CMDR. FRANK GASPERETTI SERVED AS CODE 900'S PRODUCTION RESOURCES OFFICER
EXPERT TRADESPERSONS WANTED: NSS-SY PEOPLE PILLAR DEVELOPS NEW CAREER PATH TO SUPPORT MECHANICS ACROSS THE ENTERPRISE
Table of Contents
IN THIS ISSUE Features: COVER WOMEN'S
EQUALITY DAY, GRAPHIC BY MARISA BERKEY
3 SHIPYARD TRIVIA: YARD DERRICK 26 (YD-26)
4 FROM THE COMMANDER: YOU ARE THE DIFFERENCE MAKERS!
6 EXPERT TRADESPERSONS
WANTED: NSS-SY PEOPLE PILLAR DEVELOPS NEW CAREER PATH TO SUPPORT MECHANICS ACROSS THE ENTERPRISE
7 JOIN THE AMERICA'S
SHIPYARD TEAM: NORFOLK NAVAL SHIPYARD IS HIRING!
8 CMDR. FRANK GASPERETTI BRINGS ENERGY TO CODE 900 AS PRODUCTION RESOURCES OFFICER
19 FORKLIFT WARNING SYSTEM
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19 A MATTER OF ETHICS 20 CONGRATULATIONS EDP CADRE X GRADUATES
21 NNSY APPRENTICESHIP PROGRAM NOW ACCEPTING APPLICATIONS UNTIL SEPT. 1
22 NOBODY GETS HURT TODAY: SAFETY FIRST!
24 NNSY DUMPSTER AND RECYCLING GUIDANCE
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26 JOIN THE NNSY DIVERSITY, EQUITY AND INCLUSION STRATEGIC TEAM
27 NAVY NIGHT WITH THE TIDES - AUG. 20
CFRAM FRAUD SCHEME 10 CONGRATULATIONS NAS 28 AWARENESS: CONFLICT OF SCHOLASHIP WINNERS
11 SHIPYARD INSIDER 12 SHIPYARD SPOTLIGHT: MIKE WESTERVELD
14 OUR YARD HISTORY: COMMISSIONING OF USS ALABAMA
16 SETTING THE STANDARD:
EXECUTIVE DEVELOPMENT PROGRAM’S CADRE XI TAKES ON THE CHALLENGE TO BECOME FUTURE LEADERS OF THE ENTERPRISE 2 • SERVICE TO THE FLEET • AUGUST 2022
INTEREST
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SHIPYARD COMMANDER Capt. Dianna Wolfson EXECUTIVE OFFICER Capt. Todd Nichols COMMAND MASTER CHIEF CMDCM Brent Blalock EXECUTIVE DIRECTOR (CODE 1100) Brad Crosby PUBLIC AFFAIRS OFFICER Alton Dunham SERVICE TO THE FLEET EDITOR Kristi Britt PUBLIC AFFAIRS STAFF Michael Brayshaw, Troy Miller, Erica Miranda, Marcus Robbins, Curtis Steward VISUAL INFORMATION DIRECTOR Jason Scarborough VISUAL INFORMATION STAFF Marisa Berkey, Danny DeAngelis, Justin Debraux, Cole Fraser, Lorenzo Raines, Shelby West EMAIL THE PUBLIC AFFAIRS OFFICE nnsy_pao@us.navy.mil EMPLOYEE INFORMATION HOTLINE (757) 396-9551
VOLUME 85 • NUMBER 08
Service to the Fleet
NNSY DISCIPLINARY CORNER During the month of June, the command issued numerous actions. The following are examples and associated behaviors: 14 Letters of Cautions: (supervisor) Performance; Medical inability to Conduct; unprofessional conduct as a perform the essential functions of Supervisor; (non-supervisor) Conduct; their position. Attendance; excessive participating in a lottery pool, unauthorized absence and failure to obtaining training materials without follow proper leave procedures. permissions, and failure to comply with NNSY COVID-19 mandatory face 8 Suspensions: (supervisor) mask requirement. Conduct; failure to follow proper work procedures; (non-supervisor) 9 Letters of Reprimands: (supervisor) Security; working in a secure area Conduct; disrespectful conduct towards on an expired badge and having a manager and failure to ensure that a government cellular phone in the the code of conduct was maintained ECC during a training event, being with self and subordinates; (nonin possession of a personal phone supervisor) Conduct; promotion of with camera in CIA. Attendance; gambling while on Federal property, unauthorized leave. Performance; sleeping on duty, mismanagement of failure to perform as instructed and TIP Program, failure to comply with sleeping on duty. NNSY COVID-19 mandatory face mask requirement, and failure to 1 Termination: (non-supervisor) comply with NNSY COVID-19 policy Performance; failure to satisfactorily regarding self-screening. complete the academic requirement of the apprentice program. Conduct; 5 Removals: (supervisor) Attendance; inappropriate behavior and conduct in Excessive unauthorized absence the workplace and failure to comply and failure to follow proper leave with a direct order of a supervisor. procedures; (non-supervisor)
SHIPYARD TRIVIA BY MARCUS W. ROBBINS • SHIPYARD HISTORIAN
FRAUD, WASTE & ABUSE HOTLINE (757) 396-7971 SERVICE TO THE FLEET is a Department of Defense publication and is authorized for members of the DoD. Contents of Service to the Fleet are not necessarily the official views of, or endorsed by, the U.S. Government, the DoD, or Norfolk Naval Shipyard. Service to the Fleet is published monthly. Submissions are due on the 10th of each month. The public affairs staff reserves the right to edit submissions for content and brevity.
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In the year of 1916, a large pontoon structure is constructed and delivered to the Norfolk Navy Yard. Completed within Wet Slip #2 upon the pontoon was a crane structure known as Yard Derrick 26 (YD-26); it was massive. By 1917, the YD-26 is functional as a 150-ton lifting capacity floating pontoon crane. Not constrained with need of rail tracks, it could simply float to any waterfront jobsite. This crane was amazing and served our shipyard for about 75 years before being retired, circa 1992. August of 2008 is the last known photograph of the YD-26, a rusting hulk silently resting in New Jersey awaiting to be broken now with only fading memories of its proud and uplifting service.
AUGUST 2022 • SERVICE TO THE FLEET • 3
From the Commander, Capt. Dianna Wolfson: You are the Difference Makers!
