Education, retraining and job opportunities for EVERYBODY in the Armed Forces
The resettlement magazine
Build for the future
IN THIS ISSUE BUILDING TRADES FRANCHISING HUMAN RESOURCES LICENSED HOSPITALITY PROJECT MANAGEMENT RENEWABLES
The only monthly resettlement magazine distributed to all MoD Units by BFPO under contract
April 2015 ISSUE 194
www.gastectraining.co.uk Gastec has more than 1 years experience in the resettlement training of MoD Service Leavers, with over successfully trained students now working within the industry. Other providers promise - we deliver!
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Contents
Quest IT’S SPRING AND the April issue of Quest has sprung! As befits this blossoming time of year, this edition aims to nurture the new shoots of your next career by focusing on our usual array of different sectors. This time our spotlight falls on the building trades – along with the closely related, and growing, field of renewables – as well as project management, franchising and the hospitality trade, and a brief look at the word of HR. We also take a look at the benefits of distance learning, which enables you to add to your qualifications – wherever in the world you are. Next up, regular contributor Keith Turnbull has the lowdown on recruitment agencies and internet-based job boards, while – last but not least – we highlight the benefits of being a Reservist. So turn the page and prepare to cultivate your new career this spring!
APRIL 2015 ISSUE 194
6PAGE 22
6PAGE 28
HUMAN RESOURCES
BUILDING TRADES
6PAGE 36
6PAGE 38
RENEWABLES
PROJECT MANAGEMENT
6PAGE 42
LICENSED HOSPITALITY
6PAGE 62 FRANCHISING
REGULARS Lynn Brown Editor
In-depth articles on all the career areas covered by Quest throughout the year are always available on our website: visit www.questonline.co.uk and click on ‘Careers A–Z’ for the full list.
04 Resettlement round-up News, training course info and first-hand reports to support your transition 48 Factfile – your guide to a better future Complicated rules and regulations, compressed and explained 60 Career Transition Partnership courses and events 64 Job opportunities
FEATURES 24 The Reserve Forces 27 Searching in the ‘visible’ market 46 Distance learning
Quest is the number one magazine for education, retraining and job opportunities for all people in the Armed Forces, MoD civil servants and their families throughout the world. We are dedicated to achieving and maintaining excellence in these fields, and are determined to bring to you, our readers, the latest and the best information in these areas. You can help us by reading this magazine yourself, passing it to anyone you know who might want to use it, and by sending us your feedback about how we could serve you better. April 2015 / www.questonline.co.uk
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Resettlement round-up
RESETTLEMENT ROUND-UP
News, training course info and first-hand reports to support your transition Ubi-Tech Industry Technology Awareness Event, 5 March 2015
Quest Quest and the Quest logo are registered trade marks of Bulldog Publishing Limited Unit B4, Beech House, Melbourn Science Park, Melbourn, Herts SG8 6HB Telephone: 01763 268120 Email: info@questonline.co.uk www.questonline.co.uk EDITOR Lynn Brown MANAGING DIRECTOR Bruce Hodge ADVERTISING SALES MANAGER David Lidbury Account Managers Simon Blaaser Tony Heathfield Kate Horner Brian Tolworthy DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com
total of 150 exhibitors, guest speakers and Armed Forces delegates attended the inaugural telecommunications Industry Technology Awareness Event organised by Ubi‐ Tech (3R) Limited, an ELCAS‐approved resettlement training provider. The event was held at the prestigious country estate of the Marquis of Hertford, Ragley Hall in the Warwickshire countryside. The show presented a mixture of major telecoms employers, such as Ericsson, BT, Obelisk and the BBC, some keynote speakers from industry and university research facilities, and of course, most importantly, the Armed Forces delegates who are considering that life‐changing decision to leave the Services and to start a new career. For these delegates the event was free of charge. The opening address was given by Falklands veteran Simon Weston OBE, and this proved to be both inspirational and motivational for all. It was a unique occasion as it offered something for everybody: for the employers an opportunity to have direct contact with Armed Forces leavers, and to find out for themselves the incredible quality and calibre and talents of those who serve our country; for the delegates they were able to get a great insight into the telecoms industry and its many and varied facets, job roles and career streams, and of course a chance to impress potential employers; the magnificent, respected and stellar cast of speakers kept the audience enthralled and spellbound with their unrivalled insights into the future of the industry; and of course it was a
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www.questonline.co.uk / April 2015
great event for companies, delegates and speakers to network and to establish relationships. When we first decided to put this event together we really had no idea how it would go; nobody has done anything like this before and we realised that we were in the realms of an entirely new and different type of show. I am pleased to say that the feedback we have had is overwhelmingly positive from all concerned. In short it has been an overwhelming success and the unanimous verdict is that we must repeat the event next year – in fact, the planning has already started! Some Service leavers were offered interviews on the day and we are aware that some offers of employment have resulted. How fantastic is that?! The types of career that our students enjoy are technical consultant, project manager, network designer, field engineer, RF surveyor and planner, and global instructor. So successful was the day that it is now an annual event; we look forward to seeing you in 2016. If you would like an early invitation, then either ‘Like’ us on Facebook at www.facebook.com/UbiTechLimited or subscribe via our website: www.ubi‐tech.co.uk Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk Web: www.ubi‐tech.co.uk See the advertisement on page 11
DIRECTORS Peter Threlfall (Chairman) Bruce Hodge (Managing) Roger Dalzell Every effort has been made to ensure accuracy of information at the time of going to press. The Publishers can take no responsibility for inaccuracies due to changes after that date, nor can they accept responsibility for loss occasioned to any person acting or refraining from action as a result of any material in this publication. Whilst every care is taken with artwork or film supplies, the Publishers cannot be held responsible for any loss or damage. The opinions expressed are those of the individual authors and not necessarily of the Publishers. All advertisements are accepted only on the grounds that they comply with the terms of the Trade Descriptions Act 1968 and all other relevant legislation. Inclusion of an advertisement cannot be construed as an endorsement for the advertiser or the product by the Publishers, their employees or agents. The Publishers cannot accept responsibility for any transaction between readers and advertisers. © All rights reserved. Not to be resold, lent, hired-out or otherwise reproduced or transmitted in any form or by any means without the prior permission of the Publisher.
Quest and Bulldog Publishing Limited are registered under the Data Protection Act (1984) registration number PX4096798
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The logistics sector needs you! Did you know, the UK is currently facing a 45,000 shortfall of LGV drivers?* TIR can put you on the road to a new career in this exciting industry. • • • • • • •
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5 April 2015 / www.questonline.co.uk
Resettlement round-up
I DID IT!
CTP events 2015
Name: Steve Heyworth Final rank: Sergeant Years served: 19 Course: Defensive Driving Trainer
Network with potential employers and take the next step towards your new career
ormer Royal Marine Commando Sgt Steve Heyworth completed 19 years’ service in two operational commando units, a spell on board an amphibious assault ship and a number of years in training units as an instructor. As Steve had long been an enthusiastic driver and motorcyclist, it is perhaps no surprise that he would choose to specialise in defensive and advanced driving training on his return to civvy street. Steve told us that his Defensive Driving Trainer training course with Bespoke Driver Training helped him ‘better understand the commercial marketplace for qualified driver training in civvy street, and helped me to build a reputation and network that has culminated in establishing my own successful specialist driver training business’. Steve now enjoys working both in the UK and abroad, delivering courses not only in defensive driving but also 4x4 off‐roading and other specialist driving skills. Steve told us he now splits his time between managing his own client base as well as delivering training on behalf of other companies as a subcontractor. Talking about his experience of Bespoke Driver Training and his career as a driving trainer, Steve says, ‘My military life enabled me to travel, explore other countries and cultures, and has played a significant part in helping me to gain regular work abroad as a driving trainer. I enjoy the freedom of self‐employment and subcontracting for other training companies, including Bespoke. In fact, Bespoke has provided me with a great deal of work since I first trained with them, and still does.’ Steve goes on to encourage others to follow in his tyre tracks, highlighting the plentiful opportunities to secure driver training work abroad, especially in the oil and gas industries.
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Get in touch Tel: 01905 887 884 email: mk@bespokedrivertraining.co.uk Web: www.bespokedrivertraining.co.uk
he Career Transition Partnership (CTP) offers a range of employment fairs, industry awareness events and company presentations throughout the year. These events offer Service leavers the opportunity to meet employers specifically seeking their skills and qualities, along with the chance to research a particular industry or employer, find out more about current or future job vacancies, and
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determine any training requirements. Details of forthcoming employment fairs and industry awareness events can be found below. Additionally, the CTP regularly hosts recruitment presentations from companies with multiple job vacancies, either at Regional Resettlement Centres or company premises; visit www.ctp.org.uk/events for full details. All events are free to attend and are open to Service leavers at any point of the resettlement process.
Employment fairs Event
Date
Venue
East Midlands
9 April
Lincolnshire Showground
Scotland
14 May
Dewars Centre, Perth
South‐west
18 June
University of the West of England, Bristol
East of England
16 July
Newmarket Racecourse
North‐west/West Midlands
10 September
Manchester Central Convention Complex
Industry awareness events Industry
Date
Venue
Finance & consulting
23 April
RRC Northolt, Ruislip
UK & Germany
28 April
Gymnasium, Hammersmith Barracks, Herford, Germany
IT & telecoms
29 May
The Bell, St Omer Barracks, Aldershot
Renewables/offshore
11 June
Catch Facility, Grimsby
Transport & logistics (including rail)
25 June
Catterick
Engineering
2 July
Cottesmore
Nuclear
24 July
Plymouth
Transport & logistics
8 September
19 Regt RA/1 RHA Training Wing, Jellalabad Barracks, Tidworth
Management (including facilities management/ health & safety)
30 September
19 Regt RA/1 RHA Training Wing, Jellalabad Barracks, Tidworth
Call the central bookings team today on 0203 162 4410 for further information and to book your place.
Interact with Quest ! You can follow and link up with Quest on social media, too. We’d love to have you on board! Join, network, comment and post your own discussions. Here’s all the information you need:
Twitter @questmagazine
LinkedIn Quest Magazine Group: http://www.linkedin.com/groups/quest Quest Magazine Company: http://www.linkedin.com/company/quest Quest Magazine Profile: http://www.linkedin.com/pub/quest-magazine Website www.questonline.co.uk
Facebook https://www.facebook.com/questmagazine
6 www.questonline.co.uk / April 2015
300
EX-MILITARY & RESERVIST LGV DRIVERS WANTED
No Commercial LGV Experience – No Problem. Pertemps Driving is recruiting 300+ ex-Armed Forces & Reservist LGV drivers to join our professional driving team at 85 locations throughout the UK. We offer a competitive package – our LGV C+E drivers earn between £25-30kpa on average, along with good benefits, Periodic CPC modules as well as opportunities to obtain free licence upgrades. Pertemps Driving provides FREE 1 or 2 day Commercial LGV C and C + E Familiarisation Training for Service Leavers & Reserves that gives civilian LGV driving experience and a guaranteed LGV job.
We offer permanent, flexible and temporary employment – to best suit you - and have hundreds of LGV vacancies throughout the UK including; O O O O O O
Manchester - Liverpool Liverp Leeds - Sheffield Derby - Notts Leicester - Coventry Rugby - Northampton Bicester - Oxford
O O O O O
Pertemps Pertemps is an equal opportunities employer
London - Basingstoke - Essex Swindon - Reading Bristol - South W West est Salisbury - Southampton Scotland
08 0800 00 32 0 728 032 0728
w www.pertemps.co.uk ww.pertemps.co.uk
Resettlement round-up
CORPORATE COVENANT
National company supports gas trainees
Logistics firm shows support for Service leavers
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eading independent mail, parcels and logistics end‐to‐end network operator, DX, has signed the Armed Forces Corporate Covenant as part of its commitment to hire heroes into the workforce. It is one of the first logistics companies to sign this official covenant. The charity Hire a Hero supports Service leavers and veterans in making the successful transition to civilian life. Hire a Hero staff, mentors and volunteers support former members of the Armed Forces in the transition period, helping them secure jobs in their desired field. Its commitment to Hire a Hero serves to complement DX’s ongoing support of Scotty’s Little Soldiers, which is dedicated to supporting the children of men and women killed while serving in the British Armed Forces. Talking about the news, chief executive Petar Cvetkovic says, ‘We’re thrilled to announce this new partnership, which will bring highly trained individuals into our business while supporting those that have served our country. The partnership will benefit our existing employees and the performance of the business overall. DX shares many goals and ideals with the Armed Forces; it is our daily mission to deliver great service through our people. We’ll be supporting Hire a Hero through employing as many ex‐Service men and women as possible, as well as offering help with CV writing, interview coaching, work placements and career counselling.’
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8 www.questonline.co.uk / April 2015
H Jones (part of British Gas), the Manchester‐ based social housing service and repair experts, have embraced Brookhouse Training Centre’s Work Placement Scheme by mentoring the Centre’s latest new entrants into the industry. Two Brookhouse candidates, Thomas Mayo and Adam Thompson, undertook a 30‐day work placement within the Gas Maintenance Team to help them complete a portfolio of evidence towards their final gas exams. Thomas and Adam worked with the PH Jones team servicing and repairing gas boilers in Greater Manchester to achieve greater energy efficiencies and performance for the tenants of Your Housing Group. Roy Parsk, Work Placement Officer at Brookhouse Training, says: ‘We’re very grateful to the Your Housing Group for orchestrating this opportunity with PH Jones. Despite the gruelling work schedule, Thomas and Adam both really appreciated the way PH Jones employees and managers helped them. They now have completed portfolios and are ready to undertake their ACS assessments ready for the next phase of moving into employment.’
Terry Bowler, Gas Operations Manager at PH Jones, adds: ‘We were happy to pledge our support and help Thomas and Adam complete this essential piece of training. We have thoroughly enjoyed the experience and hope to continue working with Brookhouse Training in the future.’ Brookhouse Training is the UK’s leading gas, plumbing training and assessment specialist, offering practical learning from within a bespoke state‐of‐the‐art training centre based in Cleckheaton, West Yorkshire. It is the UK’s only training company to have been granted Gold Status by the sector skills council, Energy & Utility Skills (EU Skills), for its Managed Learning Programme (MLP) in gas training. Get in touch Tel: 01924 609529 or 07946 508697 email: colette@chewpr.com Web: www.brookhousetraining.com See the advertisement on page 67
I DID IT! Name: Kiran Rai Career: Class 1 HGV Driver, Class 2 Electrician in the Army Reserve Years served: 6 Current role: Pertemps HGV driver, MoD (Reserve) aving served for the Queen’s Gurkha Signals for more than six years, personal circumstances meant I unfortunately had to leave the Army in 2014. It was unexpected news, but I kept calm and began planning for civilian life. I had my full Class 1 licence from the Army but didn’t have that much experience in driving an articulated truck. I therefore decided to use my resettlement money to undertake a familiarisation course. Even though I had a full Class 1 licence, I started driving Class 2 vehicles for various agencies to improve my confidence on the road. While doing so, I heard about Pertemps, and was surprised and delighted to hear about the free training programme it runs for LGV drivers with no commercial experience, like me. It was through Pertemps that I had my first commercial Class 1 driving experience. I will always thank them for this opportunity. Nowadays, I drive Class 1 HGVs for Pertemps at Daventry. The working time is very flexible and shifts vary from 8 to 15 hours a day. I always knew that leaving the Army after so long was never going to be easy so I decided to transfer into the Reserve Army while still in the Regular Army. I would encourage other ex‐Regulars to think about commercial driving as a new career,
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or joining the Reserves. Being a self‐ employed driver can be challenging at times but the rewards are far greater, with flexibility that allows you time to train with the Reserves. Becoming a self‐employed driver is a fantastic option if you really want to progress your Reserve Army career, as it will give you the freedom to do the various courses, and go on exercises, adventure training and other military events. I have had a really great experience with Pertemps and will always be thankful to them for helping me jump from a Class 2 to Class 1 driving job. I would also like to thank Pertemps for helping out all Service personnel who want a commercial driving career on civvy street. Get in touch Tel: 0800 0320728 Web: www.pertemps.co.uk See the advertisement on page 7
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Resettlement round-up
Effective training for military leavers
Construction skills shortage drives up wages … but which trade earns the most?
Jim McGovern, Operations Director at Embrion and former Royal Marine
any recognise Embrion as a leading training and consultancy provider to safety‐critical industries such as oil and gas, construction and civil engineering. What many don’t realise is that, unlike conventional courses, Embrion training goes further, providing military leavers with training that is specifically tailored to make the most of their military skills and knowledge – delivered by military experienced instructors that understand the needs of both military leavers and these high‐value industries. This starts with a course leader who has more than 30 years’ experience in delivering industry‐leading courses to meet the needs of the world largest safety‐critical companies. Supporting this is a team of 2nd instructors, each with extensive military background – in fact more than 80% of the Embrion team are ex‐ military and this mindset has been part of Embrion’s philosophy for years. Whether management coaching, safety leadership or lean Six‐Sigma, all courses are designed to take someone with zero knowledge, ensuring that incorrect assumptions are not made and that everyone receives the strongest foundations of knowledge. This is further supported by training mentors who provide the tailored support that ensures the highest success rates – Embrion pass rates are among the highest across the industry. Learning is also flexible, focusing on each individual’s needs and aims, ensuring they make the most of not only their past training, experience and learning style, but also ELCAS funding. This support even extends into course management, with all administration at Embrion conducted by a team with a firm understanding of ELCAS, to ensure the very best outcomes from this important funding. Furthermore, training from Embrion is discounted for those using ELCAS funding, with many courses also carrying Certification by the Institute of Leadership and Management (ILM), adding significant commercial value for those trained by Embrion.
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Get in touch email: candy.maguire@embrion.co.uk Web: www.embrion.co.uk
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See the advertisement on page 40
www.questonline.co.uk / April 2015
t the start of 2015 there have been numerous reports that UK construction sector growth is now being hampered by a shortage of skilled labour. Many companies are unable to tender for new projects simply because they do not have the capacity to fulfil the projects should they win. The recession has had a major impact on the construction industry. When the recession hit in 2008 many tradesmen were laid off by house builders. Many of those took early retirement, have simply left the country for pastures new or found a new profession. However, the economic recovery has seen demand rise steeply, while the number of workers completing trade‐related apprenticeships remains inadequately low. ‘There is no question that we are facing a skills shortage in the sector,’ says John Tutte, chief executive of house builder Redrow. ‘We can’t get away from the fact we have an ageing workforce, lack of broad investment in education and vocational training, as well as a cultural hangover.’ Trade Skills 4U recently published its annual salary survey, which is based on data from the Office of National Statistics. The survey showed that electricians still earn the most, with an average salary of £30,175 which has increased by 4.5% over the past two years. Plumbers come in second, however their salaries rose by only 1.39% over the same period, meaning that a sparky now earns on average around £2,000 more than a plumber. ‘We are certainly seeing double‐digit percentage wage inflation for certain trades, such as bricklayers and electricians,’ says Duncan Bullimore, a director at Hays Construction, a recruitment agency.
