Milpers manual. Assessing the Implications of Policy Options for the Military Personnel Budget
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Parental Leave Program Currently being revised. Administrative Absence to Obtain a Legal Marriage. Military standards of appropriate behaviour may be more stringent than contemporary practices deemed acceptable in the broader community or under civil law. Therefore, Defence members should ensure they are aware of extant policies, rules and regulations informing activities such as the use of social media, use of alcohol, non-medical use of drugs, indebtedness or other inappropriate behaviour.
Additionally, there are circumstances when fraternisation between members may be contrary to the inherent requirements of ADF service. Social media is defined within the Defence context as digital tools that enable communication and sharing across the internet and which allow for the creation of user-generated content.
During the course of a Defence members service they may be required to make public or media comment. Defence members are to distinguish carefully between personal and official views in order to avoid any mistaken perception that personal comment is in fact an official comment. Prohibited substance use or involvement undermines discipline, morale, organisational cohesion and security and can adversely affect the public image and reputation of Defence.
The ADF Alcohol Behaviour Expectation Statement outlines the organisational expectation for Defence members to set the benchmark standard for the use of alcohol and behave in a responsible, safe and respectful manner at all times. Defence has an obligation to provide and maintain a safe and secure environment for the protection of its workforce along with its information, capabilities and assets.
Defence members may periodically be subjected to consensual and non-consensual personal searches by military police personnel or appropriate security staff during the course of their service. This level of physical security environment aims to minimise risks to the efficient and effective performance of Defences goals and objectives.
Such actions also complement the application and enforcement of other protective security measures in place across the wider Defence organisation. The Privacy Act governs the collection, recording, use and disclosure of personal information in Defence. Defence collects and records a broad range of information, including health-related information, about Defence members. Such information is used by Defence to make a variety of Service-related decisions including decisions about individual deployability and employability affecting, or otherwise relating to, Defence members.
By wearing the uniform of their Service and by having the same general style of appearance, Defence members develop a sense of belonging to an organisation with long standing and proud traditions. Such a sentiment develops the required cohesion and morale necessary for the proper functioning of Defence. Well groomed members of Defence also help to promote a sense of confidence and pride in Australias armed forces across the wider Australian community.
Not all fashions in clothing, accoutrements and appearance will, however, be permissible for Defence members when on duty or in uniform. Equally, specific rules may be introduced for certain groups or in special areas to allow for operational, hygiene and safety requirements.
Defence members should refer to single-Service documents for additional guidance on Service specific compliance standards and IR requirements. To be able to fulfil these duties, Defence members are required to undertake, to varying degrees, arduous training during initial entry courses and on an ongoing basis throughout their career. Military skills include competency with weapons, combat proficiencies and drill and ceremonial procedures. Such postings are not always possible within the same geographic area.
Accordingly, Defence members, and their families, will normally experience numerous moves between different localities during their career. Similarly, members of the Navy, Ships Army Detachments and members of the Amphibious Response Element will from time to time, be obliged to serve at sea, which can also have an effect on career, personal and family circumstances.
Such options include deployments in support of operational and peacekeeping missions, military exercises and wider Defence responses to humanitarian assistance and disaster relief activities.
In many cases, members are required to move at short notice to areas that can only provide basic amenities. Such deployments can separate members from their families for long periods. Such duties include, but are not limited to, major exercises, search and rescue missions and regional disaster relief and humanitarian assistance activities.
During peacetime, Defence is often called upon to deploy to unstable and unpredictable areas where the risk of violence is high. In such cases, Defence members may be required to engage in offensive or defensive action to protect themselves and others. Defence members may also be called upon to operationally deploy as part of a multi-national force under the auspices of the United Nations and not under direct command of Defence.
This requirement reinforces the primacy of the ADFs right to the services of Defence members in the permanent forces. It is also designed to ensure that there is no actual or perceived conflict with their official duties or their performance as a Defence member. The member is responsible for reporting to the appropriate authority any change in circumstances which might breach these restrictions. Restrictions on Defence members participation in political activities are necessary to ensure the political neutrality of Defence and the ongoing ability of its members to properly serve the Government of the day in the performance of their official duties.
