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NASA NTRS2024

From Blood Platelets Classification to Earth System Digital Twins: A Career in Computer Vision

IEEE SIgnal Processing Society (SPS) and Women in Signal Processing (WiSP) Webinar (https://signalprocessingsociety.org/blog/webinar-wisp-blood-platelets-classification-earth-system-digital-twins-career-computer-vision): Join us for an interactive session with Dr. Jacqueline Le Moigne, Manager of the NASA Science Mission Directorate Earth Science Technology Office’s Advanced Information Systems Technology Program. In this webinar, Dr. Le Moigne will share her journey through academia, the private sector, and her pivotal roles at NASA, emphasizing her work in signal processing, computer vision, and related technologies. The webinar will conclude with an interactive Q&A session, providing attendees the opportunity to engage directly with Dr. Le Moigne about her experiences and insights. Dr. Jacqueline Le Moigne manages NASA's Advanced Information Systems Technology Program, focusing on novel technologies that support Earth Science missions. She previously held roles at NASA Goddard, including Assistant Chief for Technology, and has worked on NASA's Space Technology Research Grants Program and Technology Roadmaps. Before NASA, she was a Research Scientist at the University of Maryland's Computer Vision Laboratory and also gained experience in the private sector. Jacqueline earned her Ph.D. in Computer Science from the University Pierre and Marie Curie in Paris. Her research interests include Image Registration, Computer Vision, Artificial Intelligence, Autonomous Systems, Distributed Spacecraft Missions (DSM), and Earth System Digital Twins (ESDT), as well as high-performance and onboard computing. She has authored over 180 publications, including books and patents, and has received multiple awards, including the NASA Exceptional Service Medal and the Goddard Information Science and Technology Award in 2012.

Computer Vision; Image Processing; Earth Science R↗
NASA NTRS2003

Oh, Develop

In a mature view of the subject, career development is not simply four years of college or a week at training, culminating in a diploma or a certificate to hang on an office wall. That's why we wanted to take a broad look at career development in this issue of ASK. Take for example, Dr. Gerald Mulenburg s contribution, Fly on the Wall. When Mulenburg and other members of a knowledge-sharing group at Ames were invited to observe an upcoming project review, Mulenburg thought it would be interesting to learn how another project does its reviews. Note that Mulenburg is no fresh out who's never attended a NASA project review. Not only has he been through a fair share of them as the reviewed, he has also been on the other side of the table as a reviewer. This experienced project manager recognizes that at any stage of a career there is room to grow and develop one's repertoire. Too often people associate career development with textbooks and role classroom training, far removed from project life. But classroom training need not be like this, as you'll find in our Special Feature, The Enterprise Project by Wendy Dolci, which sprung out of an APPL Advanced Project Management class in July 2003 at Ames Research Center. In addition to Dolci, some of her classmates contribute to the story. Mike Sander of the Jet Propulsion Laboratory, project manager for the Mars Science Laboratory mission, who provided the assignment on which the story is based, also has a cameo in the story. We think Dolci's story is an inspiring example of what classroom training can be if it's approached imaginatively and made to serve a practical purpose. Another story from Ames, by Frank Larsen, takes a different twist on career development. At the annual Experimental Aircraft Association Fly-in in Oshkosh, Wisconsin, Larsen represented Ames at a NASA booth. While there, Larsen met a colleague from Glenn Research Center. Months later on a project with a quick turnaround, he remembered his colleague from Glenn who had equipment that might help Larsen save time and money on his project. Although they had never worked together and they had to unravel a lot of red tape before they could collaborate, they managed a way to get the job done. There are other stories in this issue that deal directly with this theme of career development. Then there are others in which it is less explicit. But if you take the view that career development happens all the time, and is as necessary to your survival as breathing, then you can read almost any story in ASK with your career development in mind. In that case, all the best, and so then-start developing.

Post, Todd↗
NASA NTRS1986

Radiation protection guidelines for space missions

NASA's current radiation protection guidelines date from 1970, when the career limit was set at 400 rem. Today, using the same approach, but with the current risk estimates, a considerably lower career limit would obtain. Also, there is considerably more information about the radiation environments to be experienced in different missions than previously. Since 1970 women have joined the ranks. For these and other reasons it was necessary to reexamine the radiation protection guidelines. This task was undertaken by the National Council on Radiation Protection and Measurements Scientific Committee 75 (NCRP SC 75). Below the magnetosphere the radiation environment varies with altitude and orbit inclination. In outer space missions galactic cosmic rays, with the small but important heavy ion component, determine the radiation environment. The new recommendations for career dose limits, based on lifetime excess risk of cancer mortality, take into account age at first exposure and sex. The career limits range from 100 rem (4.0Sv) for a 24 year old female to 400 rem for a 55 year old male compared to the previous single limit of 400 rem (4.0 Sv). The career limit for the lens of the eye was reduced from 600 to 400 rem (6.0 to 4.0 Sv.)

