at 90.7% for the Navy Reserve.
Vice Admiral Johnny Wolfe testified before the House Armed Services Committee about the priorities for the Department of Defense's nuclear forces. He discussed the importance of the sea-based leg of the nuclear triad provided by Ohio-class ballistic missile submarines armed with Trident II missiles. Wolfe emphasized that sustaining and modernizing this capability through programs like the Trident II Life Extension Program and Columbia-class submarine program are top priorities due to growing threats and the return of Great Power competition. He also stressed the importance of safety, security, and maintaining excellence in all aspects of the nuclear weapons program.
The Center for Surface Combat Systems (CSCS) trains over 38,000 sailors annually through 700 courses at 14 learning sites globally. Its mission is to develop and deliver surface combat systems training to achieve surface warfare superiority. It trains sailors on weapons and combat systems like the Aegis combat system, missiles, sonar and more. Recent investments include new simulators and expanding facilities to train sailors on new ships and technologies like the Littoral Combat Ship and ballistic missile defense systems.
This weekly report from the Fleet and Family Readiness Program provides updates on Navy programs and policies, including memorial travel allowances, the 40th anniversary of the Ombudsman Program, and a new "My Personnel Information" page on the NPC website to help sailors access personnel records and training information. It also provides information on operational support from Navy reservists and upcoming events.
The document discusses several topics related to military personnel planning and policy:
- It summarizes current end strengths and growth areas for active duty and reserve personnel, including increases in special operations forces and individual augmentees.
- It outlines challenges in sustaining personnel quality due to economic recovery factors like the post-9/11 GI Bill and national healthcare. More competitive retention is expected.
- It discusses force shaping strategies like the performance-based continuation board, Perform to Serve program, and selective reenlistment bonuses to maintain the right skill mix.
The weekly report discusses upcoming events to celebrate Independence Day and honor those who fought for freedom and democracy. It also provides an update on the delayed release of Navy Reserve advancement results on July 2nd due to retention numbers and planned force reductions. Navy leadership thanks sailors for their patience during this challenging cycle.
The weekly report provides information on the upcoming 97th Navy Reserve Anniversary ceremony, family support programs, and training opportunities like the Senior Enlisted Academy blended classes. It also includes updates on operational support levels and medical readiness for Reserve sailors.
Just a heads up (FYI only) on what is coming on detailing and At Sea special programs. Lots of reading to digest for CPOs / CCCs including the new CMS-ID NAVADMIN on Navy's needs for manning at sea, if you have any question from Sailor as they come up to you for career counseling. Note also the attached Updated Voluntary Sea Duty Program NAVADMIN about Section 2(a) regarding HYT waivers.
Bottom line is - let's understand the program and encouraging extension of duties at sea (VSDP, SDIP, CPO-at-Sea & now CMS-ID Limited Detailing) - that's where the Navy needs our Sailors now.
The document outlines the Marine Aviation Plan for 2016-2026. It discusses current readiness challenges including decreased flight hours and increased mishap rates. It summarizes two recent readiness reviews of the Harrier and Super Stallion fleets. The plan proposes increasing flight hours and achieving a training level of T-2.0 across all tactical platforms by 2020 to improve future readiness. It also discusses ongoing modernization efforts and transition to new aircraft like the F-35, MV-22, and CH-53K to prepare for future challenges.
1) Fleet Master Chief Minyard addresses issues impacting readiness, including the importance of family support. He announces a new Family Readiness initiative and warns about the drug Spice spreading among sailors.
2) New developments include the approval of the Information Dominance Warfare pin, changes to the Enlisted Supervisor Retention Pay program, and the planned elimination of paper Field Service Records by September 2010.
3) Questions from sailors are answered regarding tuition assistance limits and the use of tape measurements for physical fitness assessments.
Billy D. Mullis has over 20 years of experience as an engineering technician and test officer at Aberdeen Test Center conducting testing on military vehicles and equipment. He is a certified master scuba diver with over 3,800 dives and experience managing diving operations. He has extensive knowledge and experience testing all variants of US and foreign ground vehicles, watercraft, and weapons systems.
VADM Debbink and the author visited over 900 sailors in 43 engagements in Kuwait, Bahrain, and Djibouti. They saw improvements in efficiency and morale. Sailors asked questions about pay, benefits, uniforms, and future manning. Leadership is focused on issues like pay problems and communicating with sailors. The report provides updates on topics like general military training, CAC cards, PRIMS data validation, and physical fitness assessments.
The weekly report provides updates on Reserve operations including over 19,000 Reservists providing operational support, over 6,700 mobilized or deployed, and training opportunities in the next 30-60 days. It also highlights efforts of Reservists in Alaska, Korea, and exercises, as well as medical readiness rates. Key themes are the Reserve force as timely, cost effective, and making a difference globally and locally through service.
The document provides updates from the Navy Reserve Force Master Chief. It summarizes a meeting with 10 previous Navy Reserve Force Master Chiefs to discuss their experiences addressing issues for enlisted reservists. It also highlights the dedication of Force Master Chief Tom Mobley who is battling ALS and still insisted on attending the event. Finally, it introduces the new Force Master Chief Chris Wheeler and wishes him success in leading the Navy Reserve into the future.
DKS Consultants is a minority-owned, Vietnam veteran aviation consulting company that has served US government customers since 1997. It has expertise in helicopter fielding, program management, logistics support, and training and has supported customers such as Sikorsky Aircraft, the US Army, Navy, and Air Force. DKS can assist with foreign military sales of aircraft such as the UH-60 and provide program and field support services.