4 • SERVICE TO THE FLEET • AUGUST 2022
Hello America’s Shipyard! This has been an exciting summer of opportunity and challenges, and we are stepping up as ONE TEAM in getting better at achieving our ONE MISSION! When I became your Shipyard Commander, I committed you would hear from me a lot. But in order to move the needle in the right direction most swiftly and maximize our efforts, I need to hear from you a lot too. You may be wondering why we have had so many surveys in 2022, but I really view them as an important ongoing conversation. Your inputs and insights matter, because YOU are the difference makers in our ability to deliver our warships “on time, every time.” If there’s a problem impacting our ability to do what’s needed, we are all empowered to fix or elevate the issue. We must know about obstacles holding you back. As part of this effort, we will be checking in with you regularly to see how our transformation effort is progressing. That’s why we launched our third Ready, Willing, Able Survey last month as part of our Naval Sustainment System – Shipyards (NSS-SY) effort, focused on identifying and implementing best practices across the four public shipyards. Thank you to all who provided candid feedback of our continued efforts to Get Real, Get Better. For the first time, this survey was expanded beyond the shipyards to other stakeholders including NAVSEA headquarters, its Program Executive Offices, Type Commanders, NAVSUP and NAVAIR. Some of you may have heard me talk about the concept “supported and supporting.” Casting a wider net on this survey will provide a better understanding on how well you’re being supported, and where we need some additional attention. Your responses will be used to adjust NSS-SY initiatives. As an example, the inputs we received from the second RWA Survey about lack of training and understanding of Project Management Fundamentals led to tailored training for members working projects in execution like USS DWIGHT D. EISENHOWER (CVN 69) and USS TOLEDO (SSN 769). NSS-SY continues to bring
improvements to our business. This includes the new expert tradesperson career path, which promotes expert WG-10 level (WG-11 in some trades) mechanics to WL-10 and WL-11 paygrades. This gives mechanics the opportunity to choose a career path as a technical expert tradesperson work leader, or a supervisory role as a management work leader. Another NSSSY success is the tech refresh of laptops deployed across the shipyards. These new machines are returning valuable workday time that had been lost to latency. More than 3,700 new laptops have been deployed in the shipyard, about one-third of our computer population. Over the next 12 months, we intend to distribute over 7,000 more across the shipyard. As a follow up to what I shared last month, we continue to pursue NAVSEA Inspector General (IG) workforce survey concerns. Beyond the 32 percent participation rate across our workforce, more than 1,800 respondents provided comments, the majority relating to infrastructure. Our Diversity, Equity and Inclusion Office (Code 1103) partnered with our Culture Change Team to thoroughly review these concerns, identify themes, and distribute them to the appropriate Strategic Framework pillar teams to inform pillar actions. Stay tuned for more to come! Our NAVSEA IG survey feedback revealed we still have work to do in Building a Better Culture. One of the takeaways for me from that feedback is the need to better communicate our efforts. A key initiative for us this year was establishing our Code 100i Administrative Investigations Division (AID) for handling reports of serious misconduct. Establishing AID was part of our commitment to you; there is no place for toxic behaviors in our shipyard. I have asked you to “see something, say something, do something” in either fixing or elevating improper behaviors so we can build the needed culture together. Because that’s what you deserve, and our Navy demands. No matter the modern equipment or new facilities we build, it’s YOU--the valued member of America’s Shipyard--who will always be
our number one asset. As leaders, we must lean in, support you and provide an environment where you are inspired to give your best every day. And here’s some data: Since January, Code 100i has handled over 100 reports, including those from employees and other department-directed inquiries. Questions and reports have varied in complexity, ranging from policy clarification to serious misconduct allegations. In each case, AID staff members addressed employee concerns and helped reach a resolution. Not every report required an official investigation. Corrective actions extended from quickly contacting a department to implement a solution, to significant investigations with many stakeholders. While these actions varied based on the concerns, the commonality is our employees are being heard and receiving feedback. Thank you to those having the courage to voice your concerns. It takes all of us across our ONE TEAM in Building a Better Culture so we can most effectively meet our ONE MISSION. Remember, should you need to report serious misconduct (or just have a question) call the AID Line at 757-396-0461 or email NNSY_AID_C100i@navy.mil. The end of summer is coming fast, so let’s make it a great month in America’s Shipyard! Thank you for all you do! #wegotthis
Capt. Dianna Wolfson Commander, Norfolk Naval Shipyard
GIVE BLOOD SAVE LIVES
Norfolk Naval Shipyard is continuing its fight on the emergency blood shortage and we need your help to deliver blood supplies to those in need. Here's a list of upcoming blood drives coming to the shipyard. All blood drives are held in the Bldg. 1500 Lobby from 8:30 a.m. to 12:30 p.m. September 20 - 21 December 12 - 13 Walk-ins are welcome! Appointments can be made at https://www.militarydonor.com/ For more information, please contact Melanie Prescott at melanie.prescott@navy.mil or go to https://www.militaryblood.dod.mil/
EXPERT TRADESPERSONS WANTED:
NSS-SY PEOPLE PILLAR DEVELOPS NEW CAREER PATH TO SUPPORT MECHANICS ACROSS THE ENTERPRISE STORY BY KRISTI BRITT • PUBLIC AFFAIRS SPECIALIST PHOTO BY DANNY DEANGELIS • NNSY PHOTOGRAPHER
One of Norfolk Naval Shipyard’s (NNSY) greatest assets is its people, the folks putting in the hard work each day to meet the mission to repair, modernize, and inactivate the Navy’s warships any time, every time, to protect America. Through the efforts of the Naval Sustainment System – Shipyards (NSS-SY) People Pillar, a new career opportunity has opened up across the enterprise for the mechanics on the deckplate, providing experts within their trades with the means and motivation to train and mentor the next generation of journey-level workers who service our nation’s fleet. The NSS-SY People Pillar Team has developed the career path in the trades known as the Expert Tradesperson Work Leader – providing WG-10s an opportunity to advance to a WL-10 and creating an incentive to further a career in the trades across all four public shipyards. This is a career path that empowers the production workforce through increased responsibilities and authorities while preserving wrench turning capability. Mechanics will be able to work toward a career as an expert tradesperson through the apprenticeship path or by progressing through the wage grade levels until they reach a WG-10. With the addition of the new career path, the mechanic can then apply for expert tradesperson work leader (nonsupervisory) or management work leader. “We have so much talent at our shipyards, with our mechanics truly ensuring our fleet is at peak performance,” said Code 900B Workforce Development Manager and NNSY NSS-SY People Pillar Lead John Veal. “We want our mechanics to know that we care about them, their careers, and what they bring to the table. For many, they want to continue to advance 6 • SERVICE TO THE FLEET • AUGUST 2022
in their trades without taking on the duties of a work leader or supervisor, keeping their focus on the craft itself instead of taking on more administrative or executive duties. With this new career path in place, we get to elevate those master craftsmen, those expert tradespersons who can conduct the work on the deckplate as well as become mentors for their fellow mechanics. We’re investing in the future of our mechanics – and preserving the trade skills needed to service the fleet.” The NSS-SY People Pillar Team began the process to develop the expert tradesperson career path by completing the evaluation of position descriptions in various levels of the Federal Wage System. They evaluated series grade levels and pay ranges to assess incentives that may increase retention. Once completed, a new position description was classified and is now available to formally recognize an expert tradesperson across the enterprise. This initiative has already begun its pilot across the four public shipyards. Eventually all trades, across all four shipyards, will offer the expert tradesperson career path – with the pilot focusing on trades such as riggers, marine machinery mechanics, painters, pipefitters, welders, electricians, and more. Announcements will be made through USAJobs.gov. For those interested in more training opportunities for developing effective resumes for Federal Government, Fleet Human Resources is providing a resume writing course via teleconference Aug. 11 for all NNSY personnel from 11:20 a.m. to 12 p.m. Contact Germaine Harris-Hardy at germaine.l.harrishardy.civ@us.navy.mil to register.
