REPORT OF THE

THIRD COMMITTEE

TO RECOGNISE

THE CONTRIBUTION OF

OPERATIONALLY

READY NSMEN

TO TOTAL DEFENCE

–RECORD III–

February 2001

EXECUTIVE SUMMARY 1

INTRODUCTION 7

KEY CONSIDERATIONS 9

RECOMMENDATIONS 11

A. Response to Regionalisation Trends 11

• Extension of Passport Validity 11

• Exit Permit Requirements 12

• Waiver of Monetary Bond 12

B. Response to Educational Trends 13

• Review of NS Training Cycle for NSmen in IHLs 13

• Recognising NS for IHL Admission 14

• Facilitating Distance Learning and Transition Programmes 14

C. Recognising the Contribution of NSmen 14

• Asset Enhancement Schemes 15

• Points System based on Performance and Responsibility 15

• Recreational Facilities 16

➤ Additional Golf Course 16

➤ Redevelopment of SAFRA Bukit Merah Club 16

• Recognising NS Command and Key Appointment Holders 17

• Recognising ROVERS and Volunteers 17

D. Enhancing the Contribution of NSmen 18

• NS Administration and Management Course 18

• Review of NS Unit Administration 18

• Extension of Consultation Hours for IPPT Medical Screening 19

CONTENTS

Page

• Using Information Technology to Improve Efficiency 19

➤ Electronic NS Booklet 19

➤ Automating In and Out Processing for ICTs 19

➤ Automating the Recall/Mobilisation System 20

➤ Automating Acknowledgement of Call-ups 20

➤ Online Updating of Personal Records 20

➤ Online Communication 20

• NS Pay Administration 21

➤ Streamlining the Make Up Pay Process 21

➤ E-filing of Make Up Pay Claims 21

➤ More Frequent Pay Days 21

E. Recognising and Enhancing Employer Support 22

• Minimising Disruptions 22

• Enhancing Communication 23

F. Enhancing Publicity and Awareness 23

• Communications Package for NSmen 23

CONCLUSION 24

ANNEX A 26

• Members of the RECORD III Committee 26

ANNEX B 30

• Summary of Exit Control Measures 30

ANNEX C 31

• Glossary 31

ANNEX D 33

• Acknowledgements 33

Page

[1]

EXECUTIVESUMMARY

INTRODUCTION

1. The Third Committee to Recognise the Contribution of Operationally ReadyNational Servicemen (NSmen) to Total Defence (RECORD III) examinedways to give recognition to NSmen in the Singapore Armed Forces (SAF),Singapore Police Force (SPF) and Singapore Civil Defence Force (SCDF),and enhance their contribution to Total Defence.

KEY CONSIDERATIONS

2. RECORD III was mindful of the impact of recent trends and developmentson the way Singaporeans, including NSmen, work and live. These includegreater regionalisation, increased emphasis on lifelong learning andupgrading, and the wide-ranging impact of advances in informationtechnology. In addressing the aspirations of NSmen, RECORD III was alsomindful that it is inappropriate to fully compensate or reward every NSmanfor his contribution to Total Defence. Nonetheless, it is important to giveNSmen meaningful recognition for their commitment and efforts.

RECOMMENDATIONS

A. Response to Regionalisation Trends

(i) Extension of Passport Validity. Passport validity should be extendedto make it more convenient for NSmen and their families to traveloverseas. Currently, passports for Singaporean males who arebetween 11 and 16

12 years old are valid for 9 months. This should

be extended to 2 years or till they reach 16 12 years old, whichever is

earlier. Passports for those who are 16 12 years old and above, and

have not completed full-time NS, are currently valid for the length oftheir overseas trip plus 6 months, up to a total of 9 months. Passportvalidity should be extended to 1 year for those who are 16

12 years

old and above, and have yet to enlist for full-time NS. Full-time nationalservicemen (NSFs) could be given full 10-year passport validity.

[2](ii) Exit Permit (EP) Requirements. Singaporean males who are 16

12 years

old and above, and have yet to enlist for full-time NS, should only berequired to apply for an EP if they travel overseas for more than 3months, instead of whenever they travel overseas. A standardisedmultiple-trip EP should be introduced to replace the various types ofEPs currently issued. Technology should be harnessed to make itmore convenient to apply for or extend EPs.

(iii) Waiver of Monetary Bond. To facilitate regionalisation, Singaporeanmales who are 11 years old and above, and have yet to enlist forfull-time NS, should be bonded by deed (instead of a monetary bond)when they accompany their parents on overseas employment.

B. Response to Educational Trends

(i) Review of NS Training Cycle for NSmen in Institutes of Higher Learning(IHLs). Specific IHL vacation periods, with no academic programmes,should be set aside and synchronised with NS in-camp training (ICT)call-ups to help NSmen manage their academic studies and NSresponsibilities. High-key NS training could be confined to the secondyear IHL vacation, and low-key NS training conducted during theother years in IHL.

(ii) Recognising NS for IHL Admission. In recognition that NScontributes to the development of desirable qualities (e.g. leadership),bonus points for IHL admission should be awarded to those who dowell in NS. The bonus points should be commensurate with NScontribution and performance.

(iii) Facilitating Distance Learning and Transition Programmes. It wouldbe useful to facilitate distance learning for NSFs and NSmen, toencourage continual upgrading. Programmes should be introducedto prepare NSFs for their transition from full-time NS to further studiesor the workforce.

C. Recognising the Contribution of NSmen

(i) Asset Enhancement Schemes. RECORD III endorses the principle ofgiving NSmen higher allocations in Government Asset EnhancementSchemes. This principle should be adopted for future exercises.

