Oh Dear
Cpl Clott,
As instructed I filled out the online consultation form and my how disappointed I was. Such a serious subject given such cursory and loaded questions by DASA.
With so much still to be decided this consultation period should be conducted once the draft proposals have been published.
Fundamentally I believe that HMG/HMT are missing the point. The majority of us complete our Service careers between 45-55, and any HR specialisit would advocate that unless the leaving Service Person had particular skills, then this is not the optimum age to compete with the national/international work force.
Therefore EDP, IP and leaving the Service should be retained for the 35-40 year point, with enough lump sum to re-train and to make up the salary in going in at the bottom of a Private Sector HR workforce.
Secondly, if the pension benefits are reduced significantly then Defence's high achievers and those with greatest potential will leave for the private sector as there is no (reduced) incentive to stay (especially if they will have to leave at 55 and then try and establish a second career).
This will result in the not so high achievers and 'B Team' of Defence Senior Leadership making its way to the top ranks.
I believe that it has been the acknowledgement that Service Personnel recognise that their chances of a true second career at 45-55 is much reduced, but outweighed by the understanding that HMG/MOD will rectify this imbalance through a decent pension.
I would also go as far as to suggest that as Pension benefits is probably the number 1 or 2 reason for Service Personnel being retained in Service beyond age 40, that any significant change in Pension rights should also come with a 'break opportunity' for those that want to 'opt out'.
If I had just taken promotion, a new commission, or anything that results in a return of service based upon a career plan with the current Pension Calculator forecasts, then once the full details are known I should be given the option to leave the Service in an attempt to switch to a genuine (and potentially more incentivised) second career in the Private Sector.
My last point is that the current HMG 'are making hay while the sun shines' as the Economic Recession is presenting a rosey picture of the MOD and Service Personnel, many areas in 100% manning that has been unheard of for years. This means that many Service Personnel are just grateful for employment.
But when (and it is when, not if) the economy picks up then it will be interesting to watch how HMG, MOD and if they care, HMT, attempt to prevent the mass VO of Service Personnel, potentially all those 'middle managers' with significant experience in the age bracket 35-45, where hanging in there for the pension is no longer quite the retention positive factor that it once was.