dpr-af policy directive appointment procedures – … · 2011-08-11 · force. except for medical...

ADF-RECPOL003 ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003

PE99/16316 pt1 See Distribution List DPR-AF DIRECTIVE 01/03

DPR-AF POLICY DIRECTIVE

APPOINTMENT PROCEDURES – RAAF SPECIALIST RESERVE APPLICANTS

PREAMBLE 1. The appointment process for Direct Entrant RAAF Specialist Reserve (RAAFSR) applicants differs from the process for Permanent Air Force (PAF) and RAAF Active Reserve (RAAFAR) applicants. RAAFSR applicants are individually nominated by RAAFSR Sponsors or Regional Directors because of their specialist skill sets, although the approval authority for appointment is Directorate of Personnel Reserves – Air Force (DPR-AF). There are no annual RAAFSR Recruiting Targets and applicants are selected as a service need arises. However, where an annual training requirement exists, the availability of funding my limit numbers appointed to the RAAFSR.

POLICY 2. All RAAFSR applicants require a supporting letter from their relevant RAAFSR sponsor before any processing is initiated by the relevant Australian Defence Force Recruiting Unit (ADFRU). If no supporting letter is received; the ADFRU should contact DPR-AF for further assistance. 3. All RAAFSR applicants must satisfy the minimum medical and fitness standards and other entry requirements to be appointed into the Royal Australian Air Force. Except for medical waivers, waivers for RAAFSR applicants may be granted, where recommended by the relevant sponsor, by DPR-AF. The appropriate medical authority must recommend medical waivers before approval can be granted by DPR-AF. Waivers of entry conditions are considered by exception and not as normal practice. 4. All RAAFSR applicants must undertake an interview with a Psychologist and a Recruiting Officer. Aptitude testing is not required for Medical and Legal specialists but is required for Chaplains and Public Relations specialists. No interview board is conducted for Medical and Legal specialists. Chaplains and Public Relations specialists undertake the Officer Interview Boards, rather than the Officer Selection Board (which is undertaken by PAF and RAAFAR applicants).

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5. This policy directive confirms current requirements. Any queries should be directed to DPR-AF. Original Signed P.A. DAVIS WGCDR DPR-AF 24 Apr 2003 Distribution: HQHSW (OC) DGCHAP-AF DLS (DDG-AF) DMPA-AF DFRO CRESW (XO) 13SQN (CO) 21SQN (CO) 22SQN (CO) 23SQN (CO) 24SQN (CO) 25SQN (CO) 26SQN (CO) 27SQN (CO) 28SQN (CO) 29SQN (CO) For Information: HQCSG (CDR) CRESW (OC) AFDW (OC) DGRES-AF DGPERS-AF DPO-AF DPA HQ DFRO HQTC (DDRT)

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DEFERRED AND MODULARISED RECRUIT TRAINING – ARMY RESERVE Reference:

A. DI(A) PERS 116-6 Army induction management process Policy 1. PT Army GE candidates may commence recruit training on enlistment, or proceed direct to their posted unit (DTU) and commence recruit training within six months of enlistment. Enlistment 2. On enlistment, DTU recruits should indicate an intended date of attendance at recruit training. Enlistees may complete a maximum of 20 days service in their units prior to commencement of recruit training. 3. Recruits are to pass a PFA within the eight weeks prior to beginning recruit training. An enlistment PFA will suffice if it occurs within the specified time frame. Training 4. PT Army recruits may elect to complete their recruit training in two modules. Module Two must be commenced within twelve months of completion of Module One. Within these limitations, the timing of recruit training is at the convenience of the enlistee, although the order of preference for Army is for enlistees to:

a. Enlist and proceed directly to complete recruit training;

b. Enlist and proceed directly to complete Module One of recruit training;

c. Enlist and proceed to unit, commencing recruit training within six months; or

d. Enlist and proceed to unit, commencing Module One of recruit training

within six months 5. Attendance at recruit training is coordinated by the recruiting centres through HQDFR to ARTC. Transport of attendees is arranged by request to Personnel Movements Coordination Centre (PMCC). Attendance and transport of recruits attending Module Two are coordinated by Reserve units directly with ARTC.

6. On returning to ARTC for Module Two, a recruit will be competency tested and then allocated a position in a platoon, according to their retained level of competence. It is stressed that re-entry may not be at the level of completion of Module One and therefore the total time taken in completing modularised training may be considerably more than 45 days. 7. All personal and medical documentation, including records raised in units such as Q records are to accompany recruits to ARTC. 8. PT recruits should attend IET training as soon as possible after recruit training.

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Comparative Minimum Academic Standards For Selection as ADF Pilot

NSW Vic SA WA NT Qld ACT TAS NZ Subject Requirements

2, 3 or 4 unit reqd 2U = 1 Subject 2 x 3U = 3 x 2U 1 x 4U = 3 x2U

Only subjects studied at Unit 3/4

Stage 2 HESS acceptable English not reqd in Yr 12, if completed in Yr 11

Yr 12 TEE courses acceptable

Stage 2 HESS subjects acceptable

‘Board & Board Registered’ subjects for 4 units acceptable.

Combo of T, T & E and Major or Minor courses. 4 x Maj, or 3 x Maj + 2 x Min Dbl Maj=2 x Maj

Min 1200 hrs full time study in yrs 11&12 .combined Only ‘C’ syllabus subjects acceptable

Min Marks Average of Exam & Assessment Marks - Min Mark = 53 Pre 00 Min Mark –53 Post 00 = Band 3+ Min Mark - 53

Satisfactory (S) or Cat average – C Min mark 26/50

A, B,C with min Subj Achvmnt Score (SAS) 11-20 incl

A, B, C A, B,C with min Subj Achvmnt Score 11-20 incl

SA Ind Cse min D acceptable. Course average C

SA for individual 150 hr subjects

English

Pre 00 2 Unit Min mark – 53

Post 00 Band 3 +

Unit 3/4 S or C

Year 11 Min A,B,C Subj Achvmnt Score 11-20 inclusive * plus language rich yr 12 subject

English or English Lit A, B,C SA, Major reqd. Course average C

English or Literature OA, HA, SA

Maths


Post 00 Band 3+

Note: General Maths not acceptable

Yr 11 Mathematical methods 1 & 2 Yr 12 Mathematical methods 3/4 S or C

Maths 1 grade A, B, C plus SAS 11-20

Applicable Maths (III) Calculus Maths (II) Note: Discrete Maths (I) Modelling Maths (IV) not acceptable

Maths 1 grade A, B, C – SAS 11-20

Maths 1 or B SA Note: Maths B is higher than Maths A (A is unacceptable)

Major reqd. Course average C

Maths II or Maths Applied OA, HA

Maths with calculus

Chemistry


Post 00 Band 3+

Unit 3/4 S or C

A, B, C - SAS 11-20 A, B, C A, B, C – SAS 11-20 SA Course average C OA, HA, SA

Geography


Post 00 Band 3+

Unit 3/4 S or C

A, B, C - SAS 11-20 A, B, C A, B, C – SAS 11-20 SA Course average C OA, HA, SA

Physics


Post 00 Band 3+

Unit 3/4 S or C

A, B, C - SAS 11-20 A, B, C A, B, C – SAS 11-20 SA Major reqd with course average C

OA, HA, SA

Year 10 Science Pass Pass Pass Pass Pass Pass Pass Pass Pass

Notes: Minimum academic requirements for ADF pilot = English, an acceptable Maths subject and two other ‘academic subjects’ Correct at December 2002 Any Board of Studies developed ‘academic’ subjects are acceptable, except VET subjects.

ADFA B. Tech (Ave) Entrance NSW Vic SA WA NT Qld ACT TAS NZ

B.Tech (Avn) Pre 00 TER 70 Post 00 UAI 80.75

Pre 96 TES 117 95-95 TER 70 Post 98 ENTER 80.75

Pre 98 SASE 67 Post 98 ITI 80.75

Pre 98 TES 304 Post 97 ITI 80.75

Pre 98 NTCE 67 Post 98 ITI 80.75

OP 1 - 10 Pre 98 TER 70 Post 98 UAI 80.75

TCE UAI 80.75

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ADF-RECPOL007 ***All documents not on StandEasy are uncontrolled*** Revised 02 Mar 2006

EDUCATIONAL ENTRY STANDARDS Minimum Education standards 1. Minimum education standards are set by the single Services for each avenue of entry. Careers Explorer provides the minimum educational standards required by each of the Services. Minimum education levels for Pilot entry are available at www.raaf.gov.au/psa/education.htm Determining eligibility using higher secondary school education qualifications 2. Where a candidate exceeds the minimum educational standard in required subjects, and provides proof of this higher standard, there is no requirement for the candidate to provide evidence of the minimum required standard. For example, if a candidate needs to complete Year 9 Mathematics and English, and they provide a year 10 Certificate with passes in Year 10 Mathematics and English they do not need to present their Year 9 Certificate. Determining eligibility using higher or tertiary qualifications 3. Where a candidate holds tertiary or post-secondary qualifications, but does not possess evidence of attaining the required minimum educational standard, the SMRO must determine if the there is a clear link or equivalence between the standard attained and the required standard. For example, if a candidate has passed subjects in Literature as part of a Bachelor of Arts degree, the SMRO could reasonably deduce that the candidate has the literacy skills required to pass year 12 English. 4. The SMRO can also determine whether a higher qualification in a related field satisfies the eligibility criteria for a particular job. For example, a candidate who failed or did not attempt year 12, but possesses a Bachelor of Commerce degree, would normally meet the educational eligibility for Logistics Officer. Further, a candidate who holds a Bachelor of Aviation Technology may meet the Year 12 Mathematics and Physics subject requirements for Pilot. SMROs may need to review detailed subject outlines and university transcripts to assist in making their decisions regarding educational eligibility. 5. Where the SMRO is unsure or unconvinced regarding the relevance or equivalence of a higher qualification in meeting the required educational entry standard, advice should be sought from the relevant RLO. For example, a candidate who holds a Bachelor of Commerce degree would not necessarily meet the Physics requirement at a Year 12 standard. Determining eligibility using Vocational and/or trade qualifications 6. Candidates may produce vocational qualifications in lieu of traditional high school results to demonstrate educational eligibility for their preferred job. As for higher educational qualifications, the SMRO must determine if there is a clear link or equivalence between the qualification attained and the educational standard required to be successful in the nominated job. For example, if a candidate holds a Certificate 3 in Business Administration or Frontline Management, the SMRO may deduce that the candidate has the skills required to succeed in a clerical position and would not need

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http://www.raaf.gov.au/psa/education.htm

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ADF-RECPOL007 ***All documents not on StandEasy are uncontrolled*** Revised 02 Mar 2006

to produce evidence of a pass in year 10 English. Alternatively, a candidate who holds a Certificate 3 in Business Administration may not meet the educational standard required for entry into a technical trade, due to the requirement to pass Year 10 Mathematics. SMROs may need to review detailed qualification transcripts to assist in making their decisions regarding educational eligibility. 7. Where the SMRO is unsure or unconvinced regarding the relevance or equivalence of a vocational/trade qualification in meeting the required educational entry standard, advice should be sought from the relevant RLO. Overseas qualifications 8. Candidates with overseas qualifications are responsible for providing proof of Australian equivalency. Determining equivalence of alternate education qualifications 9. Where a candidate has education qualifications other than those attained through the mainstream State and Territory education authorities (e.g. TAFE bridging courses, home schooling), the onus is on the candidate to prove equivalence with the ADF minimum entry standards. This is usually achieved by attaining a declaration of the equivalence from the relevant authority. Equivalence of standards between States and Territories 10. The responsibility of determining the equivalence of State or Territory education systems is a matter for local DFRCs. The decision to recognise equivalence rests with the SMRO. SMROs are to consult the State or Territory education authority for guidance. Where the SMRO is not able make a decision based on local advice and knowledge, the case should be forwarded to the relevant RLO for CMA decision. Education waivers 11. If a candidate fails to meet the educational standard for a chosen avenue of entry, but has other strong mitigating factors (such as relevant employment/life experience, high aptitude scores, other qualifications), the SMRO may recommend an education waiver based on consideration of these mitigating factors and their preference for a specific job. Authorities for assessment of equivalence Australian Education International-National Office of Overseas Skills Recognition (AEI-NOOSR), GPO Box 1407, CANBERRA ACT 2601. View the web page www.aei.dest.gov.au

Contact AEI-NOOSR on toll free 1800 020 086 or by e-mail on [email protected]

Vocational Educational and Training Assessment Services (VETASSESS), Level 4 - 478 Albert Street, EAST MELBOURNE VIC 3002. View the web page where a list of contacts specific to inquiry type is available: www.vetassess.com.au

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http://www.aei.dest.gov.au/

http://www.vetassess.com.au/


CANDIDATE HEIGHT Reference: A. ADFP 701 Recruit Medical Examination Procedures B. ADF-RECPOL058 SPECIFIC BMI AND HEIGHT REQUIREMENTS

FOR ADF AIRCREW 1. The minimum height for joining the ADF as a pilot is 163 cm. To join the ADF in any other employment category, the minimum height is 152 cm. 2. A number of employment categories have minimum and maximum height restrictions. These are detailed in reference A. 3. Specific information on height (and weight) requirements for ADF Air Crew are detailed in reference B.

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ADF-RECPOL010 ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003 MEDICAL WAIVERS AND APPEALS PROCESS Waiver process for non-aircrew candidates 1. A waiver system is in place to allow entry to exceptional candidates who do not met the required medical standards. These candidates must be recommended for a waiver by the Area Manager because they possess the skills and qualifications that are needed in the ADF at the present time. Waivers are designed to provide the maximum benefit to the military. 2. For a candidate to be considered for a waiver, the medical criteria in ADFP 701 Ch 1 Para 1.14 must be applied before a recommendation is made. Therefore, prior to a waiver being submitted for consideration, the candidate must have undergone a current completed medical examination. Waiver determinations will not be processed for candidates who have only completed the medical questionnaire or only part of the medical examination. The waiver request must also be accompanied by advice that the candidate has successfully completed all other assessments (ie. psychology, aptitude, and interview) and the Defence Interviewer considers the candidate suitable for a waiver. This process is to ensure that all disqualifying criteria have been noted prior to a waiver determination being processed. 3. DFRC Medical Officers do not have the authority to vary the entry standards or grant a waiver. All waiver submissions must be forwarded, with the Area Manager's recommendation, to the Chief Medical Officer (CMO) HQDFR. The CMO will review the medical documentation and advise the Career Managers of the risk of accepting a candidate who does not meet the required medical standard. Career Managers are the approving authority for waivers. 4. Career Managers will inform the DFRC of the determination in writing, with a copy to the CMO. 5. Forwarding address for waivers is:

Chief Medical Officer Headquarters Defence Force Recruiting TUG –3 – WS29A Department of Defence CANBERRA ACT 2600

6. Annex A. provides a flow chart of the waiver process.

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ADF-RECPOL010 ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003 Appeal process for non-aircrew candidates 1. Appeals are designed for the candidate to make a representation against a medical decision making them unfit for entry into the ADF. Candidates are to be advised that their appeal must be supported in writing; submissions made by third parties on behalf of a candidate cannot be accepted. 2. The candidate's letter is to detail the reasons why they consider that the disqualifying medical condition will not prevent them from performing the tasks required of them in the ADF, and will not cause them to be detrimental to the safety and welfare of themselves or others. It is recommended that the appeal be supported by appropriate and current medical evidence; that is, specialist reports, letters from sporting facilities, or employers etc. 3. Candidates are to be informed that any costs incurred in providing this medical evidence will be at the candidate’s expense. 4. DFRC Medical Officers are not to approve appeals. All appeal and medical documentation is to be forwarded to CMO HQDFR. The CMO will review the documentation and determine whether the appeal is upheld or not. 5. CMO will forward the determination, in writing, to the DFRC. If the appeal is unsuccessful a letter will also be enclosed for the candidate, explaining why the appeal was not upheld. 6. If a candidate decides to appeal the CMO determination in the form of a second level appeal, the candidate is to be advised to follow the criteria at paragraph 2. All documentation for second level appeals is to be forwarded to the CMO, who will forward the appeal to the Director of Clinical Policy. Determinations for second level appeals will be forwarded to the relevant DFRC with an information copy to CMO. 7 Forwarding address for appeals is:

Chief Medical Officer Defence Force Recruiting Headquarters TUG- 3 – WS29A Department of Defence CANBERRA ACT 2600.

8. Annex A. provides a flowchart of the appeal process.

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ANNEX A MEDICAL WAIVERS AND APPEALS PROCESS

FLOW CHART FOR WAIVERS AND APPEALS

Candidate does not meet the required medical standards.

WAIVER APPEAL

Considered a highly desirable candidate that is required for their specialist skills/qualifications.

Candidate advised that they are unfit. Informed of the avenue to appeal decision.

Medical and other assessments completed. Recommendation submission for waiver to be given by Area Manager

Candidate submits appeal documentation to DFRC Medical Staff.

Waiver/appeal submission and medical documentation is to be forwarded to CMO HQDFR. Appeals must be accompanied by new evidence to support

the appeal

The CMO will review the medical history and submit a written risk assessment recommendation to the relevant Career Manager.

CMO will review the medical documentation and make a determination on the candidate's fitness.

The Career Managers are the approving authority for waivers. Once a determination has been made the Career Managers will advise the DFRCs, in writing, of the decision.

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CMO will forward the fitness determination decision, in writing, to the relevant DFRC. If the appeal is not successful, a letter will also be provided for the candidate. It is a DFRC responsibility to advise the candidate of the outcome of the appeal. Second level appeals will be forwarded by the CMO to the relevant higher Defence authority.


THE RECRUITMENT OF APS EMPLOYEES Reference: A. DRB 19 Defence Workplace Relations Manual 1. APS employees may be tested and assessed for suitability to enlist or be appointed in the ADF, but must not be appointed or enlisted before the effective date of their resignation from the APS. 2. This applies to permanent enlistment/appointment into the ADF only. Does not affect Reserve enlistment/appointment.

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MANAGING APPLICATIONS FROM TRANSGENDER CANDIDATES Reference: A. DI (G) Pers 16-16 Trans–Gender Personnel in the Australian Defence

Force Background 1. The policy on the service of transgender personnel in the ADF is detailed in the reference and, in summary, states that a person who has satisfactorily undergone and completed gender reassignment may apply to join the ADF. Candidates will be assessed on their merits. 2. Completion of gender reassignment is deemed when the individual ceases all hormonal support treatments.

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EMPLOYMENT OF WOMEN Reference: A. DI (G) Pers 32-1 Employment of Women in the Australian Defence Force 1. The ADF restricts the employment of women in certain categories. These currently include employment involving ‘Direct Combat Duties’ and contact with embryotoxic chemicals. 2. Direct Combat Duties are defined as ‘Duties requiring a person to commit, or participate directly in the commission of an act or violence against an armed adversary; and exposing a person to a high probability of direct physical contact with an armed adversary’. 3. The Direct Combat exclusion precludes the employment of women from the following jobs.

a. Navy. Clearance diving teams; b. Army. Armour, artillery, combat engineers and infantry; and c. Air Force. Airfield Defence Guards and Ground Defence Officers.

4. Possible contact with embryotoxic chemicals excludes women from employment as RAAF Aircraft Surface Finishers.

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Recruiting Policies 16/05/2003

RAAF GE ENTRY EDUCATIONAL RADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003

Entry standards are for all States and TerritoriesAir Defence Guard ADG UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths.

Applicant must be proficient in areas of spelling and grammar Airborne Electronics Analyst AEA UNQUALIFIED ENTRY Completion of Year 11 with passes in English, Physics and

Mathematics. The Maths studied must be suitable as a University prerequisite. Consumer Maths, General Maths, Mathematics (General Mathematics) and similarly 'modified Maths subjects are not suitable for this stream.

Aircraft Life Support Fitter ALSFITT UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science.

Aircraft Surface Finisher QUALIFIED ENTRY Completion of Year 11 with passes in English, Mathematics, Physics and Chemistry. Applicants must have evidence of Aircraft Surface finishing qualifications.PROVISIONAL ENTRY Completion of Year 11 with passes in English, Mathematics, Physics and Chemistry. Applicants must have evidence of civilian qualifications in Motor Vehicle painting or provide evidence of equivalent spray painting competence

Aircraft Technician ATECH UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science (Physics).

Air Surveillance Operator ASOP UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science.

Aircraft Structural Fitter ASTFITT UNQUALIFIED ENTRY Completion of Year 10Aviation Technician AVTECH UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science

(Physics). Consumer Maths, General Maths, Mathematics (General Mathematics) and similarly 'modified' Maths subjects are not suitable for this stream.

Carpenter CARPENTER QUALIFIED ENTRY Applicants must have successfully completed an indentured apprenticeship or traineeship in the Carpentry Trade

Communications and Information System Controller CISCON UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths.

Communications Electronic Technician CETECH QUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science. Applicants must provide evidence of formal qualifications in the Radio or Electronic Trade.UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science.

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Clerk CLK UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. Applicant must be proficient in areas of spelling and grammar

Cook COOK QUALIFIED ENTRY Completion of Year 9. Applicants must have completed an apprenticeship within the trade or an AQF 3 Certificate in Hospitality (Commercial Cookery). UNQUALIFIED ENTRY Completion of Year 9

Clerk Supply CLKSPLY UNQUALIFIED ENTRY Completion of Year 10 with passes in English. It is also desirable to have a pass in any Yr 10 Maths.

Crew Attendant CREWATT UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. A Certificate in Adult General Education (CAGE) is an acceptable education substitute for completion of Year 10 Maths and English.

Dental Assistant DENTASST QUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. It is also desirable to have a pass in Year 10 Science. Applicants must hold the Dental Assistants Education Council of Australia Certificate UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. It is also desirable to have a pass in Year 10 Science.

Electrician QUALIFIED ENTRY Applicants are required to have successfully completed an indentured apprenticeship or traineeship in the Electrical Trade and hold an ‘A’ Grade Electrical Mechanic's Licence or comparable equivalent, as determined by the Electricity Supply Association of Australia Regulatory Authorities Licensing Committee.

Environmental Health Surveyor QUALIFIED ENTRY Completion of Year 11 with passes in English, Mathematics, Physics and Chemistry. Applicants must be eligible for Full Membership of the Australian Institute of Environmental Health (AIEH) and be eligible to be issued with a Certificate of Professional Recognition to practice as an Environmental Health Officer in an Australian State or Territory. It is desirable for applicants to hold a current drivers licence.

Fire Fighter FIREFTR UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science.

General Hand GHAND UNQUALIFIED ENTRY No minimum education requirement

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Ground Mechanical Engineering Fitter QUALIFIED ENTRY Completion of year 10 with passes in English, Maths & Science. Applicant must provide evidence of having completed an apprenticeship, or equivalent, in alignment with the MERSITAB Nation Metals and Engineering Certificate III in Engineering-Mechanical Trade (Fitter and Turner).PROVISIONAL ENTRY Applicant must provide certified evidence of having competed sufficient competencies, indicatively 80% of those listed in the Occupational Specification (AAP2375.101-1M (AM1).

Ground Support Equipment Fitter GSEFITT QUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science. Current unrestricted Australian (Class 1 or equivalent) Motor Car Licence and if provisional, be a holder of a Provisional Licence with a minimum of twelve months driving experience against the provisional licence. Applicants must provide certified evidence of having completed a Heavy Vehicle Mechanic apprenticeship, or equivalent, in alignment with the Automotive Training Australia (ATA) Certificate III in Automotive, Retail, Service and Repair (Vehicle Mechanic - Heavy Vehicles. PROVISIONAL ENTRY Applicants must provide certified evidence of having competed sufficient competencies, indicatively 80% of those listed in the Occupational Specification (AAP2375.101-1M (AM1) UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science. Current unrestricted Australian (Class 1 or equivalent) Motor Car Licence and if provisional, be a holder of a Provisional Licence with a minimum of twelve months driving experience against the provisional licence.

Imagery Analyst IA UNQUALIFIED ENTRY Completion of Year 12 with passes in English and Maths and two other board approved subjects.

Medical Assistant MEDASST QUALIFIED Completion of Year 10 with passes in English and Maths. A Certificate in Adult General Education (CAGE) is an acceptable education substitute for completion of Year 10 Maths and English. Applicants must be currently enrolled as a State Enrolled Nurse, have served two years as a Medical Assistant, or equivalent, in the ADF and show proof of licence to practice as a State Enrolled Nurse.UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. A Certificate in Adult General Education (CAGE) is an acceptable education substitute for completion of Year 10 Maths and English.

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Musician MUSICIAN QUALIFIED ENTRY Completion of Year 10. Applicant must be proficient in one or more of the prescribed instruments or voice; pass an instrumental/vocal audition at the equivalent standard of the AMEB Associate Diploma level or higher; be able to perform as part of an ensemble under direction; and be able to sight read at a professional standard. The audition will be before a board comprising band personnel and chaired by either the CO of the RAAF Central Band, or the CO of the Air Command Band. A pre audition tape must be submitted, vetted and approved prior to a 'face-to-face' audition being held. A comprehensive CV should also accompany the audition tape.

Photographer PHOTO UNQUALIFIED ENTRY Completion of Year 10 with passes in English, Maths & Science. Physics and Chemistry are to have been passed at Year 10 level

Plumber PLUMBER QUALIFIED ENTRY Applicants are currently required to have successfully completed anindentured apprenticeship or traineeship in the Plumbing Trade and hold a current Sanitary Plumbing licence issued by a State or Territory licensing authority.

Security Police SECPOL UNQUALIFIED ENTRY Completion of Year 10 with passes in EnglishSignals Operator Linguist SIGSOPL UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths.

Completion of Year 11 or 12 with passes in English is preferred. An aptitude to learn a foreign language is essential with all applicants tested prior to acceptance.

Signals Operator Technical SIGSOPT UNQUALIFIED ENTRY Completion of Year 10 with passes in English and Maths. It is also desirable to have and understanding of Physics

Supplier SPLR UNQUALIFIED ENTRY Completion of Year 10. It is also desirable to have a pass in any Yr 10 Maths.

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RAAF OFFICER ENTRY R ADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003 Administration Officer UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other Board of Secondary

School Studies registered subjects, and one year of three year or two years of four year full-time degree in Human Resource Management, Business Studies, Finance or Accounting. NON GRADUATE ENTRY Completion of Yr 12 with passes in English and three other Board of Secondary School Studies registered subjects. Entrants must have appropriate administrative/management experience or tertiary qualifications of which qualifications in Human Resource Management, Business Studies, Finance or Accounting would be advantageous.

Aerospace Engineering Officer Aeronautical

GRADUATE ENTRY Completion of a recognised four year Bachelor of Engineering degree in either Aeronauticalor Mechanical Engineering. Completion of Yr 12 with passes in English and three other Board of Secondary School Studies registered subjects. UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other Board of Secondary School Studies registered subjects, and at least the first year of a four year, or the second year of a five year, full-time Bachelor of Engineering degree.

Aerospace Engineering Officer Armament

GRADUATE ENTRY Completion of Yr 12 with passes in English and three other subjects. Completion of a recognised four year engineering degree specialising in the discipline of aeronautical, mechanical, communications, electronics or chemical engineering.UNDER GRADUATE ENTRY Completion Year 12 with passes in English and three other academic subjects, and also the first year of a four year or two years of a five year full-time Bachelor of Engineering degree.