[3](ii) Points System based on Performance and Responsibi l i ty.

A points system that gives recognition based on NS performance,responsibility and time commitment should be implemented. The pointscould be redeemed at outlets such as SAFRA, SAFRA Resort andCountry Club, SPANS and CDANS.

(iii) Recreational Facilities:

(1) Additional Golf Course. RECORD III notes the high demandfor golfing facilities at SAFRA Resort and Country Club.While being mindful that golf courses take up land, RECORDIII recommends the development of a new golf course forNSmen as this would give s trong recognit ion to theimportant role that they play in Total Defence. It wouldalso increase gol f ing capaci ty and make gol f moreaccessible to NSmen.

(2) Redevelopment of SAFRA Bukit Merah Club. In line with thecontinual upgrading of facilities and activities offered bySAFRA clubs, the SAFRA Bukit Merah Club should beredeveloped at a new site. The new club should keeppace with members’ needs and interests. A theme-basedlifestyle concept could be adopted, with adventure andoutdoor facilities.

(iv) Recognising NS Command and Key Appointment Holders.Allowances for NS Command and Key Appointment Holders shouldbe reviewed more frequently, to recognise their higher responsibilities,sacrifices and contributions. Self-development and managementcourses that are offered to regular personnel could be extended toNS Command and Key Appointment Holders to help them to betterperform their NS roles.

(v) Recognising ROVERS and Volunteers. The contributions of ROVERSand SAF Volunteers should be regularly highlighted to raise publicawareness and support for volunteerism. To recognise theircontribution, they should be given a token of appreciation when theyleave the service.

[4]D. Enhancing the Contribution of NSmen

(i) NS Administration and Management Course. To cater to thespecific needs of NS units, NS Commanding Officers and NSBrigade S3s should be trained to manage their NS units moreeffectively and efficiently.

(ii) Review of NS Unit Administration. To achieve administrative efficiencyand management excellence, an annual review of the administrationof NS units should be conducted. The review could cover areas suchas training, logistics and manpower efficiency, as well asadministrative quality, using suitable performance benchmarks.

(iii) Extension of Consultation Hours for IPPT Medical Screening.The consultation hours for IPPT medical screening at selectedmedical centres should be extended to the evenings, to increaseconvenience for NSmen.

(iv) Using Information Technology (IT) to Improve Efficiency. IT should beharnessed to improve NS management and administration in thefollowing ways:

(1) Electronic NS Booklet. The NS booklet should be replaced byan electronically printed ICT statement.

(2) Automating In and Out Processing for ICTs. To enhanceefficiency, ICT reporting and release should be capturedelectronically, instead of NSmen having to manually sign inand out for ICT.

(3) Automating the Recall/Mobil isation System. Recall/mobilisation should be automated through a simultaneouspaging system and Integrated Voice Response System, tocomplement the current manual system.

(4) Automating Acknowledgement of Call-ups. An IntegratedVoice Response System should be set up for NSmen toacknowledge call-up notices and check on the status ofdeferment applications.

[5](5) Online Updating of Personal Records. NSmen should be able

to verify and update their personal particulars via the Internet.Also, MINDEF/MHA could work more closely with othergovernment agencies to match data and minimise the need forupdating by NSmen.

(6) Online Communication. Technology should be fully harnessedto facilitate communication and exchange of information amongNSmen, and between NSmen and their NS units.

(v) NS Pay Administration. To make it more convenient for NSmen, NSpay processes should be enhanced in the following ways:

(1) Streamlining the Make Up Pay Process. More efforts should bemade to encourage employers to go onto the Payment ThroughEmployers Scheme.

(2) E-filing of Make Up Pay Claims. Employed and self-employedNSmen should be able to file their make up pay claimselectronically. Other features, such as online enquiries onpayment status and an electronic link with the Inland RevenueAuthority of Singapore (IRAS), should also be introduced.

(3) More Frequent Pay Days. To minimise the waiting time for NSpay, there should be more pay days spread over the week.

E. Recognising and Enhancing Employer Support

(i) Minimising Disruptions. RECORD III feels that employers would valuemeasures that minimise disruptions caused by their employees’ NStraining. The committee notes that there is currently a large degreeof flexibility in the NS system. Within broad guidelines provided byMINDEF/MHA, NS Commanding Officers are now given a lot ofdiscretion to decide on NS training matters, such as requests for ICTdeferment or time-off during ICT. Nonetheless, there should becontinual enhancements to the flexibility and efficiency of the NSsystem, to minimise disruptions to employers.

[6](ii) Enhancing Communication. MINDEF/MHA, employers and

NSmen should work closely together to better understand eachother’s concerns. More briefings and dialogue sessions betweenMINDEF/MHA and employers should be organised. The regularemployers’ visits to view NS training should be continued.

F. Enhancing Publicity and Awareness

(i) Communicat ions Package for NSmen. A comprehensivecommunications package should be developed for NSmen to raisetheir awareness of NS issues and address their expectations.The package could include information on initiatives that havebeen introduced to improve NS training and administration, andmeasures that give recognition to the contribution of NSmen.Materials could be packaged for NS commanders to brief theirNSmen during ICT.

CONCLUSION

3. With the ever changing social, economic and security environments,periodic reviews of the NS administration and training systemshould be conducted. Measures to recognise and enhance thecontribution of NSmen to Total Defence should be reviewed andimproved every 5 to 10 years.

[7]

INTRODUCTION

1. On 2 Jun 2000, Deputy Prime Minister and Minister for Defence,Dr Tony Tan, announced the formation of the Third Committee to Recognisethe Contribution of Operationally Ready National Servicemen (NSmen)to Total Defence (RECORD III).

