1 5 june 2007 presentation to the portfolio committee on defence on the military skills development...

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5 June 2007

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

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» Aim– To brief the Portfolio Committee on Defence on the

background, current status and way forward of the Military Skills Development System (MSDS)

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» 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

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Background

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– 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

Aim of the MSDSBackground

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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

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

20012001

Envisaged HRComposition

- Effective

- Efficient

- Economic

- Right Quality

- Right Quantity

- Right Place

E3 + R3

Envisaged HRComposition

- Effective

- Efficient

- Economic

- Right Quality

- Right Quantity

- Right Place

E3 + R3

20102010

Service Systems

HR Composition- Labour peace (5)

- Retained operational and functional expertise (6)

- Harmony between the uniformed and civilian components (5)

- Excellent HR service delivery (8)

- An optimally representative DOD (4)

- A practised one force model (12)

- An affordable DOD HR composition (4)

E

F

F

E

C

T

I

V

E

E

F

F

I

C

I

E

N

T

E

C

O

N

O

M

I

C

- A rejuvenated SANDF HR composition(12)

PSAP Sys

tem

Emplo

yer A

gency

/

Outsourc

ing

End

States

Mili

tary

Sys

tem

MSD

CSS

SCS

- A new way that members serve (28)

Relationship with HR Strategy 2010

Legislation

Regulations

White Papers

Resolutions

Legislation

Regulations

White Papers

ResolutionsImperativesImperatives

Representivity

Labour Relations

PFM Act Requirements

Representivity

Labour Relations

PFM Act Requirements

Military Strategy - Force Employment - Force PreparationHR 2010

Military Strategy - Force Employment - Force PreparationHR 2010

Force Design/ Structure Establishment

Force Design/ Structure Establishment

New Service System

New Service System Exit/mobility

Mechanism*

Exit/mobility Mechanism* Redeployment

Agency

Redeployment Agency HR Policy

- Rank/age Pyramid

- Representivity Targets

- Migration Guidelines

HR Policy

- Rank/age Pyramid

- Representivity Targets

- Migration Guidelines

EnablersEnablers

Background

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Relationship with the SANDF’s new service system

CSS (50% of Regulars)

(Different Combination of Contracts)

Mobility Mech

15 year Contract

Out or up

NCOs and Officers

8 year Contract

Feeding for CSS

Contracts between 2 and 7 years

Feeding enlisted personnel

Enlisted Personnel

Out

Mob Mech required

Out or up

SCS (12,5% of Regulars)

Tenure Policy Mobility

Mechanism

4 year Contract

8 year Contract

Service Timeline

Age Line

0 422 10 17 22 27

28 35 40 45 51 6018

Feeding Reserves

MSD (17,5% of Regulars)

2 year Contract

Military Hierarchy

2 year Contract

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Note 1: % refer to ideal DOD-wide distribution 2: Public Service Act Personnel comprise 20% of Regulars

New Service System Generic Career Model

Background

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– 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

Marketing and RecruitingBackground

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MSDS Training & Utilisation Lifecycle

MARKETING & RECRUITMENT

SELECTION & APPOINTMENT

TWO YEARS MSDS SERVICE RESERVESOR

REGULARSERVICE

SANDF UNITS

D HR ACQ

SERVICES

D HR ACQ

REPORTINGSA ARMY (2)

SAAF (1)SAN (1)

SAMHS (1)

BASIC MILITARYTRAINING

JUNIOR LEADERTRAINING

(SELECTED)

FUNCTIONALTRAINING

ACADEMIC EDUCATION

UTILISATION &DEPLOYMENT

RESERVES TRAINING & UTILISATION

(PART-TIME 30 DAYS

PER YEAR)

REGULAR (FULL-TIME) TRAINING & UTILISATION

IN CORESERVICESYSTEM

MSDS YEAR 1

MSDS YEAR 2

SE

LE

CT

ION

PR

OC

ES

S

Background

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MSD MIGRATION (DOD) SINCE 2003

241180241 183 35754

167269

1,6821,616

174

3,219 4,347

234

3,871

0

1000

2000

3000

4000

5000

6000

2003 2004 2005 2006 2007

INTAKE YEAR

NO O

F M

EMBE

RS

EXITED BEFORE 2 YRS EXITED AFTER 2 YRS MIGRATION TO CSS STILL IN MSDS

2 175 1 966

4 3874 762

3 906

Note: 17 093 Entered through MSDS

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MSD MIGRATION (DOD) SINCE 2003

5%4%9%11%

17%8%12%

4%

73%82%77%

99%91%

5%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2003 2004 2005 2006 2007

INTAKE YEAR

NO

OF

ME

MB

ER

S

EXITED BEFORE 2 YRS EXITED AFTER 2 YRS MIGRATION TO CSS STIL IN MSDS

Note: 17 093 Entered through MSDS

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Rank-age Improvement Due to MSDS: Privates aged 18-24 Years

0

10000

20000

30000

Ptes 18-24 Total Ptes

Ptes 18-24 1779 1450 2513 3475 6225 8382 10367

Total Ptes 19480 17626 17059 16503 18236 19660 20614

2001 2002 2003 2004 2005 2006 2007

9,1%

Note: Strengths are as on 1 April of each year

21,0%14,7%

50,2%

8,2%

42,6%34,1%

Background

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Basic Military Training (BMT): All» Drill» Musketry» Fieldcraft» Military Organisation» Dress regulations

» 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

Background MSDS Portable Skills

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– 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

Skills Portability: BMT


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Portability: Functional Trg

» 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


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Portability: Functional Trg

» Infantry» Armour» Arty» AD Arty» Gunners (SAN)


