Information - NFF

More documents

Recommendations

Info

Strategic Defence & Security Review Naval Service Redundancy Programme –Update Tranche 1 Update The Royal Navy and Royal Marines have to lose approximately 5,000 personnel by 2015 to meet the manning requirements of a future smaller Fleet. The 5,000 cannot be achieved without a redundancy programme conducted in a series of stages, or Tranches, which started in April this year. Throughout the programme Service personnel will be given the opportunity to apply for redundancy in those competency or skill fields where reductions are required. Wherever possible, applicants will be taken in preference to non-applicants. However, this may not always be possible. For example, an applicant who has highly valuable skills may need to be retained and therefore a non-applicant is selected for redundancy instead. Redundancy may come as an unpleasant shock or a welcome opportunity. Either way everyone affected needs to start thinking about the future. Below is an update on the implementation and processes associated with Tranche 1 followed by a list of what to start considering if redundancy is a real prospect. The list is not exhaustive as everyone’s circumstances will be different. Specific advice on individual queries can be obtained by the serving individual requesting information from their Unit Personnel Office (UPO). For the very latest and detailed information on the redundancy programme, including all the relevant DINs, visit the Naval Service Redundancy Programme web page on the Defence Intranet. <strong>Information</strong> for families is also available on the RNCom and Naval Families Federation web sites. Key dates The key dates to be aware of are: • 30 September 2011 – redundancy notification letters given to applicants and non-applicants. • 30 September 2011 – letters despatched to all applicants not selected for redundancy. • 31 March 2012 – all applicants selected for redundancy will have left the Service (6 months after notification), except those completing operational tours and Post Operational Leave. • 30 September 2012 – all non-applicants selected for redundancy will have left the Service (12 months after notification). Personnel selected for redundancy can request to leave before these dates and all requests will be considered in the light of Service requirements. Selection Process Since the closing date for applications for Tranche 1 in May 2011, Redundancy Selection Boards have been sitting to make the difficult decisions on who, from those who have applied and other eligible personnel, will be made redundant. In reaching their decisions the boards have all used a scoring system which considered an individual’s performance and potential, whether or not they were in date for their fitness test, and their disciplinary record. Some nonapplicant personnel are excluded from redundancy because they are deployed on certain operations, or have protected rights on 30 September 2012 (e.g. on Maternity, Adoption or Additional Paternity Leave). Every effort has been taken to ensure the process is open, fair and equitable with confidentially protected at all times. Op Ellamy An extension to the operational exclusions to include Op Ellamy Units in the Mediterranean has been announced in 2011DIN01-161, and the Units affected were announced by signal on 16 Aug 11. Notification Process All people who have been selected for redundancy (applicants and non-applicants) will be told by their Chain of Command on the 30 September 2011 and will receive a notification letter detailing the date on which they will leave the Service, as well as a forecast of redundancy compensation and pension. The notification letter will be accompanied by supporting information on: • Sources of advice, including but not limited to the Department of Work and Pensions, Career Transition Partnership (for resettlement), the Royal Naval Association and the charitable sector. • Resettlement entitlement and process for accessing that entitlement. • Sources of independent financial advice. • Service housing. For personnel who are dislocated from the Service (e.g. career breaks, maternity leave) special arrangements will be made to ensure they are informed correctly. Those personnel who applied for redundancy but were unsuccessful will be informed by letter. This will not be delivered through the Command Chain but will be posted (on 30 September 2011) direct to the individual concerned so that no one else is aware that they were an applicant for redundancy. Anyone not selected can, of course, re-apply in any future Tranche so long as they are in a redundancy field, or submit their notice to leave in the usual manner should they wish to leave sooner. Appeals Any non-applicant can appeal against their selection and any unsuccessful applicant can appeal against their non-selection on the grounds that the Redundancy Selection