2. RECORD III is chaired by Minister of State for Defence and Informationand the Arts, Mr David Lim. The committee comprises Members ofParl iament, NSmen of various ranks, spouses of NSmen, andrepresentatives from the Ministry of Defence (MINDEF), Ministry of HomeAffairs (MHA) and SAFRA National Service Association (SAFRA).The NSmen are from the Singapore Armed Forces (SAF), SingaporePolice Force (SPF) and Singapore Civil Defence Force (SCDF).

RECORD I & II

3. RECORD I was convened in 1990. Its recommendations includedenhancing public recognition for NSmen, improving communications,s t r eng then ing t he command cha in , mo t i va t i ng l eade r s andimproving administration. RECORD II was convened in 1995.Its recommendations covered broad-based recognition for NSmen,recognising those who put in greater effor t or contribute more,enhancing the contribution of NSmen and strengthening employers’support for National Service (NS).

4. The various initiatives under RECORD I & II were well received byNSmen. Survey results showed that NSmen valued initiatives that helpedthem to discharge their duties more effectively and efficiently. To achievethis, NS administration and management processes should be constantlyreviewed. As five years have elapsed since RECORD II, a review istimely.

[8]

RECORD III

5. National Service is a duty that every male Singaporean owes to thenation. It cannot and should not be reduced to costs and benefits, orprofit and loss. RECORD III aims to further recognise the efforts andsacrifices of our NSmen, maximise the potential contribution that NSmencan make to Total Defence and strengthen the commitment ofSingaporeans to Total Defence. It seeks to recognise, not reward,National Service. The ultimate reward for NSmen and their families isthe privilege of living in a safe, secure and sovereign nation.

Terms of Reference

6. Given the broad objectives above, RECORD III has adopted the same termsof reference as previous RECORD committees:

a. To recommend ways to recognise the contribution of Singaporeans,especially NSmen, to Total Defence; and

b. To recommend ways to enhance the contribution of NSmen toTotal Defence.

[9]

A. SIGNIFICANT TRENDS AND DEVELOPMENTS

1. We live in a constantly changing world that is characterised by increasingglobalisation, rapid technological advancements and a knowledge-basedeconomy. These developments affect the way Singaporeans, many of whomare NSmen, live and work. The key trends include greater regionalisation,increased emphasis on lifelong learning and upgrading, and the wide-ranging impact of advances in information technology. NSmen also havehigher aspirations and expectations.

Regionalisation

2. Regionalisation and globalisation have influenced the nature of jobs.An increasing number of NSmen, along with their families, are goingoverseas to work or are sent on regional assignments. Furthermore, NSmenand their families now travel overseas more regularly for holidays. Therefore,overseas travel should be made more convenient for NSmen and theirfamilies.

Lifelong Learning and Upgrading

3. With greater emphasis on lifelong learning and upgrading, more NSmenare pursuing further studies at Institutes of Higher Learning and takingupgrading courses. Measures should be introduced to help these NSmenmanage their studies and NS responsibilities.

Advances in Information Technology

4. Information Technology (IT) developments have transformed the waySingaporeans live and work, resulting in greater productivity andconvenience. In addit ion, the Internet has enabled increasedconnectivity and accelerated the flow of information. Through the useof IT, processes can be streamlined to achieve speed and efficiency.IT should therefore be constantly harnessed to improve NS administrativeprocesses and enhance the contribution of NSmen.

KEYCONSIDERATIONS

[10]5. Advances in IT have also influenced the nature of jobs and businesses.

Companies face a higher level of business volatility in the new economy.Calling up NSmen for NS training can be disruptive to the operations ofcompanies. Hence, the flexibility and efficiency of the NS system shouldbe continually enhanced to minimise disruptions to businesses.

B. RECOGNISING NATIONAL SERVICE

6. National Service is a duty that involves sacrifice. It is not possible tofully compensate every NSman for his contribution to Total Defence.Each NSman contributes his time, but makes different contributionsbased on aptitude and ability. More is expected from those who areable to contribute more. However, it would not be right to pay NSmenaccording to their contributions, as this would reduce duty and serviceto a form of employment. Nonetheless, it is important to give NSmendue recognition for their commitment and efforts.

[11]

A. RESPONSE TO REGIONALISATION TRENDS

1. RECORD III recommends that measures be taken to make it more convenientfor NSmen and their families to travel overseas for work and leisure.

2. RECORD III recognises that exit control measures play an important role inensuring that Singaporean males who travel overseas return to fulfil theirNS obligation. Such measures also help to keep units updated on themovements of their NSmen. In addition, they serve to remind Singaporeanmales (and their families) of their NS responsibilities. However, since mostSingaporean males serve NS dutifully, RECORD III feels that there is scopeto relax the current exit control measures, while ensuring that the operationalreadiness of the SAF, SPF and SCDF is not compromised.

3. As a result of RECORD I’s recommendation, NSmen have been enjoyingfull 10-year validity on their Singapore International Passports since 1992.RECORD III recommends further measures that would benefit NSmen’sfamilies — especially those with sons who have yet to enlist for NS, or whoare full-time national servicemen (NSFs).

Extension of Passport Validity

4. Longer passport validity would reduce the need for frequent renewals andmake it more convenient for NSmen and their families to travel overseas.Currently, passports for Singaporean males who are between 11 and 16

12

years old are valid for 9 months. RECORD III recommends extending theirpassport validity to 2 years or till they reach 16

12 years old, whichever is

earlier. Passports for those who are 16 12 years old and above, and have

not completed full-time NS, are currently valid for the length of their overseastrip plus 6 months, up to a total of 9 months. RECORD III recommendsextending the passport validity to 1 year for those who are 16

12 years old

and above, and have yet to enlist for full-time NS. NSFs could be given full10-year passport validity.