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Tilers and carpenters also saw large increases in average salaries but still earn around 25K per annum. Plumbers and electricians will generally always earn the most since the industries are heavily regulated for health and safety reasons, making it harder to train and break in to. The data above is for salaries, but when it comes to hourly rates this is much harder to measure and gauge. Generally, most electricians charge between £25 and £50 per hour, and many won’t even charge by the hour but may end up charging by the day or a fixed price for a complete job. The disparity in the industry is that those who go it alone and are self‐employed earn much more than those who work on an employed basis. However, what you must remember is that if you are self‐employed you have other costs to consider, such as your registration on a competent persons scheme, tools, van, costs of quoting and business insurance. It is still realistic for an electrician or domestic installer to earn between £200 and £300 per day carrying out house rewires and domestic work, especially in the south‐east. Trade Skills 4U is the UK’s number‐ one provider of electrical training courses. It delivers the widest range of courses from its state‐of‐the‐art training centres based in Gatwick, London and Warrington. A huge number of courses are ELC accredited, and you can train as a domestic or commercial electrician with them. Get in touch Tel: 0800 856 4448 Web: www.tradeskills4u.co.uk See the advertisement on page 32
APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME
E LC
PROVIDER NUMBER
6079
Resettlement round-up
CHARITY NEWS Military charity announces grand prize draw lesma, The Limbless Veterans has launched a grand prize draw as part of national fundraising initiative ‘Blesma Week’. A book of five tickets costs £5, with the first prize being £1,000 courtesy of Irwin Mitchell LLP. Second prize is £500 courtesy of Hampden Agencies Ltd. Third prize is £250 sponsored by RSLSteeper, while fourth prize is an Olympus VH‐520 camera courtesy of Olympus KeyMed. The closing date for the entries is 17 June, with the winning ticket being drawn on 30 June. Blesma Week is Blesma’s annual week of fundraising and awareness‐ raising activities over the first week of June to support injured veterans. Everyone is encouraged to participate, from hosting a barbeque, quiz night or cake sale to taking part in the 3 Peaks Challenge. Head of Fundraising Barbara Warner says: ‘We are delighted to launch our first Blesma grand prize draw. It’s a great opportunity to support Blesma and potentially win a fantastic prize. We are very grateful to all our prize sponsors for their generosity, and best of luck to everyone who takes part!’ To request ticket books or for a Blesma Week fundraising pack, contact the fundraising team by emailing fundraising@blesma.org or call 0208 590 1124.For more information on the draw and Blesma Week, visit http://blesma.org/get‐ involved/blesma‐week‐2015/
WE DID IT!
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Name: Mark Salisbury Final rank: Lance Corporal Years served: 11 Course: 5‐week Multi Trades
All of the tips given were a great help, which saves you lots of time and money! A great course, great instructors and venue. I would recommend it highly to any Service personnel leaving the Armed Forces.
have been serving in the infantry for 11 years now, but due to an injury I have been given medical discharge. I decided to attend a 5‐week Multi Trades course at UK Trades Training, which included tiling, plastering and plumbing, using my ELC and resettlement allowance, which meant it didn’t cost me anything. Before attending the course I was apprehensive and nervous about leaving the Forces after serving for so long, but now I’m looking forward to what the future holds. My plan is to start up and run my own tiling business. I’m looking forward to a fresh start with my new change of career. I would definitely recommend UK Trades Training to anyone leaving the Forces and wanting to go down the property maintenance or construction route. I now have new skills for life, all thanks to the team at UK Trades Training.
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Name: Robert Smith Final rank: Staff Sergeant Course: 5‐week Multi Trades Having little to no knowledge of plumbing, plastering and tiling, it was great to learn from true professional tradesmen with years of experience. Over the two‐week plumbing course I built up my knowledge and confidence, and I’m now keen to start my own projects at home and have the understanding to go into business should I wish to. No question was left unanswered and time was spent explaining in detail each process we practised.
Name: Stuart Shepherd Final rank: WO1 Course: 5‐week Multi Trades From my initial enquiry right up to my last day, the 5‐week Multi Trades course with UK Trades Training was an excellent experience for me. Booking the course was done with great ease as the staff catered for all of my needs, and the paperwork supplied was extremely useful, covering everything from how to submit the ELC claim to details of the location, with names and addresses of local accommodation. I chose the 5‐week Multi Trades course as I have a lot of improvements to do on my own home. The instruction was first‐class on all of the courses. All of the tutors were keen to share their extensive knowledge and experience with us. The course has given me great confidence. It is not only going to benefit me in working on my own home, but also has given me another option for the future in setting up my own business offering tiling, plastering and plumbing, or going down the property development route. Many thanks to everyone at UK Trades Training – ELC well spent! Get in touch Tel: 0191 427 4591 email: info@uktradestraining.co.uk Web: www.uktradestraining.co.uk See the advertisement on page 31
Safe departures take more than pilots; train to become an
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www.questonline.co.uk / April 2015
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13 April 2015 / www.questonline.co.uk
Resettlement round-up
I DID IT! Name: Mark Ward‐Wilkinson Years served: 34 Course: RBLI LifeWorks course After nearly 34 years’ service in the Forces, in 2014 I learned I was to be made redundant as my post was being cut from early 2015. I was in a state of shock, I was worried and I was especially concerned about my future out of uniform. I had served 24 years in the Regular Army and a further 10 years as NRPS at an Army Reserve Centre. I found out about the RBLI LifeWorks course and gained a place. As I arrived on my first day I was apprehensive, but I was soon put at ease by the highly committed staff. I went from knowing very little about the world outside the military, the civilian job market and CV writing to knowing about all the support that was available to me in places I would never have dreamed of looking. I have been on many military and civilian courses, but I’ve never before met a group of committed people who work so hard to pass on their knowledge to everyone who attends their courses. At the moment, RBLI’s LifeWorks course is not widely known – this must change, as the course could be extremely helpful to many ex‐ Service personnel, especially with the team’s continued support always at hand. I was privileged to attend such a welcoming course, enhanced by the knowledge, expertise and experience of the LifeWorks course leaders and coaches. I am sincerely grateful to the team, who have given me the confidence, knowledge and support I needed. It has taken me a long way on the road to being successful in whatever area I choose. I have met people on this course that I will stay in touch with, and the other delegates and I will undoubtedly offer and seek advice from one another. I am positive that we will become very good friends. I would recommend LifeWorks to any ex‐ military personnel, no matter what stage in their life they are at and no matter how long it has been since they left the Services. Get in touch, seek advice and apply for the course. Only good things will result from your attendance, and I guarantee that the positive outlook you will depart with will change your attitude and expectations, allowing you to become successful. For more information and free support and advice, follow @RBLI_LW on Twitter or like RBLI LifeWorks on Facebook. Get in touch Tel: 0800 319 6844 email: Lifeworks@rbli.co.uk Web: www.rbli.co.uk/employment_ solutions/lifeworks/?gclid=CNDzm8inl8MCFU Ri2wodK3gAfA
14 www.questonline.co.uk / April 2015
A career in information technology and education The IT industry offers an immensely diverse range of career opportunities hatever your length of service, leaving the Forces and the transition into civilian life and deciding on what course to do can often be very daunting. Through the training division at Open I.T, we will assist you every step of the way. Open I.T is a UK learning centre that helps thousands of jobseekers, working professionals and Service personnel into IT training programmes every year. The most common issue raised among training providers is that skills learned often don’t prepare you for the outside world nor how to build a career from your newly gained qualification. Open I.T recognises these issues, so offers hands‐on blended learning solutions, interview techniques and soft skills training, which upon course completion will help individuals with job placements by involving and introducing recruitment agencies. Open I.T recognises that, in these uncertain times, it is more important than ever that you continue to develop your technical skills in order to keep your career moving forward, by offering a comprehensive range of IT training programmes to a wide variety of individuals across all sectors. Open I.T is constantly adapting to changes within a rapidly moving industry providing market‐ leading and advanced e‐learning training and a passion for educational development. Open I.T understands that certifications and experience are of paramount importance in determining a candidate’s employability, so we tailor‐ make training programmes to provide both. Strong ties have been established with Hays Recruitment, and training solutions are provided to schools, colleges, Barclays Corporation, the Armed Forces, the NHS and governmental departments, including the Department of Work and Pensions, where we help thousands of people get back into work every year. Each student is given our undivided attention, commitment and support in helping them with job placements, with the aim of securing employment and a successful career within a highly desired industry.
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With more than 18 years’ experience, Open I.T is a market leader within its field of IT training and offers ‘best of breed’ IT learning solutions specialising in online and classroom‐based training with bespoke packages for those currently serving in the Forces and ex‐Service personnel alike. Open I.T has placed students into academic and professional roles such as IT engineering, IT administration, telecommunications, programming, teaching and education, IT networking, IT security, project management, business marketing, web design and many more. We work with the MoD to provide resettlement training and accreditation on behalf of all major vendors, such as Microsoft, Cisco and CompTIA, covering industry‐ recognised professional courses and certifications such as the MCSE, MCSA, CCNA, CCNP, CCIE, CompTIA A+, CompTIA Security+, ITIL, Prince2, CEH (Certified Ethical Hacker), social media for businesses and web design, to name but a few. A career in IT, teaching or management If you would like a career in: ● server infrastructure, mainframes and networking ● IT technical/desktop support ● programming or web developer ● counter‐hacking and security ● data centre and database professional ● machine virtualisation and cloud professional ● IT field engineering ● IT communications ● teaching and mentoring ● business marketing and management or if you’re looking to start your own IT business, we have the courses, experience and technical know‐how to get you into a new career. We guarantee to find the right training programme and certification for you. For full course listings, information and prices, please contact our reliable and helpful, but friendly, resettlement training staff (see contact details below). They are highly experienced in the ELC claims process, and can offer free support and career guidance on your new journey. Get in touch Tel: 0800 599 99 98 or 01279 621 750 email: resettlement@openittraining.com Web: www.openittraining.com/elc See the advertisement on page 13
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Military Scholarships at Durham University Durham University is proud to award undergraduate scholarships designed to support an individual who has been injured, wounded, or sick as a direct result of military service, or a member of their immediate family. The University appreciates that British military personnel and their families can pay an enormous price in the service of their country, and a subsequent return to civilian life can be extremely challenging. A Durham degree XPVME CF B WBMVBCMF TUFQ JO UIBU QSPDFTT FOBCMJOH JOEJWJEVBMT UP FOKPZ UIF CFOFmUT PG B XPSME DMBTT FEVDBUJPO JO pursuing new opportunities. Military Scholars will become members of St. Cuthbert’s Society, one of the University’s oldest student communities, which has an extensive military heritage. The College offers students pastoral support and the opportunity to engage in a wide range of social, sporting and scholarly activities. Private Tom Wilde, one of the two inaugural scholars, was serving in Afghanistan when an explosion shattered his leg. He successfully graduated in 2014, and commented, “I thought my life was over but a Scholarship at Durham University has transformed my life�. The deadline for applications is 15 May 2015 for study commencing in the academic year 2015/16. Further information can be found via:
Web: www.dur.ac.uk/military Email: scholarships.advice@durham.ac.uk Phone: 0191 334 6395 Durham University would like to express its sincere gratitude to alumnus Paddy Walker, Walking with the Wounded, ABF the Soldiers’ Charity, the Stuart Halbert Foundation, and the 3Ts Charitable Trust for their generous support.
April 2015 / www.questonline.co.uk
15
Resettlement round-up
Driver shortage fuels demand for LGV drivers he UK is currently facing a shortage of between 50,000 and 60,000 lorry drivers. According to the Freight Transport Association, wages are also rising as companies compete to hire drivers. If you are thinking of a career as a lorry driver, then you will need a Category C licence. In this helpful guide, Karl White, of LGV training specialists TIR Training, outlines the six‐step process to getting that licence.
Have a medical – to apply for a provisional lorry licence, you need to get a medical report form filled in by a doctor. 2. Apply for a provisional licence – once you have passed your medical, you can apply for your provisional LGV licence with the DVLA. 3. Take your theory test – if you passed your car driving test before 1997, you have to do two theory tests: hazard perception and multiple choice. If you passed after 1997, you have to complete hazard perception, multiple‐choice and Driver Certificate of Professional Competence module 2. 4. Start your driving lessons – every learner is different, but we typically recommend four half‐day lessons before you take your test. 5. Take your test – the test lasts about an hour and includes vehicle safety questions, practical road driving and off‐road exercises.
6. Get your Driver CPC – to drive commercially, you have to complete the Driver Certificate of Professional Competence initial qualification to get your Driver Qualification Card (DQC). To maintain your Driver CPC qualification, you’ll need to do 35 hours of training every five years. Congratulations … You can now drive vehicles over 3,500 kg (with a trailer up to 750 kg). You can also apply for your Category C+E licence to become an articulated lorry driver. TIR Training offers a range of MoD‐ approved training packages that qualify for funding under the Enhanced Learning Credits or Standard Learning Credits schemes. Get in touch Tel: 01482 213 113 Web: www.tirtraining.co.uk See the advertisement on page 5
CSR expert appointed to support the OA’s regional outreach ophia Koniarska (pictured) has been appointed Regional Business Development Manager (West) for the Officers’ Association’s Bristol‐based office. Sophia brings her expertise in corporate social responsibility to the new role, which will focus on developing relationships with businesses across the West of England – ensuring they are supported in recruiting a wealth of talent from the ex‐military community. Sophia has most recently worked with Telefonica’s Think Big project, a global digital sustainability programme. For more than three years she led Business in the Community’s flagship engagement initiative, The Prince’s Seeing is Believing Programme, where she worked with a network of more than 850 companies to drive engagement with senior leadership. Sophia says: ‘This is a fantastic time to join the team and I am excited at the prospect of developing a vibrant network across the south‐west. I’m looking forward to supporting ex‐military in their transition, and working with employers to
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www.questonline.co.uk / April 2015
ndy Darby is a real ChipsAway success story. Thanks to ChipsAway, he now enjoys a great lifestyle, drives a top‐of‐the‐range sports car and estimates his ‘take home’ earnings are more than three times his previous salary. Andy, a former Royal Engineer, launched his ‘man and a van’ business 11 years ago and today heads up a multi‐van operation spanning three territories, with a ChipsAway CarCare Centre (fixed‐base workshop) and a team of trained technicians providing high‐ quality automotive paintwork repairs to a growing customer base. ‘I’m really happy with the way my business has developed,’ Andy enthuses. ‘Within a couple of months of first launching my ChipsAway franchise I was earning the same level of income I’d had as a soldier. Today of course, I earn substantially more than that – in fact, I’m really making serious money now!’ Business has gone from strength to strength for Andy, and demand is accelerating thanks to increased investment in marketing from the franchisor, including a successful national TV advertising campaign generating almost 200,000 repair enquiries in 2014 alone. Repair leads to the network have increased in excess of 60% over the past three years and, with further extensive marketing activity scheduled, this looks set to continue. It is this support that has helped franchisees like Andy grow their businesses and, since joining ChipsAway, Andy says he has never looked back: ‘I really enjoyed being a soldier, but I have no regrets whatsoever about investing in my own business. I certainly chose the best franchise and have been very happy with my decision to expand and open a ChipsAway CarCare Centre. Being my own boss is great, the rewards are there if you’re prepared to work hard, and the satisfaction of seeing your business become increasingly successful is absolutely fantastic!’ Andy concludes, ‘I’m very happy with the way my business has grown. I always planned to build it steadily and feel proud that I’ve managed to enjoy an excellent lifestyle, while still being able to afford to re‐invest fairly substantially in developing a successful management franchise.’ ChipsAway is one of the most successful automotive franchises in the UK, with around 300 specialists operating nationwide, providing high‐quality on‐the‐spot repairs to minor car body work damage, restoring paintwork quickly and cost effectively.
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highlight the qualities and expertise this community has to offer.’ Head of Employment Liz Stevens adds: ‘This is a pivotal time for the OA as we continue to develop our regional outreach to the ex‐military community. We are delighted to have Sophia’s wealth of experience in both the business and not‐ for‐profit sectors and look forward to working with her during this period of innovation and growth.’ To find out more about the work of the OA, visit www.officersassociation.org.uk
Franchise information Investment: £29,995 + VAT Get in touch Tel: 0800 980 5951 Web: www.chipsaway.co.uk See the advertisement on page 64
MOVE TO NEW HEIGHTS Mobile Telecommunications Sector Training
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Introduction to Mobile Communications 3/4G LTE Wireless Communications Level 3 City & Guilds 6144-31 Award in Understanding Planning Supervising and Managing Working at Height (ELC) Rooftop Safety & Access Tower Climbing, Advanced Climbing Techniques & Rigging Rescue from Height Working at Height RF Awareness First Aid at Height Mobile Communications and Wireless Networks are being upgraded to meet the next revolution called the Internet of Things (IoT) and Machine to Machine (M2M), which will be the biggest thing to affect our lives since electricity. We will see an explosion of Mobile and Wireless Network infrastructures being rolled out in the UK and across the world. In addition Climbing and Rigging are the skills that are in demand in the Telecoms Sector, with the Government announcement that ÂŁ5 billion will be invested in the UK Mobile Networks upgrade in line with the Superfast Broadband Initiative. CTTS are renowned for innovative programme design, forecasting skills and shortages. These unique courses, as used by employers to train their staff, prepare you for working in this exciting industry and are only available at the CTTS Climbing and Mobile Telecom Training Centre.
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Resettlement round-up
Fast-forward to your career in HR! obs in HR come in all different shapes and of study (Certificate) or seven weeks (Diploma) sizes. In a smaller organisation, there might at our training centre in Doncaster. Residential be just one or two people responsible for the facilities are available at a local hotel and the whole range of HR activities throughout the learning environment is supportive, friendly employment relationship, from recruitment, and professional. Lunch and refreshments are learning and development and performance always included. management through to dealing with employees As an added extra, we recognise your leaving the organisation through retirement, achievement of any of our qualifications, by dismissal or redundancy; what we might call a inviting you to our special ‘cap and gown’ ‘generalist’ role. graduation ceremony held once a year. A In a larger organisation, HR professionals memorable occasion for everyone involved! often take up ‘specialist’ roles in areas such as recruitment, reward We are registered with ELCAS, which enables you to access any and recognition, and performance and talent management. funding you may be entitled to under the scheme. There are many options to progress your career from HR For further information about this or any of our programmes ‌ administrator or advisor, through HR officer and HR business partner, Get in touch progressing all the way to HR director. Tel: 01302 802128 You don’t need to have a degree to be able to work in HR, but a email: info@chrysos.org.uk mustâ€?have for your CV is a CIPD qualification. The CIPD is the Web: www.chrysos.org.uk professional body for HR and learning and development, and is also the awarding body for flagship qualifications in this field – See the advertisement on page 23 qualifications that are recognised nationally and internationally by employers. cHRysos HR can offer you a number of routes to study a CIPD qualification at Foundation (level 3), Intermediate (level 5) and Advanced (level 7), depending on your experience. You can join a traditional taught programme, take a workâ€?based approach or a mixture of the two – what we refer to as mixedâ€?mode, which involves taking a workâ€?based approach but attending workshops about once a month in Doncaster; for some programmes there is the option to attend workshops in Aberdeen. t times of major A popular choice is our Fastâ€?Track CIPD Intermediate life changes, Certificate/Diploma in HR Management, which involves five weeks such as retirement
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or a career change, one of the most common concerns is the financial implications. Oak Tree Management & Training believes any resettlement or retirement support service is incomplete, if not risky, without access to guidance in this area. Therefore in addition to helping you develop skills and qualification for your new career, we incorporate, as a complementary and important part of our discounted ELC and CTP approved NEBOSH Health & Safety and ILM Leadership & Management multiple course packages, access to financial advice, free of charge. This advice will also be offered via one�to�one consultations at the BFRS Careers Events throughout the UK in 2015. Contact us today to reserve your space. Oak Tree works in conjunction with Affinity Financial Awareness, which is one of the largest providers of independent financial advice to public�sector employees, including those in the MoD. Affinity specialises in advising those facing retirement and resettlement. It offers professional, qualified and locally based financial advice, nationally, through workshops and individual consultations, as well as providing recommendations and reports free of charge and without obligation. Contact us to find out more about what our comprehensive training and support packages offer and how they can benefit your future. Get in touch Tel: 01284 763040 email: steve@oaktree�training.co.uk Web: www.oaktree�training.co.uk/mod
18
See the advertisement on page 41
www.questonline.co.uk / April 2015
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ROV PILOT TECHNICIAN TRAINING Turn your technical expertise into a new career working with subsea remotely operated vehicles. Find job satisfaction, flexibility, lucrative earnings and worldwide travel. Get the best start to your new career with training for the job, from the ROV industry experts. Contact our Student Advisors to find out more: +44 (0) 1397 703786, fortwilliam@theunderwatercentre.com www.theunderwatercentre.com or scan the QR code for more info.
