Quest August 2015 by Bulldog Publishing

Education, retraining and job opportunities for EVERYBODY in the Armed Forces

The resettlement magazine

IN THIS ISSUE DRIVING INSTRUCTION HEALTH AND SAFETY MANAGEMENT AND LEADERSHIP MARITIME SECURITY SMART METERS SURVEILLANCE THE PRISON SERVICE

FOCUS ON YOUR FUTURE

The only monthly resettlement magazine distributed to all MoD Units by BFPO under contract

August 2015 ISSUE 198

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Quest IN THE MEDIA, August is often referred to as ‘silly season’, due to the lack of serious news stories and a general perception that the whole world is on holiday. Of course that’s something that doesn’t apply at all to our Armed Forces – especially those in your position, negotiating the transition from military to civilian life. Resettlement never sleeps! That’s why it’s business as usual here at Quest, which can be relied upon, as ever, to keep you informed about the course and career opportunities currently on offer. In this edition, Quest puts its customary mix of careers under the spotlight for your consideration. Ever thought of becoming a driving instructor? We find out about the procedures you need to follow before you can take your own learners out on the road. Securitywise, we turn our attention to the maritime world, with its necessity to ensure safety onshore and off, and then cast a careful eye over the world of surveillance and its attendant emerging legislation. If you’re thinking of a career in health and safety – often a popular move for Service leavers – we’ve got the lowdown on that too, as well as on management and leadership, including details of how you might use qualifications already gained while in uniform on the ‘outside’. Back ‘inside’, maybe a career as a prison officer appeals? It’s a role that many former Forces personnel will find themselves suited to – take a look at our ‘Career briefing’ in this issue. Or perhaps the job of smart meter installer beckons? It’s a relatively new role, but one that promises good opportunities for those keen to get involved. Finally, we have further words of wisdom from ‘resettlement guru’, Ralph Straw, who this month focuses on the spirit of compromise that may be called for when you find yourself back in the civilian world. So, however silly some corners of the media may get this month, Quest aims to keep talking sense ...

6PAGE 26

HEALTH AND SAFETY

6PAGE 20

MANAGEMENT AND LEADERSHIP

6PAGE 36 SURVEILLANCE

6PAGE 33

THE PRISON SERVICE

DRIVING INSTRUCTION

6PAGE 40

MARITIME SECURITY

Contents REGULARS 04 Resettlement round-up News, training course info and first-hand reports to support your transition 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.

6PAGE 42

25 Resettlement matters: The happy compromise 52 Factﬁle – your guide to a better future Complicated rules and regulations, compressed and explained 62 Career Transition Partnership courses and events 64 Job opportunities

6PAGE 48

SMART METERS

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. August 2015 / www.questonline.co.uk

Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition You can over-plan but not over-prepare

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 Alec Burns Tony Heathfield Kate Horner Brian Tolworthy

Linbrooke Services, renowned for delivering outstanding mission‐critical network infrastructure solutions in telecoms, power and signalling, is equally renowned for an impeccable safety record, dedicated HSEQ team and thorough safety training schemes … s a company made up of 40% ex‐military personnel with concurring values, Linbrooke’s mission declaration states that its goal is to ‘collaborate with clients and colleagues alike in order to provide measurably safer environments through the training, research, assessments and application of expert leadership, and to sustain innovative and proactive safety management while maintaining a continual drive for excellence’. Led by Linbrooke’s CEO and former Royal Marine, Lee Hallam, and safeguarded by Head of HSEQ and former Navy personnel, Scott Maddison, Linbrooke’s health and safety department is built and maintained on a strong and resilient foundation. Incorporating the Service‐based values of courage, loyalty, integrity and discipline into all they do, the department runs a variety of internal and external training

programmes designed to improve all safety prevention measures and prepare employees for how to act in emergency situations. Utilising the theory that ‘you can over‐plan but not over‐prepare’, Linbrooke employs ‘Actions On’ training, developed from both Hallam’s and Maddison’s time in the Forces. This is scenario‐based training, designed to reflect authentic situations that employees may encounter on‐site, and equip them with the confidence, knowledge and tools to prolong life in emergency situations. Offering further support to those in positions of accountability, Linbrooke also runs ‘supervisor safety’ and ‘operational leadership’ courses, which develop and assist leaders and ensure they direct their respective teams as safely and effectively as possible. A ‘safe work leader’ is also appointed on every site as a point of contact for workers so they know who to turn to when in need. As a sentiment that transcends the military and is applicable to all areas of life, ‘Rank does not confer privilege or give power. It imposes responsibility.’ Noting the transferability of skills cultivated within the Services, Maddison ensures that his schemes enable all trackside staff to have the confidence and moral courage to manage up and speak out when anybody’s safety is at risk. Linbrooke believes in the importance of risk prevention and preparation in all aspects, and has the safety record to prove it! Get in touch Tel: 0114 2328290 email: training@ntrs.co.uk Web: www.linbrooke.co.uk See the advertisement on pages 16 & 17

4 www.questonline.co.uk / August 2015

DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com 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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5 August 2015 / www.questonline.co.uk

Resettlement round-up

I DID IT! Name: John Lowe Age: 34 Course: Post Graduate Certificate in Wireless Communications Course provider: Ubi‐Tech Royal Engineer John Lowe left the Corps after 12 years’ military service, having specialised as an EOD Number 2 and an Armoured Engineer with a communications background. Asked to tell us about the training and experience gained during his Service career that he now finds useful in civilian life, he replies: ‘I have the best‐ironed trousers in my department!’ During resettlement, he took Ubi‐Tech’s Post Graduate Certificate in Wireless Communications. Says John: ‘The Ubi‐Tech course was, for me, the start of everything. The escalation in communications knowledge was awesome. The military walkie‐ talkie way of communications seems so junior now. ‘From day one the course was fantastic. The instructors, the way they teach, the facilities are all top‐notch and allow you to excel as a student. Straight from the off the wealth of knowledge available to all students was obvious. Unlike most military courses an attendance course this is not, but the pros for this course far outweigh the cons. Not only am I now confident in wireless communication systems, but Ubi‐ Tech helped me bring my CV into the 21st century too. The support from all staff at Ubi‐Tech has been second to none. ‘And, after completing the course, the support did not stop – they even gave me huge amount of help with my interviews, which thankfully paid off as I landed my dream job. I am now a UC network solutions architect for Vodafone. I have a great job, a great house and am earning substantially more money. Everything is going great!’ Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk Web: www.ubi‐tech.co.uk

See the advertisement on pages 34 & 35

CTP events 2015 Network with potential employers and take the next step towards your new career 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 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 fair Event

Date

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10 September

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Industry awareness events Industry

Date

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Transport & logistics

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Management (including facilities management/ health & safety)

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I DID IT! Name: Terry Pegg Course provider: LDC Current job: Driving instructor

Terry Pegg served for 24 years in the Royal Army Medical Corp as a Combat Medical Technician and joined LDC in July 2014. ’Why did I choose LDC over the other driving schools? I’ll start by saying that I had no idea what I was going to do beyond the military as I didn’t really excel at any particular role. Why not join the ambulance service, I hear you say, as that was part of my training during my military service? ‘To be honest I didn’t fancy having my life controlled by another organisation. I wanted control over my own life, so I began to look for alternative careers while on resettlement. I came across a page with jobs as driving instructors and I thought, “That’s what I could do”, as I did very well at driving in the Army and I classed myself as a safe driver. ‘I have always wanted to make a difference in the world. I was not a high‐ranking officer or a celebrity, so I didn’t have the high‐profile start, but I knew I could make my mark in society helping people to gain a life skill for the future. ‘I have noticed generally that the standard of driving has deteriorated over the past few years on the road. I thought I could help by making future drivers safer. I didn’t want to make the wrong choice so I contacted four of the main driving schools. The response I received from three of the schools was pushy and I didn’t have a good feeling about them. They didn’t inspire confidence in me. Only one of the four schools stood out: LDC.

www.questonline.co.uk / August 2015

‘LDC came across as professional and friendly, and they didn’t try to force me into making a rushed decision. The office staff were friendly and enthusiastic, and answered every question I asked. After my initial contact with LDC I knew that this was the organisation I wanted to be associated with. I received a welcome pack within a few days and the next chapter in my life began. From that moment I was 100% focused. I was excited to start my training to becoming a driving instructor. The journey was hard work at times but so rewarding when I achieved the results after each stage. ‘The support I had from the Training Department at LDC was first‐class. I can’t thank my tutor enough. He certainly put me through my paces during my part 2 and 3 modules. His experience and knowledge throughout the role‐play ensured I was fully prepared for every scenario I would encounter in the future. ‘I now have a full diary every week and the support of a small team of instructors in my area. We have regular informal meetings to discuss new procedures and legislative changes, etc. It’s like a family – similar to the military but without the pressure. ‘If you want to be your own boss, manage your own diary, have a car personalised to you with a direct contact number and web address, and have the support of a franchise for as little as £42 per week then LDC is the company for you. Give them a call and enjoy the same rewarding future I now have.’ You can visit Terry’s website at: www.passwithterry.co.uk See the advertisement on page 45

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Resettlement round-up

NEW CTP CONTRACT AWARDED

MoD awards multi-million-pound resettlement contract example of our commitment to the Armed Forces Covenant, ensuring Service personnel and their families should not face disadvantage because of their military careers.’ David Duffy of Right Management Ltd, Managing Director for the Career Transition Partnership, adds: ‘I am delighted that Right Management will continue to deliver world‐ class resettlement provision on behalf of the MoD, helping to bridge the gap between military and civilian careers, and connecting Armed Forces personnel to jobs. The renewed contract will build on the success of the current contract and capitalise on our 35 years of expertise to provide a more integrated service with a wider range of support, and an innovative and more personalised provision to Service leavers as well as quality workforce solutions to employers.’

he MoD has awarded Right Management Ltd the Career Transition Partnership (CTP) contract, worth up to £100 million. The new contract will ensure that Armed Forces personnel are well supported when they leave the Services, and can translate their skills, experience and qualifications into a successful civilian career. Right Management has successfully run the scheme for the past decade and, commencing on 1 October 2015, the contract will run for at least six years with the potential to extend to 2025.

All Service leavers to benefit Multiple independent programmes have previously supported the varying needs of Service leavers. From 1 October, all elements of delivery will be brought within the new CTP contract, to provide more seamless support and, for the first time, all Service leavers – regardless of how long they have served or their reason for discharge – will benefit from the scheme. In addition, a number of technological improvements will be unveiled at the contract launch, which will significantly enhance Service leavers’ resettlement journey.

New programmes on offer The different programmes that CTP will offer as part of its new integrated plan will be: ● Core Programme – available to those who have served more than six years and all medical discharges (regardless of time served) ● Employment Support Programme – available to those who have served between four and six years ● Early Service Leaver Programme – available to those who leave before the four‐year point or those who lose entitlement to other programmes because of a compulsory discharge

www.questonline.co.uk / August 2015

●

Specialist Support Programme – a specialised career service to support the wounded, injured and sick to achieve a sustainable and fulfilling career, regardless of time served.

Other new developments on trial The new contract also provides additional elements that will initially run as two‐year trials, the details of which are now being developed: ● Partner Employment Programme – designed to offer employment support for eligible Service partners, it will be run as a trial by Joint Forces Command and the Royal Air Force ● Reservists Employment Support Programme – eligible Reservists will be entitled to some job‐finding support through this trial, regardless of whether they are in civilian employment or not. Ministerial comment Mark Lancaster, Minister for Defence Personnel and Veterans, comments: ‘A career in the Armed Forces provides a wealth of benefits and transferable skills. Awarding this contract will allow our Service leavers to continue to access outstanding support, enabling them to transition successfully into civilian life, and apply their skills and attributes in a new environment. The provisions under the CTP are another

The Right stuff Through the CTP, Right Management has delivered resettlement services to members of the Armed Forces since 1998 and has a dedicated team of more than 100 staff dedicated solely to the CTP contract, bringing years of experience working with Service leavers. The CTP, which includes the RFEA – the Forces Employment Charity – and the Officers’ Association, has already assisted more than 200,000 Service leavers with their transition to civilian life and, in addition, has supported thousands of organisations looking to employ ex‐Forces personnel. It delivers resettlement support to thousands of Armed Forces leavers each year, via regional centres across the UK and in Germany. The CTP helped 84% of Service leavers in 2013/14 to find sustainable employment within six months of leaving the Armed Forces, thanks to benefits available such as training grants, allowances, travel warrants, resettlement leave, transition workshops, one‐ to‐one career guidance support, subsidised vocational training support, housing advice, financial briefs and job‐finding support. It provides flexible support from two years before discharge through to two years after, giving Service leavers the tools they need to approach the civilian job market with confidence, and to get the most out of life outside the Forces. Service leavers can register for resettlement up to two years pre‐discharge via their Service Resettlement Advisor, who can also provide information on entitlements and eligibility.

