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Presentation to the Portfolio Committee on Defence on the Military Skills Development System

Presentation to the Portfolio Committee on Defence on the Military Skills Development System. 5 June 2007. Aim To brief the Portfolio Committee on Defence on the background, current status and way forward of the Military Skills Development System (MSDS). Scope Background Aim of the MSDS

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Presentation to the Portfolio Committee on Defence on the Military Skills Development System

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  1. Presentation to the Portfolio Committee on Defence on the Military Skills Development System 5 June 2007

  2. Aim • To brief the Portfolio Committee on Defence on the background, current status and way forward of the Military Skills Development System (MSDS)

  3. Scope • Background • Aim of the MSDS • Relationship with HR Strategy 2010 • Relationship with the SANDF’s new service system • Marketing and Recruiting • MSDS training & utilisation lifecycle • Historical migration pattern • Rank-age improvements due to MSDS • MSDS portable skills • Current Status • MSDS as a DOD HR composition component • Status per Service and Divisions • MSDS Representivity per race and gender • Future Planning • Towards annual intakes of 10 000 • Implications • Conclusion

  4. Background

  5. Aim of the MSDS Background • The Aim is two-fold: • The MSDS aims to rejuvenate both the SANDF Regulars and Reserves from the bottom up, thereby enhancing the SANDF’s operational readiness with more young and fit members • The MSDS simultaneously imparts functional and life skills that present members with a competitive edge in the open labour market, compared to school leavers who immediately enter the labour market after completing school • The MSDS forms Career Stage 1 of the SANDF’s new three-stage service system and was introduced in Jan 03 • The MSDS has received good publicity in the media • There is continuing interest from other State Depts (eg the Departments of Public Works and Correctional Services) and the private sector to employ former MSDS members • 17 093 young people have completed, or are busy completing, MSDS service

  6. Relationship with HR Strategy 2010 Military Strategy - Force Employment - Force Preparation HR 2010 Force Design/ Structure Establishment Exit/mobility Mechanism* Redeployment Agency HR Policy - Rank/age Pyramid - Representivity Targets - Migration Guidelines New Service System Enablers SCS Military System 2001 Employer Agency/ Outsourcing PSAP System 2010 Service Systems CSS E C O N O M I C Ineffective Establishment Current HR Composition - Unaffordable - Mismatch - Ratios regulars/reserves - Ratios uniform vs PSAP - Service systems - Age discrepancy - Health status - Stagnation/ throughput - Representivity - Rank/salary level - Corps/mustering Envisaged HRComposition - Effective - Efficient - Economic - Right Quality - Right Quantity - Right Place E3 + R3 E F F I C I E N T MSD - A new way that members serve (28) E F F E C T I V E - A rejuvenated SANDF HR composition(12) End States - An affordable DOD HR composition (4) - A practised one force model (12) - An optimally representative DOD (4) - Excellent HR service delivery (8) - Harmony between the uniformed and civilian components (5) - Retained operational and functional expertise (6) HR Composition - Labour peace (5) Legislation Regulations White Papers Resolutions Representivity Labour Relations PFM Act Requirements Imperatives Background

  7. Age Line 20 28 35 40 45 51 60 18 CSS (50% of Regulars) SCS (12,5% of Regulars) Feeding Reserves (Different Combination of Contracts) Mobility Mech Feeding for CSS Military Hierarchy 8 yearContract 2 year Contract Tenure Policy Out or up Mobility Mechanism 15 year Contract Out or up MSD (17,5% of Regulars) 8 year Contract Enlisted Personnel NCOs and Officers 4 year Contract Contracts between 2 and 7 years 2 year Contract Out Mob Mech required Feeding enlisted personnel 0 2 10 17 27 42 22 Service Timeline Background Relationship with the SANDF’s new service system New Service System Generic Career Model Note 1: % refer to ideal DOD-wide distribution 2: Public Service Act Personnel comprise 20% of Regulars