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Human resources This time it’s personnel! What’s involved? uman resources (HR) is a huge field that covers everything and anything to do with people as a business resource. It includes such diverse areas as recruitment and selection, training and development, remuneration and benefits, conditions and opportunities, retirement and redundancy, outplacement and counselling. It is an area of constant change, with legal, cultural, ethnic and other diversity issues presenting new challenges daily. There is no ‘correct’ model of best personnel practice because organisations operate in different areas, in different places and at different stages of development. The whole business of people management is very complex because there is no universal solution. People answer back and interact with management decisions; other resources do not do that. There has been a shift of power, backed up in many instances by legislation, from the employer to the employee, with the latter expecting more from both work and life than was previously the case. The Chartered Institute of Personnel and Development (CIPD) is the principal UK body that represents the human resources function. It is Europe’s largest HR development professional body. It provides library and information services, training courses leading to qualifications, CPD, and the chance to network with others at national and regional events. Members also receive its monthly magazine, People Management, which not only contains a large number of job advertisements, but also gives up‐to‐date information on industry developments, career opportunities, courses and so on. Other organisations cover specific personnel areas like recruitment,
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THE CIPD AND THE SERVICES
22
Many Service leavers have found that gaining a CIPD qualification means that they can be confident in their knowledge of modern personnel and development management. It is also an invaluable tool in translating Service skills and experience into terms that a civilian employer will understand and value. Indeed, a look at employment pages confirms that many organisations regard CIPD qualifications as essential for work in this field.
www.questonline.co.uk / April 2015
outplacement, counselling and personal development, but the CIPD takes the lead in people management as a whole, and offers a range of academic and vocational standards and qualifications for the aspiring professional in this field.
Human resources skills gained in the Services Many people in the Armed Forces see themselves as trained and experienced in personnel issues and the development of the skills of their workforce. Despite this, many find that the gap between Service and civilian practice is greater than they had imagined, and it can also be difficult to manage 21st‐ century expectations in a Service environment. In areas like leadership, recruitment, training and personal development, the Services’ record is a strong one. However, the unique demands of Service life leave many people unfamiliar with such topics as disabilities, trades unions, job‐ sharing and some of the finer points of employment law. Some military courses in all three Services are accredited by the CIPD. Additional modules may be required in order to achieve CIPD membership at the appropriate level, which may well call for some extra work on the part of the individuals involved. Those who make the effort will acquire a transferable qualification – and one that will increasingly be useful in a military career. To find out more, please visit the CIPD website – see ‘Key contacts’ – or read the extended version of this article online at www.questonline.co.uk Note that the CIPD is not ‘officer only’. There cannot be a senior NCO who could not easily complete an appropriate N/SVQ at the right level, simply by using the paperwork and experience available in everyday Service life.
Get qualified! It’s essential to have the right skills to work in HR, but it’s a competitive area, so qualifications are more or less essential, too (see below). Useful skills for a career in HR include: strong interpersonal skills (e.g. empathy, tact, discretion); ability to get on with a range of different people; capacity for teamwork; excellent organisational and administrative skills; good time management; proficiency in IT/using computers. As for qualifications, there are bachelor degrees, higher national diplomas (HNDs) and higher national certificates (HNCs) in human resources available at UK universities and colleges, many of them linked with other subjects like business studies and technology. There are also many shorter courses on the subject in general, or in specific aspects of it, available at local colleges. There are training centres close to most major military concentrations, and qualifications can also be obtained through open and flexible learning programmes, which are well suited to a Service lifestyle. An extended, more detailed version of this article is available on our website: www.questonline.co.uk
KEY CONTACTS Chartered Institute of Personnel and Development (CIPD), Tel: 020 8612 6200 Web: www.cipd.co.uk Twitter: @CIPD People Management magazine, Tel: 020 8267 4446 email: pmeditorial@haymarket.com Web: www.peoplemanagement.co.uk Twitter: @PeopleMgt
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
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The Reserve Forces
The Reserve Forces Bridging the gap between Armed Forces and civilian life
he Reserve Forces are an integral part of the nation’s Armed Forces. With the government’s plans to increase the size of the Reserves in the coming years to create a more balanced Armed Forces structure, their contribution will be more important than ever. Many former regulars choose to join the Reserve Forces after they return to civilian life. Reservist Jason Finnegan is one of them. He was a regular in the Army before he joined the police 14 years ago. He enjoyed a wonderful time with the police force where he now works, he says, before realising that something was lacking. ‘When I left the Army to join the police, I had a brilliant career, but I missed the outdoor life so I applied to join the Reserves and I
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haven’t looked back.’ That was five years ago, and Jason has been enjoying the best of both worlds ever since. Jason firmly believes that his dual role offers tangible benefits for both his military and civilian employers. Chief Inspector Dean Patient, Jason’s employer, agrees: ‘At a very basic level, some of the things he’s experienced in the Armed Forces just give him a very different perspective on the world, and that makes him a calmer, more practical police officer. This isn’t a chap who’s going to flap under pressure, even when dealing with quite traumatic crime.’ Patient also thinks that some employers miss out because they don’t always see the benefits: ‘The training, the life skills, the outlook. You just get a very different set of skills that you can transfer back in, even if
that’s just calmness under pressure, an ability to think through complex things in fast time.’ Since January 2003 Reservists have been called out to serve on operations in Iraq and Afghanistan, to name just a few, resulting in many employers experiencing the mobilisation of one or more employees. Research suggests that 87% of Reservist employers who have experienced mobilisation were very supportive. This is good news, as Reservists could not carry out their important role, and train to the high standards of professionalism required, without the cooperation of employers. The MoD‐funded organisation SaBRE (Supporting Britain’s Reservists and Employers) holds the latest information on employing members of the Reserve Forces
The Reserve Forces
and can provide advice on how to speak to employers. SaBRE’s Director, Tim Corry, explains: ‘We provide up‐to‐date information on anything from a Reservist’s training obligations to employers’ legal rights and responsibilities. SaBRE is keen to build knowledge and relationships right across the workplace. After all, if an employer has actually seen the Reserves in action or on exercise, he or she will probably be much more receptive to a request for support.’ Working in such pressurised conditions during training or periods of mobilisation inevitably develops Reservists’ self‐ confidence, but it also helps them develop skills that many organisations in the civilian world don’t have the time or money to develop. In fact, research by SaBRE has found that the average employer would have to pay over £8,000 a year to purchase the same training in civilian skills as their employees receive from their Reservist training. Skills gained include soft skills such as leadership, initiative, decision making and working as a team – all important attributes for people working in many different sectors. The research also found that the experience gained from a period of mobilisation, including pre‐deployment training, is worth more than £8,000 for a Private, £14,000 for a Sergeant and £18,000 for an Officer. Heather Roebuck, HR Manager at First Direct, speaks about the value of the training she sees Reservists bring to her organisation: ‘If I saw from someone’s CV that they were a Reservist, I’d definitely see it in a positive light. From a recruitment perspective I look for good communication skills, team‐working abilities, influencing abilities and calmness in every situation.
These are all qualities I would expect to find in a Reservist.’ Members of the Reserve Forces clearly perform a vital role for this country, not just in military operations such as Afghanistan, but across every part of the Armed Forces both in the UK and abroad. And key to this is the support and understanding of their employers. Whether fulfilling ongoing training commitments or at a time of mobilisation, the support of civilian employers plays a critical role in Reservists being able to perform their duties. Dean Hyde, Chairman of the Association of Incident, Fraud & Claims Investigators, and consultant trainer to RMH Training Services Ltd, is supportive precisely because of the skills that his Reservists are bringing back to the workplace: ‘Reservists’ training and time in the field gives them skills you really couldn’t get anywhere else – skills that are a real bonus to us. Reservists are highly committed and motivated people, and that kind of work ethic can only be good for the people around them.’ The effects of mobilisation on the employing organisation and on the member of staff can be eased if effective policies and procedures are in place – as well as the usually well‐established policies on more routine Reservist issues, such as time off for training. In addition, more measures have been announced as part of the government’s White Paper, Future Force 2020, that will make employing Reservists easier. One of these measures will see small and medium‐ sized businesses receiving additional compensation of £500 per month while an employee is mobilised. Additionally, employers will receive more advance notice of training and periods of mobilisation.
As part of Future Force 2020, the government is investing an additional £1.8 billion in the Reserve Forces over ten years, to recruit, train and equip them. This will include access to the same equipment as regulars, and high‐quality training, including more opportunities overseas, and improved pay and pension provision, in addition to the financial incentives for employers. The government wants to make joining the Reserves more attractive to ex‐Regulars and, to this end, has introduced a number of measures detailed in the White Paper. The Army will be simplifying the Regular‐ to‐Reserve transfer process, reinforced with financial incentives such as the Commitment Bonus. Introduced in April 2013, this provides a payment of £5,000 over three years for ex‐Regular transfers. In addition, Service leavers will be able to retain their rank on transfer to the Reserves and receive access to higher rates of Training Bounty on account of prior regular service. The number of ex‐Regulars already serving in the Reserves Forces varies by Service and by the various specialisations, and the number can be as high as 30%. Throughout history, Reservists have provided the capacity to expand the Regular Forces to face new challenges when needed. It would not be practical to maintain Regular Forces that are of a size and range able to meet the nation’s needs in every potential type of conflict or crisis. Today it would be impossible for the UK to mount a major military operation without the support of the Reserves. That’s why employers’ support for Reservists is so important, explains Corry: ‘The Reserves are an essential element in the overall capacity of the Armed Forces. With the planned increase in the size of the Reserve Forces in coming years, employers’ support for their Reservist employees will be key to making it a success. The more informed and engaged businesses are, the more supportive they will be towards the concept of employing Reservists. ‘On the SaBRE website, we have put together a list of companies who are openly supportive of employing Reservists. You can see which companies give paid time off for training and also have an HR policy that addresses members of the Reserve Forces. It’s a great way to find out which organisations actively support Reservists and the kind of support they provide.’
FIND OUT MORE … To find out more about the benefits of being a Reservist, contact SaBRE on 0800 389 5459 or visit www.sabre.mod.uk
April 2015 / www.questonline.co.uk
25
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
PROJECT FIREFLY
SEAMLESS TRANSFER FROM REGULAR TO MARITIME RESERVES You could apply to transfer from Regular to Maritime Reserves by using PROJECT FIREFLY’s “Seamless Transfer Scheme” For more information call 0239 262 8677 or e-mail: navypers-restpa@mod.uk FURTHER DETAILS CAN ALSO BE FOUND IN 2014DIN 01 – 130.
THE JOURNEY DOES NOT HAVE TO END! 26 www.questonline.co.uk / April 2015
Practical advice for a successful transition
Searching in the ‘visible’ market In this latest instalment of his series of articles for Quest, which aim to offer practical advice on making the transition to your new career outside the Armed Forces, business coach Keith Turnbull turns his attention to the ‘visible’ market, focusing in particular on recruitment agencies and internetbased job boards ou may remember that, in an earlier feature for Quest, I discussed finding opportunities in the so‐called ‘hidden’ job market. This time, we will raise the bar with the two key areas for job search in the ‘visible’ market: recruitment agencies and internet‐based job boards.
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Recruitment agencies Recruitment agencies will always remain a massive and valuable part of the job search market, and will always be an obvious first step for advice and receipt of your very well‐tailored CV. Just remember two things: they should never be the only source for the CV, and they work in many different ways – despite what they may say. For example, I remember being told on several occasions that ‘unlike all other agencies we maintain the relationship and care’, only to challenge the numerous others chasing my CV for onward transmission and quote the same thing to them. Be aware that recruitment agencies exist to make money. The professional ones make money and care about your career path – that’s the only difference that sets some apart. So, let’s not give them a hard time now we have fronted the basics. Recruitment agencies have many avenues to clients that you may never have, even with excellent networking. They can and will work for you, securing the interview or raising your profile with their client, but some things need to be in place. Guess what? You know this already don’t you?
Selecting the right agencies Don’t scatter‐gun or wait on just one. Research their skill set and their specialism. Review their website any for clients and placement stats they may publish. Call them, follow up with a face‐to‐face and then emails. If it feels wrong (they promise you the world) then it probably is wrong. Remember to assess the age and experience of the agency’s employees. Recruitment ‘sales’ – for that is what it is – is an obvious first or second career move for many. If your contact is still wet behind the ears
then perhaps you should ask for someone else. So, now you have found the right three or four agencies and you have confidence in all they portray. What now? Be open and honest with them when you meet or chat. They have the knowledge and, by being open, they will see better where you might fit within their client base. Also, I suggest that you be persistent for they have many hopeful candidates and are often too busy to remember individuals. Initiate a regular contact plan to keep you top of their ‘mind list’. Then, when that is done, record your contact points and subject matter for conversations. If you leave them with next steps, follow up. If you have the action, complete it on time.
“Recruitment agencies have many avenues to clients that you may never have”
preferred sector. Take time to search – they do exist and your chances of successfully identifying the opportunities closest to your aspirations will therefore be greater.
Golden rules of the visible job market ● ●
●
●
●
●
Be open and be honest with recruitment agencies. Build a strong relationship with a select few and contact them regularly to ‘nudge’ them. Never pay money up front or at anytime in the process. They get paid from placing you (commission). Spend time selecting the right agency, in the right location and market sector, and register with them. Never register with dozens for it must always be a quality game not numbers game (unlike the hidden market). Apply the above to internet recruitment sites as best as you can.
Good luck – and happy, successful searching!
Finally for agencies, there are a growing number of specialist (ex‐Forces) agencies appearing. They will obviously understand you and what you are going through better than most, but balance this with their knowledge of the commercial marketplace, which some will still be learning. Many others, however, have caught up quickly with established civilian agencies and their help will prove invaluable.
Selecting the right job sites There are so many of these to choose from and, unlike agencies, you have to work them 100% yourself. Also like agencies, though, don’t put your CV on dozens nor pin your hopes on just one. Many sites link to one another or are part of one bigger picture, so choosing the right one can gain you exposure on a few others. You will be well aware of RightJob from your time passing through the CTP and the transition process, so I suggest you continue with this familiar site. Likewise, you may have valuable clearances in place so why not check out sites that push this, like securityclearedjobs.com? There are, however, others that specialise in full‐time, part‐time, interim and contract work. Then there are those that specialise in certain industry sectors. The trick is to find those that have the right employment status for you in your
ABOUT THE AUTHOR Keith has been managing large international sales and marketing teams for major organisations for more than 25 years. In this time he has gained a wealth of knowledge and experience on how best to upskill people in order to maximise their success. He now runs his own successful coaching business and is a Master NLP Practitioner – and all while working in a classified role within the Foreign Office. He can be contacted via email, keith@ktaluk.com, or his website: www.ktaluk.com. Follow Keith on Twitter: @KTALCoach.
April 2015 / www.questonline.co.uk
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Building trades
Building trades What’s involved? onstruction is the UK’s biggest industry, with five regions in particular predicted to outperform the UK average in construction output in the run‐up to 2016: the east of England, Greater London, the south‐east, the south‐west and Northern Ireland. Private housing, and the industrial and commercial sectors, are expected to continue to be the main drivers for the industry over the coming five years.
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A brief overview of building-related careers Some of the major skills in which people who work in the building trades are trained include: ● electrical installation and maintenance ● plumbing ● bricklaying ● plastering ● carpentry and joinery (woodworking) ● gas installation and maintenance ● air conditioning and refrigeration.
We will look at each of these in turn …
Electrical installation and maintenance Electrical engineers deal with power generation and power supply. Modern manufacturing techniques tend to make replacement of a faulty component more cost‐effective for the consumer than mending it in situ. Much of the traditional role of the maintenance engineer has
ELECTRICAL SAFETY, PART P AND DOMESTIC INSTALLER SCHEMES
28
Part P of the Building Regulations states that certain types of household electrical work (classed as major works) must, by law, be approved by a certified contractor or building inspector. This means any new circuits, changes of consumer units, works in special locations such as bathrooms and anything that involves a new supply must be notified to building control. However, if the electrician is registered on a Domestic Installer scheme they are able to self-certify their work, saving time and money. This is what many people refer to as being officially ‘Part P’ registered. To start out in the industry candidates must learn to rewire a house, pass their 2382 17th Edition Wiring Regulations and, ideally, City & Guilds 2392-10 Testing and Inspection. Awareness of a qualification covering Part P building regulations is also very wise. These courses will enable candidates to operate on a selfemployed basis and, where necessary (for any major installations), they will need to certify their work via building control. Once the level of major installations has increased, many will look to register on a Domestic Installer scheme in order to save time and money. To register on the scheme you will be required to complete the level 3 Certificate in Installing, Testing and Ensuring Compliance of Electrical Installations in Dwellings – or, simply put, a ‘Qualified Supervisors’ course. This course will take four to six weeks, and is suitable for self-employed electricians or those looking to supervise a small team of installers. In order to become registered, an application is made to a scheme provider by completing and returning an application form. (Companies that run such schemes include NAPIT, NICEIC, ELECSA and BSi.) On receipt of the completed form, the scheme provider will arrange to send an inspector to the applicant’s place of work to assess their compliance with BS7671 and visit a selection of recently completed installations. On passing this assessment and being registered as a Domestic Installer, the installer is permitted to certify his or her own work (self-certify). Thereafter, the scheme provider is notified following each completed installation and keeps records of completed work, which it can provide as required to local authorities and customers. Individuals pay an annual fee to the provider to remain registered on the Qualified Supervisor (Part P) scheme. Due to recent changes in the regulations, it is a good idea to check with the scheme provider exactly which courses they recommend you have before making your registration. This will ensure that you do not waste time or money on the wrong course(s). It is also worth ensuring that you train with a reputable course provider – most of these will be ELC registered. If you would like to find out more, a good source of information is the Trade Skills 4U blog at www.tradeskills4u.co.uk/pages/tradeskills4u-blog
www.questonline.co.uk / April 2015
therefore changed, with removal and reinstallation now the norm. For electrical engineering, the basic requirement is 17th Edition Wiring Regulations, which shows that the individual knows the necessary regulations and how to use them – it is virtually impossible to start in the industry without it. The next step may be the Inspection and Testing of Electrical Installation award and, after that, further qualifications to level 4 and beyond through Energy & Utility Skills (the Sector Skills Council for electricity, gas, waste management and water) and other bodies. CITB (the industry training board for the construction industry and a partner in ConstructionSkills, the industry’s Sector Skills Council) estimates that there will be a growing need for qualified electricians over the next couple of years, so the prospects are good. However, if you want to qualify as a civilian electrician you will find that this involves a significant amount of study/training (even if, while serving, you have been an electrical fitter or mechanic, or even an electrical artificer). Would‐be electricians must pass the Electrotechnical Services NVQ at level 3. You may be able to qualify through an apprenticeship scheme with an electrical contractor, but the range of apprenticeships available will depend on the local jobs market and the types of skills employers need from their workers. If you are not eligible for such a scheme, you could learn the theory and some of the practical skills needed for the NVQ by taking the City & Guilds Technical Certificate in Electrotechnical Technology, levels 2 and 3, at a college. However, to become fully qualified you must complete the work‐based NVQ. Industry bodies strongly recommend that you gain a placement or employment with an electrical contractor as soon as possible after you start the Certificate, so that you can complete the NVQ.
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Building trades
SKILLS SHORTAGES Although the highest skills requirement is currently for workers with wood trade skills, there is also demand for managers, clerical staff, architects, engineers, and other design and technical professionals. A major concern is the lack of younger entrants into an ageing workforce. According to Training and Skills in the Construction Sector, a report commissioned by CITB, an average of 50,000 construction workers will be required a year over the next few years, allowing for replacement as well as new jobs, in line with workforce turnover. As outlined at the start of this feature, construction growth is expected to shift from the north to the south and east.
Plumbing Plumbers install central heating systems, controls and pipework; sanitary systems; drainage systems; guttering and rainwater systems. Heating systems may be powered using electricity, gas, oil or solid fuel. Sometimes refrigeration and water purification systems are also fitted (but see the separate section on air conditioning and refrigeration, below). Maintenance work includes routine servicing and emergency repairs. Repair work involves finding faults, replacing or repairing damaged parts, carrying out tests and making sure everything works properly. A range of hand and power tools are used to cut, bend and join metal and plastic pipes. Most plumbers in the UK work directly for a plumbing or maintenance firm, while some, particularly in the domestic sector, are self‐ employed. Plumbers work in a team or alone, and, on domestic repair and maintenance, they tend to deal directly with clients.