Aerospace Engineering Officer Electronics

GRADUATE ENTRY Completion of Yr 12 with passes in English and three other subjects. Completion of a recognised four year engineering degree specialising in electronics/electrical or communications. UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other academic subjects, and also the first year of a four year or two years of a five year full-time Bachelor of Engineering degree.

Air Defence Officer UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English, Maths and two other Board of Secondary School Studies registered subjects, and also have completed or be about to complete at least the firstyear of a three year degree. Mathematics (General Mathematics) or a similarly modified Maths subject is not an acceptable subject. NON GRADUATE ENTRY Completion of Yr 12 with passes in English and Maths and two other academic subjects. Mathematics (General Mathematics) or a similarly modified Maths subject is not an acceptable subject. Though not a requirement, an understanding of Physics would be advantageous.

Airfield Engineering Officer GRADUATE ENTRY Completion of Yr 12 with passes in English and three other subjects. Completion a four year degree or diploma in civil engineering or a related discipline (eg. Electrical Engineering, Mechanical Engineering, Architecture or Building Services), or a Facilities Management diploma/degree and/or extensive proven experience in the field of Facilities Management. Alternatively, extensive experience in construction project management, works administration or related activities, will be considered in lieu of formal tertiary qualifications.

Air Traffic Control Officer NON GRADUATE ENTRY You must have completed Year 12 with passes in English and Maths (NSW English and Mathematics or the equivalent in other states) and two other Board registered subjects. Mathematics (General Mathematics) is not an acceptable subject. A pass in Physics is also highly desirable.

Dental Officer GRADUATE ENTRY Completion of a university degree in dentistry and be eligible for registration as a dentist in a State or Territory of Australia. Completion of Yr 12 with passes in English and three other academic subjects. UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other academic subjects, and also two years of a five year full-time Bachelor of Dental Science degree.

Education Officer GRADUATE ENTRY Completion of an undergraduate degree (in any discipline) plus appropriate training experience and/or qualifications; or a four-year Bachelor of Education degree,relevant experience in an adult learning environment or human resource development role would be highly desirable.UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other academic subjects and one year of a three year or two years of a four year full-time degree followed by a Diploma of Education or Diploma of Teaching. Alternatively, students may be eligible if they have completed the first year of a Bachelor of Education degree.

Environmental Health Officer GRADUATE ENTRY Completion of a tertiary qualification in Occupational Health and Safety or a related field. Applicants must be eligible for full membership to the Australian Institute of Environmental Health (AIEH) and be eligible to be issued with a Certificate of Professional Recognition to practice as an Environmental Health Officer professionally in Australia.

Ground Defence Officer NON GRADUATE Completion of Yr 12 with passes in English and three other academic subjects.

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Intelligence Officer GRADUATE ENTRY Completion of Yr 12 English and three other academic subjects. A Tertiary Degree in Engineering or Science (Information Services, Maths, Physics or Remote Sensing) is preferred. A Tertiary Degree in Arts (Political Studies, Asian studies, Asian languages) may also be considered; or compensating experience in an intelligence related field (for example, RAAF intelligence musterings); or other experience that is identified as being pertinent to Air Force requirements.

Legal Officer GRADUATE ENTRY Completion of Yr 12 with passes in English and three other subjects. Completion of a university degree in Law and admittance to practise as a Solicitor or Barrister of a State or Territory Supreme Court, or the High Court of Australia. If not yet admitted to practise but are eligible, or will become eligible for admission, applicants will be considered on the basis that they intend to apply to be admitted to one of the above jurisdictions, and are so admitted at the time of appointment in the RAAF.UNDER GRADUATE ENTRY Completion of Yr 12 with passes in English and three other academic subjects and at least two years of a four year or three years of a five year Bachelor of Law degree. After graduating there is a requirement to complete practical legal training for admission as a solicitor or barrister in a particular State or Territory. This training may consist of 12 months articles or a practical legal training course at an approved institution.

Logistician GRADUATE Completion of Yr 12 with passes in English and three other academic subjects. Entrants must have significant relevant experience or tertiary qualifications in which studies in Economics, Management, Accounting, Information Systems or Computer Science are preferred. UNDER GRADUATE Completion of Yr 12 with passes in English and three other academic subjects, and one year of a three year degree or sufficient years to place the applicant within two years of completion of the academic phase of their course. Preference will be provided to applicants that undertake studies with specific relevance to logistics. This may involve studies in areas such as: financial or project management, contracting, warehousing and inventory management, transportation and distribution management, supply chain analysis, human resource management, statistics, economics, systems analysis or integrated logistics support management. NON GRADUATE Applicants must have completed Year 12 with a pass in English and three other tertiary accredited subjects registered with the Board of Senior Secondary Studies. They must also have significant busin

Medical Officer GRADUATE Completion of Yr 12 with passes in English and three other subjects. Completion of a university degree in Medicine (MBBS) and be registered as a Medical Practitioner in a State or Territory of Australia. Post-graduate qualifications in Occupational or Preventive Medicine would be an advantage. It is essential that the applicant have at least one year of post-graduate residence with a second residency year preferred. Experience in General Practice, Occupational or Preventative Medicine would be an advantage.UNDER GRADUATE Completion of Yr 12 with passes in English and three other academic subjects and at leastone year of a five year or two years of a six year full-time degree at a Faculty of Medicine. South Australian Undergraduate applicants may achieve a pass at Year 11 English and a pass in a language rich subject at Year 12. In addition, candidates who have English as a Second Language qualifications completed after 1991 which contribute to the candidate's Tertiary Entrance Ranking (TER), may be used as an alternative to mainstream English for all training. As part of their medical degree Medical graduates will be required to undertake residency t

Navigator UNDER GRADUATE Completion of Yr 12 with passes in English, Mathematics (NSW Mathematics Extension 1 or Mathematics Extension 2 preferred or 90 percent in NSW Mathematics, or the equivalent in other states) and two other Board of Secondary School Studies registered subjects at Year 12. Mathematics (General Mathematics), or similarly 'modified' Maths subjects are not acceptable. For RAAF Aircrew training it is essential that the applicant has completed Year 10 Science. Applicants must have completed, or be about to complete, the first year of a 3 year degree. NON GRADUATE Completion of Yr 12 with passes in English, Mathematics (NSW Mathematics, or the equivalent in other states) and two other Board of Secondary School Studies registered subjects at Year 12. Mathematics (General Mathematics), or a similarly 'modified' Maths subject is not acceptable. It is essential that the applicant has passed Year 10 Science.

Nursing Officer GRADUATE Completion of Year 12 with passes in English and 3 other subjects, be currently qualified as a registered nurse and show proof of registration to practise in Australia, and demonstrate post-graduate consolidation, experience and currency by having completed a minimum of 2 years post registration in general nursing duties within the last 3 years; this can be made up of either 12 months hospital based training and 12 months full time employment or 2 years full-time employment. Tertiary qualifications in nursing studies would be an advantage. It is not mandatory for appropriately qualified tertiary applicants to have completed Year 12, however these results should be presented if available.

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UNDER GRADUATE Completion of Yr 12 with passes in English and three other academic subjects, and have completed or be about to complete one year of a three year Nursing Degree. Nursing officer undergraduates are required to complete two years of post-registration experience at an approved civilian hospital prior to transfer to the Nursing category of the Medical Branch. The post graduation experience is to consist of one year of practical experience in a preceptor or undergraduate nurse program followed by one year of clinical experience in areas applicable to RAAF nursing, eg. Medical, Surgical, Emergency or Peri-operative. Consideration will be given to sponsoring applicants for their post graduation experience if they have already completed their Nursing Degree. Demonstrate currency of practice by having completed a minimum of 2 years post registration in generalnursing duties within the last 3 years; this can be made up of either 12 months hospital based training and 12 months full time employment or 2 years full-time employment. NON GRADUATE Completion of Yr 12 with passes in English and 3 other subjects, be currently qualified as a registered nurse and show proof of registration to practise in Australia, and demonstrate currency of practice by having completed a minimum of 2 years post registration in general nursing duties within the last 3 years; this can be made up of either 12 months hospital based training and 12 months full time employment or 2 years full-time employment. Tertiary qualifications in nursing studies would be an advantage.

Pharmaceutical Officer GRADUATE Completion of Yr 12 with passes in English and three other subjects; Completion of a university degree in Pharmacy (BPharm) or equivalent with recognised graduate training year; and be registered by the Pharmacy Registration Board of an Australian State or Territory. Evidence of registration is required. Registration in the state of RAAF employment will be required. UNDER GRADUATE Completion of Yr 12 with passes in English and three other academic subjects and one year of a three year Pharmacy degree. After graduating there will be required to complete one year's pre-registration training at an approved pharmacy or pharmacy department.

Pilot NON GRADUATE Completion of Yr 12 with passes in English, Mathematics (NSW Mathematics, or the equivalent in other states) and two other Board of Secondary School Studies registered subjects at Year 12. Mathematics (General or Discrete Mathematics), or a similarly 'modified' Maths subject is not acceptable. It is essential that the applicant has passed Year 10 Science

Radiographer GRADUATE Completion of Yr 12 with passes in English and three other subjects. Successfully completed an Associate Diploma or a degree in Applied Science in medical radiation technology Have, or be eligible for, accreditation issued by the Australian Institute of Radiography in the form of a Statement of Accreditation" or "Conjoint Board Diploma/Certificate". UNDERGRADUATE Completion of Yr 12 with passes in English and three other academic subjects and one year of a three year Applied Science degree in Medical Radiation Technology.

Security Police Officer NON GRADUATE Completion of Yr 12 with passes in English and three other academic subjects. It is desirable that applicants have completed tertiary level studies, preferably in areas such as Public Administration, Security Management, Law, the Humanities/Social Sciences or Business and Management related fields.

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NAVY GE EDUCATIONAL REQUADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003

QUALIFIED AND UNQUALIFIEDAviation Technician Aircraft Apprenticeship

ATA UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English, Maths and Science.

Aviation Technician Avionics Apprenticeship

ATV UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English, Maths and Science.

Boatswains Mate BM UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Clearance Diver CD UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Combat Systems Operator CSO UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Combat Systems Operator - Mine Warfare

CSO-MW UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Communication and Information Systems Sailor

CIS UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Cook CK QUALIFIED ENTRY Qualified applicants will have trade qualification assessed by the ADF Cookery Training School. QES Cooks will undergo a trade assessment at HMAS CERBERUS. UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Dental Assistant DEN QUALIFIED ENTRY Qualified applicants who have a Dental Assistants qualification accredited with the Dental Assistants Education Council of Australia may be considered for QES. UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Electronic Technician Apprenticeship ET UNQUALIFIED ENTRY Completion of studies at Year 10 level which must include study of English, Maths and Science.

Electronic Warfare-Linguist EWL UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Electronic Warfare-Technical EWT UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Hydrographic Systems Operator HSO UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

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Marine Technician Apprenticeship MT UNQUALIFIED ENTRY Completion of studies at Year 10 level which must include study of English, Maths and Science.

Medical Assistant MED UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

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Musician MUSN QUALIFIED ENTRY (Non-degree) Completion of studies at Year 10 level with passes in English and Maths. In addition, the minimum musical audition standard for QES (non-degree) Musician is a standard commensurate with, but not exclusively aligned to AMEB AMusA. QUALIFIED ENTRY (Degree) Musician applicants must demonstrate a standard commensurate with the degree. Suitable degrees would include but are not limited to: Bachelor of Music, Bachelor of Music Education and Bachelor of Arts. Tertiary Musician Entry Scheme (TEMS) - have successfully completed the second last year of a Bachelor of Music (BMus) performance degree. All applicants will undergo an audition.

Musician (Reserve entry) MUSN QUALIFIED ENTRY (Non-degree) Completion of studies at Year 10 level with passes in English and Maths. In addition, the minimum musical audition standard for QES (non-degree) Musician is a standard commensurate with, but not exclusively aligned to AMEB grade 7. QUALIFIED ENTRY (Degree) Musician applicants must demonstrate a standard commensurate with the degree. Suitable degrees would include but are not limited to: Bachelor of Music, Bachelor of Music Education and Bachelor of Arts. All applicants will undergo an audition.

Naval Coordination of Shipping (Reserve entry only)

NCS UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Naval Reserve Diver (Reserve entry only)

DVR UNQUALIFIED ENTRY Completion of studies at Year 10 level which must include study in English and Maths.

Steward STD UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Stores Naval SN UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

Writer WTR UNQUALIFIED ENTRY Commencement of studies at Year 10 level which must include study of English and Maths.

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ARMY GE ENTRY EDUCATIONA ADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003 Administration Clerk ECN074 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics. Air Dispatcher ECN099 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.Aircraft Life Support Fitter ECN154 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and

Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Aircraft Structural Fitter ECN153 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Aircraft Technician ECN411 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Artillery Meteorology and Survey Operator

ECN250 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Avionics Technician ECN412 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. The following state/territory levels of achievement are required in Year 10 Mathematics: QLD - HA (or top 50 percentile), NSW - Band 4 ACT - B, VIC - 1 or B (or top 50 percentile), TAS - B or HA, SA - B or Yr 12 Subject Study Score of 14, WA - B, NT - B or Yr 12 Subject Study Score of 14. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable for this job.

Cargo Specialist ECN171Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Carpenter ECN072 UNQUALIFIED ENTRY Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable QUALIFIED ENTRY Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics. Completion of an approved apprenticeship or an approved traineeship at a recognised training institution and any period of full-time employment stipulated for that trade.

Combat Engineer ECN096Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Command Support Systems Operator


Communications Bearer System Operator


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Cook ECN084Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Crewman Armoured Personnel Carrier


Crewman Australian Service Light Armoured Vehicle


Crewman Leopard TankECN065 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Dental Assistant ECN029Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Driver TransportECN109 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Electrical Technician ECN418 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Electrician ECN125 UNQUALIFIED ENTRY Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable QUALIFIED ENTRY Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics. Completion of an approved apprenticeship or an approved traineeship at a recognised training institution and any period of full-time employment stipulated for that trade.

Electronic Warfare Operator ECN273 Completion of Australian Year 10 education (or equivalent) with passes in English and Mathematics.

Fitter Armament ECN146 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Fire Fighter/Emergency Responder


Geomatic EngineerECN423 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Groundcrewman Aircraft Support ECN164 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

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Groundcrewman Mission Support ECN165 Must have successfully completed a minimum of Year 10 with a pass level within the top 70% (eg. NSW "C" pass or better) in English and Mathematics. Any form of Maths eg Mathematics (General Mathematics), Social Maths is acceptable for this avenue of entry. A Certificate in Adult General Education (CAGE) is an acceptable education substitute for the Year 10 Certificate, for Mathematics and English

Gun Number Artillery ECN162Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Illustrator Reprographic ECN180 Completion of Australian Year 11 education (or equivalent) with passes in English, Mathematics and two other subjects.

Marine Specialist ECN218Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Mechanic RecoveryECN226 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Medical Assistant ECN031 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.Metalsmith ECN235 Applicants must possess one of the following qualifications: Certificate III in Engineering (Fabrication -

Heavy), Trade Certificate as Welder 1st Class, Boilermaker Marker Off, Boilermaker Welder or Certificate III Sheet Metal Worker. In addition, applicants must have passes in English, Maths and Science at a minimum of Year 9 (or equivalent) education standard

Missile Number Artillery ECN237Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Movement OperatorECN035 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Musician ECN240 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics. All applicants for the AABC are required to pass an audition conducted by an AABC officer in addition to successfully meeting all other enlistment criteria. The minimum acceptable audition standard for ATMS entry is comparable to Australian Music Examination Board (AMEB) Grade 5. Band or ensemble experience is an advantage. Performance on more than one instrument is not an enlistment requirement.

Parachute Rigger ECN345Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Pay Clerk ECN076Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Petroleum Operator ECN269Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

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Plumber ECN314 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable

Psychological Examiner ECN131 Completion of Year 12 education with passes in English, Mathematics and two other State Education Board approved subjects

Radar Operator ECN271Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Rifleman ECN343Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Specialist Communications Operator


Steward ECN363Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Supply Operator ECN294Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Technician Electronic Telecommunications System

ECN420/422 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. The following state/territory levels of achievement are required in Year 10 Mathematics: QLD - HA (or top 50 percentile), NSW - Band 4 ACT - B, VIC - 1 or B (or top 50 percentile), TAS - B or HA, SA - B or Yr 12 Subject Study Score of 14, WA - B, NT - B or Yr 12 Subject Study Score of 14. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable for this job.

Technician Preventative Medicine ECN322 Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics.

Technician Telecommunications System

ECN405 Completion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. The following state/territory levels of achievement are required in Year 10 Mathematics: QLD - HA (or top 50 percentile), NSW - Band 4 ACT - B, VIC - 1 or B (or top 50 percentile), TAS - B or HA, SA - B or Yr 12 Subject Study Score of 14, WA - B, NT - B or Yr 12 Subject Study Score of 14. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable for this job.

Vehicle Mechanic ECN229 UNQUALIFIED ENTRY COmpletion of Australian Year 10 education (or equivalent) with passes in English, Mathematics and Science (with a Physics content) and one other subject. Consumer Maths, General Maths, Maths in Society and similarly 'modified' Maths subjects are not suitable QUALIFIED ENTRY Completion of Australian Year 9 education (or equivalent) with passes in English and Mathematics. Completion of an approved apprenticeship or an approved traineeship at a recognised training institution and any period of full-time employment stipulated for that trade.

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NAVY OE EDUCATIONAL ADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003 GRADUATE, UNDERGRADUATE AND NON GRADUATE ENTRYAerospace Engineer AE GRADUATE Applicants must posses a University degree accredited by the institute of Engineers Australia and

be appropriate to the engineering PQ the applicant wishes to pursue.UNDER GRADUATE engineers must have successfully completed at least one year of study and have no more than three years of study outstanding to complete all the requirements for the award of their degree. RESERVE ENTRY (EX PNF ONLY) Applicants must posses a University degree accredited by the institute of Engineers Australia and be appropriate to the engineering PQ the applicant wishes to pursue. The applicant must also have relevant experience in the PNF.

Aviation Officer - Observer O NON-GRAD/GRAD ENTRY Must have passes in Year 12 or equivalent in English, Maths and two other subjects. General Maths or similar is not acceptable.

Aviation Officer - Pilot P NON-GRAD/GRAD ENTRY Must have passes in Year 12 or equivalent in English, Maths and two other subjects. General and Discrete Maths or similar is not acceptable.

Chaplain (PNF and Reserve entry)

CHA An applicant for appointment as a Chaplain in the RAN must be an ordained minister of religion, or equivalent, endorsed by the appropriate member of the Religious Advisory Committee to the Services. The endorsement and nomination by the Religious Advisory Committee is an absolute necessity.

Dental Officer DN GRADUATE Applicants must be registered as a dental practitioner under the laws of the Commonwealth or State of Australia, or hold qualifications which render them eligible for such registration. Documentary evidence of such registration must be produced.UNDER GRADUATE Applicants must be within three years of graduation and must have completed at least one year of tertiary studies before entry. Applicants must have passed the prescribed examination or assessment for each year of the course up to date of entry. Applicants undertaking three or four year degrees may apply during their first year, but entry will be conditional upon successfully completing that year.RESERVE Applicants for this avenue of entry are to have the same qualifications as those applying for Graduate entry.

Intelligence Officer INT RESERVE ENTRY ONLY All applicants must passes in Year 12 English, Mathematics and two other subjects. South Australian officer applicants may achieve a pass at Year 11 English and a pass in a language rich subject at Year 12. In addition, candidates who have English as a Second Language qualifications completed after 1991 which contribute to the candidate's Tertiary Entrance Ranking (TER), may be used as an alternative to mainstream English for all training. Applicants should also have one of the following: relevant experience in the Permanent Naval Forces (PNF), a tertiary education, or other suitable qualifications/experience; and a proven interest in, and qualifications/experience in a discipline appropriate to, intelligence duties.

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Legal Officer LE GRADUATE Legal applicants must be registered as Barristers or Solicitors of the High Court of Australia, or of the Supreme Court of a State or Territory of Australia, or to have passed all examinations for admission as such. Documentary evidence of registration must be produced.UNDER GRADUATE Applicants must be within three years of graduation and must have completed at least one year of tertiary studies before entry. Applicants must have passed the prescribed examination or assessment for each year of the course up to date of entry. Applicants undertaking three or four year degrees may apply during their first year, but entry will be conditional upon successfully completing that year. On completion of degree studies, Legal officers are normally required to undertake a period of professional legal training to qualify for admission to the Bar. This will involve either completing a College of Law program of about six months or completing their Articles with a law firm (approximately 12 months).RESERVE ENTRY Applicants for this avenue of entry are to have the same qualifications as Graduate entrants.

Marine Engineer ME GRADUATE Applicants must posses a University degree accredited by the institute of Engineers Australia and be appropriate to the engineering PQ the applicant wishes to pursue.UNDER GRADUATE Applicants engineers must have successfully completed at least one year of study and have no more than three years of study outstanding to complete all the requirements for the award of their degree.RESERVE ENTRY (EX PNF ONLY) All Reserve ME applicants must posses a University degree accredited by the institute of Engineers Australia and be appropriate to the engineering PQ the applicant wishes to pursue. Applicants must also have relevant experience in the PNF.

Medical Officer MO GRADUATE Applicants must be registered as a medical practitioner under the laws of the Commonwealth or State of Australia, or hold qualifications which render them eligible for such registration. Documentary evidence of such registration must be produced.UNDER GRADUATE Applicants must have successfully completed at least the first year of a five year degree or the first two years of a six year degree and require no more than four years study to complete their degree program. Applicants must have passed the prescribed examination or assessment for each year of the course up to date of entry. Applicants may apply during their first year (for a five year degree) or the second year (for a six year degree) but entry will be conditional upon successfully completing that year/ those years. On completion of degree studies, Medical officers undertake at least one year of compulsory residency training (internship) which must be approved by the appropriate State Medical Board. Navy strongly encourages the undertaking of a second year of residency.RESERVE Applicants for this avenue of entry are to have the same qualifications as Graduate entrants.

Medical Officer Graduate Medical Scheme

MO An applicant for entry to the Graduate Medical Scheme must have completed an appropriate degree, have successfully completed the Graduate Australian Medical Schools Admission Test and been accepted by an Australian university of their choice.

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Naval Coordination of Shipping

NCS RESERVE ENTRY ONLY Applicants require passes in Yr 12 Math, English and two other subjects as well as qualifications or employment experience which satisfy any of the following: Civilian maritime industry personnel, Currently serving deck or engineer officers in the mercantile marine, Ex mariners and others employed in shore-based aspects of the maritime or ports industries with priority given to those who also have seagoing experience, Australian Customs Service (with maritime experience), Australian Maritime Safety Authority or other maritime-related government employment, Former PNF SMN PQ officers with recent operational or headquarters experience. Special consideration may be given to exceptional applicants who demonstrate a keen maritime interest together with a specialised qualification in management or other relevant skills. Acceptance of 'non-maritime' background NCS officer applicants will be on the basis of demonstrated exceptional potential and availability of billets, and concurrence of the Category Sponsor. ANR members seeking transfer to NCS are subject to the above requirements.

Nursing Officer NS GRADUATE Applicants must be currently qualified as a registered nurse and show proof of registration to practise in Australia, and demonstrate currency of practice by having completed a minimum of 2 years post-registration in general nursing duties within the last 3 years; this can be made up of either 12 months hospital based training and 12 months full time employment or 2 years full-time employment. This State qualification can be issued following a hospital Certificate course, Diploma or Degree in Nursing.RESERVE Applicants for this avenue of entry are to have the same qualifications as those applying for Graduate entry.

Psychologist PSYCH RESERVE ENTRY ONLY In order to serve as a psychologist in the ANR officers must be fully registered in at least one Australian State or Territory. The ANR Psychology Branch has no uniformed equivalent in the Permanent Naval Forces (PNF) as full-time officers are not able to be awarded the psychology PQ.

Public Relations Officer PR RESERVE ENTRY ONLY As a Public Relations Officer in the Reserve you will need to have formal qualifications (preferably a degree) in Public Relations, Public Affairs or Communications. Consideration will be given to those without degree qualifications providing they have passes at Year 12 level in English and Mathematics and two other subjects and at least three years solid experience in the field of Public Relations

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Seaman Officer SMN NON GRADUATE Applicants must have gained at least a pass in Year 12 English, Maths and two other subjects. South Australian officer applicants may achieve a pass at Year 11 English and a pass in a language rich subject at Year 12. In addition, candidates who have English as a Second Language qualifications completed after 1991 which contribute to the candidate's Tertiary Entrance Ranking (TER), may be used as an alternative to mainstream English for all training.UNDER GRADUATE applicants must have successfully completed at least one year of study and have no more than three years of study outstanding. Applicants undertaking three or four year degrees may apply during their first year, but entry will be conditional upon successfully completing that year. It is recommended that at least one of the following subjects should be studied to a sub major level: Science - Computer Science, Chemistry, Geography, Mathematics, Oceanography, Physics. Arts - Economics, English, Geography, History, Information Systems, Management or Politics.

Supply Officer SO UNDER GRADUATE Applicants must have successfully completed at least one year of study and have no more than three years of study outstanding to complete all the requirements for the award of their degree. Applicants undertaking three or four year degrees may apply during their first year, but entry will be conditional upon successfully completing that year. While there are no specific study requirements for U/GRAD SO entry, the following subjects are considered particularly relevant for later employment as SO Officer. Economics/Management, Information Systems or Computer Science.NON GRADUATE Applicants must have gained at least a pass in Year 12 English, Maths (NSW Mathematics or the equivalent in other states - Mathematics (General Mathematics) is acceptable) and two other subjects. South Australian officer applicants may achieve a pass at Year 11 English and a pass in a language rich subject at Year 12. In addition, candidates who have English as a Second Language qualifications completed after 1991 which contribute to the candidate's Tertiary Entrance Ranking (TER), may be used as an alternative to mainstream Englis

Training Systems Officer TS GRADUATE Applicants to the TS PQ are required to hold appropriate tertiary qualifications in one of the following disciplines: Training; Education; or Human Resource Development. Within the fields of Training and Education, a recognised three year degree is the minimum appropriate qualification. Suitable degrees in this field include: Bachelor of Education, Bachelor of Teaching, Bachelor of Educational Studies and Bachelor of Education and Training. Applicants with three year degrees in other disciplines (eg Science, Arts, Business) will also need to have completed, as a minimum, a Graduate Diploma level course in either Training, Education or Human Resource Development to be considered suitable for entry to the TS PQ. Applicants with higher-level postgraduate qualifications are also suitable. For example: Master of Education and Master of Adult Education. Degrees should be adult education related.

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Weapons Electrical Engineer Officer

WE GRADUATE Applicants must posses a University degree accredited by the institute of Engineers Australia in the field of Electrical and Electronic Engineering, Communications engineering or a closely aligned discipline.UNDER GRADUATE Applicants must be studying a university degree accredited for professional membership of the Institution of Engineers Australia in the field of Electrical and Electronic Engineering, Communications engineering or a closely aligned discipline and have successfully completed at least one year of study and have no more than three years of study outstanding to complete all the requirements for the award of their degree.RESERVE ENTRY (EX PNF ONLY) All Reserve WE applicants must posses a University degree accredited by the Institute of Engineers Australia in the field of Electrical and Electronic Engineering, Communications Engineering or a closely aligned discipline. Applicants must also have relevant experience in the PNF.