JOIN THE AMERICA'S SHIPYARD TEAM: NORFOLK NAVAL SHIPYARD IS HIRING!
Norfolk Naval Shipyard (NNSY), an equal opportunity employer in Hampton Roads, has full time job opportunities available for production skill trades and more. The shipyard is currently hosting monthly job fairs to provide all interested applicants with opportunities to speak with the various codes and hiring officials, provide their resumes, and interview for positions within the Federal Government. The upcoming job fairs will be August 17, September 21, and October 12 from 9 a.m. to 3 p.m. at Chesapeake Conference Center. Why apply? Not only can you build a lasting career as you work in the trade of your choice, you also receive benefits such as federal employee health benefits, dental and vision insurance, annual and sick leave four hours EACH per pay period (with increases spanning your career); life insurance; and Thrift Savings Plan coverage with government matching up to 3%. In addition, interested applicants may be eligible for a signing bonus up to $5,000 for the below WG positions to support NNSY: Charleston, SC; Kings Bay, GA; and Philadelphia, PA. Trades hiring include: Marine Machinery Mechanics, Machinists, Machine Tool Operators, Welders, Riggers, Electricians, Pipefitters, A/C Equipment Technicians, Shipfitters, Shipwrights, and more! All interested applicants must be a U.S. citizen and be able to pass a government pre-employment screening process. Job opportunities for America's Shipyard are also available at USAJOBS.gov. (Photos by Danny DeAngelis, NNSY Photographer)
Cmdr. Frank Gasperetti Brings Energy to Code 900 as Production Resources Officer STORY BY TROY MILLER • PUBLIC AFFAIRS SPECIALIST PHOTOS BY SHELBY WEST • NNSY PHOTOGRAPHER
Recently Cmdr. Frank Gasperetti became Norfolk Naval Shipyard’s (NNSY) Production Resources Officer, Code 900. Also recently selected to the rank of Captain, this isn’t quite what he had in mind when he graduated high school in New Berlin, Wisconsin in 1996. “Growing up I didn’t see myself joining the Navy for any serious patriotic reason. My grandfather served in the Army during World War II and my uncle served during Vietnam,” said Gasperetti. “For me, I wanted to be a truck driver to travel the United States. However, my parents insisted I go to college, but I had to figure out how to pay for it.” In September 1997 he attended the University of Wisconsin in the Naval Reserve Officers Training Corps (NROTC) program. It was there where he learned a valuable leadership lesson from a dear friend and fellow student, Lance Cpl. Geoff Hollpeter who had received a scholarship under the NROTC Marine Corps Option. “Geoff told me often to never forget, the enlisted service member knows more about the job than I ever will, it is my job to make it easier for them to do their job,” said Gasperetti. “I would like to extend that to those who work on the waterfront here at NNSY. I am here to give them the tools, the selfempowerment, and means necessary to get our warfighting ships back to the Fleet on time, every time and under budget.” Through the course of his career, Cmdr. Gasperetti picked up many lessons and experience that would enable him to be the best at his job. That included working with then Naval Sea Systems (NAVSEA) Commander Vice Adm. Kevin McCoy. “Admiral McCoy once said, ‘If you are going to solve hard problems, you must have a plan that has a planning and execution piece, a communication piece, a measuring and feedback piece, and a management engagement piece,’” said Gasperetti. “This is how I and the rest of the 4,600 Code 900 personnel will attack those difficult challenges that we will encounter on a day-to-day basis.” Gasperetti continued, “We just can’t find solutions that work just this time around. We need to find solutions that work every time around. For if we don’t, it is someone’s child, parent,
NNSY Machinist (Shop 31) David Allen explains how he drills a hole in a small plug 688 shaft, in Building 171, as NNSY Production Officer Cmdr. Frank Gasperetti thanks him for all his hard work; Norfolk Naval Shipyard (NNSY) Production Officer Cmdr. Frank Gasperetti talks to NNSY Machinery Mechanic (Maintenance Shop 06) David McLawhorn about the repairs McLawhorn is making to the Betts Shaft Lathe in Building 171. sibling, or spouse serving on that vessel that will have to figure out the solution underway when they should be focused more on the ship’s mission and not the shipyard’s mission.” When Gasperetti first took on the job as Production Resource Officer, he sent out his philosophy to everyone in Code 900. He wanted to show his team where he was coming from and what great things they can accomplish as a department to do their part on what makes Norfolk Naval Shipyard America’s Shipyard.