Defence members who wish to contest an election are to apply to their Service Chief for transfer to the Inactive Reserve for discharge, or for termination of full-time duty. Defence service. Defence service means service, including training, by a Reserve member in a part of the Defence Force. The member is generally entitled to the same remuneration and conditions of service, and subject to the same service obligations, laws, regulations and procedures as a Permanent Force member, except where a Single-Service Instruction or relevant policy provides otherwise.
CFTS may be compulsory, following a call-out of a part of Defence to which the member belongs, or voluntary following the giving of an undertaking to render CFTS by the member and its acceptance by the Service Chief of the member. Voluntary CFTS is normally limited by time and relates to the fulfilment of a specific Service need in keeping with the Reserve members skills, capabilities and qualifications. Prohibited reason. In relation to discrimination, a prohibited reason means a decision on the grounds that a person is rendering, has rendered or might in the future render Defence service.
Protected CFTS. Unprotected CFTS. Service Chief. Third parties. Third parties includes a Reserve members civilian employer, business partner s or Australian educational institution in which a Reserve member is enrolled. In accordance with the Income Tax Assessment Act , the salary pay and salary related allowances received by a Reserve member undertaking CFTS is subject to taxation as income.
Former members of the Defence Force Retirement and Death Benefits Scheme DFRDB Scheme should carefully consider their superannuation options and should be encouraged to seek independent financial advice regarding their superannuation options. If a Reserve member transfers to the Permanent component, that member is no longer entitled to the protections and benefits associated with protected CFTS as the member is no longer a Reserve member.
In addition, the members civil employer will cease to have any protection obligations and will not be entitled to any further payments under the Employer Support Payment Scheme ESPS. The ESPS is not applicable to employers of members subject to a call-out order unless the Minister determines otherwise. Early discussions with third parties can simplify administration and minimise the likelihood of conflict between the Service, the Reserve member and third parties later in the process.
There are significant consequences for members, employers, business partners, educational institutions and families, and for the respective Services. The Statement of Private and Financial Interests ensures that Reserve members rendering CFTS are aware of the potential for conflicts of interest to arise as a result of their CFTS employment, and their obligation to declare any real or perceived conflict in advance.
These factors are:. The effect that rendering the service might have on the members employment and education including the effect that it might have on third parties such as employers. In these circumstances, there is no requirement to provide third parties with the opportunity to make a submission. Until a formal request by a Service Chief for a Reserve member to render voluntary CFTS is made, it should be made clear to all parties that the proposal to undertake to render voluntary CFTS is only tentative and is not binding.
Reserve members should be advised to discuss any proposed period of voluntary CFTS with their employer, business partner or educational institution prior to giving any undertaking. These circumstances are most likely to involve high readiness Reserve members. Units are to ensure that employers of high readiness Reserve members are aware in advance that their Reserve employees may be required to deploy at short notice.
Even if no opportunity can be given to the third party to raise objections, the third party is nonetheless to be informed of a decision to accept an undertaking to render CFTS.
In the event of an objection being raised by a third party to a Reserve member undertaking to render CFTS, the Service Chief must consider the objection in deciding whether or not to proceed to engage the member onto CFTS.
In the event of no objection being raised or following consideration of any objection that has been raised, the Service Chief is to advise the third party that:. Prior to the acceptance of an undertaking by the Service Chief, if a decision is made by the Service Chief not to proceed with a proposed period of engagement to render voluntary CFTS, the Reserve member and any relevant third party are to be advised of the outcome.
Should the Reserve member subsequently decline the formal offer of engagement to render CFTS, the Service Chief is also to inform the third party of this outcome. Under the Defence Reserve Service Protection Act , it is unlawful for an employer or business partner to hinder an employee in their employment or fellow partner from rendering Defence service.
Should an employer or third party refuse to release or otherwise seek to prevent a Reserve member from undertaking to render CFTS, the Reserve member should, in the first instance, advise the Service unit at which the Reserve member is to render CFTS or the relevant career management agency CMA or personnel management agency PMA.