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ARMY OE EDUCATI ADF-REC015POL ***All documents not on StandEasy are uncontrolled*** Issue 11/07/2003

Aeronautical Engineer GRADUATE All Engineering applicants must posses a university degree accredited by the Institute of Engineers Australia or a Diploma in Aeronautical Engineering with enough practical experience for graduate membership of the Institute of Engineers. UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible.

Armoured Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Artillery Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Automotive Engineer GRADUATE All Engineering applicants must posses a Degree in Automotive Engineering accredited by the Institute of Engineers Australia or a Diploma in Automotive Engineering with enough practical experience for graduate membership of the Institute of Engineers.

Catering Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Chaplain GRADUATE An applicant for appointment to the RAA Ch D must be a minister of religion recommended by a principal chaplain and have some pastoral experience.

Civil Engineer GRADUATE The applicant must have either a Degree in Civil Engineering recognised by the Army or a Diploma in Civil Engineering with enough practical experience for graduate membership of the Institute of Engineers (Aust) or similar chartered institution.UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible.

Communications Engineer GRADUATE All Engineering applicants must posses a Degree in Electrical Engineering (Communications) or Communication Engineering accredited by the Institute of Engineers Australia or a Diploma in Electrical Engineering (Communications) or Communication Engineering with enough practical experience for graduate membership of the Institute of Engineers.

Computer Science Officer GRADUATE Applicants must possess an appropriate degree in their discipline and be eligible for admission to an appropriate professional Institution in their State or territory.

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Dentist GRADUATE You must be qualified and eligible to register, or have been registered to practice as a Dentist or Dental Surgeon in a State or Territory of Australia.UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible.

Education Officer GRADUATE An applicant must have had formal teacher training and be considered eligible for registration as a teacher in a State or Territory of Australia or possess a recognised Degree and have had relevant teacher experience

Electrical Engineer GRADUATE The applicant must have either a Degree in Electrical Engineering recognised by the Army or a Diploma in Electrical Engineering with enough practical experience for graduate membership of the Institute of Engineers (Aust) or similar chartered institution UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible. RMC The applicant must have either a Degree in Electrical Engineering recognised by the Army or a Diploma in Electrical Engineering with enough practical experience for graduate membership of the Institute of Engineers (Aust) or similar chartered institution

Environmental Health Officer GRADUATE The applicant must have completed Year 12 with passes in English and three other subjects. They must also have successfully completed a degree in Applied Science (Environmental Health) and have one year relevant work experience or have a diploma in Applied Science (Environmental Health) and have two years relevant work experience They must also be eligible to hold membership in the Australian Institute of Environmental Health.

Engineering Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Finance Officer GRADUATE You must have a Bachelor of Commerce or a Bachelor of Business majoring in accounting.

Infantry Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Intelligence Corps Officer RMC A degree is not essential to join the Aust Int Corps, however, it is an advantage, particularly if the subjects studied are relevant to the Corps needs.

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Legal Officer GRADUATE To be appointed as an Army officer under this stream, you must be registered as a Barrister or Solicitor of the High Court of Australia, or of the Supreme Court of a State or Territory of Australia, or to have passed all examinations for admission. Documentary evidence of registration must be produced.

Mechanical Engineer GRADUATE The applicant must have either a Degree in Mechanical Engineering recognised by the Army or a Diploma in Mechanical Engineering with enough practical experience for graduate membership of the Institute of Engineers (Aust) or similar chartered institution.UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible. RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Medical Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Medical Officer GRADUATE To be appointed as an Army officer under this stream, you must be registered as a medical practitioner under the laws of the Commonwealth or a State of Australia, or hold qualifications, which will enable you to be registered. Documentary evidence of registration must be provided.UNDER GRADUATE To be eligible for Army Undergraduate sponsorship, you must have completed Year 12 with passes in English and three other academic subjects and successfully completed at least one year of a five year or two years of a six year full-time degree at a faculty of Medicine.

Military police Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Nursing Officer GRADUATE To be eligible to join as a Direct Entry Nursing Officer applicants must be currently qualified as a registered nurse and show proof of registration to practise in Australia, and demonstrate currency of practice by having completed a minimum of 2 years post-registration in general nursing duties within the last 3 years; this can be made up of either 12 months hospital based training and 12 months full time employment or 2 years full-time employment. This State qualification can be issued following a hospital Certificate course, Diploma or Degree in Nursing. Entry to RAANC is not limited to those people in possession of a Degree qualification

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UNDER GRADUATE You must have completed Year 12 with passes in English and three other academic subjects, and have completed or be about to complete one year of a three year Nursing Degree. Successful applicants will be appointed as Lieutenant Undergraduates in the Regular Army Supplement. Nursing officer undergraduates are required to complete two years of post-registration experience at an approved civilian hospital prior to transfer/appointment as a RAANC Officer in the Australian Regular Army. The post graduation experience is to consist of one year of practical experience in a preceptor or undergraduate nurse program followed by one year of clinical experience in areas applicable to Army nursing, eg. Medical, Surgical, Emergency or Peri-operative.Under the "Post Registration Clinical Experience Scheme", degree qualified civilian Nurses may be considered for sponsorship of their two year post registration clinical experience period. Individuals will be considered once they have completed their nursing degree and hold registration from the state registering authority in which they completed their degree. Applicants will be appointed and remain as Lieutenants in the

Ordinance Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Pharmaceutical Officer GRADUATE To be eligible to join as a Direct Entry Officer you should be a registered Pharmacist in Australia or undergoing pre-registration training.UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible.

Physiotherapist GRADUATE The applicant must have a Degree or Diploma in Physiotherapy from a recognised tertiary institution. UNDER GRADUATE Applicants must have completed at least 1 year of 3 or 4 year degree; at least 2 years of a 5 year degree; or be in, or about to start the final year of a full time Diploma. Graduates doing pre-registration are also eligible.

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Pilot - General Service Officer RMC It is essential that the applicant has completed Year 12 with passes in English, Mathematics (NSW Mathematics or equivalent in other states) and two other subjects. It is desirable that one of the 'other' subjects is a physical science. Mathematics (General or Discrete Mathematics) is not an acceptable subject. Additionally applicants must have passed Year 10 Science. Applicants are not required to hold any professional qualifications and prior flying experience is not necessary. Successful applicants will be taught to fly and, if successful, will be employed for the remainder of their appointment flying Army aircraft. Points to note are:· Possession of a Pilot's Licence, or better, does not provide 'credits' for any part of pilot course and is not essential. · Applicants with a commercial pilots license (CPL) but no physical science component in their successful Year 10 or Year 12 studies may still be considered for meeting the physical science education requirement and encouraged to proceed with there application.· Civilian and military flying procedures and techniques differ significantly.

Pilot - Specialist Service Officer GRADUATE It is essential that the applicant has completed Year 12 with passes in English, Mathematics (NSW Mathematics or equivalent in other states) and two other subjects. It is desirable that one of the 'other' subjects is a physical science. Mathematics (General or Discrete Mathematics) is not an acceptable subject. Additionally applicants must have passed Year 10 Science. Applicants are not required to hold any professional qualifications and prior flying experience is not necessary. Successful applicants will be taught to fly and, if successful, will be employed for the remainder of their appointment flying Army aircraft. Points to note are:· Possession of a Pilot's Licence, or better, does not provide 'credits' for any part of pilot course and is not essential. · Applicants with a commercial pilots license (CPL) but no physical science component in their successful Year 10 or Year 12 studies may still be considered for meeting the physical science education requirement and encouraged to proceed with there application.· Civilian and military flying procedures and techniques differ significantly.

Psychologist GRADUATE To be eligible to join as a Graduate Entry Officer, you must have completed an approved four year sequence of tertiary study in the field of Psychology, and be eligible for registration or pre-registration supervision as a Psychologist, in an Australian State or Territory. Experience is not a pre-requisite.

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Public Relations Officer GRADUATE An applicant must be either an experienced journalist who is a 'B' graded member of the Australian Journalists' Association or professionally qualified and experienced in the field of public relations or professionally qualified and experienced in either cine or still photography, TV film, or radio production.Applicants should have studied one of the following:• Public Relations Certificate, Bachelor of Arts (Journalism), or Bachelor of Arts (Communications). Those without tertiary qualifications but with experience in any of the following areas may also apply: • Journalism, Public Relations, Communications areas, or Media. All applicants require practical experience in the areas of PR and/or media. PR Officers should have sound writing and communication skills including a good knowledge of the media in general. They will be required to work odd hours as they are on permanent call, and be prepared to be away from home for lengthy periods.All applicants require a minimum of 4 years experience within the PR industry.

RAE Survey Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Signals Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

Survey Officer GRADUATE An applicant for appointment as a Survey Officer must either possess a recognised Degree or Diploma in Surveying, Cartography, Computer Science, Lithography, Photogrammetry or associated and relevant discipline or possess a Certificate of Competency as a surveyor recognised by the Surveyor's Board.

Transport Corps Officer RMC Applicants must have completed Year 12 with passes in English and three other subjects or be in their final year and expect to reach these levels. Applicants may also apply to join if they hold tertiary qualifications.

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Bachelor of Technology: Aviation

QLD Senior Certificate Year 12

EnglishMathematics B (HA)Physics or Chemistry

OP 1 - 10

NSW Higher School Certificate Year 12

2 unit English or English (General) or Contemporary EnglishMaths (90-100) 2 unit Physics or Chemistry (or 2 or 4 unit Science multistrand including Physics or Chemistry)

UAI 80.75

ACT Territory Year 12 Certificate

Major in EnglishMajor Advanced Maths (165)Major in Physics or Chemistry

UAI 80.75

VIC Certificate of Education Year 12

At least 6 units VCE maths (8 units preferred) including mathematical methods 3 & 4VCE Physics or VCE ChemistryOne of the VCE English Group choices

ENTER 80.75

SA Certificate of Education Year 12

English or Yr 11 PLUS a Yr 12 language rich subjectMathematics 1 (18-20)Physics or Chemistry

ITI 80.75

WA Tertiary Entrance Examination Year 12

English Literature or EnglishYr 11 Introductory Calculus, Geometry and TrigonometryYr 12 CalculusPhysics or Chemistry

ITI 80.75

TAS Certificate of Education Year 12

TCE English or LiteratureTCE Mathematics Stage 2 (HA)TCE Physics or Chemistry

UAI 80.75

NT Certificate of Education Year 12

English or Yr 11 PLUS a Yr 12 language rich subjectMathematics 1 (18-20)Physics or Chemistry

ITI 80.75

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DEFENCE FORCE RECRUITING

COMPLAINT AND REPRESENTATION POLICY References: A. Defence Ministerial and Parliamentary Handbook B. POLMAN 2 Freedom of Information C. DI (G) Pers 34-2 - Complaints of Discrimination and Harassment Through the

Human Rights and Equal Opportunity Commission Aim 1. The aim of this document is to detail the ADF policy on the administration of Ministerial and Non-Ministerial complaints, and Ministerial representations. Definitions 2. For the purposes of this instruction the following definition is to apply:

Ministerial representations are defined as written correspondence or

oral communication:

(1) To the Minister for Defence or the Minister Assisting the Minister for Defence from any source;

(2) To any person within the Department, its Regional Offices or

Defence Force units from Commonwealth or State Members of Parliament (MPs) or Senators;

(3) Referred by another Commonwealth or State Department seeking

advice for the Minister administering that Department; or

(4) From the Ministers' Offices.

3. Ministerial Representations are, in most cases, formal complaints to the Minister from members of the public or organisations. Other requests for information may take the form of Freedom of Information (FOI) action and formal requests for information outside FOI, Ombudsman inquiries, Parliamentary questions and Human Rights Commission submissions. Ministerial 4. Ministerial Representations received by the Minister will be registered by the Directorate of Ministerial and Parliamentary Liaison Services (DMPLS) and forwarded to HQDFR. Staff Officer Ministerials (SO MIN) will draft reply for signature by DGWPR and a covering Minute for signature by DDFR. 5. Generally, Ministerial representations have a turnaround time of 15 working days from date of receipt by DMPLs. Both Ministers and the Parliamentary Secretary have specified a turnaround time of 10 working days for correspondence addressed to them

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Schedule Item 11

ADF-REC017POL ***All documents not on StandEasy are uncontrolled*** Issue 29/08/2003

from Federal/State/Territory members of Parliament and Senators. RMs are to ensure a timely response to all requests for information in regard to Ministerial and Non-Ministerial complaints. 6. On occasions, State or Commonwealth Members of Parliament (MP), or Senators will make telephone inquiries regarding a candidate. Should such a request represent more than a general inquiry on the status of an application, the request needs to be formalised in writing as a letter, or via fax, and forwarded to DMPLS. Records of conversation are to be raised for verbal contact with MPs, Senators, or their staff and forwarded to SO MIN. 7. Complaints from Federal or State Politicians are to be treated as ministerial representations and forwarded to DMPLS for action. Defence Force Ombudsman 8. Upon receipt in HQ DFR or a DFRC, Ombudsman inquiries are to be immediately forwarded to SO to DGWPRR for registration, coordination and action in accordance with the processing of Ministerial representations. Human Rights and Equal Opportunity Commission 9. Upon receipt in HQ DFR or a DFRC, HREOC requests are to be immediately forwarded to SO to DGWPRR for registration and coordination. Parliamentary questions 10. Questions on Notice are asked of Ministers and/or their representative in either the Senate or House of Representatives. Questions on Notice appear daily in the Notice Paper produced by the Table Office of each Chamber. DMPLS is responsible for the identification of Questions on Notice relevant to recruiting and redirection of them to HQ DFR. 11 The responsible coordinating officer for DDFR is the MPRR. The Questions must be answered within 15 working days following their appearance on the Notice Paper. Answers to Questions on Notice are to be prepared in final form in accordance with reference A. Complaints 12. Complaints may be either written or verbal covering a very wide range of subjects. RMs and AMs should use their discretion in determining which complaints should be answered at unit level and those that should be referred to higher authority. Where an RM or AM has the means to satisfactorily answer a complaint at unit level he/she should do so. The only exceptions should be where the complainant's issue could be of a sensitive political issue or involve DFR policy. Regardless of the action taken, a cordial informative approach is to be taken. If the complaint is forwarded to higher authority, the complainant should be informed of this action. A prompt initial response in all instances is essential in the interests of community relations and the maintenance of good public opinion.

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13. Where the RM or AM elects to respond to the complainant, the response is to be on DFR letterhead and signed by the RM or AM. Responses to complainants are not to be made by sub-contractors (for example, HSA or TEG). Re-enlistment appeals 14. Candidates who have applied to re-enlist, and are found to be unsuitable, are to be advised that any appeal is to be made to the appropriate CMA. Recording information 15. DFRC staff should exercise care when recording information about candidates to ensure that nothing of a libellous, contemptuous or belittling nature is recorded on documents. Information recorded is to be factual and unbiased. 16. A record is to be kept of all complaints where a regional or area response is made. HQDFR will provide a standard reporting format. Reports are to be forwarded to HQDFR (Attn: SONM) at the end of each month.

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ADF-RECPOL020 ***All documents not on StandEasy are uncontrolled*** Revised 26/07/2004

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AUTHORITIES TO GRANT WAIVERS General 1. To waive an ADF defined entry standard is to voluntarily surrender or relinquish the requirement of a candidate to meet the standard for enlistment or appointment. Under exceptional circumstances candidates who do not meet these standards may be accepted if there are insufficient candidates to meet Service needs and/or the issue under consideration is considered insignificant or of an isolated nature. However, waivers are the exception rather than the rule. To accept a candidate who varies from the acceptable standards must present a distinct and tangible benefit to the Service. He/she must be deemed suitable and competitive for enlistment or appointment with the exception of the standard being waived. 2. The decision to accept candidates who vary from the acceptable level rests with the single Service into which the candidate will enter. However, certain authorities have been devolved to the Senior Military Recruiting Officer (SMRO) of each DFRC. Change in entry standards 3. Where one or more entry standards are changed or amended, between the time that a candidate submits his/her application, and the issue of a letter of offer, the candidate must not be either advantaged nor disadvantaged by the change or amendment. DFRC staff are to monitor changes to entry standards, through Careers Explorer amendment advice, and are to ensure that candidates are assessed throughout the recruitment process against the entry standards that were extant at the time the candidate submitted the application. 4. Should the candidate change their job preferences during the recruiting process, selecting position(s) not listed on the original application, the candidate is to be assessed against the entry standards for the new preference(s) as specified on the date the new preferences are identified to DFRC staff. Any subsequent changes to the entry standards for the new preference(s) are to be disregarded, and that particular candidate is to continue to be processed against the original entry standards applicable at the time of the preference change. A waiver is not required for candidates where the entry standards have been amended during the processing of their application. 5. The relevant authorities for OE and GE waivers are provided at annex A. Annex A. Waiver approval matrix

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WAIVER APPROVAL AGENCIES FOR GENERAL ENTRY

AGE

EDUCATION

NMUD

CONVICTIONS REQUIRING REJECTION

MEDICAL

UNDISCHARGED BANKRUPTCY

PSYCH

CHECKABLE

BACKGROUND

R A N

Recommended by: SMRO Approved by: OIC SUMU for clearance Divers DDWP-N for other categories

Recommended by: SMRO Approved by: SO Ed LEUT Geoff Moon Ph 02 6266 4513 CP4-2-161

Recommended by: SMRO Approved by: CN after advice from DSA.

A R M Y

Recommended by: SMRO Approved by: Relevant CA in SCMA

Recommended by: SMRO Approved by: SO1 RLO DPers-A LTCOL Simon Hardy Ph 02 6265 4425 R8-9-030

Recommended by: SMRO Approved by: CA after advice from DSA.

R A A F

Recommended by: SMRO Approved by: DP-AF DRES-AF

Recommended by: SMRO Approved by: (PAF) SO1 RLO-AF DPO WGCDR Corbett Ph 02 6265 6536 R8-7-064 Approved by: (Res) RT1 DDRT WGCDR Schiller 03 9256 3265 HQTC Bld L474, Thorn Circle, Laverton Vic 3027

Approved by: SMRO Note: If an applicant has admitted to NMUD, the SMRO may grant a waiver, provided they are satisfied that further drug use is unlikely. SMROs are to consult with medical and psychology staff when contemplating approval of a NMUD waiver. Note that civilian NMUD offences and discharge for involvement with NMUD can not be waived.

Approved by: SMRO Note: That civilian NMUD offences and discharge for involvement with NMUD can not be waived.

Identified by: SMRO Recommended by: HQ DFR CMO Approved by: Single Services for decision

Approved by: SMRO Note: Should the Administering Trustee provide a letter releasing the bankrupt to travel overseas, there is no problem with them taking up employment in the ADF.

Identified/Recommended by: SMRO/DFRC PSYCH Approved by: HQDFR CPSYCH

Recommended by: SMRO Approved by: CAF after advice from DSA.


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WAIVER APPROVAL AGENCIES OFFICER ENTRY

AGE

EDUCATION

NMUD

CONVICTIONS REQUIRING REJECTION

MEDICAL

PSYCH

UNDISCHARG

ED BANKRUPTCY

CHECKABLE

BACKGROUND

R A N

Recommended by: SMRO Approved by: DNOP

Recommended by: SMRO Approved by: SO Ed LEUT Geoff Moon Ph 02 6266 4513 CP4-2-161

Recommended by: SMRO Approved by: CN after advice from DSA.

A R M Y

Recommended by: SMRO Approved by: DOCM APA (PT)

Recommended by: SMRO Approved by: SO1 RLO DPers-A LTCOL Simon Hardy Ph 02 6265 4425 R8-9-030

Recommended by: SMRO Approved by: CA after advice from DSA.

R A A F

Recommended by: SMRO Approved by: DP-AF DRES-AF

Recommended by: SMRO Approved by: (PAF) SO1 RLO-AF DPO WGCDR Corbett Ph 02 6265 6536 R8-7-064Approved by: (Res) RT1 DDRT WGCDR Schiller 03 9256 3265 HQTC Bld L474, Thorn Circle, Laverton Vic 3027

Approved by: SMRO Note: If an applicant has admitted to NMUD, the SMRO may grant a waiver, provided they are satisfied that further drug use is unlikely. SMROs are to consult with medical and psychology staff when contemplating approval of a NMUD waiver. Note that civilian NMUD offences and discharge for involvement with NMUD can not be waived.

Approved by: SMRO Note: That civilian NMUD offences and discharge for involvement with NMUD can not be waived.

Identified by: SMRO Recommended by: HQ DFR CMO Approved by: Single Services

Identified/Recommended by: SMRO/DFRC PSYCH Approved by: HQDFR CPSYCH

Approved by: SMRO Note: Should the Administering Trustee provide a letter releasing the bankrupt to travel overseas, there is no problem with them taking up employment in the ADF. Recommended by:

SMRO Approved by: CAF after advice from DSA.


OFFERING A POSITION Officer entry 1. After successful completion of a selection board the appropriate career management authority (CMA) will contact successful candidates with an offer of appointment. General entry 2. Where a candidate is assessed as suitable and a vacancy exists within the next six months, a job offer is to be made immediately. Where a candidate has been required to undergo a selection board, the CMA is to notify the relevant DFRC of successful candidates. DFRCs are to immediately forward letters of offer, clearly indicating the date of enlistment. Enlistment/appointment 3. DFRCs are to enlist/appoint candidates at a suitable time, minimising the time between enlistment/appointment and the commencement of initial training. Where a GRes candidate is to be enlisted/appointed Direct to Unit, the enlistment is to occur as soon as possible after suitability is determined.

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Schedule Item 13


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GUIDANCE FOR DEFENCE INTERVIEWERS Introduction 1. This instruction is provided to assist Defence Interviewers in the preparation and conduct of Defence Interviews. This instruction also provides guidance on candidate care and management during and after the interview and the completion of the Defence Interviewer’s Report. Role and responsibilities of the Defence Interviewer

2. The primary function of the Defence Interviewer (DI) is to confirm eligibility and determine the suitability of the candidate for ADF service. Other important responsibilities include: counselling candidates about alternative Service/job options (where applicable) and preparing candidates for the next stage of the process. DIs are also responsible for providing unsuccessful candidates with guidance on areas to improve for future applications, providing guidance to Defence Recruiters on the preparation of candidates, debriefing/counselling unsuccessful candidates and providing a high standard of overall candidate care.

Administrative procedures 3. Policy guiding the administration of and procedures for the Defence Interview is contained within DFR RECPOL002 and local operating procedures.

Interview preparations 4. The success of each Defence Interview depends on thorough preparation prior to conducting the interview. The following steps are mandatory for each interview:

a. Review candidate file (dossier and on-line PowerForce record) to identify areas of

special interest/areas of concern1 that may warrant further investigation during the interview. Check for completion of SMRO eligibility sheet, which may highlight issues or areas of concern.

b. Determine current critical jobs and the timings for subsequent selection processes

(eg Officer Selection Boards) to aid the risk assessment process conducted at the conclusion of the interview.

c. Review Psychologist Interview determination and report. Where the report identifies

specific issues or appears incomplete (due to Psychology –in-Confidence) the DI should attempt to discuss any issues or seek clarification from the psychologist prior to preparing for the Defence Interview.

d. Source and review specific selection criteria/suitability criteria for preferred

job/s/Service/s.

e. Re-check candidate eligibility for preferred job/s and Service/s and discuss any anomalies and/or potential waiver requirements with DI/DR Team Leaders or SMRO as required. Note: Educational transcripts and proof of citizenship are two commonly

1 Areas of special interest or concern may also be referred to as ‘behavioural flags’

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Schedule Item 14


overlooked eligibility requirements for candidates. DIs should pay particular attention to these two areas during the eligibility re-check.

f. Plan/prepare interview structure and questions in order to maximise Defence

Interview outcomes and ensure that the questions cover any specific eligibility/suitability requirements and behavioural flags. Identify areas where the candidate has performed well to use when building initial rapport with the candidate.

g. Prepare interview area to create a comfortable, distraction-free environment that

promotes interaction between the candidate and interviewer.

Conduct of the Defence Interview 5. Scope of the interview. Regardless of the outcome, every Defence Interview should be a positive experience for the candidate, that enables them to demonstrate that they have:

a. a reasonable2 understanding of their preferred job/s and what their job will entail

when they complete employment training;

b. realistic expectations3/understanding of Service life;

c. a reasonable understanding of training requirements and the potential to meet those training requirements;

d. the necessary personal qualities, attributes, skills (or ability to assimilate the required

skills), experience and other factors to be successful in their preferred job/Service;

e. the ability to assimilate into a team-based environment in a hierarchical, disciplined structure;

f. an understanding of the conditions of Service and policies as detailed in the DI

checklist;

g. considered the impact of an ADF career on their personal, financial and family circumstances;

h. for Officer candidates, a broad appreciation of the ADF’s role in Australian society

and the global community; and

i. for Officer candidates, a reasonable appreciation of leadership and management responsibilities for ADF Officers.

6. Types of questions. Specific guidance on the types of questions to be used during the interview and examples of appropriate questions are provided in annex A.

2 ‘Reasonable’ understanding is defined as knowledge that is readily available to the candidate, such as information on the relevant websites, in the DFR candidate handouts etc.. A reasonable understanding should encompass both positive and negative aspects. 3 A reasonable expectation should encompass a realistic view that encompasses both positive and negative aspects of the Service/job.

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7. Style, tone and level of the interview. The style, tone and level of each interview will vary according to candidate attributes/background, job preferences and individual style of the DI. Irrespective of these variations, all DIs should attempt to build rapport with every candidate, such that they feel comfortable, are not intimidated and feel able to present themselves in the best possible light. 8. Recording interview outcomes. DIs are advised, where feasible, to keep a written record (brief notes) detailing questions asked and/or candidate responses. These notes may be used to compile the report at the conclusion of the interview, and can prove extremely helpful should the candidate appeal the selection process. Note taking should not interfere with the flow of the interview; DIs need to develop skill in taking notes whilst maintaining an appropriate level of eye contact and rapport with the candidate. Conducting a risk assessment and making a suitability determination 9. The risk assessment. Once the DI is satisfied that they have attained sufficient information to make an informed decision, and have met all requirements in accordance with the DI Checklist, they should conduct a risk assessment and make a decision regarding candidate suitability. A risk assessment comprises balancing ADF needs and requirements against the candidate’s likely potential for success. Factors influencing the risk assessment may include:

a. the candidate’s identified strengths and weaknesses;

b. the significance/relevance of any identified behavioural flags explored during the interview;

c. a sound or reasonable explanation of extenuating circumstances resulting in not

meeting criteria;

d. very high results in other aspects of selection criteria;

e. job criticality and ADF needs;

f. previous ADF experience;

g. other inputs into the recruiting process (candidate suitability assessment);

h. additional skills/attributes in high demand by the organisation;

i. any requirements for waivers against eligibility criteria;

j. whether the candidate’s age is commensurate with level of life experience, achievements and/or level of maturity;

k. timeframes for subsequent recruiting processes and the ability of a candidate to

successfully meet those timeframes (especially where the candidate is not recommended for a defined period of time); and

l. candidate’s likelihood of success at subsequent selection stages (where applicable).