"The warships in our shipyard need unwavering attention, expertise, and our skilled workforce to fix, upgrade, or replace parts, pieces, or materials so they can answer the call and prepare for the fight," said Gasperetti. "Our job is to get them there and repair for the fight. I challenge each and everyone in this code to do the best as we support the Fleet."
AUGUST 2022 • SERVICE TO THE FLEET • 9
CONGRATULATIONS NAS SCHOLASHIP WINNERS! PHOTO BY SHELBY WEST • NNSY PHOTOGRAPHER The Norfolk Naval Shipyard (NNSY) National Association of Superintendents (NAS) recently held its annual scholarship competition, inviting student dependents of NNSY employees at large and student dependents of NAS members to apply for a $500 scholarship. This year’s 2022 NAS Scholarship Program, which is funded solely from personal contributions from its members, awarded a total of twelve $500 scholarships; six each to student dependents of NNSY employees at large and six each to student dependents of NAS members. For NNSY employees at large, the following six students were selected: • Deanna Cena, daughter of Code 300’s CDR James Cena, is a 2022 graduate of Smithfield High School. She will be attending The College of William and Mary. • Kiana Dunbar, daughter of Code 2305.3’s Morgan Dunbar, is a 2022 graduate of Bayside High School. She will be attending Harding University. • Emma Greenwood, daughter of Code 300N’s Al Greenwood, is a 2018 graduate of Western Branch High School and a 2022 graduate of University of Virginia. She will be attending graduate school at Longwood University. • Nathan Legg, son of Code 985’s Jason Legg is a 2022 graduate of Western Branch High School. He will be attending Old Dominion University. • Alyssa Micheli, daughter of Code 1130’s John Micheli and Code 105.6’s Erin Micheli, is a 2022 graduate of Deep Creek High School. She will be attending Virginia Polytechnic Institute and State University. 10 • SERVICE TO THE FLEET • AUGUST 2022
•
Gwen Schaufelberger, daughter of Code 2370’s Brad Schaufelberger and Code 2340’s Suzanne Schaufelberger, is a 2022 graduate of Camden County High School. She will be attending University of Georgia. For NAS members, the following six students were selected: • Ashley Bennett, daughter of Code 200’s Brian Bennett, is a 2019 graduate of Grassfield High School and is presently a student at Virginia Polytechnic Institute and State University. • Joshua Bennett, son of Code 200’s Brian Bennett, is a 2022 graduate of Western Branch High School. He will be attending Virginia Polytechnic Institute and State University. • Megan Comar, daughter of Code 312’s Chris Comar, is a 2019 graduate of Norview High School and is presently a student at College of William and Mary. • Grace Ericksen, daughter of Code 377’s Sean Ericksen is a 2022 graduate of Smithfield High School and Governor’s School of the Arts. She will be attending Concordia University. • Benjamin Martin, son of Code 300N’s Wallace Martin, is a 2022 graduate of First Colonial High School. He will be attending Georgia Institute of Technology. • Mariellen Poynter, daughter of Code 2340’s Douglas Poynter, is a 2013 graduate of Hickory High School and a 2017 graduate of James Madison University. She will be attending graduate school at Ohio State University.
Congratulations to NNSY’s advancing Sailors! A frocking ceremony was held June 24 at Naval Station Norfolk’s Building U-40 to honor the 54 Sailors in advance of their promotions and allowing display of their higher ranks on uniforms. Honorees include MMN1 Kasey Anderson; EMN1 Kendra Bergenstock; MMA1 Jessie Brady; STG3 Kaelub Brown; HT1 Stephen Byrne; ETN1 Alexander Carroll; MA3 Erik Chapman; MMN1 Benjamin Clark; AT3 Janay Combris; AT3 Bobby Correll; MM3 Francisco Deguzman; MMN1 Vincent Dirienzo; ETN1 Dillon Easton; MA3 Tamariae Ellis; ETN1 Jake Falk; EMN1 Alan Fuller; MMA1 Christopher Galvin; EM2 Renz Gayacao; MA2 Andrew Haven; MA2 Jesenia Hornedocruz; MA1 Zachariah Jordan; MMA2 Joseph Labastida; MMN1 Austin Lockwood; MA2 Mario Martinez; MMN1 Zoe Mcavoy; MA2 Lauren Mccarty; ET1 Caleb Mccray; MMN1 Kenneth Meck; MMN1 Christopher Memmelaar; ET2 Javier Miranda; MA2 Christopher Montier; NC1 Melinda Moore; ETV2 Derik Ogden; ETN1 Jacob Oneil; EM2 Katrianna Piccione; MA2 Austin Pino; MA3 Jared Quattlebaum; FCA1 Vincent Reilly; MA2 Aria Reyes; MMA1 Mark Robbins; MA2 Matthew Ryan; HT1 Sonya Sanchez; ET2 Jacob Santana; MMN1 Ty Schuring; MMN1 Katie Shawver; CSS3 Kerry Simon; IC3 Mickayla Smith; MMN1 Jake Sorensen; MM2 Amber Sutton; EMN1 Daniel Swenson; MA1 Telah Vassell; MM1 Antonio Whitsett; FCA2 James Williams; and MM2 Brandon Zupo. “Congrats to all Sailors who advanced!” said NNSY Command Master Chief Brent Blalock. “For our Sailors who came up short - keeping working hard and studying, your time will come!” (Photo by Shelby West, NNSY Photographer.).
COLORS ETIQUETTE
SHIPYARD INSIDER
CONGRATULATIONS NNSY'S ADVANCING SAILORS!
Norfolk Naval Shipyard (NNSY), like all U.S. Military installations, has specific protocol when it comes to honoring the U.S. Flag. While on base, all personnel-military and civilian-are expected to follow regulations that are steeped in a hard-fought and rich tradition. The U.S. Flag is raised and lowered every morning and evening at NNSY's Norman Sisisky Engineering and Management Building (Bldg. 1500) in a ceremony known as Colors. During colors, all vehicles shall stop and passengers should sit at attention. Personnel on bicycles should completely dismount. Once the "carry on" has sounded immediately following Colors, all regular activities can continue. While outside, military personnel are required to stop, face the direction of the base flagpole and render a salute if in uniform. If not in uniform, military personnel are still required to stop, face the flagpole and stand at attention. Civilians and visitors are also expected to stop, face the flag and remain still until the music ends. If wearing a hat, it is customary to remove it. Veterans of the Armed Forces can also render a salute as stated in the 2009 Defense Authorization Act. For more information on honors, ceremonies and customs see OPNAVINST 1710.
