Quest December 2015 by Bulldog Publishing

RESETTLEMENT FOR ALL RANKS

December 2015

The resettlement magazine

YOUR GUIDE TO ENHANCED RESETTLEMENT PROVISION page 4

WHAT’S YOUR MOTIVATION? page 22

AVIATION AVIATION SECURITY CHARITIES COMPUTING AND INFORMATION TECHNOLOGY SPORT AND FITNESS TELECOMMUNICATIONS The only monthly resettlement magazine distributed to all MoD Units by BFPO under contract

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IN THIS ISSUE

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Quest AS SOMEONE WHO IS SOON TO BE LEAVING the Armed Forces and taking what may well be your first steps into the civilian workplace, Quest is here to remind you that, just as with a good Christmas lunch, perfect timing and sound forward planning are the cornerstones of a successful strategy. In addition, surveys – and experience – have proven time and again that those leaving the Forces possess the kinds of attributes that employers most commonly seek in their employees. Those that come in for a regular mention include leadership and interpersonal skills, an aptitude for problem-solving, self-motivation, efficiency, detail orientation, reliability, the ability to prioritise, a team player mentality and multi-tasking talents. How many of those can you already tick off thanks to your time in uniform? These will be your gifts to a future employer – and, we hope, will help you pull a cracker of a future! Our own offerings to you in this end-of-year edition include features on careers in the fast-converging areas of computing/IT and telecoms, as well as sport and fitness, the aviation industry and the charitable giving sector. We check out the latest news from CTP on how to make the most of the resettlement support available to you, while the icing on our festive cake is another insight from our own ‘civvy insider’ Ryan Mansfield, who unwraps more practical tips to help you plan your next career move. Wherever your own gifts ultimately take you, Quest wishes all readers a happy, peaceful and safe Christmas, and a 2016 that’s no turkey!

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WORKING IN CIVIL AVIATION

AVIATION SECURITY

6PAGE 24

TELECOMMUNICATIONS

Contents REGULARS 04 Resettlement support: Enhanced resettlement provision from CTP Lynn Brown Editor

06 Resettlement round-up News, training course info and first-hand reports to support your transition 22 Resettlement matters: Gain a little perspective

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.

38 Factﬁle – your guide to a better future Complicated rules and regulations, compressed and explained 50 Career Transition Partnership courses and events 53 Job opportunities

COMPUTING AND INFORMATION TECHNOLOGY

WORKING IN THE CHARITIES SECTOR

6PAGE 34

SPORT AND FITNESS

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.

December 2015 / www.questonline.co.uk

Resettlement support

Enhanced resettlement provision from CTP The new Career Transition Partnership (CTP) contract between the MoD and Right Management has commenced and it’s business as usual for those going through resettlement. CTP will continue to provide the wide range of services and support it has delivered since 1998 as the MoD’s official provider of Armed Forces resettlement. Read on for a reminder – direct from CTP – of the wealth of support available to you as you make the transition from military to civilian life, and make sure you don’t miss out …

nder the new contract we at CTP are delighted to now deliver integrated support to all Service leavers, regardless of time served or reason for leaving. This includes support for Wounded, Injured and Sick service personnel via CTP Assist and support for Early Service Leavers via CTP Future Horizons. We will be introducing more changes over the coming months and the most obvious one you may notice is that we have unveiled our new brand image and logo, as shown on this page. We are also excited to announce some other online tools such as our Interview Simulator and Plotr, a game that matches skills and interests to civilian careers. CTP will also be delivering two trial programmes, the first of which will support eligible spouses and partners of RAF personnel in the UK and JFC personnel in Cyprus, while the second is for eligible Reservists. Further details of the spouse trial can be found on the CTP website and the Reservist trial will commence in 2016.

Where do I start with resettlement?

All Service leavers are entitled to resettlement support, consisting of allocated time and financial support, training/upskilling, careers guidance and access to a wide range of tools, advice and resources. ● Step 1: You are responsible for dealing with your resettlement arrangements and the first step in the process is to speak with your unit Resettlement Information Staff, who offer advice on your entitlement and the administrative process to access it. ● Step 2: You should then make contact with your Service Resettlement Adviser (SRA), in order to discuss your resettlement package and to register with CTP. ● Step 3: CTP provides advice, guidance,

www.questonline.co.uk / December 2015

training and support to those leaving the military, and also incorporates RFEA – The Forces Employment Charity, which provides lifelong job‐finding support to Service leavers.

What support am I entitled to? The amount of support available depends on your length of Service and your reasons for discharge. Read on to find out more …

Less than four years’ Service or administratively discharged: CTP Future Horizons CTP Future Horizons offers referral to tackle any barriers to employment, and a post‐discharge tracking service to ensure personnel gain a route into sustainable employment, education or further training after leaving. Personnel will be referred to the programme upon discharge. Four to six years’ Service: Employment Support Programme (ESP) The Employment Support Programme is accessed six months’ prior to discharge and includes a one‐day workshop and one‐to‐one interview, resettlement briefs, job‐finding support, employment fairs and events, and access (on a standby basis) to vocational training courses. Career consultant support is also available for up to two years post‐discharge. Six or more years’ Service or medically discharged*: Core Resettlement Programme (CRP) The Core Resettlement Programme is available to eligible personnel up to 2 years prior to discharge, until 2 years after discharge. The programme comprises a 3 day Career Transition Workshop, one‐to‐one interview and ongoing access to a personal Career Consultant, along with additional resettlement workshops and briefings. The programme also includes job‐ finding support, employment fairs and events, and access to vocational training courses, along with travel and subsistence. CTP Assist

In addition to the full resettlement programme, CTP Assist is available to help those individuals who have the greatest barriers to employment due to serious illness or injury, through personalised support and specialist employment consultants. Individuals are referred to the programme prior to medical discharge.

How can CTP help me? Resettlement support through CTP covers three broad areas: transition, training and employment. From creating a CV through to learning interview skills, plus researching and applying for jobs, what CTP offers can help you, not just with your first civilian job, but throughout your working lifetime. The programme is delivered at nine Resettlement Centres in the UK and one in Germany, along with the Resettlement Training Centre in Aldershot. The resettlement provision includes face‐to‐face support, online resettlement planning via myPlan, the personalised area of the CTP website, and access to our ex‐military job board: CTP RightJob. Successful resettlement requires clear aims, good job intelligence, effective networking and an intelligent approach to employers. It can also be helpful to acquire extra skills. It is therefore vital that you take full advantage of the resources and facilities at your disposal.

Transition Workshops and briefings The first step for most on their resettlement journey is the three‐day Career Transition Workshop (CTW), which enables you to identify and evaluate those transferable skills and qualities gained during Service. Following this, you will meet your Career Consultant and create a Personal Resettlement Plan, which will help identify the required steps for achieving your desired outcome upon leaving the Armed Forces. A range of additional workshops and briefings are available, including Financial Aspects of Resettlement, Housing, Business Start Up, Networking and Interview Techniques. Events A full programme of employment fairs, company recruitment presentations and online events is available to Service leavers at any point in the resettlement process, offering valuable networking, research and job‐finding opportunities.

Online support myPlan, the personalised area of the CTP website, enables Service leavers to manage their own resettlement, and offers career assessment activities, video library, Interview Simulator, Plotr career‐matching game, Personal Resettlement Plan, resettlement tracker and checklists.

* Wounded, Injured and Sick Service Personnel

Resettlement support

Training When leaving the Services, you get the opportunity to undertake vocational training to help you shape your future career. CTP delivers an extensive range of job‐related vocational courses at Resettlement Centres and the Resettlement Training Centre in Aldershot. This is split into two types: Contract Funded and Non‐Contract Funded training. 1. Contract Funded training has been ‘pre‐ paid’ for you by the MoD. This offers exceptional value for money and is the best way to make the most of your ‘GRT pound’. 2. Non‐Contract Funded training can be funded using your Individual Resettlement Training Costs (IRTC) or ELC grants for level 3 or above qualifications; it is closely monitored for quality and is very competitively priced. If CTP does not offer the course you are interested in, then you are able to find details of courses offered by hundreds of MoD‐approved Preferred Suppliers on the CTP website. All companies on this list have been through a stringent accreditation process to make sure their training is of the highest quality and offers value for money, so you can book with confidence. The right choice of training course can be the vital link between the skills you have gained during your military career and securing successful civilian employment. Your Career

Consultant is on hand to provide advice and guidance on choosing the right training to suit your future plans.

Employment The Armed Forces equips its employees with a vast range of skills applicable to many industry sectors, and CTP targets a wide range of employers to promote the skills, experience and strong work ethos Service leavers bring with them after a military career. The employers themselves gain a high‐quality, no‐cost recruitment service and access to thousands of skilled and qualified individuals.

CTP RightJob is our online job‐finding service that lists thousands of live vacancies for Service leavers, with new ones being added every day. You can browse and search for available jobs by industry, location or company name, receive job notifications and alerts via email, and submit job applications direct to employers. The website is easy to use and compatible with smartphones and tablets, plus you’ll find video tips to highlight features on all key areas of the site. Registration is completed during the Career Transition Workshop.

The CTP Employment Team works closely with local, national and international organisations from all industry sectors to source and match suitable job vacancies for Service leavers. You’ll receive regular job alerts based on the preferences listed in your online profile. In addition, employers can search the database for Service leavers with the skills they’re looking for, and notify them of current vacancies. Your Career Consultant is available to provide advice and guidance on job applications, CVs and covering letters, and the Central Employment Team provides assistance with RightJob, along with links to further employment support where required. While we are making some changes, be assured that our support and the provision to help you through your resettlement remains unchanged, and will be enhanced in the coming months. We are here for you throughout your career transition from two years pre‐ discharge and up to two years post‐ discharge. Should you have any questions about your resettlement, please get in touch. You can find a wealth of information, along with our contact details, at www.ctp.org.uk

5 December 2015 / www.questonline.co.uk

Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition Ubi-Tech resettlement training: always prepared to go that extra mile When you only get one shot at resettlement, it’s a critical decision and one that could affect the rest of your own life and your family’s … hen faced with such a life‐changing decision – and of course the myriad of ELCAS resettlement trainers to choose from – it is crucial that you carry out all necessary research. This is to ensure you have all the required information to hand so that your decision is made based on fact and objectivity. In military parlance: ‘Time spent in recce is seldom wasted.’ Here are some things to consider … 1. What is the level of the qualification? 2. What career doors will it open for me? 3. What level of salary and promotion will the qualification give me? 4. What is the health of the industry I am getting into? Is it buoyant and growing? 5. What is the background of the training company I intend to use? How well do they understand my situation? 6. Will they go the extra mile for me and what do they include over and above the cost of the training programme? 7. Finally, talk to someone who has already been through the programme. At Ubi‐Tech we have a fantastic track record in helping those leaving the Armed Forces transition into very lucrative new telecoms careers, such as RF planner, frequency planning manager, project manager, bid manager and transmission planning

engineer. This covers only a sample of the careers and advancement options open to you. During our course you will be advised on the positions that best meet your aspirations. For no extra cost we also provide a number of value‐ added services and encourage you to take advantage of these: ● CV consultancy ● job‐finding strategies ● interview preparation ● presentation preparation ● re‐attendance of any aspect of the course for any remedial training necessary ● targeted technology briefings ● Skype training sessions. You, too, could go from life in the Armed Forces to this:

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 DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com

… and onwards to a rewarding career in telecoms. Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk Web: www.ubi‐tech.co.uk See the advertisement on page 27

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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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Readers must consult their Single Service Advisors BEFORE committing to courses When responding to advertisements please mention Quest t s a all eu sH t Se nce sho 016 r 2 i Pr lde an A tJ s 21

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NOW DELIVERED ACROSS THE UK BABE - Edinburgh Napier University’sInnovative one year top up degree Entry requirements for BA Business and Enterprise include the vocational qualiﬁ cations that go with forces rank, Personnel of Chief Petty Ofﬁ cer, 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 can be found 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

December 2015 / www.questonline.co.uk

Resettlement round-up

Bring your skills to Britain’s rail network

BUSINESS START-UP

X-Forces awarded CTP Enterprise Training Contract ‐Forces has been appointed Business Enterprise Trainer for the Career Transition Partnership (CTP). Armed Forces personnel who are interested in business ownership and self‐ employment will now be referred to X‐Forces. X‐Forces will deliver one‐ and three‐day courses to Service leavers at locations across England, Scotland, Wales and Northern Ireland. The one‐ day programme will introduce the idea of self‐employment, and support individuals to understand what personal and professional requirements they need to consider before embarking on business start‐up. The three‐day programme will equip attendees to take their ideas to market. The contract will enable the X‐Forces service to reach even more Service leavers. It has already helped to launch more than 450 new entrepreneurs since July 2013, offering opportunities to access practical guidance, networking, mentoring and coaching to give new entrepreneurs a strong and sustainable start. X‐Forces is an official partner of the government’s Start Up Loans Company and has facilitated seed funding of more than £4.7 million to its entrepreneurs from the military community. Says CEO and Founder of X‐Forces, Ren Kapur: ‘The awarding of this contract is a great achievement for X‐Forces and is recognition of the effective and credible package of support we lend to our candidates on their transition journey. Through the CTP, we can reach out to even more Service men and women who hold the ideal skills, focus and determination for

t is well known and acknowledged that the UK is facing a real skills shortage, and no industry more so than rail, particularly in respect to the number of qualified signalling engineers dealing with installation and maintenance tasks. This is a consequence of a significant increase in rail traffic and passenger usage. A total of £38 billion will be spent over the next five years, renewing and enhancing the infrastructure. We firmly believe that there is a tide of change washing over the rail industry, with a keen focus on raising the quality and competence of the workforce. This is not only required to improve the efficiency of project delivery and maintenance, but essential if we are to service the new technology currently being introduced. At RT Training Solutions we are committed to working with companies and individuals to achieve the right balance of competency requirements, and also working together to achieve the best value from their respective budgets. As an NSARE (National Skills Academy for Rail Engineers) accredited ‘outstanding’ signalling training provider, RT Training Solutions is working hard, not only to deliver the right courses for the industry, but proactively developing individuals new to the rail sector (in particular those from MoD backgrounds) with transferable skills. Signalling engineers predominantly work within small teams undertaking signalling installation and maintenance activities on the UK’s railway network. Their core responsibilities are to ensure that they install and maintain both old and new equipment to the recognised industry standard, and to undertake this in a safe and efficient manner. By attending our signalling installer training programme, you too can gain the qualifications needed in order to join this booming industry sector, and contribute to the dynamic future of Britain’s rail network.

