IN THE WORKPLACE
deliver a wide range of benefits. We are also setting the conditions to deliver Future Force 2020 (FF20). By today’s projections the RAF in 2020 could be circa 31,500 Regular Service personnel within a larger Whole Force comprising Regular and Reserve Service personnel, civil servants and contractors, all contributing to operational outputs, from both the home base and deployed locations. We aim to offer: operations-focused, varied, demanding and rewarding careers supported by RAF Through-Service Career Management; a competitive, and affordable financial package; and a desirable lifestyle.
Resilience The ability to react to the unexpected, including surge, pause or drawdown, and to continue to deliver on operations is essential. Full Manning plays an important part in this, as does an adaptive branch and trade structure that will be required to develop or exploit new technologies. We will support individual resilience by ensuring that each person is: treated fairly; trained to cope with the rigours of military service; physically and mentally robust; and supported by welfare arrangements appropriate to individual and family needs.
Sense of Feeling Valued We make very substantial demands of our people. In return, we want their special contribution to be widely recognised and properly valued. Mindful of the Armed Forces Covenant, we will seek to ensure that both our society and ministers continue to contribute to that sense of being valued. We will review our existing employment model, and ideas for a new model, to be assured that we are making a
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suitable employment offer, both financial and non-financial. Internally, we will continue to evaluate morale and will frame our policies to set the conditions within which commanders at the tactical level can ensure that their people are, and feel, valued.
PCP Structure and Personnel Policies Some twenty RAF personnel policies, each with an end-state, underpin the PCP. To remain coherent with Defence terminology for functions and processes, each RAF personnel policy is grouped against the six Defence Service Personnel Strategy (SPS) capability descriptors of: manpower planning, recruiting, individual training, manning and career management, conditions of service management, and policy making. Each policy end-state provides us with a point of reference, enabling us to set comprehensive, coherent and synchronised objectives across and within personnel policy areas.
Personnel Policy Priorities The RAF is addressing the following personnel policy areas as a priority:
Move from a Presumption of Mobility Continue to shape an alternative, more flexible employment model (described as the New Employment Model (NEM)); with an intent to move from a presumption of mobility to one of greater stability for our personnel, subject to Service requirements, over the course of their careers.
Home Ownership Aim to encourage and support greater home ownership and occupancy, with an expectation that the
NEM will assist in achieving this; the Service Personnel Strategy calls this “accommodation for, during, and after service”.
Career Management Coherent with a more versatile NEM, develop flexible and modern Through-Service Career Management worthy of the individual who has potential to serve in many roles at the highest ranks, and also suited to those individuals for whom greater continuity in a smaller number of roles might be desirable.
Needs-based Welfare Support With an eye on the mobility-stability balance, take a measured approach to developing welfare support needed by personnel in both public and private accommodation, including those dislocated from their parent unit. The intent is to ensure that, where the Armed Forces Covenant provides for services and care for our people, these articles are adhered to.
Fair Remuneration Aim to develop a remuneration policy appropriate to the mobility-stability equilibrium; represent our people in developing the NEM; optimise return of service.
Accommodation Policy Contribute to policy-making so as to empower our people to make an informed and genuine choice between public and private accommodation; we expect the current work on the NEM to assist us in this.
To have your say why not complete our survey(s) at
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Envoy Autumn 2011 33
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