SHIPYARD SPOTLIGHT: MIKE WESTERVELD
STORY BY TROY MILLER • PUBLIC AFFAIRS SPECIALIST PHOTOS BY SHELBY WEST • NNSY PHOTOGRAPHER When the hockey puck goes into the corner of the ice rink, it is the winger’s responsibility to carry the puck out and get a shot on the net. If he doesn’t have a shot, then he should pass it to the other winger or center for them to take their shot. For Norfolk Naval Shipyard (NNSY) Code 109.11 Server Administration, IT Specialist Mike Westerveld, his time on the ice both as a player and a coach, has taught him what teamwork is all about. “A team player isn’t one who always scores the goal. A team player also sets up another player for them to score the goal,” said Westerveld. "That’s how it is here at shipyard. It is my responsibility to pass the puck, in form of an IT solution, to those on the waterfront to score the winning goal, in form of the ship or boat being returned to the Fleet on time and under budget.” Westerveld grew up in Wyckoff, New Jersey. After high school, he attended Western New England University, Springfield, Mass. with a major of criminal justice. Realizing early on that college wasn’t for him, he decided to drop out to both time and money. “When I dropped out of college, my father told me that it was now time to get a big boy’s job,” said Westerveld. “A longtime family friend had made a career out of the Navy and suggested that I should join the Navy. So I did.” After spending more than a year in Pensacola, Fla. attending schools to become a cryptologic technician maintenance person, who are known to be great problem solvers, he was stationed at Navy Information Operations Command (NIOC), Norfolk. During his time there, he augmented the crew onboard the USS Ramage (DDG 61) for a ten month Mediterranean deployment. He also spent a few months at NIOC Bahrain helping install a new system. “After my four years of service, I decided to get out and move into the civilian sector,” said Westerveld. “After a few years, friends of mine who work here at the shipyard encouraged me to go to a job fair that the shipyard was having. That was four years ago.” Westerveld is the Code 109 representative for NNSY’s innovation lab. He helps to come up with and implement solutions through the shipyard pertaining to the IT side of the house. As a member of the Naval Sustainment System – Shipyards team, he is the lead IT in the Digital Manufacturing Environment (DME) project. “Up until recently, designers from Shop 31, Inside Shop, had to physically take their completed drawings of parts and whatnot to the machinist who in turn would made any changes necessary. Then the machinist would have to physically take it back to the engineer to ensure the changes passed quality control checks,” said Westerveld. “With the DME installed, the engineer and machinist can send the drawings back and forth to each other electronically, saving time. Eventually, when the
DME pilot is successful it is my hope that it will not only give NNSY the ability to expand its capabilities and uses across multiple shops here but also integrate it with the three other public shipyards to allow enterprise wide data sharing.” Westerveld achieves great satisfaction with his job, especially when he accomplishes something. He likes to start and see a project through its end because in the end it will make someone’s job easier. “My way of serving our country is to do what I can to help the Sailors get back to the Fleet and do what they volunteered to do. No one wants to spend time in the yards. They want to
be out to sea, serving our country and keeping us safe,” said Westerveld. “In hockey I am one member of the team and I can’t win the game alone. It takes each and every player on the team to be successful. In hockey that translates to winning a championship, here at the shipyard our championship is getting ships out on time and under budget every time. To me there is nothing more fun and rewarding then working hard with your teammates to win that championship. That is what makes us America’s Shipyard.” AUGUST 2022 • SERVICE TO THE FLEET • 13
Our Yard History: Commissioning of USS Alabama STORY BY MARCUS W. ROBBINS • SHIPYARD HISTORIAN PHOTOS FROM THE SHIPYARD ARCHIVES
This month we observe the 80th anniversary of the commissioning of the battleship USS Alabama (BB-60) right here at the old Norfolk Navy Yard. Upon a war time footing this yard was vastly expanding its physical plant and in fact this time honored ceremony took place alongside of a recently completed Pier 6. Before we review the cermonional commissioning events of August 16, 1942 it is important to understand the impact of the November 19, 1938 order from the Secretary of the Navy for the construction of the battleship Alabama. The allocation of this work to Norfolk was undoubtely one of the most significant events in the history of this shipyard for much of the expansion prior to World War II was related to it. New facilites had to be constructed quickly to support this new workload. The massive steel building ways expansion was completed. The battleship warehouse, Building 260, was erected to receive and distribute supplies and stores of all sorts. The new subassembly structure, Building 261 was designed for large prefabrication of large ship assemblies. The Turret Shop, Building 262, was where the huge foundational turrets of the massive guns were fashioned. And of course to lift and place these new turrets and later the 16" gun barrels in final position came the erection of the 350-ton Hammerhead Crane. The existing Shipfitter and Boiler Shop, Building 163; the Machine Shop, Building 171; the Foundry, Building 172; and 14 • SERVICE TO THE FLEET • AUGUST 2022
the Power Plant, Building 174, all received extensive upgrades and physical expansions tied directly to the Alabama order. These are the same improvements we observe and take benefit of to this very day at America's Shipyard, over 80 years later. While facilities play their part, a ship cannot be constructed without people. A little known fact is that the new construction Superintendent allowed music to be played at the jobsite by placement of loud speakers following an old theory that anyone work better to music. 3,000 men and women, working 24 hours a day for 30 months brought the ship to completion a full year early. Reading from an original period copy of the formal address by Captain George Barry Wilson, Commanding Officer at the commissioning of Alabama, he calls out attention to detail and illustrates how complex shipbuilding really is. He said, "Thousands of contracts executed for the purchase of materials of every discription, for machinery, instruments, armor, armament and various types of equipment, all for delivery at this yard and for installation in the Alabama." Captain Wilson continues, "In my dealings with the Officers and workmen of the yard, I have been deeply impressed with the high spirt of cooperation and loyalty from all sides. The builders of the Alabama speak of her in loving terms and exhibit manifest pride which is born of the knowledge that they have done their work well. I am convinced, and my brother officers of this ship share this view, that the Alabama
has been beautifuly constructed throughout and that no error has been left knowingly uncorrected. And since Pearl Harbor, the speed of building has been accelerated until delivery will be made a full year ahead of the original scheduled date of completion. Beyond any words I might utter, the Alabama herself is a glowing tribute to the officers and workmen of this yard." At the conclusion of Captain Wilson's remarks upon the
fantail of the ship he states - "We hereby pledge our every effort to develop to the utmost the many capabilities of this marvelous ship, and we will enter the fray - to win. Together with other forces of the United Nations, we shall bring glory to this vessel and victory to our arms!" Later that evening a commissioning dinner was held at the Officers Club, Building 16.
