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Vice Admiral Mark Hammond attends the graduation of the first three Australian officers to attend Nuclear Power School in Charleston. (United States Navy/Defence)

Australia’s entry into the nuclear age has been officially recognised, after seven Royal Australian Navy sailors graduated from the United States Navy’s most tightly-controlled Nuclear Power School. Their course was held ahead of the navy’ switch from diesel to reactor-powered subs.

A statement from Defence said the sailors graduated “alongside a third group of RAN officers who also graduated: and were “the pioneers towards Australia establishing a sovereign, conventionally armed nuclear-powered submarine fleet in the early 2030s.”

The so-called nuke school is essential for the AUKUS pact because, irrespective of where the boats ultimately come from, it’s the powerplant that gives them the edge.

Nuclear-fuelled subs are not as silent as some of their competitors; that’s not really the point. It’s just they can remain very, very quiet for very long periods of time without coming up for air and thus without risking detection.

The navy is emphatic this is a skill and capability worth acquiring and working on.

A Defence statement said chief of navy Vice Admiral Mark Hammond “acknowledged the rigorous training the sailors completed at the school. “

“Naval Nuclear Power training is exceptionally rigorous and to have seven Australian sailors and five officers complete the program and move on to the Nuclear Power Training Unit takes us closer to operating our own SSNs,” Hammond said.

“The seven enlisted RAN sailors trained at the Nuclear Power School from October 2023, and have been learning the science and engineering principles that are fundamental to the design, operation, and maintenance of naval nuclear propulsion plants alongside American and British submariners,” Defence said.

“The graduates will start this month at the United States Naval Nuclear Power Training Command, which trains officers, enlisted sailors, and civilians for shipboard nuclear power plant operation and maintenance of surface ships and submarines in the US Navy’s nuclear fleet.”

Defence said “RAN personnel are in various stages of the US nuclear-powered submarine training pipeline to equip them with skills and experience aboard the US Virginia Class SSNs,” and that “assignment of RAN sailors to US submarines is a fundamental step towards developing the skills needed to crew the Virginia-class submarines that Australia will own and operate from the early 2030s.”

“Last month, Australian sailors conducted the first maintenance period on an SSN in Australia. Today we graduate the first enlisted personnel from an exceptionally rigorous school; already we have Australian officers serving aboard both US and UK SSNs,” said director-general of the Australian Submarine Agency, Vice Admiral Jonathan Mead.

“Thirty-seven months after AUKUS’ inception, we are well on our way to developing Australia’s SSN capability,” Mead said.

All we need now are the boats.

RSL NSW, the state branch of the Returned and Services League of Australia, is facing significant internal turmoil following a series of board conflicts and serious allegations against its leadership. The organization, which has long represented the interests of veterans, is now grappling with accusations that its president, Mick Bainbridge, exploited veterans and allowed a conflict of interest to develop involving his law firm and lobbying activities.

The controversy reached new heights when Independent Senator Jacqui Lambie made explosive claims under parliamentary privilege. Lambie alleged that Bainbridge’s law firm, which he co-founded with fellow RSL NSW director Paul James, had been overcharging veterans for legal services. This law firm was designed to be veteran-friendly, making the accusations even more alarming. Both Bainbridge and James have firmly denied these allegations, stating there is no basis for such claims.

Adding to the upheaval, former RSL NSW chair Sophie Ray has lodged an internal complaint against Bainbridge, accusing him of bullying, issuing threats, failing to disclose conflicts of interest, and neglecting his responsibilities to act in the best interests of RSL NSW and its members. Bainbridge, however, refuted these accusations, denying any misconduct.

Ray’s departure as chair in June, four months before her term was scheduled to end, was reportedly an attempt to defuse escalating tensions on the board. Her resignation followed months of heated board meetings that frequently devolved into shouting matches, with little progress being made on key issues affecting veterans and their families.

Earlier this year, an external consultant was brought in to assess the growing dysfunction within the board. The consultant’s report concluded that the board’s infighting had rendered it dysfunctional and that the organization’s ability to adequately support veterans would be significantly compromised if immediate changes were not implemented. Despite these warnings, Ray claims that Bainbridge and James continued to engage in bullying and intimidating tactics against other directors even after her resignation.

James, in his defence, expressed disappointment over the accusations, stating, “We’re disappointed and totally disagree with the untrue and untested claims made against us.” Despite the denials, the situation has only fuelled further division within the organization.

