Features
Smart Navy benefits
By LCDR Annette Nelson, SO2 SCIT

Edition 5007, 03 May, 2007
 
AMAZING OPPORTUNITY: DCN RADM Russ Crane congratulates LCDR Annette Nelson after her graduation. LCDR Nelson used the the civil schooling scheme to achieve this.
Photo: David Paterson
 
The Civil Schooling Scheme (CSS) allows Navy members to undertake civilian courses where no service equivalent exists, and which are of long-term benefit to the Navy.

CSS therefore must be career oriented and supported by the career manager. CSS is Navy specific and is designed for members to pursue education that will enhance their careers.

Permanent Navy members whose period of engagement covers the period of study and the associated return of service obligation (ROSO) are eligible to apply.

Members granted leave without pay (LWOP) to accompany their spouse to a location where there is no billet for them may apply.

Naval Reserve members on continuous full-time service, covering the period of study are eligible.

The total reimbursement to any member in any one year will be capped and cover the cost of fees, HECS, books, etc.

The Defence Assisted Study Scheme (DASS) is to improve in-service study opportunities for military personnel and support the Career Transition Assistance Scheme.

ADF members on continuous full time service of 12 months or more, including members on CFTS and members on LWOP accompanying serving members or members on LWOP with Maternity Leave, can apply.

DASS is split into 3 levels:
- Level 1 – ADF preferred courses and training with a career development focus
- Level 2 – Courses relevant to Defence requirements
- Level 3 – Assistance for short vocational and training courses which are relevant to the applicant’s professional development or preparation resettlement.

For more information contact the staff office education at the Navy Personnel and Training Centre - Canberra, SBLT Leanne Sturzaker, (02) 6265 2317.

Information on CSS can also be found on DI(N) PERS 20-4 and for DASS on DI(N) PERS 20-5.


Cut off dates for applications:
Civilian Schooling Scheme:
- CSS – Full time next year
01 June
- CSS – Part/Own time
Semester 1 (next year)
01 August
Semester 2 (this year)
01 May

Defence Assisted Study Scheme:
- Level 1 and Level 2
Semester 1 and whole year
01 November
Semester 2
30 April
- Level 3
4 weeks prior to course commencement.
Do you hear there!
SMN performance appraisal irrelevant?

Q) From WO Ross Martin: The question was brought up at the last Technical Sailors Advisory Group, ‘why do SMN get a SPAR raised on them when it is an automatic promotion to Able Seaman’? A recommendation was brought forward to remove the reporting of SMN except in the cases of:
1. Exceptional performance which could be rewarded by a Commanding Officer’s commendation, or
2. Inferior performance which could be dealt with by the raising of a special SPAR, with the view of holding back the sailor’s promotion to AB.

A) From CAPT Noonan, DSCM: The reasons the SPAR system is in place for our sailors can be found in DI(G) PERS 10-8, some of these reasons provided are, but not limited to:
A. Record performance for the reporting period;
B. Identify individual strengths and weaknesses;
C. Provide feedback to the individual on performance and development needs; and
D. Identify suitability for promotion, courses and postings.
The use of SPARs for promotion purposes is just one aspect of the performance appraisal system. Furthermore, service rendered in the rank of SMN is accountable for promotion to LS (ABR 10 Chp 6 Annex A para 34-35 refers) and needs to remain.
The recording of the performance of all our sailors is a beneficial and extremely powerful management tool (particularly for Generation Y, who by definition desire/require regular performance feedback and positive reinforcement).
I consider this particularly important for our newest sailors, in order to ensure they receive formal counselling on their performance and encouragement to face future challenges.
This also acts as an introduction to them on what to expect for the rest of their career in both a work sense and a career management sense.
At this time, I do not believe that there is a requirement to review the current performance appraisal system for SMN.