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NPT team rolling out changes
By Annie Casey
Volume 50, No. 10, June 14, 2007 |
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| TEAMWORK: DGNPT CDRE Nigel Coates, seated, surrounded by some of the NPT staff. From left to right: CMDR David Wilson; CMDR Russ Dowrick; LCDR Jayne Craig; LCDR Matt Ritchie and POCIS Michelle Barker. |
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Over the last couple of years the directorate responsible for Navy Personnel and Training have rolled out some great new training and personnel initiatives.
Below are some of the ‘people’ achievements with particular focus on employment conditions, remuneration and the impact of Navy life on members and their families.
NPT has developed policy to improve the working conditions for sailors and officers where practicable and possible – against a background of fulfilling and sustaining the demands of Navy’s recent high operational tempo.
The Director of Navy Workforce Management CMDR Russ Dowrick observed that recent achievements include, “A strong focus on retention and recruitment especially the improvement of employment conditions, pay and allowances, increasing the numbers of trained personnel at sea, better access for sailors to their career managers, more recognition of the role of category and PQ sponsors plus – importantly – people issues are better recognised and priority given to solving some long standing problems.”
Some other changes and modifications have included:
- The Family Stability Initiative which has provided significant new choices for Defence families of members with dependants who are posting. There is now a choice of either taking your family with you to the new post or providing the family with ongoing geographic stability by proceeding unaccompanied. The intent of the FSI is to reduce, as far as possible, the pressure associated with frequent postings on ADF personnel and their families. The initiative includes the continued support of a full range of existing relocation and housing entitlements.
- Better career management and greater access to relevant career advice for sailors (along with their partners) in planning their careers by the establishment of Sailors Career Management cells in Darwin, Cairns, Fleet Bases East and West plus the continued development of Five Year Career Plans.
- Remuneration Reform. A significant and ongoing initiative with which NPT has been involved is the Remuneration Reform Project. 2006 saw the introduction of graded pay structures for officers and warrant officers to replace the existing common salary scale. The new structures allow the salary of each officer employment category to be based on contemporary considerations such as contribution to ADF capability. Some results of this work are due within the next few months, and road shows have begun to provide more information. Late in 2007 the sailor pay structure will be reformed to provide a more modern pay structure.
- Recruiting and Retention Strategy. NPT has had significant involvement in the development of the ADF Recruiting and Retention Strategy and is responsible for implementing many of the Navy initiatives arising out of that strategy. Examples include the Individual Retention Bonus Scheme which is now in place, Navy Instructor and Recruit Instructor Allowances which are scheduled for introduction in July and the review of Sea Going and Submarine Service Allowances due later in the year.
- The Navy Officer Development Program (NODP) is up and running, and a similar program for sailors is in the early stages of being trialed. The programs aim to assist with career goals and planning, combined with professional development.
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