First, lets not lose sight of the need for the study:
"...to ensure that the appropriate number and quality of AA, of all specialisations, are recruited and retained in order to meet the long-term operational needs of the RAF."
It was NOT to satisfy older sore-in-the-tooth rearcrew who felt hard done by over various issues. There was a deficit of people leaving at a certain stage of their careers and a cash incentive has been offered to sort that deficit.
As far as I can see:
New WSO branch structure: good, allows possibility for crossing to 'other trade' if we want to.
MACR to be employed for recruitment and selection of WSOs: good.
Training: single, modular course. Perhaps not so good for those wanting a specific trade. But good for re-training (AEO changes to ALM etc).
Career Managment Strategy: So far I think we have not had a proper one (sqn merry go-round). This is a start. MACRs to PMA, SO3 etc.
NCA to get accreditations for quals. Good.
Remedial physio work for crewmen. At least they are recognising its a problem which needs sorting.
PA spine: I'll reserve judgment on this one 'till I see the numbers. I'd welcome a larger pension, although I do n.b the above comment about what it might really mean.
It also recognises that MACRs don't do alot of management stuff for their rank. Running a section is a bit more like it. So at least the Sgt/FS/MACR ladder gives something to aim for.
I'm dissapointed by the defferal (sp?) of the flying pay issue again. However, it will not make me leave.
MACRs to be Rearcrew Leaders. Good for the challenge and responsibility, but I do wonder about the subsequent lack of a Commisioned link. Rearcrew leaders: did you ever get THAT much sorted out at the bar in the O's Mess? As far as I can see, if you have a Boss worth his salt, ni matter what his rank, he will fight your case for you if it is a just cause.
Last edited by seafuryfan; 10th Feb 2003 at 19:04.