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Army March 14, 2013
OFFICERS will now notice
a change to the Performance
Appraisal Reporting (PAR) pro-
Officer PARs have been reviewed
and significant changes have been
made to improve the career manage-
The new PAR is to be used for
Army officers both full time and
reserve, from lieutenant to lieutenant
Director General Personnel
-- Army Col Tony Hambleton said the
new officer PAR would add value to
the Army's key career management
processes and combine four forms
"This new PAR for officers will
better enable the Promotion Advisory
Committee to make key decisions
around officers' career progression."
The recent review into the officer
PAR process identified key areas for
improvement, including over-inflated
performance ratings and a time-con-
suming PAR process.
"This new PAR process will be
more efficient and less time consum-
ing but provide direct counselling
and honest appraisal of subordi-
nates," Col Hambleton said.
"Through consultation with key
stakeholders and feedback from the
officers survey conducted in 2012,
we have developed a new PAR pro-
cess that will be of benefit to both the
Promotion Advisory Committee and
New guidance will be released in
the coming weeks to support officers
using the new PAR.
"Key policy changes as well as
a new e-learning CAMPUS pack-
age will assist officers to familiarise
themselves with the new PAR and
associated guidance," Col Hambleton
"The new e-learning CAMPUS
package Army Officer Performance
Appraisal Reporting is an important
tool that all officers should access.
"It's important that all officers
take time out to review the policy
changes and become accustomed to
the PAR process changes."
Other rank performance appraisal
reporting will be reviewed in 2013
for implementation next February.
For more information go to the DGPers-A
intranet site http://intranet.defence.gov.au/
There is only one electronic
form (AE 359) now available on
Webforms, which incorporates
the EPAR in PMKeyS, Preliminary
Review of Performance for ADF
Officers (AD 645-7), Performance
Appraisal Report (AD 646), and
Annual Career Guidance from
the relevant Career Management
Changes to the performance
DI(A) Pers 116-16 Performance
Appraisal Reporting will be
replaced by two new instructions.
One will describe Army officer
performance appraisal using the
AE 359 (DI(A) Pers 116-14) and
the other will describe other rank
performance appraisal using the
PRP and the AD 649 (DI(A) Pers
An e-learning familiarisation
package called Army Officer
Performance Appraisal Reporting
is now available on CAMPUS
Assessed officers are asked
to rate their own performance
and discuss this rating with their
There are 12 performance criteria.
New system cuts four forms down to one
KEY CHANGES UNDER NEW SYSTEM
There are three performance rat-
ings: above, at or below worn rank.
Overall performance is rated on
a scale from "not want" to "fight
The assessing officer is required
to grade officers of the same rank
that they are reporting on.
The assessing officer makes sev-
eral recommendations about the
assessed officer's suitability for
promotion and posting options.
The senior assessing officer
makes recommendations regard-
ing the assessed officer's poten-
tial for sub-unit command, unit
or formation command and the
assessed officer's potential for
There is provision for senior tech-
nical input for specialist service
There is provision for agreed
goals, posting support require-
ments and self-ratings.
Agreed goal setting
Posting support considerations Completed by March 1
Completed by July 1
Majors for AC and SC
Due at CMA
Completed PARs must be at DOCM-A by their due date to enable
annual career guidance to be provided to the assessed officer.
IMPORTANT DATES AND TIMES
THE handover of Defence healthcare
services to Medibank Health Solutions
under the new ADF Health Services
Contract was officially completed on
Under the four-year contract
Medibank Health Solutions is delivering
a range of health services to Defence
The on-base contracted health care
Pathology, imaging and radiology
services to ADF members.
A 24-hour 1800 IMSICK service hot-
line for ADF members.
Access for ADF members to off-base
specialist, allied and diagnostic health
services delivered in the local com-
As the contract moves to business
as usual, Director General Army Health
Services Brig Georgeina Whelan will
head the delivery of garrison health
Brig Whelan said the contract was
designed to continue to provide "high
quality, timely and consistent health
care services across the country".
"We continue to work hard with
Medibank Health Solutions to ensure
successful transition of services and,
for most services and treatments, ADF
members should see no change," she
"I am proud of what the team has
achieved so far in a short transition time
"However, no reform process of this
size is ever perfect."
As expected, JHC has identified
some areas for particular focus and
improvement. Over the past four weeks,
Brig Whelan has engaged actively with
the services on the issues. Her focus
now is on embedding and refining
systems and processes, and addressing
To achieve this, it is critical the
garrison health workforce remains
engaged with the chain of command to
stay well informed.
Since the transition of services
More than 16,000 appoint-
ments for specialist services
have been processed by the
Medibank Health Solutions
Central Appointments Team.
More than 17,000 imaging
and radiology procedures
have been undertaken.
More than 70,000 pathology
tests have been conducted.
About 90 per cent of the previ-
ous contracted health care
workforce signed on with the
new contractor. All on-base
health facilities are fully func-
tional and more than 60,000
on-base contracted health
professional services have
More than 4500 phone calls
have been answered by the
1800 IMSICK hotline.
The vast majority (80 per cent) of
ADF personnel requiring surgery or
specialist treatment are being referred
to health practitioners within the
Medibank Health Solutions network.
In geographic areas where Medibank
Health Solutions may not have a pre-
ferred service provider, ADF members
continue to have access to other special-
ists. This is being closely monitored by
regional health directors to ensure any
gaps are identified and addressed.
Brig Whelan encouraged any ADF
members who experienced health care
they were not happy with to contact
their local health facility and use the
health care complaints system to resolve
Career focus: Changes to officer PARs streamline the process and help the Promotion Advisory
Committee make informed decisions.
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