Publication:Sea Talk Winter 2003/Sea and Shore roster
How can it be my turn to go back to sea again?
By DSCM Policy Cell
All sailors in the Permanent Navy (PN), and Naval Reserve (NR) rendering full-time service, are liable to serve both within or beyond the territorial limits of Australia, in any capacity deemed appropriate.
The question of 'how come I am going to sea now?' is frequently asked by personnel posted to sea after spending less time ashore than the current sea/shore ratio indicates.
To better understand DSCM's (Directorate of Sailors' Career Management) application of the ideal sea/shore ratio for each rank, an appreciation of how the Career Managers plan postings is necessary.
A posting is the process by which personnel are officially allocated to fill positions at sea and shore to enable the RAN to fulfil its assigned functions, roles and tasks.
Postings are primarily motivated by the sea/shore rosters, discharges, promotions and workforce requirements; including training and operational circumstances.
It is a policy objective to provide postings, where possible, of at least three years duration in the one locality. The aim is also to provide at least two consecutive postings in the same geographical area.
The sea/shore roster impacts on these objectives to a varying degree, depending on category, rank and the availability of trained personnel. The ratio of sea-to-shore positions in a particular locality eg Western Australia, will also have a large bearing on whether consecutive postings can be achieved in the same geographical area.
The Sea and Shore Service Policy applied by DSCM and promulgated in ABR 10 Chapter 4 states: 'The policy with regard to sea and shore service is that no sailor will be required to serve at sea for more than 3.5 years between shore postings and for less than 18 months ashore between sea postings, unless exceptional circumstances dictate otherwise, or a sailor volunteers for service outside these limits.'
This policy is driven by The RAN Manning Policy, promulgated in Defence Instruction (Navy) - DI(N) PERS 02–1, which states: 'A sea to shore position ratio is established in order to make provision for the relief of seagoing personnel and to balance individual social and family commitments against the requirement for sea experience.'
The aim of the sea to shore ratio for sailors is to provide a theoretical 10 years of service at sea over a 20-year career.
To achieve the above, the ideal sea/shore ratios are:
| Warrant Officer | 1:2 |
| Chief Petty Officer | 2:3 |
| Petty Officer | 1:1 |
| Leading Seaman | 3:2 |
| Able Seaman | 2:1 |
| Overall | 1:1 |
It is important to remember that the sea/shore ratio is a guide to the percentage of time one spends at sea compared to the percentage of time one spends ashore.
The sea/shore ratio is not in years, eg a PO does not spend one year at sea to one year ashore. Correct interpretation of the ratio is that a PO will spend 50% of time in rank at sea and 50% ashore.
These ratios are also one of the factors used to determine the Members Required in Uniform (MRU). By identifying the number of positions at sea, the number of positions required ashore to support the operational requirement can be calculated. As can be seen, the basic ratios effectively determine the size our Navy should be.
The sea/shore roster is in fact a very dynamic model. While guided by the ratios indicated above, in reality it is driven by the number of personnel available in a particular category and rank, in comparison to the number of sea positions to be filled at that rank and category.
To limit the deviation from the promulgated sea/shore roster and to give members six to eight months notice of posting, Career Management Cells develop posting plans.
These plans are influenced by a number of considerations that include: (in no particular order)
- operational requirements of the RAN and the ADF
- the need to relieve sailors serving at sea who are due for shore service
- career progression of individuals, including anticipated promotions and training requirements
- known discharges
- position requirements
- streaming by ship and equipment type for technical sailors and
- personal posting preferences of individuals.
Despite the best efforts of Career Managers, operational and personnel changes do occur (often at very short notice) after the development of a posting plan. This may lead to DSCM either extending a member's sea service or returning a member to sea earlier than expected.
This requirement may be caused by, but not be limited to:
- changes to a sailor's medical category or security level, personal or family circumstances
- unexpected discharges
- changes to the Fleet Activity Schedule
- personnel shortages and
- policy initiatives (eg. Introduction of amended promotion prerequisites).
Where are our ships located?
The map below shows the areas in which the different seagoing platforms operate.
The current climate of personnel shortages has necessitated extending the sea service or lessening the shore time for critical categories. Where personnel shortages exist, ships and establishments are manned in accordance with a priority list decided by Navy Headquarters.
