Retention Review
 

Has anyone seen any details on the proposed changes to pay (including RRP(F)) due at the end of March?
Heard some rumours "flying"
and thought this would be a good place to see if anyone had any ideas on the plan?

I noticed a similar post has just been deleted, but didn't read the details. It may have been controversial.

Someone must know something given that the proposal is only 5 weeks away.

The rumours you've heard are probably true. If it's the 6 yr RoS thing it will almost certainly happen. AMP himself suggested as much.

It was the bit about PAS that I was most interested in. A potentially rare good deal but still awaiting tri service approval. I shall leave it there...

BV

So Bob V, what have you heard about PAS - is the 'good deal' for those that have it already, or for those that may be offered it or apply for it in the future?

RRP(F)
 

I was led to believe that one wouldn't be getting RRP(F) until 6 years after the end of OCU. Not sure if the money from this is being used to increase money paid to existing personnel. As usual, some will win and lose I expect.
It would be useful to have a solid idea of what is coming.

Some people are submitting Early Termination (PVR) without even knowing the changes "allegedly" being announced on 31st March.
Will we get a chance to react to a change in the way we are paid?

The proposed change is that RRP(F) will be paid upon completion of a 6 year RoS. However, what is owed will then be given as targeted lump sums at this point and a second lump at say 34 years of age with flying pay being paid at an as yet undetermined rate. Basically it is intended as an FRI (or forced savings scheme) on the cheap.

The bottom line is there is no money and when flying pay was changed to RRP we thought it was just a name change. It now transpires it was part of a long term plan to change the whole meaning of it. The whole plan assumes that your Typhoon QWI who has hitherto been paid the same as OC Catering (or less since the blunty will probably have been promoted) will be willing to stay for the moderate lump sum and increase in pay that is on offer.

As for the PAS thing, the Air Staff are aware that PAS needs to try a little harder to compete with the remuneration packages on offer elsewhere. This may or may not be part of the imminent review.

BV

Just restoring the original intent of PAS would be a start. It was originally crafted so that a top level flt lt would receive exactly the same pay as a ground branch officer on appointment to gp capt. Due to various factors and changes over the years a flt lt will not even make it to the top of the ground branch wg cdr pay spine.

The increase and subsequent reduction in the PAS retention profile has neatly followed the increase and then reduction in the remuneration package. QED?

Replacing flying pay with a periodic cash bounty looks like another folly. Spread an income evenly over many years and the tax system works for you. Getting a big taxable lump sum in a single tax year works for the treasury.

VP - you forgot to include the usual 'consultation where we will listen to you concerns' between those 2 dates :)

No doubt an increase in PVR time will accompany any announcement just in case it goes down badly!

CM.

I do not know exact numbers but I reckon the number will be closer to 4 years of initial rate FP plus 2 years of middle rate FP. £70k would clearly be awesome but I doubt very much if the plan involves offering more money then is currently on offer!

BV

So is that expected to be:

a. 6 years back 'flying' pay (i.e. an equivalent daily rate of £31.96) followed by a daily 'flying pay' rate according to rank or
b. A mix of 6 years back dated and 6 years advanced 'flying' pay (i.e. an equivalent daily rate of £15.98) but with no daily 'flying pay'.

My money would be on (b)......:ugh:

Will they change the name to RP(F)-Retention Pay (Flying). I don't see how this is going to work for Recruitment? Unless I've missed something?
Furthermore, a post event "Retention" Pay seems more like a bonus to me.

A 70K taxable "bonus" isn't amazing by any stretch of the imagination (after circa 9 years of service).

My generation became the first to get Flying Pay post OCU and we lost out. I fear for the true impact of this change. At least those who haven't finished their OCU yet will have time to consider their options (if that's what is happening)......🙈

Surely we should know well in advance? Especially when it is linked to terms and conditions of service.

Not again.....

The lack of formal notice isn't surprising, but just not good enough.

A Return of Service is not a contract.

Quote:
Originally Posted by M1key
At least those who haven't finished their OCU yet will have time to consider their options (if that's what is happening).
Not sure they have any options as they will be locked in for 6 years RoS anyway. Return of Service commitment starts when you commence your OCU whether you finish it or stop the course on day one. i.e. the contract is in force when you start the OCU.

Wow, if this is true it's big news to a few I know. Them being coerced onto platforms they don't want and now rapidly searching for jobs on the outside whilst playing 'the game' on the OCU. Is this written down in a JSP or something, and presumably they would have had to sign before they started said OCU?
It surely can't be the case that as you start an OCU you accept an ROS, surely you'd have to sign as accepting the ROS beforehand? Like I say, this is news......

This is all for New Joiners - and those of you in the Armed Forces can't have helped but noticed Chief of Defence Personnel's post on the front page of the Defence Intranet outlining this...

Any change in terms and conditions of service (a change in RRP(F) during an OCU would be exactly this) would be exactly that, a change in your contract. The ROS is nota contract, but they treat it like one. Unless you have signed a change to your TCOS (e.g. The recent extension to age 60 via a signed TCOS) then the RAF would struggle to win that battle.
The last contract I signed was in 2003. 🙈
Anything else has had no basis in law.

ROS
 

Charlie Mike,

I have seen people fail an OCU and then leave the service so, the ROS being enforced whether or not you pass the course is open for debate. Should the RAF removes you from a course, any requirement to honour an associated ROS must surely be lifted. I know of 2 people who left the RAF after failing an OCU.

Waving a DIN around holds no legal basis whatsoever.

PP

Personally, when I started the training, I would of flown for free. Just to be in an aircraft was an absolute pleasure and privilege (still is). But, it is a job after all, and as you absorb the pressure and stress, as you continue to gain experience and all those little sacrifices that make up military flying, you come to realise your worth. It's not unnatural or should it be a surprise to the system when people start to put two and two together. I do not accept this constant theme about there being no money. If there is enough to pay administrative types six figure sums in the NHS and councils (more than the bloody PM for Christ sake!!) then I honestly think that the MOD should stop with the BS and start putting their hand in their pocket. If you lose one AH QHI worth literally millions then why the **** can it not be beyond the head shed to look after that investment. I know NPAS are only too happy to recruit high quality individuals who can do the job and be actually happy to be there!! Just look at Benson.....

Not really. There were massive changes (reductions) to DOMCOL which were never formally announced and constituted (in my mind) a significant change to TACOS. The response from Innsworth and then High Wycombe was 'meh'. I couldn't be arrsed fighting a system that doesn't really play by the rules of normal employment law

If someone fails and therefore cannot be employed in the role they were being trained for, they are effectively bed-blocking. Can the RAF forcibly re-branch someone who has failed, say, flying training, in order to enforce the ROS?