JOINT STANDING COMMITTEE ON DEFENCE & MILITARY VETERANS PRESENTATION TO THE JOINT STANDING COMMITTEE ON DEFENCE & MILITARY VETERANS on the REVITALISATION OF THE RESERVES Maj Gen R.C. Andersen 04 Jun 2015 1

AIM To brief the JOINT STANDING COMMITTEE ON DEFENCE & MILITARY VETERANS on the Status and Revitalisation of The Reserves The Reserves are commanded by the Service Chiefs and not Chief of the Defence Reserves 2 2

SANDF RESERVES THE PRESENTATION TEAM Maj Gen R. Andersen – Chief Defence Reserves Brig Gen D. Molefe – Dir Defence Reserves Brig Gen (Dr) G. Kamffer – Dir SA Army Reserves Brig Gen H. Smith – Dir SA Air Force Human Resources R Adm (JG) R. Ndabambi – Dir SA Navy Reserves Brig Gen (Dr) A.N.C. Maminze – Dir SAMHS Reserves 3

CONTENT Background Where are we now? Why have Reserves (Business Case) C SANDF Priority One Force Concept Role of the Reserves Reserve Service System Where are we now? Strengths Equity status University Reserve Training Programme (URTP) What have we achieved? 4

CONTENT (2) Where do we want to be? Revitalisation and Transformation Plan What are the challenges to get there? Feeder System Defence Review 2014 Implementation Leader group development and transformation Conclusion 5

SANDF RESERVES WHY HAVE RESERVES? Good for Citizenship and Nation building Popularises Defence Force Cost Effective Not paid when not called up No pension cost Medical cover only on call up Provide access to scarce/expensive skills and experience Provide surge capacity when needed Legal requirement Required by the White Paper on Defence 1996 and Defence Review 2014 6

SANDF RESERVES THE BUSINESS CASE Reserves are less expensive than Regulars Reserves currently take only 7% of SA Army Salary budget Reserves provide up to 50% of deployments in SA Army, especially for border safeguarding The Defence Review requires at least 8% personnel expenses to be spent on Reserves 7

SANDF RESERVES C SANDF Priority In support of the MOD& MV priorities ‘Human Resource Renewal’ a policy and strategy on the revitalisation and transformation of Reserves will be promulgated and implemented systematically in the medium-term as allowed by available resources 8

SANDF RESERVES C SANDF Priority (2) The policy will ensure that Reserves have a feeder system that gives the required capacity to: execute their duty (compliment the regulars) are well administered; receive appropriate training support; form part of the standing and surge military capability and inherent force design; provide the expansion capacity of the SANDF, and provide certain of the specialist scare skills such as required for post-conflict reconstruction 9

Reserves are not unionised but part of grievance structure SANDF RESERVES ONE FORCE CONCEPT THREE COMPONENTS - Regulars - Reserves - PSAPs EQUAL PROMINENCE REGULARS AND RESERVES - Equal training - Equal standards - Appropriate service conditions Reserves are not unionised but part of grievance structure 10

SANDF RESERVES ROLE OF THE RESERVES (Defence Review) Augment the Regulars in ongoing operations and day-to-day activities of the Defence Force Form part of standing and surge military force capability Provide expansion capability for major combat operations and crisis response Provide certain specialist and scarce skills to Defence Force Provide the main specialist capability for reconstruction and development Enhance relationship between the Defence Force, the public and private sectors Reserves are employed at all levels of SANDF and in most Divisions 11

HOW TO JOIN THE RESERVE FORCE? SANDF RESERVES HOW TO JOIN THE RESERVE FORCE? From a Former Force From the Regulars From MSDS From Direct Recruitment (prospective) Into a pool of specialists Into the University Reserve Training Programme 12

THE RESERVE SERVICE SYSTEM SCHOOL RECRUITMENT SELECTION TWO YEARS MSDS RESKILLING JOB/PLACEMENT 5 YEARS SERVICE IN A RES F UNIT MSDS YEAR 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 Voluntary participation Cont Trg Deploy Conv Exercise YEAR 6+ 13

NEWLY APPROVED CONCEPT FOR THE RESKILLING OF UNEMPLOYED RESERVES UTILISATION AS RESERVE MEMBERS IN THE PROVINCE MILITARY UNIT (REG) MILITARY UNIT (RES) 5 years RE-SKILLING PROVINCE (MILITARY) AGRI-VILLAGE* SMALL TOWN AND SURROUNDING AREAS 2 years MSDS and the RESERVE DEVELOPMENT SYSTEM (RDS) RECRUITMENT NAVY YOUNGSEALS YOUNG LIONS CO-OP *The military agri-village concept being formulated. 14 52 14

