ABN 46/11: THE FUTURE OFFICER STRUCTURE 1. The Implementation of the Future Officer Structure from Jul 11. TARGET AUDIENCE 2. All Direct Entry (DE) Regular Army officers, Officer Cadets currently at Royal Military Academy Sandhurst (RMAS) and those considering applying for a Direct Entry Regular Commission, particularly those who are currently members of University Officer Training Corps (UOTCs). KEY POINTS The following changes to the officer structure will be implemented: o The length of validity of an Army Officer Selection Board pass will be reduced from 7 years to 5 years. o The maximum age of entry to RMAS will be reduced to 26 years for all DE officers, but remain at 29 years for soldier entry, AGC(SPS), AGC(ETS), AGC(RMP), RAMC(MSO) and INT CORPS officers. o Antedated seniority for graduates  will be removed, thereby reducing the inflow requirement by 10%. o The length of reckonable service required for promotion to captain will reduce to 3 years. o Mark-time seniority will be implemented for officers completing full time in-service degrees. o A board and offer policy will be adopted for SSC to IRC and IRC to Reg C conversions. o All SSC commissions will be 8 years with an opt out option for the Army and the individual at the minimum 3 year engagement point. o The average first look promotion to major will be reduced from 35% to 10%. o The full career for those commissioned from 2012  will increase from 34 years to 35 years. BACKGROUND 3. The current demand of the officer structure is unlikely to be met on an enduring basis by the output from RMAS. The aim of the Future Officer Structure is to guarantee the supply of Regular officers to match future liability demands, and make more efficient use of the Armys officer career structure. The new structure will deliver the following benefits: a. Lower the age at RMAS, which will assist the Army in positioning itself as a profession of first choice. b. Reduced the output required from RMAS. c. Removing the distinction between graduate and non-graduate officers. This will assist in resolving the pay disparity highlighted by the AFPRB. d. Deliver more time in Career Stage 1 to alleviate some of the pressure on junior officer T&E and ensure that junior captains are more experienced on assumption of their appointments. e. Facilitate an early indication of the Armys talent by reducing the first look quotas for promotion to major. 4. The changes will have the effect of: a. Matching the changing demands the Army faces now and in the future. b. Considering the impact of demographics and Higher Education trends. c. Altering the officer structure to match forecasted inflow. TRANSITIONAL ARRANGEMENTS 5. Transitional arrangements are detailed in the Implementation Plan which is available in DIN 2011DIN01-165: The Future Officer Structure. POINT OF CONTACT 6. Point of Contact. Requests for further information should be made to SO2 Offr Pol, Directorate of Manning (Army) on Mil: 94393 6165 or email: LF-Manning(A)-Policy-SO2(2). Footnotes: 1] This is required as the process for identifying and then commissioning talent from the ranks can take time.  The pay disparity was highlighted by the AFPRB during the 2009/10 pay round. Initially, DM(A) will alter promotion policy to achieve the effect of removing antedated seniority for promotion purposes for graduates whilst retaining the graduate pay level of OF1 IL7 for Army graduates on completion of RMAS. The current PS10(A) sponsored paper for AFPRB 2012 pay round seeks to address the long term issue of pay parity for non-graduates.  The majority of officers (85%) are graduates and currently spend 2.5 years in the rank of subaltern. Therefore there will be an increase in service as a subaltern for the majority of the Armys junior officers. For non-graduates this is a reduction of 2 years. This applies to undergraduate residential full-time degrees only. In line with current policy on career breaks, time spent on an in-service degree may be added back at the end of an officers career.  Reducing the inflow requirement by up to a further 1%.