This section provides information on average workforce strength during 2019–20. Like other Commonwealth agencies, Defence uses average workforce strength figures for planning and budgeting purposes.

In 2019–20 implementation of the Defence Strategic Workforce Plan 2016–2026 saw improved outcomes in recruiting, retention, career management and transition support, as well as progress in managing and professionalising the APS workforce through the use of Job Families. ADF recruiting achieved 93 per cent of targets for enlistments into the permanent ADF (ab initio and prior service). Women represented 23.4 per cent of enlistments and, combined with retention efforts, this has resulted in 526 more women serving in the ADF (Service Categories 7 and 6, excluding Service Option G) than 12 months ago. Retention in the ADF permanent force improved, with a decline in separations from 9.7 per cent to 9.0 per cent, close to the five-year average of 9.1 per cent. The APS workforce also saw a decline in separations over the year, from 10.4 per cent to 9.4 per cent.

Indigenous representation in the permanent ADF improved, with more than 350 Indigenous personnel recruited in 2019–20. Indigenous representation in the permanent ADF is now at 3.2 per cent. In relation to transition services, Defence provided individualised career coaching and mentoring services to 5,982 ADF personnel transitioning from Defence, with the aim of assisting them to achieve meaningful employment or meaningful engagement. An additional 3,297 Reserve members were provided needs-based transition support following Operation BUSHFIRE ASSIST 2019–2020.

Staffing levels and statistics

All workforce information in this report is at 30 June 2020, and will differ to the rounded workforce achievement figures stated in the Force Structure Plan, which reflects data at an earlier point in time.

Defence budgets for its ADF workforce on an average funded strength basis and for the APS workforce on an average staffing level basis. Defence uses actual full-time equivalent (FTE), which is paid strength on a particular date, to provide the most accurate indicator of current staffing levels. Workforce planning is based on average funded strength for the ADF and average staffing levels for the APS for the financial year; these averages are used to plan for an affordable workforce.

Defence also records some statistical data by headcount. All personnel are counted equally regardless of the number of hours worked. The figures include all personnel recorded as on duty or on leave, full-time or part-time, with or without pay. This statistical basis is used for information by gender, employment categories and employment location. Defence does not base its workforce planning on headcount figures.

Total Workforce System

Over the period 2016 to 2018, Defence transitioned to the Total Workforce Model under Project Suakin. In October 2019, Project Suakin was closed and the model was renamed as the ADF Total Workforce System in recognition that it was operational.

A key feature of the Total Workforce System is the ADF Service Spectrum, encompassing the permanent and Reserve forces. Under the Service Spectrum, the ADF workforce consists of six Service Categories differentiated by their relative obligation, commitment and contribution to capability. Members of the permanent ADF serve in Service Categories 7 and 6. Reservists serve in Service Categories 3, 4 and 5. Members in Service Category 2 are Reservists who do not render service but may be subject to call out.

The Service Categories and options available across the Service Spectrum provide members with the choice and flexibility they need to continue to serve. By accessing the workforce potential available across the Service Spectrum it should be easier for Defence to find the right person at the right time.

A program of work to embed and optimise the Total Workforce System across Defence is being undertaken over the period 2020 to 2023. Key activities include improving transfer between Service Categories, extending transition support services across the Service Spectrum and ensuring that future workforce structures are designed to access the flexibility and agility available across the Service Spectrum.

One of the drivers for introducing the ADF Total Workforce System was members seeking more flexibility in how they can serve and work. The introduction of Service Category 6 in 2018 has enhanced the existing suite of flexible work arrangements available to ADF members by allowing members of the permanent force to work reduced hours on a flexible service arrangement.

Each Service has a target of 2 per cent of the trained workforce accessing formalised flexible work arrangements. As at 30 June 2020, Navy has again exceeded this target for the non-seagoing, trained, permanent and continuous full-time service workforce, with 6.1 per cent; Army has 444 personnel (1.7 per cent) on formal flexible work arrangements and 117 personnel (0.45 per cent) in Service Category 6 in a pattern of service other than full time; and Air Force has 6.5 per cent of its trained workforce on formal, documented flexible work arrangements.

Australian Defence Force staffing

ADF staffing figures for 2018–19 and 2019–20 are shown in Table 6.3.

Table 6.4 details ADF permanent force average funded strength for 2019–20, which includes ADF Reserves on continuous full-time service. ADF strength was 59,109 in 2019–20, an increase of 729 from 2018–19. Average funded strength for Reserves on continuous full-time service was 1,055 (comprising Navy 312, Army 651 and Air Force 92)—an increase of 277 from 2018–19

ADF enlistments and separations

In 2019–20 Defence recruited over 7,500 personnel to a combination of permanent and Reserve roles, an increase of 365 from 2018–19.

ADF enlistments can be categorised as ab initio (those with no prior military service) or prior service enlistments.

While there are specific areas that require further improvement to attain the desired workforce numbers, overall Defence has achieved 93 per cent of its target for the recruitment of full-time ADF members (ab initio and prior service).

In 2019–20 the ADF enlisted 6,277 permanent members, made up of 4,810 men, 1,466 women and one member of indeterminate/intersex/unspecified gender. This was 560 more enlistments than in 2018–19.

Of the 6,277 ADF permanent members enlisted, 1,273 entrants had prior military service in the Reserves (Service Categories 5, 4 and 3), the Gap Year program (Service Option G) or another country, or they had previous permanent force service. There were 5,004 ab initio entrants.

The permanent ADF headcount (Service Categories 7 and 6) increased by 1,037 in 2019–20. This reflects the net difference between enlistments and separations. The Reserve headcount increased by over 1,600, reflecting the implementation of the Total Workforce Summary for how Defence generates personnel capability. This is also reflected in the increased number of days that personnel provided to the Reserve Service.

