AFPRB 2016 - 1% Payrise inbound

Discussion in 'Current Affairs, News and Analysis' started by jim30, Mar 8, 2016.

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  1. Key report recommendations on page 10 and briefly summarised below for the top points of interest.

    Recommendations (from 1 April 2016 unless otherwise stated):
    • A one per cent increase in base pay in advance of the transition to the NEM Pay structure
    . • Targeted pay measures: – Recruitment and Retention Payment (RRP) rates to be held at 2015-16 levels for those receiving RRP (Mountain Leader) and RRP (Parachute Jumping Instructor). – All other rates of RRP to be increased by one per cent. – Full reviews of RRP (Flying), RRP (Mountain Leader), RRP (Parachute Jumping Instructor), RRP (Special Forces), RRP (Special Forces Communications) and RRP (Special Reconnaissance Regiment) to be conducted next year. – Reserves’ Bounties and Call-out Gratuity to be increased by one per cent. – All rates of compensatory allowances to be increased by one per cent.
    • No increase to rental charges for Service Family Accommodation (SFA) under the four-tier grading system in advance of the transition to the Combined Accommodation Assessment System (CAAS).
    • The top charge band for each type of SFA in the CAAS to be set at the top charge of the four-tier grading system for that type and that the level of reduction for lower bands for each type should be in steps of ten per cent of that top rate.
    • Rental charges for Single Living Accommodation grade 1 for charge to be increased by 3.2 per cent (in line with the rental component of RPI as at November 2015), with increases of 2.1 per cent to grade 2, 1.1 per cent to grade 3 and zero to grade 4. • No increase to the Daily Food Charge, which remains at £4.79.
    • The daily price of the Core Meal (for all three meals) under Pay As You Dine to be set at the value of the Daily Food Charge plus VAT (an increase from £4.89 to £5.75).
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  2. Interesting and very damning para here

    2.13. On our visits we found that levels of morale varied between establishments and cadres. Generally morale appeared to have fallen compared with previous years and many personnel seemed more dissatisfied with Service life. They continued to feel worn down by the constant high tempo, change and uncertainty. The move from a campaign footing had actually increased this, with personnel unsure of where and when they would next be deployed. Some personnel told us that they were held at high readiness, and so were unable to take leave or had it cancelled at short notice. Understandably, this impacted negatively on their work-life balance and family life, often restricting the opportunity for spouses/partners to work and pursue their own careers. Examples were provided of gapped posts placing extra pressure on those covering as there was no reduction in the required output. There were questions over why senior leaders in the Armed Forces were apparently unable to refuse extra tasks, even when their people were already under significant pressure. We also found that many Commanding Officers were frustrated that they were unable to prioritise or authorise relatively small works locally that could solve irritating problems and potentially increase morale. We were later told that work was underway to allow Commanding Officers to do this. Additionally, in some instances suitably qualified personnel may be able to carry out such work, rather than it having to be undertaken by a contractor. We welcome this move and look forward to seeing evidence of it on our visits.

    2.14. Rebasing, forthcoming changes to the accommodation offer, the overall package under NEM, and the recent pension changes had led to more cynicism from personnel who viewed them as cost saving measures. Generally, personnel felt that the value of the overall offer had continued to decline, with a significant negative cumulative impact from cuts and changes to allowances along with continuing pay restraint while there were increases to charges and the cost of living. These issues led to many personnel feeling demotivated and not valued by their senior leadership or Government. Fundamental to morale is trust. One of the most powerful messages we heard on visits was that personnel were losing trust in their employer. 2.15. The SFFs told us that morale varied depending on where individuals were based and what they were doing. Those on the front line generally had higher morale than those back at base carrying out supporting roles. The serving person’s morale was also usually much higher than that of their families. We were told that morale was particularly low in the Army and that long periods of repeated separation had taken their toll on family relationships in many instances. Spouses, partners and families had to compromise and make sacrifices to enable the Service person to follow their career aspirations. However, it was felt these sacrifices were no longer compensated for sufficiently by the financial and other rewards they received. Expectations in wider society have changed over the last 20 years, but it was not felt that the military package reflected these societal changes. Generally, there was concern that low morale and the other factors impacting negatively on family life will cause increasing numbers of Service personnel to consider leaving, particularly those with transferable skill
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  3. Auld-Yin

    Auld-Yin LE Reviewer Book Reviewer Reviews Editor

    Pretty damning stuff. Does anyone think it will make any difference to pay and/or TACOS?
  4. Sorry. SFF?
  5. not a clue - is it like a BFF as in 'Soljahs Forever Friend"?
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  6. I think it's probably 'Service Families Federation', meaning the family federations representing each of the services. But I'm guessing.
  7. Correct.
  8. Nope. The Conservative Gov't claim* they have a mandate to reduce the cost of the Public Sector, and that it should not be "market leading". The Armed Forces are part of the Public Sector. The Treasury have a particular eye on our accommodation and the 'softer' parts of the 'offer' (messes, gyms, etc), viewing them as "perks" for every rank/rate that are 'unearned' and not linked to performance or/and output. They are continually trying to drive us to remain static in one location, allowing Service Persons to buy their own homes, and concomitantly divest Defence of the above.

    We voted for them...

    *Rightly, wrongly, it doesn't matter.
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  9. So how long did the triple-lock last for?

    About 10-ish years?

    I had woolly pullies for longer.
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  10. I look forward to the 6-monthly episode of 'prove you can do 10 minutes of mild exercise' disappearing then!

    That'll be the day.
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  11. Guns

    Guns LE Moderator Book Reviewer
    1. The Royal Navy

    I would suggest that the for a large part of the army the package is better than they could get if they had not joined. Plus I believe that the Army has the better of separation stats, especially compared to the RN.

    It's a strange one at the moment. Morale is low yet compared to when I joined up the "offer" is better. Accommodation is much better, I get better allowances, things like AT and PT is much better and the fringe "things" such as discounts are way better. In fact my uniform is better, the ships are better and I can communicate with my family much better on deployment.

    That said things are changing and people fear change. The future may see flexible career paths, in fact for some branches it might be more beneficial to have done sometime in the wider outside world.

    That said I'm gone in 6 months so DSMSMR
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  12. As an example of this, a recent chat with the Typhoon Force Commander had him mention that we are 30% Gapped, whilst unable to keep people in the positions we do have available.

    Funny that, My old Sqn Boss whilst giving a particularly morale boosting speech put himself in the position of trying to explain the benefit of doing the job in the RAF instead of the big bad world, the only thing he could think about on the spot was "Free Gym membership".
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  13. Steady there - at least you get free gym membership! I've heard of people being told as civvies 'well you have the opportunity of a varied career' as a retention tool. Not quite sure thats going to pay the bills, or help if you've got to self-fund any moves, but hey ho...
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  14. A whole 1%, that will help improve morale when the lads head to the cookhouse for the next plate of abortion before being told they cannot go home for the weekend because, reason.
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  15. Don't ask me, I'm not a Tory Minister.