FAFPS 2015
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Yep, although hoping those of us with large accruals up to 2015 will get our representative IPP at 38/22.
What is interesting is the increase in IPP isn't as bad as I was expecting, which makes me wonder what they are planning for flying pay and lump sum gratuities post 2015.
What is interesting is the increase in IPP isn't as bad as I was expecting, which makes me wonder what they are planning for flying pay and lump sum gratuities post 2015.
Apparently, shuffling the IPP to the right wasn't a big issue with survey respondents.
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There was a consultation period until May of this year, which asked for feedback to proposals by snail mail or online.
Ministry of Defence | About Defence | What we do | Personnel | Armed Forces Pensions Compensation and Veterans | Find out about The Future Armed Forces Pension Scheme
Ministry of Defence | About Defence | What we do | Personnel | Armed Forces Pensions Compensation and Veterans | Find out about The Future Armed Forces Pension Scheme
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Some interesting news from FAFPS this morning. The pension increments for PAS will definitely not be a part of FAFPS; instead, expect some form of adjustment to the pay terms, although quite what, they don't yet know.
I'm not sure what this means to those who have recently signed up to PAS but the implication is that not just your pension but also the pay may see some meddling.
Expect news within 6 months (a very rough figure),
UG
I'm not sure what this means to those who have recently signed up to PAS but the implication is that not just your pension but also the pay may see some meddling.
Expect news within 6 months (a very rough figure),
UG
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Albert Another,
I rarely defend the 'system' but on this occasion I must balance your post where you believed that you and your colleagues were unsighted to to the FAPS consultation survey.
Electronically this survey has been given wide exposure, and even when overseas I picked up the requirement to have my say through Cpl Clott's informed posting, notably his post #58 on 29 Mar.
I rarely defend the 'system' but on this occasion I must balance your post where you believed that you and your colleagues were unsighted to to the FAPS consultation survey.
Electronically this survey has been given wide exposure, and even when overseas I picked up the requirement to have my say through Cpl Clott's informed posting, notably his post #58 on 29 Mar.
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I have to say, I've seen the consultation booklets littered around many various Messes too. Ginsters, if the pay changes, that will prove interesting for planning purposes.
Has anyone heard anything about serving until 60 and does anyone know if there is a Dept within MoD which releases ad hoc or regular updates on the new scheme's evolution?
Has anyone heard anything about serving until 60 and does anyone know if there is a Dept within MoD which releases ad hoc or regular updates on the new scheme's evolution?
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But, despite being given ample opportunity to comment I do wonder if the survey is actually informing the decision makers or just an MOD process driven hoop jumping exercise?
I can comment as I enter the twilight of my career with under 10 years to go, so my pension is safe.
But on a daily basis the hierarchy and civil servants should not under estimate the crew room and hangar discussions on the subjects of FAFPs, NEM and the interlinked recession. It is my personal opinion that I feel the silence that is being heard from the shop floor is being construed as some form of willing acceptance and compliance.
This could not be further from the truth, it is just that without a representative body akin to other Public Sector workers (i.e. a Trade Union equivalent) and a growing understanding that the politicians just expect a top class, professional, flexible HM Forces but do not want to fund it, then the majority of Service Personnel are resigned to their pensions falling well below their expectations and what their original understanding of remuneration on joining/gaining career extensions/promotion.
It is a silent time bomb that the MOD and politicians are actively encouraging. While all of this ambiguity, uncertainty and plans to reduce take place at the upper levels, on the shop floor the majority plan their exit, second careers and ensuring that they are well placed to press the JPA button (on their terms) when the devil in the detail is announced.
This may not worry MOD and HMT in times of recession, as many will continue to hover over the JPA button until economy picks up. This may not worry the MOD and HMT when there is an increase in outflow as it will still be able to recruit the youth into the system (there will always be wannabe aircrew leaving school).
However, even if the recent Flight article claiming that the airline industry will require 450,000 new pilots over the next 20 years is only half true, what the MOD and HMT might care about (in retrospect) is the number of experienced personnel with qualifications that take many years that suddenly depart the RAF.
