Publication:Sea Talk Autumn 2007/Feedback from the Retention Bonus Scheme

By Annie Casey*

There's been an enormous response to our invitation to provide feedback to communication of the latest round of retention bonus incentives.

The response has been candid with 'a warts and all' approach and many have taken the opportunity to express their views on a raft of other concerns or issues as well.

Director General of Navy Personnel and Training CDRE Nigel Coates thanked members for their participation and feedback on the Retention Bonuses Scheme command information pack which went out last Spring.

CDRE Coates said: "We appreciate the frank and informative contributions from our personnel from across the board. There were many useful ideas and suggestions which we have noted and, where realistically possible, we shall incorporate modifications where appropriate."

Overall members appear to understand the need for improved retention particularly in the capability and stability context. While some have expressed satisfaction with the overall conditions of service, others still believe the 'grass is greener' elsewhere. And the need for adequate respite is expressed fairly often.

Most understand and accept CN's key responsibilities during high tempo. Some were happy/relieved the critical levels and impact of this on categories has been openly acknowledged by the most senior in Navy.

A first hand insight into the full spectrum of views commonly expressed is reflected in the selected illustrative comments:

In HMAS Ipswich there was a consensus "...money incentives alone will not fully encourage a member to sign on for the extra period"...the old notion that things are better outside was countered by Senior Sailors who spoke "to a relatively young crew with only Patrol Boat (PB) experience about the 'cut throat' nature of the corporate world and highlighted the benefits the Navy organisation does offer" and "Members were to consider transfer of category if dissatisfied to help out the critical category shortfalls, personal development with a 'change in career' and to ensure retention."

Furthermore various COs mentioned something similar and/or encouraged members to access the Compare Your Package tool (formerly known as Comparative Employment Value Adjustable Model (CEVAM)) at http://aurora.cbr.defence.gov.au/cypmain.htm.

The rationale for targeted financial incentives was generally reported as being understood however with varying degrees of acceptance/support.

CMDR Luke Charles-Jones addresses a recent clear lower deck on board HMAS Arunta. Pic by ABPH Jo Dilorenzo.

Of concern for some was the reduced bonus attractiveness when it was subject to fringe benefit tax and in some cases was affecting family tax benefits/Centrelink/ family assistance. These concerns have been recorded and further options are being developed as a result of your feedback.

One FEG commander said: "The presentation of the key messages relating to these bonuses by COs has however, made the decision-making process with regards to these retention benefits clearer to ship's company."

Keeping informed about personnel and other issues has been a concern for many particularly for those without Defence Restricted Network (DRN) access. However, for those at sea, for instance on the Fremantle Class patrol boats, there will be ready access for all of ship's company in the near future and an electronic internal newsletter is being considered as an extra source of information/communication in addition to Navy News and SeaTalk.

A point made by many "I have briefed personnel that the situation with regard to retention is being fought on many fronts and the bonus scheme dealing with critical shortages is just one of these fronts."

Many personnel believe the real way to improve retention is to stop looking at financial incentives alone and concentrate on making the RAN a better place to work. Specific areas of concerns were living standards, workloads, sea/shore ratios and, most importantly, to increase stability by reducing the number of short notice changes to ships' programs which have resulted in a high level of personal turmoil for ships' companies.

Many of these issues are known but your feedback has reinforced matters and enabled Navy Personnel and Training to further explore avenues to improve conditions for all our personnel.

• Public Affairs Officer, Navy Personnel and Training