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Portability: Operating and Missions

» Teamwork» Interpersonal skills» Experience» SAPS» Customs


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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


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Current Status

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MSDS as a HR Composition Component

LTS29%

CSS24%

MSDS11%

PSAP18%

STS0%

MTS18%

AUX0%

(22 584)

(24)

(13 644)

(18 587)

(8 452)

(13 813)

(83)

Total Full-Time Strength: 77 187As at 1 May 07

Current Status

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0

2000

4000

6000

Strength 5892 966 687 907

ARMY SAAF NAVY SAMHS

MSDS Strength per Uniform Type

Current Status MSDS Status Per Services & Divisions

69,7% 10,7%8,1%11,4%

As at 1 May 07

Total No = 8 452

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0

2000

4000

6000

Strength 5255 921 676 880 221 218 273 1 6

ARMY SAAF NAVY SAMHS HR DIV LOG DIV CCMI MP DIV CJ OPS

MSDS Strength per Service & Division

Current Status MSDS Status Per Services & Divisions

As at 1 May 07

Total No = 8 452

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0

500

1000

1500

2000

2500

3000

3500

4000

MSDS in CSS 3531 945 980 559 226 177 240 3 24 1 1 1 1 1 1

ARMY SAAF NAVY SAMHS HR DIVLOG DIV

CCMI MP DIV CJ OPS DI FIN CPLNDEF POL

STRATMAT DIV

Former MSDS Members Translated to the Regulars (Core Service System) per Service & Division

Current Status MSDS Translations to Core Service System

Note: 6 691 out of 8 461 (79%) of MSDS members who completed MSDS service have

already translated to the CSS

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0

2000

4000

6000

Combat 5512 578 687 97

Technical 136 296 0 0

Support 244 92 0 810

ARMY SAAF NAVY SAMHS

MSDS Strength per Uniform Type per Mustering Group Current Status MSDS Status Per Services & Divisions

As at 1 May 07

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MSDS HR Race Composition Compared

African85%

Coloured10%

Indian0%

White5%

MSDS Race Composition

DOD Race Composition(7 160)

(385)

(869)

(38)

(51 656)(9 841)

(14 779)

(911)As at 1 May 07

Total Strength: 8 452


Representivity Per Race

As at 1 May 07

Current Status

Coloured

Indian

White

African

13%

1%

67%

19%

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MSDS HR Gender Composition ComparedMSDS Gender Composition

Slice 30%

Slice 40%

Male 69%

Female31%

As at 1 May 07

(5 849)

(2 603)


Representivity Per Gender

Slice 30%

Slice 40%

Male 76%

Female24%

(58 916)

(18 271)


DOD Gender Distribution

Current Status

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Future Planning

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Funds allocations from National Treasury

Fin Year 2007/08 2008/09 2009/10 2010/11

2003 Cycle Rm 132,3 Rm 138,9 Rm 145,8

Ditto

2006 Cycle Rm 200 Rm 300 Rm 315

2007 Cycle Rm 50 Rm 100 Rm 300

Total Rm 382,3 Rm 538,9 Rm 760,8

SA Army Rm 355,7 Rm 485 Rm 638,8

SAMHS Rm 26,6 Rm 53,9 Rm 122

Strength/ National Treasury

3350members

4719members

6666members

Current Strength 8392

MSDS Funding Scenario: 2007/08 MTEF Period

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

Future Planning

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Intake Cost Fin Years

2007/08 2008/09 2009/10 2010/11 2011/12 2012/13 2013/14

Jan 06 4 342 (9)

Jan 07 3 782 (12) 3 782 (9)

Jan 08 5 000 (3) 5 000 (12) 5 000 (9)

Cost (Additional) Rm400,6

Jan 09 10 000 (3) 10 000 (12) 10 000 (9)

Cost (Additional) Funded Rm777,4

Jan 10 NT Rm382,3 10 000 (3) 10 000(12) 10 000(9)

Cost (Additional) DOD Rm370,0 Funded Rm1542,6

Jan 11 NT Rm538,9 10 000(3) 10 000(12) 10 000(9)

Cost (Additional) DOD Rm240,3

Funded Rm2052,9

Jan 12 NT Rm760,8 10 000(3) 10 000(12) 10 000(9)


Funded Rm2363,7

Jan 13 NT Rm760,8 10 000(3) 10 000(12)


Rm2718,4

Jan 14 10 000(3)

Cost (Additional) Rm3103,9

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

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Services/

Divisions

Actual Strength

Funded Future Intakes Capacity Planning

2006 2007 2008 2009 2010-2013 5 000 Intake 10 000 Intake

SA Army 2 498 2 668 500 2 500 2 500 2 538 2 900 6 638 7 100

SA Air Force 486 267 650 650 650 650 741 1 000 1 101

SA Navy 462 186 500 500 500 500 533 750 793

SAMHS 493 282 500 820 1 000 820 826 1 000 1 006

Divisions 403 379 412 412 412 492 0 612 0

Total 4 342 3 782 2 562 4 882 5 062 5 000 5 000 10 000 10 000

MSDS: Strength PlanningFuture Planning

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Costing Summary

- 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

Future Planning

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– 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)

Implications of 10 000 Intakes Future Planning

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– 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

Way Forward Future Planning

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– 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

Conclusion

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Questions and

Discussion

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MEM AND EISP as at 31 May 2007: Approved by Minister of Defence

Race and Gender

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

Age Group

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Age Group

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Fin year and Budget Holder

1 5 june 2007 presentation to the portfolio committee on defence on the military skills development...

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