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Sharing in Navy's future

By LCDR Anne Faulconbridge

Photograph, caption follows

Photo by POPH Steve Coates, RAN

Launched in September 2004 by the Chief of Navy, Navy's Sea Change program has grown exponentially. In November last year, Sea Change included 70 discrete action items. There are now approximately 270 discrete action items and the list continues to grow as implementation and planning continues.

Sea Change in brief

The ultimate aim of Sea Change is to produce satisfied Navy personnel, through improving individual choice and better managing the careers of Navy people. Based on the feedback that has been sought by Navy in a variety of forums (including the Personnel Initiative Team Report, "Your Say", and Exit surveys), Sea Change is addressing seven key areas, namely:

  • Geographic stability and family issues,
  • Career management and postings,
  • Workload and respite,
  • Image, ethos and pride,
  • Leadership,
  • Communications, and
  • Being a "Smart Navy".

Sea Change is an ambitious program, reflecting Navy's commitment to fundamental change, in order to ensure that Navy provides an environment that people want to serve in. Navy has gone to great lengths to engage with all its members. Sea Change is about delivering the outcomes that people are looking for - including developments in communication, sailor career management, and flexi-crewing.

What progress has Sea Change made?

Communication and Feedback

One of the priorities of Sea Change is to provide a high level of visibility into what the program aims to achieve, how it will achieve its aims, and what progress is being made. Feedback from Navy members is a crucial element of the program, and Sea Change has provided several avenues for members "have their say".

The principal reporting mechanism developed since the launch of Sea Change is the Sea Change Implementation Management and Reporting System (SCIMARS). SCIMARS can be accessed via the Sea Change Defence Restricted Network (DRN) web site (http://mhq.defence.gov.au/SCIMARS/index.asp). This site allows personnel to review all Sea Change action items. It provides, amongst other things, the intent of each action item, who is responsible for implementation, time lines and current status. It also provides a feedback mechanism to allow for questions and comments to be captured and considered.

Work is presently under way to extend access to SCIMARS to those at sea, and to provide access to SCIMARS data on the Internet.

Since the launch of Sea Change, members of the Sea Change Implementation Team (SCIT) have spent an extensive period of time "on the road" seeking and encouraging people's input. As each Sea Change initiative is developed, local focus groups are conducted across Australia to provide feedback to the SCIT. The results of these focus groups are forwarded directly to each action item sponsor for consideration.

A variety of initiatives have been reviewed in this manner including the establishment of local Career Management Centres, a new Sailors Promotion System and a Five-Year Career Plan concept for sailors. Focus groups are currently considering a series of papers addressing Respite at Sea, and Daily and Watch-keeping routines.

Sailor Career Management

Under the Sea Change "umbrella", Navy is moving towards a three-tiered approach to the management of Navy's sailor workforce. The tiers will be broken down into:

  • Directorate of Sailors' Career Management (DSCM),
  • Local Career Management Centres (CMC), and
  • Command/Divisional management.

Directorate of Sailors' Career Management (DSCM)

DSCM will remain focussed on the longer-term strategic issues of workforce management, as well as retaining responsibility for career management policy development. Career managers will also continue to provide "face to face" career counselling, though the focus will be on individual Five Year Career Plans (FYCP), not specific postings.

Five Year Career Plans (FYCP)

FYCP will provide individuals with the opportunity to develop agreed career plans. This initiative will assist in the separation of sailors' career planning from posting management. Sea Change focus group comments on the FYCP concept have been forwarded to DSCM. DSCM is analysing this feedback and more detailed guidance and implementation plans will be promulgated shortly. A FYCP template will be posted on the DSCM web site in May 2005 and DSCM career managers will instigate trial implementation thereafter.

Local Career Management Centres (CMC)

Local CMC are being established to provide sailors with "shopfront" career management advice, and to supplement Divisional staff. Local CMC will provide current career advice to sailors and will have authority to post junior sailors and Petty Officers within the local area (within the scope of their agreed FYCP). The Fleet Base West (FBW) CMC will be in place by 24 May 2005 and Darwin Naval Base (DNB) will be established by the end of June 2005.

Command/Divisional Management

Existing Command/Divisional management arrangements will not change. The Divisional System will continue to provide initial career advice, with the Command employing individuals and contributing to career progression through on-the-job training and nominations for training and professional development.

Photograph, caption follows

Photo by POPH Steve Coates, RAN

Flexi-Crewing Trial

Flexi-crewing is one of Sea Change's high profile initiatives, and has been designed to better meet individual career and lifestyle requirements of junior sailors without adversely impacting Navy's operational capability. Flexi-crewing addresses a number of Sea Change key areas including better meeting work and lifestyle balance requirements, the provision of appropriate respite, the achievement of leave entitlements and on-time access to required training.

Flexi-crewing is a Sea Change alternative crewing concept where the crew for Major Fleet Units (MFU) is supplemented, thereby offering improved opportunities for individuals to take leave, undertake training and be provided with appropriate respite. A two year trial of the flexi-crewing concept will be undertaken using HMAS ARUNTA and HMAS WARRAMUNGA. This trial will start 1 July 2005.

An additional 29 junior sailors are being posted to ARUNTA, and a small shore based Crewing Administration Cell (CAC) is being set up from late May to support the crewing processes mandated by flexi-crewing.

The trial is being independently evaluated. Indicators which will be used to measure performance include the following:

  • Reduction in untaken leave balances,
  • Reduction in training backlogs,
  • Improvement in on-time training,
  • Reduced need for 'provisional protection' on promotion,
  • Better balance between home life and work,
  • Better balanced work loads both in ships and ashore, and
  • Increased opportunities for junior sailors (initially) to access education and training for their personal development.

What makes Sea Change different?

The program is evolutionary rather than revolutionary. It marks a new era in the management of Navy people. It includes an unprecedented level of consultation and provides all Navy members with the opportunity to give feedback on each initiative, as it is developed, trialed and implemented. In addition, a change program of this complexity has never provided so much visibility, with all levels of Navy having access to the SCIMARS. Sea Change is facilitating a transformation in the way Navy manages its people.

LCDR Faulconbridge is SO2 Sea Change Implementation Team (SCIT).

For further information:
http://intranet.defence.gov.au/NavyWeb/sites/SeaChange/.

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