Chapter Three - People > Performance Against People Matter Priorities for 2004-05 > page 2 of 8
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Performance Against People Matter Priorities for 2004-05

Table 3.21
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Performance against People Matter Priorities
Priority Performance
Continue remuneration reform in the ADF, in particular:  
  • Superannuating specified skill based elements of allowances in the nature of pay
Qualification and skill elements of flying, special action forces, specialist operations and submarine service allowances were included in ADF members' salary for the calculation of superannuation benefits with effect from 12 August 2004.
  • Developing a flexible salary structure for officers
The Defence Force Remuneration Tribunal has been progressively informed of the Remuneration Reform Program (a flexible salary structure for officers), with a view to presenting the final submissions in December 2005.
  • Implement the Defence Employees' Certified Agreement 2004-06, the ADF Workplace Remuneration Arrangement 2004 06, and the ADF Star Ranks Remuneration Arrangement 2004 06
The Defence Employees' Certified Agreement 2004-06, the ADF Workplace Remuneration Arrangement 2004-06, and the ADF Star Ranks Remuneration Arrangement 2004-06 continue to be implemented in accordance with agreed priorities. Activities in 2004-05 particularly focused on:
  • performance management and improving linkages to organisational outcomes;
  • ongoing travel reform particularly through the introduction of the Defence Travel Card;
  • improving ADF and Defence civilian leave management;
  • improving Defence civilian absence management; and
  • development of Defence civilian work level standards.
Implement the Military Rehabilitation and Compensation Scheme New rehabilitation and compensation arrangements for the ADF were introduced with the commencement of the Military Rehabilitation and Compensation Act 2004 and the Military Rehabilitation and Compensation (Consequential and Transitional Provisions) Act 2004 on 1 July 2004. The Military Rehabilitation and Compensation Scheme, which was transferred to the Department of Veterans' Affairs in 2004-05, provides for a strong focus on the rehabilitation and compensation of ADF members (under one scheme) for all forms of ADF service from 1 July 2004.
Develop an integrated Occupational Health and Safety Management System The Defence Occupational Health and Safety Management System was endorsed in June 2005. It covers leadership, incident prevention and incident management. The development of an integrated system, guided by the Defence Occupational Health and Safety Strategic Plan 2004 2006, aims to maximise personnel and equipment availability, minimise injury and disease, promote a sense of wellbeing and personnel participation, and improve corporate reputation.

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