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Maj Gen R.C. Andersen 12 November 2014

PRESENTATION TO THE PORTFOLIO COMMITTEE ON DEFENCE & MILITARY VETERANS on the REVITALISATION OF THE RESERVES. Maj Gen R.C. Andersen 12 November 2014. 1. To brief the PORTFOLIO COMMITTEE ON DEFENCE & MILITARY VETERANS on the Status and Revitalisation of The Reserves. AIM.

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Maj Gen R.C. Andersen 12 November 2014

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  1. PRESENTATION TO THE PORTFOLIO COMMITTEE ON DEFENCE & MILITARY VETERANS on the REVITALISATION OF THE RESERVES Maj Gen R.C. Andersen 12 November 2014 1

  2. To brief the PORTFOLIO COMMITTEE ON DEFENCE & MILITARY VETERANSon the Status and Revitalisation of The Reserves AIM The Reserves are commanded by the Service Chiefs and not Chief of the Defence Reserves 2

  3. CONTENT • Background • Why have Reserves (Business Case) • Ministerial Priority • One Force Concept • Role of the Reserves • Reserve Service System • Where are we now? • Strengths • Equity status • University Reserve Training Programme (URTP) • What have we achieved? 3

  4. CONTENT (2) • Where do we want to be? • Revitalisation and Transformation Plan • What are the challenges to get there? • Feeder System • Continuation training • Leader group development and transformation • Conclusion 4

  5. SANDF RESERVES WHY HAVE RESERVES? • Good for Citizenship and Nation building. • Popularises Defence Force. • Cost Effective • Not paid when not called up • No pension cost • Medical cover only on call up • Provide access to scarce/expensive skills and experience • Provide surge capacity when needed. • Legal requirement. • Required by the White Paper on Defence 1996 and Defence Review. 5

  6. SANDF RESERVES THE BUSINESS CASE • Reserves are less expensive than Regulars • Reserves currently take only 7% of SA Army Salary budget. • Reserves provide up to 50% of deployments in SA Army, especially for border safeguarding The Defence Review requires at least 8% personnel expenses to be spent on Reserves 6

  7. SANDF RESERVES MINISTERIAL PRIORITY 6 As part of the one-force concept, the Reserves will continue to be transformed and revitalised to fulfil their primary role of providing a large component of the conventional landward capability of the SANDF whilst at the same time supplementing peace support missions conducted by the Regulars. 7

  8. SANDF RESERVES ONE FORCE CONCEPT • THREE COMPONENTS • - Regulars • - Reserves • - PSAPs • EQUAL PROMINENCE • REGULARS AND RESERVES • - Equal training • - Equal standards • - Appropriate service conditions Reserves are not unionised but part of grievance structure 8

  9. SANDF RESERVES ROLE OF THE RESERVES(Defence Review) • Augment the Regulars in ongoing operations and day-to-day activities of the Defence Force • Form part of standing and surge military force capability • Provide expansion capability for major combat operations and crisis response • Provide certain specialist and scarce skills to Defence Force • Provide the main specialist capability for reconstruction and development • Enhance relationship between the Defence Force, the public and private sectors Reserves are employed at all levels of SANDF and in most Divisions 9

  10. SANDF RESERVES HOW TO JOIN THE RESERVE FORCE? • From a Former Force • From the Regulars • From MSDS • From Direct Recruitment (prospective) • Into a pool of specialists • Into the University Reserve Training Programme 10

  11. THE RESERVE SERVICE SYSTEM SCHOOL RECRUITMENT SELECTION TWO YEARS MSDS RESKILLING JOB/PLACEMENT 5 YEARS SERVICE IN A RES F UNIT 11

  12. SANDF RESERVECURRENT STRENGTH – 30 SEPTEMBER 2014 • 13 460 members called-up between 01 April 2014 – 30 September 2014 • Defence ReviewMilestone 1 = 15 000 Reserves • Milestone 2 = 25 000 Reserves • Ultimate Goal = 82 000 Reserves 12

  13. TOTAL RESERVE FORCE CURRENT EQUITY STATUS30 SEPTEMBER 2014 Female – 23,5% (Target 30%) Average Age – 38 13

  14. SANDF RESERVE FORCE EQUITY PER RANK GROUP – 30 SEPTEMBER 2014 GENDER AFRICAN ASIAN COLOURED WHITES 14

  15. SANDF RESERVES THE UNIVERSITY RESERVE TRAINING PROGRAMME (URTP) • The URTP is a SANDF Programme aimed at the recruitment and training of mainly undergraduate and postgraduate students with • specific skills and leadership characteristics with the • objective to • qualify them for appointment into Military • Leadership positions 15