SANDF RESERVE CURRENT STRENGTH – 31 MARCH 2015 SERVICE /DIVISION STRENGTH SA Army 14 637 SA Air Force 976 SA Navy 1 106 SA Military Health Service 2 832 Log Division 551 Defence Legal Service 216 Joint Operations Division 1 739 All Other Divisions 519 Total 22 576 14 613 members called-up between 01 April 2014 – 31 March 2015 (183 days each) Defence Review Milestone 1 = 15 000 Reserves Milestone 2 = 25 000 Reserves Ultimate Goal = 82 000 Reserves 15

TOTAL RESERVE FORCE CURRENT EQUITY STATUS 31 MARCH 2015 Ser No Population Group Male Female Total a b c d 1 African 11 934 4 121 16 055 (71.1%) 2 Asian 160 32 192 (0.9%) 3 Coloured 2 346 512 2 858 (12.7%) 4 White 2 816 636 3 452 (15.3%) 5 Unknown 19 19 (0.1%) Total Reserves 17 275 5 301 22 576 (100%) Female – 23,5% (Target 30%) Average Age – 39 16

SANDF RESERVE FORCE EQUITY PER RANK GROUP – 31 MARCH 2015 RACE RANK GROUPINGS Lt Maj Brig Col – Maj Capt – 2Lt Chaplain WOs SSgt – L Cpl Pte Total % Total Gen Male 2 6 14 174 392 82 104 2 908 8 252 11 934 52.9% Female 3 48 118 12 10 931 2 999 4 121 18.3% % 100% 46.2% 36.2% 22.2% 54% 69.1% 12% 65.3% 82.7% 16 055 71,1% 11 17 97 26 160 0.7% 5 1 13 32 0.1% 0.0% 1.6% 0,8% 2,2% 1,9% 0,3% 192 0.9% 36 54 115 755 1 373 2 346 10.4% 15 4 370 512 2,3% 3.9% 7,3% 11% 12.6% 14.9% 12.8% 2 858 12.7% 7 29 624 315 23 538 812 468 2 816 12.5% 98 42 158 232 636 2.8% 53.8% 63.8% 72.2% 37.8% 17.6% 73.4% 17.8% 4.2% 3 452 15.3% Not Captured 19 TOTAL 47 1 000 945 136 948 5 877 13 603 22 576 GENDER AFRICAN ASIAN COLOURED WHITES 17

SANDF RESERVES THE UNIVERSITY RESERVE TRAINING PROGRAMME (URTP) The URTP is a SANDF Programme in all 4 Services, aimed at the recruitment and training of mainly undergraduate and postgraduate students with specific skills and leadership characteristics with the objective to qualify them for appointment into Military Leadership positions SA Army currently restructuring system based on pilot 18

SANDF RESERVES URTP PROGRESS (2011-2015) 334 298 REGION SERVICE/ DIVISION LEVEL OF TRAINING UNIVERSITY BMT OFT Completed Free State SA Army 58 54 University of the Free State, Central University of Technology Western Cape SAMHS  91 13 84 12 Universities of the Western Cape, Stellenbosch & Cape Town Cape Peninsula University of Technology Gauteng SA Air Force 25 17 University of Pretoria University of the Witwatersrand SA Navy 14 7 University of Cape Town University of Stellenbosch Gauteng & North West Log Division  92 34  84  33 Universities of Pretoria & Johannesburg Tshwane University of Technology North West University UNISA TOTAL TRAINED 334 298 19

SANDF RESERVES WHAT HAVE WE ACHIEVED? Change in demographics since 1994 Deployments – Highly rated e.g. UN PSOs (47 coys to date) Border Safeguarding (Includes KNP) (over 75 coys to date) Internal operations (World Cup, Xenophobia, Public Service Strike, Home Affairs, Military Vets Registration) Ops COPPER – SA Navy Defence Provincial Liaison Councils (8) formed – Employer support Air Reserve Squadrons have a particular role – flying hours currently cut by 100% - will re-open 20

WHAT HAVE WE ACHIEVED? (2) SANDF RESERVES WHAT HAVE WE ACHIEVED? (2) Navy Reserve INDABA – Plan to revitalise SA Navy Reserve approved by C Navy and being operationalised SA Navy Reserves being used in combat, technical and training environments SAMHS Reserves strategy under development – approved by SAMHS Command Council 21