The ongoing crisis has raised concerns among veterans and stakeholders about the future of RSL NSW and its ability to fulfill its mission of supporting those who served. Without resolution, the organization risks not only losing its credibility but also its capacity to advocate for the welfare of the veteran community it serves.

ED: Authors name known but withheld on request.

An incentive scheme aimed at addressing recruitment challenges in the Australian Defence Force (ADF) will be rolled out next month. The two-year trial initiative is set to provide a $1,000 payment to any ADF member who successfully refers a recruit who completes 12 months of service in the permanent forces.

The scheme, according to information reported by the ABC over the weekend, will reward ADF personnel for their role in recruiting others, with payments made once the new recruit has served for a full year. This approach is borrowed from practices common in the commercial sector, where companies offer referral bonuses to employees for successfully recommending new hires. These programs are often seen as a cost-effective way to incentivize recruitment while leveraging existing networks within the workforce.

In 2023, the federal government’s Defence Strategic Review (DSR) identified the need for reforms to speed up recruitment. It recommended that the timeframe between application and enlistment be reduced significantly, advocating for the process to be completed in days rather than months. The DSR also advised a comprehensive review of the ADF Reserves by 2025 and suggested reconsidering the reintroduction of a Ready Reserve Scheme to further enhance recruitment.

A target of increasing the ADF to 80,000 uniformed personnel by 2040 was set by the previous federal government, aligning with plans to operate newly acquired military equipment. However, the Defence Force is currently operating with over 4,300 fewer personnel than its authorized strength of 62,735, according to former Chief of the Defence Force General Angus Campbell, who addressed the issue earlier this year in Senate estimates.

While this incentive scheme aims to ease recruitment shortfalls, other innovative and sustainable recruitment methods should be explored to ensure the long-term growth and effectiveness of the ADF.

ED: I’d be interested in your opinion on this or any ideas to increase recruitment.

HMAS Warramunga arrives at Port Melville, Melville Island, Northern Territory, where the Expeditionary Logistics Team – Maritime provided food and fuel to the ship before returning to the sea phase of Exercise Kakadu. Photo: Warrant Officer Shane Cameron

The Royal Australian Navy recently enhanced its supply chain operations, successfully testing the Expeditionary Logistics Team – Maritime (ELT-M) concept during Exercise Kakadu. This milestone involved deploying the ELT-M to Melville Island, located in the Tiwi Islands off the Northern Territory coast, where the team provided essential stores and fuel to a ship operating nearby.

During the exercise, HMAS Warramunga docked at Port Melville to receive 11 pallets of dry and refrigerated food supplies, along with approximately 250 cubic meters (cz) of maritime diesel fuel. The operation, led by Lieutenant Commander Michael Dunstan, took about six hours and showcased the Navy’s ability to streamline logistics in challenging environments.

Lieutenant Commander Dunstan described the event as a significant advancement for the Navy’s logistical capabilities. “The ELT-M demonstrated a ‘push logistics’ model, where orders were raised by the Fleet Logistics Directorate, submitted to suppliers, and then delivered by the ELT-M directly to the ship,” he said. The concept aims to provide scalable, forward-deployed logistics support to ships in remote locations.

To ensure the quality of the provisions, the team used temperature data loggers to monitor and maintain optimal conditions for frozen and chilled goods throughout the supply chain. The operation underscored the ELT-M’s ability to resupply vessels in isolated regions where traditional contractors are unavailable.

The success of this logistics effort was bolstered by cooperation with several Navy and Army units, including Joint Logistics Unit – North, 1 Combat Service Support Battalion, and 36 Water Transport Troop.

Commander Dylan Phillips, the Commanding Officer of HMAS Warramunga, emphasized the importance of this capability for maintaining the ship’s operational readiness. “Modern ships are complex, with thousands of parts. When something breaks or wears out, having the ability to get replacements delivered to remote locations at short notice is critical – and the ELT-M makes that possible,” he said.

Established in 2023, the ELT-M is based at Fleet Headquarters and consists of two maritime logistics officers and two logistics sailors. When activated, it can be supplemented by personnel from other fleet battle staff and force commands, including medical, communications, and transport specialists.

Well, I hope you are all missing the full coverage on Frontline, we are still travelling and having great weather and visiting many wonderful places along the Queensland coastline. We called into Camp Gregory, a veteran’s free camp at Woodgate it was great to see the progress that has been made over the years since Roger Dwyer first started the retreat. It is totally free for veterans and first responders. If you don’t have a caravan or RV, no worries they have dongers available … I recommend Camp Gregory as a place to relax, catch some fish or crabs.

