What is the ADF Total Workforce Model?
The ADF TWM is a contemporary workforce model that offers a different way of thinking about how our people contribute to capability. The TWM provides Defence with the ability to meet changes in the workforce environment and provide individuals enhanced access to a range of service arrangements.
The ADF TWM features a new structure of Service Categories (SERCATs) and Service Options (SERVOPs) in which people serve, while enabling the ADF to deliver capability. The TWM also offers members a range of ways to serve, giving them options for achieving a work-life balance.
The Service arrangements are described in terms of Service Categories (SERCAT) and Service Options (SERVOP). This Service Spectrum is designed to provide Defence with a cohesive structural mechanism to facilitate member contribution to capability and to enable members to access flexibility during their careers.
A SERCAT groups members into like service and duty arrangements that share mutual obligations and conditions of service. All members are categorised in a single SERCAT at all times, and these may be combined with SERVOPs.
The seven SERCATs across the Spectrum are:
SERCAT 7 - Permanent members rendering full-time service.
The nature of service in SERCAT 7 is characterised by the 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. Members in SERCAT 7 are afforded career management oversight (e.g. receive performance appraisals, career development and training) and are posted to fill an established position.
SERCAT 6 - Permanent members rendering a pattern of service other than full time, who are subject to the
same service obligations as SERCAT 7.
The nature of service in SERCAT 6 is characterised by the provision of a flexible service arrangement by members of the Permanent Force. A flexible service arrangement is defined as anything other than full-time. The pattern of service may vary depending on the needs of the Service and the member (e.g. days per week, 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, including the inherent liability to serve on a full-time basis if required to do so. Some conditions of service (e.g. salary), may be pro-rated, for remuneration elements not linked to the underlying liability to serve full-time. Members in SERCAT 6 are afforded career management oversight (e.g. receive performance appraisals, career development and training) and are posted to fill an established position.
SERCAT 5 - Members of the Reserves who provide a contribution to capability that extends across financial
years and who have security of tenure for the duration of their approved commitment to serve. They are liable for
The nature of service in SERCAT 5 is characterised by stability in terms of a specific pattern of service and the number of days to be served, in return for a commensurate commitment from the member to render that service. Individual readiness requirements and associated conditions of service may be applied at a Service's discretion. Members in SERCAT 5 will be afforded career management oversight (e.g. receive performance appraisals, career development and training) and will normally be posted to fulfil an established position.
SERCAT 4 - Members of the Reserves who provide capability at short notice, with their notice to move defined
by their Service. They are liable for call out and available to be 'called for'.
The nature of service in SERCAT 4 is characterised by the provision of capability at short notice (typically through Continuous Full-Time Service (CFTS)), with the length of that notice defined by the individual Service. Service in SERCAT 4 will attract additional remuneration and will impose additional obligations on members (e.g. Individual Readiness compliance, higher training commitment). Members in SERCAT 4 may be afforded career management oversight (e.g. receive performance appraisals, career development and training) and are normally posted to fill an established position.
SERCAT 3 - Members of the Reserves who provide a contingent contribution to capability by indicating
their availability to serve, or who are rendering service to meet a specified task within a financial year. They are
liable for call out.
Members in SERCAT 3 have indicated their availability to serve, or are rendering 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. Members in SERCAT 3 may be afforded career management oversight (e.g. receive performance appraisals, career development and training) and may be posted to fill an established position.
SERCAT 2 - Members of the Reserves who do not render service and have no service obligation. They are
liable for call out.
Members in SERCAT 2 are the stand by component of the ADF and do not render service. SERCAT 2 members represent a latent capability that the Service Chiefs can call upon as required to fulfil service obligations. Members in SERCAT 2 are subject to call out provisions.
SERCAT 1 - Employees of the Defence Australian Public Service (APS) who are force assigned.
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.
Reserve members serving in SERCATs 3, 4 or 5 who are rendering Continuous Full-Time Service (CFTS).
The nature of service on SERVOP C is characterised by the rendering of Continuous Full-Time Service by a members of the Reserves, for a defined period of time. Members on SERVOP C are 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.
Permanent members in SERCAT 6 or Reserve members in SERCAT 5 who are serving part-time in the ADF while also working part-time for a civilian employer under a formal shared service/employment arrangement.
The skills and experience of a member rendering service on 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 applies to members serving in SERCAT 5 and 6.
Permanent or Reserve members rendering full-time service in the ADF Gap Year Program.
The nature of service on SERVOP G is characterised by the undertaking of the ADF Gap Year program by members aged between 17-24 years for a period of up to 12 months. Members in SERVOP G are afforded conditions of service similar to those available in SERCAT 7. 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. SERVOP G may be applied to members serving in SERCATs 3, 5 or 7.
Defence Employment Offer
Project Suakin have developed a framework of service categories and options with tailored conditions of service that reflect the capability delivered by ADF members.
ForceNet is a secure e-portal that connects Defence members with their Service, the Defence organisation and each other. The internet based platform is accessible anytime, anywhere via multiple media (desktop, tablet, mobile device). ForceNet is intended to better enable adoption of the Total Workforce Model. Its functionality allows users to access selected ADF information and sites via links, share information, form professional and social groups, view Defence jobs, and importantly, communicate with their unit and colleagues. Visit the ForceNet page.
Project Suakin is working with the Services to optimise, where needed, career management practices, policies, procedures and systems to support the Career Management Agencies with application of the Total Workforce Model.
Project Suakin has established straightforward and efficient transfer processes that allow members to move across the Service Spectrum.
Project Suakin has contributed to the development of decision support tools to assist the ADF in transitioning its workforce to the service spectrum, including a total workforce resourcing method.