To assist with notification, form letters to third parties are contained in the annexes to this Chapter. The form letters contain the minimum information that should be provided to a third party. Where applicable, units or mounting headquarters should customise the standard letter to suit the particular circumstance. For example, a mounting headquarters seeking a large number of Reserve members for an overseas deployment might include additional information on the proposed deployment and the vital contribution that the Reserve members, through involvement in the deployment, will make to the national interest.
However, under certain circumstances, the engagement to render a period of CFTS may be terminated early. A Service Chief may terminate a Reserve members engagement to render on CFTS prior to the end of the agreed period of service under the following conditions:. If the CFTS was protected Defence service, the former Reserve member will still be entitled to employment, partnership and education protection covering the period of Defence service in accordance with the provisions of the Defence Reserve Service Protection Act Third parties with obligations under the Act should be informed of any early termination of CFTS due to disciplinary reasons.
A Reserve members period of engagement to render CFTS will cease if the Reserve member is dismissed for administrative reasons in accordance with single-Service policy for administrative warnings and termination. This does not affect any entitlement the member may have to compensation and rehabilitation under the Safety, Rehabilitation and Compensation Act or the Veterans Entitlements Act Service reasons.
Should the Service wish to terminate a Reserve members period of engagement to render CFTS early for any other reason, prior consent of the Reserve member and any third party who is subject to obligations under the Defence Reserve Service Protection Act must be obtained.
The relevant Service Chief may accept or reject the request. Where there is a third party who is subject to obligations under the Defence Force Discipline Act , the prior consent of the third party must also be obtained. They are also to be advised of the circumstances under which early termination of CFTS may occur. The flow diagram in Annex B provides the outline for administrative procedures.
Service Chiefs may delegate any or all of the powers associated with the engagement of Reserve members to render a period of voluntary CFTS to any officer within the meaning of the Defence Act within that Service by written instrument of delegation.
Brownout and Cutover | The Integrated Personnel and Pay System - Army - Breadcrumb
SCOPE 1. All Defence personnel have a duty to assist and cooperate with reasonable directions made by their supervisors, regardless of whether the supervisor is a Defence member or Defence employee. As single-Service and other policy is incorporated into the manual, policy owners will assume the sponsorship role, and attendant responsibility for maintaining the currency of their relevant policies.
The structure is set out below:. Where a Group or Service has sponsorship of a policy in this Manual, it is to ensure that currency of the policy is maintained so that it remains accurate.
Subsequent parts and chapters will include links to related publications and policy as necessary. Director Military People Policy has responsibility for maintaining the schedule detailing the release and review dates of its chapters. Commanders must be military members. Whilst serving their period of CFTS the member is generally entitled to the same remuneration and conditions of service, and subject to the same obligations, laws, regulations and procedures as Permanent Force members. Decision maker means a person authorised to make decisions on arrangements for service in the Australian Defence Force ADF including appointment and enlistment.
Decision makers include the Governor-General, Minister for Defence, Chief of the Defence Force and Service Chiefs; or their respective delegate s as detailed in the relevant single-Service delegations schedules. Defence personnel means all Defence employees, Defence employees engaged locally overseas, Defence civilians, Defence members and the equivalents from other Defence organisations on exchange to Defence.
Deployable means a Defence member with the functional capacity to perform the duties of their employment group and the capability of meeting the individual readiness requirements of the individual Service. Deployment means warlike or non-warlike service overseas on ADF approved operations by members Force Assigned for duty. In the Maritime environment this includes both Force assigned and non-Force assigned seagoing activities.
Fixed Period of Service means a finite period of service and means a specified or fixed period of appointment for officers or specified or fixed period of enlistment for enlisted members. Indefinite Period of Service means an open ended period of appointment for officers or an open ended period of enlistment for enlisted members.
Individual Readiness means a prescribed standard of physical, medical and dental fitness used in conjunction with a members trade skill, weapons handling ability and availability, to assess a Defence members suitability to deploy on operations.
Officer means an appointed Defence member who holds the rank of Midshipman or Officer Cadet, or higher. Return of Service Obligation ROSO means a period of service that a Defence member must serve as a consequence of receiving specified training, remuneration, education, experience or undertaking special duties.
Separation means either termination, transfers from the permanent force to the Reserves, and transfers from a category of the Reserves other than the Standby Reserve to the Standby Reserve.