Bricklaying This is probably the job that most people think of in connection with building trades. However, bricklayers use many different types of material to create different effects (such as ornamental walls and vaulted archways). Bricklayers also use a variety of specialist tools to spread mortar, cut bricks or blocks to size, and to check that walls are perfect. They should enjoy working outdoors and not mind working at heights. They must also be physically fit, careful, accurate and
THE CONSTRUCTION SKILLS CERTIFICATION SCHEME
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The CSCS was set up to help the construction industry improve quality and reduce accidents. CSCS cards are increasingly demanded as proof of occupational competence by contractors, public and private clients and others. They cover hundreds of construction-related occupations so there is a card suitable for all roles (for example, ‘Craft and Operative’ cards include those for bricklayers, carpenters and joiners, formworkers and plasterers). To find out more, visit: www.cscs.uk.com
www.questonline.co.uk / April 2015
able to follow detailed instructions from architects. Bricklayers often travel around the country, and sometimes abroad. Wage rates are set annually by the Building and Allied Trades Joint Industrial Council (BATJIC). Overtime and incentives are often available, and bricklayers often progress to technical, supervisory and managerial roles.
Plastering Most people know about plasterers applying wet finishes to walls, ceilings and floors; this is known as solid plastering. Fibrous plastering involves making ornamental plasterwork in a workshop – the kind you might see on the decorative ceilings of buildings. Plasterers have to be prepared to work at heights, and will spend most of their time indoors. Again, wage rates are set annually by BATJIC. Currently, demand for skilled labour outstrips supply so overtime and incentives are often available. Payment to subcontract labour tends to be on an agreed price per linear metre of partition installed, so speed and accuracy can be important. The work provides a high level of job satisfaction, with plasterers often progressing to higher roles or even owning their own companies.
Carpentry and joinery (woodworking) Carpenters and joiners prepare and put in place most of the wooden parts of buildings – from floorboards and roof trusses to expertly crafted windows and doors. They use very specialised woodworking tools and work with many different kinds of wood. They often work in teams and have to be able to calculate angles and dimensions to make sure everything fits. They need mathematical aptitude and generally have to be just as good with their heads as their hands. Wage rates are set annually by BATJIC, with overtime and incentives often available. Carpenters and joiners sometimes move into other allied occupations, including formworking, shopfitting, bench joinery, maintenance work and interior systems installation; some move into management or run their own businesses.
Gas installation and maintenance Anyone working on gas appliances or fittings as a business must be competent and registered with the Gas Safe Register (GSR), which replaced the old CORGI Register. Competence can continue to be proven under the accredited certification scheme (ACS) through a distance learning programme. ACS has a two‐day core domestic gas safety assessment and a number of appliance assessments that take half a day each. A competent student should take five days to pass the full domestic suite of qualifications. Energy & Utility Skills has developed a
set of occupational standards and qualifications at levels 1 to 4. The objective is that the resulting qualifications will be as common as possible across industries to enable workers freedom of employment in the entire sector.
Air conditioning and refrigeration The refrigeration and air conditioning (RAC) industry is growing in importance: ensuring that the air in particular environments is neither too hot nor too cold calls for specialist skills. This is an environmentally friendly and highly technical industry – part of the RAC engineer’s job is to ensure people and businesses are using energy as efficiently as possible, by working with renewable technology (special types of gas that don’t damage the ozone layer) and seeing how consumers can reduce their energy consumption. (To find out more about working in the renewables sector, see the feature elsewhere in this issue.) Careers in this industry may be roughly divided into two areas. Refrigeration engineers install, service and maintain refrigeration systems in establishments like supermarkets, hospitals and food‐processing plants. Air conditioning engineers install, service and maintain the systems that control and preserve air quality, temperature and humidity in locations such as schools and offices. Both may also work on construction sites, depending on the type of work in which they specialise. To start out in this sector, you will need an NVQ or SVQ at level 2 or 3. After that, there is additional training you will need to complete in order to become fully qualified. Although most people start out as an apprentice straight from school or college and train on the job, if you are 25‐plus you can still take an NVQ/SVQ without doing an apprenticeship – however, to gain this qualification, you must be in a position to be assessed on site, carrying out work on real installations. As with an apprenticeship, you should be prepared to achieve the qualification over a number of years, not weeks or months – there is no quick fix to gaining the right qualifications and it is likely to take around four years. You can find more information about working in this sector, and about relevant training providers, on the websites of the Chartered Institution of Building Services Engineers, the Air Conditioning and Refrigeration Industry Board (ACRIB) and SummitSkills (the standard‐setting organisation for the building services engineering sector) (for details of all of these, see ‘Key contacts’).
Building trades skills gained in the Services Apart from a handful of people employed in units to carry out minor carpentry and repair
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Building trades
jobs, and Army pioneers who have basic building skills, all three Services rely on the Royal Engineers for construction. Non‐ commissioned ranks will have completed anything from NVQs at level 2 in basic training and level 3 after higher training, to an apprenticeship. Trades vary from surveyor to plant operator, and from draughtsman to bricklayer.
Get qualified! Many of the trades discussed above are learned on the job, but the construction industry also has training schemes that combine working and education to produce qualifications that the individual can build up over time to develop expertise in a particular area. While one person might start by learning the basics of a trade, and go on to become an expert in a particular part of it, another might build a portfolio in a number of skills to qualify them for supervisory and then general management. CITB’s National Construction College is a network of colleges training and assessing construction skills throughout the UK. It is increasingly becoming necessary to hold registration or certification of competence and/or training in particular aspects of building skills to obtain employment in the industry. The industry has its own vocational qualifications, apprenticeships and advanced
apprenticeships, and a construction apprentice scheme for the younger entrant. Ambitious people can start by gaining vocational qualifications in any of these trades while working as a craftsman or
woman, develop their skills through technical training, perhaps gaining certificates or diplomas, eventually becoming fully professionally qualified, with a degree.
KEY CONTACTS General Find out more about the Building and Allied Trades Joint Industrial Council (BATJIC), via: Federation of Master Builders (FMB), Tel: 020 7025 2900 email: membership@fmb.org.uk Web: www.fmb.org.uk Twitter: @fmbuilders Chartered Institution of Building Services Engineers (CIBSE), Tel: 020 8675 5211 email membership@cibse.org Web: www.cibse.org Twitter: @CIBSE SummitSkills, Tel: 020 7313 4890 email: enquiries@summitskills.org.uk Web: www.summitskills.org.uk Twitter: @SummitSkills Electrical installation and maintenance SEMTA (the Science, Engineering, Manufacturing and Technologies Alliance), Tel: 0845 643 9001 email: customerservices@semta.org.uk Web: www.semta.org.uk Twitter: @Semta_4Skills Joint Industry Board, Tel: 03333 218230 email: administration@jib.org.uk Web: www.jib.org.uk Twitter: @JIBelectrical
City & Guilds, Tel: 0844 543 0000 email: centresupport@cityandguilds.com Web: www.cityandguilds.com Twitter: @city_and_guilds Plumbing, bricklaying, plastering, woodworking CITB, Bircham Newton, Tel: 0344 994 4400 Web: Twitter: @CITB_UK Gas installation and maintenance Energy & Utility Skills Limited, Tel: 0845 077 9922 Web: www.euskills.co.uk Gas Safe Register, Tel: 0800 408 5500 email: enquiries@gassaferegister.co.uk Web: www.gassaferegister.co.uk Twitter: @GasSafeRegister Air conditioning and refrigeration Air Conditioning and Refrigeration Industry Board (ACRIB), Tel: 020 8254 7842 email: l.whittam@welplan.co.uk Web: www.acrib.org.uk
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Renewables
Renewables What’s involved? enewable energy is destined to become one of the fastest‐ growing sectors of the economy in the coming years, needing to attract an array of talented people – perhaps as many as 50,000 in the next two decades. It offers a wide range of rewarding careers – particularly for those who are looking for a challenging career change. This diverse career sector, which works hand in glove with more conventional building trades such as electrician or plumber, also has government backing through its desire to improve the UK’s energy efficiency and be at the forefront of renewable technologies and skills.
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Employment opportunities For each renewable energy type (see the box, ‘Renewable energy defined’) there is a range of job opportunities – from project management and engineering, through designing, selling and marketing, to installation, maintenance and back‐up services. To find out more about the Green Deal (see box), which intends to reduce carbon emissions cost effectively by revolutionising the energy efficiency of British properties – and which may also, eventually, spell increased employment opportunities – visit www.gov.uk and click on ‘Benefits’, followed by ‘Heating and housing benefits’ and then ‘Green Deal: energy saving for your home’.
Training for beginners Whether you are seeking an administrative role aligned to the building trades (see the feature elsewhere in this issue), or decide that you would like to be an installer working in or alongside the construction industry, there are courses you can attend on which no previous knowledge is assumed or required. If you wish to be an installer, you will start at the beginning, training to be an electrician or plumber with a view to specialising in fitting solar PV panels or solar thermal systems. For non‐ installers, training will give you a good overview of renewables in general.
Courses for installers 36
For most installation and maintenance work, you will need to be an electrician or plumber holding recognised qualifications
www.questonline.co.uk / April 2015
(again, see the ‘Building trades’ article elsewhere in this edition) before you can undertake further training. That said, there is a huge range of courses available that will give you practical training experience and further recognised qualifications that are specific to renewable energy systems. Courses commonly include solar PV installation and maintenance for both domestic and larger buildings, solar PV roofer courses, relevant health and safety certification, unvented hot water courses (essential for plumbers moving into solar thermal hot water installations), domestic wind turbine installations, installation of biomass boilers and installation of ground source heat pumps. Rainwater harvesting installation is the one area that doesn’t require you to be a qualified plumber/electrician (although you will need to work alongside a qualified plumber for the final connection). Training
RENEWABLE ENERGY? WHAT’S THE BIG (GREEN) DEAL? With the incentives already or set to be rolled out, renewable energy is currently a very attractive industry to become part of. Although the Green Deal has not so far been the unqualified success it was hoped, there is no denying that the renewables sector in general is set to be a growth area, which means that upskilling to offer one or more technologies in this industry might not be a bad idea. The market for the renewable energy installer is steadily expanding. Upping your game and getting trained when times are quiet will open up a whole new market and range of job opportunities in an area that is seeing consistent growth.
ACCREDITATION •
•
ACS (Accredited Certification Scheme): any of the training you do should result in you gaining qualifications under ACS. MCS (Microgeneration Certification Scheme): this independent scheme provides customers with an assurance that the product and/or installer meet rigorous and tested standards and quality. If you intend to work for an employer who already has this accreditation, then you will not need it. However, if you intend to start your own company or work freelance, then the accreditation will be invaluable.
for this type of installation will give you a thorough background in the area, including how to collect, store and use the rainwater.
Courses for non-installers Throughout each of the renewable sources sectors in the building arena there is a need for project managers, designers, engineers, office managers and other administrative staff, sales people, advisers and procurers. All of these roles give Service leavers an ideal opportunity to use the core skills they gained in the Forces, such as teamwork, initiative, meeting targets, organisational ability, working under pressure, drive and clear communication skills. Proof that you have some current knowledge of the renewables area will definitely be of interest to an employer. There are many basic short (one‐, two‐ or three‐day courses) that raise awareness, knowledge and understanding of the sector. These have often been designed with marketing, administrative staff and sales people in mind. Project management and managerial roles may also require a degree in a relevant area, and if you are planning this kind of further study there are specific degree or postgraduate courses available in renewable energy.
RENEWABLE ENERGY DEFINED •
• •
•
•
•
Solar PV (photovoltaic) – a solar panel electricity system that uses energy from the sun, which is then directly converted into an electricity supply large enough to run household lighting and appliances. Solar thermal – also uses the sun, but turns its energy into heat. Wind turbines – work by using a turbine to convert the wind from kinetic energy into mechanical power. Rainwater harvesting – literally capturing and storing rainwater, which then has a variety of uses domestically and on a larger scale. Ground source heating – extracts heat from the ground by using buried pipes. It is used in all kinds of heating, including underfloor systems. Biomass heating – uses organic materials such as wood, crops and so on (either alive or recently living) to produce heat through combustion.
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37
Project management
Project management THE POWER OF PRINCE2 The crux of Projects in Controlled Environments (PRINCE), now in version 2 (PRINCE2 – see below), is embodied in the phrase ‘Controlled Environments’, which means: • tight, agreed specifications • quality control of the product and the process • reliability • full participation of the customer throughout • involvement of suppliers so requirements are understood • no surprises on delivery.
PM IN NUTSHELL To sum up, three factors make up every project: 1. time 2. cost 3. performance. These are interdependent, so changes made to one will impact on one or both of the others.
38 www.questonline.co.uk / April 2015
Project management
What’s involved? odern project management (PM) started in civil engineering; here, proper management was essential simply because the costs of not having it were too high! At first, other industries did not share civil engineering’s recognition of the importance of PM, so there were a number of vastly expensive disasters because: ● people did not know what they were trying to achieve ● the business benefits of the change were not understood ● customers kept changing their minds ● change was not adequately controlled ● late technological changes were incorporated into projects at disproportionate cost. … which is why the role of the project manager is now so vitally important. Today, the project manager is the person on the ground delivering the customer’s wishes and dealing with suppliers, although any contractual relationship is usually between customer and supplier. It is imperative that top management understand the implications of a project for the way the whole business is conducted. Effective PM sees the result of a project process measured before it even starts, and ensures that it encompasses the precise amount of change that was envisaged at the outset.
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HIGH-PROFILE PM PROBLEMS If projects are not kept under strict control, problems can arise, particularly in terms of budgeting. This affects even the biggest projects: • Scottish Parliament – estimated cost £40 million; actual cost £195 million • London Underground Jubilee Line upgrade – estimated cost £4.8 billion; actual cost £10 billion • Wembley Stadium – estimated cost £240 million; actual cost £750 million and completed 18 months behind schedule. Such examples highlight the fact that huge undertakings, like 2012’s London Olympics, require very tight control by managers if there is not to be a massive deficit in budgets when they are complete. Indeed, the Olympics’ costs spiralled from original estimates, leaving the capital’s residents keeping a close eye on their Council Tax bills!
TRANSLATE YOUR SKILLS The basic set of skills required to manage a project are: • recognising what it is that needs to be delivered • planning how to deliver it • using the resources available • organising the project from start to finish.
Project management skills gained in the Services Many Service people will have delivered projects of varying complexity, whatever their rank or specialisation, although it is essential to distinguish between planning and carrying out relatively simple routine activities, and specific projects like the refit of a warship or the design of a cockpit. However, experience gained by, say, moving a unit to a new base or running an NCOs’ course would certainly be relevant.
Have you got what it takes? PM knowledge and experience are crucial skills in many civilian jobs. With this in mind, you should consider enhancing your project‐related skills, particularly leadership, team building and risk management. PM is an increasingly useful discipline – good project managers are in great demand, both within the Services and outside. It is also an industry that is
expanding into new areas every year, with control of the three factors mentioned in the ‘PM in a nutshell’ box increasingly being seen as relevant and important.
Get qualified! PM is a field in which there are specific qualifications as well as general ones that include an element of PM within them. Many degrees, for example, have modules on PM and more still test students by requiring them to carry out a project as part of the qualification. Several methodologies are used for project management. Some important ones include Atern, Managing Successful Programmes and Management of Risk. Probably the most common generic methodology is PRINCE2 (see separate panel). It is not cheap, though, and you may have to meet some of the costs yourself. The Practitioner certificate is mandatory for civilian project managers employed in the MoD.
PRINCE2 PRINCE2 is a processed-based approach, with each element defined with its key inputs and outputs, together with the specific objectives to be achieved and the activities to be carried out. The project is split into manageable stages, enabling efficient control of resources and regular monitoring of progress. The process is product-based; plans focus on delivering results and are not simply a set of timelines by which various actions must have occurred. The project is driven by the business case, describing the organisation’s justification, commitment and rationale for the deliverable (or outcome). This case is reviewed regularly to ensure that the business objectives (which may change) are being met. PRINCE2 enables projects to have an organised and controlled start, middle and end, with a series of processes that cover all necessary activities. The project manager organises and controls the project team, which actually does the work. The customer (or executive) pays for the project, the user will use its outcome, while suppliers (or specialists) have the expertise to carry it out. All will be represented on the project board to ensure that the right outcome is delivered within budget, on time and to the appropriate quality. Project assurance provides an independent view of how the project is progressing. There are two qualification levels: Foundation and Practitioner. The Foundation exam must be taken before the Practitioner exam. You can sit both exams in the same week or even day, or you can split them and sit them months (or even years) apart. You do not have to take a course to sit the examinations – it is down to your personal preference.
Foundation exam 1 hour allowed Multiple-choice format 75 questions per paper • 5 of the 70 questions will be select style • 5 of the 70 questions will be negative style • 5 of the 70 questions will be missing-word style • the remaining 60 questions (including trial questions) will be standard style 5 questions to be trial and not counted in scores 35 marks required (out of 70 available) to pass = 50% Closed book
Practitioner exam 2.5 hours allowed (no reading time added) Objective testing format 8 questions – 10 question items per question, each worth 1 mark – total number of marks available per paper 80 44 marks or more required to pass (out of 80 available) = 55% Open-book exam (official PRINCE2 manual only)
Foundation level provides enough knowledge for people who are then able to act as an informed member of a project management team – it indicates understanding of the principles and terminology. Practitioner is appropriate for those who need the competence to run and manage specific projects. APMG-International administers the exams, and also accredits training providers to teach PRINCE2 and conduct the exams. (APMGInternational also offers a number of other qualifications relevant to this sector.) PRINCE2 Registered Practitioners must take a re-registration exam every three to five years, to maintain their certification. This is a similar exam to the original Practitioner paper, except it is only one hour with three scenario-based questions.
April 2015 / www.questonline.co.uk
39
Project management
40
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Another source of advice is the Association for Project Management (APM). It publishes a Body of Knowledge that provides baseline information on the competences required by a project manager. There are also training courses and education programmes for those who want to advance their knowledge in this field. It has aligned its qualifications with the standards set by the International Project Management Association (IPMA), as outlined below: ● APM Introductory Certificate – for anyone looking to understand the principles of PM ● APMP (IPMA level D) – aimed at project managers and aspiring project managers who wish to demonstrate their knowledge of project management at a foundation level ● Practitioner Qualification (IPMA level C) – for people with three to five years’ experience in managing non‐complex projects ● CPM: Certificated Project Manager (IPMA level B) – for project managers with extensive experience in managing complex, multi‐disciplinary projects ● APM Project Risk Management Certificates – APM offers levels 1 and 2 certificates for project and programme managers involved in project risk assessment in any way.
Short courses in PM are run regularly throughout the UK, and the APM can provide a list of approved training providers (see ‘Key contacts’). Many British universities and institutes offer a range of PM courses and programmes. Some are specialist while others are aimed at the general project manager. The Best Practice User Group supports the Office of Government Commerce’s best practice products, including PM qualifications.
Finding employment One obvious area of work for Service leavers is the defence industrial sector, with many projects to choose from. There are the benefits of immediate skills transferability, possibly working on familiar equipment but from a different perspective. But it’s true to say that PM skills are of great value and in high demand in every conceivable occupation. Continuing professional development (CPD) is required to keep abreast of changes in the PM world. The more junior ranks will tend to be employed on the basis of their technical skills and expertise, while if you have been in a managerial role in the Services, your management, and specifically PM, skills will be attractive to prospective employers. If you are thinking of working freelance, there are agencies, magazines
and other intermediaries that can help you; if you want to find an employer, the job‐finding process is much the same as for other forms of employment.
