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New DFR means more people for Defence

With retention and recruitment a major Whole-of-Defence issue at present, Defence recently spoke with the Director-General of Defence Force Recruiting (DFR), Brigadier (BRIG) Simon Gould, about the ‘New DFR’ and how this will improve recruiting for the Australian Defence Force (ADF).

DFR Branch was established in 2005, in recognition of the fact that retention and recruitment in Defence was a key workforce challenge. The main objectives behind creating the Branch were to develop a long-term recruiting strategy and enhance recruiting operations for the ADF.

BRIG Gould said that, on 15 December last year, the Prime Minister announced $1 billion in new funding over the next 10 years for a series of initiatives aimed at boosting ADF retention and recruitment.

“For DFR, the funding will be directed towards developing and operating the New DFR,” he said.

“Based on a comprehensive evaluation, the new model of ADF recruiting has been developed to deliver better performance to meet and surpass the future recruitment needs of the ADF.

“From this year, the new model will have an increased candidate focus, clearer lines of accountability and responsibility between Defence and the contracted partner, employ ADF personnel in military-essential roles only, and take advantage of economies of scale.”

He said the Government approved the new model of ADF Recruiting at the end of December and that the transition to the New DFR will take place during this year and 2008, with a new recruiting services contract to commence in July 2008 after an open tender process.

The New DFR will be implemented through two phases:

  • deliver initiatives in the Recruiting Plan 06/07; and,
  • build the new model of ADF recruiting, including going out to tender for the New DFR Recruiting Services Contract from 1 July 2008.

“In terms of the second phase, Manpower was informed of the business requirements proposed as necessary to deliver the new model at the end of last year,” he said.

“Defence and Manpower are now negotiating the most effective way to achieve the desired outcomes of the new model at the operational level. Once confirmed, these details will be communicated across the organisation.

“A trial of the new model will be established to operate, and allow for refinement, from 1 July this year, prior to a national roll-out.”

Headquarters DFR and the Directorate of Strategic Recruiting (DSR) will also be impacted by the transition.

“The new organisational structure is approaching finalisation, with some elements of the two Directorates to merge, and other areas to be separated to ensure that DFR can best deliver against required outcomes.

“Some of the organsational restructure will occur over coming months, with the aim to have the new structure completely in place by 1 July 2007.”

BRIG Gould said the Change Management Team, comprising himself; General Manager Ian Stoneman, DDFR Captain Cam McCracken; DSR Soozie Parker; Deputy DSR Emma Gorny; Contract Administrator Tracie Jenkins; National Public Affairs Manager Mal Grieve; and, a legal representative, are busy finalising what the New DFR will look like in detail.

“We are also preparing all the supporting documentation to deliver the change,” he said.

“We aim to keep the process as open as possible and will be providing updates as news comes to hand.”

For further information on DFR, visit http://intranet.defence.gov.au/dpedfro/, or check out the November/December 2006 issue of Defence, page 16, for a comprehensive feature article detailing the strategic, operational and organisational issues currently facing DFR.

So, what does it all mean?

Research shows the current model of ADF Recruiting is not able to meet increasing future ADF requirements.

Stakeholders throughout Defence and DFR were consulted in detail, providing feedback on what would comprise an enhanced ADF recruiting capability.

Ernst & Young performed a comprehensive evaluation of DFR services between May and Sep 2006.

They found the current model would not meet future needs, particularly when the Government has set us a challenge to achieve 9000 enlistments each year over the next decade.

The reality is that DFR has been performing well within the framework of the current recruiting capability, especially considering the challenging recruiting environment.

We all know it’s a tough environment for recruiting – and that scenario is unlikely to change much over the next few years.

But we have had improved and improving performance over 2005/06 and into this calendar year – it’s been a great effort by everyone.

We’re not sitting on our laurels though, with a range of initiatives in the Recruiting Strategic Plan and DFR Recruiting Plan 06/07.

A New DFR has been designed based on the following principles.

Delivering a candidate-focused process:
Candidates will have greater interaction with ADF personnel; they’ll enjoy a more positive DFRC experience; and, candidates will be case-managed through the process and be contacted on a more regular basis.

Clear lines of accountability for performing allocated functions:
The organisational structure of the DFR Branch will be refined; Defence and Manpower roles will be unique and more clearly defined; and, all aspects of the service delivery model will be linked to measurable KPIs.

ADF personnel directly involved with promotions, advice and selection roles:
ADF members will only be performing activities related to careers promotion; interacting with candidates on JOES and Assessment Days; providing careers advice; and, performing final candidate selection.

Taking advantage of economies of scale:
Administrative functions currently performed in DFRCs – candidate dossier creation and telephone contact – will be performed by a Manpower-staffed centralised operations centre.

Flexible and reliable IT systems:
IT functionality will be enhanced and all candidate dossiers will be managed in electronic format.

What next?
  • Business improvement activities will continue through the rest of FY 2006/07, as per the DFR Recruiting Plan 2006/07.
  • The Contract with Manpower will be extended for 12 months to transition to the New DFR.
  • A trial and validation of the new model will take place in a selected area and HQ from July 2007 so it can be refined prior to national roll-out being completed by April/June 2008.

    Commercial activities – including an open tendering process – will begin to start the new Recruiting Services Contract in July 2008.

The bottom line?
For most DFR staff it will be business as usual.
  • The Change Management Team will be working on the transition and associated administration.
  • However, while the recruiting process will continue in its present form, we will be encouraging a greater emphasis on delivering a candidate-focussed organisation.
Remember the approach:
‘What can I do now to ensure your application is successful?’

Compiled by Emma Gorny, Deputy Director Strategic Recruiting, DFR.

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