The Defence Enterprise Collective Agreement (DECA) 2012-2014 [PDF 3MB] sets out many of the terms and conditions of employment for Defence's Australian Public Service (APS) employees.
The ADF Pay and Conditions Manual (PACMAN) combines several sources of information on ADF pay and conditions policy. It provides our members' access to accurate information about both their legal rights and obligations, as well as access to administrative guidance.
Defence Diversity and Inclusion Strategy provides an overarching framework of strategic directions. It envisages a Defence organisation where individual differences are recognised, respected and embraced as an opportunity to learn and enhance capability; a place where talent is nurtured and leadership opportunities are explicitly open to all with the capacity and drive to seek them; a place that fosters collaboration and inclusion.
The Defence Diversity and Inclusion Strategy pulls together the repeated commitments in Defence documents such as Pathway to Change, People in Defence, and our Reconciliation Action Plan. The Strategy directly aligns with our Defence Values, and those of each Service and the Australian Public Service.
This Strategy articulates five Strategic Goals and identifies immediate diversity priorities for Defence. These priorities align with each stage of the employment life cycle of Defence people - attract, recruit, develop, retain and transition. They also reflect those groups in Defence requiring priority attention, including:
Defence People Solutions Division with Defence People Group recruits the Defence APS workforce; manages the pay and benefits for our people; recognises and rewards commitment, high performance and potential; supports a fair and respectful workforce by reinforcing Defence values. The Division also manages complaints and complex case resolution.
Within the Division, Alternative Resolutions and Equity Technical Authority is responsible for the provision of technical advice to ensure the ongoing development and maintenance of professional standards in the delivery of Alternative Dispute Resolution (ADR) and Equity Programs in Defence: Provision of advice on unacceptable behaviour case management,
ADR options include: Conflict Coaching, Mediation, Facilitated Conversation, and Group Facilitation.
Complaint Resolution manages the Australian Public Service (APS) Review of Actions, together with acting as the Defence point of contact for the Commonwealth and Defence Force Ombudsman, the Australian Human Rights Commission, the Merit Protection Commission and the Office of the Australian Information Commission (formerly Privacy Commission).
Through leadership and individual commitment, Defence aims to ensure no person will suffer a serious preventable work related injury or illness. The protection of our people is paramount. At times we require our people to operate in environments of extreme risk and hazard due to the nature of military operations. However, at all times we will manage risk to ensure that when risks are taken they are understood, accounted for, and integrated into our plans and the way we operate.
The responsibility for work health and safety, both physical and mental, belongs to everyone. We will strive to make measurable improvement in our work health and safety performance through the implementation of the Defence Work Health and Safety Strategy.
The Defence Procurement Policy Manual (DPPM) is the principal reference document for Defence officials conducting procurement. It provides procurement officers and others involved in the procurement process, with the policy and operational guidance necessary to comply with Commonwealth policy.
A robust and dynamic military justice system underpins our discipline and command structures. It provides the appropriate balance between discipline and the rights of individuals, and ensures our personnel work in an ordered but equitable environment. It is critical to maintaining command, retaining our people, our reputation and is ultimately critical to operational effectiveness.
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