KEY CONTACTS APMG-International, Tel: 01494 452450 Web: www.apmg-international.com Twitter: @APMG_Inter Association for Project Management, Tel: 0845 458 1944 Web: www.apm.org.uk Twitter: @APMProjectMgmt Best Practice User Group Ltd, Tel: 020 8144 5909 email: admin@usergroup.org.uk Web: www.bpug.co.uk Twitter: @BPUG_UK The website of the Swiss-based International Project Management Association (IPMA) is at www.ipma.ch Twitter: @IPMAFamily The website of the US-based Project Management Institute (PMI) is at www.pmi.org Twitter: @PMInstitute The official PRINCE2 website is at www.prince-officialsite.com
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Specialist training & qualification in Coaching & Mentoring and Neuro Linguistic Programming (NLP) Coaching & mentoring have been buzzwords for some time now and are proven to have benefits related to improved performance, enhanced learning & getting the best out of people. Neuro Linguistic Programming (NLP) has been variously described as the â&#x20AC;&#x153;new technology of achievementâ&#x20AC;?. As a common-sense system of everyday psychology it has enhanced millions of lives by showing people how to monitor and adapt their thinking, cultivate more useful inner beliefs, and develop the skills and strategies to more easily achieve their outcomes. Combined, the many benefits of coaching, mentoring & NLP are now wellrecognised in the contexts of training, management and leadership, whilst specialist training & qualification offers a powerful framework for personal, professional & organisational development. Performance People are a niche consulting company: passionate about people & dedicated to people performance. As specialists in the areas of performance, learning, communication & change, we offer a powerful range of solutions & services with which to unlock people potential & maximise people performance. As ex-Service people ourselves, who are engaged as Subject Matter Experts (SMEs) on a number of Defence contracts, we have a true understanding of the military mindset, a great respect for the military ethos, and a real passion for helping military people get the very best from themselves. As an approved Enhanced Learning Credits (ELC) Scheme provider our comprehensive range of coaching, mentoring & NLP qualifications & certifications, includes: â&#x20AC;˘ ILM L5 Certificate / Diploma Coaching & Mentoring â&#x20AC;˘ ILM L7 Certificate / Diploma Executive Coaching & Mentoring â&#x20AC;˘ NLP Practitioner (ABNLP) & NLP Practitioner Coach (ANLP) â&#x20AC;˘ NLP Master Practitioner (ABNLP) & NLP Master Practitioner Coach (ANLP) Any person, team or organisation interested in developing themselves or other people with coaching, mentoring or NLP is invited to contact Mark Woodhouse on 07976-821333 or email their enquiry to mark@performancepeople.org. We look forward to speaking soon and any opportunity of helping with your performance, learning & development.
Our proven approach combines Microsoft Certification, Cisco and IT security training with career support â&#x20AC;&#x201C; resulting in job offers and employment for service leavers. â&#x20AC;&#x201C; Residential resettlement courses â&#x20AC;&#x201C; ELCAS elegible courses â&#x20AC;&#x201C; Discounts for those on a medical discharge and redundancy leavers
To T o attend attend an op open en da day y or tto ob book, ook k, please call call or email us on: info@jbcmail.com TTel: e el: 024 7671 9720 E: info@jbcmail.com
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41 April 2015 / www.questonline.co.uk
Licensed hospitality
Licensed hospitality Licensed hospitality is one of the most diverse and rewarding career options out there – and with more UK consumers than ever before eating and drinking out of home, the opportunity to join this expanding industry is growing
What’s involved?
42
The UK licensed hospitality sector includes a wide range of businesses – from pubs and hotels, via restaurants, bars and nightclubs, to private members’ clubs – and there’s a host of opportunities for those wishing to move into it. The big ‘pull factors’ for those considering a career in hospitality are: ● rapid career progression – nearly every job in this sector offers you the chance to learn, improve your skills and move up the career ladder rapidly to the next level – and, historically, Service leavers are very good at this ● varied and challenging opportunities – literally no two days are ever the same, and opportunities exist both nationally and internationally for those that want them; there are thousands of different businesses and roles within them – although this feature will focus on those most suited to our readers.
www.questonline.co.uk / April 2015
The managed sector Managers are responsible for operating premises as paid employees of a company. Most high‐profile town‐centre national chains, large suburban family eating pubs, and many community locals and hotels are among the UK’s major managed estates and some national companies offer ‘fast track’, accelerated promotion to those who have completed an accredited resettlement course, and have the right attitude, motivation and ability. If you are selected for this, you can expect a general management appointment in a matter of weeks/months. Officers and NCOs may find themselves having to take a pay cut in the short term, but promotion comes quickly as a manager to those who are prepared to work for it.
Career progression Career progression in the managed sector depends very much on the individual, but – as noted above – promotion can be fast for those who want it. The training available in some organisations is excellent. There are currently three main development routes: 1. going straight into the industry 2. attending a short pre‐release training programme run by a local college or training company 3. undertaking a full‐time college or
university programme. Although direct entry at management level is not uncommon, most new entrants, particularly with national companies, begin their career as a trainee manager, assistant manager/shift manager or team leader. Point of entry is likely to depend on experience, ability and qualifications, as well as on how well the interview went, as first impressions count (which you’ll find out more about at your CTW event).
The self-employed option As a freehouse owner, tenant or lessee you are ‘your own boss’ – you run the premises your way, and in most cases pay rent on the site to a landlord brewery or pubco (with whom you have a lease or tenancy agreement). You plan, develop and control your business, employ your own staff, pay your overheads and keep the profits. You make your pub what you want it to be – but it must be successful and, more important, profitable. Training and preparation are vital for this career option. Being self‐employed means getting it right first time, so only those with the necessary confidence, commitment and ‘freed up’ capital should undertake this particular career option. There are several routes for Service leavers to consider, as outlined below.
Licensed hospitality
WE DID IT!
The freehouse owner You buy the freehold building and the business outright, and trade as you wish. You can normally borrow up to 70% of the ‘bricks and mortar’ value, but this will depend on the current economic climate; you will also need to produce a detailed business plan for your proposed lending source should you need to borrow. This option is for experienced, confident operators only.
HOW MUCH DOES IT COST TO GET STARTED? •
•
The leaseholder Names: Joanne and Steven McLeod Service branch: RAF (Joanne), Army (Steven) Years served: 13 (Joanne), 14 (Steven) Training: Arrochar Associates’ ‘High Five’ and ‘Nine to Shine’ courses Steven tells us: ‘My wife Joanne served as a chef in the Royal Air Force for 13 years and completed tours of the Falkland Isles and Iraq. I served in the Army for just over 14 years in 5 Scots (Argyll and Sutherland Highlanders), serving with 16 Air Assault Brigade completing various tours of duty, which included Northern Ireland, Kosovo, Bosnia, Iraq and Afghanistan. Once I had left the Army I completed my course on close protection, after which I then retrained to maritime security. However, after a couple of years of hard thinking, my wife and I chose to start up our own business in the hospitality industry and, yes, you guessed it … I retrained again, and that’s where Arrochar came in. Its course package looked second to none and, with the trainers’ plethora of experience in the hospitality industry, it seemed to be a no-brainer. ‘I attended the “High Five” (five level 2 qualifications) course and my wife attended both the “High Five” and the “Nine to Shine” (nine level 3 certificates) courses. She completed these thanks to the help and professional teaching, as well as excellent guidance throughout the packaged course. With Arrochar you are sure to have a head start. ‘Joanne was lucky in a way as she already had prior experience in the industry, however I was a bit of a “newbie”, so what was taught on my course did fall into place. We bought the Wheatsheaf Inn near Newark after working and saving hard at the start of 2014. We are now in the Good Pub Guide and the Michelin Eating out in Pubs guide, as well as recently receiving our certificate of excellence from TripAdvisor. These are achievements that we must work hard to maintain – it’s not easy. We are also in the process of moving on to our second country pub/restaurant in the new year. ‘If you are seriously thinking about the hospitality industry then go for it! However, you need to be a people person and you must interact with the customer/client at all costs. What it isn’t is a glorified day job, standing behind the bar drinking your profits or disconnecting yourself from your customers. If it all goes well then the benefits are excellent and everything falls into place. ‘What is a shame is the lack of professionals that are in the trade. The industry is crying out for chefs and front-of-house staff, etc. We are going to be taking on a chef who leaves the Navy in the next few weeks to add to our team. It will be interesting to see how this “triService package” will work in civvy street!’
The lease is a legally binding contract for anything up to 30 years, which you can sell on (assign) after two or three years, and is also intended for the experienced operator only. You purchase the fixtures and fittings, and the stock, pay a security bond and, in most cases (new leases excepted), will be required to pay a premium (goodwill) for the value of the lease, depending on how many years it has left to run. All prospective leaseholders will be required to pay valuation, legal and surveyors’ fees. You may also be asked to pay for a Pre‐Entry Awareness Training course. Most leases operate under a purchasing agreement for stock (the tie), with some having either a full tie (you buy all of your ‘wet stock’ through the company) or partial tie (beer only and free for everything else); or they may operate a ‘total free of tie agreement’. The level of rent will depend on estimated turnover and profitability, and the type of tie agreement in place. A similar agreement will operate with regard to ‘machine income’; again, this arrangement will be reflected in the rent charged. There are several types of lease available, with different conditions attached. You should, therefore, seek professional advice if you are considering this option. It is also essential that the company’s and lessee’s respective responsibilities are clarified in the early stages of enquiry. These can usually be found on the company’s website.
The tenant This is often considered to be the most ‘user friendly’ of the self‐employed options. The incoming tenant purchases the fixtures, fittings and stock from the outgoing tenant, and pays a security deposit to the brewer/pubco (this is known as ‘the ingoing’). You will also need funds to cover legal and valuation costs, as well as some working capital to help you get started. There is no ‘premium’ to pay as a new tenancy agreement is drawn up each time the business changes hands. This agreement will normally run for a three‐ to five‐year term, with the opportunity to
•
Freetrade – Prices, depending on area, vary considerably – from £200,000 (bargain basement) to several million pounds. A good average would be £300,000 to £700,000. However, prices fluctuate with the property market. Additional funds will be needed to cover stock and glassware, legal and professional fees, and some working capital. Leased – Buying a new lease could cost, on average, between £25,000 and £95,000 (depending on amount of fixtures and fittings), and an ‘assigned lease’ (one already in operation) being ‘sold on’ could have tens of thousands added to the value as a premium (goodwill); assigned leases can change hands in the £30,000–£300,000+ range. Tenanted – Ingoings can range from an average £15,000–£65,000 for a standard let tenancy to £2,000–£6,000 for short-term ‘starter house’ agreements, with the owning company holding the fixtures and fittings. You pay for the stock, glassware and a small security deposit. Starter house agreements are sometimes known as ‘trust tenancies’ or ‘tenancies at will’. Houses with ingoings of £45,000+ are frequently catering houses, possibly with letting accommodation and, therefore, include a higher level of fixtures and fittings. The security deposit (between £1,000 and £10,000) is held against non-payment of accounts and for repairs that are the tenant’s responsibility, and is refunded when they leave the pub.
renew. However, many brewers and pubcos currently offer easier, cheaper and less legally binding types of agreement. These are sometimes referred to as ‘try before you buy’ deals, with the opportunity to transfer to a full standard let tenancy or lease agreement at a later date. These types of self‐employed opportunity can, however, involve businesses at the lower end of the scale: small, poor location, poor reputation or, worse still, boarded up. They are sometimes marketed as ‘starter houses’ for newcomers to the industry or those with limited capital. Proceed with caution! Tenants are subject to either a full or partial tie for their wet stock, and may be held responsible for internal decoration and the brewer/company for external (usually every five years). Should you wish to leave the tenancy, it is customary to give six to 12 months’ notice. However, most brewers/companies will make the effort to speed things up, and you could be out in 10 to 16 weeks. As you will be responsible for ‘paying the bills’, it is important that you are aware of all business expenses: in addition to rent and wages, you will be responsible for business rates, utility charges and all other running costs.
April 2015 / www.questonline.co.uk
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Licensed hospitality
Qualifications and support in the licensed trade If you have limited, or no, current civilian hospitality experience, it is advisable either to undertake a course with a â&#x20AC;&#x2DC;builtâ&#x20AC;?inâ&#x20AC;&#x2122; work experience module or at least find a way to gain some practical experience in the job â&#x20AC;&#x201C; paid or unpaid. Although many companies run their own courses, you could find yourself in a â&#x20AC;&#x2DC;catch 22â&#x20AC;&#x2122; situation. Ideally, look for courses that offer BIIAB qualifications (BIIAB is the awarding body side of the professional body for the licensed retail sector). The principle qualification suitable for new entrants is the BIIAB level 2 Award in Licensed Retailing, which is the most commonly accepted qualification for entry at supervisory or management level. This twoâ&#x20AC;? part qualification includes the BIIAB level 2 Award for Personal Licence Holders (APLH), or Scottish Equivalent, and the BIIAB level 2 Award in Licensed Hospitality Operations (ALHO). The APLH is required by licensing authorities before they will grant a Personal Licence, while the ALHO covers virtually all the subject areas relevant to the successful operation of licensed premises. You may use your standard learning credit (SLC) allowance and IRTC grant towards costs. Other BIIAB qualifications include the BIIAB level 3 Hospitality Business Management
Award and Certificate, which attract ELC funding. In addition to the BIIAB courses there is also a range of support services, mentoring and free helplines available if you join the membership arm of the BII (annual fees start at just over ÂŁ10 a month). Go to www.bii.org to find out more.
Salaries Rates of pay in the managed sector have risen considerably in recent years, with some companies offering amazing bonuses for hitting targets (something that Service people are good at!) to attract quality applicants. For management or supervisory roles (those likely to be attractive to, and achievable by, Service leavers) in larger companies, typical salaries might be: â&#x2014;? trainee, assistant or shift managers â&#x20AC;&#x201C; ÂŁ19,000â&#x20AC;&#x201C;ÂŁ26,000 â&#x2014;? house, unit or general manager â&#x20AC;&#x201C; ÂŁ25,000â&#x20AC;&#x201C;ÂŁ70,000. Many of the big operators have several grades of assistant/shift manager, with pay increases awarded as higher grades and training targets are achieved. Earnings may also be enhanced by substantial performanceâ&#x20AC;?related bonuses (up to 100% of salary in some cases), and benefits such as food and accommodation allowances, childcare vouchers, free shares and private health cover, further training as well as, of course, rapid promotion prospects.
In the selfâ&#x20AC;?employed sector, as a rough guide, a tenant/leaseholder should be able to draw a net profit on the bottom line of 10â&#x20AC;&#x201C;20% of net turnover, depending on sales volume and quality of management. Generally, a freeholder can expect a much higher level of net profit. Any borrowing will also need to be taken into account.
KEY CONTACTS British Hospitality Association (BHA), Tel: 0207 404 7744 email: bha@bha.org.uk Web: www.bha.org.uk Twitter: @BHAtweets BII, Tel: 01276 684449 Web: www.bii.org Twitter: @BIIandBIIAB BIIAB (awarding qualifications for licensed retail), Web: http://biiab.bii.org Twitter: @BIIandBIIAB British Beer & Pub Association, Tel: 020 7627 9191 email: contact@beerandpub.com Web: www.beerandpub.com Twitter: @beerandpub Arrochar Associates (hospitality training including that for which the IRTC grant, SLC and ELC may be used), Tel: 01869 343640 email: info@arrochar-associates.co.uk Web: www.arrochar-associates.co.uk The Publicanâ&#x20AC;&#x2122;s Morning Advertiser, Web: www.morningadvertiser.co.uk Twitter: @morningad
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Distance learning
Distance learning Take control of your future!
What is distance learning? istance learning allows people to study when and where they want, rather than on the same site as the institution that is providing the education (as is the case with ‘traditional’ study). As well as ‘distance learning’, you are likely to come across terms such as ‘open learning’ and ‘distance supported learning’. In truth, all these types of learning are likely to overlap, but, as a rough rule of thumb, open learning includes more face‐to‐face classes than distance learning, while the word ‘supported’ usually indicates that there are tutors and physical material available to help students. Distance learning ranges from courses of even as little as a few hours, to degrees and postgraduate qualifications that may involve several years’ study. So‐called ‘short courses’ typically last days or weeks as opposed to months or years. Even those subjects with a strong practical element
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www.questonline.co.uk / April 2015
often have modules that are appropriate for distance learning. Thanks to the wide availability of useful technology these days, learning materials and support may be provided by either one or a combination of the following means: books, telephone, DVD, CD‐ROM, email, the internet, podcasts and via mobile learning, where the student accesses course content stored on a mobile device or through a wireless server. Some providers offer course elements via the iTunes Store, which can be downloaded free of charge. Many courses make extensive use of the internet. Others involve tutor groups, which may meet regularly, or ‘summer camps’ of a few weeks’ duration for classroom education on top of regular, directed coursework at a distance.
Convenience is the key The great thing about distance learning – especially for those in the Armed Forces, who may be posted anywhere in the world
– is that it puts you in control of your education. Once you have chosen and enrolled on your course (see below), you are free to study when, where – and, these days, how – you choose, so you can fit your education around your current work and/or family commitments. You might be an early bird, who works best first thing in the morning; or you might be a night owl, who finds the evenings the best time to study successfully – it’s entirely up to you. And of course, in these days of laptops, notebooks, tablets and mobile learning, you can set up and study at a location of your choice – home or work, at a cafe, even while travelling. Importantly, too, you can work at your own pace – there are no term‐times to be rigidly stuck to (although you may have to sit exams, and these may take place only at specific times). To sum up, distance study enables you take responsibility for your own learning. However, although you will be in control, a
Distance learning
good provider will offer support – so you will most certainly not be alone, left completely to your own devices, but will have back‐up and assistance as and when you require it. There are also likely to be self‐checks and interim tests to help ensure that you are on target, and tutor‐ marked assessments to provide valuable feedback, as well as a telephone helpline to call or an address to email for advice if you get stuck.
How do I choose a course and provider? Although necessarily influenced by market forces (i.e. demand from learners), a vast array of courses is available in distance learning form. And because the choice of provider is huge, too, you are more than likely to be able to track down the course that you are looking for. This may be something that will give you a
APL AND CATS When choosing a course, two terms to be aware of are accreditation of prior learning (APL) and the Credit Accumulation and Transfer Scheme (CATS). Both allow a teaching organisation to give credit to: • learning obtained elsewhere, and • relevant experience at work in the subject concerned. You should always ask about APL and CATS, to avoid repeating things you have already done.
ASK YOURSELF … • • • • • •
• • • • • •
•
Does the course lead to the qualification I want/need? Will the course train me to the level required (by me or a potential employer)? Can I view the training materials first, before committing? Or chat to previous learners? Do I have to pass an entry test? How much support is available? And in what form? Can the whole course be done at a distance, or is it necessary to attend training sessions at specific times? How much time do I need to set aside for study? How much will the course cost? Will there be an exam at the end? Is the provider inspected or accredited by an independent body? If I choose to study for a degree, do I have to complete it in three years? Will I receive any special consideration for study problems as a result of operational duties? Is the course available via learning tools that I will be able to access? (For example, if you are in an environment where IT availability is limited, you should select a course where it is possible to use paper and telephone, at least for a limited period.)
general grounding or background in a particular subject or area (that you may go on to study in more depth later), or you might be looking to focus on something very specific – such as the entrance examinations of a particular professional body. Both higher education (HE) and further education (FE) courses can be taken via distance learning. The difference between is not always clear‐cut, and in some cases (e.g. foundation degrees), both are involved. Many qualifications are modular; this means that they can be earned by learners completing modules, often of their own choosing; credits gained from a selection of such courses can be added together to gain degrees and other HE qualifications. It is not always necessary to have an undergraduate degree to gain a master’s; neither is it necessary to have one in order to achieve many professional qualifications. Increasingly, Service people will take distance learning modules as part of the training that produces their career progression. So, you could be studying with a view to gaining qualifications that will help you while in the Forces or when you leave, or just for personal interest – out of enthusiasm for a particular subject. But how do you know who is a good provider and who is not? And exactly which course do you need? All this choice can prove confusing! In the accompanying box, there is a checklist that should help you.
Finding out more Service education and training staff, both within the learner’s unit and specialists, often provide the best advice about what individuals want and what it is actually possible for them to achieve. They can also provide access to the funding available to support study, and recommend the subjects that you should be encouraged to pursue – particularly with a view to a second career when leaving the Services. Increasing numbers of Forces learning and education centres and personal learning advisers also have access to e‐learning opportunities. Information about courses is also available from learndirect (see ‘Key contacts’). It, too, runs its own courses and learning centres with tutor support, where students can undertake online learning, and which use ICT systems to enable users to access learning. Other information sources include direct from the ‘horse’s mouth’ (somebody who has first‐hand experience of a course or a training provider), written prospectuses and, of course, the internet. The website of the Open and Distance Learning
Quality Council (ODL QC) is particularly helpful (again see ‘Key contacts’).