The document summarizes discussions from the 2010 annual conference of the National Association of State Boating Law Administrators in Honolulu, Hawaii. It discusses several topics aimed at improving boating safety culture in the US, including strategies to increase life jacket wear rates through education campaigns and potential mandatory requirements. It also provides updates on recreational boating participation trends, boating accident statistics, and federal grant programs and legislative efforts related to boating safety.
Gordan Evans Van Hook is a retired US Navy Captain and current sole proprietor of Maritime Insights, LLC and country agent for Odense Maritime Technology A/S. He has 29 years of naval experience commanding ships and task forces, and 8 years of experience in the commercial maritime industry managing ships and business units. He currently leads business development efforts for OMT in the US, Canada, and Americas.
This newsletter highlights four sailors who exemplify the Navy Ethos through their leadership, commitment to mission, and service. MN2 Thomas G. Harrell is recognized for qualifying his team a year early and volunteering off-duty. AWF1 William M. Bauerle counseled a sailor professionally and created study guides. CT1C Kyle J. Parkinson provides analysis and guides junior sailors. CSC James C. Liles risked his life to save a man from drowning. These sailors serve as role models and live up to the Navy's core values.
The document discusses optimizing enlisted career paths and sea-shore flow (SSF) by determining optimal sea tour lengths based on factors like enlisted community EPA, continuation rates, and gain distributions rather than using sea-shore billet ratios. SSF provides more predictable career paths for sailors, incentives for time at sea, improved geographic stability, and helps ensure the right experience levels and mix of work within the Navy. The Navy has learned sea-shore rotation is not accurate for a sea-centric force and SSF can improve FIT by potentially shortening some first sea tours.
Current individual combat Marine loads vary from 97 to 135 pounds. - vs. a recommended maximum of 50 pounds. Considerable anecdotal information based on current combat operations indicates heavier loads severely reduce Marine or soldier effectiveness, especially on long-duration patrols, close-in urban combat and other adverse situations. This weight is excessive and the trend will continue unless positive action is taken. The study focused on the Marine Rifle Squad as "the system."
This newsletter provides information on Sailors who exemplify the Navy Ethos through their actions and leadership. It discusses four Sailors who demonstrate qualities like being well-prepared, committed to mission accomplishment, and defending the nation with strength and dignity. It encourages all Sailors to live up to the Navy Ethos and Core Values through their own actions.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
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The weekly report discusses upcoming events to celebrate Independence Day and honor those who fought for freedom and democracy. It also provides an update on the delayed release of Navy Reserve advancement results on July 2nd due to retention numbers and planned force reductions. Navy leadership thanks sailors for their patience during this challenging cycle.
The weekly report provides information on the upcoming 97th Navy Reserve Anniversary ceremony, family support programs, and training opportunities like the Senior Enlisted Academy blended classes. It also includes updates on operational support levels and medical readiness for Reserve sailors.
Just a heads up (FYI only) on what is coming on detailing and At Sea special programs. Lots of reading to digest for CPOs / CCCs including the new CMS-ID NAVADMIN on Navy's needs for manning at sea, if you have any question from Sailor as they come up to you for career counseling. Note also the attached Updated Voluntary Sea Duty Program NAVADMIN about Section 2(a) regarding HYT waivers.
Bottom line is - let's understand the program and encouraging extension of duties at sea (VSDP, SDIP, CPO-at-Sea & now CMS-ID Limited Detailing) - that's where the Navy needs our Sailors now.
The document outlines the Marine Aviation Plan for 2016-2026. It discusses current readiness challenges including decreased flight hours and increased mishap rates. It summarizes two recent readiness reviews of the Harrier and Super Stallion fleets. The plan proposes increasing flight hours and achieving a training level of T-2.0 across all tactical platforms by 2020 to improve future readiness. It also discusses ongoing modernization efforts and transition to new aircraft like the F-35, MV-22, and CH-53K to prepare for future challenges.
1) Fleet Master Chief Minyard addresses issues impacting readiness, including the importance of family support. He announces a new Family Readiness initiative and warns about the drug Spice spreading among sailors.
2) New developments include the approval of the Information Dominance Warfare pin, changes to the Enlisted Supervisor Retention Pay program, and the planned elimination of paper Field Service Records by September 2010.
3) Questions from sailors are answered regarding tuition assistance limits and the use of tape measurements for physical fitness assessments.
Billy D. Mullis has over 20 years of experience as an engineering technician and test officer at Aberdeen Test Center conducting testing on military vehicles and equipment. He is a certified master scuba diver with over 3,800 dives and experience managing diving operations. He has extensive knowledge and experience testing all variants of US and foreign ground vehicles, watercraft, and weapons systems.
VADM Debbink and the author visited over 900 sailors in 43 engagements in Kuwait, Bahrain, and Djibouti. They saw improvements in efficiency and morale. Sailors asked questions about pay, benefits, uniforms, and future manning. Leadership is focused on issues like pay problems and communicating with sailors. The report provides updates on topics like general military training, CAC cards, PRIMS data validation, and physical fitness assessments.
The weekly report provides updates on Reserve operations including over 19,000 Reservists providing operational support, over 6,700 mobilized or deployed, and training opportunities in the next 30-60 days. It also highlights efforts of Reservists in Alaska, Korea, and exercises, as well as medical readiness rates. Key themes are the Reserve force as timely, cost effective, and making a difference globally and locally through service.
