[FO 3381213 I

WORK VALUE ANALYSIS OF STAR RANK ROLES AUSTRALIAN DEFENCE FORCE

IFal 3381213

WORK VALUE ANALYSIS OF STAR RANK ROLES

CONTENTS

1 Background j

2 Our Approach 2

3 Work value assessment 4

4 Findings 7

AppendIx Aimiddot Mercer CEO Job Evaluation Methodology _

IFdr3-38i12l13 -I

Background Mercer Consulting (Auslralia) Pty Ltd fMercer understands thai the Australian Defence Force (Defence) is required to make submissiOns to indegtendenllribunals MIenseeking to adjust the remuneration of its star rank roles Defence assists the Commonwealth Remuneration Tribunal (CRT) in lIs deliberations regarding statutory star rank roles whYe forma submissions regarding non-statutory roles are made 10 the Defence Force Remuneration Tribunal (DFRT)

Currently Defence is reviewIng its position in regard to the remuneration of Its three star roles comprising the Vlce Chief of Defence Force (VCDF Service Chiefs - Chief of Air Force (CAF) - Chief of Army (CA) - Chief of Navy (CN) Chief of Joint Operations (CJOPs) Chief of Capability Development Group (CCDG)

A submission will be made to the DRT regarding the GJOPs and CCDG in 2013 In seeking to onsure that the submission adopts robust ogre in requesting certain composition and quanta of remuneration Defence has for the first time determined that the concept of work value will be central to Its approach Accordingly Mercer was engaged 10 provide Independant and expert work value analysis for the abo-ve positions

To enable Mercer to review relalivities with peer roles and establish acwrae work value assessments oflttelhrec star roles Defence included the role to whIch they report (that Is the Chief of Defence Force or CDF) and 2 two star roles (the Commander Forces COlTl111Rnd or CFC end the Commander Joint Health Command or CJHC) In the analysis

MERCER

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WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

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o

t

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

IFal 3381213

WORK VALUE ANALYSIS OF STAR RANK ROLES

CONTENTS

1 Background j

2 Our Approach 2

3 Work value assessment 4

4 Findings 7

AppendIx Aimiddot Mercer CEO Job Evaluation Methodology _

IFdr3-38i12l13 -I

Background Mercer Consulting (Auslralia) Pty Ltd fMercer understands thai the Australian Defence Force (Defence) is required to make submissiOns to indegtendenllribunals MIenseeking to adjust the remuneration of its star rank roles Defence assists the Commonwealth Remuneration Tribunal (CRT) in lIs deliberations regarding statutory star rank roles whYe forma submissions regarding non-statutory roles are made 10 the Defence Force Remuneration Tribunal (DFRT)

Currently Defence is reviewIng its position in regard to the remuneration of Its three star roles comprising the Vlce Chief of Defence Force (VCDF Service Chiefs - Chief of Air Force (CAF) - Chief of Army (CA) - Chief of Navy (CN) Chief of Joint Operations (CJOPs) Chief of Capability Development Group (CCDG)

A submission will be made to the DRT regarding the GJOPs and CCDG in 2013 In seeking to onsure that the submission adopts robust ogre in requesting certain composition and quanta of remuneration Defence has for the first time determined that the concept of work value will be central to Its approach Accordingly Mercer was engaged 10 provide Independant and expert work value analysis for the abo-ve positions

To enable Mercer to review relalivities with peer roles and establish acwrae work value assessments oflttelhrec star roles Defence included the role to whIch they report (that Is the Chief of Defence Force or CDF) and 2 two star roles (the Commander Forces COlTl111Rnd or CFC end the Commander Joint Health Command or CJHC) In the analysis

MERCER

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WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

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t

IFbT33811213-1

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TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

IFdr3-38i12l13 -I

Background Mercer Consulting (Auslralia) Pty Ltd fMercer understands thai the Australian Defence Force (Defence) is required to make submissiOns to indegtendenllribunals MIenseeking to adjust the remuneration of its star rank roles Defence assists the Commonwealth Remuneration Tribunal (CRT) in lIs deliberations regarding statutory star rank roles whYe forma submissions regarding non-statutory roles are made 10 the Defence Force Remuneration Tribunal (DFRT)

Currently Defence is reviewIng its position in regard to the remuneration of Its three star roles comprising the Vlce Chief of Defence Force (VCDF Service Chiefs - Chief of Air Force (CAF) - Chief of Army (CA) - Chief of Navy (CN) Chief of Joint Operations (CJOPs) Chief of Capability Development Group (CCDG)