SANDF RESERVES PROJECT PHOENIX: REJUVENATION (2003 - 2013) ITEM 10 FY2003/2004 FY2006/2007 FY2012/2013 R21 270 513 R158 325 017 R625 989 199 INTERNAL, EXTERNAL DEPLOYMENTS 2005 2012 2013 1 x Coy 1 x Composite Res F Bn 1 x Res F Bn Made up of 13 x Res F units CTR (HQ) CTR, CTH, RWP First City Grahamstown 1 x Res F Coy 12 x Res F Coys RES F CALLED UP FY04/ 2005 FY05/ 2006 FY06/ 2007 FY/07 2008 FY08/ 2009 FY09/ 2010 FY10/ 2011 FY11/ 2012 FY12/ 2013 FY13/ 2014 4 311 4 865 4 638 7 905 8 611 10 124 10 501 10 236 10 784 10 616 FEEDING Decentralised Recruitment & Training ATR/ACR Conversion training MSDS Feeding 1 700 4 800 6 200 (± 2 400) FY2003/04 FY2013/14 22

FIRST CITY (GRAHAMSTOWN ) Freedom of Entry and Farewell parade before leaving for Border Safeguarding deployment 23

RESERVE MEMBERS OF FIRST CITY (GRAHAMSTOWN) DEPLOYED IN THE DRC 24

C-COY (4th COY IN THE BN) OF FIRST CITY RECEIVING THEIR MEDALS IN THE DRC 25

WHAT HAVE WE ACHIEVED? (3) SANDF RESERVES WHAT HAVE WE ACHIEVED? (3) Integrated Ex Combatants Regulations to the Defence Act – Published in 2009 Defence Act changed – enforced call ups in times other than war Shooting – competitions/high standards internationally Military Skills Competition – local and international successes 26

WHAT HAVE WE ACHIEVED? (4) SANDF RESERVES WHAT HAVE WE ACHIEVED? (4) Support to the community – e.g. bridge building Young Lions (SA Army)/Siyandiza (SAAF)/Sea Cadets (SA Navy) Reserves addressed and supported extensively in the Defence Review & Commander’s Intent SANDF Educational Trust supporting 64 children of which 11 dependants of Reserves 27

MILITARY PARADE – 10th ANNIVERSARY OF PSOs RESERVE UNIT COLOURS ON PARADE 28

SANDF RESERVES CONSOLIDATED RESERVE REVITALISATION AND TRANSFORMATION PLAN The Revitalisation and Transformation Plan was approved by the Military Command Council in September 2011, subject to the availability of funds The plan has 17 elements and it addresses all the identified challenges on Revitalisation and Transformation Full implementation threatened by budget cuts/constraints 29

AREAS ADDRESSED IN THE REVITALISATION PLAN SANDF RESERVES AREAS ADDRESSED IN THE REVITALISATION PLAN Design Structure Types Role Size Leader Group Footprint Unit Names Training Legislation Service Benefits Utilisation Management 30

CHALLENGES ADDRESSED IN PLAN SANDF RESERVES CHALLENGES ADDRESSED IN PLAN Conversion from an unemployed Reserve to a Reserve with civilian jobs – create ongoing process Skills development – mainly after MSDS Job placement – currently 60% success rate Incentives for Reserves – Educational bursaries Employer Incentives – when staff called up Revitalisation Plan addresses challenges – approved subject to funds which are not available 31

CHALLENGES ADDRESSED IN PLAN (2) SANDF RESERVES CHALLENGES ADDRESSED IN PLAN (2) Feeder System MSDS – not effective/sufficient. Consequently limited flow of new recruits into the SA Army and SAMHS Reserves (38% “Leakage”) Consequences Tempo of deployments won't be maintained An aging Reserve Slow transformation in Leadership 32

CHALLENGES ADDRESSED IN PLAN (3) SANDF RESERVES CHALLENGES ADDRESSED IN PLAN (3) Continuation Training – Insufficient All Services need to invest more in training Non Infantry Units (e.g. Artillery and Armour) at disadvantage and capability under threat Affects transformation- delayed promotions Inadequate funds for leader group development . in all Services and thus for transformation Names of Army and SAMHS Units – under review to be more representative 33

SANDF RESERVES QUO VADIS? Implementation of Defence Review & Commander’s Intent – full participation in the Defence Review Implementation Team (DRIPT) Finalisation of Force Design Focus on transformation Revision of MSDS, including job placement and separate Reserve intakes – i.e. New Def Res Intake System (DRIS) Extend SA Navy Reserve Force footprint by 65% 34

The above dependent on lifting of budget restrictions SANDF RESERVES QUO VADIS? (2) Support National Youth Service, Young Lions, Siyandiza & Sea Cadets Potential support to the developmental agenda Extend role in rural development Roll out URTP to all Provinces Review of Legislation - Defence Act - Discrimination by employer - Moratorium Act 25 of 1963 - general update Review of Reserve Regulations to the Defence Act The above dependent on lifting of budget restrictions 35

CONCLUSION We have made significant progress with deployments and the URTP. There is commitment in the SANDF and support in the Defence Review. The focus is now on feeder systems, continuation training, leader group development and transformation. All this is however subject to the availability of funds and mandays 36

Discussion 37