The document provides updates from the Navy Reserve Force Master Chief. It summarizes a meeting with 10 previous Navy Reserve Force Master Chiefs to discuss their experiences addressing issues for enlisted reservists. It also highlights the dedication of Force Master Chief Tom Mobley who is battling ALS and still insisted on attending the event. Finally, it introduces the new Force Master Chief Chris Wheeler and wishes him success in leading the Navy Reserve into the future.
DKS Consultants is a minority-owned, Vietnam veteran aviation consulting company that has served US government customers since 1997. It has expertise in helicopter fielding, program management, logistics support, and training and has supported customers such as Sikorsky Aircraft, the US Army, Navy, and Air Force. DKS can assist with foreign military sales of aircraft such as the UH-60 and provide program and field support services.
The document summarizes discussions from the 2010 annual conference of the National Association of State Boating Law Administrators in Honolulu, Hawaii. It discusses several topics aimed at improving boating safety culture in the US, including strategies to increase life jacket wear rates through education campaigns and potential mandatory requirements. It also provides updates on recreational boating participation trends, boating accident statistics, and federal grant programs and legislative efforts related to boating safety.
Gordan Evans Van Hook is a retired US Navy Captain and current sole proprietor of Maritime Insights, LLC and country agent for Odense Maritime Technology A/S. He has 29 years of naval experience commanding ships and task forces, and 8 years of experience in the commercial maritime industry managing ships and business units. He currently leads business development efforts for OMT in the US, Canada, and Americas.
This newsletter highlights four sailors who exemplify the Navy Ethos through their leadership, commitment to mission, and service. MN2 Thomas G. Harrell is recognized for qualifying his team a year early and volunteering off-duty. AWF1 William M. Bauerle counseled a sailor professionally and created study guides. CT1C Kyle J. Parkinson provides analysis and guides junior sailors. CSC James C. Liles risked his life to save a man from drowning. These sailors serve as role models and live up to the Navy's core values.
The document discusses optimizing enlisted career paths and sea-shore flow (SSF) by determining optimal sea tour lengths based on factors like enlisted community EPA, continuation rates, and gain distributions rather than using sea-shore billet ratios. SSF provides more predictable career paths for sailors, incentives for time at sea, improved geographic stability, and helps ensure the right experience levels and mix of work within the Navy. The Navy has learned sea-shore rotation is not accurate for a sea-centric force and SSF can improve FIT by potentially shortening some first sea tours.
Current individual combat Marine loads vary from 97 to 135 pounds. - vs. a recommended maximum of 50 pounds. Considerable anecdotal information based on current combat operations indicates heavier loads severely reduce Marine or soldier effectiveness, especially on long-duration patrols, close-in urban combat and other adverse situations. This weight is excessive and the trend will continue unless positive action is taken. The study focused on the Marine Rifle Squad as "the system."
This newsletter provides information on Sailors who exemplify the Navy Ethos through their actions and leadership. It discusses four Sailors who demonstrate qualities like being well-prepared, committed to mission accomplishment, and defending the nation with strength and dignity. It encourages all Sailors to live up to the Navy Ethos and Core Values through their own actions.
This presentation by Nathaniel Lane, Associate Professor in Economics at Oxford University, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
The importance of sustainable and efficient computational practices in artificial intelligence (AI) and deep learning has become increasingly critical. This webinar focuses on the intersection of sustainability and AI, highlighting the significance of energy-efficient deep learning, innovative randomization techniques in neural networks, the potential of reservoir computing, and the cutting-edge realm of neuromorphic computing. This webinar aims to connect theoretical knowledge with practical applications and provide insights into how these innovative approaches can lead to more robust, efficient, and environmentally conscious AI systems.
Webinar Speaker: Prof. Claudio Gallicchio, Assistant Professor, University of Pisa
Claudio Gallicchio is an Assistant Professor at the Department of Computer Science of the University of Pisa, Italy. His research involves merging concepts from Deep Learning, Dynamical Systems, and Randomized Neural Systems, and he has co-authored over 100 scientific publications on the subject. He is the founder of the IEEE CIS Task Force on Reservoir Computing, and the co-founder and chair of the IEEE Task Force on Randomization-based Neural Networks and Learning Systems. He is an associate editor of IEEE Transactions on Neural Networks and Learning Systems (TNNLS).
1.) Introduction
Our Movement is not new; it is the same as it was for Freedom, Justice, and Equality since we were labeled as slaves. However, this movement at its core must entail economics.
2.) Historical Context
This is the same movement because none of the previous movements, such as boycotts, were ever completed. For some, maybe, but for the most part, it’s just a place to keep your stable until you’re ready to assimilate them into your system. The rest of the crabs are left in the world’s worst parts, begging for scraps.
3.) Economic Empowerment
Our Movement aims to show that it is indeed possible for the less fortunate to establish their economic system. Everyone else – Caucasian, Asian, Mexican, Israeli, Jews, etc. – has their systems, and they all set up and usurp money from the less fortunate. So, the less fortunate buy from every one of them, yet none of them buy from the less fortunate. Moreover, the less fortunate really don’t have anything to sell.
4.) Collaboration with Organizations
Our Movement will demonstrate how organizations such as the National Association for the Advancement of Colored People, National Urban League, Black Lives Matter, and others can assist in creating a much more indestructible Black Wall Street.
5.) Vision for the Future
Our Movement will not settle for less than those who came before us and stopped before the rights were equal. The economy, jobs, healthcare, education, housing, incarceration – everything is unfair, and what isn’t is rigged for the less fortunate to fail, as evidenced in society.