Termination of service means any action, compulsory or voluntary, that leads to the complete cessation of all forms of ADF service. It includes but is not limited to:. Management Initiated Early Retirement pursuant to regulations 78 2 b or 79 2 b as applicable; and. This requires Defence to maintain an operationally capable force with high levels of fitness, commitment, efficiency and discipline among members of the Australian Defence Force Defence members.
This fundamental national identity represents the full and formal membership of the wider community and demonstrates an enduring commitment to, and long-term stake in, the future of Australia. Non-citizens are required to satisfy the provisional entry requirements and selection criteria of the appropriate single-Service and all other eligibility requirements including educational, medical, psychological, and security clearances.
The Defence member is responsible for notifying their relevant career and people management agency if any circumstance arises whereby the member sees the need to relinquish, or intends to renounce, their Australian citizenship.
This obligation to render a minimum period of service ensures that Defence obtains a reasonable return on its investment considering the significant resources directed towards the recruitment, appointment, enlistment, initial training and ongoing development of Defence members.
ROSO is a condition of service imposed on Defence members who receive specified training, education, experience and remuneration, or who undertake special duties which requires the member to undertake a defined period of service. Notwithstanding the exceptions, all Defence members with satisfactory performance and behaviour are strongly encouraged to apply for transfer to the Standby Reserve at the end of their period of service, in lieu of resignation.
Command is a purely military concept which lies at the very heart of the military profession and is central to success in battle. It includes authority and responsibility for using available human and material resources, extending to the responsibility for health, welfare, morale and discipline.
Accordingly, Defence members are bound to follow all lawful commands which may be given at any time and which could involve considerable risk to life. The military discipline system has its own Service tribunals for the prosecution of offences under the DFDA. These processes are designed to deal with offences that substantially affect the maintenance of Service discipline in the ADF.
Defence members are subject to the ordinary civilian criminal law and remain liable to prosecution in civilian courts in respect of such offences. Criminal offences or other illegal activities may be referred to civil authorities, such as the police. Additional guidance on discipline law is provided in Australian Defence Force Publication Such orders could require members to live, work and fight anywhere in Australia or overseas at short notice.
Workplace behaviour is a key element to achieving this aim. During their career, Defence members will, invariably, work in integrated and diverse environments that include members of other Defence Services, Defence employees, external service providers and communities.
Working in such an integrated and diverse environment places obligations on Defence members to conduct themselves appropriately.
This obligation applies equally to all Defence employees. Everyone in Defence is to be treated with respect, fairness and without harassment. Defence members are not exempt from complying with the rule of law, from being accountable for their actions, making rational decisions and protecting human rights whether it is in support of operations or in a non-operational setting.
Values also underpin and help shape relationships and behaviour. Together, such values-based behaviour, which is embodied and reinforced within individual Service cultural reform programs, requires everyone to accept personal responsibility and accountability and to think clearly about the consequences of their actions. Defence members found to have engaged in, contributed to, ignored, assisted, or personally encouraged unacceptable behaviour will be held personally responsible.
Defence members are required to complete mandatory annual awareness training to ensure that they are aware of and understand their employment conditions and responsibilities which include developing and maintaining a safe and secure work environment and behaving ethically at all times. Mandatory awareness training may also form part of a members individual readiness requirements as determined by single-Service polices.
Penalty rates or overtime are not paid in such situations. The payment of Service Allowance is intended to compensate the majority of Defence members for the special demands and exigencies of Service life. Notwithstanding, Permanent Defence may need to or be directed to, work long and irregular hours if required for a specific purpose. Such behaviours and standards accord with the high public expectations that tend to shape and influence the personal conduct and behaviour of Defence members while both on and off-duty.
Military standards of appropriate behaviour may be more stringent than contemporary practices deemed acceptable in the broader community or under civil law. Therefore, Defence members should ensure they are aware of extant policies, rules and regulations informing activities such as the use of social media, use of alcohol, non-medical use of drugs, indebtedness or other inappropriate behaviour.
Additionally, there are circumstances when fraternisation between members may be contrary to the inherent requirements of ADF service. Social media is defined within the Defence context as digital tools that enable communication and sharing across the internet and which allow for the creation of user-generated content.