Fry, R. J. M.↗
NASA NTRS2003

The Long Journey

In analyzing people's careers it should be define and write down one to three things they must have in an assignment, and as many wants as they wish. Compare people's list to the must and wants of potential assignments we can see if there is match. We should discuss career coaching with another manager. Career development by definition is a long journey. As coach help shape the career of other, it does him no good to forget that his own careers will continue to develop.

Cameron, W. Scott↗
NASA NTRS1988

Radiation protection guidelines for space missions

The current radiation protection guidelines of the National Aeronautics and Space Administration (NASA) were recommended in 1970. The career limit was set at 4.0 Sv (400 rem). Using the same approach as in 1970 but current risk estimates, a considerably lower career limit would obtain today. Also, there is now much more information about the radiation environments that will be experienced in different missions. Furthermore, since 1970 women have joined the ranks of the astronauts. For these and other reasons, it was considered necessary to re-examine the radiation protection guidelines. This task has been undertaken by the National Council on Radiation Protection and Measurements Scientific Committee 75. Within the magnetosphere, the radiation environment varies with altitude and inclination of the orbit. In outer space missions, galactic cosmic rays, with the small but important heavy-ion component, determine the radiation environment. The new recommendations for career dose limits, based on lifetime excess risk of cancer mortality, take into account age at first exposure and sex. The career limits range from 1.0 Sv (100 rem) for a 24-y-old female up to 4.0 Sv (400 rem) for a 55-y-old male, compared with the previous single limit of 4.0 Sv (400 rem). The career limit for the lens of the eye has been reduced from 6.0 Sv (600 rem) to 4.0 Sv (400 rem).

NASA Discipline Radiation Health↗
NASA NTRS2016

Developing the Next Generation of Science Data System Engineers

At Goddard, engineers and scientists with a range of experience in science data systems are needed to employ new technologies and develop advances in capabilities for supporting new Earth and Space science research. Engineers with extensive experience in science data, software engineering and computer-information architectures are needed to lead and perform these activities. The increasing types and complexity of instrument data and emerging computer technologies coupled with the current shortage of computer engineers with backgrounds in science has led the need to develop a career path for science data systems engineers and architects.The current career path, in which undergraduate students studying various disciplines such as Computer Engineering or Physical Scientist, generally begins with serving on a development team in any of the disciplines where they can work in depth on existing Goddard data systems or serve with a specific NASA science team. There they begin to understand the data, infuse technologies, and begin to know the architectures of science data systems. From here the typical career involves peermentoring, on-the-job training or graduate level studies in analytics, computational science and applied science and mathematics. At the most senior level, engineers become subject matter experts and system architect experts, leading discipline-specific data centers and large software development projects. They are recognized as a subject matter expert in a science domain, they have project management expertise, lead standards efforts and lead international projects. A long career development remains necessary not only because of the breadth of knowledge required across physical sciences and engineering disciplines, but also because of the diversity of instrument data being developed today both by NASA and international partner agencies and because multidiscipline science and practitioner communities expect to have access to all types of observational data.This paper describes an approach to defining career-path guidance for college-bound high school and undergraduate engineering students, junior and senior engineers from various disciplines.

Next Generation of Science↗
NASA NTRS2023

The NASA Astrobiology Program’s Professional Advancement Workshop Series: Next Steps

Introduction: In the modern-day competitive job search, it is not enough for a candidate to have an excellent academic resume. Candidates must also present themselves well in various styles of interviews, have managerial skills, and be capable of engaging in complex interpersonal relationships and team building. The NASA Astrobiology Program’s Professional Advancement Workshop Series (PAWS) addresses the need for professional skills development that is not traditionally taught in graduate programs. PAWS is designed to supplement academic teachings by providing a space where early career scientists can learn new skills to help them explore, interview for, and be hired in the jobs and careers they want. This is especially true for jobs that are outside of the traditional academic “pipeline” (the path of student to postdoc to tenure-track professor). PAWS embraces the braided river model of career development [1], which emphasizes flexibility as a scientist’s needs change throughout their life. PAWS also presents an opportunity for other early career scientists to meet and network with each other outside of conferences and other formal events. This is especially important as the world emerges from the ongoing COVID-19 pandemic. Finally, PAWS creates an informative space full of resources available to everyone, which lowers institutional barriers regarding knowledge of opportunities and potentially provides mentorship to those in need. Both items are identified as supportive of a more diverse and inclusive future workforce [2–4]. PAWS began in August 2021 and was originally intended to last until the Astrobiology Science Conference in May 2022. The NASA Astrobiology Program initially sponsored PAWS, allowing the PAWS Leadership to bring in expert speakers from outside of NASA. These external speakers exposed the event attendees to new techniques and perspectives. PAWS has been able to continue beyond May 2022 because of many people volunteering their time for panels and a good balance between panels and expert-led workshops. Here, we share how PAWS works, what the results have been so far, and the future plans for PAWS.

