Directive can be found»»CA Directive 37/09 - Warrant Officer Career Pathway Strategy (Defweb Only)

• AD973 Frequently Asked Questions (Defweb)

Please note that ongoing work/amdts will occur with some of these documents

DI(G) PERS 11-2 Notification of Australian Defence Force and non-Australian Defence Force casualties - 20 May 09
DI(G) PERS 13-7 Conduct of bilateral exchanges and secondments between the Australian Defence Force and the New Zealand Defence Force - 19 Jun 09
DI(G) PERS 33-1 Citizenship requirements for entry to and service in the Australian Defence Force - 17 Jun 09
DI(G) PERS 34-2 Complaints of discrimination and harassment through the Australian Human Rights Commission - 18 Apr 09
DI(G) PERS 35-3 Management and Reporting of Unacceptable Behaviour - 28 Jun 09

DI(A) PERS Management of Reserve Response Force Personnel within the Army - 18 Mar 09

GORPS implementation payments for ARes are scheduled for payday 28 August 2009

For further information please go to GRADED OTHER RANKS PAY STRUCTURE and ISSUES - Stay Army website.

And also please read the Articles about GORPS in the 28 May 2009 (center spread) and page 06 of 09 July 2009 copy of the Army News

ADF Pay and Conditions Website (internet)

Have you left the Army but have been thinking about all the mates you have left behind and all the benefits you have been missing out on?

For those who are considering or discharging from the Army, have you visited the Army National Standby Reserve Agency"NEW" website (formally Standby Reserve Coord Cell) or talk to your regional APA's for further information.

Reward performance:
To manage Army's people fairly we must be open and honest about the basis for our decisions. To that end the basis for selections in contested decisions in the CMA will be to reward performance, or in other words to recognise merit.

Performance Management:
To determine merit we rely on accurate reporting by leaders at all levels. The CMA will reinforce the importance of the PAR as a performance management tool, and improve training on the compilation of this fundamental management tool. In parallel we will conduct fair and transparent promotion processes to assess relative merit and will improve our communication of the results of these events.

Innovation:
We know the needs of our work force are always changing. We undertake to be innovative in all our dealings with Army's officers and soldiers, seeking ways to do career management better. We will do this to better communicate with you, to allow you to have greater visibility of how we do business and to give you a greater say in the management of your career.

Networked Delivery of Personnel Management:
Improvements to our web site and the information being pushed out to you electronically are evidence of our determination to explore new ways of delivering our services by the use of networked technologies. We welcome ideas about how we can do this better.