Quest February 2015

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

The resettlement magazine

IN THIS ISSUE CONSTRUCTION FRANCHISING HEALTH AND SAFETY LOCKSMITHING OIL AND GAS SECURITY SMART METERS

Choose the right road

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

February 2015 ISSUE 192

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Contents

Quest WELCOME TO THE FEBRUARY ISSUE OF QUEST! This month our focus falls on an array of different career sectors that are a popular choice for Service leavers: construction, health and safety, oil and gas, and smart meter installation, as well as security and the closely allied field of locksmithing, and for those thinking of starting their own business – but with the benefit of a proven model – there’s franchising. Beyond the workplace, regular contributor Ralph Straw has some sage advice (page 19) as to how much personal background information to share with ‘the uninitiated’ (i.e. civilians), while on page 51 our other regular correspondent, Keith Turnbull, offers some pointers on tapping in to the so-called ‘hidden’ job market. So turn the page and fire up your job search this February!

FEBRUARY 2015 ISSUE 192

6PAGE 24

6PAGE 20

CONSTRUCTION

OIL AND GAS

6PAGE 38

HEALTH AND SAFETY

6PAGE 34

SMART METERS

6PAGE 52 LOCKSMITHING

6PAGE 68 FRANCHISING

6PAGE 46 SECURITY

REGULARS Lynn Brown Editor

In-depth articles on all the career areas covered by Quest throughout the year are always available on our website: visit www.questonline.co.uk and click on ‘Careers A–Z’ for the full list.

04 Resettlement round-up News, training course info and first-hand reports to support your transition 54 Factfile – your guide to a better future Complicated rules and regulations, compressed and explained 66 Career Transition Partnership courses and events 70 Job opportunities

FEATURES 19 Family matters: The uninitiated 51 Uncovering the hidden job market

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.

February 2015 / www.questonline.co.uk

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Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition CRS releases its new course calendar for 2015 – together with a special course package, saving £600 RS is looking forward to welcoming Service leavers on to its courses in 2015 – with more than 120 NEBOSH courses planned there is sure to be one running every week somewhere across the ten venues throughout the UK, whether that’s Edinburgh in the north, Southampton in the south or anywhere in between. CRS now has more than 21 courses and course packages approved by the MoD for ELCAS funding, so whether you have £1,000 or £2,000 ELC allowance, we will have a package suitable for your needs.

During 2014, CRS saw more than 250 Service leavers attend its Health, Safety and Environmental courses, many attending for the first time having been recommended to choose CRS when deciding on a provider.

Ros Stacey, UK Sales Director and MoD Account Manager for CRS, confirms, ‘During 2014 we saw 50% of 2013 Service leavers returning for further HSE training in which to develop both their skills and knowledge in the health and safety sector.

I have been with CRS for three years and how nice it is to see our Service leavers secure health, safety and environmental job roles in all sectors, and to be able to support them in their employment with help and advice on HSE matters within their new workplace.’

CRS has just released its 2015 course calendar with courses and dates listed right through to

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December 2015. This includes a new special course, Combined National General and Construction, which gives you two certificates – one for the NEBOSH National General Certificate and one for the NEBOSH Construction Course. The course is delivered over 18 days and costs £1,998 including VAT and exams – a massive saving of more than £600 and a week shorter than taking both courses separately.

Ros continues: ‘I think this is excellent value for money and the course will appeal to Service leavers as they get two for the price of one. Also, as we have priced it attractively (special price only for MoD), there is still the opportunity to add another course to the package if the Service leaver is entitled to £2,000 ELC.’ If you have 2014/15 ELC allowances to use, you still have time to book some courses, as long as you start them before 31 March 2015. If you have used your allowance for this year, take a look at our website for 2015/16; you can book course places now so long as your first course commences on or after 1 April 2015.

Get in touch Tel: 01283 509175 Website: www.crsrisk.com See the advertisement on page 39

The drive to succeed!

David Hope, of Driffield in the East Riding of Yorkshire, writes about his experience as a driving Instructor with Learner Driving Centres …

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‘I have now been a driving instructor with Learner Driving Centres (LDC) for 15 months, following 25 years’ service in the Army. It was difficult to know what to use my ELC for because I had no experience of any other kind of job as I had joined the Army as a Junior Soldier at 16.

‘After an initial look around to see what was out there, I realised that I didn’t really fancy the prospect of working for somebody other than myself, so I knew that it was self‐employment I was after. I spent a little time looking at various self‐ employed franchise opportunities; I liked the idea of becoming a driving instructor and found LDC. I liked both the way they were set up as a company and the system they used to teach people to drive.

Once I knew what I wanted to use my ELC for, it was simply a case of filling in the relevant

www.questonline.co.uk / February 2015

paperwork and getting it sent off. The ELC application process was very straightforward and the whole process did not take long to complete.

‘I started my training with LDC in the early part of my last 12 months of service, juggling it with my Army work commitments. I would say this is a must for anyone wanting to become a driving instructor, as the whole process can take some time to complete. The training I received with LDC was first rate, and they continue to give me as much or as little support as I choose, leaving me to run my business as I see fit. I would strongly recommend LDC to any Forces leavers who are considering a career as a driving instructor. Being a driving instructor gives me challenge, reward and the flexibility to work on my own terms. I haven’t looked back!’

Quest Quest and the Quest logo are registered trade marks of Bulldog Publishing Limited Unit B4, Beech House, Melbourn Science Park, Melbourn, Herts SG8 6HB Telephone: 01763 268120 Email: info@questonline.co.uk www.questonline.co.uk EDITOR Lynn Brown MANAGING DIRECTOR Bruce Hodge ADVERTISING SALES MANAGER David Lidbury Account Managers Simon Blaaser Tony Heathfield Kate Horner Brian Tolworthy DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com 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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Get in touch Tel: 0800 197 0010 Website: www.LDCForces.co.uk See the advertisement on page 63 Join our group

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

5 February 2015 / www.questonline.co.uk

Resettlement round-up

Gas training achieves a UK first he UK’s leading gas training company, Brookhouse Training, has been granted Gold Status by the sector skills council, Energy & Utility Skills (EU Skills), