Australian Government
Department of Defence
ADF Transition Handbook
www.defence.gov.au/DCO/transitions
ADF TRANSITION HANDBOOK
Introduction
Australian Defence Force personnel and their families can access a range of
information, advice and resources to assist with their transition back into civilian
life
Planning early will make your transition as smooth and successful as possible,
and Defence Community Organisation (DCO) and staff at our ADF Transition
Centres and the CTAS National Office can link you and your family into Defence
and Australian Government support services, and help with the administrative
aspects of separation.
Support services include practical information seminars, personalised
assistance to prepare for transition, referrals, help with administration, and
support for training and civilian employment.
To access any of these services, or to find out more information, visit
www.defence.gov.au/transitions or contact the all-hours Defence Family
Helpline on 1800 624 608.
Transitioning to civilian life involves the whole family, you and your partner or
other support person you may have can attend an ADF Transition Seminar or
talk to the Transition Officers at an ADF Transition Centre at any stage in your
career. Your unit staff can also give you advice about the pros and cons of
transitioning and the services available to you if you do.
A note on privacy
When providing support to military personnel and their families, DCO collects
personal information in order to provide quality services
In collecting personal information of current ADF members and their family
circumstances, DCO is required to comply with the Privacy Act 1988, which
regulates the manner in which the organisation collects, handles, stores,
secures, maintains, provides access to, alters, uses and discloses personal
information.
Our team provides a quality service based on best practice guidelines. We
strive to continually improve our services through quality review processes,
research and evaluation.
Visit our website at www.defence.gov.au/dco to read our complete privacy
statement and our client service charter.
Version: 5.1-1 - revised
Amendment Date: July 2016
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Contents_Toc456780174
1.
Transition Support Services………………………………………………….9
2.
Medical and Dental…………………………………………………………..13
3.
Support services……………………………………………………………...17
4.
Reserve service information………………………………………………...31
5.
Defence leave matters…………………………………………………........45
6.
Defence finance matters…………………………………………………….49
7.
Superannuation………………………………………………………………51
8.
Defence Housing and Relocation…………………………………………..53
9.
Other separation requirements……………………………………………..57
10.
Future employment support…………………………………………………65
11.
Additional support and family services…………………………………….77
12.
Other organisations that can assist you…………………………………...81
13.
Mental Health Resources……………………………………………………83
14.
The ‘are you ready to leave’ checklist……………………………………...85
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ADF Transition Centre contact details
The ADF Transition Centres (ADFTCs) help you to access information relevant
to your needs as well as help with your transition administration.
Australian Capital Territory
ADF Transition Centre Canberra
Phone 02 6265 8806
ADFTC.Canberra@defence.gov.au
New South Wales
ADF Transition Centre
Defence Plaza Sydney
Phone 02 9393 2843
ADFTC.SydneyCentral@defence.gov.au
ADF Transition Centre (Moorebank)
Phone 02 8782 8528
ADFTC.Liverpool@defence.gov.au
ADF Transition Centre RAAF Richmond
Phone 02 4587 2526
ADFTC.Richmond@defence.gov.au
ADF Transition Centre RAAF Williamtown
Phone 02 4034 7805
ADFTC.Williamtown@defence.gov.au
ADF Transition Centre Shoalhaven
(HMAS Albatross)
Phone 02 4587 2526
ADFTC.Shoalhaven@defence.gov.au
ADF Transition Centre Riverina
(Kapooka)
Phone 02 6933 8511
ADFTC.RMV@defence.gov.au
ADF Transition Centre Bandiana
Phone 02 6055 2119
ADFTC.RMV@defence.gov.au
Victoria /Tasmania
ADF Transition Centre Defence Plaza
Melbourne
Phone 03 9282 7666
ADFTC.VictoriaTasmania@defence.gov.au
For Tasmania
Phone 03 6237 7279
ADFTC.VictoriaTasmania@defence.gov.au
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Queensland
ADF Transition Centre
Lavarack Barracks
Phone 07 4411 7963
ADFTC.NthQueensland@defence.gov.au
ADF Transition Centre Gallipoli Barracks
Enoggera
Phone 07 3332 7239
ADFTC.SthQueensland@defence.gov.au
Northern Territory
ADF Transition Centre Robertson Barracks
Phone 08 8925 2071
ADFTC.NorthernTerritory@defence.gov.au
Western Australia
ADF Transition Centre Leeuwin Barracks
Phone 08 9553 2674
ADFTC.WesternAustralia@defence.gov.au
ADF Transition Centre RAAF Base Pearce
Phone 08 9553 2674
ADFTC.WesternAustralia@defence.gov.au
ADF Transition Centre HMAS Stirling
Phone 08 9553 2674
ADFTC.WesternAustralia@defence.gov.au
South Australia
ADF Transition Centre Edinburgh Park
Phone 08 7383 0555
ADFTC.SouthAustralia@defence.gov.au
Career Transition Assistance Scheme National Office
CTAS@defence.gov.au
Further Information and a copy of this handbook can be found
at:
Defence Community Organisation Transition Support Services Website:
Internet: http://www.defence.gov.au/DCO/Transitions/
Transition Support Service Website:
DRN: http://drnet.defence.gov.au/People/TSS/Pages/Transition-SupportServices.aspx
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1. Transition Support Services
1.1
Defence provides a range of support services to assist ADF members
planning to leave Defence to make the transition to civilian life.
1.2
Members receive a transition support service that is tailored to ensure a
successful transition. Notwithstanding the reason for transition, the
regional ADFTC can assist a member and the member’s family
throughout the process.
1.3
It is important to be informed about what to expect. Early planning will
make the transition as smooth and successful as possible.
1.4
Transition Support Services has released The ADF Transition Manual.
This manual prescribes the policy and procedural aspects applicable for
the efficient transition from the ADF or transfer to the Reserves, by
Defence members. The manual is the overarching document, providing
guidance and direction to Defence members, commanders, transition
staff and other Defence personnel who are involved in the provision of
transition support services. This manual is to be read in conjunction with
other transition-related Defence policies.
1.5
The ADF transition process is well documented and should be followed
to ensure that the member receives the benefits for which they may be
eligible. This advice and information is important for achieving an
uncomplicated and stress free transition.
ADF Transition Centres and their staff
1.6
ADFTCs are staffed by Australian Public Service (APS) personnel who
are trained to assist military personnel and their families to move
smoothly back into civilian life.
1.7
While ADFTC staff can help you complete your administrative
obligations, it is your responsibility (in conjunction with your chain of
command) to ensure you complete your administration before you leave
the military.
1.8
ADFTCs are located around Australia, generally on or near major
Defence establishments. We may schedule outreach visits where there is
no local ADFTC.
1.9
ADFTC staff provide advice and assistance to you and your chain of
command by:
 guiding you through administrative requirements;
 tailoring the process according to the nature and circumstance of your
transition;
 informing you of Defence-provided benefits for which you may be
eligible;
 providing advice about services provided by other government
departments and external agencies;
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 helping you complete your administration before you leave the
military; and
 helping you and your family prepare for life away from the military.
1.10
We encourage your partner or other support person you may have to
attend your transition interview so that they can understand the
requirements associated with transition and be briefed on the support
services that may be available.
1.11
Some of the specific things ADFTC staff can do include helping you to:
 compile documentation and forms correctly;
 choose suitable transition and transfer dates;
 get your transition applications in on time;
 access Defence-provided assistance like the Career Transition
Assistance Scheme;
 nominate to attend an ADF Transition Seminar;
 consider other issues related to transition for example, Reserve
service options; and
 gain access to Defence and other government support agencies
including the ADF Rehabilitation Program, Department of Veterans’
Affairs, Defence Community Organisation, Commonwealth
Superannuation Corporation, Department of Human Services
(Centrelink, Medicare, Child Support), Defence Housing Australia,
and Toll Transitions.
Forms for your transition
1.12
The following forms are available from Webforms on the Defence
intranet. ADFTC staff can help you complete them.
 Form AC853: Application to Transfer Within or Separate from the
ADF
 Form AC853-2: ADF Transition Clearance
 Form AC853-3: Career Transition Assistance Application
 Form AC853-4: ADF Transition Seminar Application
Who’s responsible for transition?
1.13
Transition from military service to civilian life is a shared responsibility
and requires a coordinated effort by a number of individuals and
agencies. Both you and Defence have specific responsibilities regarding
separation and transition.
1.14
For you to transition successfully to civilian life, a number of
administrative functions need to be completed in a timely manner. This
will require the combined involvement of:
 you, and your family;
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 your unit staff;
 your career/personnel managers;
 ADFTC staff; and
 other Defence agencies as appropriate.
Administrative requirements and what to consider when leaving
Defence
1.15
When choosing your last day of service in permanent force, we
recommend you consider the anniversary of Appointment/enlistment date
for the Military Superannuation and Benefit Scheme, Defence Force
Retirement and Death Benefit Scheme, or Long Service Leave.
Eligibility
1.16
Permanent force members and Reservists completing periods of
SERVOP C (Continuous Full Time Service) must complete their
transition with their regional ADFTC.
1.17
Reserve members, other than those on CFTS (SERVOP C)
contemplating transition are not eligible to access the services provided
by the ADFTC. Reserve transition information is available through your
chain of command.
Notes
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2. Medical and Dental
2.1
We strongly encourage you to identify a civilian general practitioner, a
general dentist and any other specialist you may require before you
complete your Separation Health Examination (SHE) and Separation
Dental Examination (SDE). This will help Defence to provide you with a
smooth transition to civilian health care.
2.2
Your entitlement to medical and dental treatment continues up to, but not
beyond, your transition date. You do not need to meet a defined standard
of medical or dental fitness in order to separate from Defence, but it is
important that you arrange to meet your existing health care needs
during the last 12 months of your service.
Psychological screening
2.3
If you have been deployed within the past two years you must participate
in Post Operational Psychological Screening (POPS). Contact your local
Heath Centre for further information.
Notes
Separation Health Examination
2.4
You must have a final medical in the six months before you separate
from the military. This is known as a Separation Health Examination
(SHE) and will be conducted by your local Health Centre. Policy
guidance can be found in Health Directive 278 - Health Reponsibilites on
completion of a period of Service.
2.5
At the SHE you can request handover of information relating to current
medical conditions to your civilian GP. It is a good idea to identify a
civilian GP or other appropriate specialist prior to the SHE. If your health
needs are complex, your Defence medical officer may wish to speak with
or write directly to your new GP or other appropriate specialist. A letter
summarising your medical history and ongoing health care needs should
be provided to you to give to your new GP or other appropriate specialist.
2.6
You should also routinely receive a copy of your Separation Health
Statement, the SHE, copies of any relevant reports or investigations and
your international certificate of vaccination. If you are separating for
medical reasons, a DM042 – Invalidity Retirement from the Defence
Force Medical Information must be raised at your SHE and you should
ask for a copy
Separation Dental Examination
2.7
In the six months before you transition from the military, Defence strongly
recommends that you have a Separation Dental Examination (SDE). This
will ensure that if you need dental treatment it can be identified and
completed prior to your transition date., however IAW Health Directive
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278, there is no requirement for a separating member to achieve a
particular dental class at separation
2.8
It is your responsibility to coordinate a SHE and SDE with your local
Health Centre. You should start this process as early as practical
because it can be difficult to secure appointments. If you have served for
a long period of time or have complex health conditions, you may need
several appointments to finalise your health assessments. Good planning
should enable you to complete any identified urgent treatment prior to
your nominated transition date.
Notes
Release of your health records
2.9
During your service, your health records were maintained so that you
received healthcare services and fitness for duty assessments. Before
you transition, you should obtain your health history summary,
particularly if you require ongoing clinical care. You can obtain formal
handover documentation from Defence and provide it to a civilian health
service provider of your choice.
2.10
You can request a copy of your records at any time during your service,
or after transition. If you’re still serving, ask your on-base Health Centre
for your Defence e-Health System (DeHS) summary. On transition, you
will be given any hard copy medical X-rays held by your Health Centre
(except dental X-rays and long bone X-rays of Clearance Divers). It is
recommended that you obtain a full copy of your medical and dental
records after transition IAW paragraph 2.13 below. These will be sent to
you electronically.
2.11
If you would like to request copies of your records, please be aware that
you may need to provide paper and photocopy the documents yourself. It
is advised that you liaise with your Health Centre and schedule a time to
facilitate this.
2.12
Compensation claims need to be in place well in advance of the planned
separation date. If you intend to seek compensation, it is recommended
that you provide a full copy of your medical records to the Department of
Veterans’ Affairs (DVA), to allow for faster processing of claims.
2.13
Hard copy Unit Medical Records (UMR) and Personal Dental Records
(PDR) for all separating members (i.e. medical, compulsory retiring age,
Management Initiated Early Retirement, etc) will be forwarded to
Defence Archives Centre at Fort Queenscliff on completion of
service. Information on how to obtain copies of your medical/dental
documents after separation is provided at
http://www.defence.gov.au/Records/ExService.asp.
2.14
UMR/PDR for members transferring to a component of the Reserve's will
be held by the local administrating health centre.
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ADF Rehabilitation Program
2.15
If you become injured or ill while in service, whether or not your illness or
injury is service related, Defence will assist your rehabilitation through
the ADF Rehabilitation Program (ADFRP). The purpose of ADFRP is to
reduce the effect occupational injury, illness and disease may have on
operational capability.
2.16
Military personnel who are wounded, injured or ill have access to the
following Joint Health Command (JHC) services:
 high quality medical and specialist treatment;
 a dedicated Rehabilitation Consultant to support workplace-based
rehabilitation and to coordinate care arrangements; and
 non-clinical aids and appliances in support of serious and/or complex
rehabilitation needs.
2.17
Defence provides these services with an aim to support your return to
work in current or different duties or trade. Where this is not possible,
injured or ill members will be rehabilitated, medically separated, and
supported to transition to the civilian environment.
2.18
To help you determine an appropriate vocation after separation, the
ADFRP provides access to Vocational and Functional Assessments.
Your Rehabilitation Consultant will work closely with ADFTCs and
Department of Veterans’ Affairs to determine funding and training
requirements for you. They also liaise closely with Member Support
Coordinators (MSC) who are appointed by Command to ensure you are
effectively supported through your transition from Defence.
2.19
You are eligible for assistance under ADFRP whether you are a
permanent ADF member or a Reservist on SERVOP C (Continuous Full
Time Service), regardless of your duty status. Members on Reserve duty,
other than SERVOP C, may also be eligible for ADFRP assistance. Get
more information from your chain of command or your Regional
Rehabilitation Manager.
More information
Directorate of ADF Rehabilitation and Compensation
http://drnet.defence.gov.au/VCDF/DRC/pages/Welcome.aspx
Notes
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3. Support services
There are two Commonwealth agencies that provide income support payments
and other assistance to veterans and their families; the Department of Veterans’
Affairs and the Department of Human Services.
Department of Veterans’ Affairs
3.1
Defence and the Department of Veterans’ Affairs (DVA) are committed to
working together to provide support for Australia's service personnel
throughout their careers and to meet their post separation health and
care needs.
3.2
DVA’s support and services for serving and former ADF members range
from the provision of information, to treatment for certain conditions
without applying for compensation, to rehabilitation, compensation and
financial support for service-related injuries or illnesses where liability
has been accepted.
3.3
DVA’s support and services available to you are detailed in this section.
Transition
3.4
Leaving the ADF and the transition into civilian life can be stressful as
you and your family adjust to life outside the military, to a new job, and
often a new location.
 To find out more about our transition services visit
http://www.dva.gov.au/i-am/current-or-transitioning-adf-member
On Base Advisory Service
3.5
DVA provides the On Base Advisory Service (OBAS), which is staffed by
trained personnel who are experienced in issues relating to transitioning
to civilian life and understand DVA’s processes. On Base Advisers can
help you by:
 providing information and advice about the support and entitlements
you may be able to receive through DVA like rehabilitation, health
services, support and compensation;
 providing support for lodging any current or prospective
compensation claims including how to use DVA’s Online Services;
and
 assisting in the early identification of health, rehabilitation and income
support requirements post separation.
OBAS contacts:
133 254 (metropolitan callers)
1800 555 254 (regional callers)
GeneralEnquiries@dva.gov.au
http://www.dva.gov.au/serving-members/base-advisory-service-visitingschedule
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Stepping Out
3.6
Making the move to civilian life can be challenging and the changes you
experience may have an impact on your personal, work or family life.
Stepping Out is a free, two day program for ADF members and their
partners. The program will give you information and skills to manage
your transition to civilian life.
Stepping Out contacts:
1800 011 046
www.vvcs.gov.au and search for ‘Stepping Out’
General Practitioner (GP) health assessment
3.7
Don’t have a regular GP yet? You can find national health services such as general practices, pharmacists, hospitals and emergency
departments – anytime, anywhere from your mobile phone. The
healthdirect app is Australia’s free health app that helps you make
informed decisions about your health. For more information, visit
http://www.healthdirect.gov.au/health-app
3.8
If you have difficulty locating a GP in your location who will accept you as
a patient then contact DVA for assistance. If you do have a doctor, your
GP can complete a one-off comprehensive health assessment at any
time after your separation from the ADF. It will help you and your GP
identify any mental or physical health issues that would benefit from early
treatment or further assessment and treatment. Talk to your GP about
how to access this assessment.
3.9
The on-off comprehensive health assessment is available for former ADF
members, including permanent members and Reservists. A Medicare
benefit is available. For further information go to:
http://at-ease.dva.gov.au/professionals/assess-and-treat/adf-postdischarge-gp-health-assessment/
Treatment for certain conditions, whatever the cause
3.10
DVA can pay for the treatment of certain health conditions whatever the
cause (the condition does not have to be related to service). These
arrangements are available to those with operational service and some
with peacetime service. Conditions covered include post-traumatic stress
disorder, anxiety, depression, alcohol use disorder, substance use
disorder, cancer (malignant neoplasms), and tuberculosis. For full details
of eligibility to these arrangements, please refer to Fact Sheet HSV109
(Non-Liability Health Care) at
http://factsheets.dva.gov.au/factsheets
Claims for rehabilitation and compensation
3.11
If you have sustained an injury or contracted a disease which you believe
is related to your service in the ADF, you may be entitled to
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ADF TRANSITION HANDBOOK
compensation. In this situation, you are strongly encouraged to lodge a
claim for acceptance of liability with DVA, even if your medical condition
is not currently causing any problems. This will help you if the condition
causes problems later in life.
3.12
If DVA accepts liability for your injury or disease, your eligibility for
rehabilitation and compensation will then be assessed. The type of
compensation and the amount of financial or other assistance you may
be eligible for depends on the nature of service rendered and when you
sustained the injury or disease. In addition to financial assistance,
compensation can include the provision of a health care card (for former
members) which covers the treatment of accepted conditions.
Permanent impairment payments, disability pension and
incapacity payments
3.13
If your accepted injury or disease causes you impairment, impacts your
lifestyle and/or your ability to work, you may be eligible for compensation.
Depending on your particular circumstances you may be entitled to one
or more of the following types of compensation. If you do receive more
than one type of compensation for the same injury or disease, offsetting
provisions may apply.
3.14
Permanent impairment compensation in the form of periodic and/or lump
sum payments is calculated on the basis of any impairment and lifestyle
affects you may experience due to your service injury or disease.
3.15
Fortnightly payments of disability pension, similarly, compensate for
impairment and lifestyle effects experienced as a result of your service
injury or disease. Higher rates of disability pension may be payable
where you also have an inability or reduced ability to work.
3.16
Periodic incapacity payments are compensation for economic loss due to
an inability or reduced ability to work, because of a service injury or
disease. Incapacity payments are essentially the difference between your
normal ADF earnings and any reduced amount you may be able to earn
in civilian employment. Incapacity benefits are generally payable if you
are a willing and active participant in a rehabilitation program.
3.17
To ensure that you are not compensated twice, payments may be ‘offset’
(reduced) if you receive compensation from more than one source for the
same incapacity (i.e. the effects of an injury or disease).
3.18
Your dependants may receive compensation in the event of your death if
it is related to your military service or your injuries/diseases were
assessed at/or above certain thresholds.
Rehabilitation assistance
3.19
You may be eligible for DVA rehabilitation assistance. Assistance is
available to eligible serving and former ADF members, including cadets
and cadet instructors.
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3.20
If you have been receiving support through the ADF Rehabilitation
Program and are eligible for a DVA rehabilitation program, DVA will work
closely with Defence to ensure the transition to a DVA rehabilitation
program is as smooth as possible so that you can continue receiving
support after your separation.
3.21
DVA rehabilitation programs are designed to assist you if you are injured
or become ill because of your service in the ADF. The type and extent of
rehabilitation will depend on the nature and severity of your injury or
disease and the particular circumstances.
3.22
A rehabilitation program will assist with your physical and psychological
recovery, and to provide support for social, vocational and retraining
needs.
3.23
Rehabilitation in DVA is directed by the coordinated use of medical
management and allied health, psychological, social, educational and
vocational measures. The Veterans’ Vocational Rehabilitation Scheme is
also available to veterans who have rendered eligible service before 1
July 2004.
3.24
For advice on eligibility and processes, you should contact DVA. OBAS
advisers regularly visit over 44 ADF bases and can assist you find out
more about your entitlement. Alternatively, you can contact your local
DVA office.
Mental health advice and services
3.25
It is not unusual for members to find the transition to civilian life to be
challenging. You may experience sadness, distress or anger during your
transition and it’s important for the wellbeing of you and your family that
you acknowledge these feelings and explore the range of assistance
available to you.
3.26
DVA’s At Ease mental health portal can help members and their families
manage their mental health, particularly during difficult periods such as
transition. At Ease provides tips, treatment options and self-help
resources and can link you to professional help if you need it. The portal
will help you recognise the signs of poor mental health, and provide
families with advice on how to care for someone with a mental health
condition. The portal also offers advice on a healthy lifestyle, resilience,
managing drinking, and information on suicide prevention. Visit http://atease.dva.gov.au/ for more information.
3.27
If you need professional support for any mental health condition, you
should talk to your local GP and advise them that you are a veteran. As
noted above, your GP can now complete a one-off comprehensive health
assessment after your separation which will help you and your GP
identify any mental or physical health conditions that would benefit from
early treatment or further assessment and treatment.
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ADF TRANSITION HANDBOOK
3.28
DVA also funds a range of specialist mental health services, such as
post-traumatic stress disorder group treatment programs and inpatient
hospital services. Alternatively, your GP may refer you to a psychologist,
psychiatrist, mental health social worker or mental health occupational
therapist.
3.29
The Veterans and Veterans Families Counselling Service (VVCS)
provides free and confidential, nationwide counselling and support for
war and service-related mental health and wellbeing conditions. Support
is also available for relationship and family matters that can arise due to
the unique nature of military service.
For help, to learn more, or to check eligibility contact VVCS on 1800 011
046 or visit www.vvcs.gov.au.
3.30
Income Support
3.31
DVA provides means tested income support payments and related
benefits to eligible former ADF members and their dependants.
3.32
A means-tested service pension may be payable to former ADF
members with qualifying service, who meet the necessary eligibility
criteria. Their dependants may also be eligible for a service pension.
More information is available in DVA Factsheets IS58 Qualifying Service
in Post Second World War Conflicts and IS01 Service Pension Overview
(http://www.dva.gov.au/benefits-and-payments/income-support).
3.33
Other income support payments include the Income Support Supplement
(ISS) payable to certain war widow/ers, and the Defence Force Income
Support Allowance (DFISA) payable to DVA disability pensioners eligible
for income support from Centrelink. More information on these payments
is available in DVA Factsheets IS46 Income Support Supplement and
IS19 Defence Force Income Support Allowance (DFISA).
Certain former ADF members and their partners who receive a disability
pension from DVA can also have their social security age pension paid
by DVA. More information is available in DVA Factsheet IS05 Social
Security Age Pension Overview.
3.34
Veterans’ Vocational Rehabilitation Scheme
3.35
The Veterans’ Vocational Rehabilitation Scheme (VVRS) is provided
under the Veterans’ Entitlements Act 1986 and can help you to return to
paid work or increase your work hours. The scheme can also assist you
if you are at risk of losing your job, if you are finding it increasingly
difficult to maintain your employment, or if you are about to move from
the ADF into civilian work.
3.36
The VVRS is available to those who have eligible service under the VEA
(prior to July 2004) regardless of whether they have an injury or receive a
pension or other entitlements from DVA. This includes the following types
of service:
 Operational;
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ADF TRANSITION HANDBOOK
 Peacekeeping;
 Hazardous; and
 Eligible Defence service (generally means at least three years CFTS
during the period 7 December 1972 to 6 April 1994).
The range of vocational services offered may include advice on job
seeking, retraining or upgrading of skills, professional vocational
assessments (to determine work options) and assistance with finding
work. From March 2016 the VVRS also provides medical management
and psychosocial support to help achieve identified vocational goals.
3.37
There are pension protection provisions under the VVRS which apply to
those in receipt of a special or intermediate rate of disability pension or
an invalidity service pension who wish to return to paid employment
without jeopardising their pension eligibility.
3.38
Visit www.dva.gov.au for the application form (number D1000).
Department of Veterans’ Affairs and OBAS contacts
133 254 (metropolitan callers)
1800 555 254 (regional callers)
www.dva.gov.au
GeneralEnquiries@dva.gov.au
http://www.dva.gov.au/serving-members/base-advisory-service-visitingschedule
Notes
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Veterans and Veterans Families Counselling Service
1800 011 046
3.39
The Veterans and Veterans Families Counselling Service (VVCS) offers
free and confidential counselling and support for war and service-related
mental health conditions, such as Posttraumatic Stress Disorder (PTSD),
anxiety, depression, sleep disturbance and anger.
3.40
VVCS also provides relationship and family counselling to address
issues that can arise due to the unique nature of military service. VVCS
clinicians have an understanding of military culture and can work with
you to find effective solutions for improved mental health and wellbeing.
3.41
Through its national, integrated, 24 hour service delivery system VVCS
can provide: individual, couple and family counselling, and support for
those with more complex needs. VVCS is a national 24 hour service, with
crisis phone counselling also available outside business hours. VVCS
services are available to all veterans and eligible current and former
members of the ADF and their families. Where appropriate, VVCS can
also provide referrals to other services or specialist treatment programs.
3.42
VVCS also conducts a range of group programs including Stepping Out;
a program designed for transitioning members and their partners.
Stepping Out is a free, two day program, which will give you information
and skills to manage your transition to civilian life.
3.43
For help, to learn more, or to check eligibility for VVCS services, call
1800 011 046, visit www.vvcs.gov.au or follow VVCS on Facebook.
VVCS clinicians are available 24/7.
Notes
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ADF TRANSITION HANDBOOK
Ex-service organisations
3.44
Ex-service organisations, or ESOs, are groups mainly made up of
currently serving and former serving military personnel who provide
support and assistance to current and former members of the ADF. Their
services can include:
 lobbying to promote improved conditions and entitlements for the
serving and ex-serving community;
 pension provision, and assistance with submitting claims to DVA;
 advocacy support, particularly when members are seeking support
and services from Defence or DVA;
 welfare support for current and former members and their families;
 help with gaining financial assistance from ESOs;
 home and hospital visits and aged care support;
 employment and vocation guidance; and
 social activities to provide mutual support and networking
opportunities.
3.45
Most ESOs have welfare officers who can provide you with information
about the wide array of community and government services available to
veterans, their dependants, war widows and former serving members.
3.46
A list of some of the major National ESOs is provided at
www.dva.gov.au.
Help with preparing compensation claims
3.47
Pension officers are specifically trained to assist claims under the
Veterans’ Entitlements Act 1986 (VEA), Safety, Rehabilitation and
Compensation Act 1988 (SRCA) and the Military Rehabilitation and
Compensation Act 2004 (MRCA). Their training also includes other
services offered by DVA.
3.48
Please note that while OBAS advisers can help you to lodge your
compensation claim with DVA, they cannot help you prepare your claim.
This role is undertaken by the pension officers working through local exservice organisations.
3.49
If you are interested in supporting other military personnel, talk to a
pension officer about what is involved and what qualifications are
needed.
Notes
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ADF TRANSITION HANDBOOK
Reserve Service Information - DVA
3.50
Reservists can also access support and services from DVA as outlined
above. DVA encourages all members and former members of the ADF,
irrespective of their type of service, to contact the department to find out
about potential entitlements.
3.51
To find out more about what DVA could do for you, please contact your
local OBAS, visit the website www.dva.gov.au or call DVA on toll free
133 254 (metro) or 1800 555 254 (regional).
Active Reserve
3.52
Active Reserve service (in SERCATs 3-5) is the most common form of
Reserve service. SERCATs 3-5 provide flexible employment
arrangements and access to conditions of service package. To be
eligible for the Defence Home Ownership Assistance Scheme, Health
Support Allowance, Service awards and other benefits of service,.
Australian Defence Force Financial Services Consumer Centre
3.53
The Australian Defence Force Financial Services Consumer Centre
(ADF Consumer) provides independent, professional financial education
(not advice) to ADF members. Its role is to help ADF members and their
families achieve greater financial security.
3.54
ADF Consumer administers the ADF Financial Advice Referral Program
which allows ADF members to access financial advisers who have given
undertakings to Defence that they will provide advice on a genuine ‘fee
for service’ basis which is free from remuneration-based conflicts of
interest.
3.55
You can access educational resources on a range of topics including
military superannuation, training, guidance and the ADF Financial Advice
Referral Program from the ADF Consumer website.
Australian Defence Force Financial Services Consumer Centre
www.adfconsumer.gov.au
Private health insurance
3.56
Before you separate from the ADF, you should consider your health
insurance needs. The government encourages people to take out
private hospital cover early in life and maintain it with a range of
initiatives including the private health insurance rebate and the lifetime
health cover loading.
3.57
Most people who take out private hospital cover receive a rebate on their
premium. The amount of the rebate is adjusted annually and is
determined by income and the age of the oldest person on the policy.
3.58
Under the Lifetime Health Cover (LHC) initiative a 2% loading is added to
private health insurance premiums for every year after the age of 30 that
you remain without private hospital cover. Once you attract a loading, it
can only be removed after 10 continuous years of private hospital cover.
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ADF TRANSITION HANDBOOK
3.59
As a permanent member of the ADF you are considered to have had
private hospital cover while serving. So LHC doesn’t affect you until you
discharge. To cover small periods of time without cover, everyone is
allowed 1094 days without cover.
3.60
If you separate before your 31st birthday the normal Lifetime Health
Cover rules apply to you. If you separate after your 31st birthday or you
were Appointed or enlisted before 1 July 2000 you can take out hospital
cover without an LHC loading, unless you already had a loading when
you were Appointed/enlisted.
3.61
If you do not takeout hospital cover on separate, you’ve got up to 1094
days before you will attract a loading.
3.62
If you never take out private hospital cover, you won’t be affected. It’s
only if you take it out later in life that you’ll be penalised.
3.63
When joining a health insurance provider waiting periods may apply
before you can claim some benefits. Waiting periods typically vary from
2 to 12 months. As an ADF member you will have no waiting periods as
long as you take out health insurance the day after discharge.
3.64
The ADFTC Transition Officer can provide a Health Insurance Letter
confirming the provision of full medical and dental healthcare during the
period of your service.
3.65
For more information, contact Defence Health, Navy Health or your
preferred health insurance provider.
Health insurance contacts
www.defencehealth.com.au
www.navyhealth.com.au
www.privatehealth.gov.au
www.ato.gov.au
Notes
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ADF TRANSITION HANDBOOK
Ambulance cover
3.66
You may want to obtain ambulance cover when you separate from the
ADF. You can arrange ambulance cover through a health fund or in
some States/Territories from the State/Territory ambulance authority.
Please check with your Health Fund or contact your state ambulance
organisation.
3.67
For more information visit
http://www.privatehealth.gov.au/healthinsurance/whatiscovered/ambulan
ce.htm.
State/Territory websites
ACT: http://esa.act.gov.au/actas/
NSW: http://www.ambulance.nsw.gov.au/
NT:
http://www.stjohnnt.org.au/
QLD: http://www.ambulance.qld.gov.au/
SA:
http://www.saambulance.com.au/
TAS: http://www.dhhs.tas.gov.au/ambulance
VIC: http://www.ambulance.vic.gov.au/
WA: http://www.ambulance.net.au/
Notes
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ADF TRANSITION HANDBOOK
Department of Human Services
The Australian Government Department of Human Services information in this
publication is accurate as at July 2016, but may change. If this publication is
used after this date, please go to humanservices.gov.au for the most up-to-date
information.
3.68
The Department of Human Services (the department) delivers a range of
health, social and welfare payments and services through:
 Medicare, which provides access to medical and hospital services
and delivers payments and services. This includes Medicare benefits,
the Pharmaceutical Benefits Scheme, the Australian Childhood
Immunisation Register and the Australian Organ Donor Register
 Centrelink, which delivers payments and services for retirees, job
seekers, families, carers, people with disability, Indigenous
Australians, and people from culturally and linguistically diverse
backgrounds. Centrelink also provides special assistance at times of
crisis
 Child Support services, for separated parents to ensure their
children are supported through the Child Support Scheme. You can
read more about Child Support in section 12.11 of this handbook.
3.69
The department’s website has information about a range of payments
and self service options. Go to humanservices.gov.au to request and
provide documents, claim a payment, report, update your details and
receive online letters.
3.70
Jump online in two easy steps:
- Create or sign in to your myGov account at my.gov.au to access a
range of government services.
- Link your Centrelink, Medicare or Child Support or other
government online accounts to your myGov account by selecting
Services and then the link icon next to each one.
3.71
If you register for an online account, you can manage your details and
payments on your mobile device using the department’s Express Plus
mobile apps.
- Download the Express Plus Centrelink, Express Plus Medicare or
Express Plus Child Support mobile apps from the App Store or
Google PlayTM. The Express Plus Medicare mobile app is also
available for Windows devices and you can download this from the
Microsoft Windows Store. For more information go to
humanservices.gov.au/expressplus
3.72
If your enquiry cannot be resolved online, or you need assistance, a
Service Officer can help. For more information about contacting the
department, go to humanservices.gov.au/contact
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ADF TRANSITION HANDBOOK
The Employment Separation Certificate
3.73
To access income support payments and services available through the
department, you need an Employment Separation Certificate.
3.74
You should advise the ADF Transition Officer if you need an Employment
Separation Certificate. This will be completed within 14 days of the
request.
3.75
You will be sent a hard copy of the certificate by mail or if you have a
Centrelink Customer Access Number, PAC-NSW will be able to email the
Department of Human Services direct.
Medicare benefits
3.76
To access Medicare benefits and services you need to be enrolled in
Medicare. If you are not already enrolled in Medicare or you need to reenrol, you will need to complete a Medicare enrolment application form.
This form is available at humanservices.gov.au/forms
Take your form to a department Service Centre with your current
identification, proof of residency documents, and any other documents to
support your application to enrol in Medicare.
More information about Medicare is available at
humanservices.gov.au/medicare
Concession and health care cards issued by the Department of
Human Services
3.77
Concession and health care cards help low income earners and people
receiving income support access cheaper health care services and
medicines.
3.78
In addition to Medicare services, concession and health care cards can
provide other concessions from state and local government authorities
and private businesses. Not all card types will attract the same type of
concessions and the concessions on offer to cardholders may also vary
between states and territories.
3.79
Depending on the type of concession or health care card you hold, your
partner and children may also be covered by the card.
3.80
For more information about concession and health care cards go to
humanservices.gov.au/concessioncards
Page 29
ADF TRANSITION HANDBOOK
Human Services contacts
Job seekers For information about income support and services while you are
looking for work or completing approved studies, go to
humanservices.gov.au/jobseekers
Planning for or needing help in retirement For information about a range of
payments and services, including Age Pension, the Pensioner Concession Card,
the Commonwealth Seniors Health Card and the Financial Information Service, go
to humanservices.gov.au/olderaustralians
What to do following a death For information about services to help you adjust to
life after someone close to you has died, such as Bereavement Payment,
Bereavement Allowance, social work, counselling and financial services, go to
humanservices.gov.au/bereavement
If you or a family member is ill, injured or has disability For information about
Disability Support Pension, Carer Allowance, Carer Payment, Sickness Allowance,
and Mobility Allowance, go to humanservices.gov.au/disability or
humanservices.gov.au/carers
If you are a parent or guardian For information about Family Tax Benefit, Parental
Leave Pay, Dad and Partner Pay, Child Care Benefit, Child Care Rebate, Parenting
Payment, Health Care cards, Double Orphan Pension, Stillborn Baby Payment,
Bereavement Payment, and Jobs, Education and Training Child Care Fee
Assistance, go to humanservices.gov.au/families
If you want someone else to deal with Human Services on your behalf To authorise
someone to handle your Centrelink, Medicare or Child Support business, go to
humanservices.gov.au/nominees
If you are a separated parent For more information, go to
humanservices.gov.au/separatedparents
Medicare For more information about payments and services for health care or
buying medicines, go to humanservices.gov.au/health
Payment Finder and Service Finder are interactive online tools to help you find
payments and services relevant to your circumstances. Go to
humanservices.gov.au/paymentfinder or humanservices.gov.au/servicefinder
You can do most of your Centrelink, Medicare and Child Support business using
self service. There are options using mobile apps, online services and phone self
service. Go to humanservices.gov.au/selfservice
Notes
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ADF TRANSITION HANDBOOK
4. Reserve service information
The ADF Total Workforce Model
4.1
The Total Workforce Model (TWM) is a tri-Service people management
framework designed to help secure the ADF’s supply of quality people.
The TWM enables greater mobility between the full-time and part-time
components of the ADF and enhances the ability of the Services to draw
efficiently upon different workforce mixes to meet capability demand. It
better enables Permanent/Regular members to access flexible service as
their individual circumstances change and provides improved awareness
of the availability and range of skills that reservists can provide to
enhance the Services’ personnel capability.
4.2
The Service Spectrum is the core structural component of the TWM. It
reflects a contemporary service model with associated conditions of
service that support sustainable personnel contributions to Defence
capability. The Service Spectrum comprises of full-time and a range of
part-time service arrangements across the Permanent/Regular and
Reserve components, including APS, in direct support of ADF
operations.
4.3
The Service Spectrum comprises seven Service Categories (SERCATs),
within which members must serve, and two Service Options (SERVOPs),
in which members may serve. The Services have flexibility to apply the
TWM to meet their workforce’s unique requirements. A Reserve member
will serve in either a SERCAT 2, 3, 4 or 5 depending on each Navy, Army
and Air Force SERCAT offering (See sections 4.18, 4.22 and 4.27 for
each individual Service’s Reserve SERCAT offerings).
4.4
In July 2016, all Permanent/Regular and Reserve service personnel
transitioned from their old service type to a service category (SERCAT)
under the ADF Total Workforce Model.
4.5
SERVOPs enable the Services with the means of grouping members
who provide capabilities where differentiated arrangements are required.
These arrangements could include entry standards, skill sets,
remuneration, duty patterns or any other conditions that may be
approved, in addition to those invoked by the SERCAT. A SERVOP may
be applicable to more than one SERCAT and must not be used in
isolation of a SERCAT. For Reserve members, a member rendering
Continuous Full-Time Service will be allocated a SERVOP C whereas a
member rendering service to Defence and working for a civilian employer
under a formal shared service/employment arrangement will do so under
a SERVOP D.
Further information
MILPERSMAN Part 2, Chapter 5 – ADF Total Workforce Model
ADF Total Workforce Model User Guide, available at:
http://drnet.defence.gov.au/People/WP/ADF-Total-Workforce-Model/ADFTWMUser-Guide/
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ADF TRANSITION HANDBOOK
Support for Reserves
4.6
The Defence Reserve Support (DRS) organisation is part of the
Canberra-based Directorate of Cadet, Reserve and Employer Support
Division. The network of State and Territory offices provides a local link
between the ADF, Reservists, their employers, and the wider community.
4.7
DRS conducts activities aimed at educating employers about the benefits
of having Reservists on staff. DRS also holds employer support awards
to recognise employer support for their Reservists. Local DRS staff can
be a useful point of contact for initial enquiries regarding Reservistemployer relationships.
4.8
The Employer Support Payment (ESP) Scheme provides financial
assistance to eligible employers to help offset the costs of releasing
employees for most categories of ADF service. ESP is paid at a set
weekly rate regardless of the employee’s salary. The weekly rate is
equivalent to the average weekly ordinary time earnings. Part time
employees receive a pro rata rate. The full time rate is updated each July
and published on the DRS website.
4.9
There are no restrictions on the way employers can use the money, but it
must be included in their annual tax return. They can use it to pay for
temporary staff or overtime to those who cover the Reservist’s absence.
ESP is not payable for the first two weeks of eligible service during each
financial year.
4.10
Self employed Reservists must meet the ‘principal source of income’ or
‘principal source of employment’ test to be eligible. They must be
genuinely self-employed for at least 12 months prior to the first date of
claimed service before becoming eligible.
4.11
ESP may be paid at a higher rate in some circumstances (for example,
medical professionals) or where substantial financial hardship or loss can
be demonstrated.
Office of Reserve Service Protection (ORSP)
4.12
In 2001, the Australian Government introduced legislation to protect
Defence Reservists in their civilian employment, partnership and
education. The Defence Reserve Service (Protection) Act 2001 (DRSP
Act) makes it unlawful for an employer to discriminate against,
disadvantage, or dismiss an employee or prospective employee
undertaking ADF Reserve service. The Protection provisions also apply
to contractors, business partners, and in certain circumstances to
students enrolled in a course at an Australian education institution. While
the provisions of the DRSP Act are enforceable, neither the Government
nor the ADF wants to impose unreasonable burdens on employers.
4.13
Reservists also have obligations to their employers. For instance, they
should give their employer as much notice as possible of their
requirement to undertake ADF Reserve service. For all ADF Reserve
service other than Continuous Full Time Service, the AE380 Tri Service
Notification of ADF Reserve Service form should be provided to the
employer whenever written notification is requested. If an employer has
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ADF TRANSITION HANDBOOK
significant and legitimate problems in releasing an employee, they are
encouraged to speak with the employee or the employees ADF Reserve
Unit commander as detailed in the AE380.
4.14
The Reservist should provide their employer with ESP information and
claim forms when initially requesting leave. This often avoids difficulties
and misunderstandings, while demonstrating a tangible benefit to the
employer.
4.15
The Reservist or their employer can contact the Office of Reserve
Service Protection for information and assistance on 1800 671 998 or
email ORSP on orsp@defence.gov.au. Visit www.comlaw.gov.au to read
the DRSP Act and relevant DRSP Regulations.
4.16
For a brief and easy to follow overview of the protection provisions, visit
the Fairwork Ombudsman's website at www.fairwork.gov.au and
navigate to the fact sheet section in Templates and Guides.
Defence Reserves Support contacts
1800 803 485
www.defencereservessupport.gov.au
Notes
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ADF TRANSITION HANDBOOK
Royal Australian Naval Reserve
4.17
Naval Reserve personnel undertake an important role in today’s flexible
workforce, both at sea, and ashore.
4.18
The Naval Reserve is an integrated part of the Royal Australian Navy
and consists of Service Categories (SERCAT) 2 (formerly the Standby
Reserve), 3 and 5 (formerly the Active Reserve).
4.19
Personnel who joined the Permanent Navy after 1 July 2003 must
transfer to the Standby Reserve for a period of five years upon
separation from the Permanent Navy. Exceptions include members who
were subject to disciplinary, medical terminations of service or who reach
Compulsory Retirement Age.
4.20
Reserves can volunteer to transfer to any SERCAT. Reserve personnel
can also volunteer to undertake periods of service in Service Option
(SERVOP) C (formerly referred to as Continuous Full Time Service
(CFTS)). The Conditions of Service, and service obligations, for CFTS
are the same as those for Permanent Navy personnel.
4.21
For those who joined the Navy before 1 July 2003, transfer to the Naval
Reserve is voluntary, but recommended as a means of keeping your
options open for future Naval service.
4.22
If you transfer to the Naval Reserve you must retain and maintain your
uniform at your own expense for three years. After that time, Defence will
replace your uniform on a one-for-one basis, in line with the promulgated
uniform scales and standards as documented in ABR 5762.
4.23
The current Reserve Service Day (RSD) limit is 200 days per financial
year. There is no automatic allocation of days to Reserves (the days
must be requested and a Posting approved). Before a Naval Reserve
can be allocated RSDs, there must be a funded position identified and a
Posting promulgated in the List of Sailor Postings/List of Officer Postings
(LSP/LOP. NO POSTING = NO PAY.
4.24
SERCAT 3 and 5 Reserves are required to have a medical conducted at
a Defence Health facility every 5 years. Personnel should ensure when
separating they have their Unit Medical Record forwarded to their new
locality.
4.25
The Compulsory Retirement Age (CRA) in the Naval Reserve is currently
65 years of age.
Service Category 3/5
4.26
If you join SERCATs 3 or 5 you may volunteer to be posted to any of the
following:
 Funded Reserve Commitment (FRC) positions. FRC positions are
part of Navy’s Total Integrated Workforce. They are enduring and
function alongside Permanent Navy and Civilian positions to deliver
the capability outcomes required of the unit or department to which
they belong.
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ADF TRANSITION HANDBOOK
 Vacant Permanent Navy positions. Reserve personnel may be
posted to vacant Permanent positions to fill a long-term (CFTS) or
short-term (reserve service days) vacancy.
 Short Term Reserve Positions (STRP). STRP are short term
positions intended to undertake tasking that is essentially 'project' or
limited tenure in nature. These tasks are beyond the normal scope
that a unit or department is resourced for. These positions are
intended to produce specific outcomes, and are funded for a finite
duration. STRP are established for a single financial year but may, in
some circumstances, be extended.
 ForceNet. DCN has directed that all SERCAT 3 and 5 personnel
must create and maintain an active user account on the ForceNet
application. Failure to meet this directive will result in a directed
transfer to SERCAT 2, and an inability to render Reserve service.
Service Category 2
4.27
Unless a mandatory call-out of Reserve personnel is made, SERCAT 2
personnel have no formal Service commitment, but are required to inform
Navy of their current contact details annually. SERCAT 2 Reserves may
volunteer for transfer to SERCATs 3 or 5 to undertake service once a
position has been identified and a posting request submitted into a
reserve billet.
4.28
ForceNet. All SERCAT 2 Naval Reserve personnel are encouraged to
create and maintain an active ForceNet user account. This will enable
you to stay in contact with Navy, and to remain engaged for Reserve
service opportunities should your personnel circumstances change.
Navy Reserve contacts
Each state has its own Regional Reserve Office. Listed below are the contact
details for the state/Territory in which you intend to reside.
ACT
02 6144 7070
navyres-act@defence.gov.au
NSW
02 9359 4452
navyres.nsw&fhq@defence.gov.au
ALBATROSS
02 4424 1357
navyres.nasnowra@defence.gov.au
SOUTH QLD
07 3332 3516
navyres-qld@defence.gov.au
CAIRNS
07 4042 0188
navyres.cairns@defence.gov.au
CERBERUS
03 5931 5990
navyres.vic@defence.gov.au
STIRLING
08 9553 2959
navyres-wa@defence.gov.au
TAS
03 6237 2032
navyres.tas@defence.gov.au
SA
08 8305 6109
navyres-sa@defence.gov.au
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ADF TRANSITION HANDBOOK
Army
4.29
Capability. The Army Reserve is a fundamental part of the total Army
capability and participates in a wide range of operational activities. Over
10,000 Reservists have deployed in recent operations.
4.30
Getting involved. If you wish to commence Reserve service in the near
future it can be a benefit to organise your service before leaving the
permanent service.
4.31
Call out. Generally, all trained members transferring out of the
permanent force remain liable for call out for five years.
4.32
Defence Home Ownership Assistance Scheme (DHOAS). Members
participating in the Defence Home Ownership Assistance Scheme
(DHOAS) should advise DVA of their change of circumstances. DHOAS
eligibility can be preserved using Reserve service to maintain the
required continuity of service. Section 8 provides additional information.
4.33
New Management Terms. The ADF has adopted the new ADF Total
Workplace Model outlined earlier in paragraphs 4.1 to 4.4.
Consequently, the Australian Army Reserve now consists of three
Service Categories (SERCATs) that can be summarised as:
 SERCAT 2 (Standby Reserve);
 SERCAT 3 (Standby Reserve on DA26 agreements); and
 SERCAT 5 (Active Reserve).
SERCAT 2 and 3 (formerly known as the Standby Reserve)
4.34
SERCAT 2 Role. SERCAT 2 members are Reserve members are not
required to render service but do have a service obligation to contact
Army annually confirming contact details either by completing an Annual
Contact and Health Declaration form or updating details via Home Portal.
4.35
Improved Flexibility. If you join SERCAT 2, you can take a period of
time to settle into your new job and lifestyle before considering
committing to service via a DA26 (SERCAT 3 agreement) or transferring
to SERCAT 5 or the regular Army (SERCAT 6 or 7).
4.36
Separation from the Army. If you do not conduct any voluntary service
within a five year period, you may be automatically separated from the
Army.
4.37
SERCAT 3 (Projects). When members are successful in obtaining work
either through networks or advertised jobs on Forcenet or Army.gov they
undertake that work via completion and approval of a SERCAT 3
Agreement, also known as a DA26 agreement (previously referred to as
DA 50). For further information please refer to the Directorate and
Standby Reserve Management (DPSRM-A) link in the contacts box
below.
4.38
Further Information. For assistance on SERCAT 2 and 3 service,
obligations and opportunities, please contact
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ADF TRANSITION HANDBOOK
standby.reserve@defence.gov.au, or phone 1800 808 073, or visit the
website link listed in the box below.
SERCAT 5 (formerly known as the Active Reserve)
4.39
Employment Options. If you wish to be involved on a regular basis you
may seek to transfer to SERCAT 5. Transfer to SERCAT 5 is subject to
you meeting the job requirements and whether there are available
positions within your region.
4.40
Conditions of Service. SERCAT 5 provides flexible employment
arrangements and eligibility to additional Conditions of Service. To be
eligible for the Defence Home Ownership Assistance Scheme, Health
Support Allowance, Service awards and other benefits of service, a
Reservist is generally required to render a minimum training obligation of
20 days per financial year and be medically compliant.
4.41
Role. When members nominate or transfer to SERCAT 5 they have
indicated their availability to be posted to units located throughout
Australia. Posted Reservists are required to parade regularly to meet
their mandated training obligations. SERCAT 5 Reservists are required
to have a medical conducted at a Defence Health facility every 5 years.
Personnel should ensure when separating they have their Unit Medical
Record forwarded to their new locality.
4.42
Reserve Service Days (RSD). All Reserve service is subject to the unit’s
resource allocation of Reserve Service Days (RSD), so ensure RSD are
available for your intended service.
4.43
Flexibility. If you need to temporarily reduce your Reserve participation
due to a lack of availability, you can ask to transfer to SERCAT 2.
SERVOP C (formally known as Continuous Full Time Service)
4.44
Reserve personnel can also volunteer to undertake periods of SERVOP
C (Continuous Full Time Service). This re-categorisation would be
required if were to deploy and remain a Reservist. SERVOP C
opportunities are available to SERCAT 3 or SERCAT 5 Reserves.
ForceNet
4.45
Please stay in contact via the ADF internet based platform called
ForceNet that is accessible anytime, anywhere via any desktop, tablet, or
mobile device. All triservice Reserve projects are regularly advertised in
ForceNet. A detailed explanation of ForceNet is in Chapter 11. The
contacts for ForceNet are: email forcenet@defence.gov.au, or the
Support Desk on 133 272.
Reserve service
4.46
Reserve service is not like permanent service where ‘the system’
organises your posting and service. Commencing Reserve service will
require you to be a self starter who looks for and capitalises on the
opportunities and flexibility to be found in Reserve Service.
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ADF TRANSITION HANDBOOK
Contacts
4.47
The Soldier and Officer Career Management links and Project contacts
are listed in the box below.
www.army.gov.au
http://drnet.defence.gov.au/ARMY/DRSCMA/pages/Home.aspx
http://drnet.defence.gov.au/ARMY/DROCMA/pages/Home.aspx
http://www.army.gov.au/Army-life/Army-careers/Directorate-of-Projects-and-StandbyReserve-Management
http://drnet.defence.gov.au/ARMY/DPSRM/pages/Home.aspx
Notes
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Air Force
4.48
Air Force Reserve (AFR) members are integrated with Permanent Air
Force (PAF) members in Air Force units and Non Service Groups across
Australia such that the modern AFR has become vital to the delivery of
capability.
4.49
Prior to regulatory changes facilitating the introduction of the tri-service
TWM in 2016, the AFR consisted of five Reserve categories (four active
(Active Reserve (AR), Specialist Reserve (SR), High Readiness Active
Reserve (HRAR) and High Readiness Specialist Reserve (HRSR)) and
one inactive (Standby Reserve (StR))). These categories formally
delineated between specialist and non-specialist reservists and in the
case of the AR and SR were further broken down into the Operational
Employment Group (OEG) and the Supplementary Employment Group
(SEG).
4.50
Today, the AFR consists of four SERCATs that reflect distinct service
commitments, conditions of service, career management and entry
criteria:
 SERCAT 5 (formerly the OEG). SERCAT 5 members are posted to
positions which have an associated Reserve Service Day (RSD)
obligation expressed in terms of minimum efficiency requirements (7
RSD for specialists (see ‘Specialists’ below) and 20 RSDs for all other
members) plus additional days associated with the role and expected
capability output of the position. This total RSD allocation confirms
both the level of funding assigned to the position for the duration of a
member’s posting and the commitment expected of the member as a
condition of their posting. Subject to Unit tasking requirements,
members may be invited to perform duty in addition to that required
by their position.
 Subject to the nature of duty, some SERCAT 5 positions require the
incumbent to maintain their Individual Readiness (IR) status.
 SERCAT 4 (formerly the HRR). SERCAT 4 is characterised by a
commitment to provide capability at short notice when ‘called for’ by
CAF. SERCAT 4 members who have been ‘called for’, will perform
this duty on continuous full-time service – also known as SERVOP C.
Commensurate with the ‘call for’ liability SERCAT 4 members are
required to maintain their Individual Readiness (IR) status and in
return may access financial conditions of service not available in the
other SERCATs.
 Like SERCAT 5, SERCAT 4 members are posted to positions which
have an associated Reserve Service Day (RSD) obligation expressed
in terms of minimum efficiency requirements (7 RSD for specialists
(see ‘Specialists’ below) and 50 RSDs for all other members) plus
additional days associated with the role and expected capability
output of the position. This total RSD allocation confirms both the
level of funding assigned to the position for the duration of a
member’s posting and the commitment expected of the member as a
condition of their posting. Subject to Unit tasking requirements,
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ADF TRANSITION HANDBOOK
members may be invited to perform duty in addition to that required
by their position.
 SERCAT 3 (formerly know as the SEG). SERCAT 3 consists of
Reservists who are available to render service and, in the absence of
SERCAT 4 or 5 opportunities that suit their circumstances, wish to be
considered for other funded, non-enduring tasks, projects and
backfilling opportunities. SERCAT 3 members only render service
where they volunteer for and secure funded work.
 SERCAT 3 members are posted to pool positions which have no
predetermined capability output other than that which may be
assigned. For WGCDRs and below these pool positions are primarily
established at Headquarters and Wings of the Force Element Groups
(FEGs) and City squadrons. Conversely, all SERCAT 3 GPCAPTs
and above are posted to PERSBR-AF pool positions.
 SERCAT 2 (formerly known as the StR). SERCAT 2 comprises
previously active members of the PAF and the AFR who have no
immediate plans to render service and no service obligation other
than via ‘Call Out’ (see ‘Voluntary Service below). SERCAT 2
members are expected to ensure their contact details are current. Air
Force Personnel Branch will contact Standby Reserve members
annually – usually Aug/Sep – to confirm and/or upgrade personal
contact details.
 Subject to suitability for service and an identified capability need,
SERCAT 2 members can generally recommence active service in
either the PAF or the AFR (SERCATs 3, 4, or 5) more readily than if
their service has been terminated.
4.51
General information. General information applicable to the AFR:
 Transfer to the AFR. Unless determined otherwise, all PAF
members transfer to the AFR at the end of their period of service.
Unless determined otherwise beforehand, on transfer to the AFR,
members will commence in SERCAT 2. Members enlisted before 01
January 1996, Officers appointed before 01 July 2003 and Gap Year
members cannot be compelled to transfer to the AFR but, subject to
suitability, are encouraged to do so. Members will not transfer to the
AFR where:
o their service is terminated;
o they have not completed initial recruit or officer training (as
applicable) and initial employment training; or
o they have reached the Compulsory Retirement Age (CRA)
applicable to the AFR (unless otherwise extended beforehand).
 Cessation of service in the AFR. On transfer to the AFR from the
PAF, members will remain in the AFR until they reach their CRA
(typically 65) unless:
o they reach the end of a period of service (may be brought forward
by application);
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ADF TRANSITION HANDBOOK
o their service is terminated by active intervention; or
o they have not undertaken any RSDs within any consecutive period
of five years.
 Voluntary service. Other than where service is directed by the
Governor General under ‘Call-Out’ provisions, all Reserve Service is
voluntary. Reserve members may also be utilised in PAF positions to
backfill a vacant position either on CFTS (SERVOP C) or RSD or to
supplement a position where the incumbent is in SERCAT 6. The
Conditions of Service for SERVOP C are the same as those for PAF
members, with the exception of the payment of Uniform Maintenance
Allowance. SERVOP C members retain their entitlement to uniform
exchange.
 Mandatory Training and Individual Readiness. All Reservists
undertaking RSDs are required to undertake the full suite of Annual
Mandatory Training whereas compliance with IR requirements is only
mandatory for SERCAT 5 members in IR designated positions and all
SERCAT 4 members.
 SERCAT 3 and SERCAT 5 members are required to have a medical
and dental assessment every five years. With the exception of
SERCAT 2, all aircrew and JBAC members are required to undertake
a medical assessment (the SESAHA) annually. When transferring to
the AFR, PAF members should ensure their Unit Medical Record
forwarded to their new locality.
 Uniforms. Following transfer from the PAF to the AFR, members
must retain their uniform for five years. Members transferring directly
from SERCAT 6 or 7 to SERCATs 3, 4 or 5 may be able to exchange
personal clothing following the completion of 12 months service in
accordance with AAP 3032.001 - Air Force Clothing Policy Manual.
Enquiries should be directed to DDUNIF-AF.
 Specialists. For the purpose of determining efficiency requirements
within the AFR, LEGAL, CHAP, PAO, SCO and all officers in health
specialisations are considered specialists.
 Defence Home Ownership Assistance Scheme (DHOAS).
Members who have accessed, or who intend to access, a DHOAS
loan should understand how their eligibility is impacted on separation.
Most particularly, it is important to advise DVA of your change of
circumstances (if already in receipt of a DHOAS loan) and, where
transferring to the AFR, to seek DVA’s advice concerning Reserve
service requirements both in the Financial Year in which your transfer
and in subsequent years. Breaks in service as a Reservist can have
far reaching consequences. Section 8 provides additional information
useful information including how to contact DVA.
 Health Support Allowance (HSA). Subject to meeting eligibility
requirements applicable to their SERCAT, AFR members may apply
for the HSA. SERCAT 4 requirements and quanta differ from those
applicable to SERCATs 3 and 5.
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ADF TRANSITION HANDBOOK
Air Force Reserves contacts
Directorate of Personnel-Air Force (DP-AF) website
http://drnet.defence.gov.au/raaf/DPAF/pages/Home.aspx
Directorate of Senior Officer Management-Air Force (DSOM-AF) website
http://drnet.defence.gov.au/raaf/PERSAF/PersonnelBranchAF/Pages/Senior%20Officer%20Management%20-%20Air%20Force.aspx
Members are encouraged to register on ‘ForceNet’, which is a secure website
that provides access to Defence services and information. ForceNet can be
used to register your interest for employment opportunities
www.forcenet.gov.au
When considering your move from the PAF to the Reserve you should look at
the level of contribution you think would like to make and discuss possible
options with your Career Manager.
Notes
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ADF TRANSITION HANDBOOK
ForceNet – Staying Connected
4.52
A new communication tool, ForceNet, has been introduced into the
Australian Defence Organisation. All current and former members of the
Australian Defence Force (ADF) with a current PMKeyS number,
including members of the Australian Public Service (APS) working in
Defence, can join ForceNet.
4.53
ForceNet is a secure UNCLASSIFIED (including FOUO and sensitive
DLM) ePortal that sits external to the Defence Restricted Network. It is
designed to keep you connected with your Defence colleagues; allowing
you to remain in touch with your mates as you transition from permanent
service into the Reserves or civilian employment. ForceNet is accessible
anytime; anywhere you have access to the Internet, including your
mobile device.
4.54
Regardless of your Defence status (Permanent, Reserve, Former
Member of the ADF (civilian) or APS), you are able to:
 Communicate with members of the Defence community via
individual messages or by joining professional or social groups.
 Search for opportunities to serve with Defence either as a reservist
or if you are interested in returning to Defence full time.
 Find out about your entitlements, including DVA support and
services, some of which are available while you are serving.
 Complete a User profile to allow you to volunteer personal
information, including current contact details, location, professional
experience, skills, etc. so that you may receive more personalised
content on ForceNet.
4.55
To ensure ForceNet remains a secure environment in
which members can communicate, you are required to register to
ForceNet using your PMKeyS number. You will receive your username
and be asked to create a password via your alternate (personal) email
address as recorded in your PMKeyS file. Please ensure you update
your contact information in PMKeyS prior to registering on ForceNet.
4.56
For questions about ForceNet email the team at
forcenet@defence.gov.au, or if you have any issues registering or using
ForceNet, call the Support Desk on 133 272.
Notes
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5. Defence leave matters
Leave checks
5.1
Your Pay and Administrative Centre (APAC or PAC-NSW) will conduct a
leave check before your transition date.
5.2
If you plan to take leave before your transition date you must submit your
leave forms as soon as possible. If using PMKeyS Self Service you must
ensure that your supervisor finalises the process before you go on leave.
Recreation leave
5.3
Subject to having leave approved, you may either use all your leave
before you transfer all or part of your leave or receive pay in lieu on
transition. Pay in lieu is based on your leave credit after your leave
record has been audited. Your leave credit on transition will include all
recreation leave accrued up to midnight on the last day of your service,
providing:
 all entitlements have been entered, e.g. Basic Recreation Leave,
Extra Recreation Leave, Remote Locality Leave;
 any non-effective service has been entered; and
 all recent leave applications have been recorded.
Transfer of ADF Recreation Leave Credit
5.4
You may request, in writing, not to be paid all or part of your Recreation
Leave entitlement if you are taking up employment with another
Commonwealth Government Agency. Please refer to PACMAN Chap 5,
Part 4, Div 8 (5.4.43).
5.5
Applications to transfer recreation leave must be submitted on Webform
AE529 at least 30 days prior to separation.
5.6
Before making the decision to transfer your recreation leave you should
seek independent financial advice. Once an application to transfer is
received it cannot be revoked if you change your mind.
ADF Long Service Leave
5.7
ADF Long Service Leave (LSL) accrues at the rate of three months after
the first 10 years of continuous eligible service, and 0.3 months for each
year after 10 years. If approved, you can take LSL during service on full
or half pay. If you are entitled to be paid LSL on transition, it will be
automatically processed by the PAC-NSW, unless a written request not
to be paid is received by PAC-NSW well in advance of your intended
transition date. You must advise the PAC-NSW of your request and they
will arrange for a Statement of Service to be sent to your gaining
employer with full details of your LSL entitlement.
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ADF TRANSITION HANDBOOK
Transfer of ADF Long Service Leave entitlement
5.8
You may request, in writing, not to be paid out your LSL entitlement if
you intend to take up future government service within 12 months. Be
sure to discuss this with both the losing and gaining employer as
individual circumstances may vary.
5.9
In some circumstances, transferring LSL will involve transferring funds to
the gaining employer. This will only occur if you transfer to another
Commonwealth Government agency. If you transfer to a state or local
government agency you must check that your new employer will accept
the liability without funds transfer from Defence. This request will be
actioned by PAC-NSW upon receipt of your request.
5.10
If you have not served 10 years and are not entitled to receive payment
of your accrued LSL, you can still ask to transfer your pro-rata accrued
LSL to the gaining government body for continuity purposes.
5.11
If you want to transfer your LSL you must submit your request using
Webform AE354. You must follow the instructions on the form to lodge,
at least 30 days prior to separation.
Statement of service for Long Service Leave and Personal
Leave purposes
5.12
In some cases, a future government employer may recognise ADF
service for LSL accrual purposes. You should contact your future
employer to discuss their individual policies as it will vary from agency to
agency.
5.13
If you commence APS employment you may be eligible to have your
ADF service recognised for the accrual of personal leave. For example, if
you start APS employment with the Department of Defence within 2
months of leaving the ADF, you will be credited with 3 weeks full pay
Personal Leave (sick leave) on appointment and a further 2 weeks for
each completed year of ADF service up to a maximum of 26 weeks.
5.14
Defence cannot provide advice on the policies of other government
bodies. You should discuss these matters with your gaining APS Human
Resources area.
5.15
To request a statement of service you must submit form AE354 and
lodge it according to the instructions on the form.
 You can contact the Defence Service Centre on
1800 DEFENCE (1800 333 362) if you have any questions.
Recognition of prior service
5.16
If you have previously worked for another government agency you may
be eligible to have your prior service recognised for LSL accrual
purposes. Some Reserve service undertaken before your full-time
service may also be recognised for accrual purposes. You should
arrange to have any previous service recognised as soon as possible
and well in advance of transition.
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ADF TRANSITION HANDBOOK
5.17
You must lodge your request for recognition of prior service by using
Webform AD575. If this request includes reserve service, you will also
need to include a Reserve Service History report which can be obtained
from Reserve.PAC3@defence.gov.au.
SERVOP C (Continuous Full-Time Service)
5.18
If you serve on periods of SERVOP C (Continuous Full Time Service)
you accrue LSL. However, you must have ceased all other government
employment to access any accrued leave or be paid in lieu. If you
undertake SERVOP C while on Leave Without Pay (LWOP) from another
government agency, they may request a Statement of Service letter on
completion of SERVOP C. This will then be assessed by your full-time
employer and may be accepted as eligible service for LSL purposes.
Notes
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ADF TRANSITION HANDBOOK
6. Defence finance matters
6.1
There are a number of financial considerations that you should consider
before you separate from Defence.
Separation pay
6.2
On the date of your separation, you will stop being paid and receiving
allowances from Defence.
6.3
Should you change your separation date or cease your separation, you
must ensure that all paperwork is submitted and approved well before
your original separation date. This will ensure that there is no possible
payout of leave entitlements and salary, as this can result in a debt.
6.4
You must contact the ROMAN Help Desk on 133 272 to ensure that you
have no money either owed to you or that you owe Defence.
6.5
If you have been paid a retention or completion benefit and fail to
complete the associated Return of Service Obligation (ROSO) you may
be required to repay all or part of the payment.
6.6
Separation pay is calculated taking into account any outstanding salary
up to the date of separation. This includes allowances as well as pay in
lieu of recreation leave and LSL. Any money or taxes owed either to
Defence by you, or by Defence to you, and any taxes, will be included in
this calculation. An example of money owed is repayment of advance or
bond and cleaning costs for Defence housing.
6.7
As long as you provide correct separation information, separation pay will
go into your bank account (the account Defence pay was deposited)
within four working days after separation.
6.8
Defence requests that you keep this bank account open for at least six
months after you separate, in case any additional payments need to be
made.
6.9
A Statement of Final Entitlement is sent to your post separation address
when the separation pay has gone into your bank account.
6.10
A Payment Summary will be sent to the same address at the end of the
financial year.
You are strongly advised to use an address after separation which
will remain active for some months.
Allotments
6.11
Allotments, such as those to bank accounts or loans, will also cease on
the day you separate. You are responsible for organising alternative
payment facilities for any allotments and you must do this before the day
you separate.
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ADF TRANSITION HANDBOOK
Salary packaging
6.12
Salary packaging arrangements will cease when you separate from
Defence. You must advise the Administrator you are separating from
Defence as soon as possible. You should complete a Cessation Form
and send it to the Administrator as early as possible before you separate.
Visit www.smartsalary.com.au to get a copy of the form.
Termination payments
6.13
If you separate from Defence under a Management Initiated Early
Retirement or a redundancy provision, you may be eligible for a
termination payment. This may incur a tax liability, which will depend on
the nature of the payment and your particular circumstances.
6.14
As these tax implications may be complex, you should consult your
financial/taxation advisor or contact the Australian Taxation Office (ATO)
for further information.
6.15
For information on the taxation of employment termination payments,
other lump sum payments, or general tax information about starting,
changing or leaving jobs, visit the ATO website at www.ato.gov.au and
go to the ‘Individuals’ section.
Notes
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ADF TRANSITION HANDBOOK
7. Superannuation
7.1
Commonwealth Superannuation Corporation (CSC) is the Trustee for the
Defence Force Retirement and Death Benefits Scheme (DFRDB),
MilitarySuper (MSBS) and the new ADFSuper Scheme.
Your superannuation entitlements on separation
7.2
Copies of the MilitarySuper Product Disclosure Statement (PDS) and the
DFRDB Book are available from www.militarysuper.gov.au or
www.dfrdb.gov.au. The Product Disclosure Statement (PDS) for
ADFSuper is now available from www.adfsuper.gov.au.
7.3
These websites provide information on the main features and
entitlements of each scheme. Further information on superannuation
entitlements relating to resignation, age retirement, medical separation,
redundancy, death and ancillary benefits are available from CSC and via
your online account. You can gain access to your online account by
contacting 1300 006 727 (MilitarySuper), 1300 001 677 (DFRDB) and
www.adfsuper.gov.au (ADFSuper).
7.4
Depending on the circumstances, benefits may be payable when you
separate from the ADF or preserved in the respective scheme.
Superannuation Invalidity Benefits process
Defence determines medical separation
7.5
You must complete either a M40 form (MilitarySuper) or D40 form
(DFRDB) and send the form to CSC no more than three months before
the date you separate. Both forms require that you include:
 your PMKeyS record of service and education; and
 an ATO Tax File Number Declaration form (indicating if you wish to
claim the tax free threshold on any invalidity pension).
7.6
CSC will notify you in writing when they receive these documents.
7.7
Defence will complete the DM042, which must list all relevant retiring
impairments. Defence forwards this form and all medical documents to
CSC.
7.8
Once CSC confirms your separation date and it has been reported by
Defence and occurred, CSC begins the assessment process.
7.9
Documents may be sent to a medical specialist who supplies a report to
CSC, if CSC requires additional supporting medical evidence.
7.10
Based on the DM042/medical file, or medical specialist report if required,
you are classified as A, B or C based on your ability to perform relevant
civilian employment. You will be notified in writing of CSC’s decision. You
have 30 days to request reconsideration of the decision.
7.11
If you are classified either A or B, a pension becomes payable
immediately.
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ADF TRANSITION HANDBOOK
7.12
If you are classified C, the following will occur:
 MilitarySuper member’s Normal separation, no benefits payable
apart from pre-99 lump sum if applicable.
 DFRDB member’s Normal separation process.
 ADFSuper member’s Normal separation process
7.13
Superannuation invalidity benefits are not means tested. They may,
however impact on other sources of income (i.e. DVA).
7.14
Pensions may be adjusted twice yearly in line with upwards movements
in the Consumer Price Index.
7.15
Medical pensions are subject to regular review. If a member continues to
remain more than 30 per cent incapacitated for relevant civilian
employment, invalidity pension payments will continue.
7.16
The CSC presents at the ADF Transition Seminars nationally throughout
the year and individual information sessions can also be arranged upon
request. CSC can only provide general information (rather than financial
advice).
Superannuation contacts
MilitarySuper
1300 006 727
www.militarysuper.gov.au
members@enq.militarysuper.gov.au
DFRDB
1300 001 677
www.dfrdb.gov.au
members@dfrdb.gov.au
ADFSuper
www.adfsuper.gov.au
GPO Box 2252, Canberra ACT 2601
Note: MilitarySuper/DFRDB can only provide general information. You are
strongly advised to seek financial advice regarding your separation and
superannuation entitlements.
Notes
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ADF TRANSITION HANDBOOK
8. Defence Housing and Relocation
Service residences and Members Choice Accommodation
(MCA) properties
8.1
Under normal circumstances, when you separate from Defence you will
know your separation date well in advance, giving you time to plan your
post-separation domestic accommodation accordingly. Consequently, a
request for an extension of tenancy from separating members is not
normally approved, unless compassionate or other unforeseen
extenuating circumstances apply. Personal or financial convenience is
not considered an extenuating circumstance.
8.2
If you anticipate the need for an extension you must seek written
approval from Defence Housing Australia (DHA) at least 28 days before
your separation date. In the application you should provide information
on:
 your intentions;
 your number of dependants and their ages; and
 details of compassionate, medical, education or other extenuating
circumstances.
8.3
When considering a request for extension of occupancy, DHA will
consider the future requirement for the property and the condition of the
property at the pre-vacation inspection. If your request to stay in the
property is approved, you will be required to pay the market rent and a
bond through a nominated real estate agent. Market rent is the rent
charged to the ADF by DHA.
Policy: ADF Pay and Conditions Manual (PACMAN) Chapter 7
ADF Housing and Meals
Rental assistance
8.4
If you receive Rent Allowance, payment will cease on the date you
separate. You should contact your real estate company one month
before you separate to obtain a final rental payment amount.
8.5
Once the final rental amount has been confirmed, you should make
arrangements as soon as possible to allow for a final rent receipt to be
issued. Forward the receipt to DHA.
8.6
Sending the receipt to DHA as early as possible will give DHA enough
time to action internal processes.
8.7
If bond and rent in advance is being recovered via your pay, outstanding
amounts will be calculated and recovered in full at the time of separation
via your pay.
Policy: ADF Pay and Conditions Manual (PACMAN) Chapter 7 ADF
Housing and Meals
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DHA contacts
www.dha.gov.au
139342
Living-in accommodation
8.8
If you live in and you anticipate the need for an extension you must seek
approval from base/unit chain of command to remain on base after your
separation date – you will also need to secure base pass access.
8.9
Contact DHA or access your Online Services Account to request a transit
room for the extended period as ‘Non-Duty’.
8.10
Higher contribution rates apply payable by invoice which are raised by
the on-base service provider.
Separation removal entitlements
8.11
Removal entitlements can vary according to your individual
circumstances. You should consult Toll Transitions well before your
separation date to determine your removal entitlement. Any applications
for removal must be approved before the separation date.
8.12
If you have completed the period of service for which you were engaged
to serve, retire upon reaching the compulsory age, or are made
redundant, (unless you are a Reserve Force member rendering CFTS)
you are entitled to a removal:
 to a residence in the locality in Australia that you nominate as your
intended place of residence after separation, provided that travel for
you and your family has also been requested to that locality; or
 in an overseas locality, to the nearest point of embarkation in
Australia for that locality.
Deferment of removal
8.13
You may defer your removal entitlement for up to 12 months after
separation and must apply in writing to Toll Transitions prior to
separation. Toll Transitions can provide further information.
Policy: ADF Pay and Conditions Manual (PACMAN) Chapter 6 ADF
Relocation on posting in Australia
Storage of effects entitlements
8.14
You must pay for all storage charges and related insurance costs from
the date of delivery to the Commonwealth removalist's store. You will be
invoiced directly by Toll transitions.
Policy: ADF Pay and Conditions Manual (PACMAN) Chapter 6 Div 7
para 6.6.51 Storage on ceasing continuous full-time service
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ADF TRANSITION HANDBOOK
Toll Transitions contacts
1800 819 167
www.tolltransitions.com.au
Defence Services Home Scheme
8.15
The Defence Services Home (DSH) Scheme provides housing benefits
to eligible veterans, ADF personnel and their dependants. The benefits
include subsidised housing loans, home support loans and associated
insurances. Further information can be found on the DSH web page at
www.dsh.gov.au or by calling 1800 722 000 or emailing
DSHSubsidyVIC@dva.gov.au.
Defence Home Ownership Assistance Scheme
8.16
Defence introduced the Defence Home Ownership Assistance Scheme
(DHOAS) on 1 July 2008. This scheme aims to assist current and former
ADF members and their families achieve home ownership. DHOAS
provides a subsidy payment for eligible members and is administered by
DVA. To access DHOAS, you will need to meet certain conditions as well
as take out a DHOAS home loan with one of the three Defence
nominated Home Loan providers. They are:
 Australian Military Bank (formally known as Australian Defence Credit
Union);
 Defence Bank; and
 National Australia.
8.17
Separating from the ADF changes your DHOAS entitlement in regards to
accruing service credit, accessing additional subsidy certificates and your
eligible tier level.
8.18
You are encouraged to apply for a DHOAS Subsidy Certificate prior to
separating as once you have separated from Defence you may only
apply for one last Certificate under the DHOAS. As a separated member
you must submit your application to the DVA within two years from the
date you are deemed to have separated for the purpose of the DHOAS.
Importantly, you must use your Certificate within 12 months from the date
of issue.
8.19
For information regarding the DHOAS conditions, eligibility and
entitlement contact DVA.
8.20
Reservists are also eligible for DHOAS if you complete your minimum
service requirements each financial year (usually 20 days).
DHOAS contacts
1300 4DHOAS (1300 434 627)
www.dhoas.gov.au or email dhoas@dva.gov.au
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Defence Service Home Insurance Scheme
8.21
The Defence Service Home Insurance (DSHI) Scheme provides home
insurance for eligible veterans including any DHOAS eligible personnel.
DSHI provides broad coverage at competitive prices.
8.22
DSHI can be for your residence or any investment property you own.
8.23
DSHI also provides, under an agency agreement with QBE, a variety of
personal insurance products including contents, motor vehicle, boat,
caravan, motor cycle and travel insurance.
Home Purchase or Sale Expenses Allowance
8.24
Subject to certain eligibility provisions, you may be entitled to Home
Purchase or Sale Expenses Allowance (HPSEA) on the sale of your
home provided you previously received payment of HPSEA for the
purchase, or payment under the Home Purchase Assistance Scheme
(HPAS). You must have been living in the home in your final posting
location, and must have moved to another location. The date of contract
for sale must be within a period of two years beginning 12 months before
the date of cessation of your service and ending 12 months after the
cessation of your service. You cannot apply for HPSEA Sale on
termination (PACMAN 7.3.30) until after you have relocated out of your
final posting location. There is no entitlement to HPSEA or HPAS for the
purchase of a home on or after separation. Please note that
reimbursement of costs associated with an approved HPSEA Sale on
termination will not be paid until after you have separated from the
Service.
Policy: ADF Pay and Conditions Manual (PACMAN) Chapter 7 ADF
Relocation on posting in Australia
Notes
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ADF TRANSITION HANDBOOK
9. Other separation requirements
ADF Identity Cards
9.1
Transitioning ADF members may be able to retain their ADF purple
Identity Card (ID) when they transfer to the SERCATs 3-5 (Active
Reserves).
9.2
ADF members transitioning from the ADF must surrender their family
member cards, as part of the routine exit paperwork for all Defence
personnel, DSM part 2.61 - Annex B.
Grey Series ID Cards
9.3
Standby Reserve ID cards are issued to all members transferring from
the Permanent (SERCASTs 6 and 7) or Active Reserves (SERCATs 3, 4
and 5) to the Standby Reserve (SERCAT 2). The card must have a
expiry date, five years from date of issue, printed on the back. Cards may
be renewed subject to the member meeting individual Service.
9.4
If you do not have Active Reserve position details at the time of transfer
then you will be required to surrender your ID card in line with the
Defence Security Manual (DSM).
9.5
Retired Member ID cards are issued to all members separating from
the ADF who have a Level 3 entitlement under the Career Transition
Assistance Scheme provisions contained in the ADF Pay and Conditions
Manual. Level 3 is defined as 18 years or more service, or has left the
ADF compulsorily for any of these reasons:
 medically unfit to continue service;
 compulsory retirement age (CRA);
 a Management Initiated Early Retirement (MIER); or
 to meet the needs of the Service (i.e. declared redundant).
9.6
For medically separating members a document proving their status must
be produced prior to being issued a Retired Member ID card.
9.7
The entitlement to a Retired Members Identity Card does not apply to a
member whose service is terminated on disciplinary or adverse
administrative grounds.
9.8
There are no unescorted base or facility access or escorting privileges
associated with the Grey Card. This card is used for proof of identity
only.
9.9
Information and application form can be obtained at:
http://drnet.defence.gov.au/dsrg/PassOffice/Pages/Home.aspx
9.10
Further advice on any aspect of the Defence Security policy can be
accessed through the link below:
http://spintranet.defence.gov.au/dsa/policy-and-advice/Pages/psac.aspx
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Official passports
9.11
Official passports must be returned to the members sponsoring authority
prior to transitioning from the ADF. The sponsoring authority is the unit or
directorate responsible for the request for a publicly funded passport. For
Navy members, the administrative centre is the local Naval Coxswains
office.
9.12
If a member transfers to the SERCATs 3-5 (Active Reserves), Service
authorities may retain your official passport if it is anticipated that you
may need the passport for Service duties at a later time.
9.13
Expired passports should be returned to Department of Foreign Affairs
and Trade for cancellation or renewal.
Defence Travel Cards
9.14
You must ensure all outstanding transactions (uncoded transactions and
unresolved disputes) have been fully processed in the Card Management
System (CMS) well before you separate. If this is not possible, you must
make arrangements for someone to do this on your behalf by using the
‘Assign Authority’ function.
9.15
If you are transferring to the Active Reserve and will be required to
undertake official Defence travel as part of that role, you may retain your
Defence Travel Card (DTC). It is your responsibility to advise your CMS
Supervisor and Corporate Cards via email of your new contact details,
unit name, unit supervisor and cost centre code.
Email: corporate.cards@defence.gov.au
Defence Purchasing Cards
9.16
If you hold a Defence Purchasing Card (DPC) you are responsible for
returning it to the issuing authority prior to your transition date.
ADF licences
9.17
State and Territory road transport authorities recognise Defence driver
training as fulfilling the training requirements to drive civilian vehicles on
public roads within Australia. The authorities will allow the holders of an
ADF driver’s licence to obtain, for a fee, civilian licences without further
training or testing. An ADF driver’s licence cannot be transferred to a
State or Territory civilian licence once the Defence member has
terminated service or no longer holds a current ADF driver’s licence.
9.18
The process is initiated by the member’s unit writing to the Chief Driving
Instructor (CDI) cell for Army and Air Force and Deputy Training
Authority Logistics (Supply And Health Facility (DTA LOG (SHF)) for
Navy. The correspondence is to include the following information:
 member’s regimental details;
 confirmation of the member’s currency on the licence codes to be
transferred;
 a copy of the member’s Form AC795;
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ADF TRANSITION HANDBOOK
 unit point of contact;
 address, fax number and point of contact where the civilian licence
will be issued; and
 a copy of the member’s Form AD874 (Air Force only).
9.19
All ADF Licence conversion requests should be initiated 30 days prior to
separation.
9.20
The CDI for Army/Air Force or DTA LOG (SHF) for Navy will then fax a
letter of verification to the relevant civilian licence issuing authority and
advise the unit point of contact that the letter has been faxed.
9.21
The member then reports to the relevant civilian licence issuing authority
with the following documentation:
 current Service Identification Card;
 current ADF driver’s licence; and
 proof of residency within the relevant jurisdiction.
9.22
For enquiries regarding converting to a civilian licence Army and Navy
members can contact the Transport Manager (TM) and Air Force
members should contact the Road Movements Officer (RMO).
9.23
For further information please refer to the Defence Roads Transport
Manual on the link below:
http://intranet.defence.gov.au/DRINHome/docs/DRTM_Chap2-18.pdf
ADF Wills
9.24
Defence Community Organisation is the custodian of all Wills lodged with
Defence for Permanent Force and Reserve on SERVOP C. Wills are
returned to former ADF members during their transition process or by
registered mail to their post separation address. It is therefore critical that
you provide Defence with your post separation address to facilitate the
return of your Will.
9.25
Before you separate from Defence, you can update your Will through
Defence Legal.
9.26
To do this, visit the website below and select the ‘Wills, Power of
Attorney and Legal Assistance’ box to locate the contact details for the
nearest legal office in your state or territory.
http://drnet.defence.gov.au/AssociateSecretary/DLD/Pages/Welcome.aspx
Notes
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ADF TRANSITION HANDBOOK
Certificate of appreciation/service
9.27
Certificates of appreciation/service are available to all separating
members. Each Service has individual requirements:
 Navy You will receive a Certificate of Service from your Career
Management Agency at your post separation mailing address,
approximately six weeks after you separate.
 Army You will receive a Certificate of Appreciation (AD117 – Chief of
Army Appreciation of Service) before you separate. This process
should be conducted by your unit in a separation ceremony. Army
Personnel Coordination Detachment (APCD) will also provide you
with a Certificate of Appreciation but with different wording. If you
separate administratively you are not entitled to receive a Certificate
of Appreciation.
 Air Force You will receive a Certificate of Service on your last
working day. Only in exceptional circumstances will the Certificate of
Service be forwarded to your post separation address.
9.28
The ADF Transition Centre will provide Navy members with an Interim
Certificate of Service.
9.29
Separating Air Force members who have not received their formal
Certificate of Service may request the ADF Transition Centre to issue an
Interim Certificate of Service.
9.30
Army requires Transition Officers at an ADF Transition Centre to issue
an Interim Transition Notice (PE071) for all separating Army members.
Records of employment and training
9.31
Navy personnel, who have not previously received original copies of their
accreditation, should apply immediately to Navy RTO. Accreditation is
now issued at point of achievement or upon request. These documents
will be sent electronically to your nominated email address.
9.32
Navy personnel who have access to the DRN are required to complete
an AE204. Member without DRN access/apply post Separation should
contact the Defence Call Centre (1800 333 362).
Defence civilian accreditation program
9.33
To assist with post-employment, Defence may provide you with
nationally recognised civilian qualifications on the basis of the training
and experience you have received in your ADF service.
9.34
Navy members all services completing accredited training under Navy's
scope of registration are being issued qualifications automatically post
course. Members who have completed accredited training under Navy's
scope of registration and have not been issued the associated
accreditation should complete webform AE204 and submit electronically
(via submit button on form) to Navy RTO at least 3 months prior to their
last working day. Members are to provide a forwarding email address
which will be valid for at least 3 months post Transition to ensure timely
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ADF TRANSITION HANDBOOK
receipt of their accreditation. Members may apply for accreditation post
separation by logging a request via the Defence Call Centre on
1800DEFENCE. Further information can be obtained at:
www.navy.gov.au/rto.
9.35
Army members - members completing accredited training under Army's
scope of registration are being issued qualifications automatically post
course. Members who have completed accredited training under Army's
scope of registration and have not been issued the associated
accreditation should access the RTO Section webpage at HQ
FORCOMD for further information:
http://drnet.defence.gov.au/Army/FORCOMD/pages/Home.aspx
9.36
Air Force members can obtain information relating to accreditation on
the website:
http://drnet.defence.gov.au/RAAF/AFTS/Qualifications/Pages/Nationallyrecognised%20qualifications.aspx
Membership of professional institutions
9.37
Due to their training and experience, many Officers and Senior Non
Commissioned Officers, may be eligible for membership of various
professional institutions and associations. These memberships can help
you find civilian employment appropriate to your training and
qualifications. You should approach the particular institution relevant to
your speciality for further information.
Notes
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ADF TRANSITION HANDBOOK
Honours and awards
Claiming full medals entitlement
9.38
Before you leave Defence, you should ensure you have your full medal
entitlement, including service, campaign and long service medals.
9.39
If you believe you have an outstanding entitlement, please submit an
online application form available on the Defence Honours and Awards
(DH&A) website.
9.40
Be sure to provide the Directorate with your current mailing address. This
will ensure outstanding entitlements are dispatched to the correct
location.
9.41
Detailed information about medals awarded for Defence service under
the Australian Honours System is available on the DH&A website though
the link below.
Directorate of Honours and Awards contact information
Directorate of Honours & Awards
Department of Defence
PO Box 7952
CANBERRA BC 2610
Medals Inquiry Line
1800 333 362 (toll-free within Australia)
+61 2 6266 2988 (from overseas)
www.defence.gov.au/medals
Notes
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ADF TRANSITION HANDBOOK
The YourSay Leaving Defence Survey
9.42
Your Service would genuinely like to understand the reasons for your
transition from or within the ADF, so you are invited to complete the
YourSay Leaving Defence survey and share your experiences of ADF
life.
9.43
The results of YourSay Leaving Defence are delivered to the Chief of the
Defence Force, Chief of Navy, Chief of Army and Chief of Air Force, as
well as Service workforce managers, and are used to help make
improvements to personnel policies for current and future members.
9.44
The YourSay Leaving Defence survey should take approximately 25 to
30 minutes of your time and is voluntary. You can access the link below
from the DRN or from outside of the DRN on your own computer,
smartphone or tablet. If you have already received an email containing a
link to the survey please complete the survey only once.
https://vinta80.anchor.net.au:443/surveys/s?s=12654
(Please note the ‘s’ after the ‘http’. This URL is case sensitive.)
9.45
The survey is administered by the Directorate of People Intelligence and
Research (DPIR) within Workforce Planning Branch. Any information you
provide is kept in a confidential database, held and accessed only by
Workforce Planning Branch staff.
9.46
Further information regarding the survey can be found on page 83 of this
Handbook and on the first page of the online survey. However, if you
have any further questions or concerns, please email the YourSay
Leaving Defence research team at:
YourSay.leavingdefence@defence.gov.au.
Notes
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ADF TRANSITION HANDBOOK
10. Future employment support
Career Transition Assistance Scheme
10.1
The Career Transition Assistance Scheme (CTAS) provides ADF
members with assistance to help facilitate their transition to civilian
employment on separation. CTAS is available to all permanent members
of the ADF and those Reserve members who have rendered SERVOP C
(CFTS) and meet eligibility requirements.
10.2
CTAS assistance is a condition of service and the benefits are
determined by the length of qualifying service. The window of opportunity
to access benefits is 12 months prior to and up to 12 months post
separation.
10.3
Additional assistance is provided to you if your separation is for medical
reasons, you are declared redundant or you accept a Management
Initiated Early Retirement (MIER) package.
Eligibility
10.4
To be eligible for CTAS benefits you must provide evidence of your
intention to separate. The number of years of service will determine
which of the three levels of CTAS you are eligible for.
10.5
The following levels apply to CTAS:
Level 1
Less than 12 years’ service.
Level 2
12 but less than 18 years’ service.
Level 3
18 or more years’ service, or you have left the ADF for any
of these reasons:
 you are medically unfit to continue service;
 you have reached compulsory retirement age;
 you are going through MIER; or
 to meet the needs of the Service (i.e. you have been declared
redundant).
10.6
Adverse Administrative separation may not attract a CTAS entitlement.
Further details are contained in the ADF Transition Manual.
Notes
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ADF TRANSITION HANDBOOK
Benefits
Type of
Separation/
Years Service
CTAS
Level
Approved Absence (AA)
for Career Transition
Activities such as CTT,
CTMC, CVC and FC.
Career
Transition
Training –
(CTT)
Up to $5,320
Alternatively AA may be
used to attend job
interviews, appointments
or On Job Experience
(OJE)
Less than 12
years’
service
12 to less
than 18
years’
service
1
Yes – up to 5 days
Must have completed
initial category / corps
/ or mustering training
No
Career
Transition
Management
Coaching –
(CTMC)
Up to $2820
CV
Coaching
(CVC)
Up to $253
Financial
Counselling
(FC)
Up to $518
No
No
No
Yes
No
EITHER / OR
2
Yes – up to 10 days
Yes, up to
$1100 if
CTMC is not
undertaken
Yes, up to
$1100 if
CTT not
undertaken
EITHER / OR
CRA or
18+ years’
service
3
Yes – up to 23 days
Yes, up to
$5320 if
CTMC is not
undertaken
Yes, up to
$2820 if
CTT not
undertaken
Yes
No
Medical
MIER
Redundancy
3
Yes – up to 23 days
Yes
Yes
Yes
Yes
Note: For CTT to be available the member must not have gained suitable employment.
Career Transition Training (maximum amount $5,320)
10.7
Proposed Post Separation Employment: - The aim of CTAS is to
assist members who are seeking post separation employment. In order
to assess any training requirements, it is necessary for the CTAS
delegate to have an understanding of the type of employment you are
seeking. Terminology within PACMAN refers to ‘employment’; ‘intended
field of employment’; ‘employment in the intended industry’. These are
broad terms used to describe the complex nature of the jobs market.
10.8
Field of employment generally refers to a collective group of similar jobs.
For example, ‘Hospitality and Tourism’; ‘Transport and Logistics’. There
may also be particular industries, for example manufacturing; mining;
automotive. Post separation employment can also be described in terms
of an occupation. You should provide the CTAS delegate with as much
information as possible on your proposed post separation employment.
10.9
If you are eligible to undertake Career Transition Training (CTT), then
there is a requirement for you to justify your application and provide
supporting evidence to meet the approval conditions.
10.10 Similar to Service employment: - If you are pursuing employment and
utilising your skills and experience gained from your Service career, then
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ADF TRANSITION HANDBOOK
you need to explain why your current qualifications are considered to be
below the minimum required for similar non Defence employment. CTT
can assist with filling the resultant skills gap.
10.11 Markedly different from Service employment: - Defence recognises
that you may want post separation employment that does not align with
skills and experience gained throughout your Service career. There is a
requirement for you to demonstrate a firm commitment and a genuine
intention to seek such employment. Evidence would include any self
funded training you have undertaken; details of your extensive
association with the proposed employment, either as a hobby or parttime business or employment.
10.12 In addition to supplying the above evidence, you must also substantiate
your application with supporting documentation that addresses two key
decision making criteria:
 Minimum essential: - Training will only be approved if the training
you seek is essential, and the minimum necessary to make you
competitive in your proposed post separation employment. This
condition puts the onus on you to provide suitable evidence to
support this requirement. You need to provide a statement explaining
why the training is essential and why it is the minimum necessary to
make you competitive.
 Non divergent: - Training will only be approved if it leads to one
career transition goal. It is not the intent of CTAS to provide training
for divergent types of employment.
10.13 CTT may be undertaken in-service using Approved Absence provisions
or approved leave. You must complete your training within 12 months of
separation and you must not undertake training without prior approval.
Note: Eligibility to CTT ceases once you have secured suitable post
separation employment.
Notes
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ADF TRANSITION HANDBOOK
Career Transition Management Coaching
10.14 If you are unsure of your intended post separation employment you may
apply for Career Transition Management Coaching (CTMC), also known
as Outplacement Counselling from a civilian perspective. CTMC
programs may include:
Identify transferable skills
Stress management techniques
Career options
Job search strategies
Interview skills
Developing a career transition
plan
The maximum benefit for CTMC is currently $2820 (for CTAS Level 3)
and $1,100 for CTAS Level 2.
Note: Both CTMC and CTT can only be approved in certain
circumstances.
Curriculum Vitae Coaching
10.15 You may be able to access the Curriculum Vitae Coaching (CVC)
component of CTAS which will assist you to develop your own curriculum
vitae. The CVC can only be used once and it is not available separately if
it is incorporated in the CTMC program. The maximum benefit for CVC is
$253.
CTMC/CV Providers
10.16 If you have completed more than 12 years of service, then depending on
your mode of separation you are eligible to access CTMC and/or CV
services. To assist you with engaging with a provider, Defence has
endorsed the following six companies as a national panel. You are
encouraged to consider CTMC as part of your transition strategy, if you
are unsure about what employment you wish to pursue following
separation; or if you are not sure of your existing skill set and how that
equates to the civilian sector.
 Advanced Personnel Management (APM)
www.apm.net.au
 IPAR Rehabilitation Pty Ltd
www.ipar.com.au
 EASEC Pty Ltd
www.easec.com.au
 Konekt Australia Pty Ltd
www.konekt.com.au
 Synergy People Solutions
www.synergypeoplesolutions.com.au
 Employment Options
www.employmentoptions.com.au
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ADF TRANSITION HANDBOOK
Approved Absence
10.17 There is provision for members to be absent from their normal place of
duty to undertake career transition activities (subject to the supervisor’s
agreement). The absence can be associated with training (CTT); time off
for the preparation of your resume (CVC); attendance at the CTMC
sessions; or time off to attend to financial counselling. There is also a
provision for time off to attend appointments with employment agencies
or prospective employers.
On-Job Experience
10.18 You may use all or part of your Approved Absence to undertake On-Job
Experience (OJE) related to your intended post-separation employment.
You will remain eligible to apply for compensation benefits under the
Safety Rehabilitation and Compensation Act, as amended by the Military
Compensation Act, should the need arise. You may not be paid any
allowance or remuneration by the employer providing the OJE. There is
no financial benefit associated with OJE, however, there is a cost to
Defence as you will still be receiving a salary.
Financial Counselling
10.19 You may, depending on your mode of separation, be able to access the
Financial Counselling (FC) component of CTAS. This will give you an
opportunity to engage a financial services professional to assist with your
separation financial planning. You should contact the ADF Financial
Services Consumer Centre (ADFFSCC) for additional information. The
maximum benefit for FC is $518.
CTT - CTMC - FC
10.20 If you separate from Defence for medical reasons, are declared
redundant or are offered a MIER then you may receive CTAS Level 3
benefits and have access to CTT, CTMC and FC.
Application Form – AC853-3
10.21 Applications for CTAS can be made on the smart form ‘AC853-3 Career
Transition Assistance Application’. Please note that this is in Portable
Document Format (PDF) which makes it universally accessible. Ensure
that you tick the ‘Privacy’ box as this then allows the form to be opened;