6.) Call to Action
Our movement has started and implemented everything needed for the advancement of the economic system. There are positions for only those who understand the importance of this movement, as failure to address it will continue the degradation of the people deemed less fortunate.
No, this isn’t Noah’s Ark, nor am I a Prophet. I’m just a man who wrote a couple of books, created a magnificent website: http://www.thearkproject.llc, and who truly hopes to try and initiate a truly sustainable economic system for deprived people. We may not all have the same beliefs, but if our methods are tried, tested, and proven, we can come together and help others. My website: http://www.thearkproject.llc is very informative and considerably controversial. Please check it out, and if you are afraid, leave immediately; it’s no place for cowards. The last Prophet said: “Whoever among you sees an evil action, then let him change it with his hand [by taking action]; if he cannot, then with his tongue [by speaking out]; and if he cannot, then, with his heart – and that is the weakest of faith.” [Sahih Muslim] If we all, or even some of us, did this, there would be significant change. We are able to witness it on small and grand scales, for example, from climate control to business partnerships. I encourage, invite, and challenge you all to support me by visiting my website.
This presentation by Tim Capel, Director of the UK Information Commissioner’s Office Legal Service, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
• For a full set of 530+ questions. Go to
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Gamify it until you make it Improving Agile Development and Operations with ...Ben Linders
So many challenges, so little time. While we’re busy developing software and keeping it operational, we also need to sharpen the saw, but how? Gamification can be a way to look at how you’re doing and find out where to improve. It’s a great way to have everyone involved and get the best out of people.
In this presentation, Ben Linders will show how playing games with the DevOps coaching cards can help to explore your current development and deployment (DevOps) practices and decide as a team what to improve or experiment with.
The games that we play are based on an engagement model. Instead of imposing change, the games enable people to pull in ideas for change and apply those in a way that best suits their collective needs.
By playing games, you can learn from each other. Teams can use games, exercises, and coaching cards to discuss values, principles, and practices, and share their experiences and learnings.
Different game formats can be used to share experiences on DevOps principles and practices and explore how they can be applied effectively. This presentation provides an overview of playing formats and will inspire you to come up with your own formats.
This presentation by OECD, OECD Secretariat, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Pro-competitive Industrial Policy” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/pcip.
This presentation was uploaded with the author’s consent.
This presentation by Yong Lim, Professor of Economic Law at Seoul National University School of Law, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Thibault Schrepel, Associate Professor of Law at Vrije Universiteit Amsterdam University, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Juraj Čorba, Chair of OECD Working Party on Artificial Intelligence Governance (AIGO), was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
This presentation by Professor Giuseppe Colangelo, Jean Monnet Professor of European Innovation Policy, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
This presentation by OECD, OECD Secretariat, was made during the discussion “Artificial Intelligence, Data and Competition” held at the 143rd meeting of the OECD Competition Committee on 12 June 2024. More papers and presentations on the topic can be found at oe.cd/aicomp.
This presentation was uploaded with the author’s consent.
Why Psychological Safety Matters for Software Teams - ACE 2024 - Ben Linders.pdfBen Linders
Psychological safety in teams is important; team members must feel safe and able to communicate and collaborate effectively to deliver value. It’s also necessary to build long-lasting teams since things will happen and relationships will be strained.
But, how safe is a team? How can we determine if there are any factors that make the team unsafe or have an impact on the team’s culture?
In this mini-workshop, we’ll play games for psychological safety and team culture utilizing a deck of coaching cards, The Psychological Safety Cards. We will learn how to use gamification to gain a better understanding of what’s going on in teams. Individuals share what they have learned from working in teams, what has impacted the team’s safety and culture, and what has led to positive change.
Different game formats will be played in groups in parallel. Examples are an ice-breaker to get people talking about psychological safety, a constellation where people take positions about aspects of psychological safety in their team or organization, and collaborative card games where people work together to create an environment that fosters psychological safety.
This presentation by Katharine Kemp, Associate Professor at the Faculty of Law & Justice at UNSW Sydney, was made during the discussion “The Intersection between Competition and Data Privacy” held at the 143rd meeting of the OECD Competition Committee on 13 June 2024. More papers and presentations on the topic can be found at oe.cd/ibcdp.
This presentation was uploaded with the author’s consent.
Carrer goals.pptx and their importance in real lifeartemacademy2
Career goals serve as a roadmap for individuals, guiding them toward achieving long-term professional aspirations and personal fulfillment. Establishing clear career goals enables professionals to focus their efforts on developing specific skills, gaining relevant experience, and making strategic decisions that align with their desired career trajectory. By setting both short-term and long-term objectives, individuals can systematically track their progress, make necessary adjustments, and stay motivated. Short-term goals often include acquiring new qualifications, mastering particular competencies, or securing a specific role, while long-term goals might encompass reaching executive positions, becoming industry experts, or launching entrepreneurial ventures.
Moreover, having well-defined career goals fosters a sense of purpose and direction, enhancing job satisfaction and overall productivity. It encourages continuous learning and adaptation, as professionals remain attuned to industry trends and evolving job market demands. Career goals also facilitate better time management and resource allocation, as individuals prioritize tasks and opportunities that advance their professional growth. In addition, articulating career goals can aid in networking and mentorship, as it allows individuals to communicate their aspirations clearly to potential mentors, colleagues, and employers, thereby opening doors to valuable guidance and support. Ultimately, career goals are integral to personal and professional development, driving individuals toward sustained success and fulfillment in their chosen fields.