Get in touch Tel: 01473 242344 email: info@rttsolutions.co.uk Web: www.rttrainingsolutions.co.uk

See the advertisement on page 37

successful business ownership, and who will be providing growth and employment to the UK economy.’ CTP Head of Transition, Tim Cairns, adds: ‘The CTP is delighted to be working with X‐ Forces to deliver Self‐Employment Awareness workshops to Service leavers. Self‐employment is an area that many Service leavers consider, and the new programme will provide a key starting point, enabling attendees to make an informed choice about their future career. The enhanced ongoing support from X‐Forces, for those who choose to pursue self‐employment, is a great addition to CTP’s current programme.’ If you’re considering starting out on your own, take a look at the 'Running your own business' feature on our website: www.questonline.co.uk If you would like to register for X‐Forces’ support, or simply to find out more ... Get in touch Tel: +44 (0) 20 7022 0600 email: info@x‐forces.com Web: www.x‐forces.com

TECHIES IN DEMAND!

Tech specialists earn a third more than other employees ccording to new figures published by the Tech Partnership, median gross annual earnings for tech specialists in 2014 were £36,600 – more than one‐third (35%) higher than the level for all full‐time employees. The figures, based on analysis of Office for National Statistics (ONS) data, show that tech specialists earn more than those working at equivalent non‐tech roles in three of the four broad occupational groups into which they fall. This is particularly marked in more senior occupations: tech specialists operating at manager, director and senior official level earn 60% more than non‐tech specialists at an equivalent level. The tech industry is heavily skewed towards the south‐east of the UK – one in four tech

www.questonline.co.uk / December 2015

enterprises are based in London, and almost half in London and the south‐east – and this bias is reflected in earnings. Tech specialists in London out‐earn their equivalents across the UK by 19%, and those in the south‐east by 7%. Tech specialists who make a career in the discipline can expect to see their earnings rise with age. Those under 24 earn £20,700, but peak salaries are taken home by those aged 45–54: £42,200. To find out more about the Tech Partnership, the organisation that promotes skills for the UK digital economy, visit www.thetechpartnership. com To find out more about career options in this sector, take a look at our Computing and IT, and Telecoms features elsewhere in this issue.

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myself repeatedly hearing the same phrase from bystanders: “I just didn’t know what to do.” My company offers training in first aid skills to equip anyone involved in horses with the knowledge of what to do if an accident happens. Medi-K training offers first aid courses to horse riders at various riding establishments throughout the UK, Scotland and Ireland. First aid for horse riders CPRWith Nuco’s support Medi-K has gone from strength to strength and now enlists other Nuco trainers to assist with the delivery of all the courses, which are easily sourced through the NucoPlus instructor database online. It’s really great knowing the instructors are all experienced with running Nuco courses and will equally

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Resettlement round-up

Quanta: Service Leaver Training Company of the Year 2015

uanta is proud to announce that it was named Service Leaver Training Company of the Year 2015 at the recent Nationwide Resettlement Awards. It was selected as winner by a judging panel that included MoD Head of Resettlement, Colonel Andy Deans MBE, and Major‐General John Seumans Kerr CBE. Providers of accredited training in project management and IT, Quanta has been recognised for the high‐quality training and support it provides to Service leavers who are beginning their journey of leaving the Armed Forces and making the transition to civilian life. From its extensive experience creating and delivering training interventions for corporate customers, Quanta has direct insight into the skills and qualifications employers are currently looking for. Armed with this knowledge, it has created popular course bundles in the areas of project management and IT. These combine multiple industry‐recognised qualifications targeted at specific career paths, making best use of the funding available to you and giving you your best chance in your future career. Quanta is able to offer these courses at multiple locations close to military bases throughout the UK, as well as in Germany and Cyprus. It is an Approved Learning Provider (no. 1201) for the ELC scheme, having already trained 4,000 Service leavers and offers a wide range of project management and IT qualifications, including: ● PRINCE2® ● APMP ● AgilePM ● Microsoft Project ● MSP® ● M_o_R® ● Change Management ● ITIL® So, if the thought of an exciting career in project management or IT interests you, why not give Amanda, Kate and Kelly, members of our dedicated ELC team a call …

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www.questonline.co.uk / December 2015

CHARITIES NEWS

Veteran’s praise for Phoenix House ormer soldier Andy Mercer has seen active duty all over the world, including tours of Afghanistan and Iraq, but it was an injury sustained during a training match for the Army football team that ended his 12‐year military career. Now the 29 year old from Liverpool is winning his biggest battle yet, with the support of the charity Help for Heroes, as he comes to terms with leaving the Army and an injury that means he finds it hard to walk long distances. Help for Heroes has funded a road bike for Andy to help with his rehabilitation. He recently took part in his first triathlon, Tri Liverpool, and raised nearly £1,000 for Help for Heroes. As part of his recovery, Andy visited Phoenix House, one of the charity’s four UK recovery centres, and the nearest centre to Liverpool for veterans and serving personnel. ‘It’s brilliant to have found Phoenix House,’ he says. ‘I didn’t even know the centre was here. It’s just good to be around people that are going through a medical discharge too. Talking to people with the same problems makes it easier.’ Andy played football throughout his Army career, travelling to Brazil and Malta with the under‐23 team. He was injured during a training session in 2010 where he dislocated his knee and tore the ligament. After several operations, he was medically discharged in August 2014: ‘I was at home and getting bored. It’s depressing when you want to work. I needed to keep active and do something, but my injury was stopping me. I could walk for short distances but struggled with stairs and picking up my little boy.’ Now Andy has found a job as a data centre engineer for Telecity Group in Manchester and is also fitting in as much training as he can. ‘I’m really pleased to be working again,’ he says. ‘Sport also helps with my rehabilitation. I really enjoyed Tri Liverpool and want to do more triathlons to support Help for Heroes in the future. There are still lots of things I can’t do but I just have to work around my injury now.’ Phoenix House has 50 en‐suite bedrooms, including four family

rooms. Its Support Hub provides access to a wide range of welfare support, while there is also an arts and crafts room, training, presentation and IT suites, as well as a gym with specialist equipment and a wood workshop. At Phoenix House, Andy took part in a number of courses, including military‐run courses, which help with the transition to civilian life, as well as the centre’s Rolling Recovery Programme, which provides activities such as rowing, archery, cookery and art. ‘I always imagined Help for Heroes was for people injured in Afghanistan or Iraq,’ he says. ‘I didn’t realise it was for anyone injured during service – and a lot of people think the same. I didn’t realise it was there to help me. But, now I know, I’m going to visit Phoenix House as much as I can as the facilities and courses are brilliant!’ Mo Usman, Phoenix House Centre Manager, says Andy is a perfect example of the wide range of support Help for Heroes can offer: ‘The charity can help in all sorts of ways, from offering emotional and social support to more practical needs, such as CV advice and helping find employment. We strongly urge Wounded, Injured and Sick veterans to get in touch with us to see how we can help.’ Anyone who served in the Army, Royal Navy, Royal Marines or Royal Air Force, who needs the support of Help for Heroes Phoenix House Recovery Centre in Catterick, can self‐refer by calling 01748 834148.

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Resettlement round-up

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A career in information technology and education

Working for yourself as a self‐employed tradesperson after completing an intensive training course may seem impossible but, as the following case study shows, with the right training and support you can do it …

The IT industry offers an immensely diverse range of career opportunities

I DID IT! Name: Jamie Turner Course provider: Construction Skills College Having completed 13 years’ service in the RAF, Jamie Turner decided to complete a plastering, plumbing and tiling course at Construction Skills College. Since completing the course he has set up as a self‐ employed tradesperson. He tells Quest, ‘I didn’t have a clue how to do anything before the course, but both the course and my tutors gave me the confidence to go self‐employed. I found the course intensive and enjoyable, and what I liked about the college were the training bays, the amount of hands‐on practical training and the outstanding knowledge of all the tutors. They offer their support after the course and I have been in touch with them since for advice, which is invaluable.’ The courses are taught by experienced tradespeople and Jamie was taught by a Gas Safe plumbing and heating engineer with 26 years’ experience, an experienced tiler who has 20‐plus years’ experience and an experienced plasterer who has 42 years’ experience. Training is delivered in purpose‐built training bays, and all tools and materials are provided throughout the course. ‘I only completed my training this year,’ continues Jamie, ‘and I have already done three complete bathroom refurbs, I have plastered five houses from top to bottom, and I have completed a number of other plastering, plumbing and tiling jobs. I am currently working with a property developer doing a full house renovation. ‘I would definitely recommend Construction Skills College if you are thinking of learning a trade.’ Construction Skills College provides accredited training in plastering, plumbing, tiling, carpentry, kitchen fitting, bricklaying and rendering at its dedicated training centre in Staffordshire. Get in touch Tel: 01782 837007 email: donna.king@tradeteacher.co.uk Web: www.tradeteacher.co.uk

12 www.questonline.co.uk / December 2015

hatever your length of service, leaving the Forces and the transition into civilian life and deciding on what course to do can often be very daunting. Through the training division at Open I.T, we will assist you every step of the way. Open I.T is a UK learning centre that helps thousands of jobseekers, working professionals and Service personnel into IT training programmes every year. The most common issue raised among training providers is that skills learned often don’t prepare you for the outside world nor how to build a career from your newly gained qualification. Open I.T recognises these issues, so offers hands‐on blended learning solutions, interview techniques and soft skills training, which upon course completion will help individuals with job placements by involving and introducing recruitment agencies. Open I.T recognises that, in these uncertain times, it is more important than ever that you continue to develop your technical skills in order to keep your career moving forward, by offering a comprehensive range of IT training programmes to a wide variety of individuals across all sectors. Open I.T is constantly adapting to changes within a rapidly moving industry providing market‐ leading and advanced e‐learning training and a passion for educational development. Open I.T understands that certifications and experience are of paramount importance in determining a candidate’s employability, so we tailor‐ make training programmes to provide both. Strong ties have been established with Hays Recruitment, and training solutions are provided to schools, colleges, Barclays Corporation, the Armed Forces, the NHS and governmental departments, including the Department of Work and Pensions, where we help thousands of people get back into work every year. Each student is given our undivided attention, commitment and support in helping them with job placements, with the aim of securing employment and a successful career within a highly desired industry.

With more than 18 years’ experience, Open I.T is a market leader within its field of IT training and offers ‘best of breed’ IT learning solutions specialising in online and classroom‐based training with bespoke packages for those currently serving in the Forces and ex‐Service personnel alike. Open I.T has placed students into academic and professional roles such as IT engineering, IT administration, telecommunications, programming, teaching and education, IT networking, IT security, project management, business marketing, web design and many more. We work with the MoD to provide resettlement training and accreditation on behalf of all major vendors, such as Microsoft, Cisco and CompTIA, covering industry‐ recognised professional courses and certifications such as the MCSE, MCSA, CCNA, CCNP, CCIE, CompTIA A+, CompTIA Security+, ITIL, Prince2, CEH (Certified Ethical Hacker), social media for businesses and web design, to name but a few. A career in IT, teaching or management If you would like a career in: ● server infrastructure, mainframes and networking ● IT technical/desktop support ● programming or web developer ● counter‐hacking and security ● data centre and database professional ● machine virtualisation and cloud professional ● IT field engineering ● IT communications ● teaching and mentoring ● business marketing and management or if you’re looking to start your own IT business, we have the courses, experience and technical know‐how to get you into a new career. We guarantee to find the right training programme and certification for you. For full course listings, information and prices, please contact our reliable and helpful, but friendly, resettlement training staff (see contact details below). They are highly experienced in the ELC claims process, and can offer free support and career guidance on your new journey. Get in touch Tel: 0800 599 99 98 or 01279 621 750 email: resettlement@openittraining.com Web: www.openittraining.com/elc See the advertisement on page 30

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I did some background research into locksmithing. Although I was never going to be the only one in my area, I knew that with my military ethos, drive and ‘can do’ attitude, I could offer something a little different. At this point I began to look at several training providers and as it happened, I saw an advertisement for 1st Call Lockouts. I have to say, 1st Call Lockouts go further with their courses; they offered more than anyone else. What I found important with them was the fact you received a full package using tools you were going to take away with you - no other training provider offered the tools to get you going. On top of that you become a member of a Nationally Affiliated Locksmith Group (National Network of Approved Locksmiths - NNAL) which gives you a photo identity card to show when working, giving your work credibility. Again, no-one else did that apart from the MLA. The training was second to none, I still use all the techniques learnt on the course now as a trading locksmith. Their staff, from the boss to the administrators, instructors and their trade counter personnel were all very friendly. You can shop online for stock and tools and pop in for further advice if you need it - nothing is too much trouble for the 1st Call Lockout team. Once my training was complete, I started trading as a locksmith straight away. Starting out on your own isn’t easy but with the right drive and the right guidance you will get there.

