Home' Defence Magazine : Issue 6 2009 Contents 35
ith the recent
release of the 2008
Survey (DAs) results,
leaders have gained
important feedback on what Defence
members really think about issues
such as leadership, communication,
values, job efficacy, work-life
balance, and their well-being.
Conducted annually, the DAS provides
Defence personnel with the opportunity to help
shape the organisation and its personnel-related
policy and programs.
Head People Capability, Major General
(MAJGEN) Craig Orme said that the information
from past surveys has helped inform the
development of recruitment and retention
initiatives, including workforce reforms outlined in
the new Defence White Paper.
“The feedback received via the DAS is
extremely valuable in building a picture of the
needs and expectations of Defence personnel,
thereby providing the ability to better target
personnel and human resource initiatives,”
MAJGEN Orme said.
“I strongly encourage you to continue to
support this fundamental project.”
The 2008 DAS was administered during
November 2008 to January 2009 to a 30 per cent
stratified random sample of all permanent military
and civilian members:
■ Navy: 39 per cent (1,173)
■ Army: 30 per cent (2,119)
■ Air Force: 50.2 per cent (1,861)
■ and Defence civilians: 63.9 per cent (3,741).
“Our appreciation is extended to those who
took the time to complete the 2008 survey and share
their views and opinions,” MAJGEN Orme said.
“The 2008 survey both supports and reinforces
our commitment to the welfare of our people and
values-based leadership at all levels.”
First administered in 1999, the DAS has
been conducted annually since 2001. The dataset
currently contains the responses of about 81 000
individual Defence members, collected over nine
iterations of the survey.
In an effort to further improve the DAS, an
extensive review was instigated in mid 2008.
In close consultation with key stakeholders, the
review aimed to enhance compatibility of the
survey with other Defence personnel research
initiatives, while retaining the ability to conduct
longitudinal analysis of trends and changes within
In 2009, the survey has continued to be
refined. The administration methodology has been
revised and beginning in early August 2009 the
survey will be administered online, three times a
year, to a 10 per cent stratified random sample of
all permanent military and civilian members.
“This new process will greatly improving the
timeliness of reporting, as well as accessibility of
results, particularly via the new Human Resources
Metrics System,” MAJGEN Orme said.
The Human Resources Metrics System,
or HRMeS, is a readily accessible electronic
dashboard layout and is updated monthly.
“This system provides greater visibility and
transparency to senior executives and their HR
staff of a range of data which relates to personnel
capability issues,” MAJGEN Orme said.
“A number of the metrics rely on DAS data, and so
the more regular updates will significantly enhance
HRMeS’ reporting capability.”
For a more detailed look into the 2008 DAS
results, visit www.defence.gov.au
The Defence Attitude Survey is your
invitation to influence policy and strategic
decision-making in Defence, and it is now
even easier to have your say. If you have
any questions or comments about this
project, contact the Defence Attitude
Survey Helpline on (02) 6127 2606, by
email at: email@example.com.
au or by internal mail at Defence Attitude
Survey, BP33–4–03 Brindabella Circuit,
BRINDABELLA PARK, ACT, 2600.
Attitudes vital in
member had no entitlement.
“The member discharged from the Service,
received a criminal conviction, was sentenced
to a deferred three years imprisonment and was
ordered to repay the money.”
So what can Defence members expect when
they are involved in or are the subject of an IG
investigation into an allegation?
“Defence personnel who have done nothing
wrong should not be concerned in the event that
they are the subject of an IG investigation into an
allegation,” Mr Riley said.
“The primary focus for IG investigators is to
seek the truth and establish the facts of a matter
in a way that is professional, ethical and most
Providing continuous feedback to Groups
on systemic weaknesses identified during
investigations is an important role that the DIR has.
Investigations can uncover misconduct by personnel
in areas where inappropriate behaviour is perceived
to be widespread or influenced by poor culture.
“An example of this is at one location where
we did an investigation and uncovered significant
systemic misconduct by a number of APS staff, all the
way up to executive level positions,” Mr Riley said.
Even though the fraud itself was not proved,
several APS employees either resigned or had their
Inspector General Ray Bromwich said that
while these investigations are an important service
that the IG Division provides, the primary goal is to
build and maintain an ethical culture.
“We want to encourage all Defence personnel
to act in an honest and compliant way when
dealing with Defence industry and the public,
ensuring that Defence resources are used and
managed properly,” Mr Bromwich said.
“Ideally, I would like to be involved in fewer
investigations so I am going to be focussing on
improving our strategies on fraud prevention and
detection so that the whole organisation can see
improvements in this area.”
To find out more about what the IG
organisation provides, visit the internal Defence
website at: http://intranet.defence.gov.au/ig/
By Emily Jacka
Links Archive Issue 7 2009 Issue 5 2009 Navigation Previous Page Next Page