A practical view of retention of ADF health reserve personnel
The ADF relies on a mix of professions to support its functions and to achieve goals in operations. All military forces find recruitment difficult when employment is high and national unemployment rates are low. Employer support for Reserve members is lower than that provided 10 to 20 years previously and the current structure of initial training courses directly discourages Reserve enlistment. Individuals who are self employed have a different set of parameters affecting their service which have not always been considered in the past. The reverse side of the coin is
retention of personnel to provide a significant period of service and benefit to Defence Health. The ADF is increasingly relying on Reserves for operational deployments such as rotations through the Solomon Islands.
The demographics of Reserve Health personnel is predominantly busy individuals who are time poor and willing to contribute but who require certainty in commitment.
Practical issues: -Pay-Conditions-Commitment-Benefits. Significant changes:-Retirement age-Pay-Conditions-Enlistment age-Potential benefits such as super. Difficulties:-Lack of continuity-Unrealistic length of training courses-Timetabling of courses-Security of civilian job. Initiatives:-What could we do to make-things work better ? Support:-Unit and National positions
This presentation will consider some practical aspects of retention of health reservists. Continued support is critical in specialized disciplines such as surgery, anesthetics and nursing to maintain Defence on an operational footing. The input of Reserves for Reserve management has been downgraded over the last decade when the focus has shifted to financial drivers rather than the key human management aspects as most, if not all, health Reservists do not provide
service based on remuneration.