A submission will be made to the DRT regarding the GJOPs and CCDG in 2013 In seeking to onsure that the submission adopts robust ogre in requesting certain composition and quanta of remuneration Defence has for the first time determined that the concept of work value will be central to Its approach Accordingly Mercer was engaged 10 provide Independant and expert work value analysis for the abo-ve positions

To enable Mercer to review relalivities with peer roles and establish acwrae work value assessments oflttelhrec star roles Defence included the role to whIch they report (that Is the Chief of Defence Force or CDF) and 2 two star roles (the Commander Forces COlTl111Rnd or CFC end the Commander Joint Health Command or CJHC) In the analysis

MERCER

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MERCER 2

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WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

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TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

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WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

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TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

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MERCER

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WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

fOT3381i2113 I

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t

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

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MERCER

[F0133811213J

WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

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t

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

[F0133811213J

WORK VALUE ANALYSIS OF STAR RANK ROLES lISTRfUIAN D CEfORCE

Work Value

Measures the relatlve Size of a positIOn and takes Into accouni the work performed Its complexity the accounlabthlus and the skills reqUIred 10 undenake the role WCln value does not take lOla

L__________~~~~----~~~~~~~~

Is Ihe amount of work expected 10 be performed by the role in a given period of lime and can be Impacted by changed admlnlstrallVe processes Increased environment demands and

account Ihe quanlrty Of

volume of wer

Work Mix

~---

Reflects the combmalron of accountabilities In a rote which may change over lime although does not demand a higher oraer 0 capabili ty or knowledge or rellect greater complexity In the

expectations role Is SImply a different sel of responsibilities and renects the evolulJon 0

rK In the workplace

a6Sessments ror each of the nine roles inCluded in the review In descending points CEO Job Evaluation methodology (see Appendix A for more details

-~-ER 5

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

fOT3381i2113 I

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t

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

-- - -------- -

IFOI338f271]

WORK VALUE ANALYSIS OF STAR RANK ROLES

__s_Table 1 Work Value Assessments

DirectVice Chiel 01 OefenC8 FOce ThreeStsr G6-i1(946) Fmiddot5 (50S) F-8c (1252) 2703EXP $131b

Direct G5+e- (622) E+5 (373) F-7-d (1252) 224EXP USb DrodThrgeStampr G5+e-(622) E+5 (373) F-7d (1252) 2247EXPS52b Direct

ThreeSlBr G5+e-(822) E+5 (373) F-7-d (1 252) 2247EXPS34b

olloce shy

Three Star G5e (622) E+5(373) F-6td (1O88) 2063SUb DirectThreeStar GSa (622) E5 (356) F-7c (946) 192

Exp$4Sb

Commander Forces Command DireclTwo Star G-5e- (541) EmiddotS- (289) e+7c (822) 1652EXP$45b

Direct Iir~Two Sa ___ G-se- (541) ES-(309) Et5d (622) 1472

6

fOT3381i2113 I

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t

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

fOT3381i2113 I

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IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

IFbT33811213-1

AU~nAlL

TablO1 2 Description of work YoluecYes- --_____________________

PosItion (work value) Rank

----shy

(3

8

IFal338121131

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IFa 3381213

WORK VALUE ANALYSIS OF STAR RANKROLES AUSTRAliAN DEFa

APPENDIX A

n J _

MERCER CEO

JOB EVALUATION FACTORS

JUDGEMENT FACTOR ACCOUNT ABILITY FACTOR

T L IIJlIQIPl I lor fvhJ ~1 np Tramp freta c~uaI the naturo of th task

nel oth~ thll1 loJng

KNOWLEDGE amp EXPERIENCE JOB ENVIRONMENT IMPACT

J

~ERCER

z

o

IFa 3381213

WORK VALUE ANALYSIS OF STAR RANKROLES AUSTRAliAN DEFa

APPENDIX A

n J _

MERCER CEO

JOB EVALUATION FACTORS

JUDGEMENT FACTOR ACCOUNT ABILITY FACTOR

T L IIJlIQIPl I lor fvhJ ~1 np Tramp freta c~uaI the naturo of th task

nel oth~ thll1 loJng

KNOWLEDGE amp EXPERIENCE JOB ENVIRONMENT IMPACT

J

~ERCER

z

IFa 3381213

WORK VALUE ANALYSIS OF STAR RANKROLES AUSTRAliAN DEFa

APPENDIX A

n J _

MERCER CEO

JOB EVALUATION FACTORS

JUDGEMENT FACTOR ACCOUNT ABILITY FACTOR

T L IIJlIQIPl I lor fvhJ ~1 np Tramp freta c~uaI the naturo of th task

nel oth~ thll1 loJng

KNOWLEDGE amp EXPERIENCE JOB ENVIRONMENT IMPACT

J

~ERCER

z

z