During the course of a Defence members service they may be required to make public or media comment. Defence members are to distinguish carefully between personal and official views in order to avoid any mistaken perception that personal comment is in fact an official comment. Prohibited substance use or involvement undermines discipline, morale, organisational cohesion and security and can adversely affect the public image and reputation of Defence. The ADF Alcohol Behaviour Expectation Statement outlines the organisational expectation for Defence members to set the benchmark standard for the use of alcohol and behave in a responsible, safe and respectful manner at all times.
Defence has an obligation to provide and maintain a safe and secure environment for the protection of its workforce along with its information, capabilities and assets. Defence members may periodically be subjected to consensual and non-consensual personal searches by military police personnel or appropriate security staff during the course of their service. This level of physical security environment aims to minimise risks to the efficient and effective performance of Defences goals and objectives.
Such actions also complement the application and enforcement of other protective security measures in place across the wider Defence organisation. The Privacy Act governs the collection, recording, use and disclosure of personal information in Defence.
Defence collects and records a broad range of information, including health-related information, about Defence members. Such information is used by Defence to make a variety of Service-related decisions including decisions about individual deployability and employability affecting, or otherwise relating to, Defence members.
By wearing the uniform of their Service and by having the same general style of appearance, Defence members develop a sense of belonging to an organisation with long standing and proud traditions. Such a sentiment develops the required cohesion and morale necessary for the proper functioning of Defence.
Well groomed members of Defence also help to promote a sense of confidence and pride in Australias armed forces across the wider Australian community. Not all fashions in clothing, accoutrements and appearance will, however, be permissible for Defence members when on duty or in uniform.
Equally, specific rules may be introduced for certain groups or in special areas to allow for operational, hygiene and safety requirements. Defence members should refer to single-Service documents for additional guidance on Service specific compliance standards and IR requirements. To be able to fulfil these duties, Defence members are required to undertake, to varying degrees, arduous training during initial entry courses and on an ongoing basis throughout their career.
Military skills include competency with weapons, combat proficiencies and drill and ceremonial procedures. Such postings are not always possible within the same geographic area. Accordingly, Defence members, and their families, will normally experience numerous moves between different localities during their career. Similarly, members of the Navy, Ships Army Detachments and members of the Amphibious Response Element will from time to time, be obliged to serve at sea, which can also have an effect on career, personal and family circumstances.
Such options include deployments in support of operational and peacekeeping missions, military exercises and wider Defence responses to humanitarian assistance and disaster relief activities. In many cases, members are required to move at short notice to areas that can only provide basic amenities.
Such deployments can separate members from their families for long periods. Such duties include, but are not limited to, major exercises, search and rescue missions and regional disaster relief and humanitarian assistance activities.
During peacetime, Defence is often called upon to deploy to unstable and unpredictable areas where the risk of violence is high. In such cases, Defence members may be required to engage in offensive or defensive action to protect themselves and others. Defence members may also be called upon to operationally deploy as part of a multi-national force under the auspices of the United Nations and not under direct command of Defence. This requirement reinforces the primacy of the ADFs right to the services of Defence members in the permanent forces.
It is also designed to ensure that there is no actual or perceived conflict with their official duties or their performance as a Defence member. The member is responsible for reporting to the appropriate authority any change in circumstances which might breach these restrictions. Restrictions on Defence members participation in political activities are necessary to ensure the political neutrality of Defence and the ongoing ability of its members to properly serve the Government of the day in the performance of their official duties.
Defence members who wish to contest an election are to apply to their Service Chief for transfer to the Inactive Reserve for discharge, or for termination of full-time duty.
Defence service. Defence service means service, including training, by a Reserve member in a part of the Defence Force. The member is generally entitled to the same remuneration and conditions of service, and subject to the same service obligations, laws, regulations and procedures as a Permanent Force member, except where a Single-Service Instruction or relevant policy provides otherwise. CFTS may be compulsory, following a call-out of a part of Defence to which the member belongs, or voluntary following the giving of an undertaking to render CFTS by the member and its acceptance by the Service Chief of the member.