Carrer goals.pptx and their importance in real life
2011 Surface Navy Association Symposium SURFOR Presentation.pptx
1. The Surface Navy is the Foundation
The Surface Navy Today:
A View From The Bridge
Vice Admiral D.C. Curtis
Commander, Naval Surface Forces
2. 170 ships in the Surface Force
More than 40% of the force is deployed
U.S. Southern Command
U.S. Northern Command
U.S. Africa Command
U.S. European Command
U.S. Central Command
U.S. Pacific Command
Surface Force 2010 – “Warships Ready for Tasking” Worldwide
3. Forward Presence
Korea: Response to Crisis on the Peninsula
USS SHILOH, USS LASSEN, USS CURTIS
WILBUR positioned to respond to the
sinking of South Korean Patrol Boat
CHEONAN … they remain ready to
respond to crisis
FDNF ON POINT
4. Deterrence
Ballistic Missile Defense (BMD)
Emerging Mission Set Deployed as
Presidential Priority to EUCOM,
CENTCOM, and PACOM.
USS STOUT (DDG 55)
Mediterranean
USS DECATUR (DDG 73)
Arabian Gulf
AEGIS Ashore
5. Power Projection
Direct Support to Combat Operations
The Surface Force provides support to
ground combat operations in the 5th Fleet
Area of Operations
USMC from LHA/LHD
CG/DDG SLCM
Capability
Iraqi Oil Terminals
6. Maritime Security / Sea Control
Counter Piracy – Keeping the Sea Lanes Open
USS DUBUQUE and embarked
Marines storm pirated merchant
vessel off Somali Coast
HORN OF AFRICA
7. Counter-Illicit Trafficking Operations
Frigates; Littoral Combat Ship (LCS 1)
LCS 1 conducts counter-illicit
trafficking operations, interdicting
more than five tons of cocaine
USS FREEDOM (LCS 1)
USS MCINERNEY (FFG 8)
8. Humanitarian Assistance and
Disaster Response
Pakistan / Haiti / Philippines
HAITI
USS PELELIU ARG responds to
massive flooding in
Pakistan saving thousands
of lives.
SUPER
TYPHOON
JUAN
USS PELELIU
9. Building Partnership Capacity
Theater Security Cooperation
Partnership Missions continue to strengthen
cooperation and demonstrate our nation's
willingness to operate with foreign militaries and
governments.
AFRICA PARTNERSHIP
STATION PACIFIC PARTNERSHIP
CDRE Lisa Franchetti (DESRON 21)
11. SURFACE READINESS
Ensuring Our Ships Get To Expected Service Life
Accurate costing of
Surface Ship Maintenance
Improve I and O level
maintenance
Establish Engineering
Readiness Assessments
Improve AEGIS/BMD Ao
Shorten part support
timeline
Delivered:
Last Year: Tomorrow:
12. SURFACE READINESS
Ensuring Our Ships Get To Expected Service Life
Reestablished Life Cycle
Maintenance (ICMP)
Corrosion Control
BMD Kit/Forward staging
Surface Team One
INSURV Improvements
Accurate costing of
Surface Ship Maintenance
Improve I and O level
maintenance
Establish Engineering
Readiness Assessments
Historic funding levels
Improve AEGIS/BMD Ao
Redlines
Shorten part support
timeline
Delivered:
Last Year: Tomorrow:
13. Delivered:
Last Year: Tomorrow:
Execute AEGIS, BMD and MCM
Task Forces recommendations
LPD 17 Wholeness
DDG/CG/LHD/LSD Mid-Life
Modernization
Total Ship Readiness Assess/
Authorized Work Packages
Reestablished Life Cycle
Maintenance (ICMP)
Corrosion Control
BMD Kit/Forward staging
Surface Team One
INSURV Improvements
Accurate costing of
Surface Ship Maintenance
Improve I/O level
maintenance
Establish Engineering
Readiness Assessments
Historic funding levels
Improve AEGIS/BMD Ao
Redlines
Drive continued improvements
in parts support
Readiness/Type Desks
Shorten part support
timeline
SURFACE READINESS
Ensuring Our Ships Get To Expected Service Life
14. TRAINING
“T” back in ATG Training
Increase Live Fire
ASW/BMD MTT and
Advance Warfighting
Basic Phase Entitlement
SWOS Basic/SOSMRC
LCS - Train to Qualify
Improve standards
Warfighting mission remains our focus
Delivered:
Last Year: Tomorrow:
15. TRAINING
27% Increase in NCEA
SWO Probook Pilot
Reduced Basic Phase
Interferences
300% Increase in LTTs
Maintenance/Tactical
Waterfront Seminars
Improved Assessment
Results (EOC, 3M, SMC)
Delivered:
Last Year: Tomorrow:
“T” back in ATG Training
Increase Live Fire
ASW/BMD MTT and
Advance Warfighting
Basic Phase Entitlement
SWOS Basic/SOSMRC
LCS - Train to Qualify
Improve standards
Warfighting mission remains our focus
SWO Basic
16. TRAINING
Advance Synthetic
Training
SWOS Basic in FCAs/
1000 Grads in 2011
Expand Advanced
Warfighting
Training (AWT) to
other Mission Areas
Electronic Nav Training
Improvements
Delivered:
Last Year: Tomorrow:
“T” back in ATG Training
Increase Live Fire
ASW/BMD MTT and
Advance Warfighting
Basic Phase Entitlement
SWOS Basic/SOSMRC
LCS - Train to Qualify
Improve standards
Warfighting mission remains our focus
27% Increase in NCEA
SWO Probook Pilot
Reduced Basic Phase
Interferences
300% Increase in LTTs
Maintenance/Tactical
Waterfront Seminars
Improved Assessment
Results (EOC, 3M, SMC)
SWO Basic
17. MANNING
Improve NEC FIT
Targeted rating increases
Increase maintenance
and training Capacity ashore
Return sea-shore option
for technical ratings
Increase Surface Ship