Which is why it is the PAS element of the FAFPs is the most concerning to me, and where I thought I saw many declare their intentions early and opt for a PAS career profile, who now have withdrawn that aspiration to continue for a career in the cockpit and/or plan to leave as soon as the conditions and environment is right for them.
What is really worrying for me is that if PAS is not going to be lucrative to entice people to stay and retain their experience. Not only will we have issues complying with the MAA for SQEP, or at least ensuring that we have future Sqns of enough experience to look after the newbies and career high flyers that need the high profile staff postings away from flying, but we will also create a challenging situation for those responsible for managing careers, as everyone changes away from opting for PAS (because there is no incentive) and opts for a full career (where there will inevitably be the continued financial incentive for promotion).
In sum, I fear the traditional old and bold experience leaving Sqns that may result in increased accident rates, as this cadre will not be replaced by those wanting a professional career in the cockpit as there is no financial incentive (with pull factors increasing from civvie street).
I might be wrong, and hopefully I will be, and I really hope that we do not start seeing increases in SIs citing lack of experience, supervision and authorisation as causal factors in accidents and incidents, and the possibility of mission failures due to not having the experience to undertake the operational tasks.
From my end of the spectrum, the PAS works and provides HM Queen and Country with an Air Force that delivers high flyers future starred ranks, while simultaneously ensuring that there is experience at grass roots to deliver the safety and operational/operator experience.
I can comment as I enter the twilight of my career with under 10 years to go, so my pension is safe.
But on a daily basis the hierarchy and civil servants should not under estimate the crew room and hangar discussions on the subjects of FAFPs, NEM and the interlinked recession. It is my personal opinion that I feel the silence that is being heard from the shop floor is being construed as some form of willing acceptance and compliance.
This could not be further from the truth, it is just that without a representative body akin to other Public Sector workers (i.e. a Trade Union equivalent) and a growing understanding that the politicians just expect a top class, professional, flexible HM Forces but do not want to fund it, then the majority of Service Personnel are resigned to their pensions falling well below their expectations and what their original understanding of remuneration on joining/gaining career extensions/promotion.
It is a silent time bomb that the MOD and politicians are actively encouraging. While all of this ambiguity, uncertainty and plans to reduce take place at the upper levels, on the shop floor the majority plan their exit, second careers and ensuring that they are well placed to press the JPA button (on their terms) when the devil in the detail is announced.
This may not worry MOD and HMT in times of recession, as many will continue to hover over the JPA button until economy picks up. This may not worry the MOD and HMT when there is an increase in outflow as it will still be able to recruit the youth into the system (there will always be wannabe aircrew leaving school).
However, even if the recent Flight article claiming that the airline industry will require 450,000 new pilots over the next 20 years is only half true, what the MOD and HMT might care about (in retrospect) is the number of experienced personnel with qualifications that take many years that suddenly depart the RAF.
Which is why it is the PAS element of the FAFPs is the most concerning to me, and where I thought I saw many declare their intentions early and opt for a PAS career profile, who now have withdrawn that aspiration to continue for a career in the cockpit and/or plan to leave as soon as the conditions and environment is right for them.
What is really worrying for me is that if PAS is not going to be lucrative to entice people to stay and retain their experience. Not only will we have issues complying with the MAA for SQEP, or at least ensuring that we have future Sqns of enough experience to look after the newbies and career high flyers that need the high profile staff postings away from flying, but we will also create a challenging situation for those responsible for managing careers, as everyone changes away from opting for PAS (because there is no incentive) and opts for a full career (where there will inevitably be the continued financial incentive for promotion).
In sum, I fear the traditional old and bold experience leaving Sqns that may result in increased accident rates, as this cadre will not be replaced by those wanting a professional career in the cockpit as there is no financial incentive (with pull factors increasing from civvie street).
I might be wrong, and hopefully I will be, and I really hope that we do not start seeing increases in SIs citing lack of experience, supervision and authorisation as causal factors in accidents and incidents, and the possibility of mission failures due to not having the experience to undertake the operational tasks.
From my end of the spectrum, the PAS works and provides HM Queen and Country with an Air Force that delivers high flyers future starred ranks, while simultaneously ensuring that there is experience at grass roots to deliver the safety and operational/operator experience.
Last edited by MaroonMan4; 26th Jul 2012 at 11:01.
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Civil market it is then. And I know a lot more who we're waiting for a sign to indicate which way we were going on PAS. This isn't good at all and unless there is some guidance from NEM indicating all aircrew will recieve a pretty hefty uplift in salary, this is going to be savage.
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Do the Americans have a PAS equiv - did I read that was one of the reasons why the USMC lost so many Harriers, because they didn't have that experience in depth? It does seem a great way of delivering Service needs across the board whilst keeping everyone happy.
(Sorry, its not often I go off topic when pensions are being discussed)
(Sorry, its not often I go off topic when pensions are being discussed)
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Is there any online link referencing this or is it just a trumor? Afprb indicated in their last report that there was a disparity between pa and non pa ref pensions, is there a chance specialist pay will become pensionable for all from entry into the service, with all aircrew entering the pa spine from day one of flying training? Rather than maxing at top level flt lt, wouldn't it make more sense to have a 35 tier pilot salary which you increment up if you stay in,with lower top level pay than PA?
Last edited by VinRouge; 26th Jul 2012 at 11:45.
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Al R, the FAPS Team under DCDS Pers are responsible for communications on the new pension scheme from the Centre, with internal comms coming from the single Service Pay Colonels. The FAFPS Team's page is on the Defence Intranet and internet and the RAF have related pages on Air Web (under A1 Spec Support/Pay and Allowances) and Airspace.
With regards PAS, I thought clarification had already been given with regards to how it will be affected by the future pension scheme as it is relatively straightforward (await incoming), but I could not see anything on the FAFPS Team's FAQ page on it. My understanding was that all personnel on PAS following the introduction of FAFPS their pension will be based on career average of their earnings from the date of the new scheme's introduction. The amount of pension accrued under FAFPS will therefore depend on their earnings from 1 Apr 15 (when the scheme is due to start) and the scheme's accrual rate, which has yet to be announced.
For those personnel on PAS and on AFPS 75 as at 31 Mar 15, the pension supplements they have accrued up to that point will be treated as an accrued right in addition to the basic pay related element of their pension. For those who have completed their 5 yr ROS that is relatively straightforward - what you have earned is in the bank and everything from 1 Apr 15 will be on career average. For those who have yet to complete their ROS they will still need to do their 5 yrs to qualify for the pension supplements as an accrued right and once they had done their 5 yrs they would be entitled to all the supplements earned up to 31 Mar 15 in addition to the basic pay related element of their pension prior to that date. Everything else post 1 Apr 15 would be on career average of their salary as above. For those on AFPS 05 the pension earned up to transfer to FAFPS is subject to the same calculation as anyone else as it would be based on final salary on departure and years of pensionable service under AFPS 05.
With regards MM4's points on retention, as I understand it the RAF's approach to managing the FAFPS piece has the potential risk to Operational Capability at its heart, with Gp COS fully engaged as well as COS Pers' area. It is not being looked at as merely a pension policy issue best left to adminers to decide how to best to implement it.
With regards PAS, I thought clarification had already been given with regards to how it will be affected by the future pension scheme as it is relatively straightforward (await incoming), but I could not see anything on the FAFPS Team's FAQ page on it. My understanding was that all personnel on PAS following the introduction of FAFPS their pension will be based on career average of their earnings from the date of the new scheme's introduction. The amount of pension accrued under FAFPS will therefore depend on their earnings from 1 Apr 15 (when the scheme is due to start) and the scheme's accrual rate, which has yet to be announced.
For those personnel on PAS and on AFPS 75 as at 31 Mar 15, the pension supplements they have accrued up to that point will be treated as an accrued right in addition to the basic pay related element of their pension. For those who have completed their 5 yr ROS that is relatively straightforward - what you have earned is in the bank and everything from 1 Apr 15 will be on career average. For those who have yet to complete their ROS they will still need to do their 5 yrs to qualify for the pension supplements as an accrued right and once they had done their 5 yrs they would be entitled to all the supplements earned up to 31 Mar 15 in addition to the basic pay related element of their pension prior to that date. Everything else post 1 Apr 15 would be on career average of their salary as above. For those on AFPS 05 the pension earned up to transfer to FAFPS is subject to the same calculation as anyone else as it would be based on final salary on departure and years of pensionable service under AFPS 05.