RECOMMENDATIONS

[12]Exit Permit Requirements

5. Currently, Singaporean males who are 16 12 years old and above, and

have yet to enlist for full-time NS, are required to apply for exit permits(EPs) whenever they travel overseas. RECORD III recommends that theyshould only be required to apply for an EP if they travel overseas formore than 3 months. This would make it more convenient for them totravel overseas for holidays.

6. Several types of EPs, ranging from single to multiple-trip EPs, are currentlyissued depending on the circumstances. RECORD III recommends that astandardised multiple-trip EP be introduced to replace the various types ofEPs. The duration of each EP would depend on travel needs.

7. In addition, RECORD III recommends that technology be harnessed to makeit more convenient to apply for or extend EPs. For example, applicationscould be done online (e.g. via the Internet) and EPs could be issuedelectronically. This would speed up the application process.

Waiver of Monetary Bond

8. Presently, a monetary bond is required if Singaporean males who are 11years old and above, and have yet to enlist for full-time NS, wish to gooverseas for extended periods (e.g. for studies or to accompany their parentson overseas employment). To facilitate regionalisation and strengthen familycohesion, RECORD III recommends that this monetary bond requirement bewaived for those who accompany their parents on overseas employment.Instead, they could be bonded by deed. A monetary bond should still berequired for those who go overseas for other reasons (e.g. for studies), toensure that they return to fulfil their NS obligation.

9. Please refer to Annex B for a summary of the current and proposed exitcontrol measures.

[13]

B. RESPONSE TO EDUCATIONAL TRENDS

10. With greater emphasis on lifelong learning and upgrading, more NSmenare pursuing further studies at Institutes of Higher Learning (IHLs) andtaking upgrading courses. There are many NSmen who want todischarge their NS obligation as well as upgrade themselves. However,they find it difficult to do so due to time conflicts. RECORD III feels thatmore can be done to help these NSmen manage both their academicstudies and NS responsibilities. This would require adjustments on thepart of MINDEF/MHA, the IHLs and NSmen.

Review of NS Training Cycle for NSmen in IHLs

11. In-camp training (ICT) for NSmen studying in local IHLs is currentlyconducted during the vacation periods to minimise disruptions to theirstudies. However, the introduction of academic modules, project workand industrial attachments during vacation periods has placedincreasing demands on these NSmen. This has also resulted in lesstime available for NS call-ups. Deferring NSmen from ICT affects unitcohesion and operational readiness, whereas calling them up for ICTclashes with their academic programmes during the vacation.

12. RECORD III recommends that the NS training cycle for NSmen in local IHLsbe reviewed. MINDEF/MHA, MOE and the IHLs could achieve a win-winsituation by setting aside specific vacation periods for NS call-ups.No academic programmes should be conducted during these periods, sothat NSmen will not be disadvantaged when they perform their NS duties.In addition, high-key NS training (i.e. 7 days or more) could be confined tothe vacation period during the second year of studies, so as not to clashwith the more intensive third and fourth years. Low-key NS training(i.e. less than 7 days) would be conducted in the first, third and fourthyears. Overall, this would enable NSmen to attend ICTs, and IHLswould have greater flexibility in planning vacation programmes.More importantly, NSmen would not be caught between the demands ofacademic studies and NS training.

[14]13. The above arrangements would mainly involve the local universities

(i.e. National University of Singapore, Nanyang TechnologicalUniversity and Singapore Management University). Nonetheless,RECORD III looks forward to the support of other local traininginstitutes as well.

Recognising NS for IHL Admission

14. Under the new university admission system for the National Universityof Singapore and Nanyang Technological University, admission bonuspoints based on Co-curricular Activities (CCAs) in schools will beawarded. The new admission system will be introduced in 2003.In recognition that NS, like CCAs, contributes to the development ofqualities (e.g. leadership, teamwork, life-skills) that are important forsuccess in life, RECORD III recommends that bonus points for IHLadmission be awarded to those who do well in NS, wherever CCApoints are applicable. The bonus points should be commensurate withNS contribution and performance.

Facilitating Distance Learning and Transition Programmes

15. RECORD III notes that there is scope to facilitate distance learning for NSFsand NSmen, and encourage continual upgrading of skills and knowledge.RECORD III also recommends introducing programmes to prepare NSFsfor their transition from full-time NS to further studies or the workforce,towards the end of their full-time NS period. Such courses and trainingcould be done through the use of IT (e.g. online).

C. RECOGNISING THE CONTRIBUTION OF NSMEN

16. RECORD III feels that it is more important for the recognition given toNSmen to be meaningfu l , ra ther than f inancia l ly rewarding.The objective is to express national appreciation to our NSmenfor their e f for ts , sacr i f ice and contr ibut ion to Total Defence.RECORD III is mindful that there should be a healthy mix of broad-based recognition and targeted measures.

[15]Asset Enhancement Schemes

17. RECORD II recommended that NSmen be recognised through theGovernment’s Asset Enhancement Schemes for Singapore citizens, suchas the Share Ownership Top-up Scheme (SOTUS), by giving them ahigher quantum or allocation. This was successfully implemented forthe 2nd Singapore Telecom (ST 2) Share Offer in 1996, SOTUS 3 in1997, and the CPF Top-up Exercise in 2000/2001. RECORD III affirmsthat such initiatives provide strong public recognition of the efforts andcontributions of NSmen, and recommends that this principle of givingNSmen higher allocations in Government Asset Enhancement Schemescontinue to be adopted for future exercises.

