HAPPY BIRTHDAY: It’s now over a year since Sea Change was introduced and there has been widespread success. Photo: CPL Simone Liebelt

 

It is now over a year since Sea Change was launched, and progress has been made in a wide range of areas.

Over the last few months, articles have appeared in Navy News about career management initiatives such as the establishment of local career management centres in the West and in Darwin, and the Directorate of Sailors Career Management (DSCM) intranet website.

There has also been quite a lot of information about how Sea Change came about, and what framework Sea Change is using to achieve its aim of stability, certainty and satisfaction for Navy’s people.
There are over 240 action items in Sea Change so the program covers many individual action items. Here is a sample of a few of the things that are happening.

• Civil Schooling: Thirteen personnel have been approved for full time civil schooling for 2006 – a 44 per cent increase over 2005. There is also a significant increase in the number of part time civil schooling applications for 2006. RAN civil schooling now has wider and more equitable access for all members. Work continues to further enhance opportunities for all members to be part of the “Smarter Navy”.
  
  
• Unit HR performance: This initiative specifically addresses how well Commands manage their people. It includes monitoring and reporting of leave, individual readiness, alcohol and drug issues, position prerequisite reporting (PPR), the need for provisional protection, attitude survey responses, mental health issues, equity and diversity, intention to separate, and evaluation of retention initiative data. Data is collected and provided to MCAUST and CANSC using Unit Health Scores (UHS). This new management tool will improve measures of how well Commands at all levels manage their people.
  
  
• Health branch initiative to improve the structure of the PQ: All SBLT positions have been upgraded to LEUT. A number of LEUT positions have been upgraded to LCDR to improve the structure of the PQ and improve career progression.
  
  
• Health branch allowances: An underwater chamber dive allowance of $30 each day is now available to any medical member who is required to provide therapeutic treatment in a recompression chamber.
  
  
• Improved duty watch practices in ships: Following input from focus groups and ships, a successful workshop on options has been completed in MHQ. An implementation team has been formed and a way ahead is being developed as a matter of urgency. The intent is to bring duty watch practices up to date and to reduce workloads using an operational risk management approach.
  
  
• Flexi-crewing progress: The first quarterly survey results are in and the report is available on the SCIMARS web-site (http://mhq.defence.gov.au/SCIMARS/index.asp).
  Significant outcomes at this early stage of the trial are:
  
  
• Almost 60 per cent of sailors think flexi-crewing will benefit them and increase their intention to stay in the Navy.
  
  
• Despite concerns that flexi-crewing might deter sailors from achieving the rank of Petty Officer, no one has yet refused a promotion.
  
  
• The extra workloads of ship and shore establishment divisional staff are being managed as part of the trial start-up, and in conjunction with other Sea Change initiatives to reduce workloads.
  The next quarterly report on the trial is due by February 2006. The situation in respect of manning and providing position offsets for the Flexi-Crewing Trial is that HMAS Arunta is fully crewed and Warramunga is progressing.
  The message for the future is “keep the good work up”.

.