The Gap Year program (Service Option G) for 2019–20 achieved 99.4 per cent of recruiting targets, which is a slight decrease from 99.7 per cent in 2018–19. The Gap Year program is now established as a key avenue of entry to the ADF, with a high proportion of entrants electing to remain in either the permanent or Reserve workforce.

Tables 6.5 and 6.6 provide comparative information about ADF permanent force (Service Categories 7 and 6) separations over the last two years.

ADF Reserves

The number of days each ADF Reserve member (Service Categories 5, 4 and 3) works in a year can vary substantially depending on personal circumstances and organisational need. To reflect this, Table 6.7 shows both the total number of days served by Reserve members in 2018–19 and the number of Reservists who rendered paid service.

In 2019–20 there was an increase of 109,330 days. service compared to 2018–19, to a total of 1,120,849 (112,514 Navy; 775,012 Army; and 233,323 Air Force), while the number of Reservists undertaking service days increased to 21,189 (1,823 Navy; 15,721 Army; and 3,645 Air Force).

As Table 6.7 shows, the figures for number of days served by Navy, Army and Air Force Reserve members were all greater than forecast (by 17 per cent, 13 per cent and 6 per cent respectively). This was primarily due to the support provided for Operation BUSHFIRE ASSIST 2019–2020 and also for COVID-19 support.

Australian Public Service workforce

APS staffing figures for 2018–19 and 2019–20 are shown in Table 6.8.

Table 6.9 shows details of the APS average strength, expressed as average FTE, for 2019–20. APS average strength was 16,129 in 2019–20. This was an increase of 204 from the 2018–19 figure of 15,925.

Table 6.10 shows the actual FTE at the last pay in 2019–20, which at 16,505 was 509 greater than the final pay figure in 2018–19 of 15,996.

Australian Public Service recruitment and separations

Defence recruited 2,297 APS employees during 2019–20, including 251 as part of the graduate program.

The APS headcount increased by 566, which reflects the net difference between recruitment and separations. The majority of separations were due to resignation or retirement from Defence (Table 6.11).

Army’s partnerships—creating capacity and capability

Actual workforce

This section provides workforce information as at 30 June 2020 and outlines changes in the workforce that occurred during 2019–20. Tables 6.12 to 6.18 show numbers of people, employment categories, locations and gender information. The numbers of Star-ranked and Senior Executive Service officers are provided at Tables 6.14 and 6.15. The information is based on headcount.

At 30 June 2020, Defence had a permanent workforce of 76,197, comprising 59,095 permanent ADF members (Service Categories 7 and 6, excluding Service Option G) and 17,102 ongoing APS employees. In addition, 352 APS employees were employed on a non-ongoing basis (Table 6.17).

The Reserve (Service Categories 5, 4 and 3) headcount increased by 1,661 to 28,878 (including members on continuous full-time service (Service Option C)). A further 11,000 personnel are in Service Category 2; if personnel in Service Category 2 render service they change their status to Service Category 5, 4 or 3. If people are not able to continue rendering service they transfer to Service Category 2 and are available to be called upon as required.

The total ADF workforce was 87,973, comprising 18,659 Navy permanent and Reserve members, 49,259 Army permanent and Reserve members, and 20,055 Air Force permanent and Reserve members.

At 30 June 2020, 1,172 Reserves were also Defence APS employees.

The APS figures in Table 6.13 have historically been reported using substantive location. A review of the location figures in 2019-20 identified that actual location provides a more reliable indication of an APS employee's location, so actual location has been used for the report this year.

ADF Gap Year program

The ADF Gap Year program aims to give Australian school-leavers and young adults an exposure to the military way of life and the roles and opportunities on offer in the ADF. It is full-time service and referred to as Service Option G in reporting. A total of 593 participants enlisted in the 2019 ADF Gap Year program (Navy, 125; Army, 300; Air Force, 168). A total of 616 participants have enlisted in the 2020 program (Navy, 145; Army, 301; Air Force, 170). As at 30 June 2020, 41 members from the 2019 program and 555 members from the 2020 program (a total of 596) were still participating.

Reserve Service protection

The Defence Reserve Service (Protection) Act 2001 (DRSP Act) provides for the protection of ADF Reserve members in their civilian employment and education. The Act mitigates some of the employment and financial disadvantages that Reserve members may face when undertaking Defence service, making service easier to undertake and so enhancing Defence capability.

Under the DRSP Act, employers and education providers are prohibited from discriminating against Reserve members or hindering them from rendering Defence service. A Reserve member rendering Defence service is entitled to be absent from their employment during that service, and must be permitted to resume work after their Defence service ends. Education providers are required to make reasonable adjustments to accommodate a Reserve member’s Defence service. Under the DRSP Act, employers, education providers and others may be subject to criminal prosecution or civil penalties. An affected person may bring an action for compensation or an injunction in a court, or Defence may bring such an action on behalf of the affected person.

Since April 2019, telephone calls regarding Reserve service protection issues have been directed through the 1800-DEFENCE call centre. This service provides ADF Reservists and employers with extended access to advice, and Defence with accurate data collection on phone enquiries regarding issues related to the DRSP Act. Access to the call centre function proved particularly valuable during Operation BUSHFIRE ASSIST 2019–2020, when the call centre was operating for extended hours.

Between 1 July 2019 and 15 June 2020, 324 calls were received regarding enquiries related to the DRSP Act. Of these, 45 enquiries were resolved at the time of contact through the provision of general information regarding protections and obligations provided by the DRSP Act; 279 complex enquiries were referred to Employer Support and Service Protection staff for specific advice; 274 enquiries were resolved within nine business days; and the remaining enquiries are still open at the time of this report.

The number of enquiries in 2019–20 is commensurate with the number of enquiries reported for 2018–19.