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In the future, I want to open up my own trade counter ran by working locksmiths as I currently just work from my van. I have a vision to grow my business; it’s a lot of hard work but rewarding to see something you have built up yourself. Today, I work from home and have links with many letting and estate agents in my local area. I have just completed a 9 week job at Cardiff University upgrading their locks to a door entry system and working with them over the next 2 summers is looking good. It’s all about reputation and delivering what you say you will every time! I want to say thanks to all the staff at 1st call for their time and effort in training me and giving me the guidance I needed, and in fact, still need from time to time today. It is a well drilled centre that delivers to the highest standard! Philip Harvey Managing Director E-Mail: p.harvey@anubislocks.uk Web: www.anubislocks.uk

Aviation industry

Working in

civil aviation Pilot or ATC? Engineer or security operative? Ground crew or dispatcher? If you are looking to transfer your aviation-related skills to the civilian workplace, read on … and let your new career take flight! hether you have long planned a career in the aviation sector on leaving the Armed Forces, or you are among the many Service people working in an aviation‐related career who have suddenly found themselves unexpectedly facing redundancy and would like to continue to work in this area, this feature aims to provide you with the background knowledge that will help you get your new career off the ground. Our focus is on those roles of greatest interest to Service leavers, and to which – due to the skills and qualifications they have gained while in uniform – they are likely to be eminently well suited. The routes from the Armed Forces into civil aviation are well established and many Service leavers have found successful second careers through following them. Holding the required licence(s) is absolutely essential for civilian employment and these can be expensive to obtain, so all pilots and engineers should ensure that they use the Service opportunities available to gain them.

14 www.questonline.co.uk / December 2015

Employment, training and qualifications Such a huge industry requires a vast number of people with a wide variety of skills. Just some of the job roles available in the aviation sector are: ● pilots and cabin crew ● airport operations ● passenger services staff ● cargo processors/handlers ● aviation engineers ● security staff ● air traffic controllers. In the following sections, we take a closer look at the main roles likely to be of interest to our readers. Commercial pilot Any pilot who has served, or is serving, with the UK Armed Forces should refer to the Civil Aviation Authority (CAA) publication known as CAP 804, available free via the CAA website (www.caa.co.uk/cap804), for information regarding the theoretical knowledge and flying requirements for civilian pilot licences and related qualifications. ‘To be employed to fly as a commercial pilot,’ says Roger Henshaw, Head of Training at Ground Training Services Ltd (specialists in distance learning courses), ‘you must hold a professional licence that is

either a Commercial Pilot Licence (CPL) or an Airline Transport Pilot Licence (ATPL) – the ground training and examinations are different for the two licences. These licences also apply to both aeroplanes and helicopters, although requirements differ for the two types of aircraft. An ATPL requires a minimum of 1,500 hours of flying experience and is normally acquired only after being employed as a pilot for several years. It is essential to hold an ATPL to be the pilot in command (PIC) on a commercial flight of an aircraft that must be flown by two pilots. To be the co‐pilot (first officer) a CPL with an instrument rating (IR) must be held and the written examinations for the ATPL passed. This combination is in effect a “frozen ATPL”, meaning that the qualifications for an ATPL are complete except for the relevant flight experience.’ ‘The IR,’ adds Captain Mike Kent, Head of Training at Bond Air Services Ltd, ‘is an essential component for potential airline

Aviation industry

pilots or helicopter pilots wishing to enter the world of offshore operations.’ A CPL is sufficient to act as PIC of a single pilot aircraft on a commercial flight. ‘It is worth bearing in mind,’ continues Roger Henshaw, ‘that, in addition to the larger airlines, there are also many smaller companies conducting what is called “aerial work” for which only the CPL is required. To obtain a CPL only, the ground training is simpler than for the ATPL. “Aerial work” can include glider towing, parachutist dropping, aerial photography and survey, pleasure flights, private corporate work, and flight instructing for the Private Pilot Licence (PPL) and CPL. Most of these activities require only one pilot holding either a CPL or CPL with an IR.’ The first step to gaining a commercial licence (CPL or frozen ATPL) is to obtain a Class 1 medical certificate. This means attending the CAA HQ near Gatwick Airport and passing a medical examination (which may take most of a day) and paying the relevant fee. After that, two types of training course are available: integrated courses and modular courses. Integrated courses combine ground and flight training from ab initio (literally ‘from the beginning’) to frozen ATPL in about 56 weeks (these cost between £70,000 and £95,000). A fixed‐wing integrated course usually includes an IR – a helicopter one will not. For the helicopter pilot, the only way to achieve this is at an Approved Training Organisation (ATO) offering IR training, and the course effectively has to be conducted on a multi‐engine type, usually involving extensive use of simulators. This will require a decision as to which type will

UK MILITARY PILOT CONVERSION TO A CIVILIAN PILOT LICENCE Qualified Military Pilots (QMPs) are defined in CAP 804. Depending upon the military training completed, a QMP may qualify for credits against the requirements to complete the civil flying training and ground instruction specified for the various civil licences and qualifications. To obtain a civil licence or qualification, all pilots must pass the applicable CAA theoretical knowledge examinations and skill tests.

be of most use in the future, and a type rating course will have to be carried out prior to commencing the IR. The alternative is a modular course, which does the same thing but in individual sections, thereby spreading the cost (typically £40–45,000). This type of training is more suited to military pilot conversions for which special terms are currently available. To qualify for modular training without military experience, the student must obtain a PPL, for which numerous flying clubs and training schools offer courses. Modular professional licence courses are available from about 20–30 ATOs in the UK. Once an ATO is identified as providing suitable courses, it should be contacted directly for further guidance regarding costs, etc. The ground studies for a modular course can be completed via full‐ time classroom study or distance learning. On completion of the written examinations, a

student would move on to a CPL flight training course (typically of about six weeks’ duration) ending with a skill test flown with a CAA examiner. The CPL flight training can be started only when the student has acquired 150 hours of flight experience as a PPL holder. Following the CPL course, those students training to obtain a frozen ATPL would also complete IR training. Licence application to the CAA is made following the satisfactory completion of all necessary training, examinations and tests. Ground operations, flight dispatch and airfield operations Airlines’ or handling agents’ dispatchers are responsible for aircraft turnrounds and, although their duties may vary by company or location, these are likely to include making weight and balance calculations, providing crew with weather details, and general turnround supervision and

15 December 2015 / www.questonline.co.uk

Aviation industry

progress chasing, followed by dispatch of post‐departure signals. Dispatchers are employed by either the airlines themselves or by their handling agents (e.g. Servisair, Menzies Aviation, Swissport). Airline operations staff check the progress of the flying programme worldwide, which may involve sending and receiving signals, obtaining ATC clearances, checking the significance of delays and re‐ routings with regard to crew duty periods, and arranging for ground support in the event of diversions, among other things. They may also become involved in route planning and preparation of flight plans. Airfield ops staff employed by airport authorities are responsible for the operational serviceability of the runway and manoeuvring areas, airfield lighting, aircraft marshalling, bird scaring, snow clearance, and dealing with incidents or even accidents. Training in these disciplines is often done in‐house following employment, however it is also available through open learning programmes, some of which lead to recognised qualifications from bodies such as City & Guilds.

Cargo processing/handling This is sometimes done by airlines themselves, but normally by their specialist handling agents. The work involves the processing of cargo documentation, dealing with customs clearances and security, and ensuring the correct handling of special cargo such as dangerous goods and live animals. The work also involves the physical handling of both import and export cargo through airport freight sheds and to and from the aircraft. Working for an airline Each individual airline employs its own flight crew (pilots and cabin crew), and will be able to advise anybody interested in such jobs about the qualifications they will need. The personnel department of the airline in which you are interested will provide the criteria for each job (e.g. pilot, cabin crew, passenger service staff, airline operations and dispatch staff) and details of what you will need in order to be a candidate. Individual airline contact details can be found through the CAA website (see ‘Key contacts’), and details of recruitment opportunities and procedures should be obtained from them direct. Aviation engineering Understandably, suitably qualified and experienced ex‐Servicemen and women are a welcome

16 www.questonline.co.uk / December 2015

addition to the aviation engineering industry, which essentially splits into two areas: aircraft and avionics. Aircraft engineers inspect, repair and maintain the airframes and the engines. Avionics engineers are concerned with the electrical and electronic equipment on aircraft, including instruments, radio and radar.

Entry and training Taking the example of an aircraft maintenance engineer’s licence, training to obtain one is usually via: ● completion of an approved CAA basic training course (see below), at an approved training organisation (although not compulsory, this allows a reduction in the experience required to gain a Part‐66 aircraft maintenance licence – see below) ● a recognised industry apprenticeship scheme, which provides on‐the‐job training to NVQ level 3 and usually takes two to four years (contact individual employers direct for specific details on entry requirements and availability). It is also possible to enter the industry with the equivalent UK Armed Forces training. However, for a Part‐66 licence, one year’s civil experience is required. In addition to relevant experience, exams need to be completed and no exemption is given. There is also a special route for CAA licence holders seeking registration as Incorporated Engineers (IEng) and Engineering Technicians (EngTech). For further information and guidance please contact the Royal Aeronautical Society or the Engineering Council (see ‘Key contacts’).

Aviation industry

Information on how to obtain a Part‐66 Engineer’s licence may be found on the CAA website. The minimum age to hold a Part‐66 licence is 18 years. To certify an aircraft release to service, the minimum age is 21. A Part‐66 aircraft maintenance licence confirms that the holder has met knowledge and experience requirements for any aircraft basic category and aircraft type rating specified. The licence is divided broadly between mechanical and avionics trade disciplines, with the mechanical licence category being further subdivided. There are also levels within the licence that allow the holder to perform certain roles within line and/or base maintenance. These reflect different levels of task complexity, and are supported by different standards of experience and knowledge. An individual may hold a combination of licence categories, which are: ● Category A Maintenance Certifying Mechanic ● Category B1 Maintenance Certifying Technician (Mechanical) ● Category B2 Maintenance Certifying Technician (Avionic) ● Category C Base Maintenance Certifying Engineer. Categories A and B1 are further divided into the following sub‐categories: ● A1 Aeroplanes Turbine ● A2 Aeroplanes Piston ● A3 Helicopters Turbine ● A4 Helicopters Piston. The wider privileges of the Category B licence and the role of the technician in defect diagnosis/rectification and system inspection require a more detailed knowledge than that for Category A. This requires a longer period of experience and examination at a higher level. The requirements for Category C can be achieved through being a: ● graduate with a degree in

Aeronautical Engineering recognised by the CAA, or a similar discipline that is considered relevant to aircraft maintenance and that has been accepted for this purpose by the CAA ● B1 or B2 licence holder with certifying experience. Applicants who successfully complete a Part‐147 approved basic training course will have received instruction in the required subjects, and passed the exams associated with that course and the respective licence category. Part‐66 licences are recognised across all EASA Member States. EASA does not recognise licences and qualifications gained outside the EASA Member States. Training completed at a Part‐147 organisation that is approved by an EASA Member State Competent Authority (National Aviation Authority), or directly by EASA, is accepted for licence issue. Under Part‐66 there is a requirement to record satisfactory basic training and skills attainment as a prerequisite for basic licence issue. To assist both basic and type rating applicants to demonstrate that they meet the licensing requirements, the CAA has introduced an aircraft maintenance engineer’s logbook. We have just given some examples here, but as you can see, licensing and training to work as an aircraft or avionics engineer is quite a complicated area, so to find out about current licensing requirements in more detail, please refer to the CAA website and CAA publications (see ‘Key contacts’). Aviation security To find out about working in this sector, please take a look at the feature on page 20 of this issue.

Air traffic control Air traffic controllers provide instructions, advice and information to pilots by radio, to keep air traffic flying safely, efficiently and quickly. Aircraft movement is controlled by National Air Traffic Services Ltd (NATS), which is regulated by the CAA. It provides air traffic control (ATC) to aircraft flying through UK‐controlled airspace and at several UK airports, with a training college at Bournemouth. (There are two other non‐ NATS air traffic control training colleges at Cwmbran, and Shoreham and Gloucester.) To find out more about becoming an air traffic controller, contact NATS direct (see ‘Key contacts’). With grateful thanks to the Civil Aviation Authority for their assistance in the preparation of this article.