  8. Marketing and Recruiting Background • The target market for the MSDS is current Grade 12 learners, the out of school Grade 12-qualified youth between 18 – 22 years old and graduates up to age 26 years • Recruitment is done according to the Services’ HR Plans and recruiting targets per year • Marketing: • DOD career opportunities are advertised in the print media • Focussed recruiting drives in all Provinces, concentrating on schools and tertiary educational institutions • At least 4 schools visited per day • Out of school youth reached over weekends • DOD career opportunities marketed at career exhibitions, shows and information sessions • Talk shows on local radio and TV • Walk-in applicants • Marketing amongst internal DOD public • Partnerships exist with National Youth Commission, Dept of Education & Local Governments to assist in marketing

  9. Background MSDS Training & Utilisation Lifecycle MARKETING & RECRUITMENT SELECTION & APPOINTMENT TWO YEARS MSDS SERVICE RESERVES OR REGULAR SERVICE MSDS YEAR 1 MSDS YEAR 2 SANDF UNITS SERVICES REPORTING SA ARMY (2) SAAF (1) SAN (1) SAMHS (1) RESERVES TRAINING & UTILISATION (PART-TIME 30 DAYS PER YEAR) FUNCTIONAL TRAINING UTILISATION & DEPLOYMENT D HR ACQ D HR ACQ SELECTION PROCESS BASIC MILITARY TRAINING REGULAR (FULL-TIME) TRAINING & UTILISATION IN CORE SERVICE SYSTEM JUNIOR LEADER TRAINING (SELECTED) ACADEMIC EDUCATION

  10. 4 762 4 387 3 906 2 175 1 966 Note: 17 093 Entered through MSDS

  11. Note: 17 093 Entered through MSDS

  12. Background Rank-age Improvement Due to MSDS: Privates aged 18-24 Years 50,2% 42,6% 34,1% 21,0% 14,7% 9,1% 8,2% Note: Strengths are as on 1 April of each year

  13. Drill Musketry Fieldcraft Military Organisation Dress regulations Background MSDS Portable Skills Basic Military Training (BMT): All • Civic Education • Mil Legal • OHS • Military Security • Service Conditions • Sport • Personal Mastery • Water safety • Life skills • First Aid • Map reading Legend • Red – Fully Portable • Blue – Portable with adaptation • Green – Limited Portability

  14. Background MSDS Portable Skills Skills Portability: BMT • BMT • Civic Education Citizenship • Mil Legal Legal Process • OHS Safety in Workplace • Military Security Personal Security • Service Conditions Future Employment • Sport Teamwork • Personal Mastery Personal Mastery • Water safety Water safety • Life skills Life skills • First Aid First Aid • Musketry Handling of weapon • Map reading Map reading

  15. SAMHS (All) SAAF (Artisans) SAN (Artisans) HR Practitioners Supply Support Services Catering Ammunition Corps Policing Driver Training & Assessment Engineers Tactical Intelligence Communication Musicians Protection Combat Navy Background MSDS Portable Skills Portability: Functional Trg

  16. Background MSDS Portable Skills Portability: Functional Trg • Infantry • Armour • Arty • AD Arty • Gunners (SAN)

  17. Background MSDS Portable Skills Portability: Operating and Missions • Teamwork • Interpersonal skills • Experience • SAPS • Customs

  18. Background MSDS Portable Skills Portable Skills Way Forward • The Defence Works Capability/Works Regiment concept is currently being studied – may also provide portable (technical) skills to MSDS members • Partnerships with Employers: • The 2005 SA Army MSDS Intake (completed service Dec 06): • 120 placed with ESCOM • 85 placed with Dept of Correctional Services • 7 placed with Bombela (Gautrain Project) • Continuous liaison with Govt and Private Sector Employers to place former MSDS’s in employment or learnerships (SecDef wrote to DG’s) • R13 500 to be budgeted for each MSDS member wef 2008 intake for formal portable skills transfer before exiting the SANDF

  19. Current Status

  20. Current Status MSDS as a HR Composition Component (13 813) (24) (8 452) (83) (13 644) (18 587) (22 584) Total Full-Time Strength: 77 187 As at 1 May 07

