1. 24 June, 2015 1 European Models of Military Services Slovak Case Study Col. Boris SLODICKA Vienna, 15th December 2010

2. 24 June, 2015 2 Current System of Military Service Fully voluntary Military Service since 2005 Type of contract –Enlisted – short term contract (3 to 5 years/max up to 10 years) –NCO Corps – long term contract –Warrant Officers – long term contract –Commissioned Officers – long term contract –Active Reserve – legal basis but not implemented yet Long term contract –Could be life long depends on promotion –Basic limits of service Max. physical age up to 55 years Length of service up to 32 years Length of service in rank (depend on rank) „European Models of Military Services “ Slovak case study

3. 24 June, 2015 3 24. 6. 20153 BASIC TRAINING Combat E – 1 Civilians after university Cadets ENTRY SPECIALTY OFFICERS COURSE Bac. (Mg.) study at Military school O – 1 WO BASIC COURSE CAREER COURSE (FOR LIEUTENANTS) O – 1 SLOVAK CITIZENS Registered recruited SELECTED Reserve soldier E – 1 SPECIALIZED TRAINING E – 2 WARRANT OFFICERS V WO - 1 WO - 2 WO - 3 SC V ENLISTED AND NCO E - 2 V E - 3 V V TC E - 4 V TC E - 5 V TC E - 6 TC E - 7 TC E - 9 SC V E - 8 V OFFICERS O–7ažO-10 O - 1 CC O - 2 O - 3 O - 4 O - 5 V CC V V V SC O - 6 V LEGEND: V Competitive selection TC Training course CC Career course Main line of development Adjacent line of development SC Specialty course APPLICANT PREPARATORY STATE SERVICE TEMPORARY STATE SERVICE National Security Course Higher Command Staff Course Higher Officers Course Basic Command Staff Course Career and Rank Development

4. 24 June, 2015 4 24. 6. 20154 9 9 Officer Military Career 23242526272829303132333435363738394041424344454647484950515253545556575859606162 P H Y S I C A L A G E 12345678910111213141516171819202122232425262728293031323334353637383940 T I M E I N S E R V I C E U 123456789101112 M OF -3 V P OKF M 12345678910 U V KK P OF - 2 U 12345678910 M A P V OF - 1 1234578 U 9 M OF -5 V P 1234 M OF - 9 P 12345678 U KK M OF -4 V P P OF - 10 1234 123456 M V OF - 7 P M 123456 789 U V OF -6 P OKF 10 OF - 8 12 3456 M P V 6 9 9 4 A = Graduation on 30.6. -Annual Leave 21 days -Entry Specialty Officer Course, - 2-18 m onth starting on 1.8. - Service Entry on 1.1. Explanations: V = Selection for promotion and training P = Promotion M = Maximum Time in Service F1 = TIS – Time in Service KK = Career Course U = Retention Program Z = Separation

5. 24 June, 2015 5 Current System of Military Service vs. Military Tasks Basic principle one set of forces for all task –Contribution to operation –NATINADs –NATO NRF/EU BG –Disaster Relief Homeland Security Territorial Defence Disaster Relief International Crisis Management

6. 24 June, 2015 6 To establish - an effective, professional but affordable Armed Forces organised, equipped and trained to comply with the Military (Defense) Strategy of SR, - a modernised Armed Forces to be interoperable with NATO military organisations, and supported by effective and efficient supporting activities. Slovak AF Transformation Model 2010/2015/2020 „European Models of Military Services “ Slovak case study

7. 24 June, 2015 7 19932009 Personnel53037 14 800 Battle Tank995 30 APC1370 240 Artillery1058 42 Aircraft146 15 Helicopter36 22 „European Models of Military Services “ Slovak case study

8. 24 June, 2015 8 Concept of the reform of the Army of the SR until 2000 Concept of the MoD reform Until 2002 Model 2010 Model 2015 Model 2020 1994 Transformation division to corps 2000 Transformation to1. a 2. mech brig.,, artillery brig Homeland HQ and 4 mob. base 1999 Establishment of services HQs 2001-2006 Implementation of M2010 „European Models of Military Services “ Slovak case study

9. 24 June, 2015 9 Objective of the AF Reform: To establish a single, modern and effective military personnel management system To reduce personnel strength and change its structure „European Models of Military Services “ Slovak case study

10. 24 June, 2015 10 2009 14 869 3139 2008 16531 3600 2004 18 170 7 568 2000 33 641 11 967 „European Models of Military Services “ Slovak case study

11. 24 June, 2015 11 Model of Strengths Development Plan up to year 2006 : separation of 14 100 personnel, accession of 10 900 personnel

12. 24 June, 2015 12 24. 6. 201512 AF SR Personnel Stabilization Release Recruitment 20022004 2006 2008 2002 20042006 2008

13. 24 June, 2015 13 Lieutenants 18 86 220 425 894 1795 2009 Colonels LT Colonels Majors Captains Lieutenants Generals 18 519 1527 1480 2009 1712 2001 Colonels LT Colonels Majors Captains Generals Personnel Transformation – Rank Structure „European Models of Military Services “ Slovak case study

14. 24 June, 2015 14 Political and Strategic Consideration leading to the Current System of Military Service Former conscript vs. Current Fully Voluntary More Effective and Efficient use of public spending Current security assessment does not require use of large armed forces based on mobilization As a member of the NATO and EU we are consumer of security and in the same time we have to be provider (contribution to NATO/EU led operation) and conscript service do not allow their deployment Current operations of the International Crisis Management required well prepared, equipped and motivated soldiers

15. 24 June, 2015 15 Critical Elements of Implementation -Reduce a legacy “top heavy structure” with excess senior military personnel -Significantly change the roles of Officers from “specialists” technicians to “generalists” leaders -Create a new kind of Warrant Officer Corps (broad based technicians) -Build a NCO Corps to replace officer technicians -Centralize personnel management under the Chief of the General Staff -Ensure “Civilian Oversight” -Build a legal framework that does both „European Models of Military Services “ Slovak case study

16. 24 June, 2015 16 Social and Economic Side-effects Military service is receding from the minds of society Military service is gradually being perceived as one of many professions Budget cuts

17. 24 June, 2015 17 Budget consequences of the change of military service Short term Severance pay Transition assistance Marketing cost Recruitment bonuses Training cost Long term Early retirement cost Service outsourcing cost High personnel turnover

18. 24 June, 2015 18 Main Lesson Learned with regard to implementation process What should be considered? –Political support –Personnel reform cant be isolated. Should be accompanied by others changes – structure, doctrines, SOPs –Meticulously tailored social compensations (amount, time) –Synchronization with other reforms What should be avoided? –Overshooting of social compensations – long term consequences –Dismissing quality personnel –Canceling vacant positions rather than whole units –Extensive civilianization – not to truncate the flow of military know-how Time lines –Detailed planning – 1 year –Fast execution – 2 years Recruitment Process –Recruitment system and personnel management managed by the same authority –Balanced recruitment goals – to avoid waves in personnel structure

19. 24 June, 2015 19 Thank you for your attention