RIPC is one more tool to plan career in Service

A ROYAL Australian Air Force Individual Career Plan (RICP) is a negotiated and then agreed plan between an Air Force member, their commander and their personnel manager about the member’s future employment.

An RICP is an extension of the ADF Employment Preferences and Restrictions (EPAR) form. The EPAR remains the tool through which personnel managers will understand members’ desires and aspirations. The RICP is a formal agreement that provides certainty for the Air Force and for members for a specified period.

RICPs can be raised for a variety of reasons, but most commonly they will be used to compensate members for taking an unpopular posting (either locality or position) or to provide them with a greater degree of certainty in mutually agreeable circumstances.

However, it is important to note that because of complexities of posting plots and the aspirations of peers and the member, the RICP will be the exception, not the norm.

A RICP will not normally cover more than two postings, as any longer than that is too difficult to provide certainty given the range of variables that influence the organisation and posting cycles.

The RICP can be submitted by the member or be proposed by their personnel manager at any time, but are most often raised during posting plot development.

A RICP will not be considered by DP-AF if any requested post is to a position involving a formal selection.

This includes command positions and many sub-unit command positions, tri-Service rotational, overseas posts, representative and staff college positions. These are sought-after jobs that must remain open to competitive selection.

Personnel who are considering the relevance of an RICP to their work can contact their personnel manager within the Air Force Directorate of Personnel. DI (AF) PERS 3-12 outlines the full process and People Central has a detailed tutorial and all the resources needed to make RICP decisions.

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