Boards: • Failed to take into account some fact which should have been taken into account. • Took into account some factor which should not have been taken into account. • Failed to follow proper procedure. Personnel who wish to appeal have 30 calendar days (not working days) from the date of receiving their notification letter to submit an appeal to the Fleet Redundancy Cell. Resettlement Resettlement is the process which everyone leaving the Service undergoes and is designed to help with the transition into civilian life. All personnel who are made redundant, applicants and non-applicants, will be entitled to the full package of resettlement regardless of their length of service. The Summer 2011 edition of Homeport contained a two page spread on resettlement and what the package entails. Work is underway to ensure that the resettlement organisation will be able to support all redundees along with those who are exiting the Service because they have served their time or have submitted their notice to leave. Current regulations do exceptionally allow the completion of resettlement training after an individual has left the Service but every effort will be made to assist personnel in completing resettlement before their final exit date. Personnel in sea-going units who are made redundant To enable personnel made redundant to undertake resettlement, terminal leave and any outstanding annual leave, it is inevitable that a significant number of redundees must be transferred ashore within a few weeks of the announcement date. • All successful applicants for redundancy will be transferred ashore no later than 16 December 2011. Precise dates will be agreed between the parent unit and the individual’s career manager. 6 HOMEPORT AUTUMN 2011
Strategic Defence & Security Review • Selected non-applicants will be transferred ashore no later than 30 June 2012. Overseas Postings Wherever possible, successful applicants for redundancy who are serving in overseas posts will be able to return to the UK no later than 1 December 2011. Non-applicants selected for redundancy will be returned to the UK no later than 31 March 2012. Effect on remaining personnel As a result of notifying people of redundancy and then having to move them at short notice, all units will experience a degree of upheaval. To reduce the impact and to ensure that the Naval Service continues to meet its operational commitments there will need to be short notice changes to assignments for many of those remaining in the Service. In a nutshell it is likely that many people who were expecting a degree of stability will have to be re-deployed at short notice. Tranche 2 The announcement of Tranche 2 redundancy fields due on 30 Sep 11 has been postponed until early 2012. Fleet Redundancy Cell (FRC) The FRC is the central point of contact for all redundancy questions. In addition to standard business hours, the FRC Team will be available throughout the weekend of 1-2 Oct 11. What to consider if made redundant √ When will the Redundancy Compensation Award be in the bank account and how much will it be? The Armed Forces Redundancy Calculator, accessible through the Internet at www.modrc.co.uk. can provide a forecast of the lump sum payment due to an individual if they are made redundant. Details of the final award will be confirmed by letter by the Service Personnel and Veterans Agency (SPVA) once the individual has been formally discharged and when, therefore, the final date of exit is known. It is important to note that it could be up to 35 days after the final exit date before the Compensation Award is in the bank account. SPVA will attempt to complete all processes to make the payment as soon as they can but there are certain limitations to the JPA system. The legal position is that redundancy compensation payments have to be made within 3 months of the final date an individual leaves an organisation and 35 days is well within this time-frame. The key point here is that no-one should make financial commitments until the money has entered the bank account. √ When does pension entitlement (if applicable) start and how much will it be? The Pension Calculator at www.modpc.co.uk provides a forecast of pension entitlements. Again a letter from SPVA will confirm the details once an individual has been formally discharged and the final date of exit is known. √ What other exit payments may be due and when are they payable? Some personnel being made redundant will also be entitled to, for example, a pension lump sum (gratuity) in addition to a Redundancy Compensation Award. Again, SPVA will confirm all the details once an individual has been formally discharged and the final date of exit is known. √ Tax Status? Potentially some personnel will be awarded significant amounts of money as a result of redundancy. It is advisable to gain a clear understanding of what is taxable and by how much, in order to