I don’t think I will be able to post to Frontline for the next three days, doubt we will have any internet.

Take care

Ray

Staying Connected: A Lifeline for Veterans’ Health Week

As veterans, we’ve all faced our fair share of challenges. Some days, we feel like we can conquer anything; on other days, it’s a struggle just to keep going. One key factor in navigating these ups and downs? Staying connected. It might seem simple, but maintaining strong social ties can be a game changer for both your mental and physical well-being.

It’s more than just firing off a quick text or liking a post on social media. True connection means having meaningful conversations, sharing experiences, and knowing that when things get tough, someone’s got your back. Research shows that a solid support network can improve your mood, boost your immune system, and help stave off feelings of loneliness. In fact, it can even reduce the risk of developing mental health conditions like depression and anxiety.

Why Connection Matters

Whether it’s catching up for a BBQ, attending local events, or just checking in with a mate, staying connected directly impacts how you feel day to day. Here’s why it’s so important:

1. Emotional Support: We all have moments when life feels overwhelming. Reaching out to others can pull you out of those tough spots. Simply knowing someone’s there makes a world of difference.
2. Physical Health Benefits: Your social connections can have a profound effect on your physical health, too. Studies show that veterans who stay engaged with others tend to have lower blood pressure, healthier hearts, and even live longer.
3. Sense of Belonging: During service, being part of a team was ingrained in us. Finding that sense of community in civilian life is just as crucial, whether it’s through veteran groups, social clubs, or reconnecting with family.

Preventing Isolation Through Online Veteran Networks

In today’s digital age, staying connected isn’t limited to face-to-face meetups. Online communities and veteran information services offer a wealth of resources to help veterans stay informed and engaged. Platforms like DVA’s Veteran Services Online, RSL’s Connect or Frontline Veterans Network not only provide valuable news and updates but also give veterans an easy way to find support networks, mental health resources, and local veteran-friendly events. This digital connection helps bridge the gap for those who may feel isolated or unable to physically connect.

Take Action During Veteran Health Week

Veteran life doesn’t have to be a solo mission. We’ve all been through a lot, and sometimes just knowing there’s someone who truly understands can make all the difference. As Veteran Health Week approaches, take the opportunity to reach out—whether it’s reconnecting with an old mate or exploring a new online veteran group. Staying connected is good for the mind, body, and spirit. It’s a vital part of maintaining health, and it’s something we all deserve.

Remember, you’re not alone—there’s a community out there, waiting to welcome you.

Remotely Operated Ground Unit for Expeditionary (ROGUE) – Fires vehicle with Forterra’s self-driving system called AutoDrive navigates off-road terrain. (Photo courtesy of Forterra)

Manned missile batteries face significant risks in modern warfare. Once fired, these systems become highly visible to enemy sensors, making them vulnerable to counter-battery fire. Autonomous, unmanned systems offer a solution by mitigating these risks. The use of such systems allows for faster, safer operations, keeping human operators at a safe distance.

For example, an enemy warship can detect an anti-ship ballistic missile’s launch and rapidly return fire. Even small quadcopters can transmit a missile battery’s position to adversaries, increasing the threat to human operators. Scott Sanders, former Marine Special Operations Officer, emphasized the danger: “If you don’t move fast enough, you risk losing both equipment and personnel.” This highlights the urgent need for systems that can fire and relocate autonomously, reducing the exposure of soldiers and marines.

Currently, field artillery teams operate quickly, but advanced enemy capabilities in the electromagnetic spectrum make them vulnerable before they can retreat. Autonomous systems, like Forterra’s Remotely Operated Ground Unit for Expeditionary (ROGUE) Fires under the Navy Marine Expeditionary Ship Interdiction System (NMESIS), provide a critical advantage. These unmanned platforms can manoeuvre and fire faster than crewed systems, allowing for quick response while reducing the risk to human life.

The benefits of autonomous systems extend beyond just missile operations. These systems can support counterterrorism, logistics, reconnaissance, and infrastructure protection. Autonomous platforms minimize the risk to soldiers in hazardous environments like urban warfare or areas with chemical, biological, radiological, and nuclear (CBRN) threats. By operating without humans onboard, these systems allow for greater firepower projection and sensor deployment without risking personnel.

Forterra, a leader in ground-based autonomy, has been at the forefront of developing these systems. Their technology has been integrated into various defence vehicles, providing unmatched reliability and scalability. Forterra’s unmanned systems, like the ROGUE Fires, allow the Marine Corps and Army to enhance their logistics and combat capabilities without putting additional personnel in harm’s way.

