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Why More Companies Are Hiring and Upskilling Talent with ATDM

• Institute for Advanced Learning and Research

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This episode shifts the focus from student success stories to the broader impact of the Accelerated Training in Defense Manufacturing (ATDM) program on the maritime industrial base. Joined by Mike Villanueva of BAE Systems, Michael Ripich of AT&F, and Justin Scarce from ATDM, the conversation explores how companies are leveraging ATDM graduates to fill vital roles in shipbuilding and defense manufacturing. From welding and NDT to CNC machining, the program’s accelerated, hands-on training is helping employers meet urgent workforce needs. 

Hear firsthand accounts of how career fairs at ATDM differ from traditional hiring events, why companies are sending their own employees for upskilling and how ATDM is helping solve one of the nation’s most pressing challenges: building submarines and ships to protect national security. 

The Institute for Advanced Learning and Research serves as a regional catalyst for economic transformation in Southern Virginia. Our services, programs and offerings are diverse, impactful and far reaching.

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Justin Scarce:

I invite you to come see us. Come see us firsthand. We we're an open book. We want you to come see this facility. We want you to engage with our students. We want to make a difference for this nation. One day the history books are going to be written one way or another. And I'm hoping what it's going to say is we tackled this problem. We tackled this challenge. Our Navy was able to get everything they needed to continue protecting our freedom. We've got to get these submarines built. We've got to get these ships built. It's paramount for our national security.

Caleb Ayers:

Thanks for being here. Thanks for joining us today. Um, we have talked a ton on this podcast about the ATDM program that's accelerated training and defense manufacturing. Uh, I think, you know, generally when we have those discussions, we're focusing on the student impact and kind of focusing on it from that angle, which uh this program transforms life. I think it's it's simple to say that. But we haven't talked as much about the impact that this program is making for the maritime industrial base and the companies who are producing parts and components that are ultimately used in the production and maintenance of ships and submarines. So that's that's kind of the angle we're gonna take today is kind of hearing directly from companies who are, you know, taking ATDM graduates and putting them in their workforce, how this program is helping them. So I guess to start, I will just kind of turn it over to each of you guys to introduce yourself, say your name, uh, kind of what company you're with. Yeah, just kind of hear a little bit about who you are.

Mike Villanueva:

Hey everyone, I'm Mike Villanueva. I am the talent outreach manager with BAE Systems um and uh been with the company for 16 years and we work very closely with ATDM.

Michael Ripich:

Yeah, I'm uh Michael Ripic from CEO of ATF. Uh we're a fabricator of large-scale products. We we say we build, protect, energize, and move the world through through metal fabrication. Uh, we serve the uh uh the the naval programs with large-scale custom critical fabrications for uh uh things like weapon systems and propulsion systems uh and uh and structural. So uh and we've been working with ATM for several years now, and it's been uh been a terrific uh experience for us and it's transformed how we think about training and uh sourcing and training and retention.

Justin Scarce:

All right, I'm Justin Scares. I'm the assistant director of industry engagement here with the ATDM program. I've been working with uh employers like ATNF and BAE systems for just a little over three years now. Um, I think we have just over 200 companies that are what we call participants in the program and would love to explore opportunities to get more folks on board.

Caleb Ayers:

What I want to ask next, and and Mike one and Mike two, we'll we'll go with those uh names for you guys. I kind of want to hear about how you slash your company heard about ATDM and decided to get involved and kind of what those, yeah, I guess what were those first impressions? What were those initial thoughts when you first heard about this program?