allow sensible financial planning. In summary, Redundancy Compensation Awards and pension lump sums (gratuities) are tax-exempt, pensions are taxable. The redundancy page on RNCom provides more detail. √ How and when will any public debt be recovered? Individuals will be asked how they intend to repay any crown debts, including LSAP. If the money is not to be taken from the Redundancy Compensation Award it will be taken from pay over the period left to serve. √ When must Service Families Accommodation (SFA) be vacated. Normal rules for personnel leaving the Service will apply, there are no special arrangements for anyone made redundant. JSP 464 is available through the internet for further information. √ What happens if a property was purchased under the Armed Forces Home Ownership Scheme (AFHOS)? It is suggested that contact is made with the AFHOS agent on 0800 028 1980 to discuss transition arrangements. √ What removal and disturbance allowances are permitted to redundees who are leaving SFA and relocating to another part of the UK or overseas? The redundancy page on RNCom provides more detail. UPOs can also provide further information. √ What removal, disturbance and storage allowance is permitted if returning to the UK from abroad? The redundancy page on RNCom provides more detail. UPOs can also provide further information. √ What do Foreign and Commonwealth personnel need to consider? F&C personnel who are made redundant, whether applicants or non-applicants, need to consider whether they wish to return to their country of origin or remain in the UK. If they wish to return to their country of origin they must consider how they will get themselves and their families home (the redundancy page on RNCom provides more detail). If F&C personnel without leave to remain wish to remain in the UK, application must be made through normal channels i.e. the UK Border Agency. Normal rules for vacating SFA upon leaving the Service apply. √ When does Continuity in Education Allowance Cease (CEA) entitlement (if applicable) cease? The redundancy page on RNCom provides more detail. The Children’s Education Advisory Service (CEAS) at www.ceas. org.uk should also be able to provide details. √ If CEA entitlement is ceasing or personnel are re-locating to a new area in the UK then consideration needs to be given to applying for new schools. Local Education Authority websites are the best place to start understanding the process of applying for school places. CEAS may also be able to advise. √ Access to medical and dental care. If personnel are re-locating to a new area in the UK consideration needs to be given to registering for medical and dental care. Whether moving or not, the Service leaver will need to register, possibly for the first time. Tranche 2 <strong>Information</strong> on which branches and rates/ranks are eligible for selection in the next Tranches will be released in the same way as for Tranche 1, and similar rules used for Tranche 1 will apply in Tranche 2. Useful Links Naval Families Federation www.nff.org.uk SPVA www.veterans-uk.info RN Community www.rncom.mod.uk Citizens Advice Bureau www.citizensadvice.org.uk Relate www.relate.org.uk UK Border Agency www.ukba.homeoffice.gov.uk Tax/doctors/dentists www.direct.gov.uk NPFS www.rncom.mod.uk/NPFS/NPFS.aspx SSAFA www.ssafa.org.uk White Ensign www.whiteensign.co.uk Regular Forces Employment Association www.rfea.org.uk Royal Navy Benevolent Trust www.rnbt.org.uk RNRM Children’s Fund www.rnrmchildrensfund.org.uk HOMEPORT AUTUMN 2011 7
Page 1: Your Questions meet the cake lady N
Page 4 and 5: News & Views from the NFF Chair Que
Page 8 and 9: News Strategic & Views Defence & Se
Page 10 and 11: 10 HOMEPORT AUTUMN 2011
Page 12 and 13: Breaking News Operational Allowance
Page 14 and 15: Royal Naval W ARTHUR, MARTHA OR MAB
Page 16 and 17: Did You Know The Armed Forces Coven
Page 18 and 19: Advertising Feature Save up to £93
Page 20 and 21: Royal Marines the ROYAL MARINES MUS
Page 22 and 23: Information Three Year ‘Pause’
Page 24 and 25: Information NFF Survey: The Future
Page 26 and 27: Information HMS TURBULENT East of S
Page 28 and 29: Information Having Your Say - the 2
Page 30 and 31: Serving in Scotland: NFF Visit to H
Page 32 and 33: 32 HOMEPORT AUTUMN 2011
Page 34 and 35: Your Money The Final Report from th
Page 36 and 37: Your FAMILY Changes to Car Insuranc
Page 38 and 39: charities in action Help for Heroes
Page 40 and 41: charities in action Hounds for Hero
Page 42 and 43: Reader Offers Nursery Flowers Win a
Page 44 and 45: 44 HOMEPORT SCHOOLS AUTUMN 2011
Page 46 and 47: Ad Ad Ad 46 HOMEPORT AUTUMN 2011
Page 48 and 49: UK BOARDING SCHOOLS who welcome ser
Page 50 and 51: Cheltenham College Co-educational |
Page 52 and 53: ESMS_BOARDING_131X91_PORTRAIT_AD_V1
Page 54: Set in 200 acres of stunning Suffol

Information - NFF

Create successful ePaper yourself

Delete template?

Save as template?