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European Models of Military Services Slovak Case Study

European Models of Military Services Slovak Case Study. Col. Boris SLODICKA Vienna, 15th December 2010. Current System of Military Service. „ European Models of Military Services “ Slovak case study. Fully voluntary Military Service since 2005 Type of contract

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European Models of Military Services Slovak Case Study

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  1. European Models of Military ServicesSlovak Case Study Col. Boris SLODICKA Vienna, 15th December 2010

  2. Current System of Military Service „European Models of Military Services “ Slovak case study • Fully voluntary Military Service since 2005 • Type of contract • Enlisted – short term contract (3 to 5 years/max up to 10 years) • NCO Corps – long term contract • Warrant Officers – long term contract • Commissioned Officers – long term contract • Active Reserve – legal basis but not implemented yet • Long term contract • Could be life long depends on promotion • Basic limits of service • Max. physical age up to 55 years • Length of service up to 32 years • Length of service in rank (depend on rank)

  3. OFFICERS WARRANT OFFICERS ENLISTED AND NCO O–7ažO-10 WO - 3 SC E - 9 SC V O - 6 TC V WO - 2 V E - 8 O - 5 SC V V TC V CC WO - 1 SC E - 7 O - 4 TC V SC V E - 6 O - 3 TC V V CC E - 5 O - 2 V TC V O - 1 E - 4 LEGEND: V V Competitive selection E - 3 TC Training course V CC Career course E - 2 SC Specialty course Main line of development Adjacent line of development RegisteredrecruitedSELECTED Reserve soldier SLOVAK CITIZENS ENTRY SPECIALTY OFFICERS COURSE Combat E – 1 Cadets Civilians after university Career and Rank Development National Security Course Higher Command Staff Course Basic Command Staff Course WO BASIC COURSE Higher Officers Course O – 1 CAREER COURSE (FOR LIEUTENANTS) Bac. (Mg.) study at Military school O – 1 SPECIALIZED TRAINING BASIC TRAINING E – 2 E – 1 TEMPORARY STATE SERVICE PREPARATORY STATE SERVICE APPLICANT 21.9.2014 3

  4. OF - 7 OF - 10 OF -6 V OF - 1 V U M 1 2 3 4 5 6 M U P V P KK 7 8 9 10 1 2 3 4 5 6 M Explanations: P P OF - 9 OKF A V V • = Graduation on 30.6. • Annual Leave 21 days • Entry Specialty Officer Course, • 2-18 m onth • starting on 1.8. • - Service Entry on 1.1. OF - 8 A M 1 2 3 4 P M 1 2 3 4 5 6 OF - 2 P V OF -3 U U M 1 2 3 4 5 6 7 8 9 10 11 12 M = Selection for promotion and training V P P OKF V = Promotion P 1 1 2 2 3 3 4 4 5 5 6 6 7 7 8 8 9 9 10 10 F1 = TIS – Time in Service = Maximum Time in Service M 1 2 3 4 KK = Career Course 1 23 11 21 22 24 12 2 3 13 23 25 4 14 24 26 15 25 5 27 28 16 26 6 29 7 27 17 30 8 28 18 9 19 31 29 20 10 32 30 = Retention Program U Z = Separation 31 32 33 34 35 36 37 38 39 40 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 61 62 P H Y S I C A L A G E 33 34 35 36 37 38 39 40 41 42 43 44 Officer Military Career OF -5 U M 9 9 9 1 2 3 4 5 6 7 8 OF -4 P U M 9 9 1 2 3 4 5 6 7 8 P V KK T I M E I N S E R V I C E 21.9.2014 4 4

  5. Current System of Military Service vs. Military Tasks • Basic principle one set of forces for all task • Contribution to operation • NATINADs • NATO NRF/EU BG • Disaster Relief • Homeland Security • Territorial Defence • Disaster Relief • International Crisis Management

  6. „European Models of Military Services “ Slovak case study Slovak AF Transformation Model 2010/2015/2020 To establish - an effective, professional but affordable Armed Forces organised, equipped and trained to comply with the Military (Defense) Strategy of SR, - a modernised Armed Forces to be interoperable with NATO military organisations, and supported by effective and efficient supporting activities.

  7. „European Models of Military Services “ Slovak case study

  8. „European Models of Military Services “ Slovak case study 1999 Establishment of services HQs 1994 Transformation division to corps 2000 Transformation to1. a 2. mech brig.,, artillery brig Homeland HQ and 4 mob. base 2001-2006 Implementation of M2010 Model 2010 Model 2020 Model 2015 Concept of the reform of the Army of the SR until 2000 Concept of the MoD reform Until 2002

  9. „European Models of Military Services “ Slovak case study • Objective of the AF Reform: • To establish a single, modern and effective military personnel management system • To reduce personnel strength and change its structure

  10. „European Models of Military Services “ Slovak case study 2000 33 641 11 967 2004 18 170 7 568 2008 16531 3600 2009 14 869 3139

  11. Model of Strengths Development Plan up to year 2006 : separation of 14 100 personnel, accession of 10 900 personnel

  12. AF SR Personnel Stabilization Release 2002 2008 2004 2006 Recruitment 2002 2004 2008 2006 21.9.2014 12

  13. 18 Generals Colonels 519 18 Generals Colonels 86 LT Colonels 1527 LT Colonels 220 1480 Majors 425 Majors Captains 2009 2001 Captains 894 2009 1712 1795 Lieutenants „European Models of Military Services “ Slovak case study PersonnelTransformation – Rank Structure Lieutenants

  14. Politicaland Strategic Consideration leading to the Current System of Military Service Former conscript vs. Current Fully Voluntary • More Effective and Efficient use of public spending • Current security assessment does not require use of large armed forces based on mobilization • As a member of the NATO and EU we are consumer of security and in the same time we have to be provider (contribution to NATO/EU led operation) and conscript service do not allow their deployment • Current operations of the International Crisis Management required well prepared, equipped and motivated soldiers

  15. Critical Elements of Implementation „European Models of Military Services “ Slovak case study • Reduce a legacy “top heavy structure” with excess senior military personnel • Significantly change the roles of Officers from “specialists” technicians to “generalists” leaders • Create a new kind of Warrant Officer Corps (broad based technicians) • Build a NCO Corps to replace officer technicians • Centralize personnel management under the Chief of the General Staff • Ensure “Civilian Oversight” • Build a legal framework that does both

  16. Social and Economic Side-effects Military service is receding from the minds of society Military service is gradually being perceived as one of many professions Budget cuts

  17. Budget consequences of the change of military service Short term Severance pay Transition assistance Marketing cost Recruitment bonuses Training cost Long term Early retirement cost Service outsourcing cost High personnel turnover

  18. Main Lesson Learned with regard to implementation process • What should be considered? • Political support • Personnel reform cant be isolated. Should be accompanied by others changes – structure, doctrines, SOPs • Meticulously tailored social compensations (amount, time) • Synchronization with other reforms • What should be avoided? • Overshooting of social compensations – long term consequences • Dismissing quality personnel • Canceling vacant positions rather than whole units • Extensive civilianization – not to truncate the flow of military know-how • Time lines • Detailed planning – 1 year • Fast execution – 2 years • Recruitment Process • Recruitment system and personnel management managed by the same authority • Balanced recruitment goals – to avoid waves in personnel structure

  19. Thank you for your attention

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