Who are the learning providers? Many learning providers are neither HE nor FE institutions, although they may have links of varying strengths with one or more colleges or universities. Many companies run large training departments, and there are also many commercial organisations that provide training to paying clients. Much of the training such providers deliver is of excellent quality and targeted carefully at the needs of civilian employers in a specific market sector. Many commercial businesses offering training use the premises of academic institutions to deliver courses, and may have contracts with employment agencies to help their students find work. You are likely to have heard of some of the bigger distance learning organisations, however – as mentioned above – there are many other providers out there too, also offering a wide range of courses, some with discounts for Service people (ask your education and training adviser for further information). To see a list of ODL QC‐accredited learning providers, visit its website and click on the ‘Find an accredited provider’ link.
Funding Course costs vary enormously, and it is very important to discover all the costs of a course before embarking on it, including hidden extras like revision courses, exam fees, materials used and ‘subscriptions’. Those in the Armed Forces should also recognise that they should expect to pay for at least some of their personal development – including distance learning courses – themselves. After all, they will benefit in the long term, and civilians, likewise, certainly expect to at least make a contribution to their own learning. Service people are eligible for grants and some other financial support when undertaking distance learning. Chief among these are enhanced learning credits (ELC) and standard learning credits (SLC). There may even be other funding routes that education, learning and training staffs may be able to access. Selected learning providers also offer discounts to Service personnel, so do check with them direct.
KEY CONTACTS learndirect, Tel: 0800 101 901 Web: www.learndirect.co.uk Twitter: @learndirect Open and Distance Learning Quality Council (ODL QC), Tel: 020 8658 8337 Web: www.odlqc.org.uk
April 2015 / www.questonline.co.uk
47
Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
FACTFILE
This summary of personal development and resettlement information should be used as guidance and direction to the appropriate Service or civilian authority.
Personal Development and Education Opportunities What is Personal Development (PD)? PD is about self-improvement and satisfaction. It is open to everyone and can be done for one or many of the following reasons: l l l
l l l
to improve knowledge for personal interest to be introduced to new ideas or skills to broaden horizons
to enhance in-Service career prospects to gain qualifications to prepare for a second career.
PD won’t just happen. You must take steps to find out what’s available and decide what you want to do. Use the flow chart below as a guide.
A PD Route Map Individual talks to line manager about developing a realistic plan and maintaining a PD record (PDR)
Individual decides:
Other sources of information include:
l l l
l l l l
subject to be studied and qualification (if any) level of study (basic/key skills, GCSE, S/NVQ, A-level, degree, postgraduate) mode of study (e.g. short courses, distance learning)
unit education or training officer in-Service publications in-Service education centre local library or civilian college
l l l l
the internet Quest magazine friends and family Quest website: www.questonline.co.uk
Local colleges or training providers
Distance/open learning
PD can mean anything from career courses to sports and adventurous training courses. See for other options for Service personnel
A range of further education (16+) and higher education (degree and above) courses are available. Ask your education/training officer or local college/library for a brochure
College attendance is not necessarily required. Flexible study can be undertaken by correspondence, or using the internet and tutorial support is usually available
Ó
In-Service
eLearning – The Defence Learning Portal (DLP)
Ó
Distance Learning
Ó
Grants and funding are available for most forms of PD. See ‘Sources of advice and finance’ for details. Course complete? Look for your next learning!
Also open to MoD Civilian Personnel
Many Service people study with the Open University each year. It has hundreds of courses, not just degrees, and offers a modular/building block approach to study. Special arrangements exist for Forces people with regard to summer schools, credit transfer and those serving abroad. For more information, visit the OU website www.open.ac.uk or Tel: 0845 300 6090 for a brochure.
There is now a huge amount of high-quality learning material freely available online to Armed Forces and Civil Service personnel, accessible either over the World Wide Web or via the Defence Intranet. The Defence Learning Portal (DLP) is the MOD's central distance learning resource, providing ‘one stop’ access to a wide range of eLearning, courses, wikis, forums and other materials across a large number of key topics including: IT skills including ECDL, core competencies, Health and Safety, languages and business skills. Readily available over the Defence Intranet, if you already have a DLP account you can also gain access via the internet at www.dlp.mod.uk
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You may prefer to attend a part-time class, or short course, at a local college. Your education officer may have this information to hand and most colleges publish a brochure. Some people prefer to study in this more structured environment. You must gain authority from your unit to attend and it is worth seeking unit guidance before making any financial commitment. You may also be able to claim the SLC and ELC. In addition, many in-Service education centres run classes specifically for Forces people and families, especially overseas. Some are free and most are discounted for families. Contact your education/training officer for details.
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Everyone should keep their own PDR in which they should record educational plus other PD achievements, appraisals and courses. It encourages people to assess and evaluate what they are doing, what they have learned, and where they are going in terms of career and personal development. Ask your education/training officer where you can get your copy.
Key:
Ó
College Courses
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Personal Development Record (PDR)
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Distance learning allows you to study at your own pace, no matter where you are. A range of schemes and courses are available but it requires discipline to organise your study time. Most colleges readily offer help and advice to their students. The Standard Learning Credit (SLC) and Enhanced Learning Credit (ELC) can be used for many of these courses but certain conditions may apply (see Sources of advice and finance).
Service personnel
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Health & Safety
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NEBOSH, IOSH, CITY & GUILDS, IEMA HEALTH SAFETY & ENVIRONMENT TRAINING COURSES
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14 different discounted packages for service leavers
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Premier Providers of NEBOSH Courses Phoenix Health & Safety are an approved Enhanced Learning Credits (ELC) provider of NEBOSH training courses. Courses are on offer at venues around the UK and beyond, or via distance learning. Innovative support methods include course materials in audiobook format, online revision modules and social media support groups. Courses available include: NEBOSH National General Certificate NEBOSH National Construction Certificate NEBOSH National Fire Certificate NEBOSH National Diploma And many more... Contact us today for an informal discussion on how we can help with your training requirements. APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME
ELC
PROVIDER NUMBER
3518
www.phoenixhsc.co.uk
0845 500 8811
49 April 2015 / www.questonline.co.uk
Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
Enhanced Learning Credits
Ó
The SLC scheme allows personnel to obtain financial assistance for learning costs. You are able to claim 80% of your course fees, up to a maximum of £175 per financial year. To qualify for SLC funding, the course of study must lead to a nationally recognised qualification, have substantial developmental value and directly benefit the Service.
The ELC scheme provides financial support in the form of a single up-front payment of up to £2,000 per annum (depending on length of Service) in each of a maximum of three separate financial years. The scheme is based on the principle that individuals will make a personal contribution towards the cost of their learning. The ELC contribution may be up to 80% of the gross course value. ELC funding is available only for courses that result in a nationally recognised qualification at level 3 or above on the National Qualifications Framework (NQF) or Qualifications and Credit Framework (QCF) (England and Wales), at level 6 or above on the Scottish Credit and Qualifications Framework (SCQF) or, if pursued overseas, an approved international equivalent qualification. For full details visit www.enhancedlearningcredits.com
Universities and Colleges Admissions Service UCAS deals with applications for first degree and similar standard courses at over 250 universities and colleges in the UK. Remember that you no longer need A-levels to go to university – vocational A-levels/NVQs and access courses now qualify students as well. If you are interested in entering higher education, call the UCAS hotline on Tel: 0871 468 0468 or visit www.ucas.com
University Short Courses
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Standard Learning Credits
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Sources of Advice and Finance
The University Short Course Programme (USCP) exists to enhance the general educational development of Service personnel through providing short courses at a range of universities in topics such as leadership and management, regional and strategic studies, and languages. Course fees and accommodation costs are funded by the Services.
Further/Higher Education (FE/HE) Access
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The IRTC grant exists to help towards the cost of resettlement training through the CTP or external training providers. The IRTC grant may not be used for Civilian Work Attachments but may be used in concert with a Learning Credit – Standard (SLC) or Enhanced (ELC) – for any course that is completed prior to the Service Leaver leaving the Service and subject to the relevant criteria of either scheme. (See JSP 898 Part 4 – Chapter 3 for ELC and Chapter 4 for SLC.)
The Ministry Of Defence and the Department of Innovation, Universities and Skills offer eligible Service Leavers free FE/HE support for a first level 3 or Foundation Degree qualification. To be eligible, Service Leavers must have registered for the ELC scheme while in Service, complete a minimum of four years’ productive service, complete a minimum of four years’ ELC scheme membership, thus qualifying for the initial lower-tier support, or eight years’ membership, qualifying for the higher-level support, and take up the offer of free support within ten years of leaving Service. Local Education Authority (LEA) grants and low-interest student loans are available for anyone entering full-time education. They are means tested in that what you receive depends on your income and that of your family. If you are entering full-time education you should apply for one, even if you do not think you are eligible, otherwise you may not qualify for other benefits. Contact your LEA for details.
Professional and Career Development Loans These are designed to help people change direction or increase their skills by providing a deferred repayment loan of between £300 and £10,000 to cover up to 80% of tuition fees for a vocational course of up to two years, plus a further year's work experience if appropriate. Courses can be full-time or part-time, or involve open or distance learning, and people who have been out of work for three months can apply to have all their course fees covered.
Resettlement Grant (RG)
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The low-interest loan is arranged through one of four high-street banks, and certain conditions and criteria apply. Find out which banks offer the loan and order an application pack by calling the National Careers Service on Tel: 0800 100 900.
Armed Forces Compensation Scheme
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The RG is paid only if there are no other terminal benefits due (so, if someone is medically discharged after the RG trigger point, RG is not paid as other benefits become due). The amount payable depends on length of Service and on which pension type the SL is on. The current rate for eligible Service Leavers who are on the most recent pension scheme is £9,825. It can be as much as £17,824 on previous pension schemes.
learndirect learndirect is a free government helpline on which qualified advisers provide information on all aspects of learning, from UK-wide learning opportunities, to career guidance and sources of finance, and other national and local organisations that can help. It is open between 8am and 9pm Monday to Friday, from 9am to 6pm on Saturdays, and from 10am to 6pm on Sundays. The helpline adviser can answer questions on any aspect of learning. The website address is www.learndirect.co.uk The freephone number is Tel: 0800 101901.
Professional and Career Development Loans Finding a job Jobcentre Plus has one of Britain’s largest databases of job vacancies, which is updated constantly. The database also lets you search for training, career information, voluntary work and childcare providers across the UK. You can search the database via Universal Jobmatch ( www.gov.uk – search for ‘jobs’) or by using the Job Point in your local Jobcentre. When you find a job you are interested in, either using the Jobcentre Plus job search or at the Job Point in your local Jobcentre, Jobcentre advisers will tell you how to apply, send you an application form and may even contact the employer (so have your address, National Insurance number, date of birth and the job reference number to hand).
Benefits If you’re unsure which benefits you can get, you can check online using the Gov.uk ‘Benefits adviser’ pages ( www.gov.uk – search for ‘benefits adviser’). To find out more about Jobseeker’s Allowance, who can get it and how to claim online, go to the Gov.uk ‘Jobseeker’s Allowance’ pages ( www.gov.uk – search for ‘Jobseeker’s Allowance’). You can also claim by phone by calling Jobcentre Plus on 0800 055 6688. There’s a Welshlanguage line on 0800 012 1888, and a textphone on 0800 023 4888 if you find it hard to speak or hear clearly. Lines are open Monday to Friday 8am–6pm.
Armed Forces Champions
Armed Forces Champions have been established in Jobcentre Plus districts throughout the country to ensure that the concerns of Service personnel and their families are addressed. Working with local bases and Families Federations, the role of the Champions is to raise awareness of the support available through Jobcentre Plus, such as information on the local labour market and how to claim benefits. (Any problems accessing Jobcentre Plus services can be fed through to local Champions via Unit Admin Offices.)
Key: 50
www.questonline.co.uk / April 2015
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The Armed Forces Compensation Scheme (AFCS) provides compensation for any injury, illness or death that is predominantly caused by service on or after 6 April 2005. The War Pension Scheme (WPS) compensates for any injury, illness or death that occurred up to this date. All current and former members of the UK Armed Forces, including Reservists, may submit a claim for compensation. For advice and guidance, call the Service Personnel and Veterans Agency’s free helpline on 0800 169 22 77 (UK only), +44 1253 866 043 (overseas). Alternatively, you can visit: www.gov.uk/pensionsand-compensation-for-veterans or www.veterans-uk.info
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Individual Resettlement Training Cost (IRTC)
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Further details are available from education/learning centres or search in DINs.
Service personnel
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME
E LC
PROVIDER NUMBER
4435
NEBOSH HEALTH AND SAFETY COURSES WE CAN HELP YOUR CAREER TRANSITION WITH OUR GLOBALLY RECOGNISED HEALTH AND SAFETY QUALIFICATIONS…
APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME
E LC
PROVIDER NUMBER
6781
Course One
Course Two
Course Three
NEBOSH National General Certificate in Occupational Health and Safety
NEBOSH National Certificate in Construction Health and Safety
NEBOSH National Certificate in Fire Safety and Risk Management
Course Four
Course Five
NEBOSH International Technical Certifcate in Oil and Gas Operational Safety
NEBOSH Certificate in Environmental Management
SPECIAL OFFER… Choose any combination of three courses for one ELC claim.
CALL US TODAY AND ASK FOR A BROCHURE OR VISIT OUR WEBSITE Ipswich: 01473 212535 | London: 0207 194 84 33 E: info@ccas-ltd.com | www.ccas-ltd.com 51 April 2015 / www.questonline.co.uk
Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
Resettlement: Preparation for leaving the Forces Official provider of career guidance, skills training and job finding assistance to leavers of the Armed Forces The Career Transition Partnership (CTP) is a partnering agreement between the MoD and Right Management to provide 3rd Line tri-service resettlement support. This consists of career transition services, training and job finding support for leavers of the Armed Forces. The Regular Forces Employment Association Ltd (RFEA) and Officers’ Association (see overleaf) are integral parts of the CTP and lead on the provision of job opportunities and employment support. This provision is delivered from ten Regional Resettlement Centres (RRCs) in the UK and Germany, and the Resettlement Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range of in-house resettlement training for entitled Service leavers from up to two years before discharge. The job finding service is delivered by 24 Employment Consultants based nationwide and an online job search website called RightJob, which contains vacancies specifically for leavers of the Armed Forces from employers who seek their skills and experience. Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk
Resettlement Services
A Service Leaver’s route map
1st LINE The first stage in your resettlement process is with 1st Line, who offer information and administrative support. They are: • RN – Education & Resettlement Officers (ERO) • Army – Unit Resettlement Officers (URO) • RAF – Resettlement & Education Co-ordinators (REC).
Service Leaver completed at least 4 years’ Service: registers with Career Transition Partnership (CTP)
Employment Support Programme
2nd LINE The principal task of 2nd Line is to provide advice and guidance on the resettlement package that will best suit the individual Service Leaver. For those entitled to CTP this will normally be a referral to a CTP consultant and/or enrolment on a CTW, both of which will require the Service Leaver to be registered for CTP services. 2nd Line are:
No Served over 6 years?
• Yes
• Attends Career Transition Workshop (CTW) or equivalent Career Consultant led Employment Consultant led
• Prepares PRP with Consultant • Receives regional employment advice
Prepare Personal Resettlement Plan (PRP) with Career Consultant
Develops, reviews and actions PRP:
Attends: • further CTP workshops • training at RTC/RRC • civilian training attachment • external training • Financial/Housing briefings
• further advice on: • career options • self-employment • job finding • training • attachments • research activities • civilian work attachments
Receives advice on or notification of matched job opportunities
Consultant supports and monitors progress
Makes job applications
Secures employment
CTP support for up to 2 years after discharge; RFEA/OA job finding support until retirement
52
SHADED ELEMENTS ALSO AVAILABLE TO THOSE WITH 4–6 YEARS’ SERVICE
•
RN – Naval Resettlement Information Officers (NRIO), located at Base Learning Centres; for medical discharges the RN has a single 2nd Line point of contact referred to as NRIO (Medical) based in the Institute of Naval Medicine, Gosport Army – Individual Education and Resettlement Officers (IERO) and AGC(ETS) Officers are located at Army Education Centres (AEC) and Theatre Education Centres (TEC); AGC(ETS) Officers may deliver 2nd Line resettlement advice when deployed on operations and occasionally when IERO are unavailable RAF – Each Regional Resettlement Adviser (RRA) is allocated a group of RAF stations to visit on a regular programmed basis.
3rd LINE Resettlement support at 3rd Line is provided by the CTP as outlined at the top of this page and in more detail on its website at www.ctp.org.uk
Regional Resettlement Centres (RRCs) Career Transition Workshops (CTW), career counselling and other CTP workshops, briefings and events usually take place at one of the ten Regional Resettlement Centres (RRCs) in the UK and Germany. Further information can be obtained from any of the RRCs listed below. Regional Resettlement Centre Aldergrove Regional Resettlement Centre Aldershot Regional Resettlement Centre Catterick Regional Resettlement Centre Cottesmore Regional Resettlement Centre Herford Regional Resettlement Centre Northolt Regional Resettlement Centre Plymouth Regional Resettlement Centre Portsmouth Regional Resettlement Centre Rosyth Regional Resettlement Centre Tidworth
Tel: 02894 421639 Tel: 01252 348336/339 Tel: 01748 872930 Tel: 01572 812241 (ext 7716) Tel: 0049 5221 9953388 Tel: 020 8842 6063/6064 Tel: 01752 553376 Tel: 02392 724130 Tel: 01383 858230 Tel: 01980 650689
For the most up-to-date information, please visit www.ctp.org.uk www.questonline.co.uk / April 2015
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Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
Graduated Resettlement Time (GRT) GRT is the length of time that a Service Leaver is eligible to spend on resettlement activities, including workshops, training courses, civilian work attachments or individual resettlement provision.
Entitlement All Service Leavers, other than those discharged as Early Service Leavers, are entitled to receive the resettlement support detailed in the table below. Principle Longer service is rewarded with entitlement to increased resettlement time. All Medically Discharged Service Leavers automatically qualify for the maximum entitlement. Entitlement includes grants, allowances, travel warrants, resettlement leave, consultancy, transition workshops and subsidised training.
1. 2. 3. 4. 5. 6. 7.
Years’ Service
Normal Discharge
<1 1+ 4+ 6+ 8+ 12+ 16+
CTP No No ESP FRP FRP FRP FRP
Medical Discharge(2)
GRT(1) 0 0 0 20 25 30 35
IRTC No No No Yes Yes Yes Yes
CTP FRP FRP FRP FRP FRP FRP FRP
GRT(1) 10 30 30 30 30 30 35
IRTC Yes Yes Yes Yes Yes Yes Yes
Notes 1. Amount of GRT is in working days. 2. This includes Reservists who are Medically Discharged due to injuries sustained during operational commitments. ESP: Employment Support Programme FRP: Full Resettlement Programme
Transition services and entitlements Outflow
<4 Years’ service or administratively discharged
• • • •
Employment Support Programme >4<6 Years’ Service
• • • • •
Vulnerability Assessment Resettlement Brief Resettlement Interview Gateway to 3rd Sector: – Housing – Finance – Social Benefits – Employment – Pensions – Health
•
• •
• • • •
Job-Finding Service ‘RightJob’ Access Consultant Interview Housing Brief Financial Aspects of Resettlement Brief Access (on a standby basis) to 50 Various Resettlement Training Centre Courses Post Discharge Consultant Support (up to 2 years) Employment Fairs and Events
Standard Learning Credits Enhanced Learning Credit Access to first FE/HE Qualification Resettlement Grant - Officers with 9 years service up to £14,686 - Other Ranks with 12 years service who are AFPS 75 up to £10302 - Officers (9 years) and Other Ranks (12 years) who are AFPS 05 up to £10302
Full Resettlement Programme >6 Years’ Service
• • • •
• • • • • • • •
IRTC Grant (£534) Resettlement Leave (up to 35 days) Career Transition Workshop (3 days) Other Workshops – Retirement Options – Future Employment Options – Self-Employment Awareness – Small Business Start-Up – CV Writing – Interview Skills Career Consultancy Travel Warrants (up to 7) ‘RightJob’ Access Financial Aspects of Resettlement Brief Housing Brief Access to 50 Various Resettlement Training Centre Courses Post Discharge Consultant Support (up to 2 years) Employment Fairs and Events
Duty Allowances for Resettlement Activities
54
Individual entitlements to allowances are found in JSP 752 and other single-Service regulations. If in doubt, Service leavers should ask their resettlement advisers or Unit HR for advice. As with other duty entitlements, payments made in the pursuance of resettlement are made only for ‘actuals’ and administered through Joint Personnel Administration (JPA) self-service menus. At all times, receipts must be retained and produced in the event that a Service Leaver is selected for audit. Service Leavers’ entitlement will depend upon the nature of their discharge
www.questonline.co.uk / April 2015
and the length of their Service (see Figure 1). When selecting a training provider to deliver resettlement services, Service Leavers should be aware that the MOD operates a ‘Local Training First’ policy. Wherever possible, resettlement training should be undertaken local to (i.e. within 50 miles by road or 90 minutes by public transport) Service or home accommodation. Notwithstanding this, external training, including training undertaken overseas, that will incur
subsistence costs may be arranged through any training provider in the event that there is no available CTP inhouse training or training providers that can deliver an equivalent training outcome locally. All overseas training (see overleaf) must survive HQ scrutiny; and all accommodation, UK or otherwise, other than that offered under exceptional residential arrangements, must be booked through the Defence Hotel Reservation Service (DHRS). All residential accommodation offered by training providers must be pre-authorised by the Unit.