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10. Psychology Assessment and the risk assessment. DIs are not authorised to overturn a Psychologist’s assessment of a candidate as ‘Psychologically Unsuitable’ as indicated in the suitability box on the Recruiting Psychology Report (RPR). Where DIs intend to overturn a Psychologist’s non-recommendation of a candidate, they are strongly encouraged to first discuss the candidate’s case with the interviewing Psychologist. This process ensures that the DI has a clear understanding of the rationale behind the Psychologist’s decision, including the presence of additional information that may be ‘PSYCH-in-Confidence’, and therefore unable to be fully detailed in the RPR. The Psychologist may not be able to share the full details of ‘PSYCH-in-Confidence’ information, but they may be able to alert the DI that such information exists. ‘PSYCH-in-Confidence’ information must not be included in the DI’s report, but may still factor into the DI’s final decision. Where the DI elects to overturn the Psychologist’s recommendation, the DI must provide a full, detailed justification in the DI report. 11. Candidate location while the suitability decision is being made. Where the interview outcome is obvious and/or the risk assessment is uncomplicated, the DI may choose to directly advise the candidate about their suitability at the conclusion of the interview. However, if the DI needs more time to consider their decision, if the risk assessment is detailed and/or the DI needs to seek additional advice, the DI has the option of returning the candidate to the waiting room to await their decision. 12. Supporting evidence for determination. Regardless of the final recommendation made by a DI, the DI must provide solid and tangible reasons for the determination made in the DI report and if necessary, the candidate’s PowerForce journal. In the case of a non-recommendation, this must include a clear statement regarding what the candidate needs to do to meet the required standard in the future.

13. Candidates who meet eligibility and suitability criteria. Where the risk assessment clearly determines that the candidate meets the eligibility and suitability criteria for entry into the ADF (minimal or acceptable risk to the organisation), they should be ‘recommended’ and graded accordingly on the Defence Interviewer’s Report (grading definitions are at annex B). 14. Candidates who do not meet eligibility/suitability criteria. Where the risk assessment determines that the candidate clearly does not meet eligibility and/or suitability criteria (high or unacceptable risk to the organisation), they should be ‘not recommended’ and graded accordingly on the Defence Interviewer’s Report. 15. Borderline candidates and the risk assessment. Where the DI is undecided about whether or not to recommend a candidate, Senior Military Recruiting Officer (SMRO) advice should be sought and a more comprehensive risk assessment must be conducted to inform the DI’s decision. A key factor in the risk assessment should be the candidate’s likelihood for success at subsequent recruiting stages (eg. OSB) in competition against other, more clearly suitable candidates. If after a thorough risk assessment, the DI and/or SMRO is still unsure about a ‘borderline’ candidate, then the candidate should be afforded the benefit of the doubt and progressed to the next stage (enlistment or selection board). This RECPOL provides the authority for DIs and SMROs to make this decision. Note: this action should only be taken if the candidate has a reasonable chance of being successful in competition during the subsequent selection stage (where applicable). These candidates should be recommended and graded accordingly on the DI’s Report. Candidates who fail the risk assessment should be ‘not recommended’. In both cases, the DI’s Report should clearly explain the rationale behind the DI’s assessment and document any concerns that the DI has regarding candidate suitability.

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16. Waivers. As stated in DFR-RECPOL 005, the standards for entry to the ADF define minimum requirements for appointment or enlistment. Under certain circumstances, candidates who do not meet all of the entry requirements may be considered for a waiver, however waivers are the exception rather than the rule. For a waiver to be considered, the applicant must offer a distinct and tangible benefit to the Service. The applicant must also be considered suitable and competitive for appointment or enlistment with the exception of the eligibility criteria to be waived. Concluding the interview

17. Feedback/counselling of candidate. At the conclusion of the interview the DI is responsible for advising the candidate of their progress to date and their suitability or unsuitability (as applicable) for their chosen job preference(s) or Service(s). DIs may elect to employ a technique of asking the candidate to reflect on their own interview performance prior to making a final decision, as a high level of candidate self-insight (and a reasonable explanation of any failings) may be factored into the DI’s decision for a borderline candidate. 18. Candidates who are recommended. For recommended candidates, the DI is to ensure that the candidate is aware of the next stage in the process (ie enlistment, pre-enlistment PFA/pathology/Police check requirements or selection board requirements). The DI should also inform the candidate if their recommendation is subject to further assessments such as waiver approval or the completion of a satisfactory DCO interview. The DI is also required to document any concerns identified during the interview and provide guidance on what the candidate can do to address these concerns prior to their enlistment or appearance before a selection board. 19. Candidates who are not recommended. If the candidate is found to be not recommended it is mandatory that the DI ‘counsel’ the candidate in a manner that leaves the candidate with a positive view of DFR and maintains their interest in joining the ADF (if applicable). This counselling session should inform the candidate of their status, clearly explain their options for the future and provide clear guidance on what needs to be addressed by the candidate in order to improve their suitability in the future. 20. Feedback to non-recommended candidates. Vague feedback such as ‘your English language skills aren’t good enough’ is not helpful for the candidate. DIs are to offer tangible suggestions of actions that the candidate could take to improve their chances eg. ‘perhaps you could enter into an English language conversation group, or take an English as a second Language course at TAFE’. These suggestions should be noted in the DI’s report, as candidate efforts to undertake the DI’s suggested course of action may bode well for the candidate in future applications. 21. Candidates ‘not assessed’. DIs have the option of electing to ‘Not assess’ a candidate where the DI feels that the candidate may be unfairly disadvantaged due to a range of external circumstances, such as travel/accommodation difficulties, family circumstances, process issues, poor preparation due to recent job preference changes etc. The DI may receive a warning about unforeseen circumstances that may impact on a candidate’s performance from the DR, Assessment Day Coordinator or Psychologist, prior to the Defence Interview. Where the DI feels, during the initial stages of the interview, that the candidate should not be assessed, they can offer the candidate an opportunity to defer the interview to a later date at no detriment to the candidate’s application. The DI and candidate must consider job availability factors when considering a deferral.

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22. Candidates who may be suitable for other jobs. DIs should always be looking for an alternative avenue of entry for those candidates who are assessed as unsuitable for their preferred option. This is an excellent means of continuing the candidate’s interest in an ADF career, and ensuring that DFR does not lose that candidate. If a DI determines that a candidate is potentially more suitable for an alternative job, they should attempt to invoke the candidate’s interest in that job by providing some initial job information (in a very positive way), and encouraging the candidate to explore that alternative job option. To achieve this, DIs need to develop good product knowledge across all jobs and remain cognisant of current job availability for all avenues of entry. Completion of the Defence Interview

23. Completion of the Defence Interview Report. The Defence Interview Report must be completed to ensure that all information is accurately captured and the interview outcomes are documented. The report should be based on factual information, tangible examples and evidence gathered in the course of the Defence Interview. The use of emotive language is not appropriate, and emotional responses to the candidate are not to be included in this report eg. ‘I didn’t like the way he ….’, ‘I felt that ……’. Where possible it may be necessary to quote a candidate’s statements in order to fully convey a candidate’s responses/sentiments. It is essential that the DI provides examples and/or evidence of positive and negative factors that may affect a candidate’s suitability. DIs are to thoroughly check the spelling and grammar of each report; SMROs are responsible for ensuring that DIs employ a professional standard of report writing at all times. 24. Military compatibility. This field requires a concise statement addressing criteria outlined in paras 5a – 5f. 25. Overall Presentation. This field requires a statement addressing the criteria outlined in paras 5h – 5i as well as any observations made of the candidate by the DI during the conduct of the interview itself. 26. Personal Circumstances. This field requires a statement addressing the criteria as outlined in para 5g. This field should also include a statement whether or not a DCO interview is required. 27. Outstanding issues. The Outstanding Issues section must contain any information that may impact on the DI’s decision or any actions that are still outstanding and need completion prior to the candidate being progressed to the next stage. Outstanding issues may include restrictions placed on the candidate by the SMRO through the eligibility process, concerns regarding criminal history record, Non-Medical Use of Drugs (NMUD) or the candidate’s family situation. This section may also include details about the candidate’s self-imposed enlistment restrictions, such as the need to complete current schooling, a family or work situation etc. 28. Summary. The summary should encapsulate the key points, both positive and negative, from the interview. The recommendation must be clearly stated. The summary should also include any information/advice given to the candidate to prepare them for the next stage of the selection process. If a candidate is found to be unsuitable, the level of unsuitability needs to be clearly stated, for example ‘unsuitable for OE, may be considered for GE or unsuitable for all ADF roles’. 28. Assessment Overview. Prior to progressing the candidate to enlistment/appointment stage, a DI must complete the Assessment Overview. This process may occur directly after the Defence Interview or several months later. The candidate’s Medical Class, any outstanding waivers and DCO investigation results must be finalised prior to completing the Assessment Overview. Some

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eligibility issues (such as Physical Fitness Assessment, Pathology and Criminal History check) may be pending. The ‘Outstanding Issues’ field of the DI report must document these, and any other outstanding concerns. When completing the Assessment Overview, DIs must also check the candidate’s journal to ensure that any additional information in the journal is considered/reviewed. Process improvement 29. Feedback to DRs. DRs rely on feedback about candidate performance from DIs to confirm that they have sufficiently prepared their candidates for the Defence Interview. DI feedback is also used by DRs to ascertain if their candidates have been successful and to identify any areas of deficiency for unsuccessful candidates. Direct feedback from DIs to DRs is an important means of ensuring that any ‘lessons learned’ from the interview process are channelled back to the personnel responsible for the initial stages of the selection process. Accordingly, SMROs are to ensure that DIs provide regular feedback about candidate performance to DRs either verbally or in writing.

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ANNEX A TO DFR RECPOL023

GUIDANCE ON DEFENCE INTERVIEWER QUESTIONS Aim 1. The aim of the Defence Interview is to determine the suitability of the candidate for ADF service. This is achieved through a process where the DI asks the candidate a series of questions that are designed to ensure that candidate is suitable against specific job/Service criteria. Candidate suitability comprises key criteria as follows:

a. A reasonable understanding of their preferred job/s and what their job will entail for

the initial years of Service. A candidate should be able to state what their job role will be for the first few years in Service, employment conditions for that job (positives and negatives), likely locations for postings and potential operating environments for that job (especially specific combat requirements). Note: No candidate (including those with prior Service, cadet service and/or or ADF relatives/friends) should be expected to know information beyond what is readily available on the relevant websites and DFR information sheets.

b. Realistic expectations of Service life. A candidate should be able to articulate a

realistic, well-informed and unromanticised understanding of what Service life entails (positives and possible negatives). This understanding can include the requirement to move, undertake a combat role, operate in a disciplined and team-based environment and adhere to the various policies of the ADF (as dictated in the DI checklist).

c. A reasonable understanding of training requirements and the potential to meet those

training requirements. A candidate should demonstrate a clear understanding of the training requirements (initial and employment specific training) for their particular avenue of entry. This includes where training is undertaken, how long the training will take, what the training environment will be like, and conditions of Service whilst undergoing training (pay, rank, accommodation etc.). The candidate should also understand any ROSO or IMPS attached to training. Training potential can be gauged by discussing past behavioural trends in previous employment, training and/or education and the demonstrated ability to achieve their personal goals.

d. The necessary personal qualities, attributes, skills, experience and other factors to be

successful in their preferred job/Service. Different ADF jobs have specific suitability requirements, and these should be explored with each candidate during the Defence Interview. The candidate’s file may provide significant evidence of personal qualities and attributes in the form of school/employment reports, references, qualifications, essays, testing results and psychologist reports. This evidence can be discussed further and clarified during the interview. Where there is limited information on candidate personal qualities, attributes and experience, the DI must provide candidates with the opportunity to present their case verbally during the interview. Irrespective of the specific job suitability requirements, all candidates

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should have demonstrated an ability to operate in a team environment, to act with integrity and to uphold the values of the ADF.

e. Is made aware of and agrees to comply with the conditions of Service and policies as

detailed in the DI checklist. The DI checklist provides guidance regarding generic conditions of Service and applicable ADF policies. DIs are to customise checklist questions so that they are applicable/relevant to individual candidate circumstances and job preferences. Candidates should be able to explain how the policies and conditions will affect them eg. IMPS and ROSO.

f. The ability to assimilate into a team-based environment in a hierarchical, disciplined

structure. A candidate who resents authority or harbours feelings of hostility towards those in authority may have difficulty adjusting to the Service environment. Any behavioural flags in this area should be thoroughly explored by the DI. The ability to work productively, behave in a respectful and courteous manner, ‘get along’ with others and fit readily into a social group are all key requirements for ADF members. Conversely, identified negative indicators such as a history of poor impulse control, inability to foresee the consequences of acts, a low tolerance to frustration and a lack of consideration for the feelings of others should be thoroughly explored by the DI.

g. Considered the impact of an ADF career on their personal, financial and family

circumstances. The candidate should be able to demonstrate that they understand the implications of enlistment upon themselves/other family members, have considered spouse/family support during training, and are aware of some possible effects of posting and possible periods of spouse unemployment. DIs are to determine if a DCO interview is required, based on the candidate’s response to these questions. DIs should ensure that the Service is not taking on someone who is or is likely to become an administrative burden. Essentially, income should exceed outlays and special consideration should be given to the adequacy of a trainee’s wage to service current debts.

h. A broad appreciation of the ADF’s role in Australian society and the global

community (Officer candidates only). An Officer candidate should be able to discuss one or two examples of ADF involvement in current operations and/or humanitarian activities, and present an informed view regarding the purpose of ADF involvement.

i. A reasonable appreciation of leadership and management responsibilities for ADF

Officers (Officer candidates only). An Officer candidate should be able to state what constitutes good leadership and management practices, and understand the requirement for ADF Officers to perform both functions in a range of situations. Note: DI expectations in this area must be commensurate with the candidate’s age and life experience.

2. The table at Appendix 1 provides examples of some appropriate questions addressing each of the criteria detailed in Para 1.

Inappropriate questions

3. Whilst broad questions relating to job understanding are acceptable (‘What class of ship are you likely to be working on’, ‘What type of aircraft are you hoping to fly’), specific questions

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requiring the regurgitation of memorised data are not to be asked. DIs are not to ask questions relating to:

a. Personalities (‘Who is the Minister for Defence’, ‘Who is the Chief of the Navy’,

‘Who is the Prime Minister of X”),

b. Detailed data/information on equipment (wing spans of aircraft, specific types of weaponry etc),

c. ORBAT information that does not directly relate to the candidate’s job/role

(numbers of ships/aircraft, location of regiments etc), and/or

d. Job role beyond the initial period of Service (‘What are you likely to be doing when you are a FSGT/WO1?’).

Additional question requirements

4. DIs should be mindful of any additional questions that may be required by Selection Boards/agencies for specific job roles (for example, special forces, pilots, submariners, crew attendant). The requirement for additional, specific questions may be provided to DIs as interim guidance from selection boards, verbal advice provided during agency/selection board visits, and as the result of feedback on candidate performance at the conclusion of selection boards.

Types of questions

5. To gather the required information against each of these areas, the DI is to use a combination of four question types, open, closed, probing and behavioural.

a. Closed questions. Closed questions are phrased in a manner than only permits a

one-word response from the candidate (usually ‘yes’ or ‘no’). ‘Have you ever been in a leadership role?’ is an example of a closed question.

b. Open questions. Open questions are questions that enable candidates to provide a

detailed response, rather than a ‘yes/no’ or one word answer. ‘What are some of the leadership roles that you have had?’ is an example of an open question.

c. Probing questions. Probing questions may be open, closed or behavioural in

structure. These questions are designed to elicit further information from the candidate after they have offered an initial response to a question. These questions are a very useful means of clarifying a point made by the candidate, delving into areas of concern, attaining a deeper level of information and examining areas of possible untruth. Some examples of probing questions are: ‘You mentioned that you don’t like playing team sports … can you elaborate a bit more on this?’ or ‘You have said that you have never used drugs, but mentioned that all of your friends do … can you tell me a bit more about how you have managed to avoid using them?’

d. Behavioural questions. Behavioural interviewing is a specific style of interviewing

that is based on the premise that past performance is the most reliable and accurate predictor of future performance. Principles of the technique are based on the SAO model (Situation, Action and Outcome) where the candidate is asked to reveal the

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situation (what happened) the action (what the candidate did in response to or during the situation) and outcome (what happened as a result of the situation and action). Questions are phrased in a manner that specifies the requirement for actual examples from the past. (i.e. ‘Tell me about a time when…’, ‘Tell me about a specific incident where you…’). An example of a behavioural question is: ‘Describe a situation where you were placed in a leadership role and your authority was challenged? How did you handle that situation/what did you do? What was the outcome of your actions?’

6. DIs should attempt to use a combination of the question types during the course of each interview. Closed questions are useful to obtain a simple clarification (‘Did you read the joining instruction for your Navy training’?) and open questions are an excellent way to introduce a new line of questioning. You can start a conversation or relax the candidate (‘So what do you think about having to move around once you join the Navy’, ‘What did you think about the big game on the weekend?) using this type of question. Behavioural questions are the means by which DIs can delve into the candidate’s past history/behaviours in order to assess their potential performance in the future (‘Can you tell me about a time when you were away from home …. how did you and your family cope … what was the outcome’?).

7. The table at Appendix 1 provides examples of each question type and where/how they can be used.

Formulating questions before and during the interview 8. Before the interview. DIs should prepare a number of key questions prior to commencing the interview. These questions are to be formulated after identifying specific areas of interest and/or concern (behavioural flags). The questioning/interview plan should be formulated to extrapolate additional information from the candidate and clarify any points of concern/interest, whilst affording the candidate ample opportunity to present a case to support their application. 9. During the interview. DIs must use active listening techniques to identify any further points of concern/interest as they emerge during the interview. The key skill of interviewing is the ability to address any points of interest or concern (positive and/or negative behavioural flags) as they emerge and formulate impromptu questions to fully explore those issues. DIs are required to develop a flexible interview format that balances planned, structured questions with the impromptu questions that arise as the result of candidate responses (in the time frame allowed for each interview).

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APPENDIX 1 to ANNEX A ADF RECPOL023

TABLE OF SAMPLE QUESTIONS FOR DEFENCE INTERVIEWERS

Notes: 1. This is not a definitive list, and there is no requirement to ask all of these questions. These

questions are sample questions only, which have been included to assist Defence Interviewers in the preparation of their interviews.

2. There is overlap in some questioning areas; interviewers must ensure that they don’t

unnecessarily duplicate questions through the course of the interview. 3. A candidate’s inability to answer one or more of these questions is not necessarily grounds

for a ‘non-recommendation’. Answers should be taken in the context of building a ‘whole picture’ of the candidate in order to conduct the final risk assessment to determine their suitability.

AREA

TARGETED SAMPLE QUESTIONS QUESTION

TYPE Job understanding

Have you read all of the information provided to you about (insert job)? What reading/research have you done to find out about (insert job)?

Closed/Open

From your research, what do you think might be some of the negative and/or positive aspects/challenges of this role?

Open

What type of work do you think you’ll be doing in your first few years as a (insert job)? If you needed to describe your job to a friend what would you say?

Open

Linking to the information already provided by the candidate – ‘Can you tell me about a time when you may have been required to (insert relevant aspect of job), how did you manage this and what was the outcome? For example ‘Can you think of a time when you were confined to a small area for a period of time, how did you cope, and what was the outcome’?

Behavioural/probing

What the job entails for the first few years

What kind of roles and responsibilities do you think a (insert job) in the (insert Service) might have in their day to day duties at sea?

Open

Where are you likely to be posted during your first few years of Service, after you have completed your training?

Open

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What is your understanding of a combat role or operational service? How do you think this may relate to your job?

Open

If the candidate doesn’t adequately satisfy your first questions, you can either inform them of the correct information or ask a direct or closed question such as ‘Are you aware of the requirement for all (insert job) to be posted to (insert location/platform) during their first period of service?

Closed/ confirming

Realistic expectations of Service life

How do you think working in the ADF might differ to working at (insert candidate’s current or past job role)? Expand questioning; working long hours, always on call, unexpected requirements to deploy at short notice.

Open

Have you considered some of the positive and negative aspects of joining the ADF? What might some of these be? (discuss)

Closed leading to open

Linking to candidate responses to previous questions – Can you tell me about a time where you were required to (insert relevant aspect of service life, such as ‘work in a team-based environment’, ‘do something at work that you didn’t want to do’, ‘take orders from somebody that you didn’t respect’ etc.)? What was the situation, how did you handle the situation/what did you do, and what was the result of your actions?

Behavioural

What is your understanding of the term ‘combat’? Do you understand that even as a ‘X’ (cook, medical assistant) you may have to bear arms in a combat situation? ‘What did you think about one day possibly having to bear arms against another person, and maybe even having to kill that person?’

Open Closed

How long is your initial minimum period of service with the ADF? Can you leave the ADF before that time is completed?

Closed

Training requirements and potential to meet those training requirements

Where is your initial military training? How long is this training? Where is/how long is initial employment training? What type of areas do you think that course will cover?

Closed

What kind of activities will you be involved in whilst you are undertaking your initial military training/initial employment

Open

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training?

Can you tell me about a time when you may have been (insert one) sleep deprived/had limitations placed on your personal freedom/worked in an authoritarian environment/had to work long days/had physical demands placed on you?

Tell me about the situation, how did you handle it and what were the outcomes?

Behavioural

What are some of the challenges that you are likely to face during your X training?

Open

Linking to previous responses, ‘You mentioned that (insert candidate response eg physical fitness) is likely to be a challenge … how do you think you will cope with that particular aspect of your training?

Probing

Linking to previous responses, develop a behavioural question that targets an area of interest/flag. For example, ‘You mentioned that being away from home might be one of the challenges for you … have you ever been away from home for an extended period before … how did you/your family cope, and what was the outcome/what did you learn from this experience? Or ‘You said that the study aspects might be difficult, have you ever been in a situation where you have had to study under pressure, how did you cope and what did you learn/what was the outcome?

Behavioural

Your school reports show that there was a change in your results at the start of year 12, can you tell me what changed in that year?

Probing

Your school reports indicate that you are (insert relevant behaviour eg. easily distracted, easily bored, disruptive) in a learning environment; how do you plan to overcome this when you are in the ADF learning environment? Your school reports show some very strong abilities in the (insert relevant) area – how do you think this will assist you during your training?

Open/ probing

Personal qualities/ attributes/skills and experience to be successful in job/Service

What skills/qualities/attributes do you think you’ll bring to the (insert service)?

Open

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I notice from your resume that you have significant experience working as a (insert relevant job role/type) … how do you think the skills that you developed in this role will help you in the ADF?

Open

Have you ever worked in a role similar to (insert job)? What did you do and what did you learn from that experience?

Behavioural

I notice from your file that you had a number of criminal convictions in your younger years …. Can you tell me a bit more about why these may have occurred and what lessons you may have learnt from those experiences?

Probing/ open

Linking to previous information, target any behavioural flags through probing or behavioural questions. For example ‘you mentioned that peer group pressure led to lower results in your year 10; does your peer group still play a significant part in your decision making processes’?

Probing

‘You mentioned that you enjoy being in a leadership position; how do you think you will cope with having to take orders from others’? Can you tell me about a time when you had to take orders from somebody else, what did you do and what was the outcome of your actions?’

Behavioural

Have you ever used illegal drugs like ecstasy or marijuana (some DIs like to use street-slang when asking this question, or be alert to the candidate’s casual use of street slang which may indicate familiarity with the drugs in question) ? Followed by probing question where necessary (eg can you tell me about the circumstances where this occurred?). Are you aware that you may be subject to random drug tests?

Closed/ probing

Have you ever been bankrupt?

Closed

Have you ever broken the law? Have you ever had any dealings with the Police? Are you presently under any form of investigation that may result in criminal charges? Followed by probing question where necessary.

Closed/ probing

Can you tell me about a challenge you have faced or a goal you might have set for yourself in the past? What was the challenge and how did you go about achieving that goal? What did you learn from that experience?

Behavioural

Your application shows that you have (insert events eg.

Probing

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Several traffic infringements such as speeding and not wearing a seatbelt). Can you tell me more about what happened in each case? Can you explain why you continued to take that same action even after you had been fined previously? This may be an appropriate time to discuss any specific licensing requirements of their job preference.

Ability to assimilate into a team-based, hierarchical and disciplined organisation

Have you ever been a part of a team? What was the team? What are some of the positives/negatives of working in a team environment? How would you describe yourself in a team environment?

Closed leading to open/

Can you think of a time when you worked/operated as part of a team? What was the team? How did you find working in a team environment and what did you learn from your experiences?

Behavioural

Linking to candidate responses to previous questions – Can you tell me about a time where you were required to (insert relevant aspect of service life, such as ‘work in a team-based environment’, ‘do something at work that you didn’t want to do’, ‘take orders from somebody that you didn’t respect’ etc.)? What was the situation, how did you handle the situation/what did you do, and what was the result of your actions?

Behavioural

How do you think you’ll cope with the discipline of ADF life? Have you worked in a disciplined, structured environment previously? How did you deal with this and what was the outcome? What changes do you think you’ll have to make in your life to adapt to the discipline lifestyle of the ADF?

Open/ Behavioural

Understanding of conditions of service and policies on DI checklist

DFDA - Can you tell me in your own words what the Defence Force Discipline Act is and how it will apply to you as a Defence Member?

Open

PFA - What are the fitness requirements for entry to the ADF? Can you tell me the fitness standard required for your Pre-Enlistment Fitness Assessment?

If you had to rate yourself from 1 to 10 (10 being the highest) in terms of your current physical fitness, where do you feel you are at present?

What have you been doing to prepare yourself physically for the PFA?

Open/closed

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IMPS/ROSO - What is your initial minimum period of

service/return of service obligation? Can you opt to discharge from the ADF before that IMPS/ROSO is completed?

Closed

Accommodation - What will the accommodation arrangements be like for you whilst you are completing your recruit training at 1RTU? Is it shared accommodation or will you get your own room? Have you ever had to live in a shared accommodation environment before? What was the circumstance and how do you feel you coped with that situation?

Open/ Behavioural

Criminal History - Have you have been in trouble or had any negative dealings with the police in the past? If yes, can you tell me about the incident, when it occurred and what was the result? What did you learn from that situation? Are their any offences that you have not disclosed on your application that you wish to tell me about now? Are you aware that your application for enlistment/ appointment is subject to a mandatory police check, if so, are you comfortable with us conducting that check on you?

Closed/Open/Behavioural

Considered the impact of an ADF career on family/finances/personal life

Have you ever spent an extended period of time away from your family? What was the circumstance and how did you think you all coped with that period of separation?

Behavioural

Are there any financial considerations or concerns that may be affected by a change in your income once you start on a trainee wage in the ADF? Have you ever been bankrupt? Broken marriages with children may indicate child-support payment issues that should be discussed.

Closed

How do you think your friends/family will cope with you being away from home for extended periods?

Open

Are there any family concerns that you have that may impact on your ability to successfully complete your training and first years of an ADF career? What are they (discuss)?

Closed leading to Open

Appreciation of the ADF’s role in Australian society

What kind of operations is the ADF currently involved in overseas and within Australia (discuss)?

Closed/Open

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and the global community As an officer in the ADF, do you believe it likely that you may

be required to deploy overseas in similar situations in the future?

Closed

Where is the ADF currently involved in combat related operations?

Open

What is the role of the Australian Defence Force and how does your chosen service support that role?

Open

Appreciation of the leadership and management responsibilities for officers

Have you ever been in a position of responsibility at work/school/university? Can you tell me what your role was? What was the situation and how did you deal with that situation? Any lessons learned that may be relevant to your job in the ADF?

