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The state of the Reserve and future plans

The state of the Reserve and future plans. Presentation at Defence Reserves Association Major General Neil Wilson AM RFD Assistant Chief of the Defence Force (Reserves) and Head Reserve Policy 27 August 2005. The ADF. Composition of the ADF. 19.6%. 23.4%. (17,521). (20,883). TOTAL:.

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The state of the Reserve and future plans

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  1. The state of the Reserve and future plans Presentation at Defence Reserves Association Major General Neil Wilson AM RFDAssistant Chief of the Defence Force (Reserves) and Head Reserve Policy 27 August 2005

  2. The ADF Composition of the ADF 19.6% 23.4% (17,521) (20,883) TOTAL: 57.0% 89,211 (50,808)

  3. The ADF Reserve Composition of the ADF - Navy 14,000 12,000 10,000 Reserve 38.4% 8,000 61.6% (8,019) 6,000 (12,863) 4,000 2,000 % Active % Standby % Full-time Service

  4. The ADF Reserve Composition of the ADF - Army 14,000 12,000 10,000 Reserve 46.7% 8,000 53.3% 6,000 (23,727) (27,081) 4,000 2,000 % Active % Standby % Full-time Service

  5. The ADF Reserve Composition of the ADF - RAAF 14,000 12,000 Reserve 30.1% 10,000 8,000 (5,274) 69.9% 6,000 (12,247) 4,000 2,000 % Active % Standby % Full-time Service

  6. The ADF Reserve Current Initiatives • Reserve Remuneration Review • Defence Reserve Support Council • BossLift Solomon Islands (Sep 05) • BossLift RBC (Nov 05) • Prince Of Wales Awards (Sep 05) • Exercise Executive Stretch • Employer Support Payment • Office of Reserve Service Protection • Reserve Attitude Survey 2004 • Public Awareness - Horizon Research HRP

  7. The ADF Reserve Horizon Research A poll of employers, both with and without Reservists as employees found: • 83% claim to know something about the conditions of employing Reservists. • 54% indicated that they were aware of the Employer Support Payments Scheme. • 28% were aware of the Defence Reserves Support Council

  8. The ADF Reserve Horizon Research A poll of employers, both with and without Reservists as employees found: • 22% perceived Reservists to be more appealing employees, and • 64% were aware that in 2001 it became illegal to discriminate against Reservists.

  9. The ADF Reserve Current Initiatives • Increase RANR to Seagoing Units • HNA Reserve Model • HRR incentives • Develop AFHRR • Implement BAND structure Navy Army RAAF

  10. Navy Reserve Present Reserve Capability

  11. Air Force Reserve Expanding Air Force Capability The Reserve Component

  12. Air Force Reserve What is being done? ‘Generating dependable additional capability for peace-time and contingency operations.’

  13. Air Force Reserve What will the Reserve provide? Support Defence operations by complementing and supplementing the PAF through: • High Readiness Reserve (deploy 0-28 days) • Follow-on sustainment (29-180 days) • Use Stand-by Reserve for Band 3 outwards • Dependable availability short of National call-out

  14. Air Force Reserve The Proposed Reserve Structure TotalForce PAF • Air Force RESERVES ActiveReserve SpecialistReserve ReserveStaff Group StandbyReserve

  15. Air Force Reserve The Proposed Reserve Structure TotalForce BAND 1Deployable with 0-28days warning 1,200 Positions BAND 3Deployablewith 181-360days warning BAND 2Deployable with 29-180days warning 2,800 Positions300 Training PAF • Air Force RESERVES ActiveReserve SpecialistReserve ReserveStaff Group StandbyReserve

  16. Army Reserve HNA ARes Model Relevance & Readiness

  17. HNA ARes Model Army Reserve - Relevant & Ready ‘To provide specified individual and collective capability to support, sustain and reinforce Army’s operational forces.’

  18. HNA ARes Model Army Reserve Achievement • Since Jan 2000: • approx 1000 in East Timor including 3HSB, A Coy 5/7 RAR, medical specialists. • approx 1000 to Bougainville, Balkans, Afghanistan, Solomons etc • 1300 personnel over 14 deployments to Rifle Company Butterworth • Capability Generation • 3 x RFSU’s • 7 x RRFs • In the last three years: • over 500 a year transfer to ARA (~18% of ARA target) and • 400 to 700 each year are on CFTS. • Support to AACAP 02/03, bushfires, tsunami relief.

  19. HNA ARes Model Army Reserve - Future Sustainability Directorate of Workforce Modelling and Analysis Study shows that on current settings, the Army Reserve will decline to the point where it will not be able to sustain itself in 4 to 5 years.

  20. HNA ARes Model RRTR Conclusions • The ARes will not meet HNA requirements under current settings. • The ARes can only deliver what they are designed to do; limited PNT and a broad contribution to DOA by providing strategic depth. Limited augmentation to current ops. • Large, nationally distributed ARes structures absorb critical manpower and resources ($952m per annum; ANAO Audit no.33 2000). • ARes capacity to produce capability is in decline due to systemic issues such as recruiting, training and retention. • Individual and collective competency gap between ARes and ARA large and will continue to increase.