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
THE ROAD TO YOUR FUTURE Starts with Transport Training Academy Transport Training Academy (TTA) is a well-established and respected training organisation who has been providing Logistic and Construction training to military personnel on their resettlement programme for nearly ten years. Team TTA is fully committed to supporting you throughout every step of your learning journey and beyond. TTA’s instructors include ex-military personnel who fully understand the emotions you will be experiencing at this important WUDQVLWLRQDO VWDJH ZLWKLQ \RXUbFDUHHU b
Logistics Courses: • LGV & PCV Licence Upgrades • Driver CPC • ADR • Yard Shunter • HIAB – Lorry Loader • Banksman
Construction Courses: • Fork Lift Truck • 180 Excavators • 360 Excavator • Telescopic Handler • Dump Truck • Load Shovel • Ride on Roller • Slinger • Signaller • MEWP’s • CPCS Card
Management Courses: • DSA Instructor Course • Green Band Instructor Course ȏ &Ζ/7 8. /HYHO &HUWLȴFDWH of Professional Competence for Transport Managers 5RDGb+DXODJH b • FLT Instructor Course • PTTLS Course • TAQA Assessor Course • Site Supervisors Safety Training Scheme (SSSTS) • Site Managers Safety Training Scheme (SMSTS)
CALL OUR EXPERT TEAM NOW
0845 056 0561 ttacademy.com
;9(5:769; +0:;90)<;065 Drivers CPC LGV: Large Goods Vehicle PCV: Passenger Carrying Vehicle ADR: Carriage of Dangerous Goods Forklift Truck Reach & C/balance DSA approved for all Driver Training
4(5(.,4,5; ;9(0505. CPC Road Haulage Management NEBOSH 10SH Dangerous Goods Safety Advisor Dangerous Goods By Air and Sea ELCs can be used for some of these courses
*VUZ[Y\J[PVU 7SHU[ *V\YZLZ Tower Crane JCB 180 Exc Mobile Cranes JCB 360 Exc Crawler Cranes Ride On Roller Lorry Loader (HIAB) L/Shovel Large Dumper F/T Dumper CPCS Cards for all Plant Training
55 April 2015 / www.questonline.co.uk
Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
Resettlement Training Training provided by the CTP
Overseas Resettlement Training
Skills training takes place at the Resettlement Training Centre (RTC) in Aldershot and at a selection of RRCs. The RTC has bespoke workshops within its Building and Engineering Departments, and also offers Management and IT courses. Many of those on offer result in civilian-recognised qualifications. To find out more about the wide range of courses available, and to search for dates and locations, visit our website at www.ctp.org.uk For all other enquiries, to check availability, or to make a booking or payment, contact our Course Booking & Information Centre (CBIC): Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 Email: coursebookings@ctp.org.uk
Resettlement training should, wherever possible, be undertaken either in-house (given the value for money and quality assurance available on those courses) or locally in recognition of the local training first policy. Authorisation for overseas resettlement training can only be made by HQ SDE staff on a case-by-case basis and through the intelligent application of the following conditions. •
The training outcome is not available under the local training first policy, either within the UK for those serving in UK or within their normal theatre of operations for those serving overseas.
•
The total costs of the training overseas to the MOD, including eligible subsistence allowances and travel costs, which will be claimed under current regulations, are less than those that would be incurred if undertaking the training in the UK, i.e. the value for money consideration.
•
SDE staff have reasonable assurance of the quality of the training and its recognition by UK employers.
Training provided by Preferred Suppliers The Preferred Suppliers List (PSL) identifies a range of local training providers offering some of the most common vocational training that Service Leavers undertake. In order to qualify for the PSL, the training organisation is obliged to demonstrate financial reliability, appropriate insurance cover, past performance, future plans, training facilities, accreditation levels and quality standards. The PSL is published at www.ctp.org.uk and is also held in each of the Regional Resettlement Centres (RRCs). Preferred Supplier status is subject to continuous evaluation, on each course by the Service Leaver, by the CTP and by annual review.
CTP Employment Events Our events can be of great benefit and provide an excellent opportunity to network with potential employers and discuss the job market in general, as well as within specific industry sectors. The main types that we hold are: • Employment Fairs – attended by a wide range of national and local employers, seeking the skills, quality and experience that Service Leavers have • Industry Awareness Days – focus on a particular industry sector and several employers will talk about career opportunities on offer • Company Presentations – these focus on one particular company, which is normally actively recruiting for a number of vacancies. • Search for upcoming CTP events on our website at www.ctp.org.uk
The Officers’ Association (OA) Provides job finding support through three career consultants. It also offers lifelong access to job finding information, advice, guidance and support to all officers regardless of eligibility for the CTP programme. In addition, under its charitable status it offers the following: • advice and support to ex-officers and their dependants • access to a residential home in South Devon for ex-officers and widows, and an estate of bungalows in Hertfordshire for disabled ex-officers and their families. OA Scotland offers benevolence services and employment support to ex-officers who are resident in Scotland or were members of a Scottish Regiment. Tel: 0845 873 7140 Email: a.carrington@officersassociation.org.uk Website: www.officersassociation.org.uk
Tel: 0131 550 1575/1581 Email: em@oascotland.org.uk Website: www.oascotland.org.uk
The Regular Forces Employment Association (RFEA) Ltd The RFEA provides job finding support through a network of 24 employment consultants throughout the UK. It also provides lifelong access to job finding information, advice, guidance and support to people who are or were eligible for MOD resettlement through the CTP. In addition, under its charitable status this support is extended to all ex-Service people who have served for more than seven days, irrespective of eligibility, on a case-by-case basis, subject to certain criteria and at RFEA discretion. Tel: 0845 873 7166 Email: AdminRFEA@ctp.org.uk Website: www.rfea.org.uk
Service Leaver Support Teams (SLSTs)
56
Can be found at Army UK divisional and district HQs and at some regional brigades. They provide Service leavers with information and help on a wide variety of subjects, including employment, housing, schooling, finance and other resettlement issues. They work in close cooperation with other agencies, including the RFEA, single-Service specialists and the CTP.
www.questonline.co.uk / April 2015
Any request for overseas training must arrive with SDE HQ staff at least eight weeks in advance of the intended departure date, to enable the necessary political clearances for successful applications to be made.
Employment Services & RightJob Employment support is provided by the RFEA, OA and OA Scotland Employment Consultants who are based across the UK. They are part of the CTP and their role is to provide job finding advice and support on a demand-led basis to CTP-registered Service leavers. They actively seek and develop suitable employment opportunities and can also provide one-to-one career advice and support. RightJob Is the CTP’s online job finding service where registered Service Leavers can search and apply for any of the thousands of live vacancies on the jobs database. The site is accessed via the CTP website and the login required is normally issued during CTWs. Call the Central Employment Team for more information, on Tel: 0121 236 0058.
Useful CTP Contacts TO BOOK A CTP WORKSHOP OR BRIEFING… Call our central line ( 0203 162 4410 For booking your Career Transition Workshop (CTW) or any other workshop or briefing. (This is a not a premium rate number and you should only be charged at the normal national rate, dependent on the phone provider) Alternatively, if you are calling from a military line, contact the Regional Resettlement Centre (RRC) running the workshop which is normally the RRC that you are registered with for your resettlement. Contact details can be found on the first page of this Factfile section. CALL OUR COURSE BOOKING & INFORMATION CENTRE (CBIC) Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 or Email: coursebookings@ctp.org.uk
FOR RIGHTJOB ASSISTANCE… CALL OUR CENTRAL EMPLOYMENT TEAM (CET) Tel: 0121 236 0058 If you have forgotten your RightJob password, have been locked out of your account or require support using RightJob.
Future Horizons The Future Horizons Programme understands that leaving the Armed Forces is a key point in the lives of all Service leavers, and believes that everyone who has served, even for a short period of time, is entitled to support in transitioning from the military into civilian life. The programme will provide support and assistance to enable you to find suitable employment upon leaving the Armed Forces. Through its network of partners, it will link you in to the most appropriate level of support you need to help with the transition. The Future Horizons Programme has been developed in response to the recognition and commitment from the MoD to improve resettlement provision to Early Service Leavers (ESLs). It is open to ESLs across all Services, regardless of how long you have served or the reasons you have for leaving. The programme has been designed and is delivered by the RFEA, The Forces Employment Charity. To discuss any aspect of the Future Horizons Programme, please call Darren Bickerstaffe, Programme Manager, on ( 07428 705 770 or meet with a FHP assessor at the following locations: • ITC Catterick, Hook Company: ( 01748 831274 • ATC Pirbright, Sword Company: ( 01483 475526 • RRC Plymouth: ( 01752 553143 Follow Future Horizons on Facebook, and receive the latest news and updates from the programme.
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
RTA
VEHICLE RECOVERY TRAINING Hiab, Flt and Cpc included Dedicated Training Centre Tel: 01492 514300 E-mail: admin@attdg.co.uk www.mod-resettlement.co.uk
APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME
E LC
PROVIDER NUMBER
3134
We have committ i ed to make a donation on behalf of every person that trains with us from the MOD.
Endeavour (UK) LTD is an approved training provider with Highfield Awarding Body and Pearson BTEC
www.EndeavourUK.com
info@endeavouruk.com
Forensic Accident Investigation Considering a new career? Thought about accident investigation? Want to know more?
For full information pack on the training course (ÂŁ1665.75 plus VAT) contact us on
Investigation work includes in brief: Interviewing injured parties, visiting accident sites and gaining evidence in personal injury claims.
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Funding Available Approved by MOD in support of the ELC Scheme provider number 1712.
57 April 2015 / www.questonline.co.uk
Factfile
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Making the Transition Even if you have a job to go to on leaving the Armed Forces, you are still strongly advised to attend the CTP Career Transition Workshop (CTW), along with any other that you will find of benefit, such as CV Writing or Interview Techniques. The purpose of these workshops is to help you to recognise and assess your options and learn skills in order to approach the civilian workplace and market yourself to a future employer. These are skills that are important to develop for life, and not just for your next job. If you don’t go – you won’t know.
The Self-Marketing Approach is based on the application of well-established marketing concepts to the task of getting a new job. Marketing is about delivering products and services to meet customers needs. In this case, you are the product, the customer is your next employer. Your task is to persuade the customer that the range of benefits, which you bring, match his or her needs.
Throughout our lives we are faced with choices or options and as you prepare to leave the Services, you are potentially about to face some of your biggest ones yet. You can never start this preparation early enough, so plan your resettlement carefully and thoroughly. In order to commence a successful self-marketing campaign one of the first things you should do is to decide what it is you wish to achieve.
Define the product • • • • • • • • •
Identify as wide a range of your skills and experience as you can From these, you can choose which ones match what the employer wants Demonstrate your value to the employer List your successes Focus on skills and attitudes rather than tasks identify transferable skills Learn to think in terms of product (you) and customer (your next employer) Remember, customers buy benefits Define yourself in terms of unique selling propositions (USPs)
Prepare self-marketing literature Your CV should include: • a personal profile – your USP • major achievements – the benefits you brought to current and previous jobs • a focus on your transferable skills Your CV should avoid mentioning: • details of salary • references • any negative aspects of your career to date • clichés, jargon, abbreviations and untruths
Research the market • • • • • •
Decide on sectors, geographical areas etc. Use directories, databases, internet etc. Ask for information Use your personal network Use industry associations, chambers of commerce etc. Attend jobfairs and conferences
Implement a marketing campaign Use a variety of approaches, including: • responding to advertisements • direct approaches by phone and letter • networking • employment agencies • develop a system and keep records of all activities • follow up approaches systematically • learn from your mistakes
Understand the world of work • • • • • •
What has changed since you joined the Services? How do those changes affect you? How do you effectively manage your own career? What are the different patterns of work? What do you want from a company? How do you negotiate a salary package?
• • • • •
What are your interests? What transferable skills do you have? What training or qualifications have you done? Can you identify what you have achieved so far? Does all this help you decide what to do next?
• • • •
How do you establish a useful network? How do you use networks to help you research? How can networks help you into a job? How can networks help with career development?
• • • • • •
Start early Create mutually supportive relationships Use these at all stages of career development, not just at time of job change Networks are useful information sources Successful people develop networks Use them to market yourself and your organisation
Identify your interests and skills
Proactive networking
Networking advice
The CTP can help you find the answers to these questions through attending workshops and one-to-one sessions with your Career Consultant. If you are not yet registered with the CTP, speak to your local Resettlement Officer or Service Resettlement Advisor for further advice.
Sell yourself on a face-to-face basis
58
• • • • • • • • • • •
Research the employer Prepare interview responses Dress appropriately Arrive early; impress everybody you meet Smile Avoid crossing arms and legs when sitting Maintain eye contact Answer questions honestly, but focus on the positive Manage the interview to match your benefits to the employer’s needs Prepare questions that you can ask the interviewer Seek feedback and learn from mistakes
www.questonline.co.uk / April 2015
‘Like’ the Career Transition Partnership page Follow @CTPinfo
For the most up-to-date information, please visit www.ctp.org.uk
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
59 April 2015 / www.questonline.co.uk
Courses and events
Courses and events This guide includes the courses currently scheduled to run from May 2015 to July 2015 Additional courses may be scheduled by each Regional Resettlement Centre according to demand. A list of all courses scheduled for 2014 and 2015 is available from your nearest Regional Resettlement Centre. All the dates given should be confirmed with the relevant Regional Resettlement Centre. Dates are correct at time of going to press.