Behavioural

What do you think is the difference between being a leader and being a manager? Can you tell me about a time in your life when you have been a leader and/or manager? What did you do in that role/how did you handle that role and what was the outcome of your actions?

Open/ Behavioural

Can you tell me about a leader that you respect and admire, it could be anyone from a world leader or someone that you know from school/sport/work/uni? What was it about that person that you think makes them a great leader? How do you apply those principles in your own life?

Open

What do you think some of your leadership/management responsibilities might be as a (insert job) in the (insert Service)?

Open

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ANNEX B TO ADF RECPOL023

TABLE OF DEFENCE INTERVIEWER GRADING DEFINITIONS

Source: Department of Defence Psychology Services Manual (PSYMAN)

Rating Label Description

1 Totally unacceptable The applicant is clearly unsuitable for military service.

Serious deficiencies make it desirable not to encourage the applicant to reapply.

2 Unacceptable at this time

Some clear weaknesses. Deficiencies rule the applicant out at this time, but the applicant has potential and may prove acceptable in the future.

3 Marginally acceptable Some relative weaknesses. Some doubt exists, but there is insufficient evidence to exclude the applicant from further consideration. The candidate should be given the benefit of the doubt.

4 Acceptable Sound potential. An applicant who could be expected to succeed in training and adjust successfully to military service.

5 Above acceptable Some relative strengths. There are identifiable grounds for saying that the applicant exceeds the basic requirements for their preferred occupation and avenue of entry.

6 Well above acceptable Many relative strengths. The applicant clearly and significantly exceeds the requirements for their preferred occupation and avenue of entry.

7 Outstanding An exceptional applicant who is clearly outstanding in all regards.

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Aircrew Candidates - Pre-Flight Screening Process (FSP)

Page 1 of 2 Page 1 of 2

Medical Performed onDFRC Medical

Applicant Deemed

Yes

Class 4

ApplicaUndergoes

ApplicaMedically Fit

FSP

Pass Fail

Applicantto For

Further

SpecialistOphthalmologi

ENT,

ForwardAVME For

Revie

AVMED forreview

No

Class 3

ApplicaTemporarilyPendingBy *

Diagram 2

DFRCApplicants Career

* Class 3 normally means unfit FSP,recruiting MO has reviewed case IAW

medicine guidelines and believes that themay still be fit for FSP, case to be

CO AVMED or delegate roaccutan

Diagram

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Schedule Item 15


2. Aircrew Candidates - Medical ProcessingMedical by

DFRC MO

*AVMEDfor review

Enoughinformation?

Yes No

MeetStandards?

Return toDFRC

Specialistreports, Ix

DFRC

Class 1

Class 4

Letter to applicant,cc DFRC - reasons

for rejection

Yes No

Previous experience, service?

Yes No

Waiver supported?

Yes NoMEC, SPEC

Allocated Class 2 (waiver supported,MEC SPEC Recommended)

* If applicant is pre-FSP,but AVMED decides theyare not Class 4, applicantmay be made “Fit pending

completion of specialistexaminations”.

Page 2 of 2 Page 2 of 2


PROVISION OF ASSISTANCE TO CANDIDATES FOR THE RECOGNITION OF DE FACTO RELATIONSHIPS

Reference: A. DI(G) Pers 53-1 Recognition of De Facto Marriages Introduction 1. The ADF has different criteria to those under common law for determining whether members are living in a defacto relationship. This is important because recognition of defacto relationships in Defence entitles members to a range of benefits including subsidised housing. Reference A details the Defence requirements. Policy 2. DFRC staff are responsible for processing applications from candidates for Defence recognition of defacto relationships. Action required 3. DFRC staff are required to:

a. determine a candidate’s marital status; b. brief candidates on the benefits of a recognised defacto relationship; c. brief candidates on the requirements of a Defence recognised defacto

relationship application; d. provide the candidate with an application form; e. once completed review the application to determine completeness and

accuracy; f. offer the candidate the opportunity to discuss life with a partner in the

ADF with a DCO representative; g. make a determination as to the outcome of the application in

accordance with the criteria laid out in the reference A; and h. forward successful applications to supporting CSIGs for processing.

Authority 4. In accordance with Reference A, officers of the 0-3 rank are authorised to approve defacto applications.

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ADF-REC027POL ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003

Appeals 5. Where an application is rejected candidates are to be advised that they can choose to have their application reviewed by HDPE. Where this option is exercised, the application is to be forwarded with an explanation of the reasons for rejection and a statement by the candidate outlining why the application should be reconsidered.


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Managing the Recruitment of Chaplains

References:

A. PERS 62–1 Religion and the Organisation of the Chaplains Specialisation in the Royal Australian Navy

B. PERS 170-3 The Organisation, Roles and Responsibilities of the Royal Australian Army Chaplains Department

1. Candidates wishing to join the ADF as Chaplains are endorsed through a process involving Service Staff and Principal Chaplains, and the Religious Advisory Committee to the Services (RACS). 2. Candidates who present themselves to a DFRC are required to be in possession of a letter of endorsement from the Principal Chaplain of their Service and denomination. 3. Candidates for Army Chaplain who present to a DFRC without endorsement are to be directed to the Principal Chaplain (full time Candidates) or Regional Staff Chaplain (part time Candidates) for their denomination and chosen Service. 4. Candidates for Navy and Air Force Chaplain are to be directed to the relevant Principal Chaplain. 5. Once in possession of a letter of endorsement Candidates are to be assessed for suitability for service as a Graduate Entry Officer.

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MANAGING THE RECRUITMENT OF RAAF RESERVISTS Reference: A. DPR-AF Policy Directive 01/03 Appointment Procedures—RAAF Specialist

Reserve Applicants RAAF Active Reserve 1. The recruitment of candidates to the RAAF Active Reserve (RAAFAR) will involve three different categories of candidate: • candidates with no previous service in the RAAF • candidates who have discharged from the RAAF within the last five years • candidates who have discharged from the RAAF five or more years ago 2. Candidates with no previous service in the RAAF are to be processed in accordance with standard practices and processes. 3. Candidates who have discharged from the RAAF within the last five years are to be treated as Service transfers. The candidate is to be referred to the nearest RAAFAR squadron or to Director Personnel Reserves—Air Force for enlistment or appointment action. DFR has no role to play in the transfer of these candidates. 4. Candidates who have discharged from the RAAF five or more years ago are to be processed as re-enlistments and processed in accordance with standard practices and processes. RAAF Specialist Reserve 5. To facilitate the entry of specialist officers into the RAAF Specialist Reserve (RAAFSR), the reference has been promulgated. In order to comply with this Directive the following instructions are issued. 6. Candidates for the RAAFSR category are nominated by RAAFSR sponsors or Regional Directors. Each candidate is to be in possession of a sponsorship letter before commencing the recruitment process.

7. RAAFSR candidates must satisfy the standard entry requirements. Where a candidate fails to meet the minimum standard, the candidate's sponsor is required to request a waiver through the Directorate of Personnel Reserves—Air Force 8. All candidates are required to participate in an interview with a Defence Interviewer and psychologist. Chaplains and public relations specialists are required to undergo aptitude testing and an Officer Interview Board.

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MANDATORY CANDIDATE BRIEF 1. To ensure that all candidates are able to make an informed decision to accept an offer to join the ADF they are to receive a brief during the recruiting process that covers the following topics. These topics are included in the Defence Interviewer Checklist which must be completed on each candidate during the recruiting process. 2. Defacto relationships. Outline the Defence requirements for

recognition of defacto relationships.

3. Employment of women. That Defence offers wide employment opportunities for women, but currently does not employ women in direct combat roles nor employment that may expose women to embryo toxic substances.

4. The nature of military service. Cover the following points:

a. The requirement to be ready to go on operations and engage in violent acts against other people.

b. The requirement to go to places (not necessarily war zones) that are dangerous, the threat of violence is high and the need to be ready to defend oneself and others by using force is real.

c. The requirement to go to places to participate in search and rescue missions and natural disaster relief where a degree of personal risk still exists.

d. The requirement to be available to move to a variety of locations in Australia and overseas to undertake work for short periods on exercises and deployments and longer periods during postings.

e. The requirement to be available to work long hours, shift work, irregular hours or a combination of these.

f. The requirement to comply with orders and directions given by superiors who are empowered to do so through the ADF’s own discipline and law system.

5. Military skills. Members of the ADF are required to acquire and maintain military skills in addition to trade skills or professional qualifications. Military skills include the ability to use weapons, and to be able to participate in ceremonial activities 6. Medical fitness. The ADF requires that its members maintain a certain level of medical fitness and are assessed on a regular basis to determine their medical status. Where a member falls below the minimum standard for their employment the ADF may exercise its right to discharge, or terminate the appointment of a member.

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7. Physical fitness. All ADF personnel must be capable of achieving and maintaining a prescribed level of physical fitness as a function of operational preparedness. Personnel who cannot meet these standards may be discharged, or have their appointment terminated.

8. Dress and grooming. All ADF personnel are required to adhere to service specific dress and grooming regulations. Of particular note are the requirements on hairstyle, tattooing and branding, and body piercing. 9. Non-medical use of drugs. ADF personnel are forbidden to use or be involved in any way with illegal drugs. Such involvement may result in discharge or termination of appointment. 10. Defence’s attitude to alcohol. The ADF does not condone alcohol abuse and does not tolerate alcohol consumption practices that may impair a member’s capacity to perform the work allocated to them. At the same time the ADF recognises societies attitudes to alcohol consumption and encourages it’s members to take a sensible and balanced view of the subject. 11. Equity, diversity and unacceptable behaviour. The ADF supports and complies with the Federal government legislation and direction regarding the provision of a work environment that is healthy, safe and free from harassment and discrimination. The ADF is committed to the protection of individuals from discrimination, harassment, and unacceptable sexual behaviour and unnecessary danger in the normal course of their duties. 12. Financial situation. Candidates who indicate that they are faced with severe financial hardship will be required to undergo a review of their situation in collaboration with the Defence Community Organisation (DCO). If the DCO report that an individual has a demonstrated inability to manage their affairs the ADF retains the right to reject the application based on a decision that this may impact on the individuals ability to perform their duties 13. Initial minimum period of service. All candidates are required to serve an initial minimum period of service dependent on their chosen avenue of entry. 14. Statutory requirements for reserve service. All ADF members on discharge from the permanent forces are required to render five years service on the Standby Reserve force of their parent Service. 15. Police and security checks. Candidates’ police record and security background will be checked during the course of an application. The consent of the candidate is required. The police check is conducted in accordance with the Spent Convictions Legislation. Spent convictions will be considered for positions that require secret and higher security clearances.

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APPLICATIONS FROM OVERSEAS (NON AUSTRALIANS)

References: A. DI(G)PERS 33-1 Australian Defence Force Policy on Citizenship

Requirements for Entry to and Service in the Defence Force B. DI (G) Pers 36-2 Australian Defence Force Policy on Individual

Readiness Overseas candidates with military service 1. All applications or inquiries received from non Australian citizens or non permanent residents who are not living in Australia and who are serving in another countries military forces or who have previous military service in another countries military forces, are to be passed to the relevant single Service Career Management Agency. Overseas candidates without military service 2. Non Australian citizens or non permanent residents who are not living in Australia and who are not serving in another countries military forces or have no previous military service are not eligible to join the ADF.

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APPLICANT SUPPORT Reference: A. DI(G)Pers 42-3 Defence Community Organisation 1. Any candidate who, during the interview process, indicates that they have concerns with the impact that Service life may have on their personal lives, may request support from Defence to discuss the issue. The ADF will provide support in the form of a visit from the Defence Community Organisation (DCO). 2. Defence requires that all married candidates are interviewed by the DCO.

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RECOGNITION OF SKILLS AND QUALIFICATIONS Introduction 1. The ADF operates its education and training systems as part of the National Training Framework and, therefore, has a system for recognition of skills and qualifications. This benefits the organisation by reducing training costs and time. Authority 2. Single Services are responsible for deeming the value of ‘technical and trade’ qualifications, gained outside ADF training systems. Recognition 3. In order to facilitate the acceptance of people into the organisation candidates are to be offered the opportunity to apply for recognition of their skills and qualifications during the application process. 4. DFRCs are to act as the facilitator of that process by forwarding trade papers through HQDFR to the single Service career management agencies (CMA) for review. CMAs will forward applications to the appropriate agency for assessment. The responsible agency will issue a Statement of Attainment (SOA) to record the results of the candidate’s recognition application and forward this through the CMA to the responsible DFRC for passing to the candidate. Trade testing 5. When the assessing agency deems that it is necessary to conduct a Trade Test, all liaison between the candidate and the ADF to effect this is to occur through the DFRC. When a trade test is successfully completed, or no testing is able to occur prior to enlistment, the assessing agency is to ensure that the following disclaimer is endorsed on the SOA and signed by the candidate on enlistment:

‘I (name of candidate) understand that I shall be required to pass the full trade test within 12 calendar months from the date of my enlistment, barring Service requirements preventing me to the contrary. If I fail this test I understand I shall revert to the highest employment category in which I am qualified with a possible consequent reduction in pay’.

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MINUTE

DFR/OUT/ (Insert addressee - eg: CO/OC members Unit) RECRUITING STAFF SELECTION AND ASSESSMENT - (Insert name rank and PMKeys number of member) Reference: A. (Insert Ship/Unit/CMA reference) 1. (Insert rank and name) is a volunteer for/has been posted to DFRC*** (delete as applicable) for recruiting duties. 2. Recruiting staff are in regular contact with all levels of the civilian community and provide advice on all aspects of careers in the ADF. Therefore, it is imperative that only those personnel who are capable or representing the ADF in an exemplary manner, and who meet the eligibility criteria be recommended. 3. Recruiting staff selection procedures are Tri Service and are applied equally across all personnel who have volunteered for service at a DFRC, irrespective of rank or final functional employment. 4. Should (Insert name and rank) be recommended, a selection and assessment process will commence. On completion of these procedures members will be free to return to their units or stay for further discussion with recruiting staff. An assessment and recommendation will be completed and members advised on the day of their suitability. 5. Enclosure one is to be completed and returned to HQDFR at the earliest opportunity. The remainder to be given to the member in advance of his being selected to attend for an interview. S.K. Smith WO2 HRM-M HQ DFR TUG-3-WS19 (Insert Date) Enclosure: 1. Unit/Ship Assessment Form 2. Information for recruiting volunteers

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UNIT/SHIP ASSESSMENT FORM

(To be completed by CO/OC/OIC prior to Interview)

PMKeys No Rank

Surname

Given Name DOB

Unit/Ship

Unit Contact Telephone

Position Applied For

Service Attitude

Dress and Bearing

Initiative and ability to

work without Supervision

Flexibility and Adaptability

Teamwork and

Interpersonal skills

Personal Cicumstances

General Comments

CO/OC/OIC Recommended / Not Recommended _______________ _________________________ __________ _____/_____/______


Page 3 of 8

Signature Name Rank Date

INFORMATION FOR RECRUITNG VOLUNTEERS

Recruiting staff are in regular contact with all levels of the civilian community and provide advice on all aspects of careers in the ADF. Therefore, it is imperative that only those personnel who are capable or representing the ADF in an exemplary manner, and who meet the eligibility criteria are selected. Recruiting staff selection procedures are Tri Service and are applied equally across all personnel who have volunteered for service at a DFRC, irrespective of rank or final functional employment. The selection procedures are composed of:

a. completion of the "Defence Force Recruiting Staff Selection Interview and Assessment Record", enclosed. The completed forms are to be returned by mail or facsimile, prior to attendance or are to be brought on the day;

b. completion of full length and close up photograph;

c. assessment of BMI by medical staff;

d. prepared public speaking presentation of 10 min duration, with questions;

e. time permitting a tour of a DFRC; and f. personal interview of approximately 30-40 min duration.

On completion of these procedures you will be free to return to your unit or stay for further discussion with recruiting staff. An assessment and recommendation will be completed and you will be advised on the day of your suitability. For the prepared 10 min presentation training aids and notes may be used, however, notes are to be in plain card format. The reading of a prepared speech is not permitted. The topic for the 10 min prepared presentation is to be selected from the list below and is to be pitched at a level suitable for a year 12 school audience:

a. Employment of Women in the ADF;

b. Weapons, do we need them; c. The ADF, does Australia need it;

d. Society accepts Marijuana, should the ADF;

e. Sexual orientation, should it affect employment in the ADF;

f. Tri Service, should the ADF wear purple uniforms; and


Page 4 of 8

g. If I was Chief of the Defence Force.

DEFENCE FORCE RECRUITING STAFF SELECTION

INTERVIEW RECORD Personal Particulars

Name

Given Name DOB

PMKeys No Rank Cat/Corps/Must/Spec

Current Posting Date Enlisted/Appointed Time in Present Rank

Previous Three Postings

a b c

Qualified for Next Rank? Marital Status Spouse Name (if appl)

Dependants

NOK Address

Work Phone

Home Phone Mobile

Job Preference (indicate preferred)

Defence Recruiter Defence Interviewer

Preferred Location

1st 2nd 3rd 4th

BMI (DFRC to confirm)

Pass Single Service PFA?

(Yes/No and Date)

MEC

Date Assessed MEC Restrictions (if applicable)

Service Drivers Licence Held?

Civilian Drivers Licence Held?

Restrictions/Endorsements


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Please circle as appropriate answers to the following questions. Are you considering discharge in the next 24 months? Yes / No I understand the eligibility criteria to be considered for recruiting duties. Yes / No Do you have a minimum education level of Subject 3 Level 2 (Army only): Yes / No In my opinion, I reach or exceed the requirements. Yes / No / Uncertain If No or Uncertain, please state which criteria you may not meet. Criteria you may not meet Vocational Information

What are your major work related skills?

Are you currently studying? If so, please give details.

What do you regard as your greatest achievements?

What do you consider to be your strengths and weaknesses? Strengths Weaknesses

What are your future plans? Personal Career

How do you assess your career

progression to date?


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Why do you wish to be posted to Recruiting?

Have you ever had any civil convictions (including traffic convictions)? YES / NO (If yes please provide details)

Have you ever had any Service convictions? YES/NO (If yes please provide details)

Are there any personal or family circumstances which would prevent you carrying out the full range of Recruiting duties, including extended absences from home?

YES / NO (If yes please provide details)

What qualities do you possess that make you particularly suited and useful to Recruiting?

What are your sports, hobbies and club memberships?


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DEFENCE FORCE RECRUITING STAFF SELECTION ASESSMENT RECORD

[P=Poor (1) F=Fail (2) S=Satisfactory (3) G=Good (4) VG=Very Good (5)] Criteria 1 - Appearance

Physical appearance, dress, bearing etc P F S G VG

Fitness & sporting interest P F S G VG

Weighting = 2 Total Sub Score/20

Criteria 2 - Personality

Character traits, sense of humour, approachability, integrity, personal qualities suitable to recruiting work

P F S G VG


Criteria 3 - Service Experience

Service attitude/ambitions, diversity of postings, leadership and management experience

P F S G VG


Criteria 4 -Motivation

Motivation for DFRO, knowledge of recruiting, locality factors (native) P F S G VG


Criteria 5 - I/V Counselling Potential

Confidence and maturity, ability to converse, involvement with younger generation, 2 min Exercise Ice Breaker

P F S G VG

Weighting = 3 Total Sub Score/15Sub-Total Pg 1 /80


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Criteria 6 - Public Speaking

10 min prepared speech P F S G VG


Criteria 7 - Admin/Quals

Exposure to staff courses and Computing Skills Service Courses, ie OHS Civilian courses ie. Diplomas

P F S G VG

Weighting = 2 Total Sub Score/10 Sub-Total Pg 1 /80 Sub-Total Pg 2 /20 Total Score/100

General Admin BMI Acceptable YES/NO Personal File Sighted YES/NO Photo sighted / attached YES/NO

General Assessment <50 50≥ ≤80 81≥

Not Recommended Recommended Highly Recommended


Page 1 of 9

RECRUITING STAFF SELECTION Background 1. It is the responsibility of all recruiting staff to ensure that high standards are set and maintained and only the very best applicants are recommended for employment at DFRCs. 2. A recruiter is the 'face of Defence' in the civilian community, with regard to the ADF and ADF careers. Consequently, only those personnel who meet the eligibility criteria should be considered for employment in recruiting. Eligibility Criteria 3. To be eligible for a posting to and retention at a DFRC the potential recruiter must:

a. be a volunteer and be prepared and able to serve at least two years in recruiting;

b. have a minimum of 6 years in the Service; c. be of good bearing and appearance (offensive or excessive tattoos are not

acceptable); d. to have a BMI of 20 - 24.9 (plus or minus 2); e. have demonstrated above average performance for rank and have a good

conduct record; f. be mature, stable and dependable, tactful, articulate and display a desire to

succeed; g. hold a current manual driver's licence not restricted to automatic vehicles

and not have any form of court imposed restrictions or suspension; h. have sporting and leisure activities outside normal Service activities; i. not have any compassionate or financial considerations which would

detract from the effective performance of recruiting duties. An important consideration is the considerable travel and absence away from home encountered by most recruiters;

j. be recommended by CO/OC/OIC of their parent unit; and k. be recommended by the XO for DFRC staff or the COS for HQDFR staff

and XO posts.

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Waivers 4. Eligibility criteria may be waivered by DDFR on the recommendation of XOs for DFRC staff and COS for HQDFR staff. Positions available in DFRCs 5. The following positions are available for recruiting duties:

a. Officers

(1) Executive Officer DFRC. These positions are primarily of an administrative and managerial function reporting to the Area Manager (AM) of the DFRC, a position held by a civilian DFR staff member. The XO is the senior military officer in the DFRC, and is doubly responsible to DDFR for military issues.

(2) Defence Interviewing Officer. This is a representational,

administrative and managerial function that will involve the interviewing of candidates and may involve field recruiting.

b. Sailor/Soldier/Airmen

(1) Defence Recruiters. Personnel of the rank of (SGT)(E) and below are employed in the field and are responsible for planning and provision of advice on ADF careers to members of the civilian community. Military personnel in these positions will find themselves working alongside DFR civilian staff members.

(2) Defence Interviewing Officer. Personnel of the rank of (WO2)(E)

and above are primarily employed in the interviewing of candidates.

6. Notwithstanding the fact that military personnel are posted to specific positions, personnel may be rotated through DFRC positions at the discretion of the DFRC XO, and at the discretion of the DDFR for HQ staff. 7. The selection process for recruiting duties is as follows:

a. Selection by single service CMAs after recommendation by members Unit;

b. Interview by the XO of the nearest DFRC or COS for HQDFR; and c. Following recommendation, member will be required to attend for a

presentation.


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8. On completion of the assessment process a copy of all selection documentation is to be forwarded to the members CMA for retention.


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DEFENCE FORCE RECRUITING STAFF SELECTION

INTERVIEW RECORD Personal Particulars

Name

Given Name DOB

PMKeys No Rank Cat/Corps/Must/Spec

Current Posting Date Enlisted/Appointed Time in Present Rank

Previous Three Postings

a B c

Qualified for Next Rank? Marital Status Spouse Name (if appl)

Dependants

NOK Address

Work Phone

Home Phone Mobile

Job Preference (indicate preferred)

Defence Recruiter Defence Interviewer

Preferred Location

1st 2nd 3rd 4th

BMI (ADFRU to confirm)

Pass Single Service PFA?

(Yes/No and Date)

MEC

Date Assessed MEC Restrictions (if applicable)

Service Drivers Licence Held?

Civilian Drivers Licence Held?

Restrictions/Endorsements


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Please circle as appropriate answers to the following questions. Are you considering discharge in the next 24 months? Yes / No I understand the eligibility criteria to be considered for recruiting duties. Yes / No Do you have a minimum education level of Subject 3 Level 2 (Army only): Yes / No In my opinion, I reach or exceed the requirements. Yes / No / Uncertain If No or Uncertain, please state which criteria you may not meet. Criteria you may not meet Vocational Information

What are your major work related skills?

Are you currently studying? If so, please give details.

What do you regard as your greatest achievements?

What do you consider to be your strengths and weaknesses? Strengths Weaknesses

What are your future plans? Personal Career

How do you assess your career

progression to date?


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Why do you wish to be posted to Recruiting?

Have you ever had any civil convictions (including traffic convictions)? YES / NO (If yes please provide details)

Have you ever had any Service convictions? YES/NO (If yes please provide details)

Are there any personal or family circumstances which would prevent you carrying out the full range of Recruiting duties, including extended absences from home?

YES / NO (If yes please provide details)

What qualities do you possess that make you particularly suited and useful to Recruiting?

What are your sports, hobbies and club memberships?


Page 7 of 9

DEFENCE FORCE RECRUITING STAFF SELECTION ASESSMENT RECORD

[P=Poor (1) F=Fail (2) S=Satisfactory (3) G=Good (4) VG=Very Good (5)] Criteria 1 - Appearance

Physical appearance, dress, bearing etc P F S G VG

Fitness & sporting interest P F S G VG


Criteria 2 - Personality

Character traits, sense of humour, approachability, integrity, personal qualities suitable to recruiting work

P F S G VG


Criteria 3 - Service Experience Service attitude/ambitions, diversity of postings, leadership and management

experience

P F S G VG


Criteria 4 -Motivation

Motivation for DFRO, knowledge of recruiting, locality factors (native) P F S G VG


Criteria 5 - I/V Counselling Potential

Confidence and maturity, ability to converse, involvement with younger generation, 2 min Exercise Ice Breaker

P F S G VG

Weighting = 3 Total Sub Score/15Sub-Total Pg 1 /70


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Criteria 6 - Public Speaking 10 min prepared speech

P F S G VG

Mock Media Interview (WO2(E) and above)

P F S G VG


Criteria 7 - Admin/Quals

Exposure to staff courses and Computing Skills Service Courses, ie OHS Civilian courses ie. Diplomas

P F S G VG

Weighting = 1 Total Sub Score/5 Sub-Total Pg 1 /70 Sub-Total Pg 2 /25 Total Score/95

General Admin BMI Acceptable YES/NO Personal File Sighted YES/NO Photo sighted / attached YES/NO

General Assessment <50 50≥ ≤80 81≥

Not Recommended Recommended Highly Recommended


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INFORMATION DOCUMENTATION – NON STATUTORY DOCUMENTS Document title Date DCM 37/2001 – Public Holidays for 2002 29 Oct 01 DEFGRAM 44/2002 – Replacement current issues ready reckoner of personnel costs and related overheads edition 5 and the ready reckoner of personnel costs for reserve personnel edition 2

Feb 2002

DEFGRAM 46/2002 – Personnel Management Key Solution Implementation Schedule set for Air Force

5 Feb 2002

DEFGRAM 457/2001 – National Defence Telephone Directory – Information for Users

Nov 01

DEFGRAM 369/2001 – Overseas Removal Administration – Long-Term Postings Overseas

Sep 01

Closure of ADF Personnel Centre – Canberra (ADFPC-C) Christmas/New Year Period

5 Nov 01

Instruction 2601 – Recreational Leave Aug 98 Educational Qualifications for GE to Navy – Information for Cas 2001 DI(G)P36-3 – Inherent requirements of service in the ADF Apr 02

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INFORMATION DOCUMENTATION – NON STATUTORY DOCUMENTS Document title Date

Page 2 of 2

Updated January 2000

Assessment Of Overseas Qualifications For Vce Credit Transfer - Year 11

Country Description Of Qualification Required By Bos

Afghanistan: Baccalauria. Marked on a percentage scale, with 40% being the minimum pass mark.