  21. HNA ARes Model What are we doing about it? • Relevant – Defined roles and tasks • Ready – HRR enabled by AR • Raise, train, sustain focus • Health and dental support • Completion Bonus

  22. HNA ARes Model CASAC Decisions to Date • Role of ARes: To provide specified individual and collective capability to support, sustain and reinforce Army’s operational forces • Decision: Endorsed • Date: May 04

  23. HNA ARes Model CASAC Decisions to Date • A new model for the ARes, based on its current broad structure and unit affiliations, was necessary to enable its future role and likely tasks. • Decision:Agreed • Date: May 04

  24. HNA ARes Model CASAC Decisions to Date • ARes personnel to be provided to HNA, whether as individuals or as part of sub-units should be prepared within HRR conditions of service. • Decision:Agreed • Date:May 04

  25. HNA ARes Model CASAC Decisions to Date • A new trg and employment model is necessary to generate HRR soldiers to meet the demands of HNA and PNT. • Decision:Agreed • Date: May 04

  26. HNA ARes Model CASAC Decisions to Date • The preferred service model for HRR service is two years. • Decision: Agreed • Date: May 04

  27. HNA ARes Model CASAC Decisions to Date • The concept of Regional Reserve Bde HQ appropriately designed to raise, train and sustain functions of ARes units. • Decision: Agreed • Date: May 04

  28. HNA ARes Model CASAC Decisions to Date • Issue: DCA would establish a Steering Group to develop the HNA ARes Model. • Decision:Agreed • Date: Nov 04

  29. HNA ARes Model CASAC Decisions to Date • HNA ARes Model is to be matched to HNA Master Migration Plan • Decision: Agreed • Date: Apr 05

  30. HNA ARes Model CASAC Decisions to Date • HNA individual and collective capabilities are to be developed from Jun 06-Dec 08 (total of 1108 personnel) • Decision: Agreed • Date: Apr 05

  31. HNA ARes Model CASAC Decisions to Date • The evolving HNA ARes Model concept in principle (subject to further work on equip, retention benefits and costs of Phase One) • Decision: Agreed • Date: Apr 05

  32. HNA ARes Model CASAC Decisions to Date • The roles and tasks allocated to units and formations • Decision: Approved • Date: Apr 05

  33. HNA ARes Model CASAC Decisions to Date • The draft CA Statement of Intent for the HNA ARes subject to amendment and inclusion of members’ comments • Decision: Agreed • Date: May 05

  34. HNA ARes Model CASAC Decisions to Date • A broad incentive scheme (HRR Incentive Scheme) to be further developed by DPers-A with support from DRes-A. • Decision: Agreed • Date: May 05

  35. HNA ARes Model CASAC Decisions to Date • HNA ARes Model be updated monthly at CASAC under the Lines of Development approach • Decision: Directed • Date: May 05

  36. HNA ARes Model Where Are We Now ? • CA’s Statement of Intent • MINSUB in preparation • Alignment to the HNA and Army MMP • Re-balancing • HNA

  37. HNA ARes Model Future Force Structure Available for Operations short of call out 2,600 HNA/ 1,200 FPCG HIGH READINESS RESERVES ACTIVE RESERVES DEPLOYABLE THRESHOLD 12,000-14,000 Call out in whole or in part for mobilisation and expansion STANDBY RESERVES 9,000-12,000 6 Reserve Brigades with 6 -7 UNITS Each

  38. HNA ARes Model Future Unit Structure UNIT HQ INCL RECRUITING/ TRG (AR) TRAINING (AR) TRG SPT (AR) CAPABILITY (HRR) TRG SUB-UNIT ONLINE COLLECTIVE LOG FE TRG SPT TRG SPT OFFLINE COLLECTIVE INDIVIDUAL

  39. HNA ARes Model Implementation Plan Outline NOW: • CASAC Tasking for approx 1100 HRR • Org design & SED review business rules • Unit Establishment Reviews • HRR conditions of service development

  40. HNA ARes Model Implementation Plan Outline Re-balancing the Army: now - 2008: • Implement SED review outcomes in HRR tasked Units • Develop individual and collective HRR capability (approx 1100); IAW MMP • Allocate non-HRR tasks to relevant formations and units; • Review the outcomes of this phase.

  41. HNA ARes Model Implementation Plan Outline • HNA Approval • Agree and allocate additional HRR tasks (approx 4000) • Implement new SEDs for all Units • Review Command and Control arrangements, organisations and SEDs

  42. HNA ARes Model Decisions To Be Made Soon • HRR Service Offer • FPCG/ RRF Interface • Final Roles & Tasks RAAC units

  43. HNA ARes Model Work To Be Done • HNA Approval • Detailed task allocation • Integration of HRR training and ARTM • HRP ARes Conditions of Service Study

  44. HNA ARes Model Implementation Challenges • Stabilise the ARes Active Reserve • Raise the ARes HRR • Manage the ARes Standby Reserve • Develop a model for ‘habitual relationships’ • Integrate with HRP activity • Command and Control • Equipment and Facilities

  45. HNA ARes Model Conclusion

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