FY2006/07 to FY2008/09 - Department of Defence
FY2006/07 to FY2008/09 - Department of Defence
FY2006/07 to FY2008/09 - Department of Defence
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chapter 4OutputPerformance Measure<strong>FY2006</strong>/<strong>07</strong>TargetsFY20<strong>07</strong>/08<strong>FY2008</strong>/<strong>09</strong>Subprogramme Reserve ComponentStrategicdirection <strong>to</strong> thedevelopmentand maintenance<strong>of</strong> theReserve Forcesystem by providingspecialistadvice, policy,strategy,plans and doctrine;promotional/marketingproductsand servicesDegree <strong>of</strong> implementation <strong>of</strong>Reserve Force StrategyDegree <strong>of</strong> improvement <strong>of</strong>Reserve Force policiesDegree <strong>of</strong> relevancy androbustness <strong>of</strong> Reserve Forcelegislation and regulationsAdvice on ReserveForce Strategy (30%based on weightedscale) implementationImproved HR, trainingand preparation relatedReserve Force policiesFinalised revised pay,allowances and S&Tpolicies as well as revisedcall-up delegationsAdvice on ReserveForce Strategy (50%based on weightedscale) implementationImproved HR, trainingand preparationrelated ReserveForce policiesRoll-out <strong>of</strong> policiesre URTU training forall Services andDivisionsAdvice on ReserveForce Strategy (70%based on weightedscale) implementationImproved HR, trainingand preparationrelated ReserveForce policiesFinalised revisedtraining and preparationpoliciesUpdate <strong>of</strong> Chapter 4 <strong>of</strong>the General Regulationsand publication <strong>of</strong> thenew enrolment form forReserve Force servicecontractsImplementation byServices and Divisions<strong>of</strong> new enrolmentform, servicecontracts and generalregulationsReview <strong>of</strong> effectiveness<strong>of</strong> new legislation,general regulationsand contractsExtent and level <strong>of</strong> informationbeing provided <strong>to</strong> internaland external stakeholders andsupport by employersAn information and marketingcapability establishedThe role <strong>of</strong> the ReserveForce fully communicatedwithin the SANDFincluding MSDS memberstransferring <strong>to</strong> theReserve ForceThe need for employersupport communicatedby addressing the CEOs<strong>of</strong> the <strong>to</strong>p 40 companiesEffective informationand marketing <strong>of</strong> theReserve componentCommitment by 20major companies(employers) <strong>to</strong> supportReserve ForceserviceOpening <strong>of</strong> fourregional Councils forthe Support <strong>of</strong>National <strong>Defence</strong>(CSND)Effective informationand marketing <strong>of</strong> theReserve componentCommitment by 40major companies(employers) <strong>to</strong> supportReserve ForceserviceReserve Force websitemaintainedAdvertising directed atbusiness, labour anddecision makersReserve Force websitemaintainedRevised website openedSubprogramme <strong>Defence</strong> Foreign Relations<strong>Defence</strong> foreignrelationscapability andservices asdirected byCSANDFThe degree <strong>to</strong> which representation(<strong>Defence</strong> Attachés)is achievedThe degree <strong>to</strong> which consularservices is managed successfullyTo manage 24 <strong>Defence</strong>Attaché <strong>of</strong>fices abroad95% <strong>of</strong> all consular servicesare delivered ontime and accuratelyTo manage 31<strong>Defence</strong> Attaché<strong>of</strong>fices abroad95% <strong>of</strong> all consularservices are deliveredon time andaccuratelyTo manage 32<strong>Defence</strong> Attaché<strong>of</strong>fices abroad95% <strong>of</strong> all consularservices are deliveredon time andaccuratelyTable 4.2Outputs for the <strong>Defence</strong> Administration Programme for <strong>FY2006</strong>/7 <strong>to</strong> <strong>FY2008</strong>/<strong>09</strong>(continued)28D E P A R T M E N T O F D E F E N C E
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