1. 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

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

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

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

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

6. Current Initiatives The ADF Reserve 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

7. Horizon Research The ADF Reserve 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 A poll of employers, both with and without Reservists as employees found:

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

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

10. Navy Reserve Present Reserve Capability

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

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

13. 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 What will the Reserve provide? Air Force Reserve

14. Air Force RESERVES PAF The Proposed Reserve Structure Air Force Reserve Active Reserve Specialist Reserve Reserve Staff Group Standby Reserve Total Force

15. Air Force RESERVES PAF The Proposed Reserve Structure Air Force Reserve Active Reserve Specialist Reserve Reserve Staff Group Standby Reserve Total Force BAND 2 Deployable with 29-180 days warning 2,800 Positions 300 Training BAND 3 Deployable with 181-360 days warning BAND 1 Deployable with 0-28 days warning 1,200 Positions

16. Army Reserve HNA ARes Model Relevance & Readiness

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

18. 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. Army Reserve Achievement HNA ARes Model

19. 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. Army Reserve - Future Sustainability HNA ARes Model

20. 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. RRTR Conclusions HNA ARes Model

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

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

23. 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 HNA ARes Model CASAC Decisions to Date

24. 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 HNA ARes Model CASAC Decisions to Date

25. 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 HNA ARes Model CASAC Decisions to Date

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

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

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

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

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

31. 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 HNA ARes Model CASAC Decisions to Date

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

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

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

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

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

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

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

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

40. 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. Implementation Plan Outline HNA ARes Model

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

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

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

44. 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 Implementation Challenges HNA ARes Model

45. Conclusion HNA ARes Model