SECURITY SECTOR REFORM (SSR) SEMINAR

1. SECURITY SECTOR REFORM (SSR)SEMINAR Military conscription vs. Professional forces Advantages & Disadvantages DCAF-LESPERSSI-DEPHAN RI. Jakarta

2. AGENDA • I.ASSUMPTIONS/PREREQUISITES,CHARACTERISTICS. • 11. Assumptions • 12. Characteristics • II. CONSCRIPTION • 21. Advantages • 22. Disadvantages • 23. Risks • III. PROFESSIONAL (ALL-VOLUNTEER) FORCES • 31. Advantages • 32. Disadvantages • 33. Risks DCAF-LESPERSSI-DEPHAN RI. Jakarta

3. « Draftees » vs. « Professionals » : * a different concept * a different context I. ASSUMPTIONS/PREREQUISITES, CHARACTERISTICS • 11. Assumptions/Prerequisites • 111. Conscription • Well defined national territorial threat • Existing infrastructure • National will and support (citizenship vs. communal sense) • « Equal opportunity » system • Relative economical wealth • 112. Professional force • Military missions within national security policy • Nation-wide legitimacy (link armed forces/public opinion) • Financial back-up (equipments, status, career etc.) • Follow-on reserve system • Attractiveness (of career, mission & tasks) DCAF-LESPERSSI-DEPHAN RI. Jakarta

4. I. ASSUMPTIONS/PREREQUISITES, CHARACTERISTICS (cont.) 12. Characteristics (The latter assumptions granted - see slide # 3 - !...) • 121. Conscription. • A force of « mass formations » • A « national » force ( notion of  obligation ) • 122. Professional force • A smaller force … (Technology vs. Mass) • Of professionals ( skills, craftsmanship, careerandservice ) DCAF-LESPERSSI-DEPHAN RI. Jakarta

5. II. CONSCRIPTION (1) 21. Advantages • 211. Military aspects • Nation-wide military training • Bigger pool of troops’ immediate availability (in case of major threat) • 212. Financial/budgetary aspects • Lower costs in equipment (mass balances technology) • Lower costs in training and daily life (draftees for support jobs) • Lower costs in level of welfare • 213. Human aspects • National enabler( Motherland cohesion – defense/citizenship) • Social integrator (social classes’ melting pot :« universal/equal») • Educationalmultiplier (school follow-on) DCAF-LESPERSSI-DEPHAN RI. Jakarta

6. II. CONSCRIPTION (cont. 2) 22.Disadvantages • 221. Human aspects • A maladjustment to nowadays’ youth expectations (dividends of peace, growing dissatisfaction with authority) • Limitation of possible selection • 222. Financial aspects • A necessary sustainability ( less funding = selected draft ) • A more expensive infrastructure (more men = more buildings etc) • 223. Strategic/military aspects • A «  territorial- capable » force (suited to conventional threats) • A limited skilled force (by nature, by need) DCAF-LESPERSSI-DEPHAN RI. Jakarta

7. II. CONSCRIPTION (end) 23. Risks • 221. Human aspects • A growing ( inescapable ? ) « unequal opportunity » • 222. Financial aspects • A declining sustainability ( less funding = selected draft) • A trend to buy cheap/inefficient equipment • 223. Strategic/military aspects • A limited skilled force • A «  territorial- capable » force (unsuited to multi-facetted threats) • Communal/confessional/terrorists/insurgents potential harbour DCAF-LESPERSSI-DEPHAN RI. Jakarta

8. III. PROFESSIONAL FORCE (1) 31. Advantages • 311. Human aspects • All-volunteer system (personal process. Notion of career ) • Freedom of the  employer’s choice  ( selection criteria ) • Internal enhanced cohesion • 312. Financial aspects • Budgetary flexibility linked to evolving political choices • Solid but limited infrastructure • 313. Military aspects • Better training and discipline (notion of skills and service ) • Better equipment (smaller size and training allows more sophisticated … but more expensive tools) • Mission flexibility/adaptability, readiness and deployability DCAF-LESPERSSI-DEPHAN RI. Jakarta

9. III. PROFESSIONAL FORCE (cont.2) 32. Disadvantages • 321. Human aspects • Recruiting challenge • Permanent challenge ( necessary retention rate ) • 322. Financial aspects • Expensive human resource’scost (promotion, family, pension etc.) • Limited but costly infrastructure ( welfare, living conditions) • Expensive peace-time logistical function • Expensive training & equipment ( readiness, deployability etc.) • 323. Military aspects • Unable to face a major national threat ALONE • Operational reserve back-up DCAF-LESPERSSI-DEPHAN RI. Jakarta

10. III. PROFESSIONAL FORCE (end) 33. Risks • 331. Human aspects • Loss of individual motivation ( career supersedes service ) • Loss of attractiveness ( = declining human resource ) • 332. Financial aspects • Victim of and subject to political choices ( cuts in budget ) • 333. Political/military aspects • Pretorian syndrome( National legitimacy vs. Government faithfulness) • Pretorian syndrome ( Overestimate of national mission = King maker ) DCAF-LESPERSSI-DEPHAN RI. Jakarta

11. CONSCRIPTION, PROFESSIONAL FORCES & TOTAL DEFENSE (SOME QUESTIONS & ANSWERS) CONSCRIPTION AND TOTAL DEFENSE (TD). • Does it match TD’s end-state ? Yes, it can • What are the conditions ? • Political consensus • Financial will and sustainability • Citizenship, sense of Nation within ALL communities • Universality • Strong backbone of officers & NCOs • Professional contingency units for readiness and external crises PROFESSIONAL FORCES AND TOTAL DEFENSE • Does it match TD’s end state ? Yes • What are the conditions? • Strong legitimacy of the Armed Forces within public opinion • Country-wide recruiting opportunity • Clear division of labour (police : law & order ; military : national defense) • Strong Reserve & Volunteer components’ back-up A FEW REMARKS • All current examples of shift are similar : from draft to professional • A « dual-purpose sytem » (mix of draft and professional) is possible when: • Conscription was initially the rule (and not the contrary) • Comprehensive calling is no longer possible (budget, mentalities, education) • Financial neans do not allow a all-professional force. DCAF-LESPERSSI-DEPHAN RI. Jakarta

12. QUESTIONS ?DISCUSSION DCAF-LESPERSSI-DEPHAN RI. Jakarta