Number sums of remustering

AS MOST people will be aware, there have been changes in the Air Force career management agencies in recent weeks and the staff in the Airmen Transitions cell have not been immune to these.

But our core business remains the same and a large part of that is the administration for members of the airmen force wishing to change careers.

Workforce Planning determines the number of positions offered for remuster each financial year. HQTC-AF allocates training dates that allow for remuster and direct entry candidates through appropriate training.

The Remuster Clerk then calls for Expressions of Interest for those musterings. Applications need to be a PE57 (standard application form).

Applications are initially assessed using specific criteria, which may be different depending on the mustering. You are expected to have completed a minimum 24 months’ productive service in your current mustering before being considered for remuster.

Airmen Aircrew musterings AEA, CREWATT, FLTENG, LOADM, SYSTECH, EHSURV and WOD require a selection board process. For details check out People Central or ring LACW Rebecca Townsend on (02) 6265 2290.

Tertiary qualifications

OFFICERS are reminded of the need to submit their Tertiary Qualifications (TQs) to the Directorate of Personnel-Air Force for entry to PMKEYS.

This will ensure compliance with DI(AF) PERS 5-9, which requires the presentation of relevant TQs to promotion boards. TQs are one of many relative efficiency factors promotion boards take into account.

Primary focus is on reported performance, assessed potential at next rank, and experience profile.

Certified true copies of graduation certificates and/or academic transcripts should be sent to Corporal Michele Clarke, Department of Defence, R8-7- 003, Canberra, ACT, 2600.

For more information refer to “Hot Topic” in People Central.

Natural justice

THE DEPUTY Directorate of Personnel Executive Review deals with individuals who believe they have been denied natural justice. The Human Rights and Equal Opportunity Commission defines the principles of natural justice as follows:

• The person who is the subject of concern must know all the allegations
• They must have a full opportunity to put their case
• All parties have the right to be heard
• All relevant submissions and evidence must be considered
• The employer must not take into account matters that are not relevant
• The person who lays the charge must not determine the charge
• The decision-maker must be fair and just.

  Procedural fairness must be applied when an administrative decision will have adverse implications for an individual. Before an adverse decision is made, a member has a right to:

• Be informed of a proposed adverse decision;
• Full disclosure of all the material facts and evidence;
• A reasonable opportunity for a fair hearing; and
• Have a decision made by a person who is free from bias and gives genuine and proper consideration to the response from the member.

The member is also entitled to be notified of the decision and the reasons for the decision.

.