Keeping up numbers

SATISFACTION: The opening of Career Management Cells at the major bases has been seen as a positive step.

Volume 49, No. 16 , September 07, 2006

By Annie Casey

Navy faces an ongoing challenge of retaining trained people in categories experiencing acute shortages, particularly in technically based areas.

One means of maintaining a workable Navy as a whole, has been to offer short-term financial incentives to encourage retention and stem the separation rate in certain categories.
Director General of Navy Personnel & Training Commodore Nigel Coates said: “This is an interim situation we have to accept until the longer term recruitment and retention goals are met. We need to reduce the unacceptably high separation rates at present, particularly in some categories.”

Targeted short-term reviewable financial incentives are aimed at addressing acute workforce shortfalls in categories which are difficult to attract recruits. These include, for example, Technical Trades, Aircrew or where volunteer numbers have been too low through internal transfer, for example, Submariners, Aircrewmen, Naval Police Coxswains.
A remediation strategy has been carefully formulated by the Category Sponsor in consultation with the Directorate of Navy Workforce Management and the Directorate of Naval Employment Conditions for each category suffering serious personnel shortfalls so the situation is rectified as soon as possible.

These incentives are to be considered in the context of the Chief of Navy’s key priority – preparedness – at a time of regional instability and high operational tempo.
Defence is not alone in these concerns as private enterprise has similar recruiting issues.

In the meantime, Navy must deliver required capability and a stable workforce while ensuring the well being of all Navy personnel.

Although the financial initiatives on offer aim to provide a short-term solution to the sustainability of categories experiencing workforce shortfalls, longer-term retention strategies continue to be addressed by both the Sea Change Implementation Team and Navy Personnel and Training.

One reform continually being fine-tuned relates to improved certainty and duration of postings. Navy is aware that the unique demands of the Navy life often have an impact on the individual and family life. The recent establishment of Career Management Cells in Fleet Base West, Fleet Base East, Darwin and Cairns has improved face-to-face access to Career Managers and Five-Year Career Plans that, in turn, assists with sailors’ geographic stability, job security and professional satisfaction.

The 2005 Defence Attitude Survey responses have already shown members’ satisfaction with the Local Career Management Centres, specifically noting the improved access to career managers.

Other measures include initiatives such as alternative crewing arrangements being implemented as part of the Sea Change Project - giving people access to more recreation leave and offering better work/life balance.

Another Sea Change initiative which strives to improve the working conditions of RAN personnel includes enabling ship’s companies to enjoy more rest and recreation after long and arduous periods at sea.

The new Force Protection program aims to reduce the number of people required for force protection in port, particularly in home ports.
In addition, “fly-away teams” from Fleet Support Units (FSU) are beginning to join RAN ships to perform a range of support duties thereby providing respite for those manning ships.

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