  21. MSDS Status Per Services & Divisions Current Status MSDS Strength per Uniform Type 69,7% 11,4% 8,1% 10,7% Total No = 8 452 As at 1 May 07

  22. MSDS Status Per Services & Divisions Current Status MSDS Strength per Service & Division Total No = 8 452 As at 1 May 07

  23. MSDS Translations to Core Service System Current Status Former MSDS Members Translated to the Regulars (Core Service System) per Service & Division Note: 6 691 out of 8 461 (79%) of MSDS members who completed MSDS service have already translated to the CSS

  24. MSDS Status Per Services & Divisions Current Status MSDS Strength per Uniform Type per Mustering Group As at 1 May 07

  25. Representivity Per Race Current Status MSDS HR Race Composition Compared MSDS Race Composition Total Strength: 8 452 (869) (38) (7 160) DOD Race Composition Indian (385) 1% White As at 1 May 07 (911) 19% (14 779) African Coloured 67% 13% (51 656) (9 841) Total Strength: 77 187 As at 1 May 07

  26. Representivity Per Gender Current Status MSDS HR Gender Composition Compared Total Strength: 8 452 (5 849) (2 603) DOD Gender Distribution Total Strength: 77 187 (58 916) As at 1 May 07 (18 271)

  27. Future Planning

  28. MSDS Funding Scenario: 2007/08 MTEF Period Future Planning Note: RM382,3 fund 3 350 MSDS BUT Currently 8 392 serving MSDS RM538,9 fund 4 719 MSDS ie 5 042 technically not funded RM760,8 fund 6 666 MSDS from the allocation

  29. PROJECT 24: RECOMMENDED OPTION: JANUARY 2008 INTAKE OF 5 000 AND ANNUAL INTAKES OF 10 000 WEF JANUARY 2009

  30. MSDS: Strength Planning Future Planning

  31. Costing Summary Future Planning • Costs for FY2010/11 – FY13/14 based on assumption that NT allocation of • RM760,8 will be maintained throughout • Option 2 will minimise the cost for the in-year adjustment process, although from • FY2010/11 onwards the costs for both options will be equal, once Reserves trg for • the first intake of 2008 starts

  32. Implications of 10 000 Intakes Future Planning • Expanded post establishment table (12 000 MSDS nett gain and 3 000 Regulars nett gain – command and control and support staff) • 20 000 MSDS in system vs 15 000 required by Defence Update 2006 • More Junior Leaders to be trained for sub-units from current MSDS intake • Strategic Busines Plans, Budgets and HR Support Plans to be amended • Shortened procurement process required (uniforms, ammo) • Urgent repair and preparation of facilities and PME • Command enforcement of support functions required • Expanded medical support required to match expanded trg footprint • ResF Units to be involved in recruiting from the start to ensure that the Reserves feeder cycle works (One Force Concept) • 30 June 2007 in-year Fin Supplement to be known (lead times)

  33. Way Forward Future Planning • Minister of Defence signed Cab Memo on 24 May 07 and Cab Memo submitted to Presidency and relevant Cluster Co-Chairpersons • Clusters are to submit their comments to Presidency • Followed by presentation to Extended Cabinet meeting for ratification • Once approved by Cabinet, project will be incorporated into the Government Programme of Action

  34. Conclusion • The MSDS has brought about significant improvement in the SANDF’s rank-age profiles at lower rank levels – leading to enhanced operational readiness • 17 093 young South Africans completed or are busy completing the programme • The MSDS presents new opportunities for the DOD to form partnerships with other Departments and the Private Sector for employment and learnerships of young South Africans • Expansion of MSDS intakes, with the required funding, (Project 24 of Govt Priorities) will extend sustainable development opportunities to many more young South Africans • The MSDS is an established feature of the RSA’s Youth Development capability and will continue to be enhanced

  35. Questions andDiscussion

  36. MEM AND EISP as at 31 May 2007: Approved by Minister of Defence Race and Gender

  37. MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Age Group

  38. MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Age Group

  39. MEM AND EISP as at 31 May 2007: Approved by Minister of Defence (cont) Fin year and Budget Holder

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