DSCM attempts wherever possible to abide by the promulgated sea/shore ratios, however, there will inevitably be circumstances where posting turbulence is unavoidable. The Navy is in the business of putting ships to sea, so the requirement to fill operational sea positions will always be the over-riding factor.
Different factors can influence a member's return to sea, which may be earlier (or even sometimes later) than he/she anticipated. In addition to specific Service considerations, there are many and varied individual circumstances that a Career Manager may be required to take into account when filling a seagoing position. These include, but are not limited to:
- male/female accommodation ratio in ships
- a member's medical status
- a member's promotion status
- whether a member's spouse is serving at sea and
- a member's career intentions.
After applying these and other considerations, the posting of a particular sailor is promulgated. The following example represents an abridged version of a sea/shore roster of no particular category, using a sea service obligation of two years with a vacancy coming up in a West Coast based Major Fleet Unit, HMAS Darwin.
| Rank | Sex | Name | Ship | Post Date | Roster | Roster Date | Remarks |
| AB | M | BLOGGS | Darwin | 01Sep01 | SEA | 01Sep01 | |
| AB | M | JONES | Ipswich | 20Oct01 | SEA | 20Oct01 | |
| AB | F | SMITH | Sydney | 05Feb02 | SEA | 05Feb02 | |
| AB | M | BLANKS | Stuart | 13Apr02 | SEA | 13Apr02 | |
| AB | M | PLANT | Cairns | 02Mar02 | SHORE | 18Mar02 | MWV PJT Apr03 |
| AB | M | BILBO | Creswell | 15Aug02 | SHORE | 15Apr02 | Spouse at sea to 04 |
| AB | F | GOULD | MAR CMD | 18Sep02 | SHORE | 19May02 | |
| AB | M | EAST | Waterhen | 20May02 | SHORE | 20May02 | CFD 23Jan 04 |
| AB | M | WEST | Cerberus | 10Aug02 | SHORE | 10Aug02 | Prom to LS auth |
| AB | M | YOU! | Stirling | 18Aug02 | SHORE | 18Aug02 |
The above roster indicates that Bloggs is due a posting in September 2003. Bloggs is a male and Darwin can only take a male in this situation, due to accommodation configuration restrictions. Factors which resulted in 'you' being posted into Bloggs' position, before the five members ahead of you on the roster, due to return to sea, are explained below.
Plant has recently completed a Minor War Vessel PJT and is currently posted to HMAS Cairns. His Career Manager is planning to place him as Jones' relief in Ipswich, which is Cairns-based, therefore, Plant will not be chosen for this position.
Bilbo's spouse is at sea until mid-2004. As the Bilbos have elected not to serve at sea concurrently, Bilbo cannot be posted to this position.
Gould is suitable in all respects except that she is female. Due to the bunking arrangements in Darwin, the Career Manager must replace Bloggs with a male. Therefore, Gould cannot go on this posting.
East has submitted his discharge for 23 January 2004. There is no benefit in posting him to the ship for less than four months, so he will not be considered for this position, and will be left in his current location.
West has been identified by signal for promotion. He will now be considered for suitable Leading Seaman positions.
You are a male, in location and suitable for Darwin, therefore, you are posted to Darwin in September 2003 to fill Bloggs' position.
The next member due shore time is Jones in October 2003. The Career Manager has identified and will post Plant to replace Jones.
The circumstances outlined above for each member are very dynamic and are subject to constant (and at times daily) review and change. Personnel are not permitted to preclude themselves from sea service indefinitely and if medical or compassionate situations continue to adversely affect the roster for prolonged periods, there is every likelihood that the employment of the relevant member will be terminated through one discharge process or another.
DSCM does not expect that personnel remain ashore and avoid their sea obligation at the expense of others. All will have their turn in the long run.
Career Managers endeavour to be as objective as possible when considering posting members to sea. Often there is much discussion before decisions are made (particularly for short notice postings), to ensure that members are treated as fairly as possible while also ensuring that the demands of the Service are met.
Enquiries relating to sea/shore roster, or any other policy matter regarding career management should be directed to the
Directorate of Sailors' Career Management Policy Cell of
LCDR Peter Ashen, LEUT Mark Stone-Tolcher or
WO Nick Herridge on (02) 6265 4719 or