CTP RESETTLEMENT SUCCESS STORIES Take a look at the following web pages to read real‐life resettlement success stories: ● https://modmedia.blog.gov.uk/2015/06/27/how‐mods‐career‐transition‐support‐helped‐ three‐members‐leaving‐the‐armed‐forces/ ● www.ctp.org.uk/successstories

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Resettlement round-up

NVQ level 5 Diploma – the best route to CMIOSH: another winner from the MoD!

he NVQ level 5 Diploma in Occupational Health & Safety Practice is proving to be a great follow‐on course after the NEBOSH National General Certificate for many Service leavers wishing to ensure that they have the right qualifications for employment in civilian life. CMIOSH is one of the highest‐level health and safety qualifications and much sought after by employers. In May, Stephen Mullenger collected the coveted CRS NVQ level 5 Diploma Candidate of the Year 2015 Award at a special presentation held at Sahara Force India F1,

Silverstone, attended by delegates from various sectors including construction, manufacturing, the emergency services, the food industry and ex‐MoD personnel. Stephen was nominated by Martyn Grant, CRS Head of Distance Learning, who said: ‘Stephen started his NVQ in OHSP in August 2013 and completed in October 2014. During that time he was employed by Thames Valley Police, but previously was in the Armed Forces. TVP is the largest non‐metropolitan police force in England and Wales, and employs around 10,000 staff and volunteers. Stephen has responsibility for the health and safety of the more operational side of policing within TVP, including work activities such as surveillance, crime scene investigation, CID, firearms licensing and many other high‐risk areas. In addition to holding down this extremely busy post, he completed the qualification to a high standard and within a respectable timeframe.’ Stephen was presented with the award by Lisbeth‐Faye Strutt, Business Manager for City & Guilds. On receiving the award, Stephen said: ‘I would like to say thank you to CRS for nominating me for this totally unexpected award. It is very much appreciated. I would also like to thank my assessor, Martyn Grant. I could not have completed the NVQ without his

encouragement and expert guidance throughout the 14 months it took me to complete the Diploma. ‘About 18 months ago I attended an NVQ seminar and was sitting exactly where you are now, wondering if I could commit to such an undertaking. I questioned whether I had the ability and determination to complete the NVQ. I found the most difficult part was to make the decision to commit and enrol on the course. Once I overcame that hurdle I found the remainder of the course relatively easy to complete and, as I successfully completed each module, my confidence went from strength to strength as my knowledge and understanding of the subject developed. If you think this NVQ is right for you, I would advise you to enrol as soon as possible – in no time at all you could be in my position here today, accepting this award. ‘May I take this opportunity to wish you all good luck and reiterate my gratitude to CRS, along with a special mention to Ros Stacey for arranging the special presentation of this award today.’ Get in touch Tel: 01283 509175 Web: www.crsrisk.com See the advertisement on page 27

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Resettlement round-up

I DID IT!

Name: Gary Burden Courses: NEBOSH Certificate in Environmental Management; NEBOSH Certificate in Construction Safety

Name: Lee Mahoney Final rank: Lance Bombardier Courses: Level 4 BTECs: Tactical Surveillance Procedures; Tactical Foot and Mobile Surveillance

‘Like many, I was unsure exactly what I wanted to do when it came to resettlement and a second career. I went through the motions of resettlement and churned through the process, but without any clear direction, goals or ambitions I was unsure of my future career. I began to get more involved in health and safety in my new job, and decided that I enjoyed the challenges this type of work provided. I already held the NEBOSH National General Certificate when I met Steve, the programmes director, and his Team at Oak Tree, and had decided I wanted to progress my learning and forge a career in health and safety. ‘Like many other course providers, Oak Tree offers a range of packages. What Oak Tree was able to do which I’d found others wouldn’t, though, was change the package to suit my needs in terms of learning and finances. Using my ELC, I attended the NEBOSH Certificate in Environmental Management and the NEBOSH Certificate in Construction Safety. The courses were held at Oak Tree’s learning centre just outside Bury St Edmunds, Suffolk. It’s about five minutes from the A14 and easily commutable from around East Anglia. They provide a good lunch too! ‘The classroom space was informal; there was a relaxed atmosphere and a range of delivery methods, from individual and group work to PowerPoint presentations. The small group size ensured a quality learning experience with knowledgeable tutors delivering current information and relating this to personal account. This aided understanding of the application of health and safety in terms of practical solutions. ‘The other students came from a mixture of backgrounds, which I feel added value – those with a non‐military background had a very different perspective on things. All have since become useful professional contacts. Having completed the range of NEBOSH Certificates with Oak Tree my employment opportunities grew. I now have a full‐time role with an established consultancy.’ Speak to Oak Tree about your career and training needs – your future could depend on it! Get in touch Tel: 01284 763040 email: steve@oaktree‐training.co.uk Web: www.oaktree‐training.co.uk/mod See the advertisement on page 29

12 www.questonline.co.uk / August 2015

Lance Bombardier Lee Mahoney left the Royal Regiment of Artillery in 2006. At the time he was serving as 2nd in command of a 155 Self Propelled Howitzer (AS90). Lee left as he had got engaged and wanted to start a family away from the Armed Forces. Here, he talks about his experience of leaving the military and joining The Surveillance Group (TSG) … ‘When I left the Armed Forces I was interested in surveillance but a little worried that I had never undertaken any meaningful surveillance duties/work while in my regiment. After attending an Insight to Industry day at TSG I was assured that I would gain all the training I would need to pursue a career by undertaking level 4 BTECs in Tactical Surveillance Procedures and Tactical Foot and Mobile Surveillance. The courses were challenging but enjoyable, and I was amazed to find that I could transfer a lot of skills that I had learned from the Army into this sector. ‘I was trained by an operative who was experienced and well trained. This is one of the things I like about working for TSG – they are always ready to support you, give further training and reward you when you deserve it. I was surprised at how quickly I picked things up, and at how ready I felt to take the next step up and become a team leader. Luckily for me the operations manager was in agreement and I was promoted within my first year. ‘I spent several years as a team leader and I enjoyed every day of it. I thrived on new challenges and regularly meeting new operatives, as the operatives in my team seemed to get promoted quickly. The thing I have most enjoyed, though, has been watching TSG grow as a company and become the best. To be a part of that is

exciting, and I know that there are lots of opportunities left to grab within the company – for example, experience in the Unmanned Camera, Brand Protection and Special Projects departments. ‘In 2013 the company saw something in me that they liked and I was promoted to field trainer. My responsibility in this role is to further train new operatives who have passed our training courses in Worcester. It is vital to make sure that new starters understand that TSG expects nothing less than 100% every day. I teach them the techniques I have learned over my eight years with TSG and give them the best start – the same start I was given. ‘Recently I have been given a great opportunity to become a training instructor on TSG’s portfolio of BTEC courses. I train individuals who have left or are leaving the Forces, or civilians who want to work in the surveillance industry. This is a fantastic chance for me to develop the trainee from their very first day and I’m really enjoying it. ‘The best thing about this new role is that around courses I get to stay on the ground and keep fresh, allowing the company to provide the best training they possibly can for delegates. I am an operative who has genuinely loved every day and I channel this into my training. ‘I left the Army not really knowing what I could do and not knowing what I wanted to do. Eight years down the line, joining TSG was the best decision of my life. Being part of TSG has given me a life that I’m very, very proud of. I have an ever‐evolving career and a very healthy wage to go with it!’ Get in touch Tel: 0800 587 0170 email: info@thesurveillancegroup.com Web: www.thesurveillancegroup.com/ contact See the advertisement on page 39

Get the new Quest Resettlement app! e are delighted to announce the launch of the new Quest app, the first of its kind within the resettlement sector. Quest Resettlement makes it easier than ever for you to access our editorial and advertiser content. Key features include: ● push notifications sent to registered users, whenever a relevant role or training course goes live on the site ● search jobs and courses by key words, location, company name ● view descriptions and company websites without leaving the app ● apply for jobs direct from your mobile/tablet ● create alerts to receive daily emails about jobs and/or courses matching your criteria. Download Quest Resettlement for iPhone or iPad from the App Store: https://itunes.apple.com/us/app/quest‐resettlement/ id998527913?ls=1&mt=8 Or, for Android devices, from https://play.google.com/store/apps/details?id=uk.co.questonline

Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest

13 August 2015 / www.questonline.co.uk

Resettlement round-up

Offshore wind energy safety training programme recommended by renewables industry

Safety Technology Ltdâ&#x20AC;&#x2122;s CertiďŹ cate in Safety in Offshore Wind Energy (level 3) training programme has been named as an RTN industry recommended course

eading safety training provider to the renewables sector, Safety Technology Ltd, has made the news again with its Certificate in Safety in Offshore Wind Energy (level 3) training programme, receiving an industry recommendation from RenewableUKâ&#x20AC;&#x2122;s Renewables Training Network (RTN). The threeâ&#x20AC;?week safety programme, designed specifically for Service leavers, has been developed in conjunction with wind turbine owners, operators and maintenance companies to provide individuals with the core safety training needed to work on wind turbines onshore and offshore, and includes the industry standard accredited courses by RenewableUK and the Global Wind Organisation (GWO).

The Renewables Training Network (RTN) was set up in 2011 by RenewableUK (the trade association and professional body representing the wind, wave and tidal energy industries) to tackle the shortage of skilled workers in the renewable energy sector. It helps individuals to make the transition from similar industries into renewables by developing â&#x20AC;&#x2DC;RTN assuredâ&#x20AC;&#x2122; courses. RTN has officially recognised Safety Technologyâ&#x20AC;&#x2122;s Certificate in Safety in Offshore Wind Energy as an industry recommended course. Patricia Knightley, Head of RTN, says of the training programme: â&#x20AC;&#x2DC;Safety Technologyâ&#x20AC;&#x2122;s new Certificate in Safety in Offshore Wind Energy is a good example of a training programme that is actively tackling

the skills gap within this sector, and has successfully completed the assessment process and satisfied the required quality criteria to be named an RTN industry recommended programme.â&#x20AC;&#x2122; This industryâ&#x20AC;?recognised training programme is well designed for military leavers wishing to make the transition in to the offshore wind energy sector, and can be funded by Enhanced Learning Credits (ELC Provider No. 4727). The training programme is delivered on a monthly basis from Safety Technologyâ&#x20AC;&#x2122;s fully accredited training centre in South Shields, Tyne and Wear. The programme is already proving very popular with the industry and has seen a high number of military leavers gain their safety qualifications and go on to work in the renewables industry. Get in touch Tel: 01873 840036 email: training@safetytechnology.co.uk Web: www.safetytechnology.co.uk/ militaryleavertraining.html See the advertisement on page 10

MARITIME & ENGINEERING COLLEGE NORTH WEST Â´'HOLYHULQJ ([FHOOHQFH LQ (QJLQHHULQJÂľ

We offer a diverse range of courses in Engineering, Health & Safety and related training that can help enhance your skills in the Armed Forces or help with the transition into employment in Engineering and related sectors.

WE OFFER: Welding Courses (MIG,TIG,MMA & Oxyacetylene) A wide range of Level 3 Engineering Courses

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Get the best start to your exciting new career with training for the job, from the commercial diving 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.

Other Courses available upon request

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courses are designed for absolute beginners, training you to the work in todayâ&#x20AC;&#x2122;s telecoms, power and rail signalling industries. (Z WHY[ VM 3PUIYVVRL :LY]PJLZ 3[K LZ[HISPZOLK I` L_ MVYJLZ WLYZVUULS ^L RUV^ OV^ [V [HPSVY V\Y [YHPUPUN [V TLL[ `V\Y YLZL[[SLTLU[ ULLKZ 6\Y [YHPUPUN WYVNYHTTLZ HYL OLH]PS` IPHZLK [V^HYKZ WYHJ[PJHS ZRPSSZ ZV [OH[ `V\ NHPU HZ T\JO L_WLYPLUJL HZ WVZZPISL K\YPUN `V\Y [PTL ^P[O \Z ;OL JVYL [OLVY` VM HSS JVTT\UPJH[PVUZ PZ JV]LYLK I` H THUKH[VY` LSLTLU[ VM [OL WYVNYHTTLZ HUK WYHJ[PJHS ZLZZPVUZ HYL KLSP]LYLK [V LUZ\YL `V\ OH]L [OL ZRPSSZ `V\ ULLK [V ^VYR

Telecomms City & Guilds Level 3 3667/7574 Telecommunications IT & Network Engineer (Combination) &LW\ *XLOGV /HYHO &HUWLĂ&#x20AC;FDWH in Designing & Planning an Internal Telecommunications Network

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City & Guilds Level 3 7574 ITQ Information Technology

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For further information on any of our resettlement packages, please contact a member of the team on 0844 800 0983 or email us at: training@ntrs.co.uk

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Resettlement round-up

Can I afford boarding?

Resettlement poses many challenges, not least in making sure it doesn’t disrupt your children’s education hile boarding is an attractive option, promising high educational standards as well as some very welcome stability at a time of great upheaval, many Service leavers find the ongoing cost of boarding in the independent sector prohibitive. This is where state boarding, with its fees of around £4,000 per term (that’s less than half – and in some cases one‐third – of the cost of comparable independent schools), is proving an attractive option for many Service leavers. Fees are kept at this more manageable level because the education is paid for by the state, and parents are asked only to cover the cost of the boarding. With so many state boarding schools mistaken for independent schools, it’s clear that this value doesn’t come at the expense of quality. Each year, state boarding schools regularly outperform other state schools, topping many academic league tables, and the quality of teaching is frequently judged as ‘outstanding’ by Ofsted. The quality of facilities is also indistinguishable from those in the independent sector following a £20 million programme of investment in boarding accommodation and, as pupils have a chance to mix with local children attending the school on a day basis, state boarding is known for producing well‐rounded children able to get along with others, often from different backgrounds. Find out more about state boarding at www.sbsa.org.uk where you can also download a free Parent’s Guide.