Argentina: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 0-10, with 4-10 being passmarks.

Austria: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-5 (minimum), with 1-4 beingpass marks.

Bahrain: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-4 (maximum), all are passingmarks.

Bangladesh: Higher Secondary Certificate (HSC) or Intermediate Certificate (Grade XII level).

Belgium: Completion of two years study towards the Diplome d'Aptitude a Acceder a l'Enseignement Superieur - (3 years duration).

Bolivia: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-7 (maximum), with 3.6 beingthe minimum pass mark.

Brazil: One year study before achieving the 'Certificado de Conclusao de 2 Grau' or Completion of the 3rd year of Secondary School/2 Grau.

Brunei: Cambridge Overseas School Certificate OR Brunei/Cambridge GCE O levels, grades A-E (or 1-8) considered pass marks.

Burma: Completion of the Basic Education High School Examination/Matriculation (awarded after completion of standard X).(Myanmar) Marking is on a percentage scale, a minimum average of 45% is considered a pass.

Cambodia: Completion of the Baccalaureate Part I Examinations. Marking scale of 1-20 (maximum), with 10 the minimum pass mark.

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Canada:

Alberta }

British }Columbia }

Manitoba } Assessed on a year by year basis Year 11 = 5 subjects passed after eleven years of schooling.Where graded results are given A-D or P are considered a pass. With a percentage scale, 50%+ is considered a pass

New Brunswick } (This applies for all states of Canada)

New Foundland }

North West Territories }

Nova Scotia }

Ontario }

Prince Edward Island }

Quebec }

Saskatchewan }

Chile: Assessed on a year by year basis. Five subjects passed after eleven years of schooling. Grading scale of 1-7 (maximum), with 4 as the minimumpass mark. Completion of the 3rd year of secondary schooling (Educacion Media). Secondary schooling covers 4 years after 8 years of Primary.

China: Completion of Year 2 of Senior High School (also referred to as Senior Middle School). Five subjects passed with marks of 50% and over. Senior HighSchool is normally 3 years duration.

Cyprus: (See GREECE or TURKEY).

Colombia: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-10 or 1-100, with 5 or 50 being the minimum pass marks.

Costa Rica: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-100, with 60 as theminimum pass mark.

Czech Republic: Completion of two years study towards the Maturitni Zkouska/Maturita or Skuske Certificate. Marked on a scale of 1-5 (minimum), with 4 being theminimum pass mark.

Denmark: Completion of two years study towards the Studentereksamen or Forberedelseseksamen or Handelseksamen or Teknisk Eksamen - (3 years duration inupper secondary school). Marked on a scale of 0-13 (maximum), with 6 as the minimum pass mark.

Dominican Republic: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marked on a percentage scale, with 60% beingthe minimum pass mark.

Ecuador: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marking is on a scale of 1-20 (maximum), with10 as the minimum pass mark.

Egypt: Completion of two years study towards the General Secondary School Certificate (usually three years duration). Five subjects passed withmarks of 50% or greater.

El Salvadore: Completion of two years study towards the Bachillerato School Leaving Certificate (usually three years duration). Marked on a scale of1-10 (maximum), with 5 as the minimum pass mark.

Ethiopia: Completion of the first year (Grade 11) of the Ethiopian School Leaving Certificate (usually two years duration in Senior Secondary). Marked on a scaleof 1-100, with 50 as the minimum pass mark.

Fiji: Fiji School Leaving Certificate or the New Zealand Universities Entrances Examination Certificate (Form 6) with passes in four subjectsincluding English. Marked on a percentage scale, minimum pass is 50%.

Finland: Completion of two years study towards the Upper Secondary School Leaving Certificate (Lukion Paastotodistus/gymnasiets dimissionsbetyg), which isusually three years duration. Marked on a scale of 4-10, with 5 as the minimum pass mark.

France: Completion of the Brevet de l'Enseignement General or two years towards the Baccalaureat de l'Enseignement. The marking system is based on a numerical scale of 1-20, with 10 as the minimum pass mark.

Germany: Completion of one year's study towards the Abitur/Reifezeugnis/Zeugnis der Allgemeinen Hochschulreife (usually two years duration). Marked ona scale of 1 (max) - 5, with 4 as the minimum pass mark or on a scale of 0-15, with 4 as the minimum pass mark.

Ghana: Completion of the West African School Certificate (O Levels). Marked on a scale of A-F, with E being the minimum pass mark.

Greece: Completion of two years towards the Apolityrion. The marking system is based on a numerical scale of 1-20, with 10 as the minimum pass mark.

Guatemala: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marked on a percentage scale, with 61% being the minimum pass mark.

Haiti: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marked on a scale of 1-10 (max), with5 being the minimum pass mark.

Honduras: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marked on a percentage scale, (minimum of61% needed to pass), or a numerical scale of 1-5 (minimum of 3 needed to pass).

Hong Kong: Hong Kong Certificate of Education, 5 subjects passed at Grades A-E (or Grades 1-5 with older certificates - numericalgrades vary, please consult legend on certificate).

Hungary: Assessment on a year by year basis. Year 11 = 5 subjects passed after eleven years of schooling. Marked on a scale of 1-5, with 2 as theminimum pass mark.

India: Higher Secondary/School Certificate (Indian School Certificate) OR All India Snr School Certificate Standard XI (YEAR 11).

Indonesia: SMU/SMA Leaving Certificate - Level II graded on a scale of 1-10 (maximum), with 5 as the minimum pass mark.

Iran: Completion of three years study towards the National High School Diploma (usually four years duration). Marked on a scale of 0-20, with10 being the pass mark.

Iraq: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Graded on a percentage scale with 50%as the minimum pass mark.

Ireland: Completion of 5 subjects passed at Ordinary/Standard level in the Leaving Certificate.

Israel: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Grading scale of 1-10 (maximum), with 5as the minimum pass mark.

Italy: Completion of four years study towards the Maturita (Matriculation) Certificate (usually five years duration). Marked on a scale of 0-60, with36 being the minimum pass mark. School work is marked on a scale of 0-10 with 6 as the pass mark.

Japan: Completion of two years study (Grade 11) towards the Kotagakko - (3 years duration). Grading is on a scale of A-E, with D being the minimum passmark.

Jordan: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Graded on a percentage scale, with 50% theminimum pass mark.

Kenya: Completion of 3 years study towards the Kenyan Certificate of Secondary Education (normally 4 years duration). Graded on a scale of A-E.

Kuwait: Completion of three years study towards Shahadat-al-thanawiya-al-a'ama (General Secondary School Certificate) - (4 years duration)

Lebanon: Completion of two years study towards Baccalaureat Part II - (3 years duration)

Libya: Completion of two years study towards the General Secondary Certificate - (3 years duration)

Malaysia: Sijil Pelajaran Malaysia (SPM) or Sijil Pelajaran Vokesyenal Malaysia (SPVM), with grades of A(1-2), C (3-6) and P (7-8) being pass marks.or Unified Examination Certificate of the Malaysian Independent Chinese Secondary Schools System (MICSS).

Malta: Malta General Certificate of Education (O-levels)/Secondary Education Certificate: pass marks are 1 (maximum) - 7, Un - Unclassified.

Mauritius: Cambridge Overseas School Certificate or GCE O levels with grades A-E or 1-8 in five ordinary level subjects.

Mexico: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Graded on a percentage scale, with 60%the minimum pass mark.

Nepal: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Graded on a percentage scale, with 50%the minimum pass mark.

The Netherlands: Completion of the Secondary School Leaving Certificate. Students must pass to obtain certificate OR obtain a HAVO Certificate.

New Zealand: Sixth Form Certificate. (Marking is on a scale of 1-9 with 1-7 being pass marks) OR University Entrance Certificate.

Nicaragua: Completion of four years study towards the Bachillerato en Ciencias y Letras. Marked on a scale of 1-10, with 6.5 as the minimum pass mark.

Nigeria: West African School Certificate/GCE O level. Grading on a scale of 1-9, 9 being a fail. OR After 1989 completion of Year 11 (Senior SchoolCertificate).

Norway: Completion of two years study towards the Examen Artium (before 1981) OR Vitnemal fra den Videregaende Skole (Since 1982).

Pakistan: Intermediate Certificate OR Higher Secondary School Certificate

Papua New Guinea: Completion of 5 subjects passed at Grade 11 level.

Paraguay: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on a scale of 1-5 (max) or 0-10 (max),with 2 and 3 being minimum pass marks.

Peru: Certificado de Educacion Secundaria Comun Completa. Marked on a scale of 0-20, with 11 the minimum pass mark.

Philippines: Year 11 = completion of one year's full time study towards a tertiary degree from a recognised university.

Poland: Assessed on a year by year basis: Year 11 = five subjects passed after eleven years of schooling. Level reported by Pass/Fail.

Portugal: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on a scale of 0-20, 10 is the minimumpass mark.

Romania: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on a scale of 1-10, with 5 being theminimum pass mark.

Saudi Arabia: 2nd year study towards the Tawjihiyah (General Secondary Education Certificate) - (3 years duration in Secondary School)

Scotland: Scottish Certificate of Education (SCE): five subjects passed in the Standard Grade. Marking is on a seven point scale (1 max to 7), 1-6 being a pass.

Sierra Leone: West African School Certificate or GCE O levels or Cambridge Overseas School Certificate. Graded 1 (max) to 9 (fail). Five subjects passed.

Singapore: Singapore/Cambridge GCE O level with grades A-E or 1-8 in five subjects.

Somalia: Year 11 = five subjects passed after eleven years of schooling. Marking is on a percentage scale, 60 per cent being a pass.

South Africa: Standard 9 (Completed in Form IV of Secondary School).

South Korea: Completion of Grade 11 (2nd year of Upper Secondary School).

Soviet Union: Assessed on a year by year basis: Year 11 = five subjects passed after eleven years of schooling. Marking is on a scale 1-5 (maximum), with3 as the minimum pass mark.

Spain: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on a scale of 1-10, 5 being theminimum pass mark. Bachillerato Unificado y Polivalente (BUP)/Graduado en Educacion Secundaria.

Sri Lanka: Sri Lankan General Certificate of Education (O-levels) in five subjects which must be passed at a grade of credit or distinction.

Sudan: Completion of 2nd year studies towards the Sudan/Secondary School Certificate - (3 years duration)Sweden: Realexamen/Grundskola Certificate. Marked on a scale of 1-5 (maximum), there is no fail grade.

Switzerland: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on various scales: 1-6(max), minimumpass 4; 1-10 (max), minimum pass 6; 6-1 (max), minimum pass 3.

Syria: Completion of Grade 11 – 5 subjects passed (2nd year studies completed in Upper Secondary).

Taiwan: Completion of studies in the 2nd year of Senior High School. Grade levels of A-C are considered passing grades.

Tanzania: Certificate of Secondary Education(CSE)/National Form IV Examination OR Cambridge Overseas School Certificate (COSC) or East African Certificateof Education (EACE). CSE is graded A-F, with A-D being passing grades. COSC and EACE are marked 1 (max) to 9 (fail).

Thailand: Mathayom Suksa 4 (MS4) - graded on a credit system, requiring 100 credits to pass OR Maw 5 (M5), graded on a unit system, requiring 75 units toPass, or on a scale of 0-4, with 1 being the minimum pass mark.

Turkey: Completion of the Lise Diplomasi, marking is on a scale of 1-10 maximum, with 5 as the minimum pass mark.

Uganda: Uganda Certificate of Education: Graded A-F, with A-D being passing grades, or 1 (maximum) - 9 (fail).

United Kingdom: General Certificate of Secondary Education (GCSE): five subjects passed at grades A-E OR (Before 1986) the General Certificate of Education (GCE)O levels, with passing grades being A-E.

USA: Five subjects passed at Grade 11 level. Grading system of A-F is used, with A-D considered passes.

Uruguay: Completion of two year’s study towards the Bachillerato (3 years duration). Marked on a scale of 1-6 (maximum), with 3 as the minimum pass mark.

Venezuela: Completion of two year’s study towards the Bachillerato (2-3 years duration). Marked on a scale of 1-20 (maximum), with 10 as the minimum passmark.

Vietnam: Vietnamese Baccalaureat Part 1 or assessed on a year by year basis (Grade 11) with passes in five subjects. Where graded results are given, the lowergrades may be equated to a lower year level.

West Africa: West African School Certificate. Marked on a scale of A-F, with E being the minimum pass mark.

Yugoslavia: Assessed on a year by year basis. Year 11 = five subjects passed after eleven years of schooling. Marked on a scale of 1-5 (maximum),with 2 as the minimum pass mark OR Completion of the third year of secondary school (normally four years duration).

Zimbabwe: Cambridge School Certificate. Marked on a scale of 1 (max) to 9 (fail).

Updated January 2000

Assessment Of Overseas Qualifications For Vce Equivalence And Credit - Year 12

Country Description Of Qualification Required By Bos Requirements For Tertiary Entrance (VTAC)

Afghanistan: Baccalauria and completion of one year's full time study towards a 2nd year standing at a tertiary institution.degree from a tertiary institution.

Argentina: Bachillerato/Bacillerato Especializado. Marked on a scale of 0-10 Plus first year standing from a recognised overseas tertiary insitution.

Austria: Reifeprufungszeugnis/Matura. Marking scale of 1-5 (minimum). As for BOS.with 1-4 being pass marks.

Bahrain: Tawjahiya (Secondary School Leaving Certificate). Marking varies Plus first year standing from a recognised overseas tertiaryper subject; maximum and minimum grades per subject are shown on institution.certificate.

Bangladesh: First year standing from a recognised tertiary institution following As for BOSthe Higher Secondary or Intermediate Certificate.

Belgium: Diploma d'Aptitude a acceder a l'enseignement superiur/ As for BOSGetuigschrift van hoger secundair onderwijs

Bolivia: Bachillerato en Humanidades. Marking is on a scale of 1-7 Plus first year standing from a recognised overseas tertiary(maximum) with 3.6 the minimum pass mark. institution.

Brazil: Certificado de Conclusao de 2 Grau. (Only when a 4th year is Plus first year standing from a recognised overseas tertiarycompleted at Secondary level). Marking is on a scale of 1-10 institution.(maximum), with 5 as the minimum pass mark.

Brunei: A grade 'E' or higher in 2 A-level and 3 O-level subjects Check with VTACincluding English at the Cambridge or University of LondonGeneral Certificate of Education (GCE) Examination.

Bulgaria: Diploma Za Zavarsheno Sredno Ohrazovanic. Marking is on As for BOS. a scale of 1-6 (maximum), with a minimum pass mark of 3.

Burma: Matriculation and completion of one year’s full time study towards a Plus passing the University Intermediate exam after two years of(Myanmar) degree from a recognised tertiary institution. Marking is on a foundation studies.

percentage scale, minimum average of 45% is required to pass.

Cambodia: Completion of the Baccalaureate Part II. Marking scale of 1-20 Plus first year standing from a recognised overseas tertiary(max) with 10 being the minimum pass mark. institution.

Canada: Alberta} General High School Diploma. Marked on a percentage scale, with 50% As for BOS but require a 60% average.

being the minimum pass mark.

British } Senior Secondary Graduation Diploma. Marked on a scale of A-C,P As for BOS but require a 'C' average.,F,I, with 'P' being the minimum pass mark.

Columbia }

Manitoba } High School Graduation Diploma. Marked on a scale of A+ - F, with 'D' As for BOS but require a 60% average.being the minimum pass mark.

New Brunswick } High School Graduation Diploma. Marked on a percentage scale, with As for BOS but require a 60% average.50% being the minimum pass mark.

New Foundland } High School Graduation Diploma. Marked on a credit system. 36 credits If awarded prior to 1985 also require first year standing from aincluding 21 core credits. recognised tertiary institution. After 1985 same as for BOS.

Nova Scotia } Higher School Completion Certificate. Marked on a percentage scale, As for BOS but require a 60% average.with 50% being the minimum pass mark.

Ontario } Ontario Secondary School Diploma. Marked on a scale of A-D and P, As for BOSwith all grades being pass marks.

Prince Edward Island } High School Graduation Diploma. Marked on a percentage scale, with If awarded prior to 1985 also require first year standing from a50% being the minimum pass mark. rcognised tertiary institution. After 1985 same as BOS.

Quebec} Diploma of Collegial Studies. Marked on a percentage scale, with 60% As for BOS.being the minimum pass mark.

Saskatchewan } Completion of Division IV Standing. Marked on a credit system, with a Require a 65% average.minimum of 21 credits of which 5 are from Year 12.

Chile: Licencia de Educacion Media (Secondary Education Matriculation Require marks of 5 and above.Certificate) or Certificado de Bacchillerato. Marked on a scale of 1-7with 4 being the minimum pass mark.

China: Senior High/Middle School Graduation Diploma. Marked on a percentage Plus first year standing from a recognised overseas tertiaryscale, with 50% being the minimum pass mark. institution.

Colombia: Bachillerato. Marked on a scale of 1-10 or 1-100, with 5 or 50 being Plus first year standing from a recognised overseas tertiarythe minimum pass marks. institution.

Costa Rica: Bachillerato. Marked on a scale 1-100, with 65 as the minimum Plus first year standing from a recognised overseas tertiarypass mark. institution.

Cyprus: Turkish - successful completion of first year at a recognised As for BOS tertiary institution

Greek - Apolytirion of Lykeion (School Leaving Certificate). Marked As for BOS on 1-20 (max) scale, with 10 being the minimum pass mark.

Czech Republic: Maturitni Zkouska or Vysvedceni o Maturitni Skuske. Marking is on VTAC only accepts the latter.a scale of 1 (maximum) - 5, with 5 as a fail.

Denmark: Studentereksamen/Hojere Forberedel Seseksamen/Hojere Handelseksamen As for BOSof 0-13 (maximum), with 6 as the minimum pass mark.

Dominican Republic: Bachillerato en Ciencais Y Letras. Marked on a percentage scale, with Plus first year standing from a recognised overseas tertiary60% being the minimum pass mark. institution.

Ecuador: Bachillerato en Humanidades/Ciencias/Tecnico. Marked on a scale of Plus first year standing from a recognised overseas tertiary1-20 (maximum), with 10 as the minimum pass mark. institution.

Egypt: Thanawiya Amma (Certificate of General Secondary Education). Plus first year standing from a recognised overseas tertiaryMarked on a percentage scale, with a minimum of 50% as the pass mark. institution.

El Salvador: Bachillerate Academinco (High School Diploma). Marked on a scale of Plus first year standing from a recognised overseas tertiary1-10 (maximum), with 5 as the minimum pass mark. institution.

Ethiopia: School Leaving Certificate. Marking on a scale of 1-100, with 50 being Plus first year standing from a recognised overseas tertiarythe minimum pass mark. institution.

Fiji: Form 7 Examination or Bursaries Examination Certificate of NZ. Provided that a score of >250 is attained in 4 subjects, or aOR score of >300 in 5 subjects. A pass in English of >50% isCompletion of the Foundation Year at the Uni. of the South Pacific. required in either case.Marked on a percentage scale, minimum pass is 50%.

Finland: Ylioppilastutkinoto/Studentexamen (Matriculation Board Certificate). As for BOSMarked on a 0-6 scale, with 2 and above being pass marks.

France: Baccalaureat de l'Enseignement du Second Degre. Marked on a scale of As for BOS1-20 (max), with 10 being the minimum pass mark.

Germany: Abitur/Reifezeugnis/Zeugnis der Allgemeinen Hochschulreife As for BOS

Ghana: West African Higher School Certificate. Marked on a scale of A-F, As for BOSwith E being the minimum pass mark.

Greece: Apolytirion of Lykeio (School Leaving Certificate). Marked on a As for BOSscale of 1-20 with 10 as the minimum pass mark.

Guatemala: Certificado de Graduado/Bachillerato en Ciencias y Letras. Marked Plus first year standing from a recognised overseas tertiaryon a percentage scale with 61% as the minimum pass mark. institution.

Haiti: Baccalaureat. Marking is on a percentage scale, with 60% as the Plus first year standing from a recognised overseas tertiaryminimum pass. institution.

Honduras: Bachillerato en Ciencias y Letras. Marked on a percentage scale Plus first year standing from a recognised overseas tertiary(minimum of 61%), or a numerical scale of 1-5, (minimum of 3). institution.

Hong Kong: Hong Kong Advanced Level Certificate with passes, (ie. grade 'E' As for BOSor better) in 2 Advanced Level Subjects and 3 Ordinary LevelSubjects or 4 subjects provided 3 are at Advanced level.ORCompletion of Ordinary Certificate/Ordinary Diploma from a Polytechnic. Check with VTAC.

Hungary: Erettsegi/Matura. Marked on a 1-5 scale, with 2 as the minimum pass. As for BOS

India: All India Senior School Certificate – Standard/Level XII, As for BOS OR first year standing from a tertiary institution following the HigherSecondary School Certificate OR two-year Pre-University course.

Indonesia: Senior Academic High School Certificate (SMU/SMA - Level III), Senior Plus first year standing from a recognised overseas tertiaryTechnical School Certificate (STM). Marked on a scale of 1-10, 5 institution.being the minimum pass mark. Marks: 1-4 failure / 5-10 pass

Iran: National High School Diploma. Scale of 0-20, minimum pass of 10 OR Plus first year standing from a recognised overseas tertiarySecondary School Leaving Certificate. Scale of 0-20, min average of 10. institution. Recognised prior to 1987 if an average of 13.5 is obtained.

Iraq: Baccalaureate. Marked on a percentage scale, pass mark 50%. Plus first year standing from a recognised overseas tertiaryinstitution.

Ireland: Leaving Certificate - Higher Level. Marked on a scale of A-F, with E Recognised if passes in five subjects at Higher Level Grade Cwith E being a pass. 5 subjects at Grades A-D. or better.

Israel: Bagrut. Marked on a scale of 1-10 (maximum), with 6 as the minimum Require grades at 7 or better obtained in 6 subjects, includingpass mark. English.

Italy: Diploma di Maturita Classica/Scientifica/Tecnica/Professionale As for BOSMarked on a scale of 0-60 (maximum), with 36 the minimum pass mark.

Jamaica: 2 Advanced Level subjects and 3 Ordinary Level subjects (GCE) As for BOS

Japan: Kotagakko (Upper Secondary School Certificate). Marked on a scale Plus first year standing from a recognised overseas tertiaryof A-F or 1-5 (maximum), with F and 5 considered a fail OR High School institution.Certificate (Grade 12).

Jordan: General Secondary Education Certificate. Marked on a percentage scale Plus first year standing from a recognised overseas tertiarywith 50% being the minimum pass mark. institution.

Kenya: Kenya or East African Advanced Certificate of Education (up to 1988) ORKenyan Certificate of Secondary Education – passes in 6 of 8 subjects taken As for BOS. (Passes in 6 subjects)

Kuwait: General Secondary School Certificate. Marked on a percentage scale Plus first year standing from a recognised overseas tertiarywith 50% being the minimum pass mark. institution.

Lebanon: Baccalaureate. Usually marked on a scale of 1-20 (10 min. pass) Recognised only if Government Baccalaureate Parts I & IIsome use 0-100 (50 min. pass) or A-F (D min. pass). examinations have been passed.

Libya: General Secondary Certificate. Marked on a percentage scale, with 50% Plus first year standing from a recognised overseas tertiarybeing the minimum pass mark. institution.

Malaysia: Sijil Tinggi Persekolahan Malaysia (STPM) OR As for BOS but also requires a pass in the Kertas Am (General Paper).Completion of an Ordinary National Certificate or Diploma from a tertiary Check with VTAC.institution.

Malta: General Certificate of Education - Advanced Level. Require a minimum As for BOSof 2 A-levels & 3 O-levels. Marked on A-F scale, F being a fail.

Mauritius: General Certificate of Education - Advanced Level. Require a minimum As for BOSof 2 A-levels & 3 O-levels. Marked on A-F scale, F being a fail.

Mexico: Bachillerato en Ciencias/Humanidades. Marked on a percentage scale, Plus first year standing from a recognised overseas tertiarywith 60% as the pass mark. institution.

Nepal: Intermediate/Proficiency Certificate. Marked on a percentage scale, Plus first year standing from a recognised overseas tertiarywith 50% as the pass mark. institution.

The Netherlands: VWO Gymnasium/Atheneum. Marking scale of 1-10 (maximum), with 6 As for BOSas the minimum pass mark.

New Zealand: Higher School Certificate (Form 7) Require a Bursary award and/or Entrance Scholarship or EntranceQualification arising from Form 7.

Nicaragua: Bachillerato en Ciencias y Letras. Only awarded if student has passed. Plus first year standing from a recognised overseas tertiaryinstitution.

Nigeria: West African GCE: 2 A-levels and 3 O-levels (Passing grades are A-E for As for BOS (West African GCE A-levels).A-levels, and 1-8 for O-levels) – up to 1989.OR Senior School Certificate (since 1989).

Norway: Examen Atrium/Vitnemal: Den Videregaende Skole. Marked on a scale of Recognised provided General Studies stream was the course of0 - 6 (maximum), with 2 as the minimum pass mark. study.

Pakistan: One year tertiary study following the Intermediate or Higher Secondary As for BOS.School Certificate.

Panama: Bachillerato Certificate. Marked on a scale of 1-5, with 3 being the Plus first year standing from a recognised overseas tertiaryminimum pass mark. institution.

Papua New Guinea: PNG Higher School Certificate. Marking scale stated on certificate. As for BOS

Paraguay: Bachillerato Certificate. Marked on a scale of 1-5 (max) or 0-10 (max) Plus first year standing from a recognised overseas tertiarywith 2 and 3 being pass marks. institution.

Peru: Curso Preparatario (1 year preparatory course) following the Certificado de Plus first year standing from a recognised overseas tertiary institution.Educacion Secundaria Comun Completa. Marked on a scale of 0-20 (max),11 being the minimum pass mark.

The Philippines: Completion of 2 year's full-time study towards a degree from a As for BOSrecognised university.

Poland: Matura/Swiadectwo Dojrzalosci (Matriculation Certificate). Marked on a As for BOSfour point scale: very good (bardzo dobry), good (dobry), satisfactory/pass (dostateczny), unsatisfactory/fair (niedostateczny).

Portugal: Certificado de Fim de Estudios Secundarios (previously called Certidao do As for BOSDecimo Segundo Ano) OR Diploma de 12 and de E Scoliridade.

Romania: Diploma de Baccalaureat/Maturitate. Marked on a scale of 1-10, with 5 As for BOSbeing the minimum pass mark.

Samoa (American) High School Diploma.

Saudi Arabia: General Secondary Education Certificate. Marked on a percentage scale Plus first year standing from a recognised overseas tertiarywith 50% being the minimum pass mark. institution.

Scotland: Scottish Certificate of Education (SCE). Marked on a scale of A-F, F Require passes in four Higher Grade subjects including English.being a fail. Three subjects passed in the Higher Grade

Sierra Leone: West African Higher School Certificate or GCE A levels or Cambridge As for BOSOverseas Higher School Certificate. Grades A-E are considered pass marks.

Singapore: Singapore/Cambridge GCE Advanced Level Certificate with grade 'E' As for BOSor higher in 2 Advanced Level subjects and 3 Ordinary Level subjects.ORCompletion of a Technician Diploma/Certificate from a Polytechnic.