KEY CONTACTS Airlines recruit individually, in many cases via their websites Association of Licensed Aircraft Engineers (advice on training and course providers), Tel: 01932 577 007 email: alae@alae.org Web: www.alae.org Civil Aviation Authority, Tel: 020 7379 7311 email: fclweb@caa.co.uk (flight crew licensing) eldweb@caa.co.uk (engineer licensing) Web: www.caa.co.uk Twitter: @UK_CAA Engineering Council, Tel: 020 3206 0500 Web: www.engc.org.uk Twitter: @EngCouncil European Aviation Safety Agency (EASA), Web: www.easa.eu Twitter: @EASA Heathrow Airports Holdings (formerly the British Airports Authority, BAA) recruits by airport with no central department, Web: www.heathrow.com Twitter: @HeathrowAirport National Air Traffic Services Ltd, Tel: 01489 616001 Web: www.nats.aero Twitter: @NATSPressOffice Royal Aeronautical Society, Tel: 020 7670 4300 email: raes@aerosociety.com Web: www.aerosociety.com Twitter: @AeroSociety

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18 www.questonline.co.uk / December 2015

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Aviation security What’s involved? viation security staff deal with air rage, drunkenness, assault, smuggling and crime, as well as the threat of national and international terrorism. Other security concerns include stowaways, espionage, people‐trafficking, illegal immigration, theft, sabotage, hijack and environmental protests. The primary objective of aviation security is to safeguard passengers, crew, ground personnel and the general public against acts of unlawful interference perpetrated in flight or within the confines of an airport. Aviation security officers have two broad responsibilities: 1. to detect prohibited items, including unauthorised weapons, explosives and incendiary materials, then 2. to prevent these being carried onboard an aircraft or into a security restricted area. As well as key attributes for any security screener, the most significant difference between domestic security and aviation security is the use of technologies that support the underpinning knowledge, like X‐ray machines, explosive detection techniques, biometrics and a host of others. Using such technology, all unknown cargo must be screened to ensure that it does not carry any prohibited articles.

TRANSLATE YOUR SKILLS The personal qualities that equip people to serve in the Forces, which are then developed during their military training, are highly relevant. Most Service people will possess many of the skills that security employers look for, and that are very transferable to this sector: • you should be physically fit and able to patrol an area, taking note of what you see and then writing a report • the ability to work as part of a team is critical, as are common sense, integrity and courage • you should be able to react to the unexpected, and be self-reliant and self-confident.

20 www.questonline.co.uk / December 2015

Aviation security skills gained in the Services Most Service people spend a great deal of their lives thinking about, planning and implementing security in a variety of environments, and so have a great deal of experience in this field. Part of basic and more advanced training in some parts of the Forces is the accumulation of units leading to security‐related National and Scottish Vocational Qualifications (N/SVQs).

Get qualified! Aviation security training may be roughly divided into five main groups: 1. managers 2. instructors 3. cargo and in‐flight supplies 4. aircrew 5. ground security staff. Training is generally carried out by qualified instructors in large aviation companies or by a few specialist training providers for smaller organisations without this in‐house capability. Students will usually be nominated for a course by their employer – depending on the role they are performing – and it is very unusual for somebody not employed in aviation security to attend a course. So the message is: find the job before attending a course. All students should be subject to criminal record and/or counter‐terrorist checks. Via its aviation security training, the Department for Transport (DfT) provides aircrew aviation security instructors with

the necessary information to enable them to train flight and cabin crews on aviation security; details are published on its website (see ‘Key contacts’). The Civil Aviation Authority (CAA) is responsible for developing, alongside the industry, new or revised syllabuses for aviation security training, and submitting these to the DfT for approval. It also has responsibility for training aviation security instructors and managing the UK list of certified instructors. Full details of training courses, learning aids and approved training providers can be downloaded from the CAA website, on the following page: www.caa.co.uk/application.aspx?catid=33& pagetype=65&appid=11&mode=detail&id=61 51 Ongoing training should include emergency procedures and annual refresher courses.

Finding employment Airports, airlines, air cargo and in‐flight supplies organisations and aviation security companies have their own recruitment systems, and applications should be made directly to the relevant organisation. To read about the variety of other aviation‐ related careers available, take a look at our feature starting on page 14

KEY CONTACTS Further information should be obtained directly from potential employers. Those with the necessary instructional skills and previous aviation experience who wish to become instructors in this sector are advised to visit the DfT’s website: www.gov.uk/government/organisations/departmentfor-transport You can also contact the CAA to find out more about training provision: Civil Aviation Authority, Tel: 020 7379 7311 Web: www.caa.co.uk Twitter: @UK_CAA

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Resettlement matters

Gain a little perspective Quest ‘civvy’ contributor Ryan Mansfield, a college lecturer working with 14–16 year olds, reports from the resettlement frontline on another issue likely to be of concern to our readers: how to form a clear strategy for your next career move. It’s a task, says Ryan, that will involve you coming up with some straight-talking answers to some straightforward questions: What do you want to get out of your new job? What motivates you? What really inspires you? It’s time to be honest with yourself … t really annoys me when I hear the older generation say ‘Back in my day, you could just walk into any job you wanted.’ Well nowadays, in a world where money is tight and competition is fierce, committing to any job can really feel like a big step. It’s never easy trying to decide which new job to go for. Even in one role or specialism there can be lots of varied options. In your case, you have a blank canvas and can go in any direction you wish. But be aware that this can be a double‐edged sword provoking indecision and stopping you from reaching any conclusions. Let’s face it, your job says a lot about you, and to a degree we all judge people in some way for the job they do. After all, it’s very rare that on introduction to someone new, being asked your name isn’t immediately followed by ‘So what do you do?’ Right now may feel a frustrating and difficult period in time. You have finished one chapter in the story of your life and you have no clue what is coming up next. Feels a bit like being at a wedding when you hardly know anyone, so you just eat all the food and wander around aimlessly looking for a purpose. But it only need feel that way if you let it. If anything, it’s like being 16 again, only this time you think with your brain and not your genitals. Personally, I’d like to think of you seeing this as a positive situation where you can re‐evaluate yourself, analyse what you have to offer someone and plan your next career move with a clear head. The average number of working hours for full‐time employees in the UK has risen to 43.6 hours a week. That’s a long time to spend doing something you’re not passionate about. So it’s time to gain a little perspective …

www.questonline.co.uk / December 2015

What do you really want to get out of your new job? ● What are you motivated by? ● Is it money that inspires you, so you can live in a big house and drive nice cars, or do you go for the job that makes you feel good and the pay is enough for you to get by? ● What would you do if every job in the world was voluntary work? … Ask yourself these questions over and over again and try to determine what it is you really need from the occupations you’re currently considering, taking your time to get it right. Jobs are not easy to get into and a drag to get out of, so taking an extra month to get exactly what you want is invaluable advice. Whenever I have a dilemma in life I ask my old man for advice. He nearly always seems to reply with one of two comebacks, no matter what the topic: ‘More haste, less speed’ is a favourite of his, or ‘Prevention is better than cure.’ You hear there sayings thrown around regularly, but they both certainly apply to the situation you find yourself in now. Always maintain a level head – and remember ‘Good things come to those who wait.’ That’s the Guinness slogan, so it must be true! Unfortunately, however, there are external factors that will affect the speed and pickiness with which you make your decision. As much as I love some of those inspirational videos about work, travel (and anything else for that matter that leads to a mid‐life crisis once we realise we’ve been doing it wrong all this time), they do not cater for the fact that at some point real life has to take over. Mortgages, rent, family, living costs and how much you tucked away before you packed up and headed for civilian life will all have a huge say. Assess your situation, and play with the hand you’ve been dealt. When searching for jobs on the internet, I hate the icon that allows you to search for pay brackets. They should get ●

rid of it. They should have a ‘fun’ gauge or a ‘banter’ scale, to help people decide whether they’ll enjoy that thing they have to do for five days out of seven. I’d rather earn £25,000 a year in a job I love and believe in, than £50,000 a year and be one of these plonkers who always has their eyes glued to their phone checking emails or answering calls on that hideous Bluetooth eyesore stuck in their ear, and all to make bundles of money for someone who probably wouldn’t even know who you were if you passed them on the street. If you have any doubts about a job you think you like the sound of, speak to people in similar roles. No matter what it is, chances are you probably know someone who does that job or something similar. See what they say, and don’t be afraid to take a risk or gamble if you think it will pay off. One of my favourite ‘famous person’ quotes is Richard Branson’s ‘If someone offers you an amazing opportunity and you’re not sure you can do it, say yes – then learn how to do it later’ – a billionaire’s way of saying ‘just blag it for a while’. Do however take into account the negatives that may lurk in certain jobs. People don’t like to moan about their jobs out loud too much in case you think less of them and what they do. For example, don’t be a teacher if you have no patience, don’t be a builder if you hate the cold, and don’t be a salesperson if you have a conscience. If you find yourself in demand for more than one job, remember you can apply for dozens and you’re perfectly within your rights to turn one down despite your original application. Be prepared to work the odd extra hour here and there, as working hours are on the rise, never lose sight of why you are looking for a job and take the time to pick the right path. Don’t just be clever enough to do your job, be clever enough to ask yourself why you do it. Thanks for reading, and good luck!

WRITE TO RYAN … Ryan would be delighted to hear from you if you feel he could offer you any help or guidance, from a ‘civvy perspective’. To get in touch, email ryan_quest@hotmail.com Because it is likely that many Service leavers will have similar concerns, we would like to encourage you to get in touch with Ryan and, in turn, we will aim to publish any resulting useful advice (anonymised, of course!) in future editions of Quest for the benefit of our wider readership.

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Telecoms

Telecommunications What’s involved? career in the telecommunications industry will suit those who enjoy constant change and want to get involved with technology at the cutting edge. It is a wide‐ranging, competitive and fast‐changing industry, and it offers an array of career options. Driven by advances in communications technology, notably the internet, broadband and mobile phones, the telecoms industry is, according to e‐skills UK (the Sector Skills Council for Business and Information Technology),* fast becoming indistinguishable from the IT industry. Many of the new technologies use broadband data networks carrying high volumes of multimedia traffic, and this is reflected in the skills required and the job roles available. In this brief look at the telecoms industry, it is only the connection between the equipment at both ends of the system that will be considered. However, this is a somewhat artificial line to draw because software and hardware developments increasingly affect both the formulation and use of information, becoming interlinked with its transmission and delivery. So, readers should be familiar with the term ‘information and communication technology (ICT)’. Indeed, the technology convergence mentioned above, between the IT and telecoms industries, is demanding upskilling in telecoms to a profile more similar to that of the IT industry, with skills traditionally regarded as being IT‐based rather than telecoms‐based now being required. (To find out more about this, you might want to take a look at our ‘Computing and information technology’ feature elsewhere in this issue.) And, as with the IT sector, business and interpersonal skills are becoming more important. Convergence of the telecoms and IT industries means that voice and data communications, which used to be two separate areas, are now coming together and using the same communications channels. The key to telecoms is ‘bandwidth’ – the amount of information that can be carried by a particular method of transmission like a cable or a radio wave. Modern developments involve enlarging the capacity of the links, increasing global coverage, joining end‐users together, and providing more facilities over more networks.

Mobile telecoms

To most people these days, mobile telecoms means mobile or smart phones, with links using radio and microwave, and their masts and dishes can be seen all around. Satellites may also be used in both mobile and static

www.questonline.co.uk / December 2015

telecoms networks. Digital TV uses both cable and satellite services, while 3G and 4G technology, smart phones, tablets, personal digital assistants (PDAs) and quad‐band devices are commonplace.

Fixed telecoms Fixed telecoms may include all the infrastructure necessary to run a local or wide area network, and the links between the two. It may provide business services, telephones, television and much more besides, and may be used to transmit voice, data, graphics or any combination of these. The most common carriers of fixed telecoms are cables, made from both copper and fibre‐optics.

Networks Typically, a number of different commercial organisations will both provide and share telecoms network facilities. Signals pass through switches and links owned by many companies and rented by the service provider. Their routing is up to the owner of the links, and a mobile phone call will be just one message among those of many other phone users. However, over the next few years, there will be a move away from circuit‐ switched voice networks to a system that works completely through the internet. Messages need protocols to ensure that they get to the right place. They may need to be compressed and then decompressed, and they may be split into tiny fragments, with each one being sent separately and the whole being reconstituted.

Telecoms skills gained in the Services Each Service has its ‘expert’ telecoms staff in the specialist communications and electronics branches, although there may be other people serving who have considerable expertise. Some will have relevant degrees, while others will have other qualifications. Some people will also have specialised in telecoms and/or electronics as part of their

TRANSLATE YOUR SKILLS Service leavers need to discover the area of telecoms that is right for them, and for which they can reasonably expect to have the necessary qualifications and background. There is a wide range of resettlement training courses in this sector, but individuals are advised to talk with people working in the industry to try to establish a reasonable starting point based on their previous skills and experience. They should then look for the courses and training that suit them. The key is to start early and take resettlement training, so that it can be enhanced by self study, academic qualifications and an industry placement.

career pattern. They are still likely to have a number of very transferable and marketable skills, but these may need to be targeted in a particular area. Service people without the necessary technical background can still enter the industry, but this will probably be at a lower level. Their personal qualities are valued, as are the core skills they may bring, including map reading, first aid and even an ability to work at heights.