Mike Villanueva:

At BAE Systems, uh we have a um a lot of partners and in our business areas that are consistently looking for opportunities for us to find great talent. And so uh from our Jacksonville facility, I was um I got some communications from one of my colleagues there that uh had seen an article about uh ATDM and you know the maritime industrial base, and so um they asked me to take a look into finding out a little bit more about it. And so my initial contacts was with Justin, and I came to the Danville location a couple of years ago, and my first impression um was that I was uh extremely um extremely fascinated about the the training that was given to the students there. Uh I like that it was a quick uh turnaround, and I like the opportunities that the students are given for you know training with industry partners that have been uh like our welders that we have. I know they have one one welding instructor that used to work at one of the shipyards, which is very closely to what we are always looking for. So I was super impressed on the the trainers, the instructors, and the staff there at ATDM. So that was what that was my initial impression. Uh I have to say, one of the one of the questions that I guess Justin probably hears quite often is why Danville out in the middle of central Virginia, no water around. So I was kind of intrigued of why they were selected for this opportunity to train with the Navy. So he told me the story, and uh, and you know, so I was impressed, and we started building a relationship with ATDM.

Justin Scarce:

Yeah, Mike, I'll I'll jump in here. I I remember when you came down. Um, I think I called you on, I guess you could call it our anniversary from when uh when you first came down because it was on Valentine's Day. Uh that'll that'll stick with me forever, but um I guess we'll be three years coming up pretty soon. Um but yeah, glad to get BAE systems on board. I know in the early days, and I'm sure we'll talk about it a little bit more, but uh had some NDT hires out at the Norfolk location, and then now Jacksonville has jumped in um I mean, just right in the pool with us, pretty much every career fair for the past couple, lots of job offers going out, welders going down there to do some good work. So appreciate you being a part of us.

Mike Villanueva:

Absolutely.

Michael Ripich:

So uh I I'll jump in. My uh our our introduction to uh ATDM came via our participation in early early on in our participation in uh the talent pipeline program. And we were part of the second, I guess, flag that had that had uh been been set on the talent pipeline program. For those that don't know, uh is it was was uh an initiative stood up by what was then the submarine industrial based office, now known as the MIB. Uh and they were intent on on providing best practices to to the industrial-based uh employers uh regarding uh um attraction and retention of talent, which was and still is a critical issue, but at the time was was uh post-COVID um or just uh amidst and post-COVID was was just a uh terrible uh crisis uh for us, as well as everybody in the in the industrial base. Uh and so the talent pipeline program, uh the Pittsburgh's flag that we were part of, um part of the part of that that framework, which is talking about uh what you do in terms of uh attraction uh of talent and retention through sound uh middle management, is I guess you would say the best uh uh the the you know the the strategy that uh was employed and training up your your middle managers to to be um better advocates uh and better better better managers for uh you know for your operations. Part of that whole framework was talking about the the connection to training and and uh and education uh in the community and in the local community perhaps around Pittsburgh and and we're in Cleveland, Ohio. Um but uh but but part of that training network was ATDM. Uh and it was probably the the main thrust was to say this was the example of what can be done uh by focusing on uh a lot of effort on what's exactly needed in terms of trade skills uh and and and shortages in in manpower on particular areas that are affecting the shipyards as well as as well as the industrial base. And so that's where we learned about ATDM uh and was uh somewhat skeptical of of its uh relevance to us in Cleveland. However, was learned too, and it's been terrific to be working with ATDM, made a trip out uh with my with some of my team uh to uh to the campus, and that really was an eye-opener to see everything that had been put together there. Uh and since then, we've we've had uh several students uh come that have come from the program, and we've sent several uh to the program, uh, and it's an integral part of how we're looking at our growth and uh uh in in particular in the areas of NDT and welding. Uh and soon to be we're gonna be focusing on machining uh and some of the other pursuits, pretty much everything that's involved in uh all the uh all the aspects of ATDM. Yeah, the five tracks are uh are integral to to our we've been using and utilizing and have plans to utilize all five tracks in terms of our of our growth of our plan for growth for our our team members.

