FOREWORD
FOREWORD BY I
AIR CDRE ALAN OPIE, ACOS Personnel Policy
am delighted to have this opportunity to introduce the Autumn edition of Envoy as I take up my new appointment to lead on personnel policy at Air Command.
For the last 3 years, I looked after the provision of Service Families Accommodation in the Defence Infrastructure Organisation and saw at first hand how the RAF Families Federation can influence the development of MoD policy to improve the housing service that is provided for families. For example, initiatives to engage families more actively in the selection of their new home and prioritise investment to target the treatment of mould were taken forward in close consultation with the Families Federation. In doing so, I was acutely aware that the Federation drew directly on the extensive feedback that it received from RAF personnel and their families. As I move into the personnel policy area, I am very keen that this positive and vital contribution continues to grow.
My new appointment covers a broad spectrum of responsibilities including personnel strategy and policy, personal casework, community and welfare support, pay and allowances and the management of Reserves. I am hugely excited by my new challenge as it encompasses all aspects of personnel support. You only have to listen to the daily news bulletins to realise that the country is in the midst of a very busy and testing period of change. This challenge applies particularly in Defence as we move forward into the New Employment Model (NEM). The NEM will provide the biggest change to our conditions of service that I have experienced throughout my career of more than 30 years in the RAF. It will shape not only our own conditions of service but also those of our successors for many years to come. Thus, just as our predecessors designed the support for today’s RAF for our benefit, we owe it to our successors to design the best possible support for the RAF of tomorrow.
Of particular interest to readers of Envoy will be the NEM’s proposals on accommodation for Service families, and the launch of a project to improve support for the spouses and partners of Service personnel seeking employment. The accommodation proposals include a commitment to continue providing significantly discounted Service accommodation for all who are currently entitled; proposals to change the way in which Service accommodation is charged are set; and plans for improved support for home ownership. Accordingly, it is incredibly important that we all participate actively in the ongoing consultation process to develop the NEM. The full details are explained on the Federation website.
In parallel, we continue to implement the Whole Force approach across the RAF in which we will make the optimum use of Regular Service personnel, Reserves, Civil Servants and contractors. Central to this approach is the Future Reserves 2020 programme, which for the RAF entails the creation of 3 new Royal Auxiliary Air Force squadrons in Northern Ireland, Wales and the North-West of
6 Envoy Autumn 2013
England and the recruitment of an additional 600 personnel to take the Royal Auxiliary Air Force to a trained strength of 1800 by March 2016.
We all have an important part to play in advertising the excellent opportunities that Reserve service offers to both new joiners and those who have completed their regular service. Please spread the word and encourage your friends and colleagues to consider serving with the Reserves. It is also vital that we ensure that all personnel and their families understand the welfare support that is available to them not only when deployed but when they are at home as well. You can find the full details of the welfare and community support that is available by searching online for RAF Community Support.
There are many ways by which you can influence the development of our personnel policy, including completing the surveys on the Federation websites and responding to invitations to complete the annual Armed Forces and Families Continuous Attitude Surveys, the monthly MoD SFA survey and the daily MHS surveys. Each request offers a valuable opportunity for you to influence the support that we provide both at work and at home and I hope that you will take full advantage whenever the chance arises. All such input and comment helps the RAF work towards its 3 goals within the personnel arena – Achieving full manning, developing personnel resilience and ensuring our people and their families feel valued.
I am looking forward very much to getting out and about on stations over the coming months to meet as many of you as possible, listen to your thoughts and understand better your concerns, needs and priorities.
www.raf-ff.org.uk
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