Get qualified! Those in the Forces can gain qualifications through their employment and personal development while they are serving. This will primarily be to do with the theory necessary to use equipment, its actual use, and how to pass on that knowledge to others. The academic background and the principles of certain equipment use will be highly relevant to future employment, so the aim should be

THE DAY JOB: TELECOMS TECHNICIAN Telecoms technicians install, repair and maintain broadband, mobile phone and landline telephone networks. They also work on satellite, digital TV and fibre-optic systems. If you have good practical skills, and can track down and solve problems, this could the job for you. You need to be well organised, able to follow technical diagrams, and happy to work as part of a team or on your own. You will need a background and qualifications in a related area, like electronics, electrical servicing or computer networking. As a telecoms technician you would install, test and repair communications and data communications systems, such as: • fixed-line and mobile telephony networks • copper-wire and fibre-optic cabling • VoIP communication systems • analogue and digital satellite systems • wireless radio networks providing internet access via PCs, smartphones and tablets. Your work could vary in scale from setting up a communications network in a large organisation to the installation of a home satellite system. Your work could involve: • laying, connecting and testing underground and underfloor cabling • testing and repairing faults in public and private switching exchanges • working with aerial rigging and related equipment • installing mobile and static antennae on buildings or masts • designing, building and testing telecommunications components and equipment. Source: National Careers Service

* The Tech Partnership is now taking forward the work of e‐skills UK. The new Tech Partnership website – www.thetechpartnership.com – will become fully operational during 2015, while the e‐skills.com website will be gradually decommissioned. Find out more at www.e‐skills.com/#sthash.wcmbNFbu.dpuf

Telecoms

to build up these qualifications, while those whose career path does not include such courses should look at day release, evening classes, open learning and the internet for opportunities to learn before they leave. Once you have left the Forces, you would normally receive training from your employer, and ongoing courses to keep you up to date. You may also be able to work towards industry qualifications, such as these: ● level 3 Diploma in Telecommunication Systems ● level 3 (NVQ) Diploma in Cabling Installations ● level 3 (NVQ) Certificate in Rail Engineering Telecoms Installer ● HND in Electrical or Electronic Engineering (Communication) ● foundation degree, HND or degree in telecommunications, data communications and digital communications. A suite of national occupational standards has been launched by e‐skills UK; to find out more about these and to get a wider picture of the qualifications available, visit www.e‐ skills.com/nos

Finding employment Industry recruiters face three main problem areas: 1. lack of qualifications 2. lack of experience 3. shortage of essential skills. Also regarded as being of key importance to employers, and possessed by Service leavers, are: ● problem‐solving skills ● oral communications ● team‐working skills. In addition to catering for continued growth, recruitment into IT and telecoms also needs to replace those who leave the sector due to retirement or for other reasons. More than one‐third of companies trying to recruit IT and telecoms professionals report difficulties in attracting applicants with the right skills. This is generally due to mismatches in terms of business and high‐level technical skills needs. Micro establishments are most likely to rate applicants’ skills levels as below those required. Virtually all companies experiencing recruitment problems report a negative impact on their company’s activities, the most common effect being difficulties in meeting customer service objectives. There is also a need to radically improve the understanding and appeal of careers in IT and telecoms among women. There are various ways in to the industry. To become a telecommunications technician for instance (see box), you may be able to

25 December 2015 / www.questonline.co.uk

Telecoms

TYPICAL TELECOMS JOBS The main job roles in the telecoms industry include: • aerial rigging • equipment wirer and assembler • exchange power technician • internal network construction • installer of radio equipment in cars • international networks • mobile switching engineer • network management • network planning • narrowband and wideband planning • radio base station engineer • radio frequency engineer • radio repair technician • radio systems design engineer • satellite communications • systems production supervisor • field operations, including - fibre-optic installation and configuration - fibre-optic repair and renewal - 21CN network technician - core access network technician - installation and support technician - customer support. Source: www.e-skills.com (you can find out about all of the above jobs, in detail, here – although please bear in mind the note at the foot of the first page of this feature)

complete an apprenticeship with an electronics, telecommunications or IT company. Vacancies in your area will depend on the local jobs market and the types of skills employers need from their workers. Alternatively, you may be able to get a trainee position with an installation company if you already have experience and/or qualifications in electronic or electrical engineering, or servicing. If not, you could take a college course to gain qualifications in these areas. As data (IT) and telecommunications systems merge, demand is increasing for technicians who have skills in both fields, especially wireless broadband technologies and VoIP. Typical employers include telephone and broadband network providers, mobile phone operators, cable, satellite and digital TV companies, rail signal engineering and power transmission companies. There may also be opportunities with the Ministry of Defence, the police and emergency services. With more experience, you could progress to network planning and design, the research and development of new products, and project management.

What can you earn? Because pay varies so much from one company and contract to another, the following figures are for guidance only, although the average reported annual salary is around £35,000:

engineer – £15,000 to £25,000 team leader – £18,000 to £22,000 ● project manager – £22,000 to £40,000 ● technical trainer – £28,000 to £50,000 ● network engineer – up to £50,000. Overtime, shift work and benefits can increase these rates. ● ●

KEY CONTACTS Confederation of Aerial Industries Ltd, Tel: 01923 803030 email: office@cai.org.uk Web: www.cai.org.uk Twitter: @CAILtd e-skills UK, Tel: 020 7963 8920 email: info@e-skills.com Web: www.e-skills.com Fibre Optic Industry Association Tel: 01763 273039 email: secretary@fia-online.co.uk Web: www.fia-online.co.uk Institute of Telecommunications Professionals (ITP), Tel: 01932 788861 email: enquiries@theITP.org Web: www.theitp.org Twitter: @ITPnetwork Society of Cable Telecommunication Engineers (The Society for Broadband Professionals), Tel: 01923 815500 email: office@thescte.eu Web: www.scte.org.uk Twitter: @scte The Tech Partnership, Tel: 020 7963 8920 email: info@thetechpartnership.com Web: www.thetechpartnership.com Twitter: @TechPartnership

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Computing and IT

Computing and info What’s involved? nformation technology (IT) is a term that encompasses all forms of technology used to create, store, exchange and use information in its various forms (business data, voice conversations, still images, motion pictures, multimedia presentations, and many other forms – including those not yet even created!). It is a convenient ‘umbrella’ term that can encompass both the telecoms and computing/IT sectors (to find out more about the telecoms side of things, take a look at the feature elsewhere in this issue, which deals specifically with that area). IT is the technology that is driving what is often referred to as the ‘information revolution’. It deals with the use of computers and computer software to convert, store, protect, process, transmit and retrieve information, securely. At the centre of everyday life and with a significant presence in almost all industries and businesses, computing and IT together provide employment for huge numbers of people. To get an idea of just some of the jobs in this sector, take a look at the accompanying ‘Typical IT jobs’ box. You could be creating technological applications or systems, solving problems using technology or supporting people who use it. Within the IT industry there are also jobs in business, marketing, HR and finance. On top of this, more than 40% of IT and telecoms professionals work outside the IT industry, in areas such as retail, finance, manufacturing and the public sector.

Skills shortages

There is currently demand for higher‐level technical skills, in particular to develop products and services to meet the needs of the fast‐moving nature of the industry. This includes knowledge of the most up‐to‐date programming languages and systems such as cloud computing (see below to find out more). Cyber security is a growing field that is worth a mention. Currently there are not enough experts to counteract more advanced cyber attacks. There is also an increase in opportunities for information security officers and information risk managers, who manage threats posed to businesses. Large

www.questonline.co.uk / December 2015

organisations, the government and social media companies, such as Facebook and Twitter, are all keen to employ cyber experts. Employers are looking for those who can combine technical skills with an understanding of broader business objectives, to be able to solve real business issues, particularly for consultancy roles. There is a demand for numerate and IT‐ literate people to work in analytics and solve business problems.

Computing and IT skills gained in the Services Each Service has its ‘expert’ IT staff; they will know exactly who they are and where their particular skill set might lead. They are generally found in the specialist communications, administrative and electronics branches, although there may be some people serving outside those areas who have considerable expertise. Others will have specialised in computing and/or electronics but only as part of their career pattern. They are still likely to have a number of very transferable and marketable skills, but these may need to be targeted in a particular area, or improved or widened in the period before leaving. There is a great deal of computing and IT training available through the resettlement

TYPICAL TELECOMS JOBS Many jobs in this sector, particularly those that involve working with customers, require good interpersonal skills, as well as team-working and problem-solving abilities. All have technical content, ranging from the in-depth skills of a software developer through to roles that may need much less detailed knowledge. Some typical roles are: • business analyst • helpdesk operator • trainer • software developer • technical author • technician • engineer • computer forensics • content management • cyber security and risk management • data analysis and analytics • games development • geographical information systems (GIS) • hardware engineering • information management • IT consultancy (business and technical) • IT sales • software engineering (designing, building, developing, testing) • systems/network management • technical support • web design.

Computing and IT

rmation technology system. Preferred suppliers and other training providers offer a wide variety of courses in this field.

Get qualified! Industry advice is for Service people to gain as much academic knowledge as possible while still serving that can be enhanced by practical training during the resettlement period. Knowledge can be developed through self study, academic qualifications via a college and an industry placement nearer discharge. Career changers will have to learn to use specific applications or languages (see below). How much formal training is required will depend on the new career path, as well as individual experience and aptitude. The options available range from conversion courses to work placements. Some companies recruit only those who have already been working in the industry, but most will take on new entrants. Many will take new recruits with little or no technical knowledge and offer training, provided they have other valued skills, and show they are enthusiastic and capable of learning. To increase the chances of getting a good job, individuals should aim to demonstrate these

THE ECDL The European Computer Driving Licence (ECDL) is the world’s number one IT user qualification. Seen as the benchmark for digital literacy in educational systems around the globe, the ECDL equips learners with the skills to use a computer confidently and effectively, building on existing knowledge and motivating further learning. No prior computing skills or knowledge of IT are required to study for the ECDL – it is designed for those who wish to gain a benchmark qualification in computing to enhance their career prospects or for personal development. The recently launched ‘new ECDL’ is composed of a range of modules – each provides a practical programme of up-to-date skills and knowledge areas, which are validated by a test. This enables you to develop and certify your computer skills in the subject areas of your choice and to the level you need. Through the module combination you choose, you can create your own individual ECDL Profile. The new ECDL range of modules is categorised as Base modules, Standard modules and Advanced modules – choosing those that are right for you will depend on your current skills and experience, as well as on what you want from your qualification. To find out more, visit the BCS website: www.bcs.org The ECDL Foundation website is at www.ecdl.org

attributes through work experience connected to ICT (information and communication technology), or a course or qualification in an ICT‐ or business‐related subject; and they should develop and be able to demonstrate skills such as communications and problem solving.

well as the use of computers and mobile IT devices, it can cover other ICT systems, including those used in engineering, manufacturing and teaching) and studied for at college or in the workplace – find out more at www.e‐skills.com/standards‐and‐ qualifications/it‐user‐qualifications‐‐‐itq

Computing and IT qualifications

The Tech Partnership

Academic qualifications provide a thorough grounding in the principles that will be highly relevant for future training, although much of the detail will rapidly become out of date. There are also both generic and vendor‐ specific qualifications. The generic ones certify achievements in the general field of computing and IT, while vendor‐specific ones demonstrate a level of expertise in a particular manufacturer’s products. Many people hold both, and even a portfolio of qualifications in the products of different manufacturers, as it is often important to be able to operate across both boundaries and equipment. Generic qualifications include academic courses. Degrees (foundation or higher), HNDs and HNCs are all highly valued, with the theoretical knowledge involved always being relevant. Degrees tend to be in computer science, with HNDs and HNCs in software engineering. An A‐level or GCSE in computer studies might be the academic starting point for the beginner. NVQs (levels 1 to 5) and apprenticeships are available, based on sector‐approved national occupational standards (NOS), but some employers may not be very familiar with them, and some other qualifications may be more useful. Vocational A‐levels may also be taken – usually through colleges – and these can provide a job‐orientated qualification with a strong academic element. The experience gained in acquiring these qualifications will be valuable in finding employment.

e‐skills UK is currently supporting the development and work of the Tech Partnership, a growing network of employers collaborating to create the skills needed to accelerate the growth of the UK’s digital economy. It is supported by, and is taking forward, the work of e‐skills UK. Its strategy is to: ● inspire new talent ● create new jobs, accelerating the flow of talented people from all backgrounds into technology careers ● develop new skills, making it easier for employers to develop strategic digital skills – for example, cyber‐security, Big Data, mobile and e‐commerce ● raise standards, setting industry standards, and accrediting and promoting education and training that meets them.

e-skills UK’s NOS and ITQ e‐skills UK* has launched NOS for both IT users and IT professionals; to find out more about these, visit www.e‐skills.com/nos User NOS may be gained through an IT user qualification (ITQ). The ITQ is based on the NOS for IT Users 2009 and provides an up‐ to‐date, nationally recognised IT user qualification tailored to business and individual needs. More than three‐quarters (77%) of the UK workforce use IT in their jobs, but one in ten businesses say there are gaps in the IT skills they need. The ITQ is helping to fill these gaps. The ITQ can be tailored to different work requirements (as

The CompTIA The CompTIA runs a series of certifications, which are credentials achieved through a testing process to validate knowledge within a specific IT support function. Its exams are developed by subject matter experts, and the certifications are recognised throughout the industry as foundation‐level skill sets. These qualifications are widely recognised and may also form modules in other ICT awards and programmes.

The British Computer Society The British Computer Society (BCS – the Chartered Institute for IT) is a qualifying body for chartered IT professionals that has its own exam structure: ● European Computer Driving Licence (ECDL) (see box) and other user qualifications ● Information Systems Examinations Board (ISEB) qualifications, which provide industry‐recognised qualifications that measure competence, ability and performance in many areas of IT ● BCS professional exams, which at their highest level take students to the academic level of an honours degree, and acknowledge practical experience and academic ability.