Get in touch Tel: 020 7798 1580 See the advertisement on page 10

18 www.questonline.co.uk / August 2015

I DID IT! Name: Beverley Thorogood Employer: Ministry of Defence, Royal Air Force Position: personal learning adviser Why did you choose to study on BA Business & Enterprise? ‘The BABE programme offered a number of key benefits for me: the ability to gain accreditation of prior learning and experience, and therefore to achieve the degree in under 12 months; the content focused on the practical application of learning that was totally relevant to the private, public and third sectors. The BABE programme offers very good value for money.’ What were the three key things that you learned? ‘First, I realised that the skills and knowledge I’d gained throughout my life were greater than I’d given myself credit for. Second, that reflective learning is a fantastic tool for developing emotional intelligence and can be quite humbling. Third, that learning theoretical models is less effective than learning how to apply those models to real situations; as BABE is very strongly focused on work‐ based, real situations, that makes the learning more relevant.’ How has your organisation benefited from your studies? ‘The BABE programme has taught me to take a more strategic view of the organisation. The Work Based Learning Project provides a clear plan of action, giving me the motivation to keep going. I have been able to increase our customer base and offer a wider range of services. The business models and tools that I’ve been introduced to have ensured that I can

evaluate and measure the success of a project, and enabled me to align the project to the Station Commander’s strategic objectives. On a professional level, it has helped develop my leadership and management skills, enabling me to be a more confident manager.’ What has been the impact on you personally in achieving a degree? ‘When I completed a module and passed it I felt a profound sense of achievement. The biggest impact, however, is an increase in personal confidence. When I embarked on the programme I was filled with self‐doubt but now I feel I can do anything!’ What would you say to someone who is considering starting BA Business & Enterprise? ‘To be absolutely certain that it is the right course for them. However, if looking for a business and management‐related course, providing the skills and knowledge to apply them in their workplace is challenging but satisfying – I couldn’t suggest a better course than BABE. The support and feedback I’ve received from the university has been outstanding, and having the monthly contact with the rest of the cohort has meant I never felt like I was doing this on my own.’ If you had to sum up your participation in BABE in one sentence, what would you say? ‘BABE is a highly rewarding, well‐structured programme using blended learning to get the best out of its students.’ Get in touch Tel: 0131 455 4348 email: Su.Smith@napier.ac.uk See the advertisement on page 23

Leadership and Management … Coaching and Mentoring … NLP Practitioner Accredited level 2, 3 and 5 courses designed and priced to work for Service personnel fter 28 great years in the Services, I was determined to give Andy Greene something back by running courses that are enjoyable, informative and develop an individual’s motivation and prospects. I am passionate about delivering courses that are interactive and fully engage students, using a flexibility of approach in teaching style to ensure each student can enjoy learning and benefit from courses that increase employment and promotion prospects both in and out of the Services. As an ILM training centre, we offer the opportunity to achieve an internationally recognised level 3 or 5 award in Leadership and Management, a level 3 or 5 award in Coaching and Mentoring and Certification as a NLP Practitioner, priced to match SLC for the level 2 courses, and ELC rates for the levels 3 and 5 courses.

The levels 2, 3 and 5 courses provide the opportunity to: ● develop skills towards career progression ● take stock and prepare for career prospects beyond Service life ● gain recognised qualifications in a safe, enjoyable learning environment ● reflect and develop personal effectiveness towards motivation and self‐fulfilment in life. Employers are now looking for leaders who can manage and develop people, making the combination of management and coaching courses perfect for enhancing future prospects. We currently offer courses at three locations across the country however are happy to deliver courses wherever they are required in UK or abroad. Andy Greene Get in touch Tel: 01522 501886 email: info@inspired2be.com Web: www.inspired2be.com See the advertisement on page 57

EXCELLENCE THROUGH EXPERIENCE TRAINING THAT'S CREDIBLE Established in 2006, Excellentia’s training team consists of some of the best Close Protection instructors in the country. All our instructors have recent operational and instructional experience from one of the following world renowned protection units: - Royal Military Police Close Protection Unit - Metropolitan Police Protection Command - United Kingdom Special Forces

A LOCATION THAT MATTERS Our Executive Close Protection Course is based in London to maximise candidates understanding of the capital, the location where 95% of the UKs Close protection work is within the SW1 area of London, so why train anywhere else. Excellentia also conduct other courses and have placed their newly qualified CPO’s either on their first operational tasking or continuous operational tasking’s.

INDUSTRY LEAD QUALIFICATIONS Close Protection Course (including FPOS-I) - ELCAS BTEC Level 3 - 21 day

Close Protection Course (medically qualified) - ELCAS BTEC Level 3 – 17 day

Close Protection Approved Prior Learning Course (APL) BTEC Level 3 – 1 day

Protection Driver and Enhanced Chauffeur Skills BTEC Level 3

First Person on Scene-Intermediate (FPOS-I) BTEC Level 2 - 4 day

European Firearms Course London Familiarisation Course

E-mail: christina@secure-assistance.co.uk Tel: (+44)75 3535 1899 Excellentia Ltd. is a registered trading company (no. 5974563) in England & Wales

www.excellentia.co.uk

Management and leadership

Management and leadership What’s involved? anagement and leadership exist in every organisation – the two go hand in hand, but, in essence, they are about the control and coordination of people and material resources within an organisation. The use of teams and project‐based working methods, the identification of individual roles within the organisation, and an increased emphasis on the best possible use of all resources, all

www.questonline.co.uk / August 2015

under a legal spotlight, make effective management and leadership more of a challenge than ever before. Organisations such as the Institute of Leadership & Management (ILM), the Chartered Management Institute (CMI) and the Management Standards Centre (MSC) are dedicated to raising the performance of businesses in the UK by championing management via the provision of appropriate standards and qualifications.

These aim to equip those in management and leadership or supervisory roles with the necessary skills to deal with the challenges and decisions they face throughout their careers – and help such individuals realise their own full potential as well as that of their organisations.

Management skills gained in the Forces Service careers involve a wide and varied

GET YOUR SKILLS RECOGNISED. CMI endorses management excellence within the Armed Forces. In terms of professional recognition of military management and leadership capability, CMI has long been the traditional home for Armed Forces personnel. » ¹·Ä ÅŮ»È · È·Ä½» Å¼ ÅÆÆÅÈÊËÄ¿Ê¿»É ÊÅ ÉËÆÆÅÈÊ ÏÅË ¿Ä ÏÅËÈ ¼ËÊËÈ» ¹·È»»ÈƓ • • • • • •

¿Ì¿Â¿·Ä È»¹Å½Ä¿É»º Ã·Ä·½»Ã»ÄÊ ·Äº Â»·º»ÈÉ¾¿Æ ÇË·Â¿Ű¹·Ê¿ÅÄÉ ¹¹È»º¿Ê·Ê¿ÅÄ Å¼ ·ÄÏ ÆÈ¿ÅÈ Â»·ÈÄ¿Ä½ ƺÉË¸À»¹Ê ÊÅ ÇË·Â¿Ű¹·Ê¿ÅÄÉ Ê·Á»Äƻ ʸʹ ÃÅÄÊ¾É Ã»Ã¸»ÈÉ¾¿Æ ¼ÅÈ ÈÃ»º ÅÈ¹»É ÉÊËºÏ¿Ä½ Ã»Ã¸»ÈÉ ÆÆÅÈÊËÄ¿ÊÏ ÊÅ ½·¿Ä ¾·ÈÊ»È»º ·Ä·½»È ƺ ½Èƻ ÉÊ·ÊËÉ Access to ManagementDirectƑ ÅËÈ ÅÄÂ¿Ä» È»ÉÅËÈ¹» ÆÅÈÊ·Â »ÊÍÅÈÁ¿Ä½ ÅÆÆÅÈÊËÄ¿Ê¿»É Ì¿· ÅËÈ È»½¿ÅÄ·Â »Ì»ÄÊÉ

Visit www.managers.org.uk/MOD or call 01536 207 496 to learn more about developing your knowledge and experience in the management and leadership arena.

Management and leadership

ARMED FORCES MEMBERSHIP OF THE ILM experience of management – often in extremely difficult circumstances. Many Service people will have management skills and experience, and perhaps institute membership (see below) that reflects this. General management is practised by most of those in positions of authority and responsibility in the Forces, and is increasingly recognised with formal qualifications. The awarding of certificates and the opportunity to earn other qualifications by some additional work on top of Service courses mean that all levels of Service management can now be recognised, so that military training may be translated into terms that civilian employers will understand – which may be something that you wish to consider for the future, when the time comes for you to leave the Forces. For example, the ILM has special arrangements in place for Forces personnel (see the accompanying box). In addition to qualifications, the possession of certain personal qualities can be beneficial to those who ultimately wish to pursue a career in management (see box).

Get qualified!

Upgrading the skills of managers is seen as fundamental to the government’s aim to raise the UK’s productivity and competitiveness. For this reason, the MSC – the standards‐setting body for management and leadership – was given the responsibility for developing a new set of national occupational standards (NOS) for these areas. These describe the level of performance expected in employment for a range of management and leadership functions/activities. And, as an employer‐

www.questonline.co.uk / August 2015

led organisation that champions management and leadership, the MSC is working with the Skills for Business network to identify and address skills gaps and shortages on a sector‐by‐sector basis. The complete set of NOS for management and leadership can be viewed on the MSC’s website at www.management‐ standards.org (from the home page, click on ‘Standards’, then on ‘Full list of the 2008 Occupational Standards’). These standards provide a framework for the development of qualifications. (Please note, however, that following agreement with awarding organisations, Scottish and national vocational qualifications (SVQs and NVQs) are still based on the 2004 rather than the 2008 standards.)

Management qualifications A large number of different types of management and leadership qualification are available within the UK. These range from vocational qualifications such as S/NVQs and vocationally related qualifications (VRQs) to academic (e.g. foundation degrees, bachelor’s degrees, master’s, doctorates) and professional qualifications (see below). There is also

DO YOU HAVE WHAT IT TAKES? The following personal qualities are helpful in management and leadership roles: • tough-mindedness • decisiveness • an extrovert nature • capacity to tolerate uncertainty • ability to think on one’s feet • intuitive understanding of others • high tolerance of stress.

ILM membership can provide an excellent platform to help you make the transition to a civilian career. More than 10% of ILM members are serving or have served in the Armed Forces. The ILM understands the issues you face with the transition from the Services to civilian life and getting started on a second career. It can help you gain recognition for the skills and training you received while in the Forces. ILM membership offers: • excellent networking and profile-building opportunities – it will connect you with 35,000 professional managers and leaders, in its online community and at regular ILM events • its career centre, offering a jobs board, career planner and careers-related help and information • resource centre, allowing you to get up to speed with the latest management and leadership thinking in hundreds of free online articles, journals and books • the LearningZone, with free videos, seminars and in-depth e-learning resources on key management and leadership topics, by leading business experts. Military rank equivalencies ILM recognises military ranks and has mapped them to its own membership grades, according to your levels of achievement, experience and qualification. This means that, even if you don’t have formal management-related qualifications, you can still join the ILM at a membership grade that recognises your achievements and/or military training. If you have any queries, please contact the ILM’s membership team, who are always happy to help (see ‘Key contacts’). Source: www.i-l-m.com/Why-ILM/ILMmembership/Types-of-membership/Armed-forcesmembership

Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest .................................................

Performance People Ltd The Coach House 10 Townsend Road Shrivenham Oxfordshire SN6 8AS

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

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PROVIDER NUMBER

3015

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 “new technology of achievement”. 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: • ILM L5 Certificate / Diploma Coaching & Mentoring • ILM L7 Certificate / Diploma Executive Coaching & Mentoring • NLP Practitioner (ABNLP) & NLP Practitioner Coach (ANLP) • 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.

NOW DELIVERED ACROSS THE UK BABE - Edinburgh Napier University’s Innovative one year top up degree Entry requirements for BA Business and Enterprise include the vocational qualiﬁcations that go with forces rank, Personnel of Chief Petty Ofﬁcer, Staff Sergeant, Flight Sergeant equivalent and above are eligible for direct entry* • Students attend local monthly workshops • Registered for ELCs, balance payable over 6 months

More details at: http://www.courses.napier.ac.uk/ BusinessandEnterprise_OffCampus__W30015.htm Or email BABE administrator Suzanne Smith su.smith@napier.ac.uk * Personnel below this rank may still qualify and Military Civil Servants with 2 years’ management experience are also likely to be eligible, contact to check

23 August 2015 / www.questonline.co.uk

Management and leadership

learning available that is not officially accredited – for instance, the sort of group learning acquired at conferences. There is some overlap between these types of qualification – for example, courses leading to vocational or professional qualifications are often delivered by academic institutions, and group learning is a feature common to many of the courses that lead to accredited qualifications. Of the qualifications mentioned above, three types relate directly to the management and leadership standards: NVQs, SVQs and VRQs. Like S/NVQs, VRQs are based on the NOS, but differ in that they are taught courses that deliver the knowledge and understanding found in the standards; for each level of management there will be a number of VRQs available from the nationally accredited management awarding bodies. NVQs and SVQs represent national standards that are recognised by employers throughout the country.

strong focus on developing workplace performance, the ILM’s extensively available qualifications are explicitly designed to meet the needs of managers and their organisations. It offers qualifications across six levels of the Qualifications and Credit Framework (QCF), as well as four NVQs. Qualifications at level 3 and above cover areas such as: ● leadership and management ● effective management ● principles of leadership and management ● executive management ● leadership and management skills ● leading with integrity, and ● strategic leadership. In addition, it also offers qualifications at various levels under the banners of Coaching and Mentoring, Business and Enterprise, and Specialist.

Professional bodies

Chartered professional body the CMI is dedicated to promoting the highest standards in management and leadership excellence. All members enjoy access to its management library – one of the largest in the UK. Its approved and registered centres support students worldwide. It offers qualifications at levels 2 to 8 on the QCF in areas including:

The Institute of Leadership and Management (ILM) The ILM’s nationwide accredited centres deliver training on a huge range of courses each year in management and leadership, delivering 90,000 certificates annually, and all members enjoy access to its information service and publications. Underpinned by a

strategic management and leadership leadership coaching and mentoring ● management and leadership ● management coaching and mentoring ● first line management ● coaching and mentoring ● team leading. Chartered Manager status is also offered for senior managers. As well as those listed above, there are many other courses on offer, with most business schools and both of the aforementioned institutes offering a number of certificates and diplomas in management, as well as assessment and quality assurance (verification) qualifications. ● ●

KEY CONTACTS Chartered Management Institute, Tel: 01536 204222 Web: www.managers.org.uk Twitter: @cmi_managers

Chartered Management Institute (CMI)

Institute of Leadership & Management, Tel: 01543 266867 Membership team: 01543 266886 email: customer@i-l-m.com Membership team email: membership@i-l-m.com Web: www.i-l-m.com Twitter: @ILM_UK Management Standards Centre, Tel: 020 7421 2725 email: management.standards@managers.org.uk Web: www.management-standards.org

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Resettlement matters

The happy compromise Regular Quest contributor Ralph Straw reports from the resettlement frontline on an issue likely to be of concern to our readers ‘Why are you getting out?’ This is a question you are probably used to by now. There is no generic type of Service leaver. You may be a 22‐year Regimental Sergeant Major, with your downstairs toilet walls covered in pictures of men on D range, pace stick in pride of place on top of the cistern. You may have recently faced redundancy, or even fallen foul of the Military Criminal Justice system and be facing discharge … Reasons for leaving, like the people leaving, are many and varied. I recently shared a liquid lunch (and then tea) with an old friend and Quest reader who just wants a job that pervades less into his life. This is as good a reason as any, and certainly a goal that is specific and achievable. I currently work 37.5 hours a week. My last role as an instructor at the Army Training Regiment had me routinely working for between 12 and 18 hours a day, possible enjoying half a day off at the weekend. I now work less, there is no doubt about it. I spend fewer hours in the workplace and more time at home than I ever did while serving. When an old Army friend arranges to visit me and asks me which weekends I’m free, I reply that I have every weekend off for the next 90 years. I no longer have holiday cancellation insurance, as geopolitical instability doesn’t really reach me. I still haven’t got over the novelty of sleeping in my own bed every night and enjoy watching telly with my wife of an evening. Not having to travel back to the edges of Britain at 5 o’clock on a Sunday night sits well with me. My current job doesn’t pervade into my life … because I choose not to let it. I no longer dread seeing a private number flash up on my mobile.