Justin Scarce:

Yeah, Mike, Mike, believe it or not, there's still a lot of skepticism. I get it from employers, we hear it from students. Uh, even when they come here like day one, they can't believe it when they show up, you know, that this is the real deal. Um I think that y'all, y'all are well aware of that. Obviously, you've been here many times, but yeah, I hear that from a lot of employers. We tell them that uh training and housing is provided at no cost. People want to know, is this a scam? And I and rightfully so, I get that, but no, this is a focused effort, just like you mentioned. Um, and I'll touch on that TPP as well, the talent pipeline program, phenomenal group of folks helping companies in the maritime industrial base build a better business. So we do work hand in hand with them. Obviously, on our end, as a training provider, that's our focus area. But uh for the networking opportunities that they provide and the connection points we can get uh with employers all across the country, it's surely a value add for us. All for the same mission, obviously.

Caleb Ayers:

Justin, I feel like I have a good explanation of ATDM when I'm talking about it from a here's how it works mechanically, here's how it works for a student. Can you kind of give the over like the very broad overview elevator kind of pitch that you give to companies who are, you know, unfamiliar with this program? Kind of tell, get give your pitch of how this program works, what they can expect when they engage with it.

Justin Scarce:

Okay, you're gonna put me on the spot with this one. I I see how I see how you can.

Caleb Ayers:

This is your job, right? Your job is to leave companies on this.

Justin Scarce:

I you know, sometimes I think I can probably do this in my sleep. Um, and I'll try not to fumble over my words here, but at its at its core, ATDM is a workforce development program for employers in the maritime industrial base. That's what it's all about. Um, all these folks need workers. Obviously, things have got to get built, uh, specific to our national defense and our national security. Right now, the focus area is shipbuilding, submarines is number one priority. Um, you see this on the news. We've got a lot of uh effort focused on this, a lot of money that's getting pumped into it, a lot of uh advocates. You've seen built submarines.com commercials and national marketing campaigns raising awareness for this critical effort. Um, I mean, it's it's at the forefront of our life every day when you watch the news. I mean, let's just be honest. But we've got to get people trained and in this workforce, these ships, these submarines, the components, the services that are provided, all that's not gonna happen on its own. We've got to get people trained in relevant skills. Uh, we don't have a lot of time to waste. So that's what ATDM is all about. Uh, accelerated training in defense manufacturing. The acronym is exactly what it says it is. Uh, we are intentional about it. It is education and manufacturing smashed together. Uh, so students are here learning, but they're learning in a manufacturing environment. We've got a lot of uh collaboration between the program areas, uh, specifically welding working with NDT, CNC working with quality control, additive doing much of the same. Um, so I mean that's that's what it's all about is getting folks trained and in this workforce to build the things that our Navy needs uh to protect our freedom that we enjoy each and every day. And we're passionate about it. Uh, you probably hear that coming through in my voice. You meet our staff here, we're super passionate about it. Uh well, we do have a small piece of the puzzle to to solve this problem, but it is a big one and we're gonna tackle it. Uh, as a nation, we've got to. There's no other way about it.

Caleb Ayers:

And to add on to that, Justin, can you talk about? So, you know, obviously we're training, we're training people here. I know the goal is within, I think by 2027, we're talking about 800 to 1,000 students coming through every year. Can you talk about the two primary ways that companies can kind of engage with ATDM, whether that be you know, hiring graduates or using it as their own kind of training?

Justin Scarce:

For sure. So, so for the most part, most companies will come hire our graduates at at career fairs or just engage with us, our career service team. I'd say that's about 80% of company involvement. Is it's coming, I guess the best country board way I can describe it is fishing from our pond. I don't know if that's acceptable. I don't know if that's the right audience for this, but we'll just go with it. Hey. Um, but yeah, they'll come fish out of our pond, they'll come to career fairs, scoop up graduates because we have, you know, as we've scaled up, we have roughly 200 to 250 students in training at any given time. So as hiring demand ebbs and flows throughout the year, this is a constant source of talent that companies can tap into. And a lot of them will do it in that fashion. They'll come to the career fairs. We have those roughly every two months uh to have stuff ongoing throughout the year. The other piece of the equation is they can send candidates to the program. So this is a national program. Again, we're in Danville, Virginia, but the maritime industrial base has suppliers all across the continental United States, um, you know, even outside of the continental United States, to be honest with you. But they can tap into their local, you know, region, their workforce or opportunity workforce, uh, take those folks that don't have the training options in their area, send them down here to Danville uh to get trained, and then they go right back to them where they already have roots in the ground. So companies can take uh that I call that conditional hires, folks that you know would you want to hire after get receiving the training here at ATDM. That's one option. Uh, or another one is you can upskill your existing workforce. So you might have a lower skill set laborer that's in the on the factory floor, you know, comes into work every day, it's got a good attitude, a good positive team fit, everything's working out. They might have that might have the capability of becoming a welder, becoming a machinist, an inspector, but that company doesn't have the bandwidth to take that person and train them themselves. They can send that person here to Danville at no cost, other than you know, company continuing to pay wages. Um, that's that's a hurdle there, but that's another opportunity. So multiple ways that we can tackle this. Um, that's why we have so many ways for opportunity here at ATDM, just whichever the employee prefers. We're we're here to be a resource. That's what it is at the end of the day at the end of the day.

Michael Ripich:

Yeah, and I can I can attest uh because we've we've we've fished from the pond, we have uh we have done conditional hires, and we have sent uh team members there that are you know part of our current team, sent them to the uh for training, and then and they've read and basically had great success uh with uh with all those approaches. But the one that's worked best for us, I think, is the track that we're on currently, which is to hire, integrate uh team members into our into our operations for one or two months, and then send them through the program and return them, you know, reinsert them into our team and uh and and be able to move very, very quickly, which is uh which is what we've done here. And and Justin knows that this is something that has probably been is recent within, I guess, the last 18 months, it's really been our approach. Uh, and we're seeing terrific success. The students that come back are engaged. Uh they're engaged when they go, but they're certainly even more engaged when they come back, and they bring something to the rest of the team about uh you know what it what it means to be part of this movement and this and the uh and work for great purpose, as well as the technical skills and everything else that they're bringing back that we, you know, we don't have uh inherently in a we, you know, we're we're 200, about 200 people here at our Cleveland facility. So and we're trying to grow uh to the point where we have a we have a list for 30 or 35 open positions uh in in the in welding, NDT uh and machining. And so uh it's difficult for us at our size to be able to to provide training or on-the-job training. Uh, and that's this is a much better approach to have people that can go through a program in four months that through traditional training methods at local community colleges or tech schools would take a year and a half to two years to get the same amount of raw training and and knowledge. It's it's it the accelerated part of this is is uh is transformative in terms of uh being able to use that as a strategy for uh for growth.

Mike Villanueva:

Same thing with BAE systems. Uh we we definitely take the the folks that graduate. So um, Justin, I can't remember if you call that a contingent hire or if it's uh a completer, but um so our biggest focus is on those who are about to graduate. Uh we actually come to the site, um, talk to the students, do information sessions, and then hire on the spot and make offers on the spot. So that's something that's been extremely valuable for us. It gives the student a little bit of comfort of knowing that they can weld in their booths that they're comfortable with. Um so we interview them, we give them a weld observation, and then uh make offers to them. So that's where we're at now. We are looking uh at some more NDT in the future um and then potentially CNC machining for one of our sites in Louisville, Kentucky, but uh more to come on that. Uh Justin and I have been talking about that recently.

Justin Scarce:

Yeah, just let me know when you're ready, Mike. We I want to make it happen.

Mike Villanueva:

Yeah, absolutely.

Caleb Ayers:

You guys have talked about these career fairs. Um, so I would say based on my knowledge, these are not traditional career fairs. You think of a career fair where companies may or may not actually have positions available at that moment. Um, companies are not usually, as you just said, Mike, making offers on the spot. Talk about y'all's experiences with the career fairs.

