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CHIEF DEFENCE RESERVES Part-time soldiers making a difference for a better life for all

This progress report provides an update on Project Phoenix, a transformative initiative aimed at renewing and transforming the Reserve Force for a better future. It covers the progress made, corporate/policy issues being addressed, and the challenges faced. The report also highlights the strengths of the Reserve forces and the active monitoring and participation of the Chief Defence Reserves Office in the implementation of Project Phoenix.

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CHIEF DEFENCE RESERVES Part-time soldiers making a difference for a better life for all

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  1. CHIEF DEFENCE RESERVES Part-time soldiers making a difference for a better life for all PROGRESS REPORT ON PROJECT PHOENIX CORPORATE/POLICY ISSUES

  2. SCOPE • INTRODUCTION • RESERVE FORCE MANAGEMENT STRUCTURES • STRENGTHS • RECAP ON CORPORATE ISSUES IDENTIFIED • PROGRESS REPORT

  3. INTRODUCTION • Reserve Force Division instituted Project PHOENIX Oct 02 • Aim: To renew and transform the Reserves • Progress: At Gordons Bay Services and Divisions reported significant progress • All have compiled plans • Execution impacted by budget constraints • Positive Developments – Phase 1 • Survival budget • Increased course attendance • “Makgae plan” – recruitment of ex-NSFs • Res F management structures in all Services • State Partnership Programme – US National Guard

  4. C SAAF D SAAF RES C NAVY D NAVAL RES SG D SAMHS RES C ARMY CD ARMY RES C J SUP C LOG D LOG RES CMI D CMI RES MPA SSO MP RES MANAGEMENT STRUCTURES RESERVE FORCES C DEF RES C SANDF LEVEL

  5. STRENGTHS OF THE RESERVES BY SERVICE ARMY 13512 (86.3%) ARMY 56306 (99.7%) REST 185 (0.3%) SAMHS 983 (6.3%) AIR FORCE 291 (1.9%) NAVY 868 (5.5%) CONVENTIONAL TERRITORIAL SAMHS ARMY 1002 (1.4%) 69818 (96.8%) NAVY AIR FORCE 871 (1.2%) 454 (0.6%) COMBINED STRENGTHS

  6. CORPORATE/POLICY ISSUES BEING ADDRESSED • Regulatory framework for service • Doctrinal framework for employment • Provision of trained personnel • Cadet system • Reserve Officer Training Scheme (ROTS) • Military Skills Development (MSD) system • National Defence Liaison Council • Adequate Funding C DEF RES OFFICE ACTIVELY MONITORING IMPLEMENTATION OF PROJECT PHOENIX C DEF RES OFFICE ACTIVELY PARTICIPATING IN PLANNING THE PHASING OUT OF THE COMMANDOS

  7. PROGRESS REPORT REGULATORY FRAMEWORK • Task team established – Res F Div, MLS • Benchmarking in progress – finalised Feb 04 • Report and recommendations Mar/Apr 04 • Preliminary indications that South Africa may well benefit from additional measures to enable utilisation of Res F in peacetime

  8. PROGRESS REPORT DOCTRINAL FRAMEWORK • Task team established – Res F Div, Project PHOENIX Steering Committee • Document produced May 03 • Circulated for comment • Version 2 nearing completion (Jan/Feb 04) • Final draft for comment Mar 04 • When published will provide a framework for alignment of all planning for the Reserves

  9. PROGRESS REPORT PROVISION OF PERSONNEL • Budget still main limiting factor • MSD system ineffective before 2008 as a feeder for Reserves • Limited training of direct recruits • Limited equiping and training of ex-NSFs • Alternative to MSD as interim measure? • 1 year system exclusively for Reserves • Task team established – report by Jan 04 • Recruitment of ex NSFs • Makgae plan launched • Publicity and briefings now in process • Recruiting and placement from Feb 04

  10. PROGRESS REPORT • Cadet System – task team established – benchmarking completed – report and recommendations will be tabled for MC approval Feb/Mar 04 • Reserve Officer Training Scheme – task team established – benchmarking in process – preliminary report and recommendations will be tabled at Dec MC • Adequate Funding still the greatest challenge • Possibility of additional funds allocation • Transfer of Regulars to the SAPS and the implementation of the proposed exit mechanism may free additional funds for Reserves

  11. PROGRESS REPORT NATIONAL DEFENCE LIAISON COUNCIL • MC approved restructuring and revival • Regionally based may be more effective • The renewal and effectiveness of Reserves must be well on track – SANDF cannot afford to ask the NDLC to support if system not functioning • SUMMARY • Significant progress – basics in place • Phase 2 being restrained by budget • Res F Div actively directing process and monitoring implementation

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