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Objectives

  • To conduct best-practice officer and soldier career management for Reservists of the rank of Major and below.
  • Improve consultation with and input from stakeholders and customers to succession plans and long-term career management.
  • Effectively manage Reserve recruiting targets.
  • Effectively manage APA staff, financial resources and governance requirements.
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Tasks

  • Staff the Reserve Army officer and soldier liability in Tasmania Region in consultation with local commanders.
  • Manage the Posting Planning Cycle (PPC) ensuring maximum notice is provided for postings.
  • Manage the careers of all Reserve officers at the rank of Major and below.
  • Establish a robust staff procedure for succession planning to identify suitable candidates, ready and qualified to fill key appointments in the cycle after next.
  • Maximise the utility of PMKeys through the refinement of staff processes in officer and soldier career management and ensure that DOCM-A and SCMA are advised of and agree such improvements.
  • Provide PMKeys development requirements and staff advice to the PMKeys Implementation Team (DGFLW) through DOCM-A and SCMA.
  • Contribute to the preparation of personnel indicators for CASAC and ACMC, through DOCM-A and SCMA.
  • Ensure career management practices support the retention of effective members o the Reserve at all ranks.
  • Provide advice and planning assistance to Regional Commanders on Reserve recruiting requirements.
  • Ensure AIRN compliance for all members of the APA. Report non compliance of staff to DGPers-A via the SGT CLK on the first working day of each month.
  • In the event of coordination issues arising between Reserve Units and DFRC, coordinate a de-confliction process at the local level wherever possible.
  • Develop officer and soldier training programs.
  • Manage leave IAW CA Directive 10/03. Report compliance (noting any exceptions) to DGPers-A via the SGT CLK.
  • All personnel to attend OH&S presentation at least annually. Identify an OH&S representative. Report compliance (noting any exceptions) to DGPers-A via the SGT CLK.
  • All perssonnel are to attend a Fraud and Ethical Resource Management Presentation at least annually. Report compliance and action to DGPers-A via the Pers Branch Business Manager.
  • Report the extent to which equity obligations have been fulfilled under the WEDP to the Pers Branch Business Manager.
  • Ensure a Unit Security Officer is appointed. Report incidents on occurrence.
  • Appoint cost centre managers for ROMAN and Trg Day Managers.
  • Do not re-staff or recruit APS positions without DGPers-A approval.