With regards MM4's points on retention, as I understand it the RAF's approach to managing the FAFPS piece has the potential risk to Operational Capability at its heart, with Gp COS fully engaged as well as COS Pers' area. It is not being looked at as merely a pension policy issue best left to adminers to decide how to best to implement it.
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Rev 71,
Thanks for your informative post. I think that you have clarified one element for those contemplating going PAS between now and 2015 in that nothing changes and they will hop across to PAS pay scales, which will be protected up to 01 April 2015 (or whenever FAFPS is introduced), and can be drawn after 5 years ROS. From 2015 though the pension becomes career average with everyone else.
However Rev, unlike the current pension calculator which allows Service Personnel to make a fully informed decision on whether to have professional/financial aspirations for a full career and promotion or a PAS career path, no one can make an informed decision.
You say it is quite simple, but I would suggest that until we have formally endorsed pay scales that provide the comparison of current and projected pay and pension and between a full career or PAS, then the majority will continue to plan their exit strategy and/or create the charade that they want a full career (just in case the PAS figures turn out to be significantly lower than going the career route).
The key point being that everyone I know that isn't within the magic 10 years is working on options, hovering over the JPA button, waiting to see the devil in the finacial detail (not the briefing material prose) to compare and contrast their own personal current and future potential financial remenuration.
In the short term (2015-2017) this will not affect this Govt or MOD and will provide the savings demanded by HMT. In the medium to longer term we may look back on this thread with a very different perspective.
Thanks for your informative post. I think that you have clarified one element for those contemplating going PAS between now and 2015 in that nothing changes and they will hop across to PAS pay scales, which will be protected up to 01 April 2015 (or whenever FAFPS is introduced), and can be drawn after 5 years ROS. From 2015 though the pension becomes career average with everyone else.
However Rev, unlike the current pension calculator which allows Service Personnel to make a fully informed decision on whether to have professional/financial aspirations for a full career and promotion or a PAS career path, no one can make an informed decision.
You say it is quite simple, but I would suggest that until we have formally endorsed pay scales that provide the comparison of current and projected pay and pension and between a full career or PAS, then the majority will continue to plan their exit strategy and/or create the charade that they want a full career (just in case the PAS figures turn out to be significantly lower than going the career route).
The key point being that everyone I know that isn't within the magic 10 years is working on options, hovering over the JPA button, waiting to see the devil in the finacial detail (not the briefing material prose) to compare and contrast their own personal current and future potential financial remenuration.
In the short term (2015-2017) this will not affect this Govt or MOD and will provide the savings demanded by HMT. In the medium to longer term we may look back on this thread with a very different perspective.
Last edited by MaroonMan4; 26th Jul 2012 at 14:25.
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MM4,
I am unsure whether I have understood your point fully, but the announcement of the scheme design for FAFPS will have no bearing on current or future PAS pay scales or any other pay scales. FAFPS will just be interested in how much pensionable pay you earn each year and do not expect SP(F) to become pensionable from 1 Apr 15. Its austerity, innit.
Given that the value of your FAFPS will be based solely upon your annual pensionable earnings from the date of its introduction, once we have an accrual rate you could work out the value of your future pension using current pay scales, which would tell you its comparative value at today's rates. This is no different to AFPS 75 or 05, whereby the Pension Calculator uses current pay rates to calculate your projected pension based on your projected length of service and rank on your forecast exit date. As you know, what the calculator tells you that you will get is not what you would receive as it is based on current pension rates and does not forecast future pay increases whose benefits would have a compounding effect. FAFPS will admittedly be more difficult to predict because you will not be able to forecast what future pay increases will be, as now; the date of future promotions; the annual revaluations rates for your annual pension contributions etc, all of which will also have a compounding effect. The FAFPS Team have initiated work to develop a FAFPS Pension Calculator that may be available middle of next year.
