A People Story…

‘The “foundations” phase of the ten-year DSI moves into the “construction” or “growth” phase at the end of 2007/08. During the growth phase (2008 to 2010) it is expected that personnel numbers across the NZDF will continue to grow through improved recruiting and retention. ... These are ambitious targets but, given a continuation of DSI annual funding increments, careful management of resources and the continued application of efficiency and effectiveness by the NZDF in its day to day activities, they are achievable’. (Hon Phil Goff, Minister of Defence, 18 Apr 07; NZDF Statement of Intent 2007).

In order to achieve Strategic Objective 2.1; “Have the people we need”, we need to achieve R4 - Right People in the Right Place at the Right Time and in the Right Number.

Integral to the success of R4, and the future of the RNZAF with the introduction into service of our new fleet, is the growth in personnel numbers. This growth is not a return to the 2001 target figure for personnel of 3,375 at the time the Air Combat Force was disbanded. Rather, it is to grow personnel numbers in accordance with ministerial intent to a Defence Sustainability Initiative target figure for nominal strength of 3,041 by 2010.

Nominal strength is a net figure at a given point in time and so takes into account attrition as well as recruitment. Between 1 July 2005 and 1 November 2007, the nominal strength of the RNZAF grew by 207. This has occurred through implementation of the personnel Recovery Management Plan (PRMP). And to make sure that R4 works well for us, we’ve given it a mate; P4 (the PRMP Post Prioritisation Plan)! You’ll hear more about Phase 1 (Project MUSTANG) and Phase 2 (Project GOSPEL) of P4 in the New Year.

As at 1 November 2007, the nominal strength of the RNZAF stood at 2,866, and the DSI target is to grow to 2,996 by the end of the 07/08 financial year. This remains an ambitious target necessitating the recruitment of some 420 personnel this financial year (about 160 more than the number recruited last financial year). Recruiting will be through direct entrants, overseas lateral recruits and re-enlistments, and will need new, innovative and bold solutions to achieve it.

Being an ambassador for the RNZAF is not just the role of recruiting staff. Everyone can play their part in assisting with this endeavour, especially if they know of anyone interested in enlisting or re-enlisting. Helping our recruitment effort can be done by telling your story, giving encouragement and support to those who enquire about employment, and pointing them in the direction of the RNZAF websites (www.airforce.mil.nz and www.stepup.mil. nz). Assistance also comes in the form of the ‘BBQ Card’ currently being distributed. See also the article in the Air Force News, Oct 07.

We are also investigating the possibility of introducing an employee referral scheme, ‘Recruit a Friend’. The concept is that those RNZAF personnel who nominate a successful recruit would receive a financial reward. The scheme is being worked through the approvals process, and would replace a former initiative referred to as Join a Mate.

Now is a really good time to think about family and friends who may be suitable for a career in the RNZAF; there are still places available on R1/08 and R2/08. We will also be calling for officer and aircrew applicants early in the New Year, and keep your eye out for our new TV commercial featuring the NH90.

Since October 2005, 117 ex-RAF recruits have joined the RNZAF under the UK Recruitment Programme. The formal programme is winding up, but in today’s increasingly international market, an emphasis on overseas lateral recruits will continue, to be pursued in conjunction with NZ re-enlistments.

A Lateral Recruiting Officer (LRO) position has been established within the Recruiting Directorate which will be responsible for all lateral recruitment into the RNZAF (re-enlistments and overseas). SQNLDR Kim Senior is the current incumbent of the new post.

The former ‘Bring It On’ advertising campaign and brand logo has been replaced with STEP UP (Pike Ake) under a new multi-media contract (Air Force News, Sep 07). The new STEP UP website (www.stepup.mil.nz) is intended to become ‘interactive’, and with a ‘YouTube’ style. The assistance of all is encouraged to make it a success by sending videos that tell our story to SQNLDR Lisa D’Oliveira, DREC(F), for uploading the likes of video footage.

On the career management side, the Advertised Vacancy System (AVS) Review (see Air Force News, Nov 07) will now include recent Air Force Leadership Board agreement to replace the Directed Posting process with a more holistic approach to staffing unfilled priority posts through greater negotiation between the individual and command. The AVS Review will also look at ways to provide greater stability for those who wish to remain in the one location for an extended period.

The DCM team also make regular visits to Bases with the intent to improve communications and build relationships.