Worshop↗
NASA NTRS1996

Aiming at Targets: The Autobiography of Robert C. Seamans, Jr.

Bob Seamans originally was inspired to write this book for his family and friends. That is a large audience. By his own count his immediate family numbers twenty-four, not counting brothers and cousins and their families. His friends are uncounted but surely run to hundreds. As one of them and as a colleague at NASA, I am pleased and honored that he asked me to write this foreword. While written in Bob's unique and informal style, this autobiography has significance for many readers beyond his large circles of family and friends. Leaders and students of large, complex technological endeavors should be able to learn much from reading how Bob faced the daunting technical and management challenges in his career. As the title of this book implies, Bob has always set high goals for himself and then kept his eyes focused on both the necessary details and the broader picture. His ability to shift smoothly among jobs that required seemingly disparate abilities and skills speaks volumes about his insight, dedication, and enthusiasm for achievement. The book spans a truly remarkable life story. Bob first takes us through his growing up, education, and early professional and family life. Next he focuses on the crucial years when he was the general manager of NASA. Then he moves on to his career in the top jobs at the Air Force, the National Academy of Engineering, and the Energy Research and Development Administration. Finally, he touches on his later leadership activities in the academic and business worlds. Aiming at Targets is a series of fascinating topical vignettes covering his professional life. Taken together, like broad brushstrokes in an impressionist painting, they give a better picture of Bob Seamans and his work than a detailed recitation of facts and dates could hope to do. This is a cheerful account of an interesting and successful career. The book is full of good stories, with many memorable characters. Like the proverbial sundial, it counts the sunny hours. It is a good read. But it has its serious side. Bob's career wasn't all fun. The Apollo 204 fire, which killed three astronauts, was a terrible climax to his time at NASA. As one who lived through those days with him, I can recall the trauma and special sense of responsibility he felt. His account of this period and of the sad deterioration of his relationship with his boss, Jim Webb, is both fair and generous. Those were not happy times, but they should not be allowed to overshadow the fact that in his seven years at NASA, Bob Seamans led the agency to its first successes and laid the groundwork for the great successes that came later.

Seamans, Robert C., Jr.↗
NASA NTRS1995

Minority Engineering Program Pipeline: A Proposal to Increase Minority Student Enrollment and Retention in Engineering

The Cleveland State University Minority Engineering Program Pipeline consist of programs which foster engineering career awareness, academic enrichment, and professional development for historically underrepresented minority studies. The programs involved are the Access to Careers in Engineering (ACE) Program for high school pre-engineering students: the LINK Program for undergraduate students pursuing degree which include engineering; and the PEP (Pre-calculus Enrichment Program) and EPIC (Enrichment Program in Calculus) mathematics programs for undergraduate academic enrichment. The pipeline is such that high school graduates from the ACE Program who enroll at Cleveland State University in pursuit of engineering degrees are admitted to the LINK Program for undergraduate level support. LINK Program students are among the minority participants who receive mathematics enrichment through the PEP and EPIC Programs for successful completion of their engineering required math courses. THese programs are interdependent and share the goal of preparing minority students for engineering careers by enabling them to achieve academically and obtain college degree and career related experience.

Charity, Pamela C.↗
NASA NTRS2002

National Survey Results: Retention of Women in Collegiate Aviation

Since the numbers of women pursuing technical careers in aviation continues to remain very low, a study on retention of women was undertaken by a team of university faculty from Embry Riddle Aeronautical University, Arizona State University, and Kent State University. The study was initiated to discover the factors that influence women once they have already selected an aviation career and to ascertain what could be done to support those women who have demonstrated a serious interest in an aviation career by enrolling in a collegiate aviation program. This paper reports preliminary results of data collected in the first and second years of the study. The data was collected from surveys of 390 college students (195 women and 195 men) majoring in aviation programs in nine colleges and universities, representing widely varied geographic areas and including both two- and four-year institutions. Results revealed significant areas of concern among women in pilot training. When queried about these concerns, differences were evident in the responses of the male and female groups. These differences were expected. However, a surprising finding was that women in early stages of pilot training responded differently from women in more experienced stages, These response differences did not occur among the men surveyed. The results, therefore, suggest that women in experienced stages of training may have gone through an adaptation process and reflect more male-like attitudes about a number of objects, including social issues, confidence, family, and career.