To book onto any CTP courses, workshops or events, please call the central bookings team on 0203 162 4410 Visit www.ctp.org.uk for further details
RRC Aldergrove
RRC Catterick
02894 421639 Military 9491 31639 rrcaldergrove@ctp.org.uk
01748 872930 Military 94731 2930 rrccatterick@ctp.org.uk
Employment Support Programme Wksp 18 May 2015 15 June 2015 13 July 2015
FAR All Ranks 22 July 2015
START DATE
END DATE
START DATE
CTW Mixed Class
Business Start Up
05 May 2015 18 May 2015 15 June 2015 20 July 2015
18 May 2015 20 July 2015
07 May 2015 20 May 2015 17 June 2015 22 July 2015
FAR All Ranks 25 June 2015
25 June 2015
RRC Aldershot 01252 348336/339 Military 94222 3336/339 rrcaldershot@ctp.org.uk START DATE
END DATE
Business Start Up 14 May 2015 25 June 2015 09 July 2015
15 May 2015 26 June 2015 10 July 2015
CTW Junior Ranks 05 May 2015 19 May 2015 09 June 2015 23 June 2015 07 July 2015 21 July 2015
07 May 2015 21 May 2015 11 June 2015 25 June 2015 09 July 2015 23 July 2015
CTW Mixed Class 12 May 2015 14 May 2015 (Course location Brize Norton) 30 June 2015 02 July 2015 (Course location Brize Norton) 14 July 2015 16 July 2015 (Course location Brize Norton)
CTW Officer 26 May 2015 28 July 2015
28 May 2015 30 July 2015
CTW SNCO 12 May 2015 16 June 2015 14 July 2015
14 May 2015 18 June 2015 16 July 2015
05 May 2015 11 May 2015 18 May 2015 02 June 2015 08 June 2015 16 June 2015 22 June 2015 30 June 2015 06 July 2015 13 July 2015
CTW Mixed Class 05 May 2015 07 May 2015 (Course location York) 21 July 2015 23 July 2015 (Course location Preston) 12 May 2015 14 July 2015
15 June 2015
Interview Techniques 27 May 2015 30 June 2015 29 July 2015
27 May 2015 30 June 2015 29 July 2015
15 June 2015
18 May 2015 15 June 2015 20 July 2015
12 May 2015 14 July 2015
END DATE
Business Start Up 30 June 2015
CTW Mixed Class 11 May 2015 26 May 2015 08 June 2015 22 June 2015 06 July 2015 20 July 2015
60 www.questonline.co.uk / April 2015
01572 812241 ext 7716 Military 95341 7116 rrccottesmore@ctp.org.uk START DATE
END DATE
13 May 2015 28 May 2015 10 June 2015 24 June 2015 08 July 2015 22 July 2015
11 June 2015 11 June 2015 (Course location Junior Rank's Mess) 22 July 2015 22 July 2015 (Course location Junior Rank's Mess)
Housing 13 May 2015 13 May 2015 (Course location Junior Rank's Mess) 15 July 2015 15 July 2015 (Course location Junior Rank's Mess)
Insight to Management Consultancy 14 May 2015
14 May 2015
Interview Techniques 22 June 2015
22 June 2015
RRC Herford 0049 5221 9953388 Military 94882 3388 rrcherford@ctp.org.uk
Business Start Up 21 May 2015 02 July 2015 30 July 2015 12 May 2015 19 May 2015 02 June 2015 09 June 2015 16 June 2015 23 June 2015 30 June 2015 07 July 2015 14 July 2015 21 July 2015 28 July 2015
22 May 2015 03 July 2015 31 July 2015 14 May 2015 21 May 2015 04 June 2015 11 June 2015 18 June 2015 25 June 2015 02 July 2015 09 July 2015 16 July 2015 23 July 2015 30 July 2015
CTW Mixed Class
01 June 2015 06 July 2015
020 8842 6063/6064 Military 95233 6063/6064 rrcnortholt@ctp.org.uk
29 June 2015
RRC Cottesmore
CTW Officer
RRC Colchester
START DATE
21 May 2015 30 July 2015
09 June 2015 28 July 2015
Housing 12 May 2015 14 July 2015
21 May 2015 30 July 2015
18 May 2015 15 June 2015 20 July 2015
FAR All Ranks 09 June 2015 28 July 2015
Interview Techniques
11 May 2015 13 May 2015 26 May 2015 28 May 2015 15 June 2015 17 June 2015 15 June 2015 17 June 2015 (Course location Cyprus) 29 June 2015 01 July 2015 27 July 2015 29 July 2015
Employment Support Programme Wksp
03 June 2015
19 May 2015 19 May 2015 (Course location Shorncliffe (Gurkha)) 16 June 2015 16 June 2015
21 May 2015 11 June 2015 25 June 2015 09 July 2015 23 July 2015
CV Development Wksp
08 June 2015
Housing
14 May 2015 16 July 2015
CTW SNCO 19 May 2015 09 June 2015 23 June 2015 07 July 2015 21 July 2015
20 May 2015
CTW Junior Ranks
CTW Officer
FAR All Ranks 03 June 2015
07 May 2015 13 May 2015 20 May 2015 04 June 2015 10 June 2015 18 June 2015 22 June 2015 02 July 2015 08 July 2015 15 July 2015
22 July 2015
Housing 20 May 2015
19 May 2015 21 July 2015
CTW Junior Ranks
Employment Support Programme Wksp 08 June 2015
END DATE
18 May 2015 15 June 2015 14 July 2015
FAR Other Ranks
03 June 2015 08 July 2015
CTW SNCO 05 May 2015 18 May 2015 08 June 2015 22 June 2015 13 July 2015 20 July 2015
07 May 2015 20 May 2015 10 June 2015 24 June 2015 15 July 2015 22 July 2015
Employment Support Programme Wksp 07 May 2015 07 May 2015 11 June 2015 11 June 2015 18 June 2015 18 June 2015 (Course location Cyprus) 09 July 2015 09 July 2015
FAR Officers 10 June 2015 10 June 2015 (Course location Junior Rank's Mess) 21 July 2015 21 July 2015 (Course location Junior Rank's Mess)
START DATE
END DATE
CTW Junior Ranks 04 May 2015 11 May 2015 08 June 2015 22 June 2015 06 July 2015
06 May 2015 13 May 2015 10 June 2015 24 June 2015 08 July 2015
CTW Officer/SNCO 19 May 2015 16 June 2015 30 June 2015 14 July 2015
21 May 2015 18 June 2015 02 July 2015 16 July 2015
Employment Support Programme Wksp 18 May 2015 15 June 2015 13 July 2015
18 May 2015 15 June 2015 13 July 2015
Housing 30 June 2015 30 June 2015 (41 AEC, Paderborn) 01 July 2015 01 July 2015 (51 AEC, Guetersloh)
Central London 020 7469 6661 resettlementinfo@ctp.org.uk START DATE
END DATE
CTW Senior Officer 19 May 2015 09 June 2015 30 June 2015 21 July 2015
21 May 2015 11 June 2015 02 July 2015 23 July 2015
Interview Techniques (Snr Officer) 08 May 2015 05 June 2015 03 July 2015 31 July 2015
08 May 2015 05 June 2015 03 July 2015 31 July 2015
Courses and events
RRC Northolt
CTW Officer
020 8842 6063/6064 Military 95233 6063/6064 rrcnortholt@ctp.org.uk
CTW SNCO
START DATE
END DATE
Business Start Up 19 May 2015 09 July 2015
20 May 2015 10 July 2015
CTW Mixed Class 12 May 2015 09 June 2015 16 June 2015 29 June 2015 14 July 2015 28 July 2015
14 May 2015 11 June 2015 18 June 2015 01 July 2015 16 July 2015 30 July 2015
CTW Officer 05 May 2015 26 May 2015 02 June 2015 23 June 2015 06 July 2015 21 July 2015
07 May 2015 28 May 2015 04 June 2015 25 June 2015 08 July 2015 23 July 2015
18 May 2015 06 July 2015
20 May 2015 08 July 2015
05 May 2015 01 June 2015 22 June 2015 13 July 2015
07 May 2015 03 June 2015 24 June 2015 15 July 2015
Employment Support Programme Wksp 18 June 2015 16 July 2015
18 June 2015 16 July 2015
09 July 2015
09 July 2015
Interview Techniques 21 May 2015 23 July 2015
21 May 2015 23 July 2015
RRC Portsmouth 023 9272 4130 Military 9380 24130 rrcportsmouth@ctp.org.uk START DATE
08 June 2015
Business Start Up 27 May 2015 22 July 2015
FAR All Ranks 15 July 2015
15 July 2015
Housing 29 July 2015
29 July 2015
Interview Techniques 21 May 2015 19 June 2015 17 July 2015
21 May 2015 19 June 2015 17 July 2015
Networking 18 May 2015 29 June 2015
18 May 2015 29 June 2015
RRC Plymouth 01752 553376/93 Military 9375 53393/76 rrcplymouth@ctp.org.uk START DATE
21 May 2015 25 June 2015 08 July 2015 30 July 2015
CTW Mixed Class 05 May 2015 26 May 2015 08 June 2015 29 June 2015 20 July 2015
07 May 2015 28 May 2015 10 June 2015 01 July 2015 22 July 2015
CTW Officer 18 May 2015 22 June 2015 27 July 2015
20 May 2015 24 June 2015 29 July 2015
CTW SNCO
END DATE 11 June 2015
Employment Support Programme Wksp
CTW Junior Ranks 11 May 2015 08 June 2015 29 June 2015 20 July 2015
28 May 2015 23 July 2015
13 May 2015 10 June 2015 01 July 2015 22 July 2015
CTW Mixed Class 26 May 2015 28 May 2015 09 June 2015 11 June 2015 (Course location Culdrose) 15 June 2015 17 June 2015 27 July 2015 29 July 2015
14 May 2015 18 June 2015 23 July 2015
13 May 2015 03 June 2015 17 June 2015 15 July 2015
14 May 2015 18 June 2015 23 July 2015
FAR All Ranks 14 May 2015 08 July 2015
14 May 2015 08 July 2015
Housing 25 June 2015
25 June 2015
24 June 2015 02 July 2015 08 July 2015 15 July 2015 23 July 2015 29 July 2015
CTW Mixed Class START DATE
12 May 2015 14 May 2015 (Course location Chepstow)
END DATE
Business Start Up 14 May 2015 23 July 2015
CTW Officer
15 May 2015 24 July 2015
18 May 2015 22 June 2015 06 July 2015 27 July 2015
12 May 2015 26 May 2015 09 June 2015 23 June 2015 07 July 2015 20 July 2015
20 May 2015 24 June 2015 08 July 2015 29 July 2015
05 May 2015 19 May 2015 02 June 2015 29 June 2015 14 July 2015 28 July 2015
05 May 2015 07 May 2015 18 May 2015 20 May 2015 (Course location Lossiemouth) 08 June 2015 10 June 2015 15 June 2015 17 June 2015 20 July 2015 22 July 2015 (Course location Lossiemouth) 20 July 2015 22 July 2015
07 May 2015 21 May 2015 04 June 2015 25 June 2015 09 July 2015 30 July 2015
13 May 2015 03 June 2015
CTW SNCO 28 May 2015 01 July 2015 15 July 2015
06 May 2015 06 May 2015 (Course location 1 RHA Lecture Theatre) 07 July 2015 07 July 2015 (Course location 1 RHA Lecture Theatre)
12 June 2015 10 July 2015
FAR Other Ranks
28 May 2015
Housing
23 June 2015 23 June 2015 (Course location 1 RHA Lecture Theatre)
First Steps 28 May 2015
09 June 2015 09 June 2015 (Course location 1 RHA Lecture Theatre) 23 July 2015 23 July 2015 (Course location 1 RHA Lecture Theatre)
RRC Tidworth 01980 650689 Military 94342 2689 rrctidworth@ctp.org.uk START DATE
Insight to Management Consultancy 20 May 2015 18 June 2015 15 July 2015
END DATE
Business Start Up 05 May 2015 18 May 2015 19 May 2015 01 June 2015 16 June 2015 06 July 2015 20 July 2015
20 May 2015 18 June 2015 15 July 2015
Interview Techniques
06 May 2015 19 May 2015 20 May 2015 02 June 2015 17 June 2015 07 July 2015 21 July 2015
26 May 2015 22 June 2015 27 July 2015
26 May 2015 22 June 2015 27 July 2015
Networking 12 May 2015 27 May 2015 16 June 2015 30 June 2015 28 July 2015
CTW Junior Ranks 05 May 2015 11 May 2015 18 May 2015 26 May 2015 01 June 2015 08 June 2015 15 June 2015
07 May 2015 21 May 2015 04 June 2015 25 June 2015 09 July 2015 30 July 2015
FAR Officers
Employment Support Programme Wksp 11 June 2015 09 July 2015
07 May 2015 21 May 2015 04 June 2015 01 July 2015 16 July 2015 30 July 2015
Employment Support Programme Wksp
CTW Officer/SNCO
26 May 2015 29 June 2015 13 July 2015
14 May 2015 28 May 2015 11 June 2015 25 June 2015 09 July 2015 22 July 2015
CTW SNCO
CTW Mixed Class
11 May 2015 01 June 2015
11 May 2015 01 June 2015 15 June 2015 13 July 2015
Business Start Up 10 June 2015
END DATE
CTW Junior Ranks 19 May 2015 23 June 2015 06 July 2015 28 July 2015
01383 858230 Military 94740 8230 rrcrosyth@ctp.org.uk
CTW Junior Ranks
FAR All Ranks
Employment Support Programme Wksp 08 June 2015
22 June 2015 30 June 2015 06 July 2015 13 July 2015 21 July 2015 27 July 2015
RRC Rosyth
07 May 2015 13 May 2015 20 May 2015 28 May 2015 03 June 2015 10 June 2015 17 June 2015
12 May 2015 27 May 2015 16 June 2015 30 June 2015 28 July 2015
Employment fairs Event
Date
Venue
East Midlands
9 April
Lincolnshire Showground
Scotland
14 May
Dewars Centre, Perth
South-west
18 June
University of the West of England, Bristol
East of England
16 July
Newmarket Racecourse
North-west/West Midlands
10 September
Manchester Central Convention Complex
Visit www.ctp.org.uk for further details
61 April 2015 / www.questonline.co.uk
Franchising
What’s involved?
62
According to the British Franchise Association (bfa), franchising (or business format franchising, to be precise) is the ‘granting of a licence by one person (the franchisor) to another (the franchisee), which entitles the franchisee to trade under the trade mark/trade name of the franchisor and to make use of an entire package, comprising all the elements necessary to establish a previously untrained person in the business and to run it with continual assistance on a predetermined basis’. To put it simply: some companies choose to grow, not by developing in the conventional way, but by granting a licence to others to sell their product or service. So, one person copies another’s proven business and receives support, in exchange for an upfront payment (the franchise fee) and ongoing fees (proportion of turnover or mark‐up on supplies). Each business outlet is owned
www.questonline.co.uk / April 2015
and operated by the franchisee. However, the franchisor retains control over the way in which products and services are marketed and sold, and controls the quality and standards of the business.
Why choose franchising? According to the 28th annual NatWest/bfa Franchise Survey, published in 2014, franchising continues to outperform the economic downturn, with turnover up 2.4% to £13.7 billion, which equates to just under 1% of GDP. Half of franchisees report ‘good profitability’, with 92% of franchised businesses declaring themselves at least ‘marginally profitable’. Franchising can provide the perfect route for those who are keen to set up their own business, who have some money to invest, and who want the independence of self‐employment coupled with the support of the franchisor. Choosing a reputable franchise will enable budding and enterprising people to follow a tried‐
THE SECTOR AT A GLANCE £13.7 billion industry annual turnover
930 franchise brands operating in the UK
39,000 franchisee outlets in the UK
561,000 people employed in franchising in the UK
92% of franchising units reporting profitability … all from an industry that, 20 years ago, had a turnover of just over £5 billion, 379 different brands and represented 18,300 franchisee outlets Source: NatWest/bfa Franchise Survey 2014
Franchising
THE CRUCIAL QUESTIONS It is critical to answer some questions absolutely honestly in order to make the right choice about whether or not to take on a franchise.
? ?
About yourself • Do you want to be self-employed? • Do you want to invest your own money? • What proportion of your assets would you be willing to risk in a franchise? (Calculate the value of your assets, including savings, car, etc.) • Will your family/partner be supportive? • Is your physical health good (e.g. have you had any problem that would prevent you obtaining a life assurance policy)?
and‐tested formula with the backing and support of a well‐established brand, which can, potentially, lead to dramatically higher levels of success. A franchise is more likely to succeed than other business start‐ups, with the latest edition of the annual NatWest/bfa Franchise Survey revealing that 92% of franchises reported profitability. However, no business can offer a guarantee, and anyone thinking of investing in a franchise should take professional, legal and financial advice before parting with any money. It may also be a good idea to work for a franchise first, to gain some experience of what is involved. As Tom Endean, bfa marketing manager, explains, ‘A franchise relies on having people with the right attitude and skills owning and running the individual business, but finding these people can sometimes be difficult. However, one area from which we do see a number of successful franchise businesses sourcing new franchisees is among the employees of the network – whether it’s a burger restaurant, retail outlet or business service provider.’ This means that ‘any employment with a franchise could be a huge opportunity in waiting. Looking to work for a business that is a franchise could offer the opportunity to learn the business and raise the funds to possibly own your own operation in the near future. We have seen many successful examples of this and I urge people to have this in mind when job hunting: what may
THE BENEFITS OF FRANCHISING • • • • • • • • • •
Tried and tested market Established trade name Access to an experienced network Allocated trade area Training Market intelligence from the franchisor Marketing activities undertaken by the franchisor Bulk buying powers of the franchisor Finance may be more readily available Lead time to success may be shorter
About the business • What sort of business do you want? • Do you want to get involved in something new? • Do you want to use your skills and experience? • Do you want a business to share with someone in your family? • Do you want a premises-based business or one you run from home? • Do you want to manage other people or be ‘hands on’? • How much do you want to spend? • How much time can you give to the business?
seem like a simple job to tide you over could end up as a doorway to owning your own business.’
The bfa The British Franchise Association (bfa) is concerned with developing and controlling good and ethical franchising among its member franchisors. It describes its role as to help ‘potential franchisees recognise the good, the bad, and the ugly for what they are’ and those ‘businesses involved in franchising to secure their own position among the “good” operators’. In 2010, it launched its Qualified Franchise Professional (QFP) qualification, which is designed to provide formal recognition of an individual’s professional knowledge and experience in franchising, and offers a range of membership grades, full details of which can be found on the bfa website (see ‘Key contacts’).
Franchising skills gained in the Services
Many of the personal qualities required to
TYPICAL TOTAL START-UP FEE This is likely to include the following (as applicable to the business): • franchise fee (e.g. the fee to use the brand and system) • any necessary equipment (e.g. stationery, machinery, office equipment) • any necessary initial stock • initial training • initial marketing or sales launch • any necessary property costs, including fittings • any necessary vehicles (specified whether this is the total cost of the vehicle or the first repayment if on finance) • any necessary subscriptions/memberships/licences, etc. • any necessary staffing costs • any other element necessary for the initial launch of the business It does not include: • VAT • working capital Source: bfa
make a franchise work are also highly prized in the Forces. Self‐discipline, self‐ motivation, initiative, willingness to work and the ability to get on with others are key to a successful franchise, as is that little spark of entrepreneurship. There are a number of technical franchises available, involving areas like cars, IT and workshop tools, and Service training and experience can often be relevant in such areas. However, ex‐Forces people also run successful franchises in activities such as upholstery cleaning, sign‐making, legal services and estate agency, so nothing should be dismissed until it has been checked out. There are, however, some common key skills. Competence in ICT, accounting, law in the retail sector, financial awareness and the ability to drive would all be extremely useful. It is also likely that the potential franchisee will need to take out a bank loan to fund the purchase. While most franchisors will help with the necessary business plan and any other paperwork, it is essential that the individual taking out the loan fully understands the detail of these documents.
Decided on a franchise? What next? Research the opportunities and make a shortlist of franchisors. Meet them and ask to talk to some of their franchisees (preferably other Service leavers). Reputable franchisors will help because they will want their franchisees to be sure they are getting into the right business. In some cases, ask if the franchisors run their own outlet; if it is a profitable business and they don’t, ask them why not. Do not sign up for anything until you are ready. However, franchisors are in business and want to sell to people who are ready to invest within a few weeks – commercial concerns do not operate the Service posting timescale of six months or so; they are looking for early commitment from the right people, who will find any necessary financial backing easy and quick to obtain.
What you should look for The prospective franchisee should seek information on the following: ● initial training (e.g. technical, admin, sales and marketing) ● help with initial funding ● ongoing training ● the product or service (e.g. availability, sales record in other franchises or businesses) ● plans for new products/services ● franchise territory (e.g. size) ● marketing support.
April 2015 / www.questonline.co.uk
63
Franchising
What will it cost? Costs vary depending on the sector. Start‐ up costs are usually covered by the franchisee’s initial investment and a loan, often from a high‐street bank, which will generally advance money to fund franchisees of an established, ethical business. Under normal conditions, banks will often lend 70% of the start‐up costs, as opposed to 50% for an independent operation. However, although risks will be lower than for any other kind of business – they may even be less than in a lot of employment options – they still exist. Franchising is not for people who are not realistic about what they can afford or how hard they will work. However, people from all walks of life become franchisees for a wide variety of reasons – including the many people looking for a fresh start after a lifetime’s career in the Armed Services.
Still not sure? Franchising deserves serious consideration if you are thinking about starting your own business. Franchises exist in a huge range of business sectors – there is probably a franchise to suit everyone, no matter what their interests, previous experience, lifestyle or budget. A convenient research tool is one of the array of franchise exhibitions held in
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the UK each year, where you can see for yourself the wide variety of businesses available, attend seminars and talk with independent experts about franchising. There is free professional advice from leading banks, solicitors and franchise consultants. In addition, a number of free seminars are held, providing potential franchisees with sufficient knowledge to make informed, calculated choices about franchising options. To find out more, contact the bfa (see ‘Key contacts’) and examine its literature (visit the ‘shop’ page of the its website), including the books How to Evaluate a Franchise, the Franchising Bible, and the 60‐minute Guide to Franchising (parts 1 and 2), as well as a host of other very useful publications. There are franchise seminars throughout the UK, where experts and franchisees provide advice – the next Prospective Franchisee Seminars take place on 1 May (Glasgow) and 4 June (Norwich). There are also exhibitions, where franchisors take stands and there are opportunities to seek free expert advice. These include the British Franchise Exhibition, to be held next at EventCity in Manchester on the 19 and 20 June; for a full list of UK franchising events, visit www.thebfa.org/events/member‐diary Other sources of advice include banks,
solicitors, franchise consultants and, most importantly, anyone you know who is already operating a franchise.
A final few words of caution … Beware of: ● offers that sound too good to be true ● a large fee up‐front but low royalties ● franchisors that will not let you meet other franchisees ● low‐quality training, marketing material or business plans ● pressure to sign anything before you are ready.
KEY CONTACTS British Franchise Association (bfa), Tel: 01235 820470 Web: www.thebfa.org Twitter: @BFA_UK whichfranchise.com, Tel: 0141 204 0050 email: enquiry@whichfranchise.com Web: www.whichfranchise.com Twitter: @whichfranchise Franchiseinfo (the official website for UK franchise exhibitions), Tel: 0844 257 8668 (visitor ticket hotline) Web: www.franchiseinfo.co.uk Twitter: @UKFranchising British Franchise Exhibition ticket hotline: 0844 257 8668
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www.questonline.co.uk / April 2015
*Based on existing individual franchisees
Steve Cullum’s Spit Roast Machines 01472 485 981 info@spitroast1.com www.spitroast1.com
Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest
65 April 2015 / www.questonline.co.uk
MBDA, a world leader in missiles and missile systems, is a multinational group with 10,000 employees working across France, the United Kingdom, Italy, Germany, Spain and the United States. We are currently looking to broaden our existing talent base with a large range of opportunities for suitably qualified individuals based from Bristol, Stevenage (Hertfordshire) and Lostock, within the following disciplines (though not limited to): System Design Engineers. Safety and Reliability Engineers. Project Manager. Supportability Engineer. Electromagnetic Designer. Principal Field Support and Training Instructor. Embedded Software Architect. Technical Author. Procurement Manager. Shock, Vibration and Climatic Test Engineer. In-Service Support Engineers. Electronic Equipment Lead.
Test Systems Architect. Environmental Engineers. Environmental Dynamics Technical Expert. Missile Design Architects. Supply Chain. Information Security Engineer. Information Assurance. Integration and System Validation Engineers. Sub-system Equipment Requirement Authority. PCB Layout Engineer. Servo Control Systems Designer. Electronics Engineers.
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We offer excellent benefits including flexible working, paid overtime*, bonus schemes, a comprehensive pension scheme, discounted private healthcare, sporting activities, superb learning and development opportunities, and more... Please note that in order to apply for MBDA UK opportunities you will need to be eligible for SC (Secret Level) UK Security Clearance. To view and apply for these or other opportunities, please visit our website: www.mbdacareers.co.uk Join our LinkedIn Group â&#x20AC;&#x153;Engineering UK (Defence)â&#x20AC;? to follow future MBDA UK news and career opportunities. * Subject to level of role.