Given this, those assessing whether to accept PAS or not should, IMHO, use current pay scales to compare basic and PAS incremental pay scales and apply a set accrual rate (say 1/70ths from AFPS 05) and consider which they would be better off on under career average. Once the FAFPS accrual rate has been announced, which may not be too long, just update the accrual rate to give you a more accurate idea of the delta, mindful that many public sector schemes are settling at around 1/60ths, so ours should be higher.
With regards to future changes to pay policy, don't hold your breath, I think concrete proposals may some time off yet.
Here endeth the lesson.
I am unsure whether I have understood your point fully, but the announcement of the scheme design for FAFPS will have no bearing on current or future PAS pay scales or any other pay scales. FAFPS will just be interested in how much pensionable pay you earn each year and do not expect SP(F) to become pensionable from 1 Apr 15. Its austerity, innit.
Given that the value of your FAFPS will be based solely upon your annual pensionable earnings from the date of its introduction, once we have an accrual rate you could work out the value of your future pension using current pay scales, which would tell you its comparative value at today's rates. This is no different to AFPS 75 or 05, whereby the Pension Calculator uses current pay rates to calculate your projected pension based on your projected length of service and rank on your forecast exit date. As you know, what the calculator tells you that you will get is not what you would receive as it is based on current pension rates and does not forecast future pay increases whose benefits would have a compounding effect. FAFPS will admittedly be more difficult to predict because you will not be able to forecast what future pay increases will be, as now; the date of future promotions; the annual revaluations rates for your annual pension contributions etc, all of which will also have a compounding effect. The FAFPS Team have initiated work to develop a FAFPS Pension Calculator that may be available middle of next year.
Given this, those assessing whether to accept PAS or not should, IMHO, use current pay scales to compare basic and PAS incremental pay scales and apply a set accrual rate (say 1/70ths from AFPS 05) and consider which they would be better off on under career average. Once the FAFPS accrual rate has been announced, which may not be too long, just update the accrual rate to give you a more accurate idea of the delta, mindful that many public sector schemes are settling at around 1/60ths, so ours should be higher.
With regards to future changes to pay policy, don't hold your breath, I think concrete proposals may some time off yet.
Here endeth the lesson.
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I'm sorry Rev71, but i feel you're missing the point somewhat for those with an offer currently on the table.
The information given to me directly from FAFPS (and i haven't seen this published anywhere, which is why i asked them) is that both the pension and pay scales/schemes for PAS are likely to change as a result of FAFPS. The grandfather rights from AFPS 75 are a given. That was for the first 16yrs' service. This discussion concerns singing up for a for a further 17yrs service with few, if any, terms to go by. From now, only 3 years would be on the current pension, we're talking about the following 14 years of potential service.
It may be easy to say that those contemplating their future should calculate x, y, and z and reach a decision. With both pay and pension up for 'adjustment', how can anyone in this position possibly know hat their x's, y's and z's are??? The reality, however, is that those having to make a decision, do not currently have any certain terms to go by. Let's face it, Manning's hands are tied by the wider changes to AFPS and Pay. Nothwithstanding that, they have made little or no attempt to address these issues - such as offering an additional option for new PAS folk at the AFPS changeover point in case the future is that negative.
Imagine the civilian equivalent - could you imagine anyone signing any contract that whose Ts & Cs only covered minimum work required, but no mention of pay or pension.
Here's hoping for the best for the future.
UG
The information given to me directly from FAFPS (and i haven't seen this published anywhere, which is why i asked them) is that both the pension and pay scales/schemes for PAS are likely to change as a result of FAFPS. The grandfather rights from AFPS 75 are a given. That was for the first 16yrs' service. This discussion concerns singing up for a for a further 17yrs service with few, if any, terms to go by. From now, only 3 years would be on the current pension, we're talking about the following 14 years of potential service.
