Manning levels in the Defence Medical Services (DMS) vary across different specialities and services, In some areas we are very well manned, while in others we are experiencing shortfalls.
The Ministry of Defence is taking active steps to address shortfalls through a package of pay and non-remunerative measures, including such schemes as “Golden Hellos” targeted at enhancing direct recruitment in areas of shortfall. In terms of overall remuneration, we aim to ensure that DMS pay is comparable with the NHS. The Government are currently considering the recommendations of the independent armed forces pay review body’s (AFPRB) 2006 supplementary report on the pay of Service Medical and dental officers, and an announcement on the pay award will be made once this process is complete.
Nurses and Allied Health Professionals in the DMS arc currently covered by the main armed forces 2006 pay award of three per cent., which was implemented from 1 April 2006. As recommended by the AFPRB, we are now in the process of examining the scope for changing Nursed and Allied Health Professionals pay structures to ensure that military pay remains comparable with the new NHS agenda for change pay structure.
Pay can only go some way towards addressing manning shortfalls. Non-remunerative measures are equally as important. Examples of non-remunerative initiatives include: the introduction of new pension arrangements which are designed to encourage retention; looking at alternative means of meeting operational commitments (for example, by working closely with allies and partners on operations overseas and by using DMS civilian medical and dental practitioners and agency staff); and development of the Ministry of Defence hospital unit concept to build a stronger military ethos.