F e a t u r e s
Support to Personnel & Families Positive: The re- introduction of a uniformed SNCO post to act as a conduit to personnel on the Service Family Accommodation (SFA) patch has been welcomed but it is still too early to assess how that will improve the level of support. The introduction of the Community Development Workers is a welcome initiative.Negative: Most RAF families feel that the level of support available to them has declined over recent years. The introduction of JPA has removed many clerks from the front- line, who could help them understand rules and regulations pertaining to RAF service. The demise of the RAF Families Officer left many in FQs feeling they had no one to turn to and the withdrawal of the Defence Estate (DE) housing staffs merely added to that perception. Many feel that the RAF personnel staffs are simply too busy to provide adequate support and the lack of access to RAF doctors and dentists leaves families feeling isolated. Lack of affordable childcare on base was also cited as an area that the RAF should do more to counter, particularly when both parents are serving. Many respondents felt that they had not had any information about ‘family friendly’ policies and doubted they existed.
Travel to Work Positive: Families acknowledge that an entitlement to any form of home-to-duty travel in civilian employment is rare and for those for whom the current allowances offer adequate recompense, they are satisfied that travel costs are appropriate. Negative: Many report that it
is now costing them a considerable amount of money and/or time for the uniformed member to get to work – many are being housed in quarters miles away from their work base and for some, the allowances available do not cover the costs involved. There is limited recognition that the need to have a second car is often predicated on where the RAF can provide housing – partners also need to be able to travel to and from work or to local facilities. Service-provided buses to and from FQ sites are often extremely inflexible and do not meet the needs of many who may be required to work early or late, or do shifts.
The definition of the X-Factor The X-Factor is a percentage increase to basic pay which reflects the difference between the conditions of service experienced by members of the Armed Forces and conditions in civilian life, which cannot directly be taken into account by a job evaluation process. The X-Factor compensates for such things as, for example, being subject to military discipline, liability for duty at all times, the inability to resign at will, the danger and turbulence and separation which are part of Service life. The X-Factor also considers some of the advantages of being in the RAF, the chance to learn a trade, variety, adventure and travel, leave and job security.
Background. How the information was gathered In May 2007 when the RAF Families Federation was but a twinkle in RAFA’s eye, the then acting Chairman, Dawn McCafferty, received a request from the Armed Forces Pay Review Body (AFRPB) to provide views from RAF families on the X Factor.
As Dawn was unable to seek views direct from RAF families, she engaged the support of the HIVE network which was more than willing to help. More than half of the HIVEs surveyed provided an input, indicating the high level of interest in this important area.
Once the returns were in, Dawn created a report which was sent to the AFPRB to inform their review; the AFF and NFF (the Army and Navy Families Federations respectively) sent similar reports. The main findings of this work are detailed and we remain hopeful that the evidence provided via the three Families Federations will influence the AFPRB’s deliberations on X Factor. The RAF FF will report back in due course with the response.
8
Winter 2007
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