Mike Villanueva:

So at the career fairs, we bring hiring managers with us. Um and as I stated earlier, we usually do information sessions ahead of the career fair so that the students are uh they understand what we're doing. And they we share a day in the life of what a welder does, what a um NDT person does. And so that kind of pumps them up, gets them ready for an interview. Uh, we'll talk with them face to face at the uh at the career fair, and then right after we'll take them right over to the welding booths over those who are interested. And um, you know, we get a list from the team there at ATDM of who's interested in BAE systems, uh, and then we'll go through and interview and test them. So it's um it is a lot different from just a normal career fair where it's more of a cattle call and you're talking to people, you may not know if they're gonna be really interested in and call you back, or you're trying to connect with them and uh and then um never hear back from those candidates. This is not at all what we've experienced with ATDM. The students are super prepared. Um, Justin and his team does a great job of making sure they're prepared, they understand who we are, you know, through uh their own their own research along with the information sessions and um just passionate about you know their the career that they're that they've chosen. So that's super exciting to us, you know, to uh to get passionate people to you know want to come in and work for a defense contractor like us. We're a very large defense contractor, we have multiple locations throughout the country, um, and specifically for Maritime Solutions, Jacksonville. Um, you know, we have a whole lot of work going on there now. We've partnered with some great partners to do some submarine work. Um, we work on the Navy's non-nuclear, we do modernization overhaul. Uh, we have a new shiplift that we have just uh started this year. And um, so yeah, super exciting times for BAE systems right now. And I see I've I know that a lot of the the candidates that we talk with are about the growth and the potential they have with BAE systems.

Michael Ripich:

And from our perspective at ETNF, uh we've been to a few of the uh career fairs uh have gone and had a presence there. Our distance from uh from Danville uh doesn't allow us probably to go to as many as we would like. But uh in the those instances where we're where we're not there, the folks at ATDM have been helpful in in promoting us uh as part of that, uh as part of those career fairs. And the thing about those that's so you know, it's just imagine having that many. It's a target-rich environment, that's you know, for for for talent, because you know that everybody's you know there has passed through or is nearly passed or completed the program, um, has been through a rigorous uh training, uh, which requires you know quite a bit of commitment um and being being timely uh and uh and disciplined in terms of uh you know learning uh the skills that they're that they're able to impart. But uh so you don't get that from a normal career fair. Any other career fair I I would imagine would be far, far less um you know relevant. And uh and so we've had some we've had some success with that. We'd like to have more if we could figure out a way to get there for every one of them.

Justin Scarce:

So just from my side, those career fairs, they are it's truly an event. Um, and it's morphed quite a bit from the early days when the program was kind of in its infancy stages, I guess you could say, Caleb. We didn't have as much student throughput, you know, lower numbers of students, employer participation quite a bit lower. We're still trying to build our brand. So we'd have a career fair and might have you know 10 or less employee, you know, companies show up to entertain, you know, 50, 50 or less students. Now we've got 200, 250 students in the program at any given time, career fairs every two months. And if you've been to one lately in the Great Hall here at the Institute, we pack out the whole conference center. Um, typically we're running around 35 to 40 employers at every career fair. We got a lot of folks that come to all of them. Um, like Mike mentioned, everybody's not able to come to all of them, so we understand that too. We've even had uh, for example, Mike, when you had some folks in the program and y'all weren't able to come to career fair, your employees represented ATF while they were here. So that's hey, so that's another way to get the word out. You but what better than having your employees that are in the training advertise for your company while they're here? So that's that's another opportunity. But what's kind of come I had a full circle moment. Um, it's been about a year ago when we had an employer that had hired a student from ATDM, and then for a career fair, they brought that student that's working with that employer back to stand with the recruiter and recruit for the company. That was just an amazing experience. Um, I had helped that person in their job placement, you know, portion of the program here. When earlier days we had less staff, this, that, and the other. So it was great to see that come full circle. But those things are truly a full-day event. We have companies come on site, interview students, on-the-spot job offers. I mean, it is it's a packed house. Um, just a plug, the next one's December 3rd, so it's fast approaching. I think we're already getting close to capacity there. So our career service team is doing an amazing job how they handle those career fairs. Really, all the staff here at ATDM, uh, so hospitable. I hear nothing but good things from the employers. They are blown away when they come to those events. So we're gonna keep doing it, obviously.