However, it is a compromise. Despite the recent redundancies, HM Forces remains a stable employer, with plenty of benefits. But as a person’s values change, so will their priorities in terms of employment. Here are some examples … ‘I earn less than I did in the Army. I could match my previous salary, or even exceed it, but that would probably entail having a job where my employer expects more from me, in line with what they’re paying. So, for that reason, I have avoided management jobs. Not all of them require the hours that you may be used to in the Forces, but if you are given a laptop and BlackBerry people will expect you to use them at home, so be aware.’ ‘It is easy to lose your job, I lost mine for a stupid lack of good judgement last autumn. I was out and unemployed within the hour. All for a stupid mistake, but a lesson well learned.’ The rules are different to the Forces. People don’t wear their rank on their chest. You have to look for subtle clues as to where you stand with other people in the organisation. Someone clutching a BlackBerry is a giveaway. Office politics exists everywhere that humans come together, learning to find you way through it will help you to avoid mistakes. The moral sense that the majority of people in the Forces follow is less obvious in civilian organisations. However, there are still people that share a similar ethos to those in the Forces. When you find them, become friends with them and stay in

contact. They are the people that will get you out of trouble when you need it. In my case, a person like this arranged a job interview that prevented me from living under my duvet for the rest of my life. If you are happy to trade certain values, then you will certainly find a role that pervades less into your life, or indeed pervades at all. I wouldn’t change anything – seeing my children grow and walking them to school is worth more than having a new car or going on foreign holidays. Driving to a caravan site in my Nissan with its 140,000 miles on the clock is the price I pay. Thank you to all of you that have got in touch with me up until now. Words of encouragement from my mentors really helped me, so it is my privilege to help others in the same way. So take the rough with the smooth, never give up, know why you are getting out, ask for help and make the most of every opportunity. It is an exciting time to be a Service leaver as people are trying to get old values back into their organisations. And they’re waiting for you to apply … Be well, Ralph Straw

ASK RALPH Ralph is passionate about helping and serving people from all walks of life. If you feel he could offer you any help or guidance, he would be delighted for you to contact him via email: ralph@ralphstraw.com It is likely that other Service leavers will be bothered about the same things as you, so with this in mind, we would like to encourage you to get in touch and will publish useful questions and responses (anonymised, of course!) in future editions of Quest for the benefit of our wider readership.

August 2015 / www.questonline.co.uk

Health and safety

Health and safety What’s involved? he role of the workplace health and safety (H&S) adviser is to offer the expert skills and knowledge necessary to promote a positive H&S culture within a business or organisation. H&S advisers play a vital role in helping to prevent and control occupational risk, demonstrating that H&S has moved away from reactive, accident‐ based management towards a more preventative approach, as highlighted by NEBOSH’s Certificate in the Management of Health and Well‐being at Work; find out more about this qualification at www.neboshhealthandwellbeing.org.uk Stress prevention and management continue to be highlighted in the media (not always positively), along with attempts to reduce the number of creative ‘sickies’ thrown by workers wanting a day off.

Where do H&S advisers work?

H&S advisers are based in a huge range of organisations – from small consultancies to multinationals – and work in partnership with a host of different people, from employees and employers, to trades unions and directors. They are responsible for ensuring that all current H&S legislation is adhered to, and policies and practices

www.questonline.co.uk / August 2015

adopted. They help to plan, implement, monitor and review the preventative and protective measures that companies are required or choose to follow, and they work to minimise accidents and injuries, occupational health problems and operational losses. Employers must appoint ‘competent’ people with responsibility for H&S, irrespective of the size or undertaking of their organisation. A ‘competent’ person is somebody with sufficient experience, training, knowledge and/or other qualities to undertake the role, particularly risk assessment. Because there is a requirement

TRANSLATE YOUR SKILLS The qualities and experience that are essential for an H&S professional will be familiar to most military people: • self-confidence • attention to detail • systematic approach to work situations • supervisory and managerial skills • diversity of work environment • a determination to achieve • flexibility • wide-ranging responsibilities • the ability to analyse what went wrong and, importantly, how to put it right.

in law to employ such a person, training and experience are legal necessities for the management of H&S. A breach of H&S law is a criminal offence that can result in fines, imprisonment, or both. Smaller organisations will often make the H&S ‘competent’ person function one part of a job, with the individual concerned responsible for it as part of their role while doing another job too. Larger organisations will employ a specialist (or specialists), or use a consultancy.

H&S skills gained in the Services The Armed Forces have individuals in all branches and trades who have some practical experience and awareness of H&S at work. Most people work for at least some of the time in potentially hazardous environments or with dangerous equipment, or both. Indeed, many people actively involved in H&S work may not even recognise that is what they are doing, or they may regard it as a relatively unimportant part of their job. Many have benefited from the Forces‐ run modular environmental training courses in H&S, leading to a certificate, which has meant opportunities to gain qualifications during Service. (Tri‐Service‐

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sponsored university one‐week short course modules are available free to those who can justify the training need.) Many Forces people are currently in posts that would enable them to gain significant H&S qualifications (N/SVQs or NEBOSH awards). For those coming to the end of their Service career, there are H&S courses aimed at the potential manager who sees the subject being part of a job description (e.g. the IOSH Certificate in Managing Safely) or the person looking to specialise in this field (e.g. the NEBOSH National General Certificate).

Get qualified! All occupational H&S practitioners need a common core of knowledge in order to practise effectively.

NEBOSH NEBOSH offers its National Diploma in Occupational Health and Safety, which is seen as the qualification for aspiring health and safety professionals, designed to provide students with the expertise required

THE ‘BIG THREE’ ORGANISATIONS IN H&S 1.

The Health and Safety Executive (HSE) – a government body that ensures risks to health and safety from work situations are properly controlled. The Institution of Occupational Safety and Health (IOSH) – the professional body for H&S practitioners. The National Examination Board in Occupational Safety and Health (NEBOSH) – an independent awarding body for H&S qualifications (universities and other bodies also provide qualifications recognised by IOSH).

www.questonline.co.uk / August 2015

to undertake a career as a safety and health practitioner. The qualification also provides a sound basis for progression to postgraduate study. It assumes prior learning equivalent to the National General Certificate, and, to date, more than 10,000 passes have been awarded. Exams are held each year in January and July, and the syllabus comprises four core units; you can read about these in detail on the NEBOSH website (see ‘Key contacts’). Students may choose to take these individual units in any order over a five‐year period and will be awarded a certificate for each unit passed. In particular, N/SVQs at levels 3 and 4 in occupational health and safety practice provide people with good career opportunities. Recognised by the IOSH as being equivalent to the NEBOSH National Diploma, each takes approximately a year to achieve.

IOSH Membership of the IOSH is seen as essential by most H&S professionals who are well beyond ‘competent’ person status and are specialising in the field. Grades of membership depend on a combination of qualifications, experience and achievement. You can find out more on the IOSH website (see ‘Key contacts’). For the manager interested in H&S, the IOSH also runs a series of courses that promote a culture of safe working. Its modular Managing Safely course, for example, is aimed at managers and supervisors in any sector or organisation. It aims to give them the information they need to help them handle all the main health and safety issues. Find out more on the IOSH website (again, please see ‘Key contacts’).

‘In 2006 I was coming to the end of a full and rewarding military career in the Royal Engineers as Warrant Officer Class 1. I didn’t fancy going on to a commission so started considering my second career path. I had already, unhappily, completed my NGC way down south with quite an inferior training provider. I wanted to progress with a health and safety career, and a colleague had said he had recently completed his NCC at Carlisle with Woodward and the course was “mega”. ‘I made an enquiry and, through the very simple process, booked and embarked on the NEBOSH Construction Certificate late in 2006. I have to say at this point the colleague was correct in his assumption – the course was indeed mega, not to mention fun. ‘To add to that, I met an old friend during the course, who put me in touch with a contact who offered me my first safety advisor role with a company called Thermal Energy Construction in the power generation industry working for companies such Shell, Lafarge, Eon and EDF. ‘Over the past eight years I have stayed with the original firm, which changed names and was bought out during that time. My career path has been one of steep growth in going from safety advisor to major projects safety advisor to regional SHE advisor, to the present days as a compliance manager with one of the UK’s largest solution providers, Costain, dealing with multi-million-pound contracts. ‘The rise has been swift and steep, but it all started with Woodward, who installed in me a common-sense practical approach to the management of safety that has stood me in good stead throughout. ‘I would recommend Woodward any time any day. Don’t go anywhere else, use Woodward would be my advice.’

Dave Vickers, Dip, RSA, Finst LM, Grad IOSH, Eng Tech, MBIFM Compliance Manager, Industrial Cooling, Costain Limited See the advertisement on page 29

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Health and safety

Other qualifications Scientific, engineering or technical degrees, HNDs, HNCs, National Diplomas and National Certificates are particularly appropriate for H&S. The Open University recognises many Service qualifications, and awards points towards degrees on production of the necessary evidence. There are also postgraduate qualifications in H&S, with particular emphasis on occupational, environmental and hygiene aspects. Some universities have MSc distance learning programmes that focus on H&S and lead towards corporate membership of the IOSH (see above) within one year. Training can be expensive, but there is financial help available (see ‘Factfile’).

Finding employment Openings in the health and safety sector include, for example, the pharmaceutical, chemical, medical devices and healthcare sectors – particularly for those with relevant experience. Vacancies can also occur within the police force, oil industry and construction industry. Good advice for job seekers is that employers tend to favour those job applicants who have good people management and interpersonal skills. Health and safety professionals should also keep their skills up to date. And, if they can bring a range of additional skills – such as

30 www.questonline.co.uk / August 2015

being able to provide in‐house training in areas like manual handling or first aid – that is another benefit as far as employers are concerned. In addition, the Management of Health and Safety at Work Regulations outline the legal requirements for safety management issues – if anything, this increases the need for companies to employ ‘competent’ persons themselves, as opposed to dealing with safety issues via consultants. Jobs range from a small company employing an individual to a major organisation that has an entire safety team. Some companies specialise in H&S issues such as planning supervision, safety audits, engineering surveying and insurance company safety assessments. Facilities management is another sector where employment possibilities are enhanced by a safety qualification. As noted above, many employers look for H&S advisers to have training qualifications, and to be able to assess the need for, design and deliver safety training. The HSE employs inspectors and other staff through an online recruitment process. Trainees will usually spend their first two years training in the Field Operations Directorate. After that, some may be deployed into the Hazardous Installations Directorate to meet business needs or for personal development.

What can you earn? Salaries vary widely, depending upon appointment, location and type of company. Some roles within the NHS and education sectors offer salaries on the low side for the range of responsibilities required, but this is often offset by the benefit of longer‐term contracts. An hourly rate of around £50 for a self‐employed consultant is not unheard of, and some specialist roles can command daily rates of £550‐plus, although such contracts are rare. H&S trainers are also well paid by current standards. A NEBOSH National Diploma holder could earn over £25,000 per year, depending on experience and managerial responsibility, and directors and heads of H&S can earn in the region of £50,000– £60,000.

KEY CONTACTS Health & Safety Executive, Tel: 0300 003 1747 email: advice@hse.gsi.gov.uk Web: www.hse.gov.uk Twitter: @H_S_E Institution of Occupational Safety and Health (IOSH), Tel: 0116 257 3100 email: reception@iosh.co.uk Web: www.iosh.co.uk Twitter: @IOSH_tweets National Examination Board in Occupational Safety and Health (NEBOSH), Tel: 0116 263 4700 email: info@nebosh.org.uk Web: www.nebosh.org.uk Twitter: @NEBOSHTweets

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The Prison Service AM I SUITED TO THE ROLE OF PRISON OFFICER?

his short feature covers the Prison Service in England and Wales as it is at present, and mentions the slightly different system in Scotland. Together with the Probation Service, the Prison Service now forms the National Offender Management Service (NOMS), which is part of the Ministry of Justice.

What’s involved? Most prisons in England and Wales are publicly operated but a few are private; different prisons may also have different levels of security to accommodate various categories of prisoner. Prisons are categorised on the security level of prisoner they can accommodate. Adult and young (under 21) male prisoners are given a category, based on the chances they will try to escape, and the danger to the public if they succeed. Prison security categories for women are similar to those for males, while juveniles (aged 15 to 17) are sent to young offender institutions (YOIs). If you are thinking of working in the Prison Service you are advised to attend a course that prepares you for the role and the selection process (see below). Each prison is responsible for recruiting its own staff; there is no shortage of applicants, so preparation is valuable.

