Biggus
For most of these you got a score of between 0 and 5, with two notably exceptions I will expand on. The performance figure was arrived at by a board of 3 (hence the redundancy selection was referred to by some as a reverse promotion board!) who scored 1-9 each, giving a possible performance score for an individual of between 3 and 27. Hence you can see that the performance score dwarfs all the other scores.
If you were a volunteer you scored 0, a non volunteer scored 7.
So, a volunteer (0 points) who was doing a good job and got a performance score of 22 would have more points than a non volunteer (7 points) who wasn't doing as well and got a performance score of 14 (don't forget, more points equals retention, less equals redundancy!). Throw in a few differences in skill sets, med cat, etc, and volunteers/non volunteers with more similar performance scores than the example I quoted might find that it is the non volunteer who actually ends up with the lower points, and is made redundant.
And there you have the corrosive recipe for discontent.
Standby for sweeping generalisations...
Hor d'ouvre:-
The RAF reserves the right to choose (fair cop) but uses a reverse promotion board (corrosion sets in) with an additional offset for volunteers (outrageous!)
A volunteer (generally speaking) would be someone who has a bit of go in him, a bit of ambition, and is fed up with the RAF.
A non-volunteer (possibly) might be working his ticket/less ambitious/less talented etc.
Main Course:-
Some people who want it, don't get it, and vice-versa. The unsucessful volunteer PVR's
Desert:-
That non-volunteer gets the full (and generous) redundancy package
The unsucessful volunteer PVR's & gets sod all.
Leftovers:-
Those left behind are demoralised, overworked, bewildered...and going to have to attend the others' leaving functions!
SPHLC
Five failed redundancy attempts, and proud of it.
(Left in April on a Med Discharge)