gear up

NASA taps Houston companies for revolutionary spacesuit project

Axiom Space — along with Collins Aerospace — are teaming up with NASA to create the next generation of astronaut gear. Image via NASA

Two startups — including Houston-based Axiom Space — have been tasked with helping NASA gear up for human space exploration at the International Space Station and on the moon as part of a spacesuit deal potentially worth billions of dollars.

NASA recently picked Axiom and Collins Aerospace to help advance spacewalking capabilities in low-earth orbit and on the moon by outfitting astronauts with next-generation spacesuits. While headquartered in Charlotte, North Carolina, Collins has a significant presence in the Houston Spaceport.

This deal will help support landing the first woman and the first person of color on the moon as part of NASA’s return to our lunar neighbor. The equipment also will help NASA prepare for human missions to Mars.

Under this agreement, NASA, Axiom and Collins “will develop advanced, reliable spacesuits that allow humans to explore the cosmos unlike ever before,” Vanessa Wyche, director of NASA’s Johnson Space Center in Houston, says in a news release. “By partnering with industry, we are efficiently advancing the necessary technology to keep Americans on a path of successful discovery on the International Space Station and as we set our sights on exploring the lunar surface.”

Axiom and Collins were chosen under an umbrella contract known as Exploration Extravehicular Activity Services (xEVAS). The contract carries a potential value of $3.5 billion.

Michael Suffredini, co-founder, president, and CEO of Axiom, says his company’s “innovative approach to xEVAS spacesuits provides NASA with an evolvable design that enables cost-efficient development, testing, training, deployment, and real-time operations to address a variety of EVA needs and operational scenarios for a range of customers, including NASA.”

Axiom’s partners on this project are KBR and Sophic Synergistics, both based in Houston, along with Air-Lock, David Clark Co., Paragon Space Development, and A-P-T Research.

NASA says Axiom and Collins will own the spacesuits, and are being encouraged to explore non-NASA commercial applications for data and technology they co-develop with the space agency.

The EVA & Human Surface Mobility Program at the Johnson Space Center is managing the xEVAS contract.

NASA astronauts have needed updated spacesuits for years.

“The decades-old spacesuit designs currently in use on the International Space Station are well past their prime. NASA had been working on new suits and showed off a patriotic prototype of a moonwalking outfit — called the Exploration Extravehicular Mobility Unit, or xEMU — back in 2019,” according to CNET.

A 2021 report from NASA’s Office of Inspector General called out delays in developing the spacesuits that would make a proposed 2024 human moon landing unfeasible, CNET says. Now, Axiom and Collins, instead of NASA, will create the spacesuits. Demonstration-ready spacesuits are supposed to be ready in 2025.

The spacesuit deal is the latest in a string of milestones for Axiom.

Axiom recently broke ground on its new headquarters at Houston Spaceport. There, the company will build Axiom Station, the world’s first commercial space station.

Axiom also recently welcomed home the crew of Axiom Mission 1 after their successful completion of the first all-private astronaut mission to the International Space Station. The crew came back to earth in a SpaceX capsule. The company has signed agreements with several countries, including Italy, Hungary, and the United Arab Emirates, for future space missions.

Axiom recently tapped Italian Air Force Col. Walter Villadei as its first international professional astronaut. He currently is being trained in Houston and will serve as a backup on Axiom Mission 2.

Founded in 2016, Axiom employs more than 500 people, most of whom work in Houston. The company expects its workforce to exceed 1,000 employees by 2023.

To date, Axiom has raised $150 million in venture capital.

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With the consumer price index rising 9.1 percent since last year, many Americans are evaluating new employment opportunities with better pay. However, employees would be wise to consider the risks of accepting a new position in the face of inflation and a possible recession, which could leave employers unable to sustain higher wages and generous benefits.

As a safer option in the longterm, employees may wish to ask for a raise from their current management, yet many do not know how to start the conversation. By understanding best practices for negotiations, employees can improve their chances of obtaining a pay raise without undermining relationships.

Understand the risks of job-hopping

Conventional wisdom suggests that job hopping can result in higher salary increases than an annual raise. During the pandemic, many employees took advantage of labor market shortages to secure new positions for higher pay. However, job hopping presents risks, particularly in an uncertain economic environment. Companies may institute “last in, first out” layoffs, leaving recent hires unemployed.

Even in strong economic conditions, job-hoppers face uncertain outcomes. When employees leave a company, they may leave behind teammates, mentors, client partnerships and friendships years in the making. These relationships can redevelop in a new organization, but employees may find themselves in an unfamiliar setting, facing unrealistic expectations or unexpected challenges that were not clear during the interview process.

Prepare ahead of time

Before approaching management with a request for a raise, employees should understand their own financial needs and how much additional compensation would improve their finances. If inflation has caused financial strain, employees should gather recent data on inflation, including the consumer price index, to share with management. The more information employees can offer about changing economic conditions, the more management will understand and accept their position.

Focus on the positive

Employees should begin a conversation about salary with praise for the organization and a reiteration of their commitment to the team. By beginning on a positive note, employees set the tone for a mutually productive conversation. Although employees may view salary negotiations as adversarial across the table, productive negotiations are a conversation with both employee and employer on the same team.

Likewise, while employees may worry about looking greedy, employees should not let that fear prevent them from opening the conversation. Employers also understand that employees work to meet their financial needs. While employers may face budget constraints or other considerations in salary allocation, strong management also recognizes the importance of nurturing growth among employees, both in compensation and job responsibilities.

Nonetheless, employees should focus the discussion on broader economic conditions like inflation, not on their personal budget items. By acknowledging the economic environment outside of the employer’s control, employees can then respectfully request their salary be adjusted for inflation.

Employees with a record of strong results can also gather data or performance reviews to demonstrate their contributions to the team beyond the expectations of their role. In doing so, employees can frame a salary increase as a celebratory recognition of the mutually successful partnership between employee and employer and an investment in the relationship.

Be flexible if negotiations stall

If employers decline to adjust an employee’s salary for inflation, employees should not give up on negotiating additional compensation or benefits. Rather than a pay raise, employees can ask for reimbursement for gas mileage or additional remote days to cut down on their commutes. If management declines a pay raise based on timing, employees can acknowledge that management may face budgetary constraints, remaining flexible but firm. For instance, a compromise may involve revisiting the discussion in three to six months.

As employees face record-breaking inflation, it remains critical to consider the risks of departing one role for another. By implementing best practices in salary negotiations, employees can secure a salary increase that matches inflation, avoid the uncertainty of job-hopping and invest in the future at their current company.

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Jill Chapman is a senior performance consultant with Insperity,a leading provider of human resources and business performance solutions.

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