Points System based on Performance and Responsibility

18. RECORD II recommended a points system to recognise NSmen whocontribute more. Points would be allocated based on the completion ofa certain number of ICTs, good NS performance and the NS appointmentheld. The points could be exchanged for discounts in membership feesor used to defray charges for the booking of facilities at SAFRA, SAFRAResort and Country Club, SPANS and CDANS. However, this schemewas put on hold due to the economic downturn in 1997.

19. RECORD III feels that there is strong merit in implementing a pointss y s t em t ha t g i v e s r e cogn i t i on ba sed on NS pe r f o rmance ,responsibility and time commitment. This would motivate all NSmento put in greater effort and contribute more. RECORD III recommendsthat points also be awarded for group or unit-level performance, asthis recognises and rewards team effort. The redemption optionsshould be sufficiently broad and flexible. The redemption benefitsshould also be directly useful to the NSmen. The points could beredeemed at outlets such as SAFRA, SAFRA Resort and Country Club,SPANS and CDANS. In the longer term, points redemption could beexpanded to a wider range of outlets.

[16]Recreational Facilities

20. As part of broad-based public recognition for the contribution of NSmen,recreational facilities have been developed for NSmen and their families.There are currently four SAFRA clubhouses (Bukit Merah, Toa Payoh,Tampines and Yishun), a Town Club, and SAFRA Resort and CountryClub. The CDANS clubhouse at Bukit Batok was opened in 1998,while the SPANS clubhouse at Ah Hood Road is due for completion inmid-2001. The existing facilities are well utilised. RECORD IIIrecommends that more recreational facilities be developed as the numberof people who have served NS increases. Older facilities should alsobe upgraded or redeveloped to cater to the changing interests andlifestyles of NSmen and their families. These facilities also help topromote family cohesion and a healthy lifestyle.

Additional Golf Course

21. Arising from RECORD I’s recommendation, SAFRA Resort and Country Clubwas developed to provide affordable country club facilities for NSmen.Today, it has a 10,000 strong membership base. The club’s facilities arewell utilised, especially the 27-hole golf course. RECORD III is mindful thatgolf courses take up land. Nonetheless, it feels that the development ofadditional golfing facilities for NSmen would give strong recognition to theimportant role that they play in Total Defence. Hence, RECORD IIIrecommends that a new golf course be developed at a suitable location,where land use will be optimised, with the Government absorbing 90% ofthe land cost. This would increase golfing capacity and make golf moreaccessible to NSmen.

Redevelopment of SAFRA Bukit Merah Club

22. It is important to constantly upgrade the facilities and activities at SAFRAclubs to ensure that they remain relevant to members’ needs and interests.Given the space restrictions at SAFRA Bukit Merah Club, RECORD IIIproposes redeveloping the club at a new site. To complement the facilitiesoffered by other SAFRA clubs, RECORD III recommends that the new clubadopts a theme-based lifestyle concept. Apart from the usual fitness/sportsand social/leisure facilities, a wider range of adventure and outdoorfacilities like roller-blading track, mountain bike trail and rock-climbing wallcould be offered.

[17]Recognising NS Command and Key Appointment Holders

23. Presently, there are various measures that recognise NS Commandand Key Appointment Holders for the additional responsibilities theyhave to shoulder. RECORD III feels that these measures are appropriateand generally adequate. Nonetheless, they should be reviewedwhenever necessary. In particular, RECORD III recommends that theallowances for NS Command and Key Appointment Holders bereviewed more frequently, to recognise their higher responsibilities,sacrifices and contributions.

24. In line with the emphasis on lifelong learning and upgrading, RECORD IIIalso recommends that self-development and management courses that areoffered to regular personnel be extended to NS Command and KeyAppointment Holders. Such courses impart general knowledge, useful skillsand best practices that equip a person to work more efficiently andeffectively. The programmes would help NSmen in positions of responsibilityto better perform their NS roles.

Recognising ROVERS and Volunteers

25. ROVERS (National Servicemen on Voluntary Extended NationalService) are NSmen who volunteer to serve beyond their normal13-year ICT cycle. SAF Volunteers are men and women who are notliable for NS, but choose to serve in the SAF on a voluntary basis.RECORD III agrees that the sense of duty and spirit of volunteerismshould be encouraged. The contributions of ROVERS and SAFVolunteers could be regularly highlighted through selected mediachannels (e.g. newsletters, websites) to raise their profile and motivateother volunteers. This would also help raise public awareness andsupport for volunteerism.

26. To recognise their contribution, RECORD III recommends that whenROVERS leave the scheme, they be invited to a dinner functionwith their spouses, where a token of appreciation could be presentedto each ROVER and his spouse. RECORD II I also recommendsthat a token of appreciation be presented to SAF Volunteers whenthey leave the service.

[18]

D. ENHANCING THE CONTRIBUTION OF NSMEN

27. RECORD I I I r ecogn i se s t ha t con t i nua l improvemen t s t o NSmanagement and the NS training system enable NSmen to betterfocus on their training and proficiency. It also notes that MINDEFand MHA have formed several committees and done extensive studiesto examine ways to improve the management and administration ofNSmen, as well as other equally important areas of NS training andoperational effectiveness. Key areas of focus include organisationalreviews, streamlining of processes and enhancing overall efficiency.By improv ing NS managemen t , and op t imis ing NS t ra in ingand resources, NSmen would be more motivated and better equippedto perform well. This would enable them to contribute more effectivelyto Total Defence.