also the form opens progressively so you need to complete it
sequentially.
10.22 Digital Signature: - The form does require a digital signature from the
member, the members supervisor (if still serving), and the ADFTC
Transition Officer (in that order) before it reaches the CTAS National
Office in Melbourne. Digital signatures are available on the DRN.
Alternatively, digital signatures can be sourced on the internet, usually
through the document developer; Adobe.
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ADF TRANSITION HANDBOOK
Limited Tenure
10.23 If you are an officer and leave the Service under Limited Tenure
Promotion provisions then normal CTAS provisions apply commensurate
with your length of service.
Preservation of entitlement
10.24 With the exception of AA, eligibility for CTAS benefits which are not
accessed by an eligible member prior to separation, are automatically
preserved for up to 12 months post-separation. Members must apply for
and complete any CTAS activity within the 12 month preservation period.
Special consideration for further extensions may be approved for
members who are separating medically and where the separating
medical condition prevents access to CTAS. Any entitlement to Defence
funded travel, accommodation and associated costs ceases on the
separation date.
Reservists
10.25 If you transfer to an active element of the Reserve force, and if your
major form of post-separation employment is from Reserve service, you
are not considered to have transitioned into the civilian workforce. For
these members, the CTAS provisions are preserved while Reserve
service is the major form of post-separation employment. On ceasing
Reserve service, your entitlements are automatically preserved for 12
months from your last day of service. Unless a Reservist is completing a
period of SERVOP C, the Reserve service is not qualifying service for
the CTAS.
Policy
10.26 The complete policy document is contained in ADF Pay and Conditions
Manual (PACMAN) Chapter 2 Part 2 Career Transition Assistance
Scheme
Frequently Asked Questions regard CTAS
10.27 The most frequently asked questions are:
Q. I have not yet applied for transition, can I still access CTAS?
A. No. One of the eligibility criteria for access to CTAS is that you have
applied to transition from the ADF. There are exceptions but this is for
members who are being separated medically; being made redundant; have
accepted a MIER or who have reached CRA. In any event, there must be
some proof of your transition or intent to transition before CTAS can be
accessed.
Q. I have given Defence 18 months notice that I am going to transition.
Can I access my CTAS benefits now?
A. No. CTAS benefits are only available 12 months prior to transition. This
is to ensure that any qualification obtained remains relevant and current
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ADF TRANSITION HANDBOOK
when you do transition. This is also a safeguard of your benefits should you
subsequently change your mind and do not transition.
Q. I transitioned in December 2012 and was approved some CTAS
training. This enabled me to gain employment so thank you for that.
Unfortunately there has been a downturn in the market and I am now
unemployed. Can CTAS help?
A. No. Unfortunately the training benefits are no longer available as you
transitioned to suitable employment. They also expire 12 months after
transitioning.
Q. What happens if you do not want to use one of the national
CTMC/CV providers listed?
A. If you choose to engage a CTMC / CV provider not on the panel, you will
not receive Defence support and as such funding will be at your discretion.
Q. What is the turn around time for CTAS applications?
A. Normally this is 18 working days so you need to plan your transition with
this in mind. Once a completed CTAS application has been received by the
ADF Transition Centre (ADFTC), the ADF Transition Officer has three days
to conduct compliance checks. If the application passes these checks then
the application is forwarded to the CTAS National Office. There is currently
an 18 day turn around time. The process is delayed if you have not provided
sufficient evidence in support of your application or there are other aspects
of your application that require clarification.
Q. I am having trouble opening the CTAS application form (AC853-3)
can you help?
A. The CTAS application form is a Defence smartform that comes in
Portable Document Format (PDF). This means that it can be opened from
within the Defence Restricted Network (DRN) using Adobe Reader Version
10 or higher. If you are accessing it from a non Defence computer then you
need to ensure that you have the Adobe Reader Version 10 or higher
installed on your computer. This is free software available from
www.adobe.com. The form is ‘smart’ to the extent that it relies on your input
before presenting all the options to you. In the first instance you have to tick
the privacy statement before you can go any further. Other data fields will be
presented to you as you complete the form. It is best to work from top to
bottom, left to right (just as you would read a book).
Q. The CTAS application form requires a digital signature. Where do I
get one of those?
A. Digital signatures are a way to positively identify you as the member who
is applying for CTAS. If you are on the DRN then Defence supplies you with
a digital signature. If you double click the signature box you will be
presented with digital signature information. Depending on the configuration
of your computer, there may be more than one signature. You should use
the current signature.
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ADF TRANSITION HANDBOOK
Q. My computer has let me down and I cannot fill out the CTAS
application form properly. Can I just print it out, scan it and email to
the ADF Transition Centre?
A. Members are required to submit an electronic form because it contains
additional information, including any attachments which are imported into the
records system. The information on the form should be keyed in (typed).
Hand written or scanned forms will not be accepted unless there are
exceptional circumstances.
Q. I understand that after 19 years of service I may be entitled to a
benefit of up to $5,320 for training costs. My application for a
Certificate 3 in my intended employment will cost $1,700. Am I able to
choose another course to use the remainder of my benefit?
A. The $5,320 should not be seen as an entitlement that can be
progressively ‘drawn down’ until the total has been expended. If you apply
for additional training then the delegate will assess the new application to
ensure that it still meets the policy requirements. In particular, the delegate
will need to ensure that the additional training is consistent with the intended
post separation employment and that the training is essential.
Q. I have previously applied to undertake heavy rigid truck driver
training to assist me in gaining post transition employment. I am not
having any luck getting a job, can I change my mind and undertake
Information Technology training as the job prospects are better?
A. No. CTAS provides assistance to obtain a qualification in the one career
transition goal. There is a specific clause in the policy which prevents the
delegate from approving training for multiple types of employment; such
applications would be considered to be ‘divergent’. This means that you
have to conduct reasonable research into the proposed area of employment
to make sure that this is not only suitable but will also provide you with job
opportunities. Once you embark on a career path then CTAS is not flexible
enough if you change your mind.
Q. The course I have applied for is being conducted in Adelaide and I
am currently posted to Townsville. Can I get travel expenses?
A. Travel expenses can only be paid under specific and limited
circumstances. They can NOT be paid to you if you:
 are only at CTAS Levels 1 and 2;
 want to travel to attend job interviews in a different state;
 are undertaking FC; CVC or CTMC;
 are already in the current location where the CTT is being conducted;
 have transitioned.
They MAY be paid to you if you:
 are undertaking training that can ONLY be conducted in limited
locations other than where you are currently located and there are
valid reasons why the training MUST be undertaken prior to
transitioning.
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Q. The training I am undertaking involved weekends. Do these count
towards the ‘Approved Absence’ days?
A. Yes. If you undertake training on Saturday, Sunday or even public
holidays then Defence has a duty of care to ensure that, should you sustain
an injury or suffer an illness, then you are considered to be ‘on duty’ and
remain eligible to apply for compensation. Defence however, would not be in
a position to assure that any claims would be accepted by DVA.
Q. There was an opportunity to undertake the training before I could
apply for CTAS. Can I be reimbursed my training expenses?
A. No, this would be considered a retrospective application. You should not
expect Defence will pay for any training that has not received prior approval.
Q. I have received approval to undertake some training from the CTAS
National Office (CNO). How do I go about paying for the training?
A. The approval minute will give you payment options. You can pay for the
training and claim reimbursement. If this is the case then you need to
provide a valid tax invoice and proof of payment (receipt) and forward the
documentation to the CNO. Reimbursement normally takes three working
days. Alternatively, you can contact the training organisation and make
arrangements for an invoice to be sent to the CNO. Payment is usually
made with the CNO credit card so please make sure that the training
organisation accepts this type of payment. The third alternative is if the
training organisation does not accept credit card. This takes longer (up to 30
days) and may delay your training. Make sure that you consider these
options as part of your transition strategy.
Q. I have only been approved some of the training and I am not happy
with the decision that the CTAS delegate made. Can I appeal this
decision?
A. The delegate would have made a decision based on the policy
document. You would have been advised of the reason why some of the
training could not be approved. If you have new evidence that will strengthen
your application, or you believe that you have reasonable grounds to contest
the decision, then you should forward your appeal to the CTAS Executive
Officer within 28 days of the decision being made.
Notes
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Defence Assisted Study Scheme
10.28 The Defence Assisted Study Scheme (DASS) is a tri-Service scheme
available to all ADF members. The three-level scheme provides inService study opportunities irrespective of rank and encourages
personnel to consider professional development opportunities throughout
their military career. Approved study may be either for higher education
or vocational training.
10.29 A further objective of DASS is to support CTAS. DASS Transitions
sponsorship is available to ADF members who have served less than 12
years and have applied for voluntary separation. This is aligned to CTAS
Level 1 where there is no provision for CTT.
10.30 Payment for approved DASS is as a reimbursement only. The funding
can be used to undertake training which leads to a qualification or licence
testing which is necessary to support post ADF employment.
10.31 A claim for reimbursement must be submitted to the DASS delegate prior
to transition. Retrospective applications will not be considered.
Policy
Defence Learning Manual
Find out more
DASS Delegates
Refer to Contact and Submission Details on the DASS website
DASS Application Form AD105
Defence Learning Branch
10.32 Learning Delivery is focussed on supporting training and education for
ADF personnel. This includes information related to the Defence
Assisted Study Scheme (DASS), various Education Assistance Schemes
(EAS) and postgraduate study at the Australian Defence Force Academy
(ADFA). This site is your initial reference for formal education support.
10.33 Details can be found on the Learning Delivery link:
http://drnet.defence.gov.au/people/Learning-andDevelopment/Pages/Learning-and-Development.aspx
Notes
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ADF Transition Seminars
10.34 ADF Transition Seminars can help you and your family to prepare for
transition by providing information and advice on various aspects of the
transition process. Topics covered in the Seminars include:
 Reserves
 Your Career and You
 Transition support benefits
 Superannuation
 Department of Veterans’ Affairs
 Veterans and Veterans Families Counselling Service
 Your Money and You
 Separation support and administration
10.35 Defence conduct ADF Transition Seminars nationally throughout the
year. They are designed to equip ADF members and their families with
the resources and information they need to successfully plan for their
transition.
10.36 You can attend ADF Transition Seminars or talk to advisory staff at ADF
Transition Centres at any stage in your career, not only when you are
planning an imminent transition.
10.37 Attendance at the seminar by family members, particularly partners is
encouraged.
10.38 You can apply to attend an ADF Transition Seminar by completing Form
AC853-4: ADF Transition Seminar Application.
ADF Transition Seminar Dates for 2016
Month/Year
Date
Location
3-4
Shoalhaven
10 - 11
Hobart
14 - 15
Adelaide
21 - 22
Darwin
5-6
Melbourne
12 - 13
Canberra
18 - 19
Brisbane
25 - 26
Townsville
2-3
Liverpool
16 - 17
Perth
August 2016
September 2016
October 2016
November 2016
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Proposed ADF Transition Seminar Dates for 2017
Month/Year
March 2017
Date
Location
8-9
Sydney
14 - 15
Brisbane
28 - 29
Townsville
5-6
Adelaide
11 - 12
Canberra
10 - 11
Melbourne
24 - 25
Darwin
7-8
Newcastle
14 - 15
Perth
20 - 21
Bandiana
11 - 12
Brisbane
19 - 20
Sydney
25 - 26
Cairns
2-3
Shoalhaven
9 - 10
Hobart
6-7
Adelaide
20 - 21
Darwin
27 - 28
Canberra
11 - 12
Melbourne
17 - 18
Brisbane
24 - 25
Townsville
1-2
Liverpool
15 - 16
Perth
April 2017
May 2017
June 2017
July 2017
August 2017
September 2017
October 2017
November 2017
10.39 The ADF Transition Seminar Annual Calendar is available at:
http://www.defence.gov.au/DCO/Transitions/
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11. Additional support and family services
Defence Community Organisation
11.1
On behalf of Navy, Army and Air Force, Defence Community
Organisation (DCO) offers a range of programs and services to help
Defence families manage the military lifestyle.
11.2
DCO has offices in all states and territories that are staffed with social
workers, and education, family, community and military liaison staff to
help Defence families with a range of support services.
11.3
Services provided by DCO include support from a social worker,
assistance for partners’ education and employment, help with childcare,
assistance for dependants with special needs, support for Defence
community groups, help for families during crisis and emergency,
education support for children, and assistance for members leaving the
military.
11.4
DCO also provides support and resources to help families during times of
deployment, family member absence and relocation.
11.5
The best way to access these support services is to
contact the all-hours Defence Family Helpline at
DefenceFamilyHelpline@defence.gov.au or on 1800 624 608. Any
queries that transitioning members or their families have regarding the
services offered by the DCO can also be directed to the Defence Family
Helpline.
11.6
Visit the DCO website at www.defence.gov.au/dco to find out more about
the services on offer.
DCO contacts
All hours Defence Family Helpline -1800 624 608
DefenceFamilyHelpline@defence.gov.au
www.defence.gov.au/dco
Defence Special Needs Support Group
11.7
The Defence Special Needs Support Group (DSNSG) is a volunteer
organisation established to provide support, information and assistance
to ADF families who have someone with special needs. The term ‘special
needs’ covers the full range of medical, disability, therapy and
educational needs. The person with special needs may be the member
and have been injured or have an illness, the members spouse, child or
an elderly dependant.
11.8
The DSNSG has support groups located in each state and territory and
the group itself is a registered charity and benevolent institution.
11.9
Even if you are transitioning from the ADF, the DSNSG can still be a
point of contact and provide assistance and support. The Group can link
the member into appropriate services and also assist in dealing with
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ADF TRANSITION HANDBOOK
health, education and government organisations, particularly if they are
also moving to a new location upon transition.
11.10 A full list of all services provided by the DSNSG can be found on the
website or for further information, please contact the National
Coordinator.
DSNSG contacts
1800 037 674
www.dsnsg.org.au
national.coordinator@dsnsg.org.au
Child support
The Australian Government Department of Human Services (the
department) delivers Child Support services.
11.11 Tips for members who pay or receive child support:
 Contact the department to discuss how your transition from Defence
may affect your child support assessment.
 The department can advise you of your options and provide services,
referrals and support tools and can help you to apply for a change of
assessment.
 You must update all your details with the department once your
circumstances are finalised.
11.12 Important things you need to tell the department include:
 your mailing address and contact details so you can be contacted
after you have left the ADF;
 changes to your income, as this may affect the amount of child
support you pay or receive;
 changes to your care arrangements for your children as this may
affect your child support assessment;
 changes to your employer deductions (and be sure to change your
payment arrangements before your transition date);
 any overdue child support so the department can help you work out a
payment plan; and
 any lump sum termination payments, which may affect your child
support assessment immediately or in the near future.
What if you don’t update your details?
11.13 The department cannot backdate most changes and if you do not update
your details, you could end up paying or receiving the wrong amount. It is
important to advise them of your new circumstances as soon as possible.
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Managing your child support business online
11.14 Jump online in two easy steps:
- Create or sign in to your myGov account at my.gov.au to access a
range of government services.
- Link your Child Support online account to your myGov account by
selecting Services and then the Child Support link icon.
11.15 Using this service, you can do things like check when your child support
payments are due or how much you will receive, tell the department
about changes to your circumstances and view a history of payments
made or received.
11.16 Once you’ve registered for an online account, you can also use the
department’s Express Plus Child Support mobile app to manage your
personal details and make payments.
- Download Express Plus Child Support from the App Store or
Google PlayTM. For more information go to
humanservices.gov.au/expressplus
Contact us
www.humanservices.gov.au/separatedparents
Notes
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12. Other organisations that can assist you
12.1
There are many organisations in the community that provide assistance,
advice and information to pensioners and their families on legal,
financial, health, housing, bereavement and social matters. Some of
these organisations include:
 Defence Families Australia;
 Council on the Ageing;
 Australian Pensioners and Superannuants Federation;
 Your local community health centre;
 Citizens’ Advice Bureau;
 Legal Aid;
 Public or private trustee;
 Carers’ Association;
 Palliative Care Association;
 Church groups; and
 Health support groups for medical conditions (e.g. Cancer Society,
Arthritis Foundation, Dementia Society and Diabetes Australia).
12.2
These organisations have state and sometimes regional offices. Some
may have a membership fee or a small cost attached to the use of their
services.
Legal Aid
12.3
Legal Aid has been established in each state and territory in Australia to
assist those in financial need who have legal issues. Advice is provided
on a broad range of legal issues, including family, criminal and civil.
When action needs to be taken beyond advice, such as correspondence,
inquiries or litigation, a means test and a merit test are applied.
12.4
Current and ex- ADF members requiring Legal Aid assistance should
approach the nearest office of the state or territory’s Legal Aid Office or
Commission to make an appointment. There are Legal Aid offices
located in all states and territories. Information, including the website for
each state and territory Legal Aid office, can be found at the National
Legal Aid website.
www.nationallegalaid.org
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ADF TRANSITION HANDBOOK
13. Mental Health Resources
Support in the community
Veterans and Veterans Families Counselling Service (VVCS)
The VVCS provides free and confidential, nationwide 24/7 counselling and
support for war and service-related mental health and wellbeing conditions.
Support is also available for relationship and family matters that can arise due
to the unique nature of military service. For help, to learn more or to check
eligibility contact VVCS on 1800 011 046 or visit www.vvcs.gov.au.
Talk to your GP. Your GP may provide treatment or refer you to a psychologist,
psychiatrist or social worker if needed. If you are a former serving member, you
can also access a health assessment from your GP. A Medicare rebate is
available for this assessment.
Go online. Visit the At Ease website: www.at-ease.dva.gov.au to access videos,
self-help tools, mobile applications and advice about how to seek professional
help.
Beyond Blue
Beyondblue works to reduce the impact of depression and anxiety in the
community by raising awareness and understanding, empowering people to
seek help, and supporting recovery, management and resilience.
www.beyondblue.org.au
Support from Defence
There are a number of medical and health programs you can access before you
separate from Defence.
Visit Joint Health Command’s mental health services and functions intranet to
find out more about the mental health supports available to you.
Suicide Prevention Program
http://intranet.defence.gov.au/vcdf/sites/DMHCSP/
Alcohol, Tobacco and other Drugs Program
http://intranet.defence.gov.au/vcdf/sites/DMHCSP/
Mental Health Online
Including help on suicide, depression, drinking, alcohol, anxiety, PTSD,
relationships, unacceptable behaviour and spirituality visit ADF Health and
Wellbeing – Mental Health Online
Health Hot Line
1800 IMSICK is a national 24 hour call service providing world class nurse
triage and health support for all ADF entitled personnel within Australia.
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ADF TRANSITION HANDBOOK
Call 1800 IMSICK (1800 467 425)
ADF Mental Health Strategy All-hours Support Line
1800 628 036 (FREECALL within Australia)
61 2 9425 3878 (outside Australia)
Notes
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ADF TRANSITION HANDBOOK
14.
The ‘are you ready to leave’ checklist
Now

