13.4 In terms of governance over Service personnel issues, we believe that Defence needs to continue to strike a balance between the Services' responsibility for managing their people and manpower planning, and the need for effective corporate policy. In order to ensure compliance within a common framework and legal requirements and appropriate standardisation, Head Office should continue to set personnel policy, including Terms and Conditions of Service and remuneration. Our work identified that there is scope for further simplification and harmonisation and more consistent application of policies and procedures between the Services, for example the creation of standard military and civilian career fields, competencies and job specifications. However, within this corporate framework, we believe that the single Services should remain responsible for manning, career management (subject to the reforms to the senior career management model set out in the paragraphs below) and manpower planning. This reflects the importance of people to integrated capability generation in the Services and the greater freedom under our proposed model for Service Chiefs to trade between different types of manpower (regular, reserve, MOD civil servant and contractor) to deliver the most effective and efficient workforce mix.