PRESENTATION SPEAKER NOTES ADF TOTAL WORKFORCE MODEL | - - PDF document

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.

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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
• f 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 offered 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
• pportunities, 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

• pportunities.

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

• verarching Service Spectrum.

Slide 5 – The Service Spectrum

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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.

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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.

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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 discretion. 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.

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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.

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

• 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 11 – SERCAT 6

Other than full-time service by members of the Permanent/Regular Force (anything less than full-time). Pattern of part time service may vary depending on the needs of the Service and the member (e.g. days per fortnight, weeks per month or months per year). Members in SERCAT 6 are subject to the same service obligations as other members of the Permanent Force, which includes the requirement to serve full-time at short notice and liability to posting. Conditions of service for SERCAT 6 members may be pro-rated.

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

Notes:

• This SERCAT required a change of legislation so that members of the

Permanent Force can serve part time; that changed legislation takes effect from 1 July 2016.

• Can benefit units, and individuals who require a more flexible agreement and / or

long-term reduced military work pattern. Allows absences to be formally filled by appropriately skilled sailors, soldiers or airmen/women.

• Service obligations are as for SERCAT 7.
• Some conditions of service are pro-rated, based on salary paid for the number of

permanent part-time days served.

Slide 12 – SERCAT 7

Rendering of continuous full-time service by members of the Permanent Force. SERCAT 7 represents the maximum service obligation and in return, members in this category receive commensurate conditions of service. Notes:

• No change to extant remuneration or conditions of service.

Slide 13 – SERVOP C

SERVOPs provide the Services with the means of grouping members who provide capabilities where differentiated arrangements are required. These differentiated arrangements could include entry standards, skill sets, remuneration, duty patterns or any other conditions that may be approved by a Service Chief, in addition to those invoked by the SERCAT. A SERVOP may be applicable to more than one SERCAT and must not be used in isolation of a SERCAT. SERVOP C

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

Rendering of continuous full-time service by members of the Reserves, for a defined period of time. Members in SERVOP C will be afforded conditions of service similar to those available to members in SERCAT 7, dependent on the period of service. SERVOP C applies to members serving in SERCATs 3-5. Notes:

• CFTS is an existing mechanism used to engage Reserve members and secure

capability.

• Participants will remain in their primary Reserve SERCAT with CFTS added as an
• ption as required; the member will not transfer to SERCAT 6 or 7.
• Other remuneration and conditions as for Permanent Force.
• Must be in SERCAT 3-5 to be eligible to serve in SERVOP C; a SERCAT 2

member would need to transfer to one of these SERCATs to be able to undertake the SERVOP.

• A member’s SERCAT 4 or 5 agreement may be terminated or suspended to

undertake a period of CFTS.

• Members will each have a base SERCAT. Where a member enters into a SERVOP

arrangement, the conditions associated with the SERVOP will take precedence

• ver the member’s SERCAT.
• Members will revert to base SERCAT once SERVOP is complete.

Slide 14 – SERVOP D

The skills and experience of a member rendering service in SERVOP D are shared between the member’s Service and an industry partner. The Defence and civilian employer arrangement is set out in an agreement between the Service and that industry partner. SERVOP D would generally apply to members serving in SERCAT 6. Notes:

• Enable Defence to better retain its members through a life-cycle partnership.
• Plug critical skill gaps by better sharing the skills of members with industry.
• Allow members to maintain links into Defence while pursuing civilian careers.

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

• Aims to reduce member separations by providing individuals with overall career

flexibility and opportunities.

• Currently under revision to test utility within the ADF. Anticipated to be a strong
• ption for Air Force, however will be at the discretion of Service Chiefs.

Slide 15 – SERVOP G

ADF Gap Year program.

• Provides 17 – 24 year olds an experience of military training and lifestyle

through a program of up to 12 months service.

• Members in SERVOP G are afforded similar conditions to SERCAT 7

members. Participants are not considered for operational deployment and have no further obligation to serve beyond the initial 12 month program.

• Permanent/Regular or Reserve members (in SERCAT 3, 5 or 7, depending on

the Service) rendering full-time service in the ADF Gap Year program. SERVOP G conditions of employment preclude operational deployment, however members may participate in domestic exercise programs and Defence Assistance to the Civil Community (DACC) tasks.

Slide 16 – Flexible Service vs Flexible Work Arrangements – What’s the difference?

The ADF TWM’s flexible service structure builds on the Flexible Work Arrangements FWA already in place FWAs and Flexible Service – aren’t they the same?

• No. The introduction of Service Category (SERCAT) 6 addresses a desire for

more flexibility expressed by substantial numbers of Permanent/Regular force members that would assist in maintaining service in the ADF. It means that subject to approval, permanent members will be able to serve on a pattern of service other than full-time without the need to take leave to cover the days

• n which they do not attend for duty. Instead, they will have entered into an

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

arrangement with their Service that sets their personal service obligation at a level that is something less than full time. Additionally they will be able to undertake an agreed a pattern of service that may be other than days per fortnight, which is a limitation currently imposed by Part-Time Leave Without Pay policy. In addition to days per fortnight, service patterns will be able to be defined in terms of weeks per month or months per year. SERCAT 6 is about redefining the nature of permanent service in the ADF in such a way that allows Defence and the individual far greater career flexibility. Serving other than full time (SERCAT 6) will incur the pro-ration of salary and some conditions of service (depending on the arrangement details).

Slide 17 – ForceNet

ForceNet is a key component of the ADF TWM ForceNet is a secure e-portal that connects Defence members, including career managers and individuals, through enhanced communications outside

• f restricted networks (DRN) via desktop, tablet and other mobile devices

including smart phones. ForceNet’s functionality allows users to access selected ADF information and sites via links, share information, form professional and social groups, view Defence job opportunities, indicate availability to undertake Reserve service, and importantly, communicate with their unit and colleagues. ForceNet is especially useful for members who do not have regular access to the DRN (or DREAMs) such as Reservists, and units that are geographically dispersed (for example, Navy personnel when at sea). ForceNet is expected to simplify administrative processes, improve Reserve data, improve delivery of accurate and targeted communications, allow matching of skills to capability, and enhance the delivery of training and workforce planning.

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ADF TOTAL WORKFORCE MODEL | PRESENTATION SPEAKER NOTES

Slide 18 - Transfer

Focus on establishing more straightforward and efficient transfer processes that allow and encourage members to move across the Service Spectrum, noting an efficient transfer process is a critical building block in the success of the new workforce model. Primary enhancement of the current approach to transfer is the replacement of several (up to 10) variants of transfer form(s) with one smart form that can meet all transfer scenarios. The implementation of revised transfer processes, forms and guidance, which facilitate efficient movement across the Service Spectrum, is a key to supporting CMAs, and improving the member’s ‘experience’.

Slide 19 – Defence Employment Offer Slide 20 – Questions?

Visit the ADF TWM pages on the internet, DRN or on ForceNet. For more information, email ADF.TWM@defence.gov.au

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