By
CAPT John Parkins
The reforms to Reserve employment have been moving along for some
time now. The aim is to build an integrated workforce, in which
the processes for Reserves employment are aligned as closely as
possible to those for the Permanent Navy (PN).
While this may seem to be a matter of process, it involves a significant
change to the present culture surrounding the purpose and use
of Reserve personnel.
The prime purpose of the Reserve is to enable the RAN to surge
and sustain operations and their employment is to be aimed at
this purpose.
This reflects the directions contained in the White Paper.
The way to achieve this is to integrate the Reserve as fully as
possible into the PN structures and processes. CNSAC has endorsed
this approach. Integration means that the employment of Reserves
must be the same as for PN.
Appropriate employment for Reserves is paramount. If a job is
not appropriate employment for a PN member, it is not appropriate
employment for a Reserve (deep specialist positions excepted).
A primary aim in selection of Reserve employment is to gain and
maintain skills that will enable Reserves to contribute to the
RAN capability. The more tightly targeted that employment is,
the more effectively the Reserves can contribute.
Additionally the same posting priorities approved by CN for the
PN are to apply to the Reserves. Minor clerical and everyday administration
projects are very low priority, and non-MRU positions will not
be considered.
Whilst financial issues must eventually determine the size and
utility of the Reserve, they are secondary in determining how
the Reserve is to be employed on an individual basis.
Reserves will be employed in one of three ways. All Reserves must
be posted to one of these - basically “No posting, No pay.”
Firstly there is the Funded Reserve Commitment. These are the
positions that are embedded in individual ship and unit’s
Schemes of Complement. They replace the previous IPSOC.
Each organisational area will not be allocated funding for Reserves
- it will be allocated positions, each of which has a duty statement
and which are intended to form part of the everyday “work
package”. Command and managers will be responsible for the
administration and well being of Reservists posted to their ship,
establishment or area in exactly the same way as with PN members.
Secondly, there is employment of Reserves in vacant PN billets.
Such a vacancy in an establishment may qualify for relief by a
Reserve, albeit possibly on a part time basis.
DNOP and DSCM have a substantial allocation of funds for relief
of PN vacancies by Reserves and a set of business rules, which
describe the conditions under which this can be done.
Finally, there are specific projects.
Employment of Reserves in projects is subject to approval by DGNPT
and will only be granted for genuinely strategic projects, which
contribute to surge and sustainment. As a guideline Reserves employment
on projects should be confined to key areas where a staff vacancy
would have a major impact.
Bids for projects are to be forwarded to the HRM organisations
in MC and SYSCOM as appropriate where Chief of Staff (or equivalent)
approval and prioritisation will be arranged. Other Executives
should forward collated bids to HRM SYSCOM. Prioritised bids will
then be forwarded to DNWP.
The aim of defining these positions is to provide a stable Reserve
structure, which will enable the setting of recruiting, training
and promotion targets in the same way as is done for the PN. Stability
ensures that Reserve employment is targeted where the organisation
as a whole requires it. Ad hoc employment has no place in a structured
organisation.
Proper process is to be used to cover PN vacancies. Employment
of several Reserves in a given position on a job-share basis is
encouraged, as it will give a broader base for any surge or sustainment
requirement.
The targeting of Reserves employment has reduced the number of
positions, but the total human and financial resource available
has actually increased. The intention is for Reserves to be more
meaningfully employed over a smaller number of functions.
To enable administration of the new processes, a new organisation
and processes for the sourcing, identification and posting of
Reserves is being finalised. In essence, this places the Reserve
Regional Pools firmly as part of the RAN HR management continuum,
working in close contact with the career management agencies.
Detailed rules and processes will be published separately.
Further information is available from the NPT Reserve and Administration
Project (Captain Parkins, who can be contacted on 0262663774)
or the local RRP Manager.