Turney, Mary Ann↗
NASA NTRS2018

Sixth Annual NASA Ames Space Science and Astrobiology Jamboree

Welcome to the Sixth Annual NASA Ames Research Center, Space Science and Astrobiology Jamboree at NASA Ames Research Center (ARC). The Space Science and Astrobiology Division consists of over 60 Civil Servants, with more than 120 Cooperative Agreement Research Scientists, Post-Doctoral Fellows, Science Support Contractors, Visiting Scientists, and many other Research Associates. Within the Division there is engagement in scientific investigations over a breadth of disciplines including Astrobiology, Astrophysics, Exobiology, Exoplanets, Planetary Systems Science, and many more. The Division's personnel support NASA spacecraft missions (current and planned), including SOFIA, K2, MSL, New Horizons, JWST, WFIRST, and others. Our top-notch science research staff is spread amongst three branches in five buildings at ARC. Naturally, it can thus be difficult to remain abreast of what fellow scientific researchers pursue actively, and then what may present and/or offer regarding inter-Branch, intra-Division future collaborative efforts. In organizing this annual jamboree, the goals are to offer a wholesome, one-venue opportunity to sense the active scientific research and spacecraft mission involvement within the Division; and to facilitate communication and collaboration amongst our research scientists. Annually, the Division honors one senior research scientist with a Pollack Lecture, and one early career research scientist with an Outstanding Early Career Space Scientist Lecture. For the Pollack Lecture, the honor is bestowed upon a senior researcher who has made significant contributions within any area of research aligned with space science and/or astrobiology. This year we are pleased to honor Linda Jahnke. With the Early Career Lecture, the honor is bestowed upon an early-career researcher who has substantially demonstrated great promise for significant contributions within space science, astrobiology, and/or, in support of spacecraft missions addressing such disciplines. This year we are pleased to honor Amanda Cook. We hope that you will make time to join us for the day in meeting fellow Division members, expanding knowledge of our activities, and creating new collaborations within the Space Science and Astrobiology Division.

Hollingsworth, Jeffery↗
NASA NTRS1997

Psychosocial value of space simulation for extended spaceflight

There have been over 60 studies of Earth-bound activities that can be viewed as simulations of manned spaceflight. These analogs have involved Antarctic and Arctic expeditions, submarines and submersible simulators, land-based simulators, and hypodynamia environments. None of these analogs has accounted for all the variables related to extended spaceflight (e.g., microgravity, long-duration, heterogeneous crews), and some of the stimulation conditions have been found to be more representative of space conditions than others. A number of psychosocial factors have emerged from the simulation literature that correspond to important issues that have been reported from space. Psychological factors include sleep disorders, alterations in time sense, transcendent experiences, demographic issues, career motivation, homesickness, and increased perceptual sensitivities. Psychiatric factors include anxiety, depression, psychosis, psychosomatic symptoms, emotional reactions related to mission stage, asthenia, and postflight personality, and marital problems. Finally, interpersonal factors include tension resulting from crew heterogeneity, decreased cohesion over time, need for privacy, and issues involving leadership roles and lines of authority. Since future space missions will usually involve heterogeneous crews working on complicated objectives over long periods of time, these features require further study. Socio-cultural factors affecting confined crews (e.g., language and dialect, cultural differences, gender biases) should be explored in order to minimize tension and sustain performance. Career motivation also needs to be examined for the purpose of improving crew cohesion and preventing subgrouping, scapegoating, and territorial behavior. Periods of monotony and reduced activity should be addressed in order to maintain morale, provide meaningful use of leisure time, and prevent negative consequences of low stimulation, such as asthenia and crew member withdrawal. Leadership roles and lines of authority need to be studied further to understand the factors leading to status leveling, leadership competition, and role confusion. Finally, the relationship between crews and ground personnel should be characterized in order to minimize the displacement of anger and tension to the outside, to counter the effects of inter-group miscommunications, and to develop support strategies that can help to counter in-group/out-group conflicts. Ground-based space simulations still have a role to play in terms of understanding the impact of these factors and ways of dealing with them. In particular, issues involving language, cultural differences, gender biases, career motivation, monotonous conditions, use of free time, leadership, lines of authority, and the relationship between crews and outside monitoring personnel need to be further characterized and examined under controlled conditions. Until such time as these factors can be studied directly in space, simulations provide an opportunity to learn more about these psychosocial issues and to plan ways of minimizing their negative consequences during actual space missions.

NASA Discipline Number 00-00↗