Housing: Establish your eligibility for:
1.
Defence Home Ownership Assistant Scheme;
2.
Bank/Building Society Loan; and
3.
Home Purchase of Sale Expenses Allowance.

Qualifying Service and Compensation: Discuss possible Servicecaused disabilities with your Medical Officer and make an appointment
to see a DVA OBAS adviser to talk about lodging claims with DVA.
Previous Service: Ensure that any relevant previous service has been

recognised for Long Service Leave purposes.
3–4 Years

Transition Seminar: Apply to attend a Transition Seminar.

Superannuation: Contact the Commonwealth Superannuation
Corporation for advice on your specific entitlements.
1–4 Years

Training: Contact the regional Education, Training and Development
Office regarding accessing the Defence Assisted Study Scheme.
12 Months

Apply for Transition: Application for Application to Transfer Within or
Separate from the ADF to the Reserves should be completed and
submitted.

ADF Transition Centre: Contact your local ADFTC to arrange an initial
interview.

Career Transition Assistance: Contact your local ADFTC to ascertain
what you are eligible for under the Career Transition Assistance
Scheme.

Transition Seminar: Apply to attend another Transition Seminar.
6 Months

Superannuation: Contact the Commonwealth Superannuation
Corporation (CSC) to confirm your superannuation entitlements.
If applicable: complete and submit form/s to CSC.

Medical / dental examination: You need to arrange an appointment for
your final medical and dental examinations (SHE and SDE).

Post separation support and services: Talk to an OBAS adviser
about the support and services you can access through DVA, including
for advice on accessing health care or lodging qualifying service and
other claims.
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ADF TRANSITION HANDBOOK
3 Months

Removal: Arrange an interview with your regional Toll Transitions
office.

Health insurance and ambulance fund: Reconsider your health
insurance situation and make the necessary arrangements with your
chosen private insurance health schemes and/or ambulance funds.

Medicare Card: Ensure you have a current and active Medicare Card.

Certificates: Ensure your Record of Training has been accredited by
the appropriate authority.

Wills: Ensure you have made arrangements to update your Will.

Removals: Check on removal arrangements. Compile inventories etc.

Qualifying Service and Compensation: Complete any outstanding
forms and submit to DVA, including supporting evidence.
1 Month

Return any items of public clothing and clear account.

Change of address: Ensure PMKeyS has been updated.

Removals: Check on removal arrangements.

OBAS: Make an appointment to review your eligibility for DVA support
and services, including treatment without having to make a claim and
progress of any claims you have lodged.
1 Week

Clearances: Ensure all Clearances are completed.

ADFTC: Attend a final Transition Interview. Your completed clearance
forms must be submitted at this interview.
Last day of service