Finding employment The Prison Service offers exciting career opportunities across a variety of types of work, including prison officer, instructional officer, healthcare, chaplaincy, operational support, managerial and admin (to find out more about all of these and more these, visit the Prison Service website – see ‘Key contacts’). We will focus here, however, on the work of the prison officer. Prison officers’ duties include: ● carrying out security checks and searching procedures ● supervising prisoners, keeping account of prisoners in their charge and maintaining order ● employing authorised physical control and restraint procedures, where appropriate ● taking care of prisoners and their property ● providing appropriate care and support for prisoners at risk of self‐harm ● promoting anti‐bullying and suicide prevention policies

taking an active part in rehabilitation programmes for prisoners ● assessing and advising prisoners ● writing fair and perceptive reports on prisoners. They are expected to work a variety of shifts, including nights, weekends and some long days. Normal weekly working hours average 39 hours over a shift cycle. Once appointed there are opportunities to move into more specialist roles such as PE instructor or dog handler. Prison officers need to be fit and able to work with people; they also need to be able to help prisoners develop the personal skills and self‐confidence necessary to re‐ enter society. Many offenders arrive in prison with drug, mental health and/or educational problems. Vacancies for prison officers in England and Wales are advertised online (see ‘Key contacts’); in Scotland, the Scottish Prison Service recruits centrally. Applicants need to be aged between 18 and 62. They must also meet nationality regulations, be fit and healthy, have reasonable eyesight and be able to move house. They should not have a criminal record or be an undischarged bankrupt, and will undergo a security check. If you meet these requirements, you are eligible to embark on Prison Officer Entry Level Training (POELT). As you might expect, there is a lot of basic training you will need to do before you can begin a career as a prison officer. This starts with an eight‐week training course designed to equip you with the necessary knowledge, skills and values to become a confident prison officer. ●

Career progression While junior prison officers can expect to stay in one place, more senior officers and managers will be posted to wherever they are needed and there are suitable vacancies. Promotion is by exam, interview, simulated work programmes and selection.

What can I earn? Prison officers start at £18,720, with the option to work extra hours at a higher rate, and an annual leave allowance of five weeks, rising to six weeks after ten years of service.

Take the time to consider the following points, which may help you decide if becoming a prison officer is the right career move for you. • Are you willing to work shifts, which may include early starts, late finishes, night shifts, weekends and bank holidays? • Occasionally, prisoners can be volatile – could you deal with conflict in an appropriate manner? • Can you work with a wide variety of people with diverse backgrounds and experiences? • Would you be able to refrain from judging people on the basis of the crimes they may have committed, and treat everyone in the same fair and objective manner? • Do you have the necessary interpersonal and communication skills to prevent and diffuse difficult situations and create a positive prison environment? • Do you have the necessary self-confidence to deal with all kinds of situations as and when they arise, sometimes in difficult circumstances? • Do you have the patience to deal with prisoners when faced with challenging behaviour? • Can you work in a team with other prison officers (it is crucial that you cooperate and provide constant support to one another during every shift)? • Are you willing to shoulder the considerable responsibility for maintaining a secure and safe environment? • Could you ensure that prisoners are in a safe environment, and treated with dignity and respect throughout their time in prison? Source: based on www.justice.gov.uk

KEY CONTACTS To find out more about a career in the Prison Service and to apply for the latest opportunities, visit www.nomsjobs.com You can also search for a job on: • the Ministry of Justice job search website www21.igrasp.com/fe/tpl_hmps03.asp? newms=se • the civil service jobs website www.civilservicejobs.service.gov.uk/csr/index.cgi National Offender Management Service (NOMS), Tel: 0300 047 6325 email: public.enquiries@ noms.gsi.gov.uk Web: www.gov.uk/government/ organisations/national-offender-management-service Twitter: @NOMSgov or @HMIPrisonsnews Scottish Prison Service, Tel: 0131 244 8745 email: gaolinfo@sps.pnn.gov.uk Web: www.sps.gov.uk Twitter: @scottishprisons

August 2015 / www.questonline.co.uk

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Surveillance

Surveillance What’s involved? he different types of surveillance employed in the current market range from simple CCTV monitoring to the most complex electronic listening and monitoring equipment, tracking devices and vibration microphones. The aim of most surveillance is purely to gather evidence and intelligence that can be used later to discredit, identify or prosecute individuals. Surveillance saves money, defeats crime and provides evidence to gain convictions, with clients spending money on operatives in order to save money for their own businesses. In recent years there has been a sharp rise in demand for covert surveillance operations (including private investigation, PI) to counteract a range of criminal activities, such as insurance and workplace fraud. A variety of organisations, industries and businesses use surveillance and PI operatives – either employing them directly or subcontracting their services as required. Much of the industry comprises ex‐military personnel, and the private sector is currently at an all‐time high, with much work coming from major insurance companies investigating personal injury claims. In general, the market is strong, expanding and ideal for those with operational experience from the Armed Forces. The role of a surveillance or PI operative in the private sector is to gather intelligence and evidence covertly without the subject of the surveillance being aware, in order to compile a pattern‐of‐life study of the subject. There are several types of surveillance, two examples being physical and technical. ● Physical surveillance includes footwork, following an individual/or associates as a single operator or part of

WHAT IS SURVEILLANCE?

Surveillance is defined within the Regulation of Investigatory Powers Act 2000 as ‘monitoring, observing or listening to persons, their movements, their conversations or their other activities or communications’.

www.questonline.co.uk / August 2015

●

a foot team on the ground. This may involve following the subject on to public transport. Mobile surveillance is also physical and could include any type of vehicle, so basically it is where surveillance is conducted from a moving vehicle. Technical surveillance is where audio, video or a tracking system could be used. Of course, technical surveillance must be deployed lawfully and with good reason, considering all of the legislation regarding surveillance, particularly the human Rights Act 1998, Freedom of information Act 2000 and the Data protection Act 1998. Many other codes of practice and procedural rules regulate the profession and are applicable to the use of technical surveillance.

Who uses surveillance as an investigation tool? Investigations can fall into one of two areas: civil and criminal investigations.

Civil investigations You may be employed in matrimonial investigations where there is a suspicion of infidelity and the client needs evidence to prove the case. This is quite a common area for an investigator. Industrial espionage may involve trying to gather information as to whether a rival company is deliberately thwarting sales or productivity. There are many types of private investigation. Many solicitors employ private investigators to conduct surveillance for various reasons, one example being an individual suspected of making a false claim of a personal injury. Banks and retailers have their own internal investigators to research, analyse and impose surveillance to prove or disprove crimes in‐house.

Criminal investigations You may be employed to gather evidence that fraud or theft has been or is being committed, either within an organisation or by an individual. Some local authorities employ investigators to gain visual evidence of antisocial behaviour, such as fly‐tipping

or benefits fraud. Surveillance may also be deployed when there is an allegation of harassment.

Surveillance-related skills gained in the Services Surveillance work is perfect for ex‐military personnel – especially those with experience in covert operations. Directly transferable skills include: ● flexibility and multi‐tasking ● professionalism and reliability ● integrity ● working on own initiative while simultaneously working as part of a team ● quick thinking/acting and clear communication ● patience (‘hanging around’ is inevitable) ● vigilance (noting minute details and changes) ● a relatively good level of fitness ● being a safe driver and having technical competence. Other skills include: ● working within the law ● accurate record keeping that may need to stand up to scrutiny in court.

HAVE YOU GOT WHAT IT TAKES? The qualities you need to be surveillance operative are many and varied. You will need to be professional at all times and ensure that you can work well within a team. You will need to be discreet and be able to remain unnoticed for long periods of time. You will also need to be able to log and accurately record information, use technology effectively, and have excellent navigation skills. Other desirable attributes include: confidence, decisiveness, honesty and integrity, being organised and self-motivated, patient and with good communication skills. Hours can be unpredictable, and the work challenging, time-consuming and occasionally frustrating. You may need to travel long distances (sometimes in short periods of time), and the work requires flexibility, mental agility, patience, professionalism and stamina. It also requires commitment, honesty, and the ability to work alone or as part of a mixed-gender team.

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Surveillance

TOP TIPS FOR TRAINING Some useful advice for would-be operatives seeking appropriate training Before you commit: • research the qualification – what exactly does it cover, and is it respected and credible in the industry and the outside world? • speak to students who have taken courses with the companies you are researching – they will be able to give you impartial information about the courses and about their employment opportunities on completing them • talk to learning providers and ask to visit their premises to sit in on the training that is actually taking place.

Several companies actively recruit from ex‐ military personnel, fully recognising the range of transferable skills and personal attributes of those men and women who have been members of the Armed Forces.

Get qualified! If you are considering a career as a surveillance operator or private investigator, you should aim to increase your knowledge and obtain relevant qualifications such as a level 3 award for professional investigators, based on Security Industry Authority (SIA) core competency criteria for private investigators. Private investigators are due to be licensed by the SIA in 2015 – for more information, see www.sia.homeoffice.gov.uk/Pages/licensing ‐private‐investigations.aspx Part of this new approach will require investigators to prove competency in the

THE DAY JOB: PRIVATE INVESTIGATOR

Typically, operatives travel long distances to conduct covert surveillance – preferring not to work on their own doorsteps. Many operatives work from home, travelling daily to the location of surveillance and acting on the brief given by the client. A normal ‘start’ is about 5am, and will entail reconnaissance, static work, mobile and foot surveillance (with the subject being filmed for evidence in either civil and criminal cases in court). A day of surveillance usually ends with report writing. Operatives do stay overnight in some locations, depending on how long the particular job is taking or the proximity of the next job to the current one. An operative could find him/herself working covertly in a supermarket, a city centre, a building site, flying abroad for a short period of time (to hostile and non-hostile environments), and so on. Each day is different, and no two jobs are the same. An operative might expect to be monitoring, for example, someone who has claimed money for an injury that they say prevents them from walking or driving. In gathering evidence against that person, the operative would be taking notes and filming how far the person actually walked, drove, etc., then handing over that evidence to be used in a court of law.

www.questonline.co.uk / August 2015

area of investigations. This qualification can be taken via e‐learning, combined with a practical and knowledge‐based examination day or by attending a classroom‐based course. If you are looking to work specifically in surveillance then a practical course should also be taken in conducting foot and mobile surveillance. In addition, relevant technology training will help you keep up with the fast pace of change in terms of equipment used (e.g. covert cameras and vehicle tracking). While having qualifications will improve your job prospects with larger surveillance companies, you should be aware, when choosing a training provider, that each sets its own standards and benchmarks, and governs the amount of practical work you carry out as part of the course. Indeed, where surveillance‐related awards, certificates and diplomas are concerned, there is currently no ‘official’ governing body (along the lines of the SIA) that dictates or approves what goes in to training courses and qualifications. As mentioned above, however, the SIA is currently developing its approach to the licensing of PI activities; it has now endorsed a qualification and says that it will ensure that licence‐linked qualifications are available when it regulates this sector – so, operating as a private investigator, security consultant or precognition agent will be licensed. Currently, training providers design and offer their own qualifications in surveillance and PI, and – as noted – set their own standards. In effect, this means that no two courses from different training providers either offer the same course content (in terms of theory and practical work), title or structure, or result in the same qualification or level of skills – so, when selecting where to do your training, it is vital that you do your homework. Always bear in mind that the certificate with which you leave your course (if you pass!) is worth something in the outside world only if the company that provided your training is respected and has credibility in the industry. For this reason, the best advice we can offer readers is ‘let the buyer beware’! To gain the required skills, some in this sector also advise training with operational training companies that conduct surveillance themselves as well as providing courses. The advantage of this is that – although it is comparatively rare that trainees will end up working with that particular company – they could find themselves part of a useful network, and possibly recommended to other operational companies and organisations. To sum up the general industry advice on training, if you are thinking of pursuing a career in this industry you should carry out your own, very thorough, research and

strive to meet with a reputable training provider before making any commitment. You should also be wary of any training company that promises employment on completion of a course or that you will be added to a database of operators as a means of finding guaranteed employment.

Finding employment Numerous organisations employ surveillance and PI operators. Most government agencies use surveillance as an investigatory tool, including the police, Department of Work & Pensions, Customs & Excise, Trading Standards, National Health Service, security services and, of course, the Armed Forces. Private companies also use surveillance in their operations; these can include retail outlets, insurance companies, haulage firms, security and investigations companies. Operatives may work directly for surveillance companies or have work subcontracted to them. As these examples make clear, there is a broad range of operational work available and it is down to the individual operator to decide which area he/she wishes to work in. Initially it may be a case of taking whatever is on offer and that you are comfortable with, in order to build operational experience and find your feet. Working in this area offers an ideal opportunity for many ex‐Service personnel. Being your own boss, in a role that has plenty of variety, makes it an exciting, rewarding and, potentially, adventurous choice.

What can you earn? If you are employed by a company then, depending on its size, you can typically expect an annual salary that starts at about £20,000. Some companies may offer overtime at an hourly rate, a bonus scheme, a company car, travel expenses and all surveillance equipment. Subcontracted work is often paid by the day, which may typically amount to between £110 and £250, depending on experience. Our thanks go to Gary Williams of Wilplan Training for his help in the preparation of this feature: www.wilplantraining.co.uk

KEY CONTACTS Association of British Investigators, Tel: 01253 297 502 email: info@theabi.org.uk Web: www.theabi.org.uk Twitter: @investigatorsUK Institute of Professional Investigators, Tel: 0870 330 8622 email: admin@ipi.org.uk Web: www.ipi.org.uk Twitter: @IPInvestigators Security Industry Authority, Tel: 0844 892 1025 Web: www.sia.homeoffice.gov.uk Twitter: @SIAuk

Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest

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39 August 2015 / www.questonline.co.uk

Maritime security

Maritime security What’s involved? he threat to global shipping and offshore projects from armed robbery, pirate and militant attacks leading to hijack remains a serious problem. Although the number of attacks off East Africa has fallen significantly since ship owners have turned to specialist security firms for help, the situation off West Africa and in the South East Asia region has worsened in recent years. A number of security operators have gained lucrative contracts for providing specialist former Armed Forces and law enforcement personnel. Historically those employed were former Royal Marines, SAS and SBS personnel, but as the need for manpower increased, there became a shortage in training personnel available. However, with new specialist training courses on the market, Service leavers are able to equip themselves with the knowledge and skills needed. It is important that you know and understand the inherent risks involved in operating as a civilian with the power to apply lethal force. A law‐enforcement approach is needed, but there is, clearly, a training gap between the role of Armed Forces personnel and the job that they will go on to undertake on leaving the Services, but without the protection of operating as a member of the military.