Voluntary CFTS is normally limited by time and relates to the fulfilment of a specific Service need in keeping with the Reserve members skills, capabilities and qualifications. Prohibited reason. In relation to discrimination, a prohibited reason means a decision on the grounds that a person is rendering, has rendered or might in the future render Defence service. Protected CFTS. Unprotected CFTS. Service Chief. Third parties. Third parties includes a Reserve members civilian employer, business partner s or Australian educational institution in which a Reserve member is enrolled.
In accordance with the Income Tax Assessment Act , the salary pay and salary related allowances received by a Reserve member undertaking CFTS is subject to taxation as income. Former members of the Defence Force Retirement and Death Benefits Scheme DFRDB Scheme should carefully consider their superannuation options and should be encouraged to seek independent financial advice regarding their superannuation options.
If a Reserve member transfers to the Permanent component, that member is no longer entitled to the protections and benefits associated with protected CFTS as the member is no longer a Reserve member.
In addition, the members civil employer will cease to have any protection obligations and will not be entitled to any further payments under the Employer Support Payment Scheme ESPS. The ESPS is not applicable to employers of members subject to a call-out order unless the Minister determines otherwise. Early discussions with third parties can simplify administration and minimise the likelihood of conflict between the Service, the Reserve member and third parties later in the process.
There are significant consequences for members, employers, business partners, educational institutions and families, and for the respective Services. The Statement of Private and Financial Interests ensures that Reserve members rendering CFTS are aware of the potential for conflicts of interest to arise as a result of their CFTS employment, and their obligation to declare any real or perceived conflict in advance.
These factors are:. The effect that rendering the service might have on the members employment and education including the effect that it might have on third parties such as employers. In these circumstances, there is no requirement to provide third parties with the opportunity to make a submission. Until a formal request by a Service Chief for a Reserve member to render voluntary CFTS is made, it should be made clear to all parties that the proposal to undertake to render voluntary CFTS is only tentative and is not binding.
Reserve members should be advised to discuss any proposed period of voluntary CFTS with their employer, business partner or educational institution prior to giving any undertaking.
These circumstances are most likely to involve high readiness Reserve members. Units are to ensure that employers of high readiness Reserve members are aware in advance that their Reserve employees may be required to deploy at short notice. Even if no opportunity can be given to the third party to raise objections, the third party is nonetheless to be informed of a decision to accept an undertaking to render CFTS.
In the event of an objection being raised by a third party to a Reserve member undertaking to render CFTS, the Service Chief must consider the objection in deciding whether or not to proceed to engage the member onto CFTS. In the event of no objection being raised or following consideration of any objection that has been raised, the Service Chief is to advise the third party that:.
Prior to the acceptance of an undertaking by the Service Chief, if a decision is made by the Service Chief not to proceed with a proposed period of engagement to render voluntary CFTS, the Reserve member and any relevant third party are to be advised of the outcome.
Should the Reserve member subsequently decline the formal offer of engagement to render CFTS, the Service Chief is also to inform the third party of this outcome.
Under the Defence Reserve Service Protection Act , it is unlawful for an employer or business partner to hinder an employee in their employment or fellow partner from rendering Defence service. Should an employer or third party refuse to release or otherwise seek to prevent a Reserve member from undertaking to render CFTS, the Reserve member should, in the first instance, advise the Service unit at which the Reserve member is to render CFTS or the relevant career management agency CMA or personnel management agency PMA.
To assist with notification, form letters to third parties are contained in the annexes to this Chapter. The form letters contain the minimum information that should be provided to a third party.
Where applicable, units or mounting headquarters should customise the standard letter to suit the particular circumstance. For example, a mounting headquarters seeking a large number of Reserve members for an overseas deployment might include additional information on the proposed deployment and the vital contribution that the Reserve members, through involvement in the deployment, will make to the national interest.
However, under certain circumstances, the engagement to render a period of CFTS may be terminated early. A Service Chief may terminate a Reserve members engagement to render on CFTS prior to the end of the agreed period of service under the following conditions:.
If the CFTS was protected Defence service, the former Reserve member will still be entitled to employment, partnership and education protection covering the period of Defence service in accordance with the provisions of the Defence Reserve Service Protection Act How to Get Notified.
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