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AIR FORCE November 26, 2009
THE Directorate of Personnel
-- Air Force (DP-AF) is publishing a
series of articles designed to improve
understanding of recruitment, reten-
tion and workforce issues.
In this first instalment, DP-AF looks
at the difference between Defence
Force Recruiting (DFR) and in-service
How are recruiting vacancies set?
Recruiting vacancies are agreed
each year at the Recruiting and
Training Coordination Meeting chaired
by the Director Personnel Capability
Management -- Air Force.
The Director of Workforce
Modelling, Forecasting and Analysis
provides future year projections based
on future capability requirements, aver-
age recruiting and training success/
separation rates for recruits, and Initial
Employment Training (IET).
The final mix of recruiting vacancy
types and numbers is agreed between
Air Force, the Directorate of Workforce
Policy and Planning, DFR and Air
Force Training Group. They are based
on recruiting results from previous
years, forecast capability shortfalls
and DFR's anticipated ability to attract
Vacancies are normally allocated
as direct entry (via DFR) or in-serv-
ice transfer targets. In-service targets
include remusters within the PAF as
well as transfers from the other serv-
Want to know the difference between DFR
and in-service vacancies? Then read on.
ices or the reserves. They are divided
into applicants who are qualified and
those who require IET.
DFR and Defence recruitment
The DFR comprises military,
Defence civilian and contract person-
nel. Each service has a Recruiting
Liaison Officer to facilitate service
requirements within DFR and vice
This year, approximately 17 per
cent of the total recruiting requirement
for General Entry was allocated to Air
Force for in-service transfers, with 83
per cent allocated to DFR.
For commissioned officers, the
internal targets constitute 30 per cent
while DFR are allocated 70 per cent.
Members wishing to change
employment within Air Force
Members seeking to change their
employment should pursue their
enquiries through their parent service.
There are various avenues a mem-
ber can pursue to obtain an in-service
transfer. Although conditions apply,
they can remuster, change service or
apply for a commission. Airmen may
seek to commission directly through
their chain of command, via the Airmen
Access to the Academy Scheme or civil
Officers can also apply for a spe-
cialisation transfer. All in-service
vacancies are offered on a competitive
basis and, importantly, are subject to a
target being available.
How is Air Force recruitment
For several years, Air Force experi-
enced annual trained force separation
rates of approximately 9 per cent.
Now, because of current econom-
ic conditions, the implementation of
the Air Force Personnel Strategy and
Government initiatives introduced
for Defence personnel, including
but not limited to the Defence Home
Ownership Assistant Scheme, GOPS
(Graded Officer Pay Structure) and
GORPS (Graded Other Ranks Pay
Structure), Air Force has been experi-
encing lower separation rates.
On July 1, it recorded its lowest
separation rate of 5.8 per cent.
This had a significant impact on
in-service transfer vacancies. The num-
bers of vacancies are greatly reduced,
thereby increasing the competitiveness
for members to change musterings or
Air Force anticipates that these tar-
gets will remain constrained for at least
the next 18 months.
If you are thinking about commission-
ing, remustering or respecialising, you
should still apply but prepare your-
self as much as possible in advance to
enhance your competitiveness.
SGT Tunya Fox
from DFR talks
recruits at an
air show. 83
per cent of all
from DFR. Photo:
LAC Aaron Curran
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