Job roles onshore It is not just protection against piracy at sea that calls for security expertise: DfT Maritime Transport Security is responsible for the security of UK ports, shipping and cargo. Indeed, the aim of maritime security as a whole is ‘to detect and deter security threats, and take preventative measures against security incidents affecting ships or port facilities, and

CHOOSE YOUR TRAINING CAREFULLY

As the maritime security industry shifts to onshore and offshore extractive industry projects, there is likely to be a requirement to ensure that training prepares an individual for these operations. You will need to think carefully before taking the plunge – your investment in a credible training portfolio may well run to in excess of £2,000. Do not fall in to the trap of believing that you can undertake the cheapest course on the market and train on the job. Choose a course that provides a wider understanding of the maritime security industry, rather than being limited to ‘anti-piracy’, as many areas of operation also include terrorist and/or activist threats. It is well worth seeking independent advice from professionals active within the industry and the private maritime security companies before you select an accredited training provider.

www.questonline.co.uk / August 2015

to protect from harm passengers, crews, ships and their cargoes, port facilities, and the people who work and live in port areas’. The Maritime & Coastguard Agency (MCA) is responsible to DfT Maritime Transport Security for, among other things, implementing the International Ship and Port Facility Security (ISPS) Code in relation to all UK‐registered cargo ships, receiving ship security alerts and handling them in accordance with agreed standard operating procedures, and approving and auditing training providers.

Get qualified! A host of training courses have been developed over the past few years to ensure that the required standards are met. Training and certification to the City & Guilds MSO 8269‐03 standard aim to provide a minimum benchmark to ensure that privately contracted armed security personnel (PCASPs) have the necessary knowledge and skills to provide good standards of service, and that mariners are better prepared for transit through high‐risk waters. Courses are available from a wide range of providers, and aim to equip security professionals with the knowledge and skills required to provide the maritime security services required by the commercial and private maritime shipping and offshore industries. If you are serious about breaking in to this industry, you will need to exhibit a recognised level of competence in order to be selected ahead of other candidates. This means your first priority should be to undertake a course of training specific to the role that you will undertake on a maritime security task, such as the City & Guilds MSO course (no. 8269‐03) for specialist maritime security training. This qualification is designed for those individuals wishing to operate or currently operating as PCASP and is the only Ofqual‐accredited qualification based directly on the new international standard for private maritime security companies. It is also suitable for those wishing to operate as unarmed maritime security operatives on board ships. As an accredited and nationally recognised level 3 qualification, it also allows Service leavers access to CTP/ELCAS funding. You can maximise your funding by seeking out companies that, in addition to the level 3 MSO course, offer a higher level of education, which will allow your CV to stand out from others in what is a very competitive industry. Additionally, if you wish to undertake armed security tasks, you need to be able to demonstrate current competency in the weapons system that will be used in the

maritime security task. So, to sum up, if you need to do a course, choose one that closely meets your operational requirement and that is accepted by your potential employer.

Have you got what it takes? David Buston of specialist maritime security training provider and consultancy firm Trident Operations, has this advice for readers: ‘An MSO must be professionally competent and confident to work remotely offshore. They must be disciplined and self‐reliant, but able to integrate with a small team and mixed foreign crew, with all the cultural nuances of the ship environment. Of note is the MSO’s ability to recognise a threat in high‐threat waters, and conform to international standards such as the Universal Declaration of Human Rights, the Code of Conduct for Law Enforcement Officials and the Basic Principles on Use of Force and Firearms. These standards require those charged with armed protection duties to apply a “duty of care” and to know how to escalate the use of force progressively through a use of force continuum. The liability of failure to recognise a threat and then respond with disproportionate force is significant.’ The presence of appropriately trained individuals enhances maritime security awareness and vigilance, and offers the capability of a robust, but appropriate and proportionate, response to piracy and armed robbery threats.

KEY CONTACTS Department for Transport, Tel: 0300 330 3000 Web: www.dft.gov.uk Twitter: @transportgovuk International Association of Maritime Security Professionals (IAMSP) Web: www.iamsponline.org International Maritime Organization, Tel: 020 7735 7611 email: info@imo.org Web: www.imo.org Twitter: @IMOHQ ISO 28007-1:2015 Guidelines for Private Maritime Security Companies (PMSC) providing privately contracted armed security personnel (PCASP) on board ships, see: www.iso.org/iso/home/store/catalogue_ics/ catalogue_detail_ics.htm?csnumber=63166 Maritime and Coastguard Agency, Tel: 02380 329100 email (recruitment): mca.recruitment@mcga.gov.uk Web: www.mcga.gov.uk Twitter: @MCA_media Security Association for the Maritime Industry (SAMI) Web: www.seasecurity.org Security in Complex Environments Group (SCEG) Web: www.adsgroup.org.uk/pages/24204653.asp

Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest Es t.

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Driving instruction

Driving instruction What’s involved? riving instructors offer guidance to their students on how to drive a vehicle safely on the roads, enabling learner drivers to gain a full understanding of all aspects of driving in order to gain a full driving licence or increase their skills in a particular area. The fundamental role of the instructor is to provide tuition to students who either want to improve the standard of their driving or pass their driving test. However, the bulk of the average driving instructor’s workload will involve learner drivers seeking to pass their driving test in a car. As more and more people find they are attracted to the idea of working for themselves, this sector is becoming increasingly competitive. However, bear in mind that the hours can be long and demanding, and driving instructors often

www.questonline.co.uk / August 2015

work alone, on a self‐employed basis, even if they are running a franchise for a larger driving school. This means that the only hours for which payment is received are those when instruction is actually taking place, so any time between lessons is unpaid – which is worth bearing in mind. Some instructors work part‐time, fitting their driving instruction work around another job.

DO YOU HAVE WHAT IT TAKES? Driving instructors need to be accomplished drivers; they also need flexibility, imagination and commitment. A Service background, with its social interaction and self-discipline, offers very good preparation. The ability to teach is vital, as are a high level of driving skills, a knowledge of how people learn, an ability to assess the performance of others, and communication and interpersonal skills.

The biggest outlay for those working as driving instructors is their car: fuel and maintenance can be expensive. However, those instructors operating as part of a franchise system may be provided with a car as part of the deal, particularly if the franchise fee is high.

Getting registered as an ADI It is illegal for anyone to charge money for instruction in driving a motor car unless either their name is on the register of Approved Driving Instructors (ADIs) or they hold a trainee’s ‘licence to give instruction’ issued by the ADI Registrar. Once registered, an ADI may work for a motoring school or become self‐employed. Some ADIs choose to take additional qualifications so that they can train drivers of large goods vehicles, say, or fleet drivers.

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The Future of Driving Instructor Training

Driving instruction

Before they can apply to join the ADI Register, a Potential Driving Instructor must pass three qualifying tests (see under ‘Get qualified!’, below). An ADI is someone who has passed all three parts (see below) and is currently registered with the Driver and Vehicle Standards Agency (DVSA). If you want to become an ADI, you will need to apply to the DVSA before you start the qualifying tests described below. Once you have passed the second part of the qualifying examination – the driving ability assessment – you can apply for a trainee’s ‘licence to give instruction’. This allows you to be legally paid for giving driving instruction, but it is not an alternative to registering as an ADI. Once registered, an ADI must also pass special tests – ‘check tests’ – at certain intervals. These are to satisfy the Registrar that they still meet the DVSA’s standards for ability and fitness to give instruction.

The Driver and Vehicle Standards Agency The DVSA is an executive agency of the Department for Transport (DfT). It is a national organisation that, as well as setting standards for driving and motorcycling, and making sure drivers, vehicle operators and MOT garages understand and follow roadworthiness standards, also provides a range of licensing, testing, education and enforcement services. It aims to promote road safety by improving driving standards, testing drivers and riders, maintaining instructor registers and supervising basic motorcycle training. It also runs a register of inspected ADI training establishments and carries out a number of driving tests each year. As well as those people on the DVSA’s compulsory Register of ADIs for car instruction, it also runs voluntary registers for LGV instructors and fleet driver trainers, as well as carrying out tests for taxi drivers in some areas.

Driving tests

Driving tests continue to evolve, with the screen‐based theory element of multiple‐ choice questions now followed by a hazard perception test – a selection of one‐minute video clips showing real road scenes that feature hazards. The practical test for cars takes 40 minutes, with routes designed to include a range of road and traffic conditions. The practical motorcycle test is split into two separate modules: the off‐ road module and the on‐road module. Both can be booked at the same time, however module one must be passed before learners take module two. The ‘independent driving’ element to all practical driving tests requires

www.questonline.co.uk / August 2015

candidates to drive without step‐by‐step instruction from their examiner for about ten minutes, showing that they can make decisions by themselves in unfamiliar contexts. In practice this means either following a series of verbal directions, following traffic signs, or a combination of both. To help candidates visualise the directions, the examiner may also show them a simple diagram.

Driving instruction in the Services Each Service has its own driving instructors based at the Defence School of Transport, its satellite establishments, single‐Service bases and with units – all of them trained and qualified to DVSA standards. Some will be on the appropriate register, others may not be. However, virtually every motor transport pool is able to instruct people to drive the vehicles it manages. With the vast range of Service vehicles, there are people holding every conceivable licence and others who have trained them.

Get qualified! You will be accepted on to the ADI Register if you: ● hold a full UK or European Union (EU/European Economic Area) unrestricted car driving licence ● have held it for a total of at least four out of the past six years prior to entering the Register after qualifying ● not have been disqualified from driving at any time in the four years prior to being entered in the Register ● be a ‘fit and proper’ person to have your name entered in the Register; all convictions – motoring and non‐ motoring – will be taken into account and it is necessary to have an enhanced level criminal record check before applying to start the qualifying process ● pass the two qualifying practical examinations within two years of passing the theory examination ● apply for registration within 12 months of passing the final part of the examination.

FINDING A TRAINING PROVIDER Potential instructors should ensure that the training provider they use is reputable. The Official Register of Driving Instructor Training (ORDIT) contains suitably qualified and inspected trainers and establishments, and anyone seeking ADI training can approach them knowing that they have achieved the required standards. Training costs can vary. You should contact several ADI training providers to compare costs and decide which course offers the best value for your personal circumstances. Many companies advertise in the press, and there is no requirement to be registered.

The three tests that you have to take to become an ADI are: 1. theory (part 1) 2. driving ability assessment (part 2) 3. test of instructional ability (part 3). As noted above, you have to pass both parts 2 and 3 within two years of passing part 1. The qualifying process will usually take many months to complete. Part 1, the theory test, comprises two parts: a multiple‐choice section and a hazard perception section; it takes around 1 hour and 45 minutes altogether. You must pass both parts at the same time to pass the test. There’s no limit to how many times you can take the test, which currently costs £83. The second part is the driving ability assessment test. It takes around an hour, currently costs £111, and consists of an eyesight test, vehicle safety questions and a test of your ability to drive to a very high standard. It will prove whether or not you have a thorough understanding of good, safe driving techniques, and that you can also demonstrate them. Part 3 is the test of instructional ability, which measures your ability to instruct pupils and is generally considered the most difficult of the three qualifying tests. You must pass the Part 2 test before you book the Part 3 test. The test, which currently costs £111, takes around an hour and includes an assessment of core competencies, instructional techniques and instructor characteristics. During the test, the examiner will assess these by playing the role of two different pupils. You can apply for your first ADI badge and join the ADI register when you pass the test. Please note that all three parts of the ADI test work differently in Northern Ireland (see www.gov.uk/browse/driving/ teaching‐people‐to‐drive for further information). You can find links to full information about the three tests – plus to a host of other pages likely to be of interest – on the gov.uk website (again at www.gov.uk/ browse/driving/teaching‐people‐to‐drive), on the page headed ‘Teaching people to drive’.

WORKING FOR A FRANCHISE If you decide to work as a driving instructor on a franchise basis, the fees that an instructor has to pay are likely to vary considerably, depending on what is included. (Clearly, this may account for a significant proportion of their earnings, so will need to be given careful consideration.) If paying a fee that is on the high side, check the sorts of benefits this includes. For example, will you get: • a car included in the cost (although not fuel expenses) • brand recognition • a guaranteed supply of students • a higher hourly rate?

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Motorcycle Training and Instructor Courses available

1st Gear have a dedicated training facility, to train for CBT and Direct Access Courses. To gain your D.V.S.A authorised instructor qualiďŹ cations to work for or set up your own training centre.

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Driving instruction

The ADI qualification lasts four years. You will have to apply to renew your registration before the end of your current registration period, and have another criminal records check. Pass Plus is a scheme is aimed at new drivers to help them become better drivers. ADIs may register with the DVSA to deliver Pass Plus, which aims to encourage better driving practices in new drivers by offering six extra lessons covering driving in and out of town, on motorways and dual carriageways, in all weathers and at night. For a payment, ADIs can obtain Pass Plus packs from the DVSA. Motorcycle instructors may be trained directly by Approved Training Bodies (the only organisations that can teach the Compulsory Basic Training) and/or complete a two‐day assessment by examiners at a specified DVSA centre. Further qualification is required to teach Direct Access courses. LGV instructors, who wish to be on the DVSA’s voluntary Register take a similar series of exams to those for ADIs. They can be certified for four years, after which time they will need to re‐register. Lift truck instructors should pass a course with a trainer accredited by the Health & Safety Executive.

46 www.questonline.co.uk / August 2015

Blue light vehicles (police, fire, ambulance and MoD) are now recognised as a specialist category for the training of drivers who are competent in emergency situations. The three core competencies are: 1. assessing the need for an emergency response 2. driving the vehicle safely to emergencies 3. demonstrating the correct attitude when responding to emergencies. Fleet driver training also has a voluntary registration scheme for trainers. Fleet driver trainers, qualified to a higher level, teach more advanced driving, usually in the corporate market; the register was introduced to set standards for those who specialise in providing this type of training, and to help raise the profile of the training on offer to fleet drivers and their employers. ADIs can qualify for the register through a three‐part exam comprising a touchscreen‐ based theory test, a practical driving test and a practical instructional test, or they can complete and pass an accredited course.