Slovakia Republic: Maturitni Zkouska or Vysvedceni o Maturitni Skuske. Marking is on VTAC only accepts the latter.a scale of 1 (maximum) - 5, with 5 as a fail.

Somalia: Secondary School Leaving Certificate. First year standing from a recognised tertiary institution.

South Africa: Matriculation Certificate from Joint Matriculation Board of Check with VTAC.South Africa at one sitting, matriculation standardin English language and 4 other approved subjects.OR Senior Certificate or Standard 10 Certificate gained in South Africa Recognise Senior Certificate provided that they have fullgiving exemption from Matriculation Certificate Examination. exemption from the Matriculation Examination.(All require a minimum aggregate mark of 45%)

South Korea: High School Graduation Diploma. Marked on a scale of A-E or Plus first year standing from a recognised overseas tertiarypercentage scale with D or 50% being minimum pass marks. institution.

Soviet Union: Certificate of Secondary Education As for BOS.(Svidel'stvo Srednem Obrazovanii/Attestat ob Okonchanii polnojsrednej shkoly/Attestat Zrelosti).

Spain: Curso de Orientacion Universitaria (COU)/Titulo de Bachillerato Recognised only if COU is completed.Marked on a scale of 1-10, with 5 being the minimum pass mark.

Sri Lanka: General Certificate of Education - Advanced Level Certificate As for BOSwith Grade 'C' or better or `S' Grade in 4 Advanced Level Subjects.

Sudan Secondary School Certificate. Marked on a percentage scale, with a Plus first year standing from a recognised overseas tertiaryminimum pass of 50%. institution.

Sweden: Studentexamen/Avgangsbetyg. Marked on a scale of 1-5 (maximum), As for BOSon a credit system where a minimum of 75 units of credit for graduation.

Switzerland: Maturitaszeugnis - (German) As for BOSCertificat de Maturite - (FrenchBaccalaureat - (Vaud)Attestato de Maturita - (Italian

Syria: Secondary School Leaving Certificate First year standing from a recognised overseas(Al Shahada al Thanawiya Baccalaureat) tertiary institution.

Taiwan: Senior High School Leaving Certificate. First year tertiary.

Thailand: Maw 6 (since 1984) OR Mathayom Suksa 5 (before 1984) Check with VTAC.

Turkey: First year tertiary following the 'Lise Diplomasi' (High School Diploma). As for BOS.

Uganda: Uganda Advanced Certificate of Education. Grades A-E are passing As for BOSgrades.

United Kingdom: General Certificate of Education (GCE): 2 A-levels and 3 O-levels (Before As for BOS1986). Grades A-E are passing grades. Since 1986 – passes in 2 GCE A-levelsand 3 General Certificate of Secondary Education (GCSE) subjects.

Uruguay: Bachillerato Certificate. Marked on a scale of 1-6 (max), with 3 Plus first year standing from a recognised overseas tertiaryas the minimum pass mark. institution.

USA: Completion of Grade 12 at an American High School and award of a Plus first year standing from a recognised overseas tertiaryHigh School Graduation Diploma. Must have completed two semesters institution. OR High School Diploma will be considered forin at least four subjects one of which must be an English derivative recognition if scores above the 60th percentile have been obtainedwhich have a clear relationship to courses offered by BOS at in SAT or other aptitute tests (scores based on College-boundYear 12 level. Grades A-D are passing grades. seniors table) and, where a grade point average is available, a grade point

average of 2.8.

Venezuela: Bachillerato Certificate. Marked on a scale of 1-20, with 10 as the Plus first year standing from a recognised overseas tertiaryminimum pass mark. institution.

Vietnam: Bang Tot Certificate (Higher School Certificate). Not awarded if Plus first year standing from a recognised overseas tertiarystudent has not satisfied Grade 12. institution.

West Africa: West African GCE (A Level). 2 A's and 3 O's required with grades of A-C. Check with VTAC

Yugoslavia: Matura/Secondary School Leaving Diploma (prior to 1980). Marked on a As for BOSscale of 1-5 (maximum) with 2 as the minimum pass mark.

Zimbabwe: Cambridge Higher School Certificate. Grades of A-E are passing grades. As for BOS


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ROYAL AUSTRALIAN AIR FORCE Headquarters Training Command

MINUTE

DPOL/1231/20/3/P3 pt2 (50) DRES-AF (R8-6-40) HQCRESW (OC) HQAFDW (OC) For Information: DFRO (TUG-3-05) RAAF ACTIVE RESERVE - RECRUITING BUSINESS PLAN PROPOSAL Introduction 1. The downsizing of the Permanent Air Force (PAF) was predicated on Air Force having a trained, ready and deployable Reserve element capable of effectively supporting air operations in contemporary military activities in which Australia is involved and especially during attacks against Australia. Although the size of Air Force’s Reserve element has yet to be determined, there is sufficient evidence to confirm that approximately 5 000 to 6 000 reservists will be required. Currently, the Active Reserve, which is the largest component of the Air Force Reserve, comprises about 1700 personnel of which approximately 70 per cent are ex-PAF members. With fewer PAF personnel feeding the ex-serving member Reserve recruitment pool, achieving the ultimate size of the Active Reserve element will be reliant on the effectiveness of Direct Entry recruiting. Further evidence supporting this hypothesis is the 10 per cent increase in the Direct Entrant composition of the Active Reserve since the commencement of Air Force’s restructure program and the 330 member anticipated maximum annual PAF transfer rate to the Active Reserve. 2. Until recently, the low-key strategic role of the Air Force Reserve provided no interest or impetus in Active Reserve recruitment. Moreover, the Reserve recruiting function has been without any recruitment marketing plan or activity and has been dogged with misinformation, inappropriate administrative processes, and low priority for processing Reserve applications. Major changes to the Reserve recruiting function are required now to ensure that the Active Reserve’s strength meets its funded workforce numbers. 3. A recent review of the Reserve recruiting processes revealed opportunities to significantly improve existing procedures with Reserve squadrons accepting a larger role in the marketing, initial inquiry and careers counselling processes and with the ADFRUs focusing on testing, major interview and enlistment/appointment activities. A Reserve recruiting business plan from the review and discussions with personnel involved at all levels of the Reserve recruiting function has been developed and is forwarded for your consideration. Unless specified otherwise, the plan applies to all elements of the Air Force Active Reserve. Recruiting targets - Direct Entry 4. Recruiting targets are developed by two agencies: Combat Reserve Wing (CRESW) for the Contingency Operations Reserve Group (CORG) and Directorate of Reserves – Air Force (DRES-AF), in conjunction with Directorate Combat Capability Management – Air Force (DCCM-AF) for the Ground Defence Reserve Group (GRDefRG). Targets are developed with specialist input from Headquarters Training Command - Staff Officer Reserve Training. Directorate of Workforce Plans and Establishment-Air Force (DWPE-AF) on the recommendation from DRES-AF endorses the targets proposed. Reserve targets may be amended, however, these amendments

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must be endorsed by DWPE-AF. Authorised CORG and GRDefRG recruiting targets for the CORG will be provided to Defence Force Recruiting Organisation (DFRO) by 31 January for the following financial year. ADFRUs cannot alter Reserve recruiting targets without authorisation from DFRO. 5. CORG recruiting targets would comprise national and, where required, by individual Reserve squadron. GRDefRG recruiting targets would be provided by geographic location following consultation with Airfield Defence Wing (AFDW). Ex-PAF personnel who are not members of the RAAF General Reserve (RAAFGR) and whose separation from Air Force has been in excess of five years would be treated as Direct Entrants. Recruiting targets - General Reserve Transfer 6. Targets for ex-PAF personnel would be derived by CRESW and endorsed by DRES-AF. CORG ex-PAF targets would comprise national and, where required, by individual Reserve squadron. RAAFGR members and non-RAAFGR personnel whose separation from Air Force is less than five years would be treated as General Reserve transfer targets. Marketing 7. Each year AFDW and CRESW would submit individual marketing plans that would include a general description of their proposed advertising campaigns and budgets. Marketing plans covering a financial year would be provided to DFRO by 31 January and, except for any Air Force Reserve public awareness advertising component, are to reflect the personnel requirements represented in the authorised recruiting targets. DFRO would advise Headquarters Combat Reserve Wing (HQCRESW) and Headquarters Airfield Defence Wing (HQAFDW) of the outcomes of their marketing proposals. HQCRESW would develop a separate marketing plan to attract ex-PAF transfers. The plans would focus on the ex-PAF recruiting transfer targets and would contain an Air Force Reserve awareness component. Initial Inquiries - Direct Entry 8. Initial recruitment/appointment inquiries from the public about the Air Force Reserve are received mostly at the Call Centre in Cooma, ADFRUs (including CRCs), or at one of the Reserve squadrons. Inquiries received by the former organisations would be referred to the inquirer's local Reserve squadron. At this point, Reserve squadrons would take on the initial information dissemination and screening functions previously undertaken by ADFRUs or their CRCs. 9. Reserve squadron careers personnel would confirm that applicants' career preferences matched the authorised recruiting targets. If a suitable applicant's preference is outside the authorised target the squadron would request through the appropriate channels formal amendment to the targets before proceeding with an application. Suitable applicants would submit their applications for a specific mustering/specialisation at the Reserve squadron, which would be forwarded to the local ADFRU. Reserve squadron careers advisers could arrange for applicants to undertake their Initial Fitness Test at the local ADFRU prior to their attendance for eligibility testing, medical assessment and formal interviews. The Reserve squadron careers counsellors would monitor closely the applicant's progress until the member is enlistment/appointed, rejected or withdraws. Formal Assessment 10. ADFRUs would arrange for Reserve applicants to be: a. eligibility tested,

b. medically assessed,

c. interviewed by a psychologist;


d. interviewed by a Careers Officer;

e. IFT tested if not previously conducted; and

f. enlisted/appointment.

11. If an applicant fails to meet the eligibility test performance for the chosen mustering/specialisation, he/she would be referred to the Reserve squadron counsellors for further advice. Retesting would be arranged if required. Except for officer appointment procedures at paragraph 10.f, the other assessment, screening and enlistment activities described at paragraph 10 would be completed during one day's attendance at the ADFRU. ADFRU staff would arrange for CORG applicants to attend the ADFRU for processing within three weeks of the receipt of their applications. Although Police Checks could not be completed during this short processing timeframe, applicants would be enlisted on the basis that if a Police Check provided a personal history unsatisfactory for service in the Air Force Reserve, the member would be subsequently discharged for making a false statement before attestation. Applicants who fail enlistment/appointment requirements would be advised by the ADFRU. GRDefRG applicants would be processed to meet enlistment target dates. 12. ADFRUs would arrange for CORG applicants seeking a commission to be presented to an Officer Interview Board (OIB) at the earliest possible opportunity. Directorate of Personnel Officers - Air Force (DPO-AF) has agreed to the concept of regional OIBs which will process applicants who have missed a presentation opportunity with a DPO-AF convened OIB. Consequently, Reserve applicants seeking commissions would be presented to an OIB within one month of being recommended by the Careers Officer. If the applicant is recommended by the OIB and DPO-AF endorses the recommendation, DRES-AF would provide an offer of appointment to the applicant and raise an Instrument of Appointment. ADFRUs would conduct pre-appointment medical checks and appointment. Similar to the procedure for Police Checks, security checks would be completed following appointment. The officer's probationary appointment would be terminated if the policy check produced an unsatisfactory outcome. 13. Except for GRDefRG applicants who are required to undergo full-time recruit and basic ADG training courses, Reserve recruiting would have no block enlistment points. Applicants would be processed at any time to satisfy authorised recruiting targets and because there is the likelihood that applicants might seek other Service or interest opportunities if enlistment/appointment dates were extended, applicants would be sent direct to their respective Reserve squadron immediately following enlistment or appointment. Flexible delivery initial training courses enable new entrants to commence Recruit Course or Initial Officer Course on their entering the squadron. Ex-PAF member transfers 14. Air Force Reserve transfer inquiries from ex-PAF members are received by ADFRUs (including CRCs), Reserve squadrons or other Service agencies. Inquiries received by the ADFRUs and Service agencies would be referred to the inquirer's local Reserve squadron. Similarly to the proposed processing procedure for Direct Entrants, Reserve squadron would take on the responsibility of providing Reserve careers advice although Reserve squadrons would not have the authority to reject any application. 15. Reserve squadron careers personnel would confirm that transfer applicants meet authorised recruiting targets. If the applicant's rank and mustering is outside the authorised target the squadron will request through the appropriate channels formal amendment to the targets before proceeding with an application. A medical assessment would be carried out at the local Air Force medical facility and the requirement to amend the squadron's Establishment Table would be identified. Reserve squadron management would interview the applicant. The applicant would


complete a PE57 Standard Application which would contain Commanding Officer's comments, medical certification of the member's fitness and comments regarding any necessary Establishment Table alterations. The application would be forwarded to Headquarters Training Command Staff Officer Reserve Training (HQTC-SORT) for comment. 16. HQTC-SORT would comment on the member's mustering or specialisation suitability, along with advice on any training requirements, and forward the application to DRES-AF for decision. HQTC-SORT would amend the squadron's Establishment Table if the application was being supported. DRES-AF would advise the Reserve squadron of the decision and transfer the applicant if approved. Staff support for recruiting function 17. Each Reserve squadron would have a formally established recruiting section that would include a public affairs cell. The section would be responsible for providing Reserve careers and employment advice to Direct Entry and ex-PAF inquirers and, where established, reservist processing staff to support the local ADFRU. The section would also manage the processing of applications at squadron level and monitor the progress of the application until enlistment/appointment or withdrawal. The public affairs cell would develop and implement the squadron's annual marketing plan and assist with recruiting related advertising. DRES-AF would fund the Reserve Training Days for all Reserve staff listed in the various Reserve squadron establishments. 18. 20 Series Reserve squadron Recruiting Cell establishment would comprise: RECRUITING CELL

FLTLT/SQNLDR ADMIN (RAAFAR-May be ANYO) (Squadron Recruiting Liaison Officer) Recruit Processing WOFF/FLTLT ADMIN (RAAFAR-May be ANYA/ANYO)

SGT CLK2 (RAAFAR-May be ANYA) CPL CLK2 (RAAFAR-May be ANYA) ADFRU Support (as per table at paragraph 21) Public Affairs FLGOFF/FLTLT ADMIN (RAAFAR-May be ANYO)

The recruiting function would require 200 Reserve Training Days and the public affairs function 70 Reserve Training Days. 19. Airfield Defence Squadrons Recruiting Cell establishment would comprise: RECRUITING & PUBLIC AFFAIRS CELL FLGOFF/FLTLT ADMIN (RAAFAR-May be ANYO) SGT CLK2 (RAAFAR-May be ANYA) The cell would require 150 Reserve Training Days. 20. Reserve staff employed at ADFRUs and their CRCs would undergo on-job-training to gain expertise for their referral and processing duties. Reserve squadron processing staff would require Unit Level Promoter training of 2 days duration and Reserve squadron careers counsellors would


need to undergo the ADF Careers Adviser Course to acquire the competencies for their mentor, information dissemination and interview roles. 21. As previously agreed, the following Reserve staff will be established on 20 Series Reserve squadrons to support the ADFRU/CRC indicated:


ADFRU-BNE: Brisbane 1 x FLTLT (70 days)

2 x CPL (70 days each) Toowoomba 1 x CPL (70 days) Townsville 1 x FLTLT (70 days)

1 x CPL (70 days) ADFRU-SYD: Newcastle 1 x CPL (50 days) Parramatta 1 x CPL (50 days) ADFRU-ADL: Adelaide 1 x FLTLT (70 days)

2 x CPL (50 days each) Darwin 1 x FLTLT (70 days)

1 x CPL (50 days) ADFRU-PTH: Perth 2 x CPL (50 days each) CANB-CALL CENTRE 1 x CPL - (50 days) (already established)

Reserve Careers Information 22. HQTC-SORT is developing an Air Force Reserve Training website to provide, among other things, Reserve careers and training information. The site will be linked to other relevant websites and will be maintained by HQTC-SORT. HQTC-SORT would act as specialist adviser on Reserve entry and training requirements and would be the coordinator for Reserve recruiting targets. Conclusion 22. The plan is cognisant of the relevant specialist knowledge, skills and resources inherent in the organisations involved in the recruiting process. It focuses on the need for processing expediency, the provision of accurate careers information to applicants and recognises the need to market the Air Force Reserve and, in particular, its recruiting targets. Once agreement on the business plan has been reached, this office will develop Standing Instructions and Bench Level Instructions for the Reserve squadrons to implement Reserve recruitment processing policy. 23. Your comments on the plan are sought by COB 10 Jun 02.

Original signed and kept on file at this Headquarters C.F. SCHILLER WGCDR SORT Tel: (03) 9256 3692

28 May 02


RELEVANT DEFENCE POLCY

DEPARTMENTAL DSI 9/2000 Security Clearances – Citizenship and Background Checking Requirements POLMAN 2 Freedom of Information DRB 19 Defence Workplace Relations Manual Defence Ministerial and Parliamentary Handbook POLMAN 2 Freedom of Information SECMAN 5 Personnel Security vetting manual

NAVY DI(N) Admin 6-2 General and Administrative Instructions for the Australian Naval Reserve ABR 27 Chap 6 Vol 1 RAN Training Policy Manual - Training Policy and Management of Foreign Training (Defence Cooperation and Fee for Service) - (Royal Australian Navy Policy on Recognition of Prior Learning) ABR 10 Chap 20 Sailors' Career Management Manual - (Enlistment and Re – Enlistment) ABR 10 Ch 10 Sailor’s Career Management Manual – Nomination and Selection of Sailors for Commissioned Rank ABR 6289 Ch 4 Conditions of Entry and Service for Officers ABR 6289 Ch 4 Conditions of entry and service for Officers

ADF

ADFP

ADFP 701 Recruit Medical Examination Procedures Australian Citizenship Act 1948

Personnel DI (G) Pers 03-2 Obligations of Officer Cadets Resigning from the Australian DI(G) Pers 05-18 Graduate Medical Scheme DI (G) Pers 05-29 Implementation of the National Training Framework within Defence DI(G) Pers 15-1 Misuse of Alcohol in the Defence Force DI(G) Pers 15-2 Involvement by Members of the Australian Defence Force with Illegal Drugs DI(G) Pers 29-1 Defence Force Recruiting DI (G) Pers 32-1 Employment of Women in the Australian Defence Force DI (G) Pers 33-1 Australian Defence Force Policy on Citizenship Requirements for Entry into and Service in the Defence Force DI (G) Pers 33-2 Return of Service Obligation - Australian Defence Force Policy Defence Force Academy (Defence Academy) DI(G) Pers 33-4Recruitment and Employment of Members under 18 Years in the Australian Defence Force

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ADF-RECPOL041 ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003 DI(G) Pers 33-5 Arrangements for Service in the Australian Defence Force DI (G) Pers 34-2 - Complaints of Discrimination and Harassment Through the Human Rights and Equal Opportunity Commission DI(G) PERS 35-2 Application of the Sex Discrimination Act to the Australian Defence Force DI(G) Pers 35-3 Discrimination, Harassment, Sexual Offences, Fraternisation and other Unacceptable Behaviour in the Australian Defence Force DI(G) Pers 36-3 Inherent requirements of Service in the Australian Defence Force DI(G)Pers 42-3 Defence Community Organisation DI(G) Pers 50-1 Equity and Diversity in the Australian Defence Force Defence (Personnel) Regulations 2002 Statutory Requirement for Reserve Service DI(G) Pers 53-1 Recognition of De Facto Marriages Privacy Act 1988 Defence (Personnel) Regulations - 2002

ARMY DI (A) Pers 111-4 Civil convictions DI (A) Pers 47-4 Coordination and Support Requirements of Army Office Selection Boards DI (A) Pers 47-8 Army Senior Non commissioned Officer and Warrant Officer Commissioning Scheme DI (A) Pers 116-1 Trade Assessment and Testing Policy, Organisation and rocedure DI (A) Pers 116-2 Army Technical and Trade Scheme DI (A) Pers 116-6 Army induction management process DI (A) Pers 116-8 Promotion, Reduction and Relinquishment of Rank of Soldiers in the Regular Army and the Army Reserve DI (A) Pers 116-13 Army Reserve Technical and Trade Scheme DI (A) Pers 133-2 Other Ranks Engineering Commissioning Scheme – Australian Defence Force Academy DI (A) Pers 149-7 Transfer between Forces of the Army

AIR FORCE DI (AF) ADMIN 9-16 Recording of Service and Civil Convictions Compliance Note 1/91Old Conviction Information and Commonwealth Authorities (Privacy Commissioner March 1991 DFRO Minute 285/02 of 13 June 02 Statutory Rule 1990 No 227 to Sect 85ZZH(d) of the Crimes Act 1914 Defence (Personnel) Regulations 2002 Statutory Requirement for Reserve Service DI(AF) Pers 1-3 Appointment, Reappointment and Confirmation of Appointment of Officers of the Air Force DI (AF) Pers 1-7 Appointment of Serving Members as Officers DI(AF) Pers 2-1 Enlistment and Re-enlistment in the Air Force DPP Minute 2001/8819/1(14) dated 7 May 2001 - Age Guidelines for Entry to the ADF

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ADF-RECPOL041 ***All documents not on StandEasy are uncontrolled*** Issued 11/07/2003 DI (AF) Pers 24-3 Administration of the RAAFAR DI (AF) Pers 24-4 RAAFSR administration DI (AF) Pers 24-5 Administration of the RAAFGR DI (AF) Pers 34-5 Civil Schooling Scheme

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OUTLINE

Targets 3. The Director General Personnel – Army (DGPERS-A) allocates GRes and RFSL/LOE recruiting targets through regional Army Personnel Agencies and to Defence Force Recruiting (DFR). Targets are based on the Army’s operational requirements, regional vacancies, training capacity and financial capability. The RFSU will inform the targeting process through liaison with the regional APA. 4. The RFSL/LOE targets are determined for RFSU to ensure a limit is placed on that type of entry into the Army. FY 03/04 RFSL/LOE targets for RFSU are:

a. 51 Far North Queensland Regiment (51 FNQR) – 77 pers; b. North West Mobile Force (NORFORCE) – 76 pers; and

c. The Pilbara Regiment (The Pilbara Regt) – 47 pers.

5. The local APA, in consultation with regional unit commanders, breaks down and allocates the GRes target to units, including RFSU. FY 03/04 GRes targets, by APA, are:

a. QLD Region North (APA Townsville): 180;

b. Central Region (APA Darwin): 22;

c. Western Region (APA Perth): 220. RLAT Structure 6. DFR will provide a RLAT team (psychologists, doctors and enlistment officers) which has the capacity to test and process 24 applicants during a two-day period. Testing will occur up to three times per annum at various locations within each RFSU region. Where it does not require a substantial increase in cost, there will be scope for additional testing to be conducted on a reduced timeframe through the provision of additional RLAT team staff. 7. The RLAT testing for each RFSU will be conducted in a series with the RLAT team usually moving from one location to the next. Each RLAT series in a RFSU will be preceded by one day of orientation and training in the RFSU headquarters location. RLAT Allocation 8. DGPERS-A will allocate RLAT guidance to DFR and LHQ annually in conjunction with the release of recruiting targets. 9. The FY 03/04 RFSU RLAT allocation is at Annex A.


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Funding 10. Funding for RLAT forms part of the annual guidance from the DFR budget within DPE. 11. DFR will be responsible for all administrative and movement costs of the RLAT team. 12. DFR will fund the cost of centralising applicants at each RLAT location. RFSU’s will coordinate movements with their local supporting ADFRU well in advance of each RLAT schedule. Based on a planning figure of $6000 per RLAT, movement costs will be limited to the annual total indicated in annex A. The $6000 planning figure will be reviewed by AHQ and DFR after the completion of the FY 03/04 RLAT series. In the event the planning figure proves manifestly inadequate, the supplementation will be sought from AHQ through the chain of command. Responsibilities 13. DFR. DFR will:

a. Provide a recruitment team (psychologist, doctor and enlistment officer) with the capacity to test and process 24 applicants over a two day period up to three times per annum to the number of locations specified in the Annual RLAT plan at annex A.

b. In conjunction with the local unit coordinate the centralisation of applicants for testing

at each RFSU RLAT.

c. Fund all travel and accommodation costs of the RLAT team.

d. Provide RFSU with recruiting application documentation, prior to the planned recruiting activity.

e. Provide funding for applicants requiring follow up specialist medical appointments, as requested/referred by the RLAT team MO. The funding is for applicants applying for entry into the GRes only. Applicants who are covered under RFSL and LOE waivers vide ref A and who are deemed not to ever be likely to meet the physical standards required for military service will not be given referrals. Any medical waivers subsequently requested on these applicants, by the RFSU, will not be funded by DFR. This impact of this policy will be reviewed following the 03/04 RLAT series.

f. Provide local area marketing in support of recruiting activities commensurate with RFSU requirements.

g. Provide the recruiting file (or a copy) and medical file, with recommendations on RFSL and LOE applicants at the completion of testing, to the CO of the RFSU or his representative for consideration of waivers.