It may be easy to say that those contemplating their future should calculate x, y, and z and reach a decision. With both pay and pension up for 'adjustment', how can anyone in this position possibly know hat their x's, y's and z's are??? The reality, however, is that those having to make a decision, do not currently have any certain terms to go by. Let's face it, Manning's hands are tied by the wider changes to AFPS and Pay. Nothwithstanding that, they have made little or no attempt to address these issues - such as offering an additional option for new PAS folk at the AFPS changeover point in case the future is that negative.
Imagine the civilian equivalent - could you imagine anyone signing any contract that whose Ts & Cs only covered minimum work required, but no mention of pay or pension.
Here's hoping for the best for the future.
UG
Last edited by Uncle Ginsters; 26th Jul 2012 at 20:30.
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Reviewing the BALPA payscales website, I confirmed that even with max commutation, a service leaver (probably AC captain) at 38 would be on more as a FO on completion of training from DAY 1 for both V and BA than staying on as PA, assuming command after 12 years. Not to mention the £90k tax free salary on offer from some ME long haul airlines (awaiting changes to company policy regarding ex mil).
With changes to pensions, this pushes the decision to leave towards option, where most have around the 3000 hours multi jet over 50T that the national carriers are seeking. Having worked it out, it appears the Military is over £200K Net short of what the lowest paying long haul airlines are offering from 38 to age 60, this is based upon earning 5% on max commutation (mortgage payoff?) doesnt include the w@nk that is actuals based allowances, biannual fitness tests, PDRB, RSOI, and the threat of being posted to a desk tour or a 6 month out of area. You would have to be frankly mad to stay in past Option once they screw our pensions.
Unfortunately, "they" have turned a lifestyle into a job, with PUS verbally confirming we shouldnt expect any different treatment to the CS. With the madness of redundancies (some techies are being signed up allegedly a few months after going in tranche one, apparently we are short) I ask again, what is there to stay in for?
With changes to pensions, this pushes the decision to leave towards option, where most have around the 3000 hours multi jet over 50T that the national carriers are seeking. Having worked it out, it appears the Military is over £200K Net short of what the lowest paying long haul airlines are offering from 38 to age 60, this is based upon earning 5% on max commutation (mortgage payoff?) doesnt include the w@nk that is actuals based allowances, biannual fitness tests, PDRB, RSOI, and the threat of being posted to a desk tour or a 6 month out of area. You would have to be frankly mad to stay in past Option once they screw our pensions.
Unfortunately, "they" have turned a lifestyle into a job, with PUS verbally confirming we shouldnt expect any different treatment to the CS. With the madness of redundancies (some techies are being signed up allegedly a few months after going in tranche one, apparently we are short) I ask again, what is there to stay in for?
Last edited by VinRouge; 26th Jul 2012 at 20:59.
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Alfred,
Thanks for adding value to the discussion, and this is what many of those reviewing a career in the Air Force were expecting.
You are either 'home and dry' regarding the 10 year rule, bitter and twisted because you wish you had gone career or PAS, but made the wrong decision, or just have little or no empathy with those that actually enjoy today's Air Force, but are concerned that the maths will not add up (where only a year ago it did). Or you have been promoted (early) and therefore sit comfortably anyway
Doesn't the future safety and Operational Capability of tomorrow's RAF concern you? I will be long gone (and I sense so will you?) , but I do care in ensuring that those under my command have the best advice on which to inform their decisions, and hopefully concurrently preventing the experience from haemorrhaging into the private sector.
If this is the master plan to further reduce aircrew numbers (because we missed a trick or it was too costly through redundancy) then it would be nice to know that this was Manning policy and that they had underwritten some of the inevitable risk in such a policy (rather than silently risky shift to future DDHs and OCs).
It will also prevent me from expending many hours with these people that really are concerned about their (financial) futures and in pursuing a career path where the detail of what they are committing to is not known, with what appears at best complicated wordage and at worst no empathy or understanding as to why this might be an issue (and I would suggest that your post falls into this category).
We had a system that works. PAS isn't for everyone (and lacked the job variation and career diversity for me), but it is essential to have those selected for this career path with the right qualifications and experience if we want to be able to operate safely and effectively, and bring on the newbies. If we reduce the incentive for PAS we will reduce the quality of candidates for selection and potentially lose significant amount of experience/qualifications that have taken whole careers to obtain quicker than you can say FAFPS in full or push (JPA button) here.
