FLEXIBLE
work practices (FWP) are increasingly being used in the Air Force,
but do you know what it is really about and how FWP can benefit
the Air Force?
What are FWP?
FWP are employment conditions used to help achieve the best possible
match between the interests of the Air Force, commanders and individuals.
Detailed research into future recruitment and retention for the
military indicated that in order to become an employer of choice
and meet the changing needs of its employees, the ADF needed to
change its personnel management practices.
Providing greater employment flexibility enables people to work
productively whilst still meeting their family or personal priorities.
What’s in it for Air Force?
By providing the means for its people to achieve a balanced lifestyle,
the Air Force also reaps benefits in the form of:
- reductions
in recruitment and training costs as retention is increased;
- increased
productivity and motivation as people are meeting both personal
and professional needs;
- maintenance
and enhancement of workplace knowledge and skill levels.
What’s
in it for commanders?
By supporting people on FWP, commanders aid the retention of valuable
and experienced members within their unit who might otherwise
choose to leave the Air Force. It also reinforces the Air Force
value of People First.
A fresh approach and an open mind to personnel management techniques
may be required by Commanders to facilitate the FWP arrangement.
Contrary to some beliefs, approval of a member on FWP has no effect
on unit establishment.
What FWP are available?
FWP provisions available to Air Force people include Part-Time
Leave Without Pay (PTWLOP), Leave Without Pay (LWOP), Variable
Working Hours and Temporary Home Located Work (THLW).
PTLWOP: Under this provision, a member works a reduced
number of days in a fortnightly pay period. Salary and seniority
is adjusted accordingly. PTLWOP includes, but is not confined
to job sharing where the duties of one position is completed by
two members on a part-time basis.
Flight Lieutenant Erika Langham from Workforce Structures is on
PTLWOP during university semesters to enable her to complete a
Masters in Demography. “Being on PTLWOP allowed me to study
full-time to complete my Masters in one year rather than risk
being posted from the area and discontinuing the study or having
to take LWOP. This arrangement removed the ‘all or nothing’
choice that has been the case in the past.”
Squadron Leader Chris O’Beirne from AFHQ is on PTLWOP whilst
pursuing other professional interests.
“When my application for Long Service Leave was rejected
and resignation was a possibility, my director suggested PTLWOP
to enable me to pursue my other interests whilst being retained
effectively in the Air Force. As it turns out, I will probably
be returning to full-time duty. The adaptability displayed by
my director has resulted in the Air Force retaining an experienced
Logistics Officer,” SQNLDR O’Beirne said.
LWOP: This form of leave allows for an extended specified
period of absence without pay with the right to return at the
same level. Unfortunately it is traditionally more difficult for
members to utilise this leave, as units are required to carry
the vacancy without replacement. However, the RAAF Personnel Strategy
Implementation Team is looking at options to assist in temporarily
staffing vacancies to enable more people to utilise LWOP.
Variable Working Hours: This provision provides members
the flexibility to vary their start and finish times and absences
from the workplace to pursue education, training or to meet carer
responsibilities. Sergeant Christine and Corporal Warren Williams
from Personnel Branch have arranged with their supervisors to
take turns in starting later and finishing later. This enables
them to share the responsibility of taking their children to school
as well as meeting all of their work commitments.
SGT Williams said: “This situation works very well for us.
It’s nice to know that there is flexibility in our work environment
and that supervisors are willing to allow these situations to
occur”.
Temporary Home Located Work: This allows for the temporary
or ongoing arrangement for a member to work from home. This may
arise from a variety of circumstances such as caring for sick
relatives, recuperation from an injury or because a particular
piece of work is suitable for the arrangement.
Squadron Leader Nicole Sauer from Personnel Branch has been given
the opportunity for THLW and PTLWOP to meet carer responsibilities.
“When my son was a few months old, I was available to keep
working part-time but was not willing to put him into childcare.
My boss allowed me to work the hours from home. I was able to
continue working, whilst my boss was able to complete tasks that
also took the pressure off other staff. Our arrangement required
flexibility on both our parts and as a result, we both benefited.”
How do I go about applying for FWP?
The key to successfully applying for FWP is research, planning,
flexibility and negotiation. It is also important to remember
that operational commitments and requirements come first and that
some duties are simply not conducive to FWP.
More information from Defence Instructions:
- PTLWOP
– DI(AF) PERS 9-1
- LWOP
– ADF Pay and Conditions Manual, Chapter 8, Part 6
- Variable
Working Hours – DI(AF) ADMIN 5-21
- THLW
– DI(AF) PERS 29-19
