New ROSO: it’s about a fair go

ALTHOUGH Return of Service Obligation (ROSO) policy changes took effect on December 1, Air Force personnel have been advised that there is no full return to the “old ROSO days”.

In 1999 a number of ROSO requirements were removed from Air Force-sponsored training. These were done in isolation of the other services.

A recent review of the reduced ROSO policy has highlighted some anomalies and problems for Air Force, according to the Director General Personnel for Air Force, Air Commodore Ken Birrer.

“I appreciate that some personnel may view even a limited reintroduction of ROSO as a retrograde step. Nevertheless, feedback received from the Personnel Management Framework (PMF) Focus Groups indicates that people regard this type of obligation as fair and appropriate given the investment in an individual,” AIRCDRE Birrer said.

The previous ROSO system was imposed for any Air Force-sponsored training considered beneficial to the service.
AIRCDRE Birrer said the new policy was “a far reduced and extremely reasonable application of ROSO”. Specifically, it is for training of more than six months.

Unlike the old system, there will be no ROSO for overseas postings or exchanges, unless these involve more than six months training.

The new ROSO policy has been formulated to address the tri-service anomalies and to encourage the funding of overseas and/or high value training. The major elements of the new policy are:

• Full Time Civil Schooling: Any full time civil schooling of six months or longer will attract a ROSO equal to the length of training plus one year.
• Change of Employment Area: Airmen or airwomen who remuster or accept appointment as an officer, and officers who change specialisation will attract a ROSO equal to the Initial Minimum Period of Service (IMPS) in the new area of employment, less the initial employment training in the new area of employment.
• Overseas Training: Overseas training of six months or longer will attract a ROSO equal to the length of training plus one year. Military Staff College is excluded.
• High Value Training: A ROSO will be applied to personnel undertaking high value post-graduate training, to be determined by CAF, which will be equal to the length of training plus one year.

  Air Force had limited resources of people and money, AIRCDRE Birrer said. While there was a requirement to provide appropriate training and education, Air Force must ensure that the individual was around long enough after the training to be of use to the organisation, including peers, subordinates and superiors.
  
  “If Air Force invests time and money in individuals who immediately leave the service then we are not being fair to either Air Force, or the individual’s co-workers.” AIRCDRE Birrer said.
  
  “Effectively, the loss of this investment means less funds would be available for the training of others, and thus, a reduced capability.”
  
  He said Air Force was constantly striving to balance the needs of its people and those of the service. The new policy changes should provide some assurance that personnel in receipt of marketable training would remain in the service long enough to justify the funding set aside for them.
  
  “The new ROSO will also assure those who shoulder the burden during a colleague’s absence that their efforts will not be wasted through a member’s premature departure after training,” AIRCDRE Birrer said.
  
  Regarding the ROSO for initial pilot training, the services have agreed to maintain their current ROSOs. This decision recognises that the length of their ROSO is based on their different capability requirements and employment imperatives.
  
  According to feedback from focus groups, some people welcome the re-introduction of limited ROSO on the grounds that it is clearly about providing a fair go for the individual, their peers and the Air Force.
  
  “At the same time I readily acknowledge that others may have difficulty understanding even a limited reversal of policy.
  Notwithstanding, I believe that the significant majority of personnel will recognise that this adjustment to the ROSO policy delivers ‘a fair go’ for members, supervisors and the Air Force,”AIRCDRE Birrer said.

  Some points on the new ROSO

  If you’re currently studying under Civil Schooling the new ROSO policy is not retrospective. However, applications are reassessed each year. If you put in an application for continued study in excess of six months you will have to accept a ROSO, since ROSO provisions apply from the moment the member commences the event attracting the ROSO. The new ROSO only applies to full-time study longer than six months, not part-time study. ROSO will not apply to promotion courses for airmen or officers. For officers, Staff College is also excluded both in Australia and overseas. Promotion courses are seen as essential, and a part of ongoing professional development. No postings attract a ROSO. It is the training that attracts the ROSO. If a sponsorship includes more than six months training, or the specialisation for which you have applied for a commission has more than six months training, such as PLT or ATC, then a ROSO would be applied. If you voluntarily choose to commission, or choose a different specialisation or mustering which requires training of longer than six months, you will need to accept a ROSO. You will always have a choice before starting study for either a specific job or employment type. However, if you wish to do a job and it requires specialist training that attracts a ROSO, the choice is yours whether to take the job, do the training and accept the ROSO. If you fail your course, whether the ROSO is dropped will depend on the course, how far through you were, and how long the course was, etc. Any decision would be made on a case-by-case basis, and would depend on the requirements of the Air Force. If you did a course and then didn’t finish the ROSO, it would be considered on an individual case basis. The aim is not to pay the ROSO back in money but by effective service. Air Force would not normally support the repayment of ROSO in cash. If you have more than one ROSO they are served at the same time. However, any undertaking for further service (UFFS) must be completed before the ROSO. For example, the MSBS retention bonus is an UFFS and must be served before any ROSO. ROSO is not simply about retention rates. It is about retaining the right people to do the jobs, and about spending money and time wisely. It is also about being fair to Air Force, to your workmates, and reasonable to yourself. ROSO is designed to go some way towards addressing the issue of lead-time for reacquiring lost expertise for both the Air Force and your work colleagues. In this way, ROSO makes training available in a manner fair and reasonable to all.

  
  
  For further information on the new ROSO policy e-mail ewen.seabrook@defence.gov.au.

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