December 2015 / www.questonline.co.uk

Computing and IT

Professional vendor qualifications Professional vendor qualifications are training and exams in a specific manufacturer’s products. The manufacturer should be a major supplier in the industry for its qualifications to have value, but do bear in mind that the qualification that is so valuable today may have less value tomorrow if the manufacturer goes out of business or there is a major change in technology. Microsoft qualifications are perhaps the best known, with Microsoft Certified Solutions Expert (MCSE) seen as the globally recognised standard for IT professionals. This new MCSE certification differs from the old Microsoft Certified System Engineer (also known by the initials MCSE) certification in that it focuses on the ability to design and build technology solutions, which may include integrating multiple technology products and span multiple versions of a single technology, whether on‐premises or in the cloud. In contrast, the previous Microsoft Certified System Engineer certification focused on a specific job role. The Microsoft Certified Solutions Associate (MCSA) certification is also available, replacing the old Microsoft Certified Systems Administrator certification (also known by the acronym MCSA). The new MCSA certification is a prerequisite to Microsoft’s MCSE expert‐level certifications for experienced IT professionals. It focuses on

30 www.questonline.co.uk / December 2015

the ability to design and build technology solutions, whereas the previous Microsoft Certified Systems Administrator certification focused on a specific job role. Microsoft, of course, offers a host of differently targeted certifications and exams – for full details, check out the ‘Learning’ area of its website: www.microsoft.com/learning/en‐us/mcsa‐ certification.aspx Microsoft is not, however, the only manufacturer on the market, and other big players, like Novell (Certified Novell Engineer and Certified Novell Administrator) and Cisco Systems, also have their own qualifications.

Finding employment Securing employment is inevitably a combination of: ● qualifications ● experience ● networking ● work placements ● the right CV ● going for the right job. Those entering similar employment to that they had in the Forces may well start at the same level; those going into an unrelated field will probably start further down the ladder. Once into a company the employment possibilities are enormous in this expanding and changing industry. ‘Permanent’ employment is often regarded as

lasting three to five years, and people commonly change employer every two years or so. In‐house training is often provided, and good people can achieve rapid promotion.

What can you earn? Salary expectations vary hugely from one company and contract to another, so it is difficult to give an accurate picture. However, a relatively unskilled employee might earn up to £18,000, a technician (engineer or analyst) £25,000 to £35,000, a manager (user, data, support), £35,000 to £45,000, and a head of services anything from £60,000 upwards.

KEY CONTACTS British Computer Society, Tel: 01793 417424 or 0845 300 4417 (lo-call rate) Web: www.bcs.org Twitter: @bcs CompTIA UK, Tel: 020 7330 6060 email: info_uk@comptia.org Web: www.comptia.org Twitter: @comptia e-skills UK, Tel: 020 7963 8920 email: info@e-skills.com Web: www.e-skills.com The Tech Partnership, Tel: 020 7963 8920 email: info@thetechpartnership.com Web: www.thetechpartnership.com Twitter: @TechPartnership

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

PROVIDER NUMBER

1024

Charities sector

Working in the

charities sector

What’s involved? here are more than 200,000 registered charities in England, Wales and Scotland, ranging in size from the very biggest household names like Oxfam, the National Trust and the Red Cross, through numerous schools and colleges, hospitals and trade benevolent societies, to small regional funds, perhaps to support a sick child or the victims of a local disaster. Almost 90% of the resources in the sector in England and Wales are controlled by under 10% of the total number of charities. These charities, each with an annual (gross) income of £500,000‐plus, have their accounts professionally audited and are also required to provide information from their accounts in their annual returns.

Charitable giving 32

Medical research, hospitals and hospices, and children and young people are the most popular causes among donors, but religious

www.questonline.co.uk / December 2015

causes received the largest average donations. Lottery funding is a lifeline for some charities, but many others do not have access to it. Advertising, direct mail, telephone appeals and commercial trading have opened new areas of employment as charities become businesses to an extent that would have been unimaginable just a few years ago. Political pressure and lobbying at national or local level are undertaken as necessary, and there is sometimes a harder edge to campaigning than was the case in the past. The lines between government responsibilities, local service providers and some charities have become blurred, with contracts and agreements worth billions of pounds between them. Indeed, it may be argued that charities now deliver much of the welfare state, with this leading to greater government interference and regulation as to how charities conduct their affairs. Many charities struggle for funds, particularly given the large number of good

causes competing for donations. Well‐ publicised humanitarian crises like the current Ebola crisis, as well as regular high‐ profile extravaganzas like last month’s annual BBC Children in Need appeal or Comic Relief Red Nose Day (which takes place every two years, alternating with Sports Relief) affect the nation’s ability or preparedness to support other causes.

Charities and the Services There are hundreds of Services‐related charities. A number of Service people also become involved in the management of charities as part of their duties – acting as museum trustees, managing funds and running large fundraising occasions. Some Service people also wish to continue working for some ‘higher cause’ when they leave the Forces, and a second career in charity management can help them to achieve this. Service charities are largely staffed by ex‐Forces people, although some posts that require specific expertise are filled from

Charities sector

external sources. Position and appointment may be made on the basis of Service rank. While very senior officers are still recruited to head up non‐Service charities on the basis of their leadership, organisational and administrative skills, many such charities now recruit people who can bring commercial experience to bear – and who may also be looking for a more uplifting use for their talents.

Finding employment It is important to distinguish between the paid employees of a charity and its volunteer workforce. The former generally cannot be members of its governing council, while some of the latter may be on the council, and all will have a view on its activities.

Management roles Charity management is not an easy job and often involves out‐of‐hours work. While it may be personally satisfying to serve a good cause and be motivated by something other than money, charities can be complex organisations with challenging ‘people issues’. Some large charities have management training schemes consisting of

WHAT MAKES A CHARITY? To qualify as a charity under Charity Act legislation, an organisation has to be involved with: • poverty relief • education • religion • health or saving lives • citizenship and community development • culture, arts, heritage or science • amateur sport • human rights, conflict resolution, reconciliation, religious/racial harmony, equality and diversity • environmental protection or improvement • relief of need through youth, age, ill-health, disability financial hardship or other disadvantage • animal welfare • efficiency of the Armed Forces/Police/Fire & Rescue/Ambulance Services • other purposes currently recognised as charitable.

TRANSLATE YOUR SKILLS Skills and attributes that are important in charity sector employment include: • interpersonal skills • oral and written communication • presentation, talking to groups of people • persuasion, management and leadership • self-confidence • tact and patience • negotiating • organisation and administration • numeracy, for accounting and budgets • drive, enthusiasm and commitment to the cause.

a series of placements in different parts of the organisation. There are courses for beginners, and others for people with some experience.

Other roles Apart from general and financial management, those thinking of working for a charity might consider roles that involve: ● fundraising ● organising volunteers ● case working. We will now look at each of these in turn. Fundraising managers Fundraising managers are responsible for the various ways that charities collect money, and for organising staff and volunteers. In small charities, fundraising managers will probably run all the different revenue‐collecting activities; in larger ones they may be responsible for only one or two. Methods of raising funds include: ● direct marketing ● corporate fundraising ● working with high‐level donors ● promoting legacies ● regional fundraising ● trading ● special events. Many fundraising managers are graduates and mature people who have previously worked in relevant areas like marketing, PR or sales. Working in other charities or as a volunteer are also ways to enter the profession. Volunteer organisers Volunteer organisers recruit, train and manage unpaid volunteers. They interview, match candidates to vacancies, and organise training and ongoing support. They will probably supervise the volunteers in a particular geographical area, so the work involves administration, budgets, record keeping, report writing, applying for grants and organising fundraising. Some posts are part‐time, depending on the size and location of the charity. Entrants are often mature people with experience in other fields. Experience as a volunteer, or of organising people, committee work or fundraising can be an advantage. There are courses and qualifications available in this specialism. Case workers Case workers help individuals and groups to find assistance and relief from their problem. They may be specially trained – like nurses or welfare workers – or lay people. They are often involved in assessing individuals’ needs and directing them to the appropriate source of help, which may be their own charity, another charity or state assistance. They will often become involved in counselling, and helping with tribunals

and paperwork to assist in getting the right result, and will often need to understand complex laws and regulations. There are no set entry requirements except that some case workers may need to be professionally qualified. Training is often on‐the‐job, although some large charities run courses.

What can you earn? Because of the very wide range of different charities that exist, as well as the current financial climate, it is quite difficult to give an accurate picture of average salaries, but the following guidelines from prospects.ac.uk may help. ● Salaries vary significantly depending on the size and location of the charity and the type of fundraising involved. Salaries at some levels and for particular jobs may be good, but pay in the charitable sector does not always reflect pay for equivalent private sector jobs. ● Starting salaries for an assistant role can be as low as £15,000, but are likely to start around £18,000 to £22,000 in London, rising to £26,000 with more experience. ● With several years’ experience, charity fundraisers (often in lower management positions) can earn between £25,000 and £32,000. ● At senior management/director level, salaries are usually around £40,000 to £50,000, though a few very senior directors receive salaries up to and in excess of £100,000.

KEY CONTACTS Charities Aid Foundation, Tel: 03000 123 000 Web: www.cafonline.org Twitter: @cafonline Charity Commission Direct, Tel: 0845 300 0218 Web: www.charity-commission.gov.uk Twitter: @ChtyCommission CharityJob is a job-finding site that covers more than 50 different charity sectors Web: www.charityjob.co.uk Institute of Fundraising, Tel: 020 7840 1000 Web: www.institute-of-fundraising.org.uk Twitter: @ioftweets National Association for Voluntary and Community Action (NAVCA), Tel: 0114 278 6636 Web: www.navca.org.uk Twitter: @navcanews NCVO, The National Council for Voluntary Organisations, Tel: 020 7713 6161 Web: www.ncvo.org.uk Twitter: @NCVO Office of the Scottish Charity Regulator (OSCR), Tel: 01382 220446 Web: www.oscr.org.uk Twitter: @ScotCharityReg Volunteering England, Tel: 020 7713 6161 Web: www.volunteering.org.uk Twitter: @VolunteeringEng

December 2015 / www.questonline.co.uk

Sport and ﬁtness

Sport and fitness What’s involved? ogether, sport and fitness make up one of the UK’s largest employment sectors, as well as one of the fastest‐growing sectors in the UK economy, focusing on the leading and supervision of sport, exercise and physical activity. The UK has thousands of sport and fitness clubs, leisure centres and gyms for public use, and there is an increasing demand for skilled exercise professionals to fill the growing number of employment vacancies.

Sport and fitness skills gained in the Services As an athlete – both within the Services and outside – sport is a very tough area to break into in any capacity, and it takes talent, hard work and luck to succeed. Loss of form or injury can bring a career to a premature end, so there should also be some preparation for early retirement. Service courses on coaching and officiating, for example, can lead to recognised civilian qualifications. Each Service has its PT instructors, although each operates very differently in this field. Military PTI class 1, 2 and 3, and the All Arms PTI certificates qualify holders

34 www.questonline.co.uk / December 2015

to join the Register of Exercise Professionals (REPS – see box), and there is growing formal recognition for military qualifications by civilian authorities. The sector will generally accept relevant Service training and experience, but individuals must be prepared to take additional courses or undergo assessment to reach official standards. Indeed, when many people think of ex‐Services personnel going into the fitness business, military PT‐based organisations (e.g. ‘boot camps’) are the first to spring to mind, with their outdoor fitness classes run by serving or former members of the Armed Forces. With this in mind, there are courses available that are specially tailored to Service leavers wishing to take up such roles. The situation is similar in outdoor education and development. The various regulatory bodies only accept civilian qualifications, so Armed Forces’ adventurous training instructors will have to ensure that they meet civilian standards if they wish to continue in this area on leaving the Services.

Get qualified! There are many different qualifications that help with a career in sport and fitness. Technical ability is critical, as are skills like effective communication, customer care, teamwork and interpersonal experience. Many sport and recreation‐related foundation, graduate and postgraduate

SKILLS SHORTAGES IN THE INDUSTRY Research undertaken by SkillsActive identifies that there are particular recruitment difficulties and skills issues facing employers in the sports, fitness and outdoors sub-sector, with the following job roles considered particularly hard to fill: • sporting officials (paid and voluntary) • coaches, teachers, instructors and activity leaders (paid and voluntary) • operational help (volunteers). The most common skills in need of improvement among existing staff were identified as: • sport-specific technical skills • communication • management • child protection. Research undertaken to explore the impact of the current recession, identifies two key skill areas that employers commonly identify as important in times of recession, namely management and leadership, and customer service. Source: SkillsActive

degrees allow people to teach PE in schools. Some are part‐time or taken through distance learning, so they are suitable for those already in employment. Higher national diplomas (HNDs) and certificates (HNCs) also prepare people for management jobs, although expertise in a particular sport or area of fitness is also required. Some FE colleges offer specialist qualifications, and sports coach UK works

Sport and ﬁtness

with the various sport national governing bodies (NGBs) to provide personal development programmes for all sports coaches. There are sport National and Scottish Vocational Qualifications (N/SVQs) at levels 1–3. For the most up‐to‐date information on these, contact SkillsActive direct (see ‘Key contacts’). Individuals are assessed in a number of competencies in the workplace, with most qualifications requiring six mandatory units and four optional ones. To gain them, individuals will need a portfolio of skills and responsibilities. Many people start by gaining a qualification like an NGB coaching or fitness instruction award, and then work to gain the necessary experience. In the fitness industry, the aforementioned REPs is a system of self‐ regulation for everyone involved with exercise and fitness (again, see the box, which includes a list of the types of employee this covers), while physical education teachers in schools and colleges will have a teaching degree or postgraduate qualification in PE.

activities at a variety of levels, as highlighted by the list of typical REPs members in the aforementioned box. For those wishing to change career and enter this industry, there is a range of opportunities available; in addition, entry to roles at an older age is not uncommon. There are a host of industry‐endorsed courses, vocational qualifications, apprenticeships and training schemes available.