Manning
Delivered:
Last Year: Tomorrow:
Reversing a Downward Trend
18. MANNING
Improve NEC FIT
Targeted rating increases
Increase maintenance
and training Capacity ashore
Return sea-shore option
for technical ratings
Increase Surface Ship
Manning
BMD/LCS/SAR Swimmer
Manning Improvements
Reversed Optimal
Manning (2200 billets)
Afloat manned to 96% . FIT
above 92%. NEC FIT
increased fm 55% to 67%
400 Military and 385 Civilian
billets back to the RMCs
New construction crews
fully funded
Delivered:
Last Year: Tomorrow:
Reversing a Downward Trend
19. MANNING
Reversing a Downward Trend
Improve NEC FIT
Targeted rating increases
Increase maintenance
and training Capacity ashore
Return sea-shore option
for technical ratings
Increase Surface Ship
Manning
Mineman Rating
Sustainment
Increase ATG Manning
Continue RMC manning
Increases
Increase SN/FN Manning
AEGIS Ashore
Increase A and C School
instructors
Increase FCs, ETs, GMs
Delivered:
Last Year: Tomorrow:
BMD/LCS/SAR Swimmer
Manning Improvements
Reversed Optimal
Manning (2200 billets)
Afloat manned to 96% . FIT
above 92%. NEC FIT
increased fm 55% to 67%
400 Military and 385 Civilian
billets back to the RMCs
New construction crews
fully funded
20. SURFACE WARFARE ENTERPRISE
The BIG Picture: Enterprise behavior is our day job
2011
2008 Tomorrow
Integrated Cross Functional
Teams worked with NAVSEA,
Fleet Integration Team
counterparts and Program
Sponsors to find the very
solutions you have just seen
Readiness baseline
established via
“Take a Fix” in AUG 2008
Back to Basics initiated
as we were finishing our
Readiness baseline JUL
2008
Integrated “Enterprise”
behavior prevents future
Perfect Storms
Continued Readiness
improvements with
reduced Total Ownership
Cost thru unprecedented
collaboration in removing
barriers
21. TOTAL FORCE
Sales
RC IA
AC IA
Reserve Component
Support for the Active
Force
Percentage of RC on IA
Percentage of AC on IA
INDIVIDUAL AUGMENTEES
22. Support our Sailors, Civilians & Families
Broaden Family and
Community outreach
Top 50 Employer
contributions
Family Readiness = Operational Readiness
Surface Forces leading the
way in Diversity
Professional Development
Improve Safety Forcewide
Delivered:
Last Year: Tomorrow:
23. Support our Sailors, Civilians & Families
Partners in Education
Surface OMBUDSMAN
Women’s Symposiums
West Coast Professional
Seminar
Expanded Social Media
Family Readiness = Operational Readiness
Zero Motorcycle fatalities;
Downward trends in DUI/
Domestic Violence/Suicide
Suicide Task Force
Delivered:
Last Year: Tomorrow:
Broaden Family and
Community outreach
Top 50 Employer
contributions
Surface Forces leading the
way in Diversity
Professional Development
Improve Safety Forcewide
24. West Coast Professional
Seminar
Support our Sailors, Civilians & Families
Family Readiness = Operational Readiness
Expand the Surface Driver
Safety Program Navywide
Continue decreasing trends in
Surface Force safety incidents
Education/Outreach to Reduce
Domestic Violence
Expand Pro-Seminars to all FCAs
Continue to provide the best
support/quality of life to our
Sailors and their families
Delivered:
Last Year: Tomorrow:
Broaden Family and
Community outreach
Top 50 Employer
contributions
Surface Forces leading the
way in Diversity
Professional Development
Improve Safety Forcewide
Partners in Education
Surface OMBUDSMAN
Women’s Symposiums
Expanded Social Media
Zero Motorcycle fatalities;
Downward trends in DUI/
Domestic Violence/Suicide
Suicide Task Force
25. The Surface Navy Today:
A View From The Bridge
“Living the Legacy”
Hinweis der Redaktion
The Surface Force meets challenges near and abroad, now and tomorrow in support of the Maritime Strategy.
Needs SURFACE MESH PIN
We continue to
Dubuque highlights.
Transition … We continue to conduct boardings off the Horn of Africa, rendering assistance … etc.
We deployed LCS 1 Early, on her maiden deployment she intercepted a drug smuggler …
The Surface Navy continues to
Pakistan Flood
A Great Year for Money
100% of Global Commitments met
A Great Year for Money
100% of Global Commitments met
A Great Year for Money
100% of Global Commitments met
Pending – SFTM-1E
Pending - Distance Support / Condition based Maintenance (is that 43 / 41?)
Pending – SFTM-1E
Pending - Distance Support / Condition based Maintenance (is that 43 / 41?)
Pending – SFTM-1E
Pending - Distance Support / Condition based Maintenance (is that 43 / 41?)
-So you might ask, what does SWE have to do with all these great results you just showed us?
-My answer is “everything.”
-We knew we had a problem and it centered on eroding basic professionalism.
-So we started the Back to Basics initiatives before we even knew the extent of the problem.
-It took the total enterprise to establish the Readiness baseline that showed we were headed out of the channel and headed for extremis.
-The situation was bigger than anything a TYCOM could solve.