NS Administration and Management Course

28. NS Commanding Officers and NS Brigade S3s have to handle a widerange of NS administration matters. They manage the training,operational readiness, logistics, finance and manpower administrationof their NS units. It is important for them to be proficient and wellprepared for their roles and responsibilities. To cater to the specificneeds of NS units, RECORD III recommends introducing a course totrain NS Commanding Officers and NS Brigade S3s to manage theirNS units more effectively and efficiently.

Review of NS Unit Administration

29. To achieve administrative efficiency and management excellence,RECORD III recommends that an annual review of NS units (at theBrigade level) be conducted. The review could cover areas suchas t ra in ing , log i s t i c s and manpower e f f i c iency, as we l l asadministrative quality, using suitable performance benchmarks onNS management.

[19]Extension of Consultation Hours for IPPT Medical Screening

30. NSmen who are 35 years old and above have to undergo medicalscreening at their unit medical centre before taking the IndividualPhysical Proficiency Test (IPPT). Currently, such screenings are onlyavailable during office hours. To make it more convenient for NSmen,especially those who have to work during office hours, RECORD IIIsuggests that the consultation hours for IPPT medical screening at selectedmedical centres be extended to the evenings.

Using Information Technology to Improve Efficiency

31. RECORD II recommended exploiting IT to meet the changing needs ofNSmen, especially in the areas of NS administration and management.RECORD III agrees that with the rapid advancement of technology, morecan be done to leverage on IT to enhance the efficiency of administrativeprocesses for NSmen.

Electronic NS Booklet

32. Presently, NS training attendance is recorded in the NS booklet. RECORDIII recommends that this be replaced by an electronically printed ICTstatement issued to NSmen at the end of each ICT and at the end of thework year. This would enhance administrative efficiency and accuracy,and reduce manual workload.

Automating In and Out Processing for ICTs

33. Presently, ICT attendance is recorded manually. RECORD III recommendsthat ICT reporting and release be captured electronically (e.g. via the SAFSmart Card), instead of NSmen having to manually sign in and out for ICT.This would improve the accuracy of ICT records and timeliness of NSpayment. In addition, it would minimise waiting time and inconvenienceduring in and out processing of NSmen for ICTs.

[20]Automating the Recall/Mobilisation System

34. Currently, recall/mobilisation involves a manual system of making telephonecalls and paging, as well as delivering notices to the NSmen’s homes.RECORD III recommends that recall/mobilisation be automated throughthe use of a simultaneous paging system and an Integrated Voice ResponseSystem, to complement the current manual system. With automation, NSmenwould be notified speedily upon activation of recall/mobilisation and theycan in turn respond quickly.

Automating Acknowledgement of Call-ups

35. Presently, NSmen are required to acknowledge their NS call-up noticesvia mail or fax. Those who have submitted deferment applications have tocall their respective units to check on the status of their requests. RECORDIII recommends that an Integrated Voice Response System be set up forNSmen to acknowledge call-up notices or check the status of defermentapplications in a quick and convenient manner.

Online Updating of Personal Records

36. To make it more convenient for NSmen to update their personalparticulars, RECORD III suggests that NSmen should be provided withthe means to verify and update their personal particulars via the Internet.At the same time, MINDEF/MHA could work more closely with othergovernment agencies to match data (e.g. marital status, drivingqualifications) and minimise the need for updating by NSmen. NSmenshould also be given access to their individual NS records (e.g. ICTperformed, make up pay amounts, tax relief eligibility) via the Internet.

Online Communication

37. Technology should be fully harnessed to facilitate communication amongNSmen, as well as the dissemination and exchange of information. Forexample, websites or online bulletin boards could be set up to keep NSmenupdated on NS matters. NSmen could form their own mailing lists to keepeach other updated on the latest developments, both within and outside ofICT. Online databases and forums could be created to promote the sharingof best practices among units. IT could also be utilised to facilitatecommunication between NS Key Appointment Holders and their NS units.

[21]NS Pay Administration

Streamlining the Make Up Pay Process

38. Under the Payment Through Employers Scheme (PTES), employerscontinue to pay their employees during their NS training and claimreimbursement of the make up pay from MINDEF/MHA subsequently.There is no disruption to the NSmen’s civilian salary. RECORD III notesthat only a small proportion of employers are currently on the PTES.Employers have expressed concerns about having to bear the onus ofclaiming reimbursement from MINDEF/MHA. RECORD III feels thatthese concerns can be addressed and more employers should beencouraged to go onto the PTES, to enable more NSmen to benefitfrom the streamlined process.

E-filing of Make Up Pay Claims

39. Currently, make up pay claims are submitted via hardcopy claimforms. To enhance service quali ty and efficiency, RECORD II Irecommends introducing electronic filing (e.g. via the Internet) ofmake up pay claims for both employed and self-employed NSmen.In addition, NSmen would be able to update changes of bankaccounts and make enqui r ies on the payment s ta tus on l ine.For self-employed NSmen who claim make up pay based on theirtax returns, an electronic link with the Inland Revenue Authority ofSingapore (IRAS) could be established to obtain the necessaryincome data, subject to the NSmen’s authorisation.

More Frequent Pay Days

40. Pay days for NSmen are currently confined to Fridays and Saturdays.To minimise the waiting time for NS pay (especially when NSmen missthe pay days), RECORD III recommends introducing more frequent paydays spread over the week.

[22]

E. RECOGNISING AND ENHANCINGEMPLOYER SUPPORT

41. Employer support for NS is an important component of Total Defence.RECORD II had noted that employers play a crucial role in motivatingtheir employees to perform their NS duties well. RECORD III agreesthat it is vital for employers to recognise the importance of NS andunde r s tand t he impor tan t ro l e t hey p lay i n To ta l De fence .Greater employer support for NS would alleviate NSmen’s concernsabout being disadvantaged in their civilian careers as a result oftheir NS responsibilities and possible bias towards those who donot have to serve NS.