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ANNEX A

FY 03/04 RFSU RLAT ALLOCATION

RFSU Frequency No of RLAT Locs

Max Reimbursement

Serial (a) (b) (c) (d) 1 51 FNQR 2 4 $48,000 2 NORFORCE 1 5 $30,000 3 The Pilbara Regt 3 1 $18,000

Category Sponsor Recruit Specialisation Sponsor RecruitATA DNPR(E&L) Confidential INT DNC4ISREW Top SecretATV DNPR(E&L) Secret # AE/WEA DNPR(E&L) SecretBM/B TA-MW Confidential CH DGCHAP-N SecretCD CANMWG Secret # DN (LEUT) FDO SecretWTR DNPR(E&L) Secret # LE (SBLT) DLO SecretCK DNPR(E&L) Restricted MD (LEUT) DNH SecretCSO TA-MW Secret # ME DNPR(E&L) SecretCSO MW CANMWG Secret # MTO TA-MW SecretDEN DNH Restricted NS (SBLT) DNH SecretDVR (RES) CANMWG Confidential O CANAG SecretET DNPR(E&L) Secret # P CANAG SecretEW (L) (T) DNC4ISREW Top Secret # PREL PACORD-N SecretMED DNH Confidential PSYCH COMAUSNAVSYSCOM COS SecretHSO DHO Confidential SMN TA-MW SecretMT DNPR(E&L) Confidential SU DNPR(E&L) SecretMUSN DMUS-N Confidential TS DGNPT SecretCIS DNC4ISREW Top Secret # WE DNPR(E&L) SecretSN DNPR(E&L) ConfidentialSTD DNPR(E&L) Confidential

# = requires clearance prior to commencement of category training

Officer EntryGeneral Entry

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Category ECN Sponsor Recruit Specialisation Sponsor RecruitCommando 079 SOCOMD SecretOp Comd Spt Syst 256 RA Sigs Top SecretOp EW 273 RA Sigs Top SecretOpSpecComs 266 RA Sigs SecretOp Coms Br Syst 346 RA Sigs Secret


Officer EntryGeneral Entry

Mustering Sponsor Trade Training Specialisation Sponsor RecruitAEA SOCD HQALG Top Secret # SECPOLO DSP-AF Top SecretASOP STAND2A 41 WG Top Secret # AERO DAIRENG Top SecretCISCON DD-CIMEW Top Secret # ARM DAIRENG Top SecretGIA DD-SA Top Secret (PV)# ELECTR DAIRENG Top SecretSIGSOP DD-SA Top Secret (PV)# AIRDEF OC 41WG Top SecretPHOTO DD-SA Top Secret INTEL DD-SA Top SecretCLK SOPERS HQ CSG Secret ATC OC 44WG Top SecretCEFITT TWD2 TGTA ADF Secret AFENG SOAE SecretCETECH TWD2 TGTA ADF Secret DENT OC HSW SecretSECPOL DSP-AF Secret # ED DPOL SecretCOOK DCS-TVL/CSG Confidential ENVH OC HSW SecretCREWATT SOCM HQALG Confidential GRDEF SGDC-381ECSS SecretDENTASST OC HSW Confidential LEGAL DAFLS SecretELECN SOAE HQCSG Confidential LOG DLOGSPT SecretEHSURV OC HSW Confidential MED OC HSW SecretFIREFTR SGDC-381ECSS Confidential NAV DCAF SecretGHAND SOAE HQCSG Confidential NURS OC HSW SecretGSEFITT TWD2 TGTA ADF Confidential PHARM OC HSW SecretGSETECH TWD2 TGTA ADF Confidential PLT DCAF SecretMEDASST OC HAS Confidential RADIOG OC HSW SecretMUSICIAN OPS2 Confidential ADMIN DPER SecretSPLR LOGDEV4 HQCSG ConfidentialSURFIN TWD2 TGTA ADF ConfidentialALSFITT TWD2 TGTA ADF ConfidentialAFITT TWD2 TGTA ADF ConfidentialADG SGDC-381ECSS ConfidentialATECH TWD2 TGTA ADF ConfidentialAVTECH TWD2 TGTA ADF ConfidentialCARP SOAE HQCSG ConfidentialCKLSPLY LOGSPON2A DMOConfidential


General Entry Officer Entry


STATUTORY REQUIREMENTS

Document title Date ABR 10 Chapter 6 - Sailors’ Career Management Manual (3rd Edn) 2000 ( + amdt 3 issued 2002) ABR 27 Volume 1 Chapter 15 - RAN Training Manual - Training Policy (6th Edn)

2001

ABR 6289 Chapter 12 - RAN Officers’ Career Management Manual (2nd Edn)

2000

ADFP 701 - Recruit Medical Examination Procedures 1997 Australian Defence Force Recruiting Instructions (ADFRIs) Archive Records Disposal Schedule No: 1385 Defence, Chief Executive Instructions, Finance A Commanders Guide to Career Management Issues 2000 2000 Commercial Support Program, Manual, Version 5, 27 Jan 99 Manual of Costing and Cost Recovery – replaces (Ready Reckoner of Personnel Costs and Related Overheads Ed 5 and Ready Reckoner of Personnel Costs for Reserve Personnel)

Jan 2002

Defence Act 1996 1996

Freedom of Information Act 1982 1982 Human Rights and Equal Opportunity Act 1986 1986 ADF Pay and Conditions Manual – V1 Chap 3 - Applicant Travel Jul 2001 ADF Pay and Conditions Manual – V2 Chap 8 - Leave Jul 2001 OHSMAN 1 – Occupational Health and Safety Manual 1999 - see DI(G)P19-18 for

updates DOHSMAN – Defence Occupational Health and Safety Manual 1998 - see DI(G)P19-18 for

updates PARLMAN 1 (5th Ed) - The Manual of Ministerial and Parliamentary Procedures

1997

Privacy Act 1988 and Amendment to Act 155 of 2000 2000 PSYMAN 1 (draft) Racial Discrimination Act 1975 1975 SECMAN 1 - Defence Security Policy Manual 1991

SECMAN 2 - Defence Industrial Security Manual (3rd Edn) 2000

SECMAN 3 - Information System Security

SECMAN 4 - Defence Protective Security Manual (3rd Edn) 1998 (Amdt 11 issued Jan 02)

SECMAN 5 - Personnel Security Vetting Manual (4th Edn) 1993

Section 64 and 83 of the Constitution Sex Discrimination Act 1984 1984

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Document title Date Standing Orders for Vehicle Operations Revised Educational Qualifications – RAN 2001

The Defence Training Model – Joint Education and Training

Guidelines for Presidents and Members of Selection Boards (RAN) DI (A) Pers 47-2 – Career Management of Australian Army Reserve Officers

Sep 01

DI (A) Pers 47-4 – Coordination and Support Requirements of Army Office Selection Boards

Jan 96

DI(A) Pers 135-2 – Army Individual Readiness Notice Jun 01

DI(A) Pers 159-1 – PULHEEMS Employment Status Aug 01

DI(AF) Pers 53-1 – Recognition of De Facto Marriages Mar 02

DI (AF) Pers 1-3 – Appointment, Reappointment and Confirmation of Appointment of Officers of the Air Force

Sep 01

DI (AF) Pers 1-7 – Appointment of Serving Members as Officers Oct 97 DI (AF) Pers 2-1 – Enlistment and Re-Enlistment in the Air Force Sep 96 DI (AF) Pers 4-17 – Officer Evaluation System Sep 99 DI (AF) Pers 4-2 – Airmen and Airwomen Performance Evaluation System Nov 97 DI(AF) Pers 24-1 – Royal Australian Air Force Ground Defence Reserve Group Administration

Nov 01

DI(AF)Pers 53-13 – Physical Fitness in the Royal Australian Air Force Aug 01 DI (G) Pers 19-2 – Occupational Health and Safety (Commonwealth Employment) Act 1991 Implementation within the ADF

Oct 92 – see DI(G)P19-18 for updates

DI (G) Pers 19-20 – Occupational Health and Safety – Contractor Safety Management

May 98 – see DI(G)P19-18 for updates

DI (G) Pers 32-1 – Employment of Women in the ADF Jan 94 DI (G) Pers 33-1 - ADF Policy on Citizenship requirements for entry to and Service in the ADF

Nov 98

DI (G) Pers 34-2 - Complaints of Discrimination and Harassment through the Human Rights and Equal Opportunity Commission

Jul 95

DI (G) Pers 38-1 - Movement of personnel between the Services Oct 97 DI(G)Pers 45-4 – Australian Defence Force Prosecution policy Aug 00 DI (G) Pers 42-4 – Philanthropic Organisations within the ADF Oct 97 DI(G)Pers 5-30 – Australian Defence Force Reserves Employer Support Payment Scheme

Mar 02

DI(G)LOG07-15 - Stocktaking of stores in the Department of Defence Sep 01

DI(G)P10-6 - Performance appraisal reporting in the Australian Defence Force—Sailors, Soldiers and Airmen/Airwomen

Dec 01

DI(G)P11-1 - Defence Force Sponsored visits to Service members suffering Sep 01

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Document title Date serious illness or injury—The Australians Dangerously III Scheme

DI(G)P16-18 - Australian Defence Force policy for the Health Promotion Program

Sep 01

DI(G)P20-5 - Funerals, Graves and Associated Matters Sep 01

DI(G)Admin 45-2 – Reporting and Investigation of Alleged Offences within the Australian Defence Organisation

Oct 01

DI(G)Admin 20-28 – Defence Road Transport Instructions Oct 01

DI(N) Pers 31-46 – Royal Australian Navy Policy on Individual Readiness Jun 01

DI(N)Admin 18-1 – Correspondence within the Royal Australian Navy Dec 01

DI(N) Admin 6-2 – General and Administrative Instructions for the Australian Naval Reserve

Nov 92

DEFGRAM 95/2001 – Review of the Australian Services Cadet Scheme, Appointment of the Director-General of Cadets and the Renaming of the Cadets Programs

Mar 01

DEFGRAM 253/2000 – Australian Defence Force Reserves Enhancement Initiatives

Sep 00

DEFGRAM 370/2001 – Operation Safe Base – Review of Australian Defence Force and Departmental Domestic Security and Personnel Protection

Sep 01

DSI 08/2001 – Defence Passes Jul 01

DSI 9/2000 – Security Clearances – Citizenship and Background Checking Requirements

Aug 00

DSI 10/2001 – Access to Restricted and X-In-Confidence Information Sep 01

DSI 1/2002 – Defence Protective Security Manual (SECMAN 4) Edition 3 – Amendment List 11

Jan 02

DCM 24/2001 – Spent Conviction Provisions Jul 01

DCM 40/2001 – Travelling Allowance – November 2001 Adjustments Nov 01

DCM 32/2001 – Positive Vetting Sep 01

DCM 23/2001 – Legal Service Funding – Revised Finanacial Procedures for the use of Centrally Managed Funds

Jun 01

Policy Implementation Advice - Royal Australian Navy Revised Education Standards for entry

Policy Implementation Advice – Economic Age Limits (EAL)

Implementation Directive - Age Geuidelines for Entry to the ADF

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Document title Date Implementation Directive - Tri-Service Pre-enlistment Fitness Assessment and Body Mass Index Policy

Health Directive 923 – Use of Chaperones in the ADF Dec 01

Health Directive 920 – Health Performance Indicators in the ADF Nov 01 (Amdt 1 – Nov 01)

Health Directive 306 – Use of Sleep-inducing drugs (Hypnotics) by ADF Aircrew

Dec 01

Reduced Period of Initial Service Introduction for Army ECN 162 Gun Number and ECN 294 Operator Supply.

Revised Implementation Directive – ADFA Education Awards

DI(G)P19_18 – Defence Safety Manual Mar 02

DEFGRAM 143/2002 – Cessation of Operation Safe Base Mar 02

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Document title Date

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B.L. Adams Rear Admiral, RAN

Head, Defence Personnel Executive

23 June 2003

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Equity and Diversity Policy Statement I support a workplace where fairness and inclusiveness are valued as good leadership practice. By signing this policy statement as Head, Defence Personnel Executive (DPE), I am committing all of us to the principles and policies covering equity and diversity in Defence. The Secretary and Chief of the Defence Force (CDF) have confirmed their commitment to making the principles of equity and diversity an integral part of the way Defence conducts its business by endorsing the Defence Workplace Equity and Diversity Plan 2003-2005 (WEDP) developed by the Defence Equity Organisation. As Group Head, one of my roles is to be responsible and accountable to the Secretary and CDF for ensuring that equity and diversity principles are effectively implemented. While the WEDP sets out the Government and Defence’s policy requirements in relation to equity and diversity, it also provides an implementation plan under which everyone in DPE should make reasonable efforts to achieve the following by: • becoming familiar and complying with Defence equity and

diversity policies and instructions. These are available via the DEO intranet web site, and the DPE Outreach CD for those without intranet access;

• completing mandatory annual Equity and Diversity Awareness

training, as well as other training requirements as outlined in the WEDP;

• incorporating equity and diversity principles and responsibilities

into business plans; • Branch Heads and Directors performance agreements are to

including equity and diversity responsibilities; • Branch Heads and Directors complying with the reporting

requirements covering complaints of unacceptable behaviour; • Branch Heads and Directors providing evidence, when required,

to demonstrate their commitment and achievements toward equity and diversity in the DPE workplace; and

• Branch Heads and Directors supporting the Equity Adviser

Network by ensuring that a trained Equity Adviser s available to their staff.

Within DPE, the Group coordination function for equity and diversity is the responsibility of the Directorate of Human Resources-Personnel Executive. Each Branch has also appointed a contact officer to assist in implementing effective strategies and reporting our achievements. The list of DPE Branch equity contacts is available via the Human Resources – Personnel Executive webpage, and on the DPE Outreach CD for those without intranet access.

We are all responsible for creating a fair, equitable and inclusive place to work and therefore an environment where everyone can achieve their full potential.

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B.L. Adams Rear Admiral, RAN

Head, Defence Personnel Executive

23 June 2003

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Occupational Health & Safety Policy Statement As Head, Defence Personnel Executive I am responsible and accountable for workplace health and safety within DPE. This is a responsibility that I share with all DPE people, regardless of position. It is a responsibility that I take very seriously and one that we must all continue to share and foster. After all, a safe and healthy workplace is essential in enabling people to realise their full potential. Each Branch will maintain a Branch Safety Coordinator. I will rely on the support and continued open and honest communication of these Coordinators to assist me in providing visibility of DPE OH&S initiatives, training and activities. Branch Safety Coordinators will also assist DPE Branch Heads to manage the implementation of DPE OH&S initiatives. All supervisors—both military and civilian—are to promote and model appropriate OH&S practices to ensure they provide a safe and healthy workplace for all DPE people. Insofar as OH&S is a command responsibility, DPE supervisors will be held responsible and accountable for the management of hazards, risks and OH&S in their workplaces. Specific responsibilities include:

• formally documented annual workplace inspections

• specific risk assessments for all tasks and activities in which there is a potential for injury, illness or death

• incorporating OH&S risk management in all DPE business practices, plans and policies.

All DPE people have a responsibility to take all reasonably practicable steps to eliminate risks to themselves and others in the workplace. Our key OH&S obligations are therefore to:

• promote OH&S by developing, reporting on and maintaining a safe workplace and safe systems of work for all DPE personnel, contractors and visitors

• undertake the appropriate level of OH&S training

• fully comply with safety policies and instructions provided by Defence

• fully comply with all legislative requirements, as outlined in the Occupational Health and Safety (Commonwealth Employment) Act 1991.

I encourage all DPE personnel to enhance their own level of OH&S-related knowledge through self-education, formal on-the-job training and a heightened awareness of OH&S matters such as rehabilitation, compensation and risk management. By working together, we can achieve a high level of safety management and risk prevention in our workplace. Ultimately, the integration of OH&S practices and safety risk management into all DPE business practices and everyday activities will better enable the capability of our people and of Defence.

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COMPILATION OF MEDICAL RECORDS Reference: A. ADFP 701 1. The effective medical administration at training institutions requires that medical documentation forwarded from DFRCs be compiled in a standard format. Compliance with the following instructions will provide an efficient and effective service and enable the prompt medical administration of enlistees. 2. The compiling of medical documents varies slightly between the Services. The differences are: Navy The Unit Medical Record (UMR) is the medical record compiled by the DFRC. Only RAN documents are allocated enclosure numbers and it is the duplicate copy that is enclosed in the UMR. The original copy of the documents and the UMR is to be forwarded to the training unit. The training unit is responsible for entering the PMKeyS number once allocated. The training unit is to then forward the original documentation to ADFHR–Navy for enclosure into the Central Medical Records (CMR). The above procedure is the same for Naval Reserve applicants. Army Army medical documentation is not allocated enclosure numbers. The duplicate copies are to be filed in the UMR. The original copies are to be placed loosely into the UMR and forwarded to the training unit. The training unit is responsible for entering the PMKeyS number on all documentation and forwarding all original paperwork to ADFHR–Army for enclosure into CMRs Army Reserve Army Reserve members have only one copy of medical documents. Therefore all original copies of paperwork are to be filed into the UMR and forwarded to the training unit. Air Force RAAF medical documentation is not allocated enclosure numbers. Original copies of paperwork are filed into the UMR and the duplicate copies are placed loosely into the records and forwarded to the training unit. On allocation of PMKeyS number, the training unit will forward the duplicate copies to ADFHR–RAAF for enclosure into CMRs.

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3. The following table provides the forms required Form PM 4 Medical Document Folder Form PM 4-1 Plastic Envelope Form PM 165 Medical History Questionnaire Form PM 166 Entry Medical Examination Record Form PM 223 Continuation Sheet (if applicable) Form PM 152 Report By ENT Specialist (if applicable) Form PM 86 Special Ophthalmology Examination (if applicable) Form PM 6 Pathology and Specialist Report (if applicable)

Mandatory pathology requirements are HIV, hepatitis B and C screening for all applicants. FBE is also mandatory for aircrew applicants.

Form PM139 Report of Routine Audiometry Attestation Medical Form PM510 Cardboard “problem sheet” 4. All forms are required for all Services and are to be compiled in sequential order as demonstrated on the table. However, if a specialist's report is provided prior to the entry medical taking place, this report is to be filed prior to the PM166. As a general rule all documentation should be filed in date order with the most current document being on top. 5. The front cover of the PM4 is to have the following boxes completed in black ink (unless otherwise indicated):

a. name;

b. date of birth;

c. rank (to be written in pencil);

d. service no. (to be left blank until allocation of PMKeyS number at the training unit);

e. colour perception;

f. blood group;

g. G6PD;

h. any known allergies are to be legibly annotated in red ink; and

i. religion.

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6. On completion of the entry medical, the forms are to be checked to ensure that they have been completed fully and correctly. Prior to the attestation medical, it is essential to ensure that all pathology reports have been received and included in the UMR. Enclosure numbers are only to be allocated to RAN applicants. These enclosure numbers are to be formulated in sequential order; that is:

PM 165 → enclosure number 1 is to be allocated PM 166 → enclosure number 2 PM 139 → enclosure number 3 etc.

Therefore enclosure number 1 will be the first one placed in the medical documents and the highest enclosure number will be on the top of the file. 7. All forms that do not have duplicates (except for Army Reserve) are to be photocopied.

8. This instruction is to supersede any previous instruction until incorporated into revised ADFP 701.

ADF-RECPOL051 27/08/2003

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THE DEFENCE SERVICE CHARTER

Introduction The Defence Service Charter was created to outline Defence's approach to the provision of quality service. It is a key document in Defence's communication with its stakeholders. Aim This DFRI states the requirements for the display and provision of the Defence Service Charter to DFR's clients. Requirement The Defence Service Charter poster is to be displayed in all office spaces, waiting areas and any other area utilised by DFR agencies. This includes any offices or testing facilities used during JOES or assessment days and includes TEG and HSA facilities. Additionally, the Defence Service Charter brochure is to be available for public review in all DFR facilities. All correspondence generated by DFR that addresses complaints or representations are to include a copy of the Defence Service Charter.

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ADF-RECPOL052 09/09/2003

MANAGING ENQUIRIES FROM PEOPLE SERVING IN MILITARY FORCES OTHER THAN THE ADF

Introduction From time to time people serving in other military forces approach DFR seeking information on the opportunities for service with the ADF. These enquiries can be received through a number of channels including Career Management Agencies, the Defence Service Centre and directly to DFRCs or HQDFR. Aim This instruction provides guidance to DFR staff on how to manage enquiries from people serving in military forces other than the ADF. Background Each Service has negotiated arrangements for bringing people to Australia for service in the ADF through DIMIA and DEWR. These arrangements include a quota for the number and type of person that can be recruited in this way. This process is known as Lateral Recruitment and is facilitated wholly by the Services. DFR's role in this process is limited to guiding people who enquire about service in the ADF to the appropriate information source. Guidance When a person serving in a military force other than the ADF makes an enquiry about service in the ADF they are to be directed to the ADF recruiting Internet Website at: http://www.defencejobs.gov.au/ and then to the Careers Explorer link on that page. By following the links related to their desired Service the enquirer will be taken to a page detailing information for overseas applicants.

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http://www.defencejobs.gov.au/

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SECURITY VETTING OF SFDRS CANDIDATES Security Clearance 1. Members of the Special Forces must be security cleared to SECRET. In accordance with current DFR instructions, candidates are to be given a Secret Security Vetting Pack with their letter of offer. DFRC are to ensure that each candidate for the SFDRS has a completed security vetting pack with them prior to their travelling to ARTC on enlistment day.

2. There should be no known impediment to a candidate being cleared to SECRET at the time of their application. SFDRS candidates should:

a. have no serious civil offence convictions or outstanding legal actions,

b. be an Australian citizen, and

c. posses high standards of trustworthiness, reliability, loyalty, probity and character suitability.

3. Candidates must be advised that they will be required to undergo security vetting during their initial periods of training. The current intention is that the vetting will commence after the completion of the Special Forces Entry Test. Should the candidate be considered suitable for RASigs training while at ARTC, the security vetting will commence before the commencement of RASigs Initial Employment Training.

4. Candidates should also be encouraged to discuss the probability of security vetting with their immediate family, as they may be required to provide information to assist in this process.

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MANAGING SFDRS AND GRES ECN 079 CANDIDATES WITH REGARD TO AGE LIMITS

Policy 1. The age range for entry into the Army as an ECN 079 is 19 to 30 years of age. Waivers 2. Where a Candidate is outside this age range but is identified as having qualities that would make their recruitment highly desirable for Defence, staff are authorised to request an age waiver. It is expected that such a request would only occur after the Candidate has undergone full psychological and medical assessment, and has been interviewed by a Defence Interviewer. The outcomes of these assessment are to be included as part of the request for an age waiver. 3. Waivers will not be granted for persons aged 36 years of age or greater. Authorities for the enlisting people outside the age range 4. Requests for age waivers for the ARA SFDRS are to be sent to the RLO-A. 5. Requests for age waivers for abinitio GRES ECN 079 are to be sent to the DAPA.

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ADF-RECPOL058 19/04/04

SPECIFIC BMI AND HEIGHT REQUIREMENTS FOR ADF AIRCREW General The following paragraphs detail specific BMI and height requirements for ADF Aircrew candidates. They are to be adhered to until superceded by the release of ADFP 1.2.1.1 - Recruit Medical Examination Procedures. Definitions a. Aviation Class 1 is defined as Pilots, Navigators and Observers (Navy), and b. Aviation Class 2 is defined as personnel who are members of multi-crew aircraft and have duties in an airborne capacity which impact on flight safety or mission completion. Weight/BMI (Aviation Class 1) Navy and RAAF pilots - acceptable BMI range is 18.5 to 29.9. Due to the design of ejection seats and parachutes used in RAAF aircraft, applicants must have a nude body weight of between 55 and 105kg (measured in underwear) . A body weight outside this range in incompatible with pilot training. Army pilots - IAW current BMI limits for entry (as reflected on Careers Explorer) and must also meet current Army physical fitness test requirements. Navigators/Observers - IAW current BMI limits for entry. Height Aviation Class 1: Height - minimum 163 and maximum 193cm. Sitting Height - maximum 100cm. Buttock to knee length - maximum 67cm. Buttock to heel length - maximum 122cm. Weight/BMI Aviation Class 2: Aviation Class 2 applicants are to meet the current BMI limits for entry. Height Aviation Class 2: There are no specific height standards for this class.

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WORK INSTRUCTION – DEFENCE FORCE RECRUITING

REQUESTING MEDICAL DOCUMENTS ON EX-SERVING MEMBERS

References: A. ADFP 701 Chap 6 Para 618 Introduction 1. The following Work Instruction is implemented to streamline the process for requesting medical documents for ex-serving members re-applying to join the ADF. 2. All members of the ADF have two copies of medical documents except GRES members. One copy is the Unit Medical Records (UMR) which are held at the members’ establishment until discharge. The second copy is the Central Medical Records (CMR) which are held at the Australian Defence Force Health Records Office. The Health Records Office is located in different regions of Australia for the individual Services. All ex-serving members re-applying to join the ADF are to be processed through the DFRCs irrespective of when they were discharged. Member who were previously discharged from the ADF for medical reasons are to have their medical fitness confirmed by the Chief Medical Officer, Defence Force Recruiting. Requesting Medical Documents 3. When an ex-serving member presents to the DFRC and submits an application to re-join the ADF the medical staff are to immediately request the applicants UMRs from the relevant Health Records Office. The date of the member’s discharge will also stipulate where these records are held for Army members and the necessary processing action required. 4. The following paragraphs detail the steps to be taken in requesting medical documents: Army Records for ex-serving Army members are held at different locations depending on the discharge date. Medical records are held in the Dandenong offices for those members who were discharged pre 2003. Post 2003 the medical records are held in the Melbourne office at Victoria Barracks. However, the requesting of documents for all ex-Army members is to be processed initially via Victoria Barracks. Follow up action requesting hasteners etc. may be forwarded directly to the relevant office. Navy and RAAF Medical documents for all ex Navy and RAAF applicants are held in the Canberra Office. Processing of Requests 5. All requests for medical documents are to be faxed to the relevant offices using the form PM 384 “Personal Health Records Transit Note Issue and Receipt Voucher”

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6. The following information must be supplied to assist the Health Records Office in locating the correct documentation: - Full name of applicant - Date of birth - Service number and or PMKeys number - Year of discharge - Army members must stipulate whether ARA or GRES - Reason for the request - Required by date Please note a minimum of three weeks is the expected time around time for processing these requests. Contact Numbers Army 7. Requests for all ex Army members are to be faxed to Central Health Records - Army Attention Re-list Officer fax 03 9282 5978 Ph. 03 9282 7130 Hastener requests for pre 2003 applicants fax 03 97916096 or phone Mr Paul Bartolo, Team Leader 03 9706 9174 Navy and RAAF 8. Requests for all ex Navy/RAAF members are to be faxed to Defence Health Records – Navy/RAAF fax 02 6266 5801 Ph 02 6266 5923 (OIC Health Records) 9. This work instruction is to supersede previous instruction in accordance with ADFP 701 until incorporated into new version of ADFP 701.


MEDICAL STANDARDS FOR AIR DEFENCE OFFICER

(AVIATION MISSION CRITICAL STATUS) A References: A. ADFP 701 Recruit Medical Examination Procedures B. Health Bulletin – 4/2004 Medical Fitness Standards for Air Defence Officers

dated 14 April 2004 1. Reference A advises that Air Defence Officers are considered ground staff

for recruiting purposes and must meet the general RAAF medical recruiting standards. At reference B new medical standards are promulgated in which Air Defence Officers are classified as Aviation Mission Critical personnel and therefore must meet the appropriate aviation standards. This change will be reflected in the revised ADFP 701 (ADFP1.2.1.1) due for publication shortly.

2. The changes to the medical standards are described in the table below: MEDICAL CRITERIA PROPOSED Height and Weight Meet general RAAF entry standards Colour Perception CP2 Valsalva Manoeuvre Required Respiratory Function FEV 1.0 and FVC between 80% and 120% of

predicted values, an FEV 1.0/FVC ratio of 75% or better.

Emotional Stability Candidates are questioned on emotional stability and significant fear of flying, fear of the water and fear of confined spaces. Any issues are to be explored further, or referred to psychologist for investigation during the psychological assessment

Refractive eye surgery LASEK and PRK acceptable. Must be 6 months post procedure. LASIK not acceptable

ADDITIONAL TESTS ECG 12 lead resting ECG required for all applicants Visual Standards All applicants are to be examined by a consultant

ophthalmologist. The minimum acceptable standard is Aviation Mission Critical MVRA-4 ( see Table below)

Blood Screening • full blood count and film, • fasting blood lipids (including total cholesterol,

triglycerides, HDL/LDL); • fasting blood sugar levels; and • HIV, hepatitis B and hepatitis C screening

conducted within 12 months.

Dental Assessment All applicants must be reviewed by Service Dental Officer or a civilian dental practitioner appointed for this purpose

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A- 2 MINIMUM VISUAL REQUIREMENTS (MVRA-4) Aviation Mission Critical Visual Acuity each eye separately

Unaided 6/120

Corrected6/6

Near vision (corrected) N5 at 30-50cms N14 at 100cms

Refraction limits with cycloplegia Hypermetropia +2.25 dioptres

Myopia: -4.00 dioptres

Fields of vision The fields of vision should be normal to confrontation or, in cases of doubt, to perimetry

Diseases of the eye or eyelids

Acute conditions to be treated first. Chronic conditions may result in rejection. Seek ophthalmologist opinion

Intraocular pressure Normal range for technique used NOTE: This minimum visual requirement most closely aligns to VS5. DFRCs should ensure that these standards are provided to assessing ophthalmologists