-It took almost three years for the Personnel Readiness Team to get integrated solutions in place with the help of Fleet Commanders and the OPNAV N1 Sponsors to restore the manning excessively removed from Optimally Manned ships and SIMAs (now RMCs).
-That is the value of enterprise behavior and it has to be the way we do business from now on, or we will face the same dilemma in the tight budget years ahead!
Surface Reserve Component Working Group (SRC WG)
- Completed the second Surface Reserve Component Working Group (SRC WG) Meeting in September. The SRC WG was stood up by my deputy, RADM Shatynski to re-vitalize the Reserve SWO Community and to define future missions and capabilities. Although the group has only been in existence for eight months, they have been instrumental in defining and initiating Reserve support to both LCS and BMD. They have also been tackling our greatest challenge - transitioning our SWO Junior Officers into the Reserve once they resign from active duty. And in many cases their forward leaning and proactive approach is helping to obtain these JO's as they are making their decision to transition to the civilian community which is going to pay huge dividends on behalf of both the Reserve and Active component when it comes to saving critically needed training resources.
LCS
- Stood up our first four Navy Reserve (NR) LCS Detachments.
- Three Surface reservists from NR LCS Seaframe Detachment 206 in New York were able to support LCS-2's recent visit to Newport RI.
- LT Katrina Conley from LCSRON just transitioned from the Active Component (AC) and affiliated as a SELRES in LCS Squadron DET 101 in San Diego. She is looking forward to continuing her support to LCS as a reserve SWO.
BMD
- Assessed the Surface Reserve force for existing BMD qualifications and opportunities. Provided a way ahead to capture Reserve SWO and enlisted BMD expertise within existing NR units and stand up dedicated NR BMD support units.
Community Health
- Conducted the first Major Command Board for the MAREXSECRON units. Aligned the process for Naval Reserve Surface Command selection with the active Surface and Naval Reserve Air selection processes.
- Integrated the Surface Reserve Component into the SWO E-Mentoring portal. Additionally, Reserve SWO Flag Officers have set up watchbill to team with Reserve SWO CAPT's in an effort to energize SWO mentoring in the Surface Reserve force. Concurrently, senior and junior RC SWOs are teaming with the Career Transition Office (CTO) to engage and recruit active duty SWO JOs who have submitted their letter of resignation.
- Developing RC SWO community health metrics aligned with active metrics with the goal to provide a Navy Total Force (NTF) view for community leaders.
Strategic Communications
- Conducted the first two Junior Officer Outreach events in Norfolk and San Diego to better inform those Active Component Surface Warfare Officers who are considering leaving active duty about the opportunities available to them in the Reserves.
- The SRC WG has partnered with the Career Transition Office at NPC to identify officers who are leaving active duty and to conduct outreach efforts from RC SWO's to inform these officers of the opportunities available in the Navy Reserve.
Local support from CNSP Reserve Detachment
The Real-time Reutilization Asset Management (RRAM) efforts continue to be an incredibly successful program. We have seen tremendous savings in FY 2010. I am pleased to share with you that cost avoidance numbers through the end of FY 10 were $44.6M, a growth of ten percent over FY 2009.
The CNSP Detachment Alpha Reserve Component are proving time and time again they are an integral part of the RRAM contract and through drill periods and two week active duty for training augment RRAM contract personnel to reduce backlog due to excess offload material and process high priority material requisitions improving RRAM response time and asset visibility for the force.
Another good example of the level of support we have received, our CNSP Reserve Detachment flew a team of reservists to Pearl Harbor last year and helped with off loading two DDG's in support of this endeavor freeing up valuable resources the ships could direct elsewhere, thereby saving critically important man-hours and funding down-range.
This program is just one example of how we are integrating the Reserve Component into the "Total Force" strengthening our Global Force for Good, and doing so in such a way that everyone benefits, active and reserve.
Promoted the Commanding Officer of our CNSP Detachment Alpha Reserve Component to Captain.
Surface Reserve Component Working Group (SRC WG)
- Completed the second Surface Reserve Component Working Group (SRC WG) Meeting in September. The SRC WG was stood up by my deputy, RADM Shatynski to re-vitalize the Reserve SWO Community and to define future missions and capabilities. Although the group has only been in existence for eight months, they have been instrumental in defining and initiating Reserve support to both LCS and BMD. They have also been tackling our greatest challenge - transitioning our SWO Junior Officers into the Reserve once they resign from active duty. And in many cases their forward leaning and proactive approach is helping to obtain these JO's as they are making their decision to transition to the civilian community which is going to pay huge dividends on behalf of both the Reserve and Active component when it comes to saving critically needed training resources.
LCS
- Stood up our first four Navy Reserve (NR) LCS Detachments.
- Three Surface reservists from NR LCS Seaframe Detachment 206 in New York were able to support LCS-2's recent visit to Newport RI.
- LT Katrina Conley from LCSRON just transitioned from the Active Component (AC) and affiliated as a SELRES in LCS Squadron DET 101 in San Diego. She is looking forward to continuing her support to LCS as a reserve SWO.
BMD
- Assessed the Surface Reserve force for existing BMD qualifications and opportunities. Provided a way ahead to capture Reserve SWO and enlisted BMD expertise within existing NR units and stand up dedicated NR BMD support units.
Community Health
- Conducted the first Major Command Board for the MAREXSECRON units. Aligned the process for Naval Reserve Surface Command selection with the active Surface and Naval Reserve Air selection processes.