Final administration: Ensure that all clothing, unit clearances, security
requirements etc have been returned and finalised.
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YourSay Leaving Defence Survey
Information for participants
The Directorate of People Intelligence and Research (DPRI) complies with the
Australian Privacy Principles in the Privacy Act 1988 (Cth), as well as a strict
code of ethics. More details of DPIR's privacy and ethics statement are
available at the DPIR website.
This is a voluntary survey
Participation in the survey is entirely voluntary; you can decline to participate
(without providing a reason) and have no disadvantage or detriment to your
career. With the exception of a few mandatory questions that are required for
filtering purposes within appropriate sections of the survey, you are free to not
answer any questions that you do not wish to answer.
Your responses are anonymous
DPIR only reports aggregated data that could not be attributed to any individual.
The survey is anonymous, which means that the researchers cannot identify
your data from any other respondent. While anonymity provides protection to
respondents (that is, you cannot be identified from the data) it also means you
cannot retract your answers once you have finished the survey because DPIR
cannot identify which answers are yours.
Your responses are used for Defence
Individual survey responses are stored securely in the DPIR data library. Only
Workforce Planning Branch researchers will have access to any individual
information collected from Defence personnel, and only where there is a
demonstrated need to access that data for research purposes. The information
stored in DPIR's data library can be used in relevant future Defence research.
Contacts
For more information about this survey, or if you wish to make a complaint
about the research, contact the DPIR research team at
DPI.Research@defence.gov.au.
If you have a question about your URL (generic link) or it does not work, please
email the YourSay Leaving Defence team at
YourSay.leavingdefence@defence.gov.au.
Notes
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Page 88
UNCONTROLLED IF PRINTED
DEFENCE INSTRUCTIONS
(GENERAL)
Amendment
0
PERS 25–6
Conflicts of interest and declarations of interests
AMDT NO 1
Complete Revision
Department of Defence
CANBERRA ACT 2600
29 March 2011
Issued with the authority of the Chief of the Defence Force and the Secretary of the Department of
Defence pursuant to section 9A of the Defence Act 1903 for members of the Australian Defence Force.
Issued with the authority of the Secretary pursuant to section 20 of the Public Service Act 1999 for
Department of Defence Australian Public Service employees.
I J WATT, AO
Secretary
A.G. HOUSTON, AC, AFC
Air Chief Marshal
Chief of the Defence Force
LIST B—ISSUE NO PERS B/1/2011
Sponsor:
Inspector-General Defence
Sponsor contact:
Directorate of Fraud Control, Policy and Ethics
Review Date: 29 March 2014
Cancellation
1
DI(G) PERS 25–6 ISSUE NO PERS B/24/2000 of 22 SEP 2000 is cancelled, this amendment no longer
includes single-Service filing numbers also DI(G) PERS 25–3 ISSUE NO PERS B/11/99 of 13 SEP 99,
pages 1–2 and ISSUE NO PERS B/23/2000 of 3 AUG 2000 (AL1), pages 3–4.
Note
This amendment incorporates a title change.
2
UNCONTROLLED IF PRINTED
DI(G) PERS 25–6
(Complete Revision)
CONFLICTS OF INTEREST AND DECLARATIONS OF INTERESTS
INTRODUCTION
1
1
1.
Public confidence in the integrity of Defence personnel is vital to the proper operation of
Government. Defence personnel need to be aware that their private interests, both financial and
personal, could conflict or reasonably be seen to conflict with their official duties. Defence personnel
need to know how to recognise a conflict of interest and what to do when a conflict arises.
2.
Conflicts of interest, whether perceived or actual, are part of the broader issue of public sector
ethics. Defence personnel are subject to a range of legal obligations, directive requirements and policy
expectations in relation to avoiding and managing conflicts of interest and are required to conduct
themselves accordingly. In this context, Defence has affirmed its commitment to being a values-based
organisation. One of the Defence values is ‘integrity’. This value requires Defence personnel to behave
honestly and ethically and to demonstrate the highest standards of probity in their personal and
professional conduct.
3.
This Instruction defines a number of relevant terms to ensure clarity and consistency and sets
out Defence’s requirements for the general reporting and management of conflicts of interest within the
workplace. This Instruction also sets out the formal reporting requirements for specific Defence
personnel through Declarations of Interest (see paragraph 42.).
POLICY STATEMENT
4
4.
Conflict of interest risks are an inevitable fact of organisational life. The management of risk
associated with any conflict of interest is fundamental to ensuring the highest levels of integrity and
public trust in Defence are achieved and maintained.
5.
Defence personnel have a primary responsibility to act in the public interest and avoid or
effectively manage actual, potential or perceived conflicts of interest between their private interests and
official duties. Defence personnel must avoid and/or manage conflicts of interest in a manner consistent
with their legal obligations, Commonwealth policy and Defence Instructions, policies and values.
SCOPE
6
6.
This Instruction applies to all Defence personnel and External Service Providers where
compliance is a term of their engagement with Defence.
DEFINITIONS
7.
A list of definitions used in this Instruction is contained in annex A.
PRINCIPLES
8.
7
8
Underpinning Defence’s conflict of interest policy are the following principles:
a.
Protect the public interest by upholding public sector values which reinforce the need
to avoid conflicts of interest and maintain impartiality in dealing with the public, industry
and service providers.
b.
Support transparency and accountability by taking a consistent and open approach
to identifying, disclosing and managing conflicts of interest.
c.
Promote individual responsibility for integrity and impartiality by encouraging
Defence personnel to accept responsibility and accountability for their individual
behaviour.
d.
Build a supportive organisational culture by implementing a policy that supports and
encourages efficient, effective and ethical decision-making when conflicts arise.
PERS B/1/2011
29 MAR 2011
AL1
UNCONTROLLED IF PRINTED
2
WHAT IS A CONFLICT OF INTEREST?
9
9.
Conflicts of interest may occur between official duties and private interests. Defence personnel
must keep the following factors in mind when assessing whether a conflict of interest exists. These can
be actual, potential or perceived:
a.
An actual conflict of interest is one where there is a conflict between a person’s official
duties and responsibilities and their private interests.
b.
A potential conflict of interest arises where a person has private interests that may
conflict with their official duties.
c.
A perceived conflict of interest can exist where a third party could reasonably form
the view that a person’s private interest may influence the performance of their official
duties, now or in the future. This can occur whether there is a conflict or not.
10.
A conflict of interest can arise from Defence personnel avoiding personal losses or detriment,
as well as gaining personal advantage—whether financial or otherwise—for themselves or a third party.
Private interests
11
11.
An interest in this context means anything that can have an impact on an individual or group.
The term ‘private interests’ includes not only an individual’s own personal, professional or business
interests, but also the personal, professional or business interests of individuals or groups with whom
they are closely associated. This can include relatives, friends or those with whom an individual has less
amicable relationships.
12.
Private interests can be divided into two types specifically pecuniary and non-pecuniary:
a.
Pecuniary interests involve an actual, potential or perceived financial gain or loss.
Money does not need to change hands for an interest to be pecuniary. People have a
pecuniary interest if they (or a relative or a close associate) own property, hold shares,
hold a position in a company bidding for government work, or receive benefits such as
concessions, discounts, gifts or hospitality from a particular source.
b.
Non-pecuniary interests do not have a financial component. They may arise from
personal or family relationships, or involvement in sporting, social or cultural activities.
They include any tendency toward favour or prejudice resulting from friendship,
animosity or other personal involvement with another person or group.
Official duties
13
13.
Official duties are duties performed by an individual on behalf of the Commonwealth in
accordance with relevant legislation, relevant Defence documentation (such as a duty statement) and
any lawful and reasonable direction or lawful general order given by a supervisor or superior officer.
Defence personnel have an obligation to always put the public interest above their private interests when
carrying out their official duties.
14.
The public interest can be defined as the interest(s) of the public at large or a considerable
portion of it. Public interest could, but need not necessarily, involve the personal rights of individuals or
interests of a particular group.
15.
Determining the public interest in a particular situation can be complex, even problematic, but
on a practical day-to-day level, Defence personnel can best fulfil their duty to put the public interest first
by:
a.
carrying out their official duties fully and effectively in accordance with relevant
legislation and policy;
b.
carrying out their official duties in accordance with Defence and/or Australian Public
Service (APS) values and behavioural codes;
AL1
UNCONTROLLED IF PRINTED
3
DI(G) PERS 25–6
(Complete Revision)
c.
identifying and reporting any conflict of interest and seeking assistance to manage or
avoid it; and
d.
identifying any actual, potential or perceived conflicts of interest that they have and
ensuring that these are managed or avoided appropriately.
16.
Managing conflict of interest risks includes situations where personnel perform more than one
official role. This is particularly common in regional and rural settings due to the size of the communities.
In such situations transparency is vital.
17.
There are many situations where a conflict of interest may occur. Defence has specific policies
on some of these matters, as follows:
a.
offers of gifts, benefits or hospitality;
b.
outside employment;
c.
post-separation employment;
d.
some volunteer or unpaid work situations;
e.
use of Commonwealth resources;
f.
personal and family relationships within the workplace or with contractors;
g.
access to official information;
h.
public comment;
i.
political participation;
j.
employment decisions; and
k.
sponsorship.
18.
Annex C provides a list of Defence’s policy documents for each of the situations discussed
above. This Instruction must be read in conjunction with these policies.
BEHAVIOURAL REQUIREMENTS
19.
20.
19
Defence personnel must:
a.
disclose to their supervisor and take reasonable steps to avoid any conflicts of interest
(actual, potential or perceived) in connection with their official duties;
b.
act transparently when making work-related decisions, reflecting the probity and ethical
standards of the Commonwealth, Defence and/or APS values and behavioural codes;
and
c.
take reasonable steps to restrict the extent to which a private interest could compromise,
or be seen to compromise, their impartiality when carrying out their official duties.
Defence personnel must not, either by action or inaction:
a.
make improper use of their authority, status, power, position or access to information in
order to solicit or obtain a benefit or advantage or to cause a disadvantage for
themselves or any other person or group (including relatives and friends);
b.
use Defence resources to gain, or seek to gain, a private benefit or advantage or to
cause a disadvantage for themselves or any other person or group;
c.
accept any benefit that might lead a reasonable person to view such acceptance as a
conflict of interest;
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d.
behave in a manner in which their action or inaction could be construed as favouritism,
bias or coercion;
e.
cause an unfair advantage or disadvantage to any person or entity actually or potentially
doing business with Defence; or
f.
take improper advantage of their official position or privileged information gained in that
position when seeking or participating in employment or business outside of Defence.
LEGISLATIVE FRAMEWORK
21
21.
This policy is underpinned by the Public Service Act 1999, the Defence Act 1903, the Defence
Force Discipline Act 1982 (DFDA) and the Financial Management and Accountability Act 1997. Annex B
provides a comprehensive list of related legislation, policy and publications.
ROLES AND RESPONSIBILITIES FOR MANAGING CONFLICTS OF INTEREST
22
22.
All Defence Personnel must avoid conflict of interest situations where possible. If such
situations cannot be avoided, they must report the issue to their Branch Head or Commanding Officer
through their Manager or Commander. Defence personnel must consider possible strategies that may
be available to resolve or appropriately manage the conflict of interest. Defence personnel must
cooperate with their Branch Head or Commanding Officer to resolve the conflict of interest.
23.
Defence personnel must report situations where their partners, family, friends and associates
are engaged in activities or have interests that place Defence personnel in an actual, potential or
perceived conflict of interest situation.
24.
Branch Heads and Commanding Officers must assess each situation reported to them and
determine if a conflict of interest exists (see paragraph 36.). They must develop an appropriate strategy
to manage the situation and keep appropriate records of the facts surrounding the conflict of interest and
the process adopted to manage it. Branch Heads and Commanding Officers must bring any serious
conflicts of interest involving Defence personnel within their chain of command or Branch to the attention
of their Group Head, Service Chief or the Chief Executive Officer Defence Materiel
Organisation (CEO DMO).
25.
If the conflict of interest is serious, continues indefinitely or is unresolved Branch Heads and
Commanding Officers must seek advice from the Directorate of Investigations and Recovery within the
Inspector-General’s (IG) organisation. Failure to report a conflict of interest in accordance with this
Instruction may result in a disciplinary action being taken against the individual.
26.
Branch Heads or Commanding Officers must raise directly with their Group Head, CEO
DMO or chain of command, respectively, any conflict of interest involving themselves.
27.
Group Heads, Service Chiefs and the CEO DMO are responsible for ensuring that Defence
personnel within their Group or Service are aware of the policy on conflicts of interest, and provide
support to their Defence personnel to manage conflict of interest situations appropriately. Group Heads,
Service Chiefs and CEO DMO are also responsible for managing Declarations of
Interest (see paragraph 42.). Group Heads, Service Chiefs and CEO DMO must bring any serious
conflicts of interest to the attention of the Secretary or Chief of the Defence Force (CDF), respectively.
28.
The IG is responsible for the development, promulgation and regular review of conflicts of
interest policy and for providing advice to Defence personnel on appropriate ways of managing conflicts
of interest. The IG receives reports of breaches of conflict of interest policy considered to be Notifiable
Incidents in accordance with Defence Instruction (General) (DI(G)) ADMIN 45–2—The reporting and
management of notifiable incidents.
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DI(G) PERS 25–6
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REPORTING PROCESS
29
Confidentiality
29
29.
In dealing with a conflict of interest that may involve personal sensitivities, individuals and
managers must be aware of confidentiality and privacy issues. It is important to maintain confidentiality
regarding information on sensitive and private conflict of interest issues consistent with statutory
requirements, in compliance with contractual arrangements and in keeping with the Defence ‘need to
know’ principle. When reporting sensitive conflict of interest issues, the reporting should be confidential
and based on evidence, and the issues must not be discussed in an open area or with any person who
is not required to know of the issue.
Reporting by the Defence official experiencing the conflict of interest
30
30.
When an actual, potential or perceived conflict of interest is identified, Defence personnel must
promptly report this to their Branch Head or Commanding Officer through their Manager or Commander.
If the conflict of interest occurs in relation to a contract, Defence personnel must also report this conflict
to the contract manager.
31.
Defence personnel must outline the circumstances giving rise to the belief that there is an
actual, potential or perceived conflict of interest and, if possible, identify any course of action to resolve
the issue. Defence personnel reporting an actual, potential or perceived conflict of interest must also
keep their Branch Head or Commanding Officer informed of any changes to the subject circumstances.
Reporting by third parties of suspected conflicts of interest
32
32.
If Defence personnel have sound reason to believe that another individual has a conflict of
interest that may affect Defence personnel’s official duties and the situation has not been recognised or
declared, the Defence personnel should raise this issue with the individual. If, for any reason, the issue
cannot be raised with the individual or it is not resolved to the satisfaction of the Defence personnel
raising the issue, they must report the matter to their Branch Head or Commanding Officer through their
Manager or Commander. Subject to privacy considerations, Branch Heads or Commanding Officers
may provide appropriate information to Defence personnel on the outcome of any issue raised.
33.
If a suspected conflict of interest has been reported, the Branch Head or Commanding Officer
must advise the individual who is the subject of the suspected conflict of interest that a report has been
made and ensure that the individual concerned has the opportunity to respond to the report.
DECISION–MAKING PROCESS
34
34.
Branch Heads and Commanding Officers must determine whether a matter involves a conflict
of interest (whether actual, potential or perceived) as soon as practicable after being advised of the
matter. If a matter is determined to be a conflict of interest issue, Branch Heads or Commanding Officers
must consider all the circumstances to identify the best way to manage the situation.
35.
The Branch Head or Commanding Officer must consider the following:
a.
the person’s position, duties and the level of their decision making responsibilities;
b.
the person’s autonomy with regard to decision making;
c.
the levels of review to which the person’s decisions are subject; and
d.
the proximity and significance of the matter causing the conflict.
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Steps to evaluate and manage conflicts of interest
36
36.
Branch Heads or Commanding Officers must follow the steps below to evaluate and manage
a conflict of interest:
a.
Obtain all relevant facts to ensure that they completely understand the situation:
(1)
If the conflict of interest has been reported by a third party, seek information from
the person alleged to have a conflict.
b.
Review the situation to determine the nature of any alleged conflict of interest.
c.
Determine if an actual, potential or perceived conflict of interest exists:
(1)
If there is no conflict of interest, inform relevant persons and ensure details are
included in the corporate file or other appropriate registration process.
(2)
If there is a conflict of interest, proceed to next step.
d.
Determine the level of risk associated with the conflict of interest. To determine the level
of risk associated with a conflict of interest, it is necessary to consider the likelihood of
it occurring and the consequence if it did occur. A serious conflict of interest would be
one where the risk of adverse consequences is high and the nature of the adverse
consequences to the activity involved is significant.
e.
In consultation with the affected person, determine an appropriate strategy to address
the level of risk. There are a number of options available for managing conflicts of
interest. These range from simply disclosing relevant details to relinquishing the private
interest. The appropriate option or combination of options used in any situation will
depend on the circumstances. Commonly accepted strategies include:
(1)
Restrict—restrictions are placed on the individual’s involvement in the matter.
(2)
Recruit—an independent (non-conflicted) third party can be appointed to
oversee part or all of the process that deals with the matter.
(3)
Remove—the individual so that they do not participate at all in the matter. This
might be achieved by a temporary or permanent transfer of the conflicted
individual to another position.
(4)
Relinquish—the individual voluntarily relinquishes the private interest giving rise
to the conflict of interest.
f.
Inform the person with the conflict of interest and any other relevant persons of the
intended course of action to address the conflict of interest.
g.
Implement the course of action.
h.
Ensure appropriate records of the matter, including details of the circumstances, the
nature of the conflict and the steps taken to manage it, are placed on a corporate file or
other appropriate recording system.
i.
Conduct a regular review of the matter to ensure that the strategy is appropriate and
circumstances have not changed.
Further considerations
37
37.
In conducting this evaluation process, Branch Heads or Commanding Officers should be
mindful of the need to ensure that persons who may be adversely affected by the selected strategy for
managing the conflict of interest situation are afforded procedural fairness. This includes engagement in
consultation and providing an opportunity for affected persons to comment on or make their position
known with respect to an intended strategy.
38.
The Branch Head or Commanding Officer must also take into account the effect that the
selected strategy may have on the affected individual’s family. For example, a posting out of geographic
location may cause education problems for an individual’s children.
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DI(G) PERS 25–6
(Complete Revision)
39.
It is a matter of personal choice whether a Defence official decides to relinquish personal
assets that might give rise to a conflict of interest. The Commonwealth will not ordinarily accept liability
for any losses suffered as a result of voluntary relinquishment.
RIGHTS OF REVIEW
40
40.
If an affected individual disagrees with the proposed course of action suggested or determined
by their Branch Head or Commanding Officer, they may seek review of the decision using established
Defence review processes. This option is not available to External Service Providers, who should refer
to the dispute resolution options within their contract of engagement with Defence.
41.
If the decision is subject to internal or external review, the Branch Head or Commanding Officer
making that decision must ensure that any relevant risks or exposures surrounding the conflict in
question are communicated to the authority or person conducting the review.
DECLARATIONS OF INTEREST
42
42.
While all Defence personnel are required to report issues that may lead to potential, perceived
or actual conflicts of interest, for particular individuals in Defence (detailed in paragraph 46.) there is an
additional requirement to submit a written declaration of their financial and other interests.
What is a Declaration of interest?
43
43.
A Declaration of interest is a written declaration, provided to Defence on an IN–CONFIDENCE
basis, of private and personal interests held by Defence personnel. The declaration covers interests in
areas such as real estate, share holdings, trusts or nominee companies, company
directorships/partnerships, other investments, assets, sources of income, outside employment including
unpaid or voluntary work, gifts and liabilities and any other matter that could amount to a conflict such
as a close personal or business relationship where a conflict of interest may arise or could be inferred.
The purpose of the Declaration of interest
44
44.
The purpose of the Declaration of interest is to ensure that the Secretary, CDF, Group Heads,
Service Chiefs and CEO DMO are aware of any private interests or relationships of senior Defence
Personnel in leadership or other sensitive positions which could influence or could be seen to influence
the decisions those Defence personnel are making or the advice they are giving. The Declaration of
interest will help to ensure that the Secretary and CDF have the necessary foreknowledge and
transparency of situations and can take appropriate action to manage any conflict.
45.
The completion of a Declaration of interest also provides Defence personnel with the
opportunity to consider whether any of their financial or personal interests might give rise to a conflict of
interest with their duties and take action to remove or minimise the potential for that to occur.
Who is required to make a Declaration of interest?
46.
46
Declarations of Interest must be provided by:
a.
members of the Senior Leadership Group (SLG) including all Star Ranked Officers, all
active Star Ranked Reserve Officers, Senior Executive Service Officers, Medical
Officers Class 5 and 6, and Chiefs of Divisions;
b.
other positions in which the level of decision making or advice is deemed by a Group
Head or Service Chief or CEO DMO as being equivalent to that of the SLG;
c.
anyone acting in one of the above positions for longer than three months; and
d.
anyone below SLG level who is designated by their Group Head or Service Chief or
CEO DMO because their responsibilities require them to be particularly transparent
about their financial and personal interests.
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Responsibility of Defence personnel required to make a Declaration of interest
47
47.
Defence personnel required by this Instruction to make a Declaration of interest must submit,
in concert with their annual performance management programme, a declaration of the private interests
and relationships that could impact or could be seen to impact upon the decisions they are making or
the advice they are giving because of an actual or potential conflict of interest.
48.
Defence personnel are responsible for revising and resubmitting declarations if there is a
change in their responsibilities or personal circumstances that could impact on their official duties.
49.
SLG members and Defence personnel acting in SLG positions must submit their declarations
to their Group Head or Service Chief. Declarations made by Group Heads, Service Chiefs and CEO
DMO must be submitted to the Secretary or the CDF through Directorate of Senior Officer
Management (DSOM). Non-SLG members must submit their declaration through their chain of
command, as appropriate, or to their Group Head or Service Chief.
50.
All newly appointed SLG members must submit a Declaration of interest within one-month of
taking up their appointment.
51.
Normally the personal interests and relationships of the declarant’s immediate family members
need not be disclosed in a declaration. However, where the declarant is aware of family member’s
interests that may impact upon, or be perceived to impact upon, the declarant’s role or official duties, all
pertinent information must be provided. Written consent must be obtained from family members if the
declarant is proposing to disclose their family members’ private interests (see paragraph 57. for further
information on the privacy provisions).
52.
If written consent is not given and the Defence personnel is concerned that there is a conflict
of interest, they should discuss the matter in general terms with their Group Head or Service Chief.
Responsibility of Management
53
53.
Group Heads, Service Chiefs and CEO DMO are responsible, on behalf of the Secretary
and/or CDF, for ensuring that any actual, potential or perceived conflict of interest that is identified in a
Declaration of interest is avoided or effectively managed. This means that Group Heads, Service Chiefs
and CEO DMO will need to be sufficiently informed of the content of Declarations of Interest.
54.
Group Heads, Service Chiefs and CEO DMO must identify Defence personnel occupying
positions (other than SLG positions) who will be required to provide Declarations of Interest. Factors to
be taken into account in identifying such Defence personnel include the sensitivity of the issue or the
known interests of the Defence personnel involved and the level of decision making or advice provided
by the Defence personnel. The reporting standards and process for these individuals must be managed
by the relevant Group Head or Service Chief.
55.
Group Heads, Service Chiefs and CEO DMO must bring any serious conflicts of interest to the
attention of the Secretary and/or CDF, as appropriate. They are also responsible for ensuring the
confidentiality and privacy of Declarations of Interest (see paragraph 57. for further information on this
topic).
56.
DSOM must:
a.
ensure that there is a Declaration of interest clause contained in the terms of
engagement in relevant employment contracts with SLG Defence personnel;
b.
ensure that SLG Defence personnel, new SLG appointments and Defence personnel
acting in SLG positions are aware of the reporting standards and the processes
involved;
c.
store Declarations of Interest that have been considered by the Group Heads, Service
Chiefs and CEO DMO, and if required, by the Secretary and CDF in a secure and
confidential repository; and
d.
assist in this process by developing standard templates for Declarations of Interest and
by providing advice or assistance to declarers.
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DI(G) PERS 25–6
(Complete Revision)
Responsibility for maintaining the confidentiality and privacy of Declarations of Interest
57.
must:
57
The Secretary, CDF, Group Heads, Service Chiefs, CEO DMO, probity advisors and DSOM,
a.
ensure that all Declarations of Interest are collected and managed in strict compliance
with the Information Privacy Principles contained in the Privacy Act 1988;
b.
assign a protective marking of STAFF–IN–CONFIDENCE to Declarations of Interest
and handle declarations in accordance with the Defence Security Manual;
c.
dispose of Declarations of Interest in accordance with the requirements of the Archives
Act 1983.
58.
Any failure by Defence personnel to meet the required high standards of probity, protection and
confidentiality in managing and handling Declarations of Interests, or the information contained in them,
will be taken very seriously and may result in disciplinary or administrative action being taken against the
person responsible for the failure. Any failure to comply with these requirements must be reported to the
appropriate Group Head or Service Chief or CEO DMO and the situation must be managed to ensure
that the interests of the declarant are protected.
59.
To ensure their own privacy, Defence personnel providing Declarations of Interest are
responsible for following the postal procedures set out by DSOM or their Group Head/Service Chief or
CEO DMO. If the declarant is proposing to disclose the personal information of a third party, the
declarant should first inform the third party of the proposed disclosure.
Disclosing Declarations of Interest to third parties
60
60.
Declarations of Interest or information contained in Declarations of Interest may be made
available to the Minister for Defence (Minister) on request. The affected Defence personnel must be
consulted if a request is received from the Minister. Such requests will be managed in accordance with
relevant Commonwealth legislation.
61.
Other requests for access to declarations of interest, such as parliamentary, court or Freedom
of Information requests, will be handled in accordance with relevant Commonwealth legislation.
IMPLEMENTATION
62
62.
This policy cancels DI(G) PERS 25–3—Disclosure of Interests of Members of the Australian
Defence Force.
COMPLIANCE
63
63.
All Defence Personnel must comply with this Instruction.
64.
1903.
DI(G)s are issued jointly by the Secretary and the CDF under section 9A of the Defence Act
65.
Australian Defence Force. This Instruction from the CDF constitutes a general order to
Defence members for the purposes of the DFDA. Non-compliance may result in disciplinary action being
taken in accordance with the DFDA.
66.
APS. This Instruction is a lawful and reasonable direction to Defence Employees by the
Secretary under subsection 13(5) of the Public Service Act 1999. Non-compliance may be referred to a
delegate for investigation and possible sanction in accordance with the APS Code of Conduct.
67.
Defence contract managers must include the requirement that External Service Providers
must comply with this Instruction in the terms of the contract. Failure by an External Service Provider to
comply with this Instruction may result in a breach of contract.
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RELATED INSTRUCTIONS/PUBLICATIONS/MANUALS
68.
This Instruction is to be read in conjunction with the related documents shown in annex C.
Annexes:
A.
Definitions
B.
Related Legislation, Policy and Publications
C.
Defence policies that cover some situations where conflicts of interest may occur
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UNCONTROLLED IF PRINTED
ANNEX A TO
DI(G) PERS 25–6
(Complete Revision)
DEFINITIONS
1.
A
The following definitions apply to this Instruction:
a.
Benefit means a non-tangible item of value (eg a new job or promotion, preferential
treatment, access to confidential information, hospitality etc) that one person or
organisation confers on another. Benefit includes any advantage that can be conferred
either officially or personally. A benefit also includes bribes, which are given with the
intention of influencing an employee to take, or not to take, specific action.
b.
Defence means the Department of Defence which includes the Defence Materiel
Organisation, and the Australian Defence Force (ADF).
c.
Defence civilian, as defined in section 3 of the Defence Force
Discipline Act 1982 (DFDA), means a person (other than a Defence member) who:
(1)
(2)
with the authority of an authorised officer as defined in the DFDA accompanies a
part of the ADF that is:
(a)
outside Australia; or
(b)
on operations against the enemy; and
has consented, in writing, to subject themselves to ADF discipline while so
accompanying that part of the ADF.
d.
Defence employee, means a person employed in the Department of Defence under
section 22 of the Public Service Act 1999.
e.
Defence member, as defined in section 3 of the DFDA, means:
(1)
a member of the Permanent Navy, the Regular Army or the Permanent Air Force;
or
(2)
a member of the Reserves who:
(a)
is rendering continuous full-time service; or
(b)
is on duty or in uniform.
f.
Defence personnel for the purpose of this Instruction, includes all Defence members
and Defence employees, Defence Locally Engaged Employees overseas, Defence
civilians, and the equivalents from other organisations on exchange to Defence.
g.
External service providers for the purpose of this Instruction, includes contractors,
consultants and external members of Defence boards and committees contracted by
Defence.
h.
Probity advisor for the purpose of this Instruction, means a person who is employed to
provide independent advice and assistance on the ethical behaviour in a particular
process.
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ANNEX B TO
DI(G) PERS 25–6
(Complete Revision)
RELATED LEGISLATION, POLICY AND PUBLICATIONS
Source material
B
1
Some of the material used in this Instruction has been sourced from:
•
•
•
APS Values and Code of Conduct in Practice: Guide to official conduct for APS employees and
Agency Heads.
Conflicts of Interest Policy Framework.
Managing Conflicts of Interest in the Public Sector Guidelines.
Legislation
•
•
•
•
•
•
2
Public Service Act 1999.
Financial Management and Accountability Act 1997.
Defence Force Discipline Act 1982.
Archives Act 1983.
Privacy Act 1988.
Defence Act 1903.
Defence Instructions
•
•
•
•
•
•
•
•
•
3
Defence Instruction (General) (DI(G)) ADMIN 08–1—Public comment and dissemination of
official information by Defence personnel.
DI(G) ADMIN 10–6—Use of Defence telephone and computer resources.
DI(G) ADMIN 45–2—The reporting and management of notifiable incidents.
DI(G) FIN 12–1—The control of fraud in Defence and the recovery of public monies.
DI(G) PERS 21–1—Political activities of Defence personnel.
DI(G) PERS 25–2—Employment and voluntary activities of Australian Defence Force
Members in off-duty hours.
DI(G) PERS 25–4—Notification of Post Separation Employment.
DI(G) PERS 25–5—Employment of immediate family members in the same chain of command
and/or working environment.
DI(G) PERS 45–5—Defence Whistleblower Scheme.
Defence Chief Executive’s Instructions
•
4
http://intranet.defence.gov.au/find/policies/FINMAN5/index.html.
Defence Materiel Organisation Instructions
•
•
•
5
Defence Materiel Instruction (Human Resources) (DMI (HR)) 02–1–007—Dealing with Conflict
of Interest in the Workplace.
DMI (HR) 02–1–006—Post-Separation Employment Policy.
DMI (Finance) 01–0–033—Acceptance of Gifts and/or Benefits by DMO Officials.
Defence Manuals
•
•
•
•
6
Defence Financial Management Manual.
Defence Procurement Policy Manual.
Defence Security Manual.
Defence Workplace Relations Manual.
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ANNEX C TO
DI(G) PERS 25–6
(Complete Revision)
DEFENCE POLICIES THAT COVER SOME SITUATIONS WHERE
CONFLICTS OF INTEREST MAY OCCUR
Offers of gifts, benefits or hospitality
•
•
•
•
•
1
Defence Chief Executive’s Instruction (CEI) 6.2—Receiving and Gifting Gifts.
Financial Management Manual (FINMAN 5), chapter 6.2—‘Receiving and Gifting Gifts’.
Defence Workplace Relations Manual (DWRM), chapter 11, part 5—‘Acceptance of Gifts and
Other Benefits’.
Defence Materiel Organisation (DMO) CEI 6.8—Receiving and Accepting Gifts and Benefits.
Defence Materiel Instruction (DMI) (Finance) 01–0–033—Acceptance of Gifts and/or Benefits
by DMO Officials.
Outside employment
•
•
2
Defence Instruction (General) (DI(G)) PERS 25–2—Employment and voluntary activities of
Australian Defence Force Members in off-duty hours.
DWRM, Chapter 7, part 5—‘Outside Work’.
Post separation employment
•
•
•
3
DI(G) PERS 25–4—Notification of Post Separation Employment.
DWRM, chapter 6, part 3, section 6—‘Post Separation Employment’.
DMI (Human Resource) 02–1–006—Post-Separation Employment Policy.
Volunteer or unpaid work situations
•
•
4
DI(G) PERS 25–2—Employment and voluntary activities of Australian Defence Force
Members in off-duty hours.
DWRM, chapter 7, part 5, section 3—‘Unpaid Outside Work’.
Use of Commonwealth facilities and equipment
•
•
•
7
DI(G) ADMIN 08–1—Public comment and dissemination of official information by Defence
personnel.
Defence Security Manual, part 2, chapter 30—‘Classification and Protection of Official
Information’.
Public comment
•
•
8
DI(G) ADMIN 08–1—Public comment and dissemination of official information by Defence
personnel.
DWRM, chapter 11, part 7—‘Defence Speakers’.
Political participation
•
•
9
DI(G) PERS 21–1—Political activities of Defence personnel.
DWRM, chapter 7, part 5, section 3.
Sponsorship
•
•
6
DI(G) PERS 25–5—Employment of immediate family members in the same chain of command
and/or working environment.
Access to official information
•
5
DI(G) ADMIN 10–6—Use of Defence telephone and computer resources.
CEI 2.3—Defence Credit Cards.
Personal and family relationships within the workplace or with contractors
•
C
10
CEI 2.12—Receiving and Providing Sponsorship.
FINMAN 5, chapter 2.12—‘Receiving and Providing Sponsorship’.
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C–2
Employment decisions
•
11
DWRM, chapter 5, part 1, section 1—‘Legal context, merit and employment decisions’.
Procurement decisions
•
•
12
Defence Procurement Policy Manual.
Departmental Procurement Policy Instruction 23/2010—Managing Potential Ministerial
Conflicts of Interest.
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