ISSUE 91 : Nov/Dec - 1991 - Australian Defence Force Journal

Change in Work Value in the Defence Forces
By Lieutenant Colonel Gerard Nelson, RA R and
Captain Gillian Daniell, A Res.
Introduction
What is Work Value and why has the Australian
Defence Force (ADF) spent a considerable
amount of effort on a Work Value Project? After the
1987 Service Allowance Pay Case, the (then) Defence
Force Advocate, David Quick QC recommended
that a study on work value in the ADF be
undertaken as the results of that case indicted that
there have been significant changes in the type and
scope of jobs carried out by members of the ADF. It
was decided that a project team would be established
to investigate changes in work value.
Work Value can be defined as the product of the
work, skill and responsibility of a particular type of
employment expressed in dollar terms. Work Value
change arises from changes in the skill and responsibility
of a job or changes in the conditions under
which work is performed. Integral to work value
change assessment are the following factors:
a. any changes in Work Value must be significant,
b. these changes have to be performed by the
category, and
c. the results of these changes would have to occur
regularly and permanently.
Throughout this article several terms will be
frequently used. The definitions of these terms for
the purpose of this article and the survey terms are as
follows:
a. Job Standard. This is regarded as the minimum
standard of professional competence that supervisors
in a particular trade would accept from
personnel in their employment classification.
b. Job Environment. This refers to the normal
environment within which the employment
classification is found.
c. Manning Levels. This refers to the established
manning level.
d. Employment Classification. This is the single,
service neutral term that relates to the employment
fields or trades within the three services.
This article will discuss the importance of a need
to look at the ADF in terms of job value and how
the importance of change can affect even the most
routine jobs with a view to maintaining accurate and
dynamic information on ADF work for future
structural reviews, pay cases and conditions of
service.
Until 1981, no investigation into the jobs performed
by members of the Australian Defence
Forces (ADF) in terms of Work Value had been
undertaken. In 1981 the first Work Value Inquiry
took place. This inquiry looked at changes in the
work environment in terms of responsibility, and
skill level with a view to establishing whether there
has been any change and what areas these changes
have taken place. Assumptions that skill levels have
increased because of the introduction of high technology
equipment is not sufficient to argue a case for
a pay rise due to increased skill. Skill is a product of
training, education and on-the-job experience. An
increase in skill level would therefore mean that
there is a tangible increase in these factors.
An empirical study was initiated, using the first
study as a base. Titled the Australian Defence Force
Work Value Project (ADF WVP), this study of all
the jobs in the ADF consists of four comprehensive
surveys designed to collect specific information on
all jobs in the ADF and not only those previously
listed in the first (1981) survey. The objective of this
study was to provide a data base for all work
performed by members of the ADF in terms of skill
level, skill specialisation, responsibilities and job
setting, constructed in industrially useful terms. It is
this data base that will form a datum point against
which future changes in the work of the ADF can be
assessed.
All officers are included in the survey population
and 12,000 Other Ranks were selected to form a
sample population for the Other Ranks Work
Analysis survey.
The raw data is collected and viewed wholistically.
As in most surveys, the "big picture" is important for
looking at emerging patterns. Information received
from individuals piecemeal, provides the basis for
the big picture, however every facet of every job
needs to be considered to gain a realistic and
complete profile. Geographic location in many
cases, influences the format and type of training and