- Integrated the Surface Reserve Component into the SWO E-Mentoring portal. Additionally, Reserve SWO Flag Officers have set up watchbill to team with Reserve SWO CAPT's in an effort to energize SWO mentoring in the Surface Reserve force. Concurrently, senior and junior RC SWOs are teaming with the Career Transition Office (CTO) to engage and recruit active duty SWO JOs who have submitted their letter of resignation.
- Developing RC SWO community health metrics aligned with active metrics with the goal to provide a Navy Total Force (NTF) view for community leaders.
Strategic Communications
- Conducted the first two Junior Officer Outreach events in Norfolk and San Diego to better inform those Active Component Surface Warfare Officers who are considering leaving active duty about the opportunities available to them in the Reserves.
- The SRC WG has partnered with the Career Transition Office at NPC to identify officers who are leaving active duty and to conduct outreach efforts from RC SWO's to inform these officers of the opportunities available in the Navy Reserve.
Local support from CNSP Reserve Detachment
The Real-time Reutilization Asset Management (RRAM) efforts continue to be an incredibly successful program. We have seen tremendous savings in FY 2010. I am pleased to share with you that cost avoidance numbers through the end of FY 10 were $44.6M, a growth of ten percent over FY 2009.
The CNSP Detachment Alpha Reserve Component are proving time and time again they are an integral part of the RRAM contract and through drill periods and two week active duty for training augment RRAM contract personnel to reduce backlog due to excess offload material and process high priority material requisitions improving RRAM response time and asset visibility for the force.
Another good example of the level of support we have received, our CNSP Reserve Detachment flew a team of reservists to Pearl Harbor last year and helped with off loading two DDG's in support of this endeavor freeing up valuable resources the ships could direct elsewhere, thereby saving critically important man-hours and funding down-range.
This program is just one example of how we are integrating the Reserve Component into the "Total Force" strengthening our Global Force for Good, and doing so in such a way that everyone benefits, active and reserve.
Promoted the Commanding Officer of our CNSP Detachment Alpha Reserve Component to Captain.
Surface Reserve Component Working Group (SRC WG)
- Completed the second Surface Reserve Component Working Group (SRC WG) Meeting in September. The SRC WG was stood up by my deputy, RADM Shatynski to re-vitalize the Reserve SWO Community and to define future missions and capabilities. Although the group has only been in existence for eight months, they have been instrumental in defining and initiating Reserve support to both LCS and BMD. They have also been tackling our greatest challenge - transitioning our SWO Junior Officers into the Reserve once they resign from active duty. And in many cases their forward leaning and proactive approach is helping to obtain these JO's as they are making their decision to transition to the civilian community which is going to pay huge dividends on behalf of both the Reserve and Active component when it comes to saving critically needed training resources.
LCS
- Stood up our first four Navy Reserve (NR) LCS Detachments.
- Three Surface reservists from NR LCS Seaframe Detachment 206 in New York were able to support LCS-2's recent visit to Newport RI.
- LT Katrina Conley from LCSRON just transitioned from the Active Component (AC) and affiliated as a SELRES in LCS Squadron DET 101 in San Diego. She is looking forward to continuing her support to LCS as a reserve SWO.
BMD
- Assessed the Surface Reserve force for existing BMD qualifications and opportunities. Provided a way ahead to capture Reserve SWO and enlisted BMD expertise within existing NR units and stand up dedicated NR BMD support units.
Community Health
- Conducted the first Major Command Board for the MAREXSECRON units. Aligned the process for Naval Reserve Surface Command selection with the active Surface and Naval Reserve Air selection processes.
- Integrated the Surface Reserve Component into the SWO E-Mentoring portal. Additionally, Reserve SWO Flag Officers have set up watchbill to team with Reserve SWO CAPT's in an effort to energize SWO mentoring in the Surface Reserve force. Concurrently, senior and junior RC SWOs are teaming with the Career Transition Office (CTO) to engage and recruit active duty SWO JOs who have submitted their letter of resignation.
- Developing RC SWO community health metrics aligned with active metrics with the goal to provide a Navy Total Force (NTF) view for community leaders.
Strategic Communications
- Conducted the first two Junior Officer Outreach events in Norfolk and San Diego to better inform those Active Component Surface Warfare Officers who are considering leaving active duty about the opportunities available to them in the Reserves.
- The SRC WG has partnered with the Career Transition Office at NPC to identify officers who are leaving active duty and to conduct outreach efforts from RC SWO's to inform these officers of the opportunities available in the Navy Reserve.
Local support from CNSP Reserve Detachment
The Real-time Reutilization Asset Management (RRAM) efforts continue to be an incredibly successful program. We have seen tremendous savings in FY 2010. I am pleased to share with you that cost avoidance numbers through the end of FY 10 were $44.6M, a growth of ten percent over FY 2009.
The CNSP Detachment Alpha Reserve Component are proving time and time again they are an integral part of the RRAM contract and through drill periods and two week active duty for training augment RRAM contract personnel to reduce backlog due to excess offload material and process high priority material requisitions improving RRAM response time and asset visibility for the force.
Another good example of the level of support we have received, our CNSP Reserve Detachment flew a team of reservists to Pearl Harbor last year and helped with off loading two DDG's in support of this endeavor freeing up valuable resources the ships could direct elsewhere, thereby saving critically important man-hours and funding down-range.
This program is just one example of how we are integrating the Reserve Component into the "Total Force" strengthening our Global Force for Good, and doing so in such a way that everyone benefits, active and reserve.
Promoted the Commanding Officer of our CNSP Detachment Alpha Reserve Component to Captain.