  16. SANDF RESERVES 1610 applicants for 200 slots in 2014 in KZN 16

  17. SANDF RESERVES WHAT HAVE WE ACHIEVED? • Change in demographics • Deployments – Highly rated e.g. UN • PSOs (45 coys to date) • Border Safeguarding (Includes KNP) (52 coys to date) • Internal operations (World Cup, Xenophobia, Public Service Strike, Home Affairs, Military Vets Registration) • Defence Provincial Liaison Councils (7) formed – Employer support • Air Reserve Squadrons have a particular role – flying hours cut by 100% - will re-open • Navy Reserve INDABA – Plan to revitalise Reserve under development 17

  18. RESERVE MEMBERS OF FIRST CITY (GRAHAMSTOWN) DEPLOYED IN THE DRC 18

  19. C-COY (4th COY IN THE BN) OF FIRST CITY RECEIVING THEIR MEDALS IN THE DRC 19

  20. SANDF RESERVES WHAT HAVE WE ACHIEVED? (2) • Integrated Ex Combatants • Regulations – Published in 2009 • Clarified roles of RFC vs Defence Reserves • Change to Defence Act – enforced call ups in times other than war • Shooting – competitions/high standards internationally • Military Skills Competition – local and international successes 20

  21. SANDF RESERVES WHAT HAVE WE ACHIEVED? (3) • Support to the community – e.g. bridge building • Young Lions (SA Army)/Siyandiza (SAAF)/Sea Cadets (SA Navy) • Reserves addressed and supported extensively in the Defence Review & Commander’s Intent • SANDF Educational Trust supporting 7 children of Reserves 21

  22. MILITARY PARADE – 10th ANNIVERSARY OF PSOs RESERVE UNIT COLOURS ON PARADE 22

  23. SANDF RESERVES CONSOLIDATED RESERVE REVITALISATION AND TRANSFORMATION PLAN • The Revitalisation and Transformation Plan was approved by the Military Command Council in September 2011, subject to the availability of funds • The plan has got 17 elements and it addresses all the identified challenges on Revitalisation and Transformation Full implementation threatened by budget cuts/constraints 23

  24. SANDF RESERVES AREAS ADDRESSED IN THE REVITALISATION PLAN • Design • Structure • Types • Role • Size • Leader Group • Footprint • Unit Names • Training • Legislation • Service Benefits • Utilisation • Management 24

  25. SANDF RESERVES CHALLENGES ADDRESSED IN PLAN • Conversion from an unemployed Reserve to a Reserve with civilian jobs – create ongoing process • Skills development – mainly after MSDS • Job placement – currently 60% success rate • Incentives for Reserves – Educational bursaries • Employer Incentives – when staff called up Revitalisation Plan addresses challenges – approved subject to funds which are not available 25

  26. SANDF RESERVES CHALLENGES ADDRESSED IN PLAN (2) • Feeder System • MSDS – not effective/sufficient. Consequently limited flow of new recruits into the SA Army and SAMHS Reserves (38% “Shrinkage”) • Consequences • Tempo of deployments won't be maintained • An aging Reserve • Slow transformation in Leadership Amount required for 1250 intake to SA Army Reserves Rm275 pa and 400 to SAMHS Rm90 26

  27. SANDF RESERVES CHALLENGES ADDRESSED IN PLAN (3) • Continuation Training – Insufficient • All Services need to invest more in training • Non Infantry Units (e.g. Artillery and Armour) at • disadvantage and capability under threat • Affects transformation- delayed promotions • Funds being diluted by use for pre-deployment training • Inadequate funds for leader group development • . in all Services and thus for transformation • Names of Army Units – under review to be more • . representative 27

  28. SANDF RESERVES QUO VADIS? • Implementation of Defence Review & Commander’s Intent • Finalisation of Force Design • Focus on transformation • Revision of MSDS, including job placement and separate Reserve intakes • Direct Recruitment – including Reserve training nodal points • Support National Youth Service, Young Lions, Siyandiza & Sea Cadets 28

  29. SANDF RESERVES QUO VADIS? (2) • Engagement by C Def Res with Service Chiefs • Increase manday budget from 1 870 000 • Potential support to the developmental agenda • Extend role in rural development • Roll out URTP to all Provinces • Review on Legislation. Discrimination by employer - Moratorium Act 25 of 1963 • Review of General Regulations The above dependent of lifting of budget restrictions 29

  30. We have made significant progress with deployments and the URTP. There is commitment in the SANDF and support in the Defence Review. The focus is now on feeder systems, continuation training, leader group development and transformation. All this is however subject to the availability of funds and mandays CONCLUSION 30

  31. Discussion 31

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