And Alfred, just so that there is absolutely no doubt I think you will find that the people that you are referring to (the talent and potential future of the Air Force) are already all having a poo, but will get off the pot when it suits them and in their own time frame.
Thanks for adding value to the discussion, and this is what many of those reviewing a career in the Air Force were expecting.
You are either 'home and dry' regarding the 10 year rule, bitter and twisted because you wish you had gone career or PAS, but made the wrong decision, or just have little or no empathy with those that actually enjoy today's Air Force, but are concerned that the maths will not add up (where only a year ago it did). Or you have been promoted (early) and therefore sit comfortably anyway
Doesn't the future safety and Operational Capability of tomorrow's RAF concern you? I will be long gone (and I sense so will you?) , but I do care in ensuring that those under my command have the best advice on which to inform their decisions, and hopefully concurrently preventing the experience from haemorrhaging into the private sector.
If this is the master plan to further reduce aircrew numbers (because we missed a trick or it was too costly through redundancy) then it would be nice to know that this was Manning policy and that they had underwritten some of the inevitable risk in such a policy (rather than silently risky shift to future DDHs and OCs).
It will also prevent me from expending many hours with these people that really are concerned about their (financial) futures and in pursuing a career path where the detail of what they are committing to is not known, with what appears at best complicated wordage and at worst no empathy or understanding as to why this might be an issue (and I would suggest that your post falls into this category).
We had a system that works. PAS isn't for everyone (and lacked the job variation and career diversity for me), but it is essential to have those selected for this career path with the right qualifications and experience if we want to be able to operate safely and effectively, and bring on the newbies. If we reduce the incentive for PAS we will reduce the quality of candidates for selection and potentially lose significant amount of experience/qualifications that have taken whole careers to obtain quicker than you can say FAFPS in full or push (JPA button) here.
And Alfred, just so that there is absolutely no doubt I think you will find that the people that you are referring to (the talent and potential future of the Air Force) are already all having a poo, but will get off the pot when it suits them and in their own time frame.
Last edited by MaroonMan4; 27th Jul 2012 at 12:05.
There is not a lot of empathy or indeed sympathy anywhere in Manning at the moment. The general message is "like it or lump it", whether regarding allowances, pay, pensions or career prospects. The assumption underpinning this, no doubt, is that the really determined career climbers will stick it out regardless in their pursuit of bigger and better things in a smaller air force. Unfortunately the career 'plodders' who are happy simply to be excellent at their day jobs don't have this motivation, and expect to be remunerated at a level commensurate with their experience (and value to the organisation). Unfortunately many career climbers have nothing but derision for 'plodders' and this is reflected in some of the stuff we have seen over the last couple of years - just look at the low value attached to primary duties by promotion boards, for example.
**** on the 'plodders' enough and they will leave, which will leave an RAF consisting of career climbers (too senior to fly), career climbers who fell off the ladder (who often aren't much good at flying because their limited capacity was all spent on gaining promotion) and young'uns still deciding whether to become career climbers or jump early (and these are obviously lacking in experience). Not a particularly attractive mix to be Boss of - so why would the career climbers stick around either?
**** on the 'plodders' enough and they will leave, which will leave an RAF consisting of career climbers (too senior to fly), career climbers who fell off the ladder (who often aren't much good at flying because their limited capacity was all spent on gaining promotion) and young'uns still deciding whether to become career climbers or jump early (and these are obviously lacking in experience). Not a particularly attractive mix to be Boss of - so why would the career climbers stick around either?
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Imagine the civilian equivalent - could you imagine anyone signing any contract that whose Ts & Cs only covered minimum work required, but no mention of pay or pension.
I really sympathise with your position. However, much as I agree that a starting salary would be part of any civilian contract, change - good or bad - after the first year is always a distinct possibility in the civilian world. More importantly, never forget that most civilians would be delighted to think that they had a job for the next 3 years, planning for the next 14 years would be almost unimaginable. So a degree of magnanimity is probably appropriate.
I hope everything works out for you, and remember that a lot can happen in 3 years.