Employment Once qualified, there are several options: ● move into the profession gradually by fitting instruction around another employment

launch immediately as a sole trader become a franchisee with a local or national school ● enter a partnership with other instructors and pool efforts. The marketplace is very diverse and offers many different earning opportunities. As well as training learner drivers to pass both the theory and practical elements of the test, there is the Pass Plus scheme, the Driver Improvement Scheme and retraining people who have fallen foul of motoring laws. ● ●

KEY CONTACTS Department for Transport, Tel: 0300 330 3000 email: https://forms.dft.gov.uk Web: www.gov.uk/government/organisations/ department-for-transport Twitter: @transportgovuk Driver and Vehicle Standards Agency, Tel: 0300 200 1122 email: customer.services@dsa.gsi.gov.uk Web: www.gov.uk/government/organisations/driverand-vehicle-standards-agency Twitter: @DVSAgovuk Health & Safety Executive, Tel: 0300 003 1747 email: advice@hse.gsi.gov.uk Web: www.hse.gov.uk Twitter: @H_S_E

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Based in Ipswich (Suffolk), our training servic v es have been fundamentally recognised as being pro -active, effective and, above all, technically competent. This program gives the candidate the required competencies to become a railway Signalling Install er. The training is an intensive 6 week course, filled with all the safety critical, signalling, technical and electrical knowled ge needed to pursue a career within the rail industryy. By completing all of the modules listed below, this program is delivered in accordance with the IRSE (Institute of Rail Signa l Engineers) licensing scheme conditions. As such, the program satisfies the knowledge requirements that enable delegates to apply for licensing affter the appropriate experience criteria has been met. This program is mapped towards achieving IRSE category 1.2.110 and includes the competences required for registration with the Engineering council at the grade of EngTech. (The Engineering Council stipulates a minimum education requirement Equivalent to BTEC L3 or NVQ L3).

SPWEE (Safety Precautions when using Electrical Equipment)

Small Plant / Small Tools

Electrical Principles

Manual Handling

First Aid (Highfield Cerrtified)

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BS1 (Basic Signalling 1)

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Smart meters

SMART METERS Connect with the facts and become an installer! What’s involved? he government’s Department of Energy and Climate Change (DECC) has stated that it wants to see smart meters installed in every home in Great Britain by the end of 2020. Making sure that enough technical and support staff are trained and able to implement this plan is an enormous challenge. The rollout of smart meters is considered to be the largest programme ever undertaken: it involves visits to 30 million homes and 2 million small businesses to replace both electricity and gas meters. It is likely that most households will have smart meters installed by their energy company some time between this year and 2020, although some energy companies are already starting to install them: by the end of last year, almost 300,000 smart meters had already been fitted in domestic properties in Great Britain. The latest DECC figures show that 1,054,756 smart meters had been installed in homes across Great Britain up to the end of Q1 2015. It is clear, then, that there is an increasing demand for the many trained smart meter installers needed to deliver the DECC’s targets, which makes it an employment route well worth considering. As a smart meter installer and technician, you are likely to work for between 35 and 40

WHAT IS A SMART METER?

Smart meters are the next generation of gas and electricity meters, offering a range of intelligent functions, which include telling consumers how much energy they are using via a display in their home or business. The meter is an electronic device that records the consumption of energy; unlike previous models, though, it enables two-way communication between the meter and the central system, which means that can be communicated back to the utility company at least daily, for monitoring and billing purposes – there is no need for someone to visit the property to read the meter as is currently the case with ‘traditional’ meters. Smart meters allow customers to keep track of how much energy they use in real time, and let them to see which of their appliances use the most power. The aim is to help them reduce their energy usage and so cut bills. Smart meters bring a range of benefits for consumers: they offer near real-time information on energy use, expressed in pounds and pence, allowing them to better manage their energy use and get accurate bills, as they are billed only for energy actually used.

www.questonline.co.uk / August 2015

hours per week, Monday to Friday, fitting new gas and electricity meters in customers’ homes and businesses. You may also be part of a standby rota for jobs outside normal working hours, which could include weekends and, therefore, overtime pay. Some installation sites may be outdoors, so you should be prepared work in all weathers. During the installation process, you will also demonstrate to customers how to use their new meters, as well as provide impartial energy efficiency advice (although you won’t be required to sell energy plans or tariffs). You might find yourself working for one of the major energy companies, or perhaps for a smaller firm that has a contract to install smart meters. Whoever your employer, they would normally provide you with a van to get from job to job, which means that a full UK driving licence is required. Once the meters have been installed you may also be called upon to maintain and repair them later – which is worth remembering as it extends the job role well beyond the initial rollout period. So, if you have good practical skills, get on well with people from all walks of life, and are looking for a new career that gets you out and about, this could well be the right job for you!

Have you got what it takes? Appropriate training is being developed for all the different types of staff involved in the smart meter rollout – from installers to those designing and manufacturing the meters. The main challenge, though, will be to identify and train installers who have both dual‐fuel technical skills as well as the ‘softer’ skills required to explain clearly to customers how to use their new smart meter. This dual‐fuel cross‐training and upskilling is a key training need. Indeed, a spokesperson for one of the main UK utility companies has said that, ‘Field force engineers will have to have dual‐fuel capability, know how to commission the

WHAT DO SMART METER INSTALLERS DO? A typical job might follow this pattern: • visit the customer’s premises at the appointed time • remove the existing meter • fit the new smart meter • carry out tests to make sure the new meter is working correctly • explain to the customer how to read the meter information and how to alter the settings to get the most from it • answer any further questions the customer may have.

Smart meters

communications for the smart meter, pair up the in‐home display (IHD) device and explain to the customer how it works. This requires a much broader set of technical and softer skills than is normally expected from a meter installer.’ You are also likely to need background checks through the Disclosure and Barring Service (DBS) before you can work in people’s homes. Your employer would arrange for these to be carried out.

Get qualified! Smart meter installation qualifications have recently been developed and accredited for both gas and electricity, and now Energy & Utility Skills (EU Skills), whose qualifications are funded by the National Skills Academy for Power (NSAP), is developing an intermediate level (level 2) apprenticeship in Dual Fuel to support the government’s smart meter strategy. City & Guilds offers a qualification – Smart Metering (7428) – which is aimed at those installing gas or electrical smart meters, and allows candidates to learn, develop and practise the skills required to install and maintain smart meters and communication devices. The gas and dual‐ fuel pathways lead to Gas Safe registration for those working in the gas and power industries installing and maintaining smart meters. Some of the major utility companies have also taken the initiative to provide suitable training. A spokesperson for Eon‐ UK, for example, says the company ‘has helped develop a smart metering qualification, which is aligned to our current training offerings, and is now supporting the work to develop an apprenticeship route. We are also hoping to be one of the first organisations to gain accreditation from NSAP for the quality of our smart meter training programmes and academies.’ As well as specific smart meter training courses, qualifications in maths, English, science, design and technology, or electronics would all be useful. Many of the big energy companies offer apprenticeships in ‘Smart Metering – Dual Fuel’, which can take six to nine months to complete. These combine classroom‐based learning with on‐

TRANSLATE YOUR SKILLS As a smart meter installer, you will need: • an aptitude for maths • sound practical skills • good organisational skills • excellent customer care skills • the ability to work alone • excellent communication skills to explain how meters work • self-motivation and a commitment to your own career development • an awareness of safe working practices.

the‐job experience, working alongside a qualified smart meter installer. You can also learn how to install smart meters if you are training to be a gas installation engineer on the Gas Industry Apprenticeship. As a trainee installer, you would combine technical training with work placements and receive mentoring from a qualified member of staff. You could also work towards the level 2 Diploma in Smart Metering. This qualification has three options – power, gas or dual‐fuel – and you choose the one that covers the meters you will work with. Training in gas or dual‐fuel smart meters will also lead to your inclusion on the Gas Safe Register, which demonstrates that you are qualified to install meters safely. Once qualified, your employer will also certify you as competent through the Meter Operation Code of Practice Agreement (MOCOPA). Check out the individual energy suppliers’ websites for details of their training schemes. You can find a full list of suppliers via Ofgem ( see ‘Key contacts’).

Finding employment Due to the ongoing rollout of the UK Smart Metering Programme, prospects for trained staff are good. Although the main effort to install smart meters in homes and small businesses will take place between this year and 2020, some work is already under way. To get involved, you need to apply directly to energy suppliers or installation contractors for a trainee position. You may also be able to get in through an apprenticeship scheme. You could find work with an energy company, construction firm, specialist installation firm or housing association. With experience, you could become a team leader or estimator, or set up your own installation business. With further training, you could become an energy efficiency consultant, or move into gas or electrical engineering with an energy company. It is thought that the staff involved in the rollout will be a mixture of current employees, new recruits and subcontractors. Some companies have estimated that, at peak times, they will potentially need four times their current level of staff. Conservative estimates from EU Skills’ workforce planning model (based on a dual‐fuel installer scenario) suggest that up to 6,300 installers will be required to complete the smart metering rollout across the UK up to 2019. EU Skills also indicates that, with a high proportion of the existing metering workforce approaching the average retirement age for the industry over the next five years, there could be a need for around 4,000 new recruits during this period. If these projections are correct, and the rollout does create a wealth of new jobs, what will happen to these employees at the

ACT NOW OR MISS OUT ON SMART METER INSTALLATION WORK! Contractors without the right technical qualifications and customer service skills could already be missing out on smart meter installation work, CITB has warned. Tony Howard, Head of Business Development at CITB (the industry training board and Sector Skills Council for the construction industry), comments: ‘smart meter installations are already taking place all over the UK, providing a potential work stream for contractors. But contractors must be able to show evidence they meet the requirements set out in the Smart Metering Installation Code of Practice or they will not be eligible to deliver smart meter work. ‘Smart meter installation opportunities are out there now and the work could be really lucrative. [However], for contractors to perform any smart meter installation work, they must make sure they understand what is in the Code of Practice, and can demonstrate they have the skills required.’ According to Ofgem, the Smart Metering Installation Code of Practice is designed to protect and empower consumers. It includes strong protection around sales and marketing by installers, is backed by licence conditions and has the power to levy fines if rules are breached. The code has been developed by representatives from across the energy industry, with input from consumer groups. Find out more about the Smart Metering Installation Code of Practice at www.energyuk.org.uk/policy/smart-meters/smart-meteringinstallation-code-of-practice.html

end of the rollout period? As mentioned above, there will still be a need for maintenance and repair technicians. Experts in the field have commented that, ‘no programme is ever complete and there will continue to be a wave effect’, and ‘there will be an ongoing role for the meter installation workforce’.

Rough guide to salaries Please note that the figures given here are a rough guide only. Trainees can start on around £13,000 a year. Once qualified, this could rise to £21,000. Experienced installers working on short‐term contracts may be able to earn between £24,000 and £30,000. Some companies may include expenses and mileage as part of the salary package. At least in the early years, it seems likely that cross‐trained installers will be in high demand and will consequently be able to command salaries that are higher than average. For training and job opportunities please visit: www.questonline.co.uk/topics/ Smart_Meters or see page 65

August 2015 / www.questonline.co.uk

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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

In-Service

eLearning – The Defence Learning Portal (DLP)

Distance Learning

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

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.

www.questonline.co.uk / August 2015

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:

College Courses

Personal Development Record (PDR)

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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Enhanced Learning Credits

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

Standard Learning Credits

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

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)

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

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: 54

www.questonline.co.uk / August 2015

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

Individual Resettlement Training Cost (IRTC)

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

Receive help in choosing the right career z Tailored advice so you make the best decision z Discover what training you might need z Support so you can join a company/start a business Get fast, free advice on becoming a personal trainer, health & safety expert, gardener, writer, accountant, photographer and many more. Warning! Don’t make your career move until you call 0800 138 2363 or 01409 220 770. Or visit careeropportunities.org.uk.

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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

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 / August 2015

Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest

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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

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 / August 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

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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

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 The Officers’ Association (OA) The OA is a charitable organisation that gives lifetime support to officers – from finding employment after leaving the Services to ongoing career advice. We give guidance and share knowledge through consultations, webinars and numerous networking opportunities. We also give financial assistance to ex-Officers, and their dependants, in need of help. OA Scotland offers benevolence services and employment support to ex-Officers who are resident in Scotland or were members of a Scottish regiment. To find out more and register, visit officersassociation.org.uk/register Tel: 020 7808 4160 Website: www.officersassociation.org.uk

Tel: 0131 5501 575/1581 Website: www.oascotland.org.uk

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…

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)

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 / August 2015

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.