The USS Alabama's (BB-60) commissioning ceremony was held Aug. 16, 1942. Capt. George Wilson, Commanding Officer for the Alabama, provided the address and many were in attendance. Following the ceremony, a commissioning dinner was held at the Officers Club.
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SETTING THE STANDARD: EXECUTIVE DEVELOPMENT PROGRAM’S CADRE XI TAKES ON THE CHALLENGE TO BECOME FUTURE LEADERS OF THE ENTERPRISE STORY BY KRISTI BRITT • PUBLIC AFFAIRS SPECIALIST PHOTOS BY SHELBY WEST • NNSY PHOTOGRAPHER Four individuals from different corners of Norfolk Naval Shipyard (NNSY) have been chosen for the shipyard’s Executive Development Program (EDP) Cadre XI, the latest group to take on this prestigious leadership program. At the start of their journey together, these four individuals have quickly become a cohesive team, building off each other’s strengths and ideas, to bring lasting change to America’s Shipyard and beyond. Under the mantle known as “The Standard,” these four are ready to set the precedence for future leaders across the enterprise. The EDP is a competitive program that selects four of the best-qualified applicants for each cadre, providing mentors and opportunities to shadow senior leaders across the naval enterprise. Participants are able to gain a better understanding of what leaders are working on in their dayto-day, as well as the operational tempo and functionalities of the shipyards and bases at the executive level, across the country. The program is an intensive and immersive experience taking place across six months. “It’s definitely a hectic schedule,” said NNSY EDP Manager Danie Larrew. “Our participants really have to hit the ground running to get as much as they can from the program.” The four selected for Cadre XI are Tom Angle (Code 1200), Jahmal Bazil (Code 2350.3), Paul Hall (Code 300N Navy Nuclear Regional Maintenance [NRMD]), and Timothy Mccary (Code 105.7) – each with individuals goals for the program centered around an overarching consensus of bringing positive changes to America’s Shipyard and the Navy. “This cadre was quick to come together and become a unit,” said Larrew. “They are energetic and taking the reins in their journey through the EDP. They have the drive to go far.” Angle said, “It’s definitely fast-paced but already we as individuals and as a team have learned from leadership we’ve spoken with and meetings we’ve been able to attend. It’s about making this experience your own and getting what you put into it.” The members of Cadre XI are partnered with mentors within the shipyard, paired in hopes to challenge them to get what they desire from the program. In addition, the cadre is provided with a list of leadership they will engage with during their travels – spanning across the four public shipyards, Naval Sea Systems Command, Naval Foundry and Propeller Center (NFPC), Naval Regional Maintenance Department (NRMD) Kings Bay, Nuclear Propulsion Training Unit (NPTU) Charleston, Newport News Shipbuilding, Fleet Forces Command and more. Cadre XI has worked tirelessly to maximize their experience and knowledge, and also have their voices heard
as future leaders. “We are ‘The Standard’ because we want to be the basis from where this program flourishes,” said Bazil. “The EDP is a program built so that current leaders support the efforts and growth of our future leaders – it’s also a program that requires the participant's input and efforts. We’re looking for every opportunity we can, to see how other commands run, to see as many leaders as we can, to share our thoughts and really set the standard that we’re here to bring positive change to the Navy.” He continued, “We are in one of the most diverse areas to work, and we get to work on so many amazing things that greatly benefit our country. The standard is the heart and mentality of this group as a whole – there’s so much that we can do, including sharing our voices so that current leaders can understand our visions, encouraging our future leaders to stand up and put in the work for the change we need. We need to limit our convening and start doing. The standard is service; how I can best affect my peers, the shipyard, the enterprise, everything. And it also has us asking the question, ‘what is my purpose for being here?’ With this program, we can pave the path to where we need to be.” Hall has been in production for nearly 17 years and with the program, he’s looking to where his future might take him. “We’ve only been in the program for a couple weeks and I’m already self-reflecting,” he said. “The EDP is really about finding yourself and what is going to make you feel satisfied every day.” Angle added, “That’s the beauty of this program. It exposes you to these different areas and helps you understand that what you’re doing now is just one piece of the puzzle that makes up our shipyard and our enterprise. We’re all important pieces that have to work together to make it work. With this program, you get to take a step out of your comfort zone and see the big picture and all the opportunities for change and success.” Mccary has a three-tier approach to the EDP, built on his expectations going forward not only for himself but for all future leaders who want to take on the challenge. “First, this program is about us as the individuals, providing an avenue to learn leadership from those currently at the helm, learn how to interface with NAVSEA, learn the inner workings of the business itself,” he said. “Second, take that knowledge we gain from the program and bring it to action. We can change where change is needed and use our experiences to build our enterprise to be a place of diversity-of-thought and action. Lastly, the EDP needs to be bolstered to be relevant; a place where you can groom the future leaders who want to take that
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next step in their career. We need folks who are committed to the success of the shipyard and beyond.” This is just the beginning for Cadre XI – the four reaching every corner of the corporation to make their mark in their leadership journey. They also look to challenge those who’ll come after them, setting the standard for the EDP and for future leaders of NAVSEA. Stay tuned – we’ll be sharing some of Cadre XI’s adventures across the enterprise in our
new segment, “Where in NAVSEA is NNSY EDP.” Interested in learning more about the EDP and Cadre XI? Check out their SharePoint page that they developed at https://flankspeed. sharepoint-mil.us/sites/nnsyedpcadrexi. You can contact the team at NNSYEDPCadreXI@us.navy.mil.
