ADF TOTAL WORKFORCE MODEL PRESENTATION SPEAKER NOTES
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES Cover Slide The Total Workforce Model has evolved from a solid foundation of ADF workforce policies, processes, and practices. It is a contemporary, fit for purpose, ‘military’ best practice workforce model that: • responds to permanent ADF individuals’ desire for more flexible career options, to enable retention of our people; • makes greater use of the latent and proven capabilities that exist in the ADF Reserve Workforce; and • can enhance the ADF’s ability to attract the best talent. Most importantly this is an initiative focused on contributing to the generation and sustainment of ADF people capability. It will provide the ADF with the ability to draw on a broader workforce mix to meet capability demands. Its intent is to maximise all ADF members’ contributions to capability. Slide 1 – Why deliver the ADF Total Workforce Model? The TWM: • Provides for work-life balance that better aligns with community standards, making a long-term career in the ADF a more viable option. • Makes greater use of the latent capabilities inherent in the ADF Reserve Workforce. • Responds to permanent ADF individuals’ desire for more flexible career options, to enable retention of our people, achieved through formal workplace arrangements. • To achieve a more agile, capable force to address future risks of skill shortages and changing circumstances. 2
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES Slide 3 – What is the ADF Total Workforce Model? Key recognisable changes are: • Other than full-time service for Permanent ADF members with tailored conditions of service that reflect the member’s contribution to capability. • Defence commitment to an “ agreed pattern of service ” for Reservists, against a position they ‘hold’ or are of fered to meet an identified capability need. • A transfer process that better enables flexibility and mobility. • An ‘access all areas’ information and communications platform to help identify opportunities, talent and rapidly share relevant unit, ex-service organisation or families oriented information. • Dual employment, a targeted program where select ADF members who possess high value skills (which could meet any or all of these descriptions: greater demand than supply, that take a long time to develop, required for surge capabilities, emerging skills that are in demand) are able to work for both Defence and Industry in a formal arrangement that builds their skills, experience and career opportunities. These come together as the Total Workforce Model (TWM) Slide 4 – ADF Total Workforce Model (Graphic) We will now explore each of these structures and systems separately. The service arrangements are described in terms of Service Categories (SERCAT) and Service Options (SERVOP). We will first look at the overarching Service Spectrum. Slide 5 – The Service Spectrum 3
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES The Service Spectrum is the structural component of the ADF Total Workforce Model that defines the service categories (SERCATs) and options (SERVOPs) under which ADF members will serve in the future. It comprises a range of full-time and part-time service arrangements across the Permanent and Reserve components of the ADF workforce. This will include tailored conditions of service across the spectrum of Permanent and Reserve components, which are aligned to the capability derived from each service arrangement. SERCATs A SERCAT groups members into like service and duty arrangements that share mutual obligations and conditions of service. SERCATs are the primary categorisation by which members are managed and rewarded according to their availability, obligation and assurance, as they move through their life and career. All members are categorised in a single SERCAT at all times, and these may be combined with SERVOPs. SERVOPs SERVOPs provide the Services with the means to group ADF members who provide needed capabilities where differentiated arrangements are required to achieve capability. The differentiated arrangements could include entry standards, skill levels, remuneration, duty patterns, or any other conditions that may be approved by a Service Chief, in addition to that offered in the Service Categories. A SERVOP may be applicable to more than one SERCAT and, when used, must be in conjunction with a SERCAT. The Total Workforce model provides access to broad people capability that Commanders can draw on in order to support flexibility and minimise its impacts on their team and capability. ADF members serving in SERCAT 3, and in some cases SERCAT 5, are likely to have increased opportunities to serve in support of permanent ADF member’s on Flexible Service Arrangements, SERCAT 6. Such job sharing arrangements are simpler to manage and cost effective. 4
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES Navy, Army and Air Force can build a pool of people with ‘in - demand’ skills and experience in SERCAT 3 and draw on them to fill capability gaps and complete key strategic tasks in a timely manner. SERCAT 5 delivers on the expressed desire of Reservists for greater certainty of service in return for greater commitment to serve in the ADF. SERCAT 6 facilitates versatile patterns of service ranging from days per week, to weeks per month, or even months per year. It makes Flexible Service Arrangements for the Permanent workforce more adaptable to both Defence capability requirements and commander’s and ADF members’ needs. A Dual Employment service option represents an opportunity for industry and Defence to build and share high demand skills and for ADF members to explore new opportunities while remaining connected with Defence. We’ll now look at the individual SERCATs and SERVOPs. Slide 6 – SERCAT 1 Slide 7 – SERCAT 2 Standby component of the ADF and do not render service. Latent capability that the Service Chiefs can call upon as required. Members in SERCAT 2 are subject to call out provisions. Notes: • Members in SERCAT 2 who wish to serve must be transferred to one of the other SERCATs for voluntary service. • Service Chiefs may transfer members to SERCAT 2 if the member cannot meet the service requirements of their previous SERCAT. • A member may not be posted, promoted or paid while in SERCAT. 5
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES • No IR requirements. Slide 8 – SERCAT 3 Reserve members who have indicated their availability to serve, or are providing service to meet a specified task, generally within a financial year. Individual Readiness requirements and associated conditions of service may be applied at a Service’s di scretion. Career management oversight (e.g. receive performance appraisals, career development and training). Notes: • A set period of agreed work days. Navy, Army and Air Force will draw on this SERCAT to fill capability gaps, complete key strategic tasks. May be used to provide day-to-day operational and sustainment support. • Do not have to be posted to an established position. • Reserve salary for days served. • No superannuation. • 75% of Service Allowance paid for days served. • Eligible for Reserve Capability Payment, if offered by Service. • Exempt from income tax. • Eligible for DHOAS, if conditions met. • Must be MEC 1 or 2. • Entitled to Health Support Allowance, if conditions met. • Service-related injuries, disease, or death covered under MRCA. • Eligible for Reserve Assistance Program, if applicable. Slide 9 – SERCAT 4 Provision of capability at short notice, with the length of that notice defined by the individual Service. 6
ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES Service in SERCAT 4 may attract additional remuneration and will impose additional obligations on members (e.g. Individual Readiness compliance, higher training commitment). Notes: • Niche capability, i.e. short notice or high readiness tasks [RSD or CFTS] that require specialised effects. SERCAT 4 enables the ADF to effectively deliver a required capability within specified notice, without compromising the delivery of essential tasks in the unit. • Bound to render CFTS, if called upon to do so. • If CFTS, receive permanent remuneration and conditions, IAW PACMAN. • If RSD, Reserve salaries for Reserve days served. • HRRB under review. Anticipate no change. Slide 10 – SERCAT 5 Stability in terms of a specific pattern of service and the number of days to be served, in return for a commensurate commitment. Individual Readiness requirements and associated conditions of service may be applied at a Service’s discretion. Career management oversight (e.g. receive performance appraisals, career development and training) and will normally be posted to an established position. Notes: • Normal part-time structured reserve service – Posted to an established position on a ‘commitment to an agreed pattern of service’ and number of Reserve Days. • 75% of Service Allowance paid for days served. • Eligible for Reserve Capability Payment, if offered. • Exempt from income tax. • Eligible for DHOAS, if conditions met. • No entitlement to Superannuation. • Must be MEC 1 or 2. 7
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