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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 • • • • • • • • • • •

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

‘Like’ the Career Transition Partnership page Follow @CTPinfo

61 August 2015 / www.questonline.co.uk

Courses and events

Courses and events This guide includes the courses currently scheduled to run from September 2015 to November 2015 Additional courses may be scheduled by each Regional Resettlement Centre according to demand. A list of all courses scheduled for 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 rrcaldergrove@ctp.org.uk START DATE

END DATE

CTW Mixed Class 21 September 2015 19 October 2015 09 November 2015

23 September 2015 21 October 2015 11 November 2015

Interview Techniques 22 September 2015 20 October 2015 17 November 2015

22 September 2015 20 October 2015 17 November 2015

30 September 2015

Housing 22 October 2015

07 September 2015

RRC Aldershot rrcaldershot@ctp.org.uk START DATE

END DATE

Business Start Up 17 September 2015 05 October 2015 05 November 2015

18 September 2015 06 October 2015 06 November 2015

CTW Junior Ranks 01 September 2015 14 September 2015 28 September 2015 05 October 2015 19 October 2015 02 November 2015 16 November 2015

03 September 2015 16 September 2015 30 September 2015 07 October 2015 21 October 2015 04 November 2015 18 November 2015

CTW Mixed Class 15 September 2015 17 September 2015 (Course location Brize Norton) 13 October 2015 15 October 2015 (Course location Brize Norton) 24 November 2015 26 November 2015

CTW Officer 22 September 2015 24 November 2015

24 September 2015 26 November 2015

CTW SNCO 08 September 2015 29 September 2015 10 November 2015

10 September 2015 01 October 2015 12 November 2015

Employment Support Programme Wksp 08 October 2015

08 October 2015

FAR All Ranks 24 September 2015 24 September 2015 (Course location The Bell, St Omer Barracks)

15 September 2015 13 October 2015 17 November 2015

RRC Catterick rrccatterick@ctp.org.uk START DATE

END DATE

21 September 2015

22 September 2015

CTW Junior Ranks 22 September 2015 28 September 2015 05 October 2015 13 October 2015 19 October 2015 27 October 2015 09 November 2015 17 November 2015

24 September 2015 30 September 2015 07 October 2015 15 October 2015 21 October 2015 29 October 2015 11 November 2015 19 November 2015

CTW Mixed Class 01 September 2015 03 September 2015 22 September 2015 24 September 2015 22 September 2015 24 September 2015 (Course location Preston) 16 November 2015 18 November 2015 (Course location York)

CTW Officer 15 September 2015 10 November 2015

17 September 2015 12 November 2015

CTW SNCO 18 August 2015

20 August 2015

CTW SNCO 14 September 2015 06 October 2015 20 October 2015 03 November 2015 24 November 2015

16 September 2015 08 October 2015 22 October 2015 05 November 2015 26 November 2015

Employment Support Programme Wksp 21 September 2015 19 October 2015 30 November 2015

21 September 2015 19 October 2015 30 November 2015

FAR All Ranks 01 September 2015

01 September 2015

RRC Colchester rrcnortholt@ctp.org.uk

Housing

START DATE

01 September 2015 01 September 2015 (Course location The Bell, St Omer Barracks) 03 November 2015 03 November 2015 (Course location Shorncliffe (Gurkha)) 24 November 2015 24 November 2015 (Course location Brize Norton) 26 November 2015 26 November 2015 (Course location The Bell, St Omer Barracks)

Business Start Up 27 October 2015

END DATE 28 October 2015

CTW Mixed Class 01 September 2015 07 September 2015 21 September 2015 05 October 2015 19 October 2015 09 November 2015 23 November 2015

www.questonline.co.uk / August 2015

03 September 2015 09 September 2015 23 September 2015 07 October 2015 21 October 2015 11 November 2015 25 November 2015

Housing 11 November 2015

11 November 2015

Insight to Management Consultancy 10 September 2015

10 September 2015

Housing 04 November 2015

Business Start Up 22 October 2015

14 September 2015 12 October 2015 16 November 2015

New Horizons in Retirement

CV Development Workshop 30 September 2015

Employment Support Programme Wksp

04 November 2015

Interview Techniques 21 September 2015

21 September 2015

Interview Techniques 24 September 2015 19 November 2015

24 September 2015 19 November 2015

RRC Cottesmore rrccottesmore@ctp.org.uk

RRC Herford rrcherford@ctp.org.uk START DATE

END DATE

CTW Junior Ranks START DATE

END DATE

Business Start Up 24 September 2015 29 October 2015 26 November 2015

25 September 2015 30 October 2015 27 November 2015

25 August 2015 27 August 2015 (Course location Sennelager) 22 September 2015 24 September 2015 (Course location Sennelager) 13 October 2015 15 October 2015 (Course location Sennelager)

CTW Junior Ranks

CTW Officer/SNCO

08 September 2015 22 September 2015 29 September 2015 06 October 2015 13 October 2015 20 October 2015 27 October 2015 03 November 2015 10 November 2015 17 November 2015 24 November 2015

08 September 2015 10 September 2015 (Course location Sennelager) 06 October 2015 08 October 2015 (Course location Sennelager)

10 September 2015 24 September 2015 01 October 2015 08 October 2015 15 October 2015 22 October 2015 29 October 2015 05 November 2015 12 November 2015 19 November 2015 26 November 2015

Employment Support Programme Wksp 28 September 2015 28 September 2015 (Course location Sennelager) 22 October 2015 22 October 2015 (Course location Sennelager)

CTW Mixed Class

German CV Writing

01 September 2015 02 September 2015 07 September 2015 21 September 2015 19 October 2015 16 November 2015

03 September 2015 04 September 2015 09 September 2015 23 September 2015 21 October 2015 18 November 2015

16 September 2015 17 September 2015 (Course location Germany)

09 September 2015 07 October 2015 04 November 2015 02 December 2015

START DATE

CTW Officer 07 September 2015 05 October 2015 02 November 2015 30 November 2015

CTW SNCO 14 September 2015 28 September 2015 12 October 2015 09 November 2015 23 November 2015

16 September 2015 30 September 2015 14 October 2015 11 November 2015 25 November 2015

Employment Support Programme Wksp 04 September 2015 04 September 2015 10 September 2015 10 September 2015 (Course location Cyprus) 08 October 2015 08 October 2015 05 November 2015 05 November 2015

FAR Officers 09 September 2015 09 September 2015 (Course location Junior Rank's Mess)

FAR Other Ranks 10 September 2015 10 September 2015 (Course location Junior Rank's Mess)

Central London resettlementinfo@ctp.org.uk END DATE

CTW Senior Officer 08 September 2015 13 October 2015 03 November 2015 24 November 2015

10 September 2015 15 October 2015 05 November 2015 26 November 2015

FAR Senior Officers 24 September 2015

24 September 2015

Interview Techniques (Snr Officer) 04 September 2015 02 October 2015 20 November 2015

04 September 2015 02 October 2015 20 November 2015

Courses and events

RRC Northolt rrcnortholt@ctp.org.uk START DATE

END DATE

Business Start Up 17 September 2015

18 September 2015

CTW Mixed Class 08 September 2015 22 September 2015 06 October 2015 13 October 2015 02 November 2015 17 November 2015 30 November 2015

10 September 2015 24 September 2015 08 October 2015 15 October 2015 04 November 2015 19 November 2015 02 December 2015

CTW Officer 01 September 2015 14 September 2015 20 October 2015 09 November 2015 24 November 2015

03 September 2015 16 September 2015 22 October 2015 11 November 2015 26 November 2015

Employment Support Programme Wksp 07 September 2015 16 November 2015

07 September 2015 16 November 2015

20 October 2015

05 October 2015

Interview Techniques 11 September 2015 20 November 2015

11 September 2015 20 November 2015

26 October 2015

New Horizons in Retirement 12 October 2015

12 October 2015

RRC Plymouth rrcplymouth@ctp.org.uk START DATE

END DATE

Business Start Up 01 September 2015

02 September 2015

CTW Junior Ranks 28 September 2015 19 October 2015 23 November 2015

17 September 2015 19 November 2015

FAR All Ranks 08 September 2015

08 September 2015

Housing 09 September 2015

30 September 2015 21 October 2015 25 November 2015

09 September 2015

03 September 2015 10 September 2015 16 September 2015 07 October 2015 28 October 2015 18 November 2015

01 September 2015

CTW SNCO 01 September 2015 15 September 2015 21 September 2015 29 September 2015 13 October 2015 20 October 2015 27 October 2015 09 November 2015 17 November 2015

03 September 2015 17 September 2015 23 September 2015 01 October 2015 15 October 2015 22 October 2015 29 October 2015 11 November 2015 19 November 2015

03 September 2015

Employment Support Programme Wksp

14 September 2015 05 October 2015 26 October 2015 09 November 2015 30 November 2015

16 September 2015 07 October 2015 28 October 2015 11 November 2015 02 December 2015

10 September 2015 24 September 2015 08 October 2015 22 October 2015 12 November 2015

10 September 2015 24 September 2015 08 October 2015 22 October 2015 26 November 2015

Interview Techniques 15 October 2015

15 October 2015

RRC Portsmouth rrcportsmouth@ctp.org.uk START DATE

END DATE

Business Start Up 01 October 2015 12 November 2015

12 October 2015 09 November 2015

14 October 2015 11 November 2015

CTW Mixed Class 01 September 2015 28 September 2015 19 October 2015 02 November 2015 30 November 2015

21 September 2015 26 October 2015 23 November 2015

15 October 2015 26 November 2015

Housing 22 September 2015

22 September 2015

RRC Rosyth rrcrosyth@ctp.org.uk START DATE 24 September 2015 05 November 2015

Housing 15 September 2015 15 September 2015 17 September 2015 17 September 2015 (Course location Kinloss)

RRC Tidworth rrctidworth@ctp.org.uk END DATE

Business Start Up

01 September 2015 07 September 2015 14 September 2015 28 September 2015 05 October 2015 12 October 2015 26 October 2015 02 November 2015 16 November 2015 23 November 2015 30 November 2015

02 September 2015 02 September 2015 (Course location 1 RHA Lecture Theatre)

Housing 10 September 2015 10 September 2015 (Course location St Athan) 24 September 2015 24 September 2015 (Course location 1 RHA Lecture Theatre) 22 October 2015 22 October 2015 (Course location 1 RHA Lecture Theatre)

Insight to Management Consultancy 17 September 2015 15 October 2015 19 November 2015

17 September 2015 15 October 2015 19 November 2015

03 September 2015 09 September 2015 16 September 2015 30 September 2015 07 October 2015 14 October 2015 28 October 2015 04 November 2015 18 November 2015 25 November 2015 02 December 2015

28 September 2015 26 October 2015 30 November 2015

Networking 29 September 2015 27 October 2015 24 November 2015

29 September 2015 27 October 2015 24 November 2015

New Horizons in Retirement 24 September 2015

24 September 2015

CTW Mixed Class 13 October 2015 15 October 2015 (Course location Chepstow)

25 September 2015 06 November 2015

08 September 2015 22 September 2015 06 October 2015 19 October 2015 10 November 2015 24 November 2015

09 September 2015 23 September 2015 14 October 2015 18 November 2015

01 September 2015 01 September 2015 (Course location 1 RHA Lecture Theatre)

Interview Techniques 08 September 2015 23 September 2015 13 October 2015 28 October 2015 10 November 2015 25 November 2015

CTW Junior Ranks

CTW Officer

CTW Junior Ranks 07 September 2015 21 September 2015 12 October 2015 16 November 2015

16 September 2015 16 September 2015 (Course location Kinloss) 17 September 2015 17 September 2015

END DATE

Business Start Up

11 September 2015 13 November 2015

FAR Other Ranks

23 September 2015 28 October 2015 25 November 2015

16 September 2015 07 October 2015 18 November 2015

FAR Officers

FAR All Ranks

07 September 2015 22 September 2015 12 October 2015 27 October 2015 09 November 2015 24 November 2015

Employment Support Programme Wksp 15 October 2015 26 November 2015

10 September 2015 12 November 2015

START DATE

CTW SNCO 14 September 2015 05 October 2015 16 November 2015

Employment Support Programme Wksp

03 September 2015 30 September 2015 21 October 2015 04 November 2015 02 December 2015

CTW Mixed Class 01 September 2015 08 September 2015 14 September 2015 05 October 2015 26 October 2015 16 November 2015

CTW Officer/SNCO CTW SNCO

CTW Officer

Networking 26 October 2015

Employment Support Programme Wksp

CTW Junior Ranks

Insight to Management Consultancy 05 October 2015

28 September 2015 30 September 2015 28 September 2015 30 September 2015 (Course location Lossiemouth) 19 October 2015 21 October 2015 02 November 2015 04 November 2015 23 November 2015 25 November 2015 23 November 2015 25 November 2015 (Course location Lossiemouth)

09 September 2015 23 September 2015 14 October 2015 04 November 2015 11 November 2015 02 December 2015

23 September 2015

Housing 20 October 2015

CTW Mixed Class

07 September 2015 21 September 2015 12 October 2015 02 November 2015 09 November 2015 30 November 2015

30 September 2015 11 November 2015

FAR All Ranks 23 September 2015

CTW Officer/SNCO

10 September 2015 24 September 2015 08 October 2015 21 October 2015 12 November 2015 26 November 2015

Visit www.ctp.org.uk for further details

Employment fair Event North-west/West Midlands

Date 10 September

Venue Manchester Central Convention Complex

August 2015 / www.questonline.co.uk

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64 www.questonline.co.uk / August 2015

When responding to advertisements please mention Quest

Electrical Instructor / Lecturer Job type: Permanent Full/Part time: Full time Salary: From £30k depending on experience and qualiﬁcations Location: Dartford, Kent Company overview Able Skills Ltd is a private training provider based in Dartford in Kent. We have been providing construction training at all levels since 2002. We teach fee paying adults who are keen to learn new trades for the purposes of changing their career. Able Skills has 35 full time instructors across the 8 different training subjects we provide. We are approved by City & Guilds, CITB, Bpec and EAL for course and qualiﬁcation delivery and we teach from level 1 to level 4 depending on the subject. We have excellent training facilities available and we are open for teaching 7 days every week.

Job description Teaching fee paying adult learners full qualiﬁcations on a fasttrack basis. Subjects available to teach are: C&G 2365 level 2 C&G 2365 level 3 C&G 2382 C&G 2377 C&G 2392 C&G 2394/2395 EAL Initial Veriﬁcation EAL Periodic Inspection & Testing Domestic Installer courses

To apply please e-mail your CV to Angela Wright - info@ableskills.co.uk

Stand up and be part of a stand out team Business Analyst Leeds, West Yorkshire. The Smart Metering Programme is a large and complex transformational business change programme across npower’s business. We have an opportunity for talented individuals to get involved in one of the biggest national infrastructure projects ever. As a Business Analyst, you’ll be responsible for capturing change requirements and delivering projects across a variety of areas, working with teams across the programme through the full project lifecycle, to drive a high standard of delivery across the business. Working under the direction of assigned Business Project Managers, responsibilities will be speciﬁcally assigned on a project by project basis.

Beneﬁts include: • • • •

Competitive pay Great office location Excellent benefits package Flexible benefits – including corporate discounts (Cycle Scheme/Childcare vouchers) • Agile working • Subsidised canteen • Strong affiliation with charitable causes

With many technologies and products progressing in the ‘smart’ direction, we’re at the forefront of something truly revolutionary and you can be part of it with us.

To ﬁnd out more about this and other jobs please visit www.npowerjobs.com 65 August 2015 / www.questonline.co.uk

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SA S

A1 Safe & Secure Ltd 15 Days Professional Locksmithing Course

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Our course is staffed by ex forces personnel, Chief Instructor Ex 22 (SAS) Regt. We know what you need and how you need it. It is delivered with E.D.I.P. You will receive 10 days technical workshop training, and on completion, 5 days Field Training with our professional Field Trainers who are all qualified locksmiths who started their careers training with us. These locksmiths are all ex-forces. Our aim is to give you the best possible start in your new career. You cannot learn these skills in 5-7 days. It is just not realistic.

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66 www.questonline.co.uk / August 2015