Finding employment

The outdoors

Fitness instructing

There are many organisations providing all age groups with a range of sporting, physical and development activities, like walking, climbing, kayaking and caving, or just enjoying their surroundings. Instructors must hold a recognised award from the relevant NGB. Expedition companies usually have a small head office staff who organise and market the activities, and a number of freelance leaders and guides who manage things in the field. Service experience is relevant in this area, and it is common to start as a contracted expedition manager before joining a company in a regular capacity.

A common way to enter the health and fitness sector is as a fitness instructor. Although there are no formal academic requirements for this, a recognised fitness instructor qualification is usually required and the minimum age to practise unsupervised is 18 years. Applicants to instructing courses require no formal qualifications although it can be an advantage to hold a first aid certificate. For those wishing to enter the industry, it is – as mentioned above – an advantage to register with the Register of Exercise Professionals (REPs – see box). Fitness instructor work can cover a wide range of

Sports coaching, teaching and instructing Coaching may form part of a full‐time job role in the industry, like a sports development officer or outdoor instructor. Coaches need an appropriate qualification from a sport NGB, and many of the personal qualities of the coach are ‘people skills’. There is a growing trend within coaching towards part‐time or freelance employment. Work is available as a voluntary coach within sports clubs or as a part‐time session coach in leisure centres. Many coaches work freelance for a number of organisations, and most have other jobs as well.

Sport, recreation and leisure centres Sport, recreation and leisure centres catering for a wide range of indoor and

READ ABOUT REPS … Anyone serious about finding work in the fitness industry should be affiliated to the Register of Exercise Professionals (REPs) (owned by SkillsActive, the Sector Skills Council for Active Leisure and Wellbeing). This is an independent public register, which recognises the qualifications and expertise of health-enhancing exercise instructors in the UK. One of its key functions is to provide a system of regulation for instructors and trainers to ensure that they meet the health and fitness industry’s agreed national occupational standards (NOS). Membership of REPs provides assurance and confidence to consumers, employers and the health professions that all registered exercise professionals are appropriately qualified, and have the knowledge, competence and skills to perform specific roles. Members are acknowledged for their: • professionalism • adherence to the industry’s nationally recognised standards • ongoing education. They are bound by a Code of Ethical Conduct and hold appropriate public liability insurance. In order to remain on the Register, members must continue to meet the standards that are set for their profession through continuing professional development (CPD). To gain recognition by REPs, instructors must provide evidence that they meet the NOS. These standards are produced by SkillsActive, which represents the needs of the industry. Membership is open to all exercise and fitness professionals who work as: • gym instructors • aqua teachers • group exercise to music instructors • personal trainers • yoga teachers • Pilates instructors • exercise referral instructors • instructors working with special populations • Exercise Movement & Dance Partnership (EMDP) teachers • cardiac rehab phase IV exercise instructors • postural stability instructors (PSIs) • lower back pain instructors • remedial instructors (military only). Membership also allows for the transferability of skills throughout the UK, across participating countries in Europe and around the world. To find out more, visit www.exerciseregister.org

35 December 2015 / www.questonline.co.uk

Sport and ﬁtness

outdoor sports exist throughout the UK. Employment varies from receptionists, lifeguards, coaches/instructors, supervisors, booking managers and plant technicians to centre managers. Most people start in this area by obtaining coaching or lifeguard awards, and gain experience before moving into management.

Sports development Most local authorities and governing bodies have sports development teams that provide sport and recreation on an outreach basis, taking it into rural and urban communities. Experience in voluntary sports coaching and administration or strategic leisure management is relevant. Specific sports development qualifications and courses exist at certificate and diploma levels; however, coaching awards are usually sufficient.

What can you earn? The sport and fitness sector is not particularly well paid, starting with the minimum wage. According to the latest available edition of SkillsActive’s Working in Fitness Survey, the average basic salary is £21,500 across all occupations working in permanent or self‐ employment. However, this varies widely according to the type

36 www.questonline.co.uk / December 2015

of work, as the following examples of annual salaries in the fitness workforce demonstrate: ● self‐employed/freelancer – £23,700 ● permanent full‐time – £21,600 (ranging from £14,500 for a gym instructor (level 2) to £24,100 for management) ● permanent part‐time – £14,400. The highest salaries are earned in senior management roles (an average of £32,800), while the lowest earners are the level 2 occupations of gym instructor and group exercise and aqua instructors at less than £15,100. The level 3 roles range from basic salaries of £18,600 (advanced instructors) to £26,000 (personal trainers).

KEY CONTACTS Department for Culture Media & Sport, Tel: 020 7211 6000 email: enquiries@culture.gov.uk Web: www.gov.uk/government/organisations/ department-for-culture-media-sport Twitter: @DCMS Register of Exercise Professionals, Tel: 020 7840 1919 Web: www.exerciseregister.org Twitter: @REPsUK SkillsActive, Tel: 020 7632 2000 Web: www.skillsactive.com Twitter: @SkillsActive sports coach UK, Tel: 0113 274 4802 Web: www.sportscoachuk.org Twitter: @sportscoachUK

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

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).

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37 December 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 Environment (DLE)

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

To find out more, check out the article about distance learning on the Quest website: www.questonline.co.uk

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 Environment (DLE) 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 via your Defence Gateway account. Visit http://www.da.mod.uk/Courses/Online-E-Learning/DLE or www.defencegateway.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 / December 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. Standard Learning Credits (SLC) and Enhanced Learning Credits (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: 0371 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.

The Ministry of Defence and the Department for Business, Innovation 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.

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 Veterans UK’s free helpline on 0808 1914218. Alternatively, you can visit: www.veterans-uk.info

www.questonline.co.uk / December 2015

learndirect learndirect is a free government service via 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. Advisers can answer questions on any aspect of learning. The website address is www.learndirect.com 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 calculators’ pages ( www.gov.uk – search for ‘benefits calculators’). 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

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.)

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:

Individual Resettlement Training Cost (IRTC)

Further details are available from education/learning centres or search in DINs.

Service personnel

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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. RFEA – The Forces Employment Charity – is an integral part of the CTP and leads on the provision of job opportunities and employment support. This provision is delivered from ten Resettlement Centres 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. CTP RightJob is the CTP’s online job-finding service, listing thousands of live vacancies for Service Leavers from local, national and international employers. Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk

Resettlement Services

A Service Leaver’s route map Service leaver completed under 4 years’ Service: CTP Future Horizons – registration upon discharge

Employment Support Programme

Service Leaver completed at least 4 years’ Service: registers with Career Transition Partnership (CTP)

Wounded, Injured and Sick Service personnel: CTP Assist – registration upon discharge

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). 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:

Served more than 6 years – or medical discharge?

• Yes

• Attends Career Transition Workshop (CTW) or equivalent Career Consultant led Prepare Personal Resettlement Plan (PRP) with Career Consultant

Attends: • further CTP workshops • training at RTC/Resettlement Centre • civilian training attachment • external training • Financial/Housing brieﬁngs

• Prepares PRP with Consultant • Receives regional employment advice

Receives advice on or notiﬁcation of matched job opportunities

Develops, reviews and actions PRP: • further advice on: • career options • self-employment • job ﬁnding • training • attachments • research activities • civilian work attachments Consultant supports and monitors progress

Makes job applications

Secures employment

CTP support for up to 2 years after discharge; 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

Resettlement Centres Career Transition Workshops (CTW), career counselling and other CTP workshops, briefings and events usually take place at one of the ten Resettlement Centres in the UK and Germany. Further information can be obtained from any of the Resettlement Centres listed below. Resettlement Centre Aldergrove Regional Resettlement Centre Aldershot Regional Resettlement Centre Catterick Regional Resettlement Centre Cottesmore Resettlement Centre Germany Resettlement Centre Northolt Resettlement Centre Plymouth 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 5254 982 x 5448 Tel: 020 8842 6063/6064 Tel: 01752 555834 Tel: 02392 724130 Tel: 01383 858230 Tel: 01980 650689

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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. 1. 2. 3. 4. 5. 6. 7.

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.

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 £10,302 - Officers (9 years) and Other Ranks (12 years) who are AFPS 05 up to £10,302

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

IRTC Grant (£534) Resettlement Leave (up to 35 days) Career Transition Workshop (3 days) Other Workshops – Self-Employment Awareness – Small Business Start-Up – CV Writing – Interview Skills – Networking 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 / December 2015

and the length of their Service. 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.

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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 Resettlement Centres. 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 civilianrecognised 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.

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 Resettlement Centres. Preferred Supplier status is subject to continuous evaluation, on each course by the Service Leaver, by the CTP and by annual review.

SDE staff have reasonable assurance of the quality of the training and its recognition by UK employers.

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.

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 • Live Online Chat Events – enable Service Leavers to chat one-to-one with employers during dedicated time slots, about their company, current vacancies and any training needs • 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

CTP RightJob CTP RightJob is the CTP’s online job-finding service, listing thousands of live vacancies for Service Leavers from local, national and international employers. The CTP works with hundreds of organisations that recognise the benefits of recruiting from the ex-military talent pool, and value the experience and strong working ethos Service Leavers bring with them. The site is accessed via the CTP website and the login required is issued during CTWs. Call the Central Employment Team for more information, on 0121 236 0058.

Useful CTP Contacts TO BOOK A CTP WORKSHOP OR BRIEFING…

RFEA – The Forces Employment Charity Job-finding assistance and access to RightJob is available through the RFEA Employment Compass Programme (ECP), a national employment support programme designed to address the employment needs of Veteran personnel who no longer qualify for MoD Resettlement support and are returning to the employment market after two years post discharge from service. The RFEA’s aim is to assist Veterans to secure quality, sustainable employment for the rest of their working lives. RFEA has an unparalleled understanding of the skills and ambitions that exForces/Veterans bring to the employment market. We also have a proven track record of helping all ranks, trades, backgrounds and services to find, and remain in, work. Indeed, in 2014 RFEA provided employment support to just over 4,000 Veterans UK-wide. 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.

46 www.questonline.co.uk / December 2015

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 Resettlement Centre running the workshop which is normally the Resettlement Centre that you are registered with for your resettlement. Contact details can be found in the list of Resettlement Centres provided earlier in Factfile. CALL OUR COURSE BOOKING & INFORMATION CENTRE (CBIC) Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 or Email: coursebookings@ctp.org.uk

FOR RIGHTJOB ASSISTANCE… CALL OUR CENTRAL EMPLOYMENT TEAM (CET) Tel: 0121 236 0058 If you have forgotten your RightJob password, have been locked out of your account or require support using RightJob.

CTP Future Horizons CTP Future Horizons 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. CTP Future Horizons 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 CTP Future Horizons, please call Darren Bickerstaffe, Programme Manager, on ( 07428 705 770 or meet with a CTP Future Horizons assessor at the following locations: • ITC Catterick, Hook Company: ( 01748 831274 • ATC Pirbright, Sword Company: ( 01483 475526 • Resettlement Centre Plymouth: ( 01752 557635 Follow Future Horizons on Facebook, and receive the latest news and updates from the programme.

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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! Donâ&#x20AC;&#x2122;t make your career move until you call 0800 138 2363 or 01409 220 770. Or visit careeropportunities.org.uk.