42. There are presently several programmes that recognise employer supportfor NS. These include the SAF Award for Employers and the TotalDefence Award for Civil Resource Owners. These programmes havebeen well received and should be continued. More companies couldbe encouraged to participate in these awards.

43. While recognising that there are different concerns and challengesfacing the wide spectrum of employers, RECORD III considered variousproposals on giving further recognition to employers. The committeeconcluded that employers would value measures that minimisedisruptions arising from their employees’ NS training.

Minimising Disruptions

44. RECORD III recognises that there is currently a large degree offlexibility in the NS system. Within broad guidelines provided byMINDEF/MHA, NS Commanding Officers are now given a lot ofdiscretion to decide on NS training matters, such as requests for ICTdeferment or time-off during ICT. There are also provisions that allowNSmen to report directly to the training location for overseas exercises.RECORD III feels that continual enhancements to the flexibility andefficiency of the NS system is a meaningful way of recognising andenhancing employer support for NS. For example, this might includetraining young NS commanders to better handle requests and appealsrelated to NS training.

[23]Enhancing Communication

45. RECORD III feels that it is important for MINDEF/MHA, employers andNSmen to work closely together to better understand each other’sconcerns. To enhance communication and understanding, there couldbe more briefings and dialogue sessions between MINDEF/MHA andemployers. The regular employers’ visits to view NS training shouldalso be continued.

F. ENHANCING PUBLICITY AND AWARENESS

46. Surveys have indicated that awareness of some recommendations byprevious RECORD committees was not high among NSmen, althoughthey generally felt that the initiatives were relevant and beneficial afterbeing told about them. MINDEF/MHA should do more to communicatenew measures, schemes and policies arising from RECORD III toNSmen and the public.

Communications Package for NSmen

47. RECORD I I I recommends that an in teres t ing, in format ive andcomprehensive communications package be developed for NSmen toraise their awareness of NS issues and address their concerns andexpectations. The package could include useful information on theroles and responsibilities of NSmen, the NS training system, initiativesthat have been introduced to improve NS training and administration,and measures that give recognition to the contribution of NSmen.

48. The publicity efforts should capitalise on the wide range of media(e.g. brochures, websites, wireless platforms) available. Materialscould also be specifically packaged for NS commanders to brief theirNSmen during ICT.

[24]

1. Total Defence is a national priority. Every Singaporean is responsiblefor safeguarding his family, home and future. In particular, NSmenfrom the SAF, SPF and SCDF play a crucial role in ensuring the securityand stabili ty of Singapore. Through the collective effor ts andcommitment of our NSmen, we have a strong and credible defenceforce that is able to deter potential threats and ensure peace andeconomic growth.

2. Our NSmen deserve recognition and support for their dedication andcommitment to Total Defence. RECORD III’s recommendations seek togive national recognition to the contribution of NSmen and enhancetheir contribution to Total Defence.

3. With the ever changing social, economic and security environments,periodic reviews of the NS administration and training system shouldbe conducted. RECORD III supports RECORD I’s recommendation thatmeasures to recognise and enhance the contribution of NSmen to TotalDefence should be reviewed and improved every 5 to 10 years.

CONCLUSION

[25]

[26]

CHAIRMAN

Mr David T E Lim Minister of State for Defence andInformation and the Arts

MEMBERS

Dr Ong Chit Chung MP for Bukit Timah GRCChairman of GPC for Defenceand Foreign Affairs

Mr R Ravindran MP for Bukit Timah GRCDeputy Chairman of GPC for Defenceand Foreign Affairs

Mr Hawazi Daipi MP for Sembawang GRCChairman of GPC for ManpowerMember of GPC for Defenceand Foreign Affairs

Mr Raymond Lye Hoong Yip Partner, Tay Lye & Ngaw PartnershipChairman, Pasir Ris Elias CCCMember of ACCORD

Spouses of NSmen

Ms Chong Siak Ching President/CEO, Ascendas Pte LtdDeputy Managing DirectorJTC Corporation

Ms Lydia Wong Loo Kuan Executive DirectorKnight Frank Pte Ltd

ANNEX A

RECORD III MEMBERS

[27]SAF NSmen

CPT(NS) Abu Bakar General ManagerBin Mohd Nor Alpine Engineering Pte Ltd

NS Appt: 2IC of an Infantry Battalion

LTC(NS) Gregory Chan Vice President, Overseas Union Bank LtdChairman, Executive Committee ofSAFRA Town Club

NS Appt: Former Deputy Commanderof an Infantry Brigade

2WO(NS) Kalaiarasan Managers/o Kanniyappan Ciba Specialty Chemicals (S) Pte Ltd

NS Appt: Regimental Sergeant Majorof an Infantry Battalion

LTC(NS) Kang Choon Boon Managing Director, BUILDER 19 Pte LtdChairman, Executive Committee ofSAFRA Tampines

NS Appt: Commanding Officer of aCombat Engineer Battalion

CPT(NS) Ong Hoon Meng Managing DirectorIBM Singapore Pte Ltd

NS Appt: Former Specialist Staff Officerof HQ, Army Combat Engineer Group

MAJ(NS) Tan Jim Ko Group Manager (Health Care)3M Singapore Pte Ltd

NS Appt: Commanding Officer of anArmour Battalion

MAJ(NS) Yu Shi Ming Associate ProfessorSchool of Design and Environment, NUS

NS Appt: Commanding Officer of aGuards Battalion

[28]Police NSman

ASP(NS) Joel Lee Mun Kin ManagerLife Sciences Strategic Business UnitNanyang Polytechnic