What Does the EDP Mean to You? Why Apply for the EDP? “For me, I came into the shipyard through the business office so unfortunately I do not have a lot of waterfront experience. I have academic knowledge of the waterfront but I need that tangible experience of the waterfront to be the leader at the shipyard I want to be. Our business is ships – so you’ve got to understand what’s going on at the deckplate.” “We as a team want to really elevate this program to the level of prestige we feel it deserves and inspire future leaders to apply. This is the program for executive development. You get experiences you may have never gotten before. We want to draw in the potential next leaders of our shipyard and show them that they have the power to make change happen.” -- Tom Angle “For me, this program is positioning myself for change and to make change. That’s always been the goal from me. I haven’t been siloed in the shipyard, I’ve had opportunities across the shipyard and have seen it from all angles. I want to network and build on my allies across the enterprise who can help me bring lasting change across the board. There isn’t a doubt in my mind – I will be a leader in the enterprise.” “The goal of the EDP is to identify those people who really want to change the way we do things, who are progressive in thought and action, the protagonists for our enterprise who aim to Get Real, Get Better. Our enterprise needs leaders who aren’t just satisfied with the status quo, we need innovative folks who want to push the boundaries, challenging our shipyard to do its best while also taking care of the people who get the work done each and every day.” -- Jahmal Bazil
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“I wanted to cause change on a different level and thought I had already accomplished all the change I could in my current position. I felt change was needed at a higher level. So I applied for the EDP and here I am.” “The EDP helps build people to help the shipyard and the enterprise. For me, I really care about the people who come to work every day to meet our mission. Yes – our mission is to fix ships, but if you don’t have the people, you can’t fix ships. In order to meet our mission, we have to be able to motivate our people and help them so we can all succeed together. Commitment can’t just be in a room at the highest point, it has to be across the board. We need those leaders who can help motivate our people, help them succeed, and change our shipyard for the better. Let’s make it happen now – with this program and across our enterprise. Let’s build up our leadership with the best of the best who are ready to lift our people up and commit to positive change.” -- Tim Mccary
“This program is building a network for me and helping me determine where I want to be in the future. I know how the waterfront operates but now I need to see the world through the eyes of folks like the business office. I want to get that exposure to operational meetings, seeing where funds are allocated and why, really seeing the strategies of what goes on behind the scenes.” -- Paul Hall
FORKLIFT WARNING SYSTEM PHOTOS BY SHELBY WEST • NNSY PHOTOGRAPHER
Temporary Services, Shop 99, lifted up its forklift safety prevention in Building 298. “We installed a forklift warning system that flashes lights both on the floor and walls outside of spaces in the Shop 99 high bay area,” said Code 900 Safety Advocate Derrick Spencer. “This is to warn pedestrians that there is a forklift in operation and should heed proper safety protocol.”
“This is a great warning system to prevent forklift accidents involving pedestrians,” said Code 900 Safety Advocate Derrick Spencer. “However, in order for the system to reach its full potential, pedestrians needs to pay attention and comply with the safety warnings. They need to continue to keep their head on a swivel and pay attention to their surroundings.”
A Matter of Ethics
Impartiality in Performing Official Duties and Appearance of a Conflict. Executive branch employees are required to consider whether their impartiality may be questioned whenever their involvement in a government matter might affect their own financial interests or the financial interest of certain personal or business relationships. If a government matter would have an effect on the financial interest of a person with whom the employee has a covered relationship (e.g., a member of the employee’s household, a relative, a spouse, a former employer, or someone with whom the employee is or was involved in a business or financial relationship), then the employee must consider whether a reasonable person would question the employee’s impartiality in the matter. If a reasonable person would question the employees impartiality, then there is an appearance of a conflict of interest. With any appearance of a conflict, the employee must not participate in the matter. The employee must inform the agency designee (the next supervisor in the chain of command who is at least a GS-11 or is a commissioned military officer) of the issue and shall not proceed without the aforementioned agency designee’s approval. When making the determination on whether the employee should participate in the matter, the supervisor (who is the “agency designee”) must consult with the Command’s Ethics Counselors in the Shipyard Legal Office (Code 107 @ 757.396.8625) in order to receive advice on the subordinate’s potential conflict or appearance of a conflict. Employees with any conflict of interest or appearance of a conflict of interest should also seek ethics advice from the Command’s Ethics Counselors (Code 107 @ 757.396.8625) prior to participating in a matter that could cause a conflict or an appearance of a conflict. For matters that would affect the financial interests of the employee, their spouse, and/or their minor children, employees must seek guidance from Code 107 prior to participating in the government matter, and, if the employee participates in a government matter that is determined to effect the financial interests of the employee, their spouse, and/or their minor children, that employee could be subject to criminal prosecution for participating in that government matter that they and/or their family could profit from. AUGUST 2022 • SERVICE TO THE FLEET • 19
Congratulations EDP Cadre X Graduates
STORY BY KRISTI BRITT • PUBLIC AFFAIRS SPECIALIST PHOTOS BY COLE FRASER • VISUAL INFORMATION SPECIALIST Participants of Norfolk Naval Shipyard's (NNSY) Executive Development Program (EDP) Cadre X celebrated their achievements in a graduation ceremony held July 20. Lamont Ming (Code 300N), Johnnie Mason (Code 900F), Jernai Ellis (Code 2340), and Jay Allen (Code 700) received their certificate of completion from this competitive program, which selected four of the best-qualified applicants from across the shipyard. The EDP provided the participants opportunities for mentorship and shadowing of senior leaders from across the naval enterprise. Participants were able to gain a better understanding of what leaders are working on in their day-to-day activities, as well as the operational tempo and functionalities of the shipyards and bases at the executive level across the country. Due to COVID-19 guidelines set by the commands, this once year-long program was condensed into a six-month timeframe, with Cadre X the first to complete the challenge. “These four were able to take on many opportunities, from traveling across the country, shadowing leadership from the shipyard as well as other commands, and working together on group projects to aid in the shipyard’s growing success,” said George Fitzgerald, the executive sponsor for the NNSY EDP. “Together, they were able to get a broader picture of the shipyard as a whole. I’ll quote Jay, ‘I didn’t know what the shipyard looked like from my position until I could step back and see the shipyard as a whole.’ This cadre worked hard and gelled together as a team and took on every experience ready to learn and grow. I appreciate the long journey and 20 • SERVICE TO THE FLEET • AUGUST 2022
overcoming the challenges they all faced during their time in the program, especially in the condensed timeframe and scheduling. I appreciate all of their perseverance – that’s what leadership is all about. If something isn’t working out, find a way to overcome. I look forward to seeing where the future takes them.” Cadre X, in addition to being the first to tackle the new COVID requirements, also is the first group to participate in the project management fundamentals course at the start of the program. This gave them a better understanding of the world they would be stepping into as future leaders of the shipyard. In addition, they traveled to Naval Sea Systems Command (NAVSEA), the other public shipyards, Naval Foundry and Propeller Center in Philadelphia, the Pentagon, and more – each command providing them new opportunities to learn from leaders in their respective fields. EDP Manager Danie Larrew said, “These four had to jump into the program running and they took it all in stride, taking on whatever challenge came their way and jumping at every opportunity to learn and gain experiences across the enterprise. Just understanding the breadth of what we do here is awe-inspiring – when you get to see everything together and how it works, it’s pretty awesome. The cadre echoes that sentiment. I’m really proud of all of you – thank you for your patience, your flexibility, and your absolute undying determination to get what you want out of the program while serving the command." .”