A career in law without a law degreee Make a successful uccessful tr transition ansition into a second ond career b by y stud studying ying MVY H WHYHSLNHS X\HSPĂ&#x201E;JH[PVU I` SLNHS X\HSPĂ&#x201E;JH[PVU I` distance learning earning vider no. 1105

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47 December 2015 / www.questonline.co.uk

Factﬁle

Tel: 0800 1958 066 www.gastectraining.co.uk

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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

www.questonline.co.uk / December 2015

‘Like’ the Career Transition Partnership page Follow @CTPinfo https://www.linkedin.com/company/ career-transition-partnership

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

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Courses and events

Courses and events This guide includes the courses currently scheduled to run from January to March 2016 Additional courses may be scheduled by each Resettlement Centre according to demand. A list of all courses scheduled for 2016 is available from your nearest Resettlement Centre. All the dates given should be confirmed with the relevant Resettlement Centres. 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

RC Aldergrove rcaldergrove@ctp.org.uk START DATE

END DATE

Interview Techniques 19 January 2016 29 February 2016 30 March 2016

19 January 2016 29 February 2016 30 March 2016

CTW Mixed Class

Self Employment Awareness

11 January 2016 08 February 2016 07 March 2016

12 January 2016 01 March 2016

13 January 2016 10 February 2016 09 March 2016

Employment Support Programme Wksp 19 January 2016 16 February 2016 10 March 2016 31 March 2016

19 January 2016 16 February 2016 10 March 2016 31 March 2016

RRC Aldershot rrcaldershot@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 05 January 2016 25 January 2016 02 February 2016 23 February 2016 22 March 2016

07 January 2016 27 January 2016 04 February 2016 25 February 2016 24 March 2016

CTW Mixed Class 18 January 2016 20 January 2016 (Course location Brize Norton) 15 February 2016 17 February 2016 (Course location Brize Norton) 21 March 2016 23 March 2016 (Course location Brize Norton)

CTW Officer 26 January 2016 01 March 2016

28 January 2016 03 March 2016

CTW SNCO 19 January 2016 09 February 2016 07 March 2016

21 January 2016 11 February 2016 09 March 2016

Employment Support Programme Wksp 14 January 2016 18 February 2016 15 March 2016

14 January 2016 18 February 2016 15 March 2016

FAR All Ranks 10 February 2016 10 February 2016 (Course location The Bell, St Omer Barracks)

Housing 03 February 2016 03 February 2016 (Course location The Bell, St Omer Barracks) 10 February 2016 10 February 2016 (Course location Brize Norton)

12 January 2016 01 March 2016

RRC Catterick rrccatterick@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 05 January 2016 25 January 2016 01 February 2016 29 February 2016 14 March 2016

07 January 2016 27 January 2016 03 February 2016 02 March 2016 16 March 2016

CTW Mixed Class 02 February 2016 04 February 2016 (Course location Preston)

CTW Officer 11 January 2016

13 January 2016

CTW Officer/SNCO 18 January 2016 22 February 2016 07 March 2016 21 March 2016

20 January 2016 24 February 2016 09 March 2016 23 March 2016

Employment Support Programme Wksp 25 January 2016 21 March 2016

25 January 2016 21 March 2016

FAR All Ranks 05 January 2016 31 March 2016

05 January 2016 31 March 2016

Housing 01 March 2016

11 January 2016 14 March 2016

RRC Colchester rrcnortholt@ctp.org.uk START DATE

END DATE

CTW Mixed Class 11 January 2016 25 January 2016 08 February 2016 22 February 2016 01 March 2016 07 March 2016

50 www.questonline.co.uk / December 2015

11 January 2016 15 February 2016 07 March 2016

12 January 2016 16 February 2016 08 March 2016

FAR All Ranks 04 February 2016

15 February 2016

RRC Cottesmore rrccottesmore@ctp.org.uk START DATE

END DATE

CTW Mixed Class 05 January 2016 11 January 2016 18 January 2016 19 January 2016 25 January 2016 26 January 2016 02 February 2016 08 February 2016 09 February 2016 15 February 2016 22 February 2016 23 February 2016 01 March 2016 07 March 2016 08 March 2016 14 March 2016 15 March 2016 21 March 2016

28 January 2016 25 February 2016 31 March 2016

21 January 2016

Self Employment Awareness 15 February 2016

20 January 2016 20 January 2016 (Course location External Venue) 17 February 2016 17 February 2016 (Course location Nuffield Pavilion, RAF Cosford)

Self Employment Awareness 04 February 2016

Interview Techniques 21 January 2016

Housing

07 January 2016 13 January 2016 20 January 2016 21 January 2016 27 January 2016 28 January 2016 04 February 2016 10 February 2016 11 February 2016 17 February 2016 24 February 2016 25 February 2016 03 March 2016 09 March 2016 10 March 2016 16 March 2016 17 March 2016 23 March 2016

RC Germany rcgermany@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 26 January 2016 28 January 2016 (Course location Sennelager) 23 February 2016 25 February 2016 (Course location Sennelager) 15 March 2016 17 March 2016 (Course location Sennelager)

CTW Officer/SNCO 12 January 2016 14 January 2016 (Course location Sennelager) 09 February 2016 11 February 2016 (Course location Sennelager) 01 March 2016 03 March 2016 (Course location Sennelager)

Employment Support Programme Wksp 18 January 2016 18 January 2016 (Course location Sennelager) 22 February 2016 22 February 2016 (Course location Sennelager) 21 March 2016 21 March 2016 (Course location Sennelager)

CTW Officer 04 January 2016 01 February 2016 29 February 2016

06 January 2016 03 February 2016 02 March 2016

German CV writing 07 March 2016 07 March 2016 (Course location Sennelager)

01 March 2016

Self Employment Awareness 11 January 2016 14 March 2016

Employment Support Programme Wksp

13 January 2016 27 January 2016 10 February 2016 24 February 2016 03 March 2016 09 March 2016

Employment Support Programme Wksp 14 January 2016 11 February 2016 10 March 2016

14 January 2016 11 February 2016 10 March 2016

FAR All Ranks 10 March 2016 10 March 2016 (Course location External Venue)

FAR Officers 27 January 2016 27 January 2016 (Course location External Venue)

FAR Other Ranks 28 January 2016 28 January 2016 (Course location External Venue)

Networking 08 March 2016 08 March 2016 (Course location Sennelager)

Self Employment Awareness 08 March 2016 08 March 2016 (Course location Sennelager)

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Courses and events

Central London resettlementinfo@ctp.org.uk START DATE

END DATE

CTW Senior Officer 12 January 2016 02 February 2016 23 February 2016 15 March 2016

14 January 2016 04 February 2016 25 February 2016 17 March 2016

29 February 2016 21 March 2016 29 March 2016

CTW Officer/SNCO 18 January 2016 15 February 2016 14 March 2016

18 February 2016

15 January 2016 12 February 2016 11 March 2016

RC Northolt rcnortholt@ctp.org.uk START DATE

END DATE

CTW Mixed Class 05 January 2016 19 January 2016 08 February 2016 16 February 2016 01 March 2016 15 March 2016

07 January 2016 21 January 2016 10 February 2016 18 February 2016 03 March 2016 17 March 2016

CTW Officer 12 January 2016 26 January 2016 01 February 2016 23 February 2016 08 March 2016

14 January 2016 28 January 2016 03 February 2016 25 February 2016 10 March 2016

Employment Support Programme Wksp 25 January 2016

25 January 2016

FAR All Ranks 19 January 2016 15 March 2016

19 January 2016 15 March 2016

Housing 13 January 2016

13 January 2016

Interview Techniques 07 March 2016

07 March 2016

Networking 22 February 2016

22 February 2016

Self Employment Awareness 11 February 2016

11 February 2016

RC Plymouth rcplymouth@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 11 January 2016 01 February 2016 07 March 2016

04 February 2016

FAR All Ranks 17 February 2016

Interview Techniques (Snr Officer)

20 January 2016 17 February 2016 16 March 2016

Employment Support Programme Wksp 04 February 2016

CTW Senior Officer

01 March 2016 23 March 2016 31 March 2016

21 January 2016 03 March 2016

Self Employment Awareness 28 January 2016 17 March 2016

28 January 2016 17 March 2016

RC Portsmouth rcportsmouth@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 11 January 2016 08 February 2016 07 March 2016

13 January 2016 10 February 2016 09 March 2016

CTW Mixed Class 25 January 2016

27 January 2016

CTW Officer 18 January 2016 22 February 2016 14 March 2016

START DATE Business Start Up 21 January 2016 17 March 2016

20 January 2016 24 February 2016 16 March 2016

CTW SNCO 06 January 2016 17 February 2016 23 March 2016

Employment Support Programme Wksp 21 January 2016 4 February 2016 10 March 2016

21 January 2016 4 February 2016 10 March 2016

FAR All Ranks 07 January 2016 16 March 2016

08 February 2016 07 March 2016 29 March 2016

07 January 2016 16 March 2016

28 January 2016

Interview Techniques 14 January 2016 03 March 2016

14 January 2016 03 March 2016

Self Employment Awareness 19 January 2016 16 February 2016

13 January 2016 03 February 2016 09 March 2016

10 February 2016 09 March 2016 31 March 2016

CTW Mixed Class 04 January 2016 06 January 2016 25 January 2016 27 January 2016 25 January 2016 27 January 2016 (Course location Lossiemouth) 15 February 2016 17 February 2016 07 March 2016 09 March 2016 (Course location Lossiemouth) 21 March 2016 23 March 2016

11 January 2016 01 February 2016 14 March 2016

13 January 2016 03 February 2016 16 March 2016

Employment Support Programme Wksp 18 January 2016 03 February 2016 08 March 2016

19 January 2016 04 February 2016 09 March 2016

FAR All Ranks 02 March 2016 02 March 2016 (Course location Lossiemouth) 03 March 2016 03 March 2016

First Steps 18 February 2016

Housing 15 March 2016 15 March 2016 (Course location Lossiemouth) 17 March 2016 17 March 2016

Self Employment Awareness 04 February 2016

04 February 2016

RRC Tidworth

19 January 2016 16 February 2016

START DATE

END DATE

CTW Junior Ranks 11 January 2016 18 January 2016 25 January 2016 01 February 2016 15 February 2016 22 February 2016 07 March 2016 14 March 2016 21 March 2016

13 January 2016 20 January 2016 27 January 2016 03 February 2016 17 February 2016 24 February 2016 09 March 2016 16 March 2016 23 March 2016

CTW Mixed Class 05 January 2016

CTW Mixed Class

CTW Officer

05 January 2016 25 January 2016 08 February 2016 22 February 2016

19 January 2016 27 January 2016 09 February 2016 23 February 2016

07 January 2016 27 January 2016 10 February 2016 24 February 2016

07 January 2016

21 January 2016 29 January 2016 11 February 2016 25 February 2016

Visit www.ctp.org.uk for further details www.questonline.co.uk / December 2015

02 March 2016 17 March 2016 24 March 2016

CTW SNCO 12 January 2016 26 January 2016 02 February 2016 08 February 2016 16 February 2016 01 March 2016 08 March 2016 29 March 2016

14 January 2016 28 January 2016 04 February 2016 10 February 2016 18 February 2016 03 March 2016 10 March 2016 31 March 2016

Employment Support Programme Wksp 07 January 2016 14 January 2016 21 January 2016 11 February 2016 25 February 2016 10 March 2016 24 March 2016

07 January 2016 14 January 2016 21 January 2016 11 February 2016 25 February 2016 10 March 2016 24 March 2016

FAR Officers

CTW SNCO

rrctidworth@ctp.org.uk

Housing 28 January 2016

22 January 2016 18 March 2016

CTW Junior Ranks

18 February 2016 04 January 2016 15 February 2016 21 March 2016

END DATE

29 February 2016 15 March 2016 22 March 2016

17 February 2016

Interview Techniques 21 January 2016 03 March 2016

RRC Rosyth rrcrosyth@ctp.org.uk

13 January 2016 13 January 2016 (Course location External Venue) 09 March 2016 09 March 2016 (Course location External Venue)

FAR Other Ranks 18 February 2016 18 February 2016 (Course location 1 RHA Lecture Theatre)

Housing 12 January 2016 12 January 2016 (Course location 1 RHA Lecture Theatre)

Insight to Management Consultancy 14 January 2016 10 February 2016 17 March 2016

14 January 2016 10 February 2016 17 March 2016

Interview Techniques 25 January 2016 22 February 2016 21 March 2016

25 January 2016 22 February 2016 21 March 2016

Networking 26 January 2016 23 February 2016 30 March 2016

26 January 2016 23 February 2016 30 March 2016

Self Employment Awareness 20 January 2016 17 February 2016 16 March 2016

20 January 2016 17 February 2016 16 March 2016

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

If you are an experienced engineer who is keen to pass on your skills and experience then teaching could be for you. K^Zl^a^Zma <hee^`^% [Zl^] bg <a^labk^% bl hg^ h_ ma^ \hngmkr l e^Z]bg` providers of Engineering Further Education courses, with a particular specialism in Plant and Agricultural Engineering. With industry standard equipment, facilities and a modern working environment, students receive teaching and learning in as close to an industry setting as possible. Classes are taught in a workshop setting and students are encouraged to engage in practical hands-on learning. We are looking for enthusiastic and experienced engineers with a practical background in Plant, Agricultural or Motor Vehicle engineering. Experience in the operation, overhaul and repair of agricultural and associated machinery is desirable. Teaching experience is advantageous but not essential as on the job training and support is available.

www.reaseheath.ac.uk/job-vacancies

53 December 2015 / www.questonline.co.uk

When responding to advertisements please mention Quest

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Case study

Steve Allen KNPS Continuous Improvement Manager for Kuehne + Nagel and ex-Royal Green Jacket Soldier Have patience when you start your new job and take time to understand your new work colleagues I joined the Infantry in 1986 at the Infantry Training Regiment in Winchester. After my initial training my first unit was the 2nd Battalion the Royal Green Jackets based in Dover. I did enjoy my Service life, in particular the sport and fitness training. The close friends and the people you meet last for a lifetime. Having completed an 18 month tour of Northern Ireland I needed a new challenge and decided to leave the Army. I was appointed to my first job because the employer was ex-military and understood the type of person he was getting. I joined Kuehne + Nagel around 20 years ago and spent a good 15 years as a Warehouse Operations Controller. I assumed the role of the KNPS Continuous Improvement Manager in 2009 and help to improve work practices and safety. Be under no illusions it will take time to adjust, you will still be decompressing out of military life while you are in civilian employment. Have patience when you start your new job and take time to understand your new work colleagues. I recently started the role of Military Mentor for ex-service personnel who join Kuehne + Nagel in my business unit. The aim of this role is to help ex-service personnel settle into Kuehne + Nagel and civilian employment. Over a brew (or wet if you’re Navy!) we can discuss how you’re settling in and give you any help or guidance you may need.

54 www.questonline.co.uk / December 2015