Here’s how to remuster

Your data with destiny

Data quality underpins all PMKeyS functions, particularly career management and reporting, and is a critical system element. The quality of data has a direct bearing on the success of the underlying software logic and the accuracy of information in reports. Every Air Force member has a part to play in the completeness, accuracy and timely maintenance of PMKeyS data. All members should review and, where necessary, update their personal details in PMKeyS each year. The reference point for information checking in PMKeyS is the ADO Service Record. If any data is either incorrect or out of date, then administrative support areas should be notified to permit corrective action. Data in the ADO Service Record includes home address and phone; unit address; emergency contact details; dependent/serving family member details; posting, rank and course history; and overall Individual Readiness status. A number of personnel are PMKeyS transactors and are authorised to update data records. PMKeyS transactors who do not have appropriate access to correct data anomalies should refer the details to the appropriate agency identified on the PMKeyS web site

Remusters for Airmen/ Airwomen are managed by the DPA Airman Transition cell (AT4).

Each year, Personnel Capability Management determines the number of remuster targets for each mustering and, depending on the health and strength of each mustering, these targets can range from zero to 15.

On receipt of the targets, DPA releases an Expression of Interest message, usually in April, calling for nominations from Airmen/Airwomen to satisfy the forecast training vacancies for the next financial year.

An important consideration for Airmen seeking remuster is to research the Occupational Specification Order for their chosen mustering, which identifies criteria they will need to meet. Members who decide to proceed with a remuster application should forward a Standard Application (Form PE57), with supporting documentation, to DPA (AT4).

Applicants will then be considered in competition with their peers.

The selection process begins with DPA conducting a “paper board”, usually comprising three members of the Airmen
Transition cell, for each of the musterings. From this, a short list of applicants will be recommended to undergo training leading to remuster. Applicants for FLTENG, LOADM, AEA, CREWATT, WOD, SYSTECH and EHSURV musterings are required to attend a selection board interview. The board usually comprises a board president, a specialist member, a psychologist and a DPA representative.

Candidates applying for remuster can improve their competitiveness for selection by preparing well in advance of submitting an application. Applicants for remuster to Airmen Aircrew are encouraged to make at least one familiarisation visit to a flying squadron. Candidates applying for civil schooling leading to remuster are encouraged to begin their own schooling before applying, allowing them to be considered for remuster with a recent proven academic record.

Contact the DPA Remuster Clerk (AT4) on (02) 6265 2290 for advice and assistance.

Balanced partnership
The new Air Force Personnel Strategy will create a balanced partnership between the individual, commander and Personnel Branch to provide a career plan to each member who wants one. (Owing to the number of people involved there will be a phased roll-out of career plans starting in 2004).

Within this partnership, the individual’s responsibility is to be proactive in planning a career. You will need to understand the processes, ensure all personnel information is correct, maybe find a mentor to discuss career progress and goals, and look ahead to plan career moves.

The commander’s responsibility will be to balance the needs of the individual with those of the unit, provide appropriate development and training opportunities, and provide advice on realistic career paths based on each person’s skills and abilities.

The personnel manager’s responsibility will be to provide information, maintain the system, and consider the needs of the individual and the commander and balance those with the needs of the Air Force. Ultimately, Air Force requirements must be satisfied.

Guidance and tools to enable all individuals, commanders and career managers to participate in this partnership are being developed and will be provided on the new People Central web portal. For more information contact Squadron Leader Mark Holland on (02) 6266 5495.

PPC’s role
THE Personnel and Policy Co-ordination (PPC) section operates within the Directorate of Personnel Capability Management (DPCM-AF) and is responsible for the development and coordination of Air Force personnel policy.

Its role is to propose, review and amend personnel policies on behalf of Air Force or with DPE, Army and Navy for tri-service policy.

Currently, it is engaged in the development of remuneration reform, Service Allowance, drug and alcohol policy, housing and Living-in Accommodation policy, the Nature of Service Review, appointment conditions, the compulsory retirement age and career management policy. In addition to routine policy, PPC also been closely involved with recent sustainability projects for ENG, LOG, Airmen Aircrew and PLT.

PPC ensures that our leadership is properly informed on the issues that affect Air Force personnel.
The team is undertaking base visits to obtain valuable feedback. The recent establishment of Base Military Advisers provides a new network to assist PPC in communicating with the field.

For more details contact Squadron Leader Dave Ashworth, PPC1, at david.ashworth2@defence.gov.au

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