Cassidy, Laureen (SEN)
From:	Judy Goldman, Mediaways Pty Ltd [judy@mediaways.com.au]
Sent:	Friday, 18 May 2001 11:59 PM
To:	fadt.sen@aph.gov.au
Subject:	Submission for Inquiry into Recruitment and Retention of Defence Personnel
This is a very important inquiry as it may provide an opportunity to take considered action to remedy the current personnel situation in the Navy.  I have included some dot-points below which may assist in achieving this aim.
 
Recruiting

•	lack of accurate and adequate recruiting information at Defence Recruiting Centres and on the Defence Jobs web site. Risk missing opportunities - possible solution rigorous checking procedures required so information can be kept up-to-date and continuously available. Web page development requires more effort. Make web sites more interactive so it would be possible to facilitate recruitment at the time of the inquiry. 
•	lack of face-to-face visibility - possible solution more visits to schools required to achieve the personal link which otherwise would not be able to be gained via other mediums.  People are more likely to recall the personal contact.
•	lack of examples of serving personnel (potential mentors) - possible solution the profiling of particular people's career history would provide more interesting and tangible options for the prospective recruit, could display in glossy booklet. 

Retention

•	now a more highly skilled and complex workforce - possible solution need for sophisicated systems that work to enable effective management, coordination and prediction of workforce, eg use of computerised dynamic modelling solutions.
•	With the maturing of the Commercial Support Programme there is a lack of jobs ashore for those completing sea service.  - possible solution provide positions ashore that are specifically for:

                respite from sea
                time with family/ friends
                continuing education
                Navy training courses
                stand-by for sea
 
                *  the Navy does not 'stand down' after an excercise like the Army (could be 2 weeks - leave not included)

•	a more responsive system of renumeration needed.  Navy is not keeping pace with the market place and therefore losing its best people.  Does not necessarily mean they need to be paid more.  possible solution know your people, understand their needs, eg using the attitudes, exit and other surveys, segment and profile the Navy's people so there are no surprises down the track, what are the average changing expectations throughout someone's career? be proactive in making reasonable and sustainable offers throughout career (not when it is too late), expand visibility to what additional services are provided by Defence, eg opportunities to study at ADFA/ distance learning, change over to officer, deployments overseas

Please contact me if you require any further input.
 
Yours sincerely,
 
Paul Koerber
39 Bishops Avenue,
Randwick  NSW 2031
Tel: (02) 9664 5332
Mobile: 0408 481510