NS Appt: Commanding Officer of aNeighbourhood Police Centre

SCDF NSman

CPT(NS) Lee Chee Peng Partner, Co-Design ArchitectsChairman, Executive Committee ofCDANS Townclub

NS Appt: Former Company Commanderof a HQ Construction Unit

OFFICIALS IN ATTENDANCE

Mr Peter Chan Permanent Secretary (Home Affairs)(till 30 Sep 2000)

Mr Tan Guong Ching Permanent Secretary (Home Affairs)(from 1 Oct 2000)

Mr Peter Ho Permanent Secretary (Defence)

Mr Lim Soo Ping Deputy Secretary (Policy)Public Service Division

Mr Tan Kee Yong Deputy Secretary (Administration)Ministry of Defence

BG Tay Lim Heng Commander, 6 Division/Director National Service AffairsMinistry of Defence

Mr Chan Yeng Kit Director ManpowerMinistry of Defence

COL Chin Phei Chen Head, Joint Manpower DepartmentMinistry of Defence

[29]COL Goh Kee Nguan Assistant Chief of General Staff (Training)

Ministry of Defence

Mr Tan Kee Boo General ManagerSAFRA

LTC Yeo Hwa Leng Commanding OfficerNational Service Personnel CentreMinistry of Defence(till 14 Nov 2000)

LTC Wee Chye Seng Commanding OfficerNational Service Personnel CentreMinistry of Defence(from 15 Nov 2000)

SECRETARY

Mr Han Neng Hsiu Departmental Manager (NS Policy)Ministry of Defence

[30]ANNEX B

SUMMARY OF EXIT CONTROL MEASURES

A summary of the current exit control measures for Singaporean males and thechanges proposed by RECORD III is provided below:

Current Proposed

Passport Validity

Between 11 and 16 12

years old• 9 months or till age of

16 12, whichever is earlier.

• 2 years or till age of 16 12,

whichever is earlier.

16 12 years old and

above, who haveyet to enlist forfull-time NS

• Length of overseas trip +6 months.

• Up to total of 9 months.

• 1 year.

NSFs • Length of overseas trip +6 months.

• Up to total of 9 months.

• Full 10 years.

Exit Permit (EP)

16 12 years old and

above, who haveyet to enlist forfull-time NS

• EP required whenever theytravel overseas, and validfor length of trip.

• EP required only foroverseas travel of morethan 3 months.

Types of EP • Several types, rangingfrom single tomultiple-trip EPs.

• Standardisedmultiple-trip EP.

EP Application • EP application via mail,facsimile, internet, or atEP offices.

• Issue of EPs via mail or atEP offices.

• Technology should beharnessed to make it moreconvenient to apply for orextend EPs — e.g. onlineapplication and electronicissue of EPs.

Bond Requirements

11 years old andabove, who haveyet to enlist forfull-time NS

• Monetary bond has to befurnished to go overseasfor extended periods,i.e. beyond the standardpassport or EP validity.

• Bond by deed for those whoaccompany their parents onoverseas employment.

• Monetary bond has to befurnished for those who gooverseas for other reasons.

[31]ANNEX C

GLOSSARY

Explanation of Terms

• High-key NS Training NS training that lasts for 7 days or more.

• Low-key NS Training NS training that lasts for less than7 days.

• NS Brigade S3 Officer in charge of operational andtraining matters in the NS Brigade.

• NS Command Appointment Battalion 2IC, Company Commanderand Company Sergeant Majorappointments, including theirequivalents in the Air Force and Navy.They are eligible for the NS CommandAllowance.

• NS Key Appointment Brigade Commander, Brigade 2IC,Division Deputy Staff Officer, BrigadePrincipal Staff Officer, BattalionCommander and Regimental SergeantMajor appointments, including theirequivalents in the Air Force and Navy.They are eligible for the NS KeyAppointment Holder Allowance.

Abbreviations

• CCA Co-curricular activity (in schools)

• CDANS Civil Defence Association for NSmen

• ICT In-camp training

• IHL Institute of Higher Learning (whichincludes universities and polytechnics)

[32]• IPPT Individual Physical Proficiency Test

• IRAS Inland Revenue Authority of Singapore

• MHA Ministry of Home Affairs

• MINDEF Ministry of Defence

• MOE Ministry of Education

• NSF Full-time National Serviceman

• NSman Operationally Ready National Serviceman

• PTES Payment Through Employers Scheme

• ROVERS National Servicemen on VoluntaryExtended National Service

• SAF Singapore Armed Forces

• SAFRA SAFRA National Service Association

• SCDF Singapore Civil Defence Force

• SPF Singapore Police Force

• SPANS Singapore Police Association for NSmen

[33]ANNEX D

ACKNOWLEDGEMENTS

1. The RECORD III Committee would like to thank officials from the followingorganisations for their contributions:

a. Ministry of Defence;

b. Ministry of Education;

c. Ministry of Home Affairs; and

d. SAFRA National Service Association.

2. The committee appreciates the contributions of NSmen from the followingunits that participated in the focus group discussions:

a. SAF NSmen 593 SIR and 205 SA

b. Police NSmen ‘C’, ‘D’, ‘F’ & ‘J’ Divisions, Special OperationsCommand and Police Coast Guard

c. SCDF NSmen Transport Battalion and 33rd Rescue Battalion

3. The committee also wishes to thank the many NSmen and members of thepublic who contributed their suggestions, views and feedback.