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+ NOBODY GETS HURT TODAY:
SAFETY FIRST!
Congratulations to NNSY’s Shop 89 of the Temporary Services Group (Code 990), awarded the March 2022 Safety Flag earlier this month! Shop 89 emphasizes a shared ownership in maintaining safety among all its personnel, and investing in new safety equipment such as a forklift warning system, audible decibel meters, and ergonomic floor matting. So while its services may be temporary, Shop 89’s commitment to safety is lasting. During the recognition, individual certificates of appreciation were presented to Farrah Uzzle, Elizabeth Karr and Curtis Weaver for their efforts in ensuring a safer workplace. (Photos by Shelby West, NNSY Photographer)
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It’s electric! Congratulations to NNSY’s Electrical Shop (Shop 51), winner of the April 2022 Safety Flag! The shop had no injuries or lost workdays for the month, thanks to employees ensuring accountability in working safely, promptly reporting any potential safety hazards, and a focus on safety during tabletop reviews and pre-shift briefs. Deputy Shipyard Commander Captain Todd Nichols presented the flag and congratulated shop members July 6. Individual certificates of appreciation were presented to Christopher Belvin, Jerome Rider, and Roy Townes for their efforts in contributing to a safer workplace. (Photos by Shelby West, NNSY Photographer)
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saturday, august 20 @ 6:35 | vs durham bulls | postgame fireworks
Join Navy Mutual and the Norfolk Tides as we celebrate Navy Night! Enjoy a special pre-game ceremony honoring all the brave men and women serving in the Navy in Hampton Roads. Then, stay after the game for a fireworks extravaganza presented by Navy Mutual! Individual ticket rate Box Seat Reserved Seat
$11.00 $10.00
Ticket prices are available to all active duty and retired military personnel and their dependents when showing ID at the Harbor Park box office.
group ticket rate Box Seat Reserved Seat
$10.00 $9.00
Contact John Muszkewycz for special group rates and more information if your unit or command wishes to sit together in one location. (Group rates: 20+ patrons)
Contact John Muszkewycz at 757-622-2222 x 107 or at jmuszkewycz@norfolktides.com to reserve your tickets today
C-FRAM FRAUD SCHEME AWARENESS AUGUST EDITION: CONFLICT OF INTEREST
Conflicts of interest can arise if personnel have undisclosed interests in a supplier or contractor by: accepting inappropriate gifts, favors, or kickbacks from vendors, and engaging in unapproved employment discussions with current or prospective contractors or suppliers. Personal conflicts occur when an individual is in a position to perform his or her job and make decisions in ways that may enhance their financial standing.
GOVERNMENT CONTRACTOR EXAMPLE
GOVERNMENT EMPLOYEE EXAMPLE
The U.S. has filed a lawsuit against Intelligent Fiscal Optimal Solutions LLC (iFOS) and its owner, Tawanda Smith, alleging that they violated the False Claims Act by submitting false invoices to the Department of Homeland Security (DHS) in connection with a contract for staff augmentation services awarded by DHS to iFOS. Per the complaint, iFOS and Smith coordinated with then DHS official Kenneth Buck, to steer a contract to iFOS. iFOS and Smith planned for Buck to enter into a subcontract with iFOS following his departure from DHS where Buck would serve as the Strategic Advisor for the DHS contract, a role that necessitated him communicating directly with his sucessor at DHS on behalf of iFOS. iFOS and Smith were allegedly aware of federal conflict-of-interest rules that limited Buck's ability to communicate directly with DHS officials on behalf of iFOS during a mandatory "cooling off" period that applies to former government officials such as Buck, and they allegedly misled DHS personnel by falsely representing that a different iFOS employee would be the Strategic Advisor and concealing Buck's planned involvement. After the contract award, iFOS and Smith allegedly submitted false invoices to DHS that concealed the extensive work performed by Buck on the contract, which allegedly included improper communications with his DHS sucessor that violated federal conflict-of-interest laws.
Kenneth Buck, the former Executive Director of the Office of Management Integration at DHS, has agreed to pay $10,000 to settle allegations that he violated conflict-of-interest rules in connection with a DHS contract following his departure from the agency in 2016. The Ethics Reform Act of 1989 imposes post-employment restrictions on certain federal officials, including a mandatory one-year "cooling off period" during which former officials are prohibited from communicating directly with their former agency on behalf of another party with the intent to influence agency action. Per the government's allegations, Buck violated this rule in the following ways: • Buck informed a now-former DHS official that he planned to leave DHS and work with iFOS, and less than one week later that other DHS official selected iFOS for a no-bid contract. • During his one-year cooling off period, Buck had extensive communications with the DHS official on behalf of iFOS, which Buck and the other DHS official sought to conceal. • Buck and iFOS violated the False Claims Act by submitting false invoices to DHS in which work performed by Buck was billed under the name of another iFOS employee.
INDICATORS (RED FLAGS)
Unexplained or unusual favoritism of particular contractor; Providing proprietary information or source selection information to one or a few competitors; Numerous sale source contracts are awarded to the same contractor.
LEARN MORE TODAY Check out the C-FRAM site on WebCentral under C100CE for more information. Need to report fraud? Contact the NNSY Hotline today at 757-396-7971 or NNSY_IG_HOTLINE@navy.mil. 28 • SERVICE TO THE FLEET • AUGUST 2022