As military forces continue to evolve, autonomy will play an essential role in keeping soldiers safe while maintaining operational effectiveness. These systems are not only functional but are already being deployed, proving that autonomous technology is ready to transform modern warfare.

Over recent decades, an unofficial rule has emerged within the Australian Defence Force (ADF) discouraging personnel from wearing their uniforms in public. Concerns about eliciting negative reactions from civilians, internal perceptions of public uniform display as “cringeworthy,” and fears of intense media scrutiny have contributed to this trend. While these concerns are valid, they have hindered the positive promotion of the ADF’s image—at a time when such visibility is sorely needed.

The ADF faces significant recruitment challenges, with its personnel numbers well below target. The Defence Strategic Review (DSR) in 2023 called for a faster recruitment process and a strategic overhaul, including a review of the Reserves. Yet, with Australia seeking to grow its forces to 80,000 uniformed personnel by 2040, achieving this goal will require more than just policy shifts. A national culture shift is needed to reframe how Australians view their military.

Historically, Australia’s treatment of uniformed personnel has been mixed. Vietnam veterans were instructed to hide their service due to public hostility. More recently, ADF personnel have been discouraged from wearing uniforms in public during the Afghanistan conflict, out of fear of terrorist targeting. However, as those threats have waned, so too should the reluctance to allow uniformed presence in everyday life.

In contrast to this cautious approach, other nations proudly showcase their military. The US, for example, has long embraced the sight of uniformed soldiers in public, promoting a sense of unity and patriotism. For Australia, allowing and encouraging ADF personnel to wear their uniforms outside of strictly controlled environments could foster similar national pride and inspire future recruits.

With recruitment numbers falling, it’s essential that Australians see their military as part of the community, not just on Anzac Day. The ADF has an opportunity to lead a national reset, allowing soldiers to wear their uniforms with pride, reflecting the honour of their service. It’s time to embrace a new era where military service is celebrated and normalised, fostering both recruitment and a stronger, more united nation.

ABC NEWS

The conduct of the Deputy Prime Minister’s office has left many feeling deeply disappointed. Jo Tarnawsky, a respected career public servant and chief of staff to Richard Marles, has come forward with troubling claims that she was pushed out of her job after raising concerns of bullying among her colleagues. Despite remaining officially employed, Tarnawsky says she has been denied access to her office since June and has had no communication with the Deputy Prime Minister for months.

While she does not accuse Mr. Marles of directly bullying her, Tarnawsky feels she has been systematically “bullied out of her job.” In a rare public statement, she expressed her frustration at being frozen out, saying, “No fair process has been followed. I continue to be employed officially as the deputy prime minister’s chief of staff, but I have been prevented from doing my job.” Tarnawsky made these comments at a media conference, where she declined to take any questions.

Accompanied by her lawyer, Michael Bradley, Tarnawsky explained that she had privately raised concerns about bullying in the office while returning from a trip to Ukraine with Marles. She claims that, instead of addressing the issues, the Deputy Prime Minister suggested she start looking for other employment and forced her to take several weeks of leave. Upon trying to return to work in June, she was informed she could not return to her role or office, further deepening her sense of betrayal.

Tarnawsky has been outspoken about the emotional toll of the past months, detailing how she has suffered from depression, anxiety, panic attacks, and suicidal thoughts. “I had none of these symptoms before May 2024,” she shared. “The way I have been treated has been cowardly, cruel, and completely unnecessary.”

Despite these harrowing revelations, neither Tarnawsky nor her lawyer provided details about the original bullying allegations, leaving the public in the dark about the specific concerns she raised. The Deputy Prime Minister’s office, while contesting parts of Tarnawsky’s account, insists that she has been treated with “respect and courtesy” and that the Albanese government is committed to improving workplace culture.

However, the failure of the Minister to engage directly with his chief of staff during these tumultuous months raises serious questions about the Department’s commitment to fairness, transparency, and the well-being of its employees. While Marles expressed his sadness over the situation, his statements lack any real sense of accountability or willingness to address the deeper cultural issues at play.

Opposition Leader Peter Dutton has called Tarnawsky “incredibly brave” for coming forward, adding to the growing sentiment that her claims warrant serious scrutiny. Tarnawsky’s heartbreaking account has left many asking if this is yet another example of power being wielded unjustly in Parliament, leaving those most vulnerable without recourse or protection. The lack of clear action and transparency is deeply disappointing, casting a shadow over those who are supposed to lead by example.