Caleb Ayers:

From the other side of this, I know roughly 85% of students who complete this program have a job lined up within 30 days of completing the program. Um, and I think a big part of that is every student that comes through gets at least two cracks at a career fair where there's companies who are actively looking for them and are hiring in positions of need that they're they're learning the skills for at that moment. Last thing I really want to touch on is I just kind of wanted to open up to Mike and Mike for both of you to kind of talk about what you have noticed about the students who complete the ATDM program and that are that you all employ, um, both in the short term and the long term. And I mean, at this point, you guys have been involved for years. So you can, you know, it's not just, oh, they've been here for a month, they seem like they're having a good time, but like what what you're seeing in the short and long term as far as the the students that you all are are bringing into your team, whether that be a conditional hire, whether that be hiring a graduate, um, and just generally, you know, how is how is ATDM making an impact on your company?

Mike Villanueva:

Yeah, so I could start with that one. Um, I could tell you that um the students are they stand out, uh quite honestly. They stand out when we have the students go through our training because they're gonna have to go back through additional training at any one of our facilities to get uh whatever military specifications or certifications that uh are required. So um I was just talking to one of our hiring managers down in Jacksonville last week or two weeks ago when uh when uh we were talking about ATDM going into the career fair. And one of the things that he enjoys the most is that they're prepared when they get there. You know, they they know they know about safety, which is obviously paramount, you know, with uh uh a large defense contractor and specifically in ship repair. So that is that is super helpful that they have a lot of understanding of safety and they actually live it. You know, they come down there, they're prepared, they're they're good to go. They have that foundation, that great foundation that is with the instructors there at the school that um gives them that real world experience prior to them coming to us. So uh it makes our process a whole lot easier, uh, and it's exciting to see uh the students move through the program as quickly as they do.

Michael Ripich:

I'd echo that uh, but from and I guess in general, from what we see is a level of focus and discipline uh is is is much higher than than we would experience through uh through other methods of uh of people coming on board of our team. So they're proud of the fact that they're that they've been trained uh and that they've they've they're capable and can enter our can enter into our organization contributing at a high level, as opposed to you know having to bring someone in and that that's that's very green and albeit may have great uh you know uh uh great attitude uh and and uh and want to work for great purpose, but their ability to uh to be able to contribute um it's muted from the standpoint that they have to go through a lengthy process of becoming assimilated to the craft uh that they're that they're performing. Uh and in this case, it it happens you know you know that's not the issue. So there's a there's a gusto, I guess you'd say, and a focus that's that's there uh with the students that have come through the program. And so in so far as I I like to promote it to anybody I know that's got that children that are that are you know getting ready to graduate from high school and are considering career path. You know, a lot of people would say college is the way to go. It has been for you know the the goal for generations, but I'm I I beat the drum that says that's not for everybody, and certainly there's a way to to to uh have a great career when and with great earnings um and become a become a useful part of of a company uh by going through AT DM as opposed to spending four years um albeit

Caleb Ayers:

having fun for four years because it's a fun college is a fun experience but uh but it's this is far more focused and and quick and uh and it's a it's a great avenue for young people to that to to become part of something great and be get be contributing to uh uh to something as as as as terror uh tantamount as or or paramount as is defending freedom I'm I'm glad you brought that up Mike because that that's a big part of this thing too is these students you know they know coming into this hey that this is not easy work right shipbuilding is not easy I think y'all could y'all could attest to that more than I can because y'all y'all in and out of it each and every day but these students that come through they know that they're they're getting their foot in the door for a career so this is very early career for them but the growth opportunity is so is so there I mean you you become a welder or NDT inspector or machinist and and you master your craft I mean you talk about a career that where you can obviously raise a family live the American dream I mean and it's all tied to national security and national defense I mean this is really part of being something bigger than yourself and I think these students I I tend to call them kids but they're not they're adults I mean this is an adult learner program um they they know that and they they're mission focused when they come in the ability of this program to yes you have 18 year old kids coming out of high school and yes you have people in their 30s 40s 50s 60s we've seen people in their 70s come through to find a new career whether that be through a conditional hire where a company takes them on and says you go through this program come work here or or just go through the program and see what happens and find a job um it's cool to see that that level of um diversity in the student uh I guess career paths coming in and and Justin as you said you know that that's pretty that's a big deal to be able to have a career that provides for your family and can ultimately contributes to something as important as national security.

Michael Ripich:

Or to enhance your career. My my son's 30 years old and and he went through the additive program uh and uh just been transformative for him in terms of learning uh some skills uh in in machining and and uh additive manufacturing which is on the horizon for us as a company um and will be uh you know a great technology for for the industrial base as it's being embraced by uh by the Navy that's awesome that's all the the questions that I have you know like I said I think this I say it all the time this program's cool uh that's that's I think my simple explanation of ATDM it's really cool that's one way to put it for sure yeah um but are there any other things that any of you guys would want to add or anything else um that you think it's important that people know I would just say that it it's more than you would expect at on on several levels in terms of support uh and and effectiveness uh the uh you know the the resources that are that are part of atm and just that commitment to be able to you know teach and house people for that period of time and to provide them with that you know what what's the total number of hours of training that that are involved eight eight hours a day times times uh they get 600 hours yeah 600 plus right so you can you can you know you can become a a a private get private pilot certain certificate after you know 70 or 80 hours of of training right so you're getting 600 hours of concentrated training for you know to learn a craft uh that's that's that's you know desperately needed uh and it it that I mean getting your head around that and understanding that is uh is I I think the the thing that I would say you're you're un you would be underestimating the program if if you thought it was just another training program so because it is it is uh that that element of it that concentrated effort and uh and all the support that this that the students receive you know through that process I mean they're coming out you know they're coming out running uh and it's uh it's it's a neat it it's just a neat thing to see.

Mike Villanueva:

I was gonna say I uh one of the things that um I definitely want to touch on is that the support that you get from the faculty there and the staff there at ATDM is just outstanding. Ever since we've started this process partnering with uh ATDM uh anytime we call and we ask for you know any type of help uh the staff the faculty is always willing to help us uh one of the things that I had an opportunity to participate in this year was the summit and to see all of the industry partners come in and talk about all the success of what ATDM does for them um you know prepare giving them the talent that they need is just outstanding. You know one of our strategies for BA systems is driving operational excellence and we see nothing but excellence coming from the school the students that come out of there are just outstanding.

Justin Scarce:

And I'll just add to that Mike definitely appreciate the relationship I have with both y'all at ATF and BAE systems uh and my team surely appreciates it as well all the relationships we have with these various companies in the maritime industrial base but kind of like we talked about earlier that there's still some skepticism out there for those that are skeptical and maybe listening to this I invite you to come see us come see us firsthand I mean we're open book we want you to come see this facility we want you to engage with our students we want to make a difference for this nation one day the history books are going to be written one way or another and I'm hoping what it's gonna say is we tackled this problem we tackled this challenge our Navy was able to to get everything they needed to continue protecting our freedom we've got to get these submarines built we've got to get these ships built it's paramount for our national security this is one of many efforts but it's a big part of it to help solve that problem and we invite all these companies in the maritime industrial base to tap into it we're here to be a resource.

Caleb Ayers:

I got nothing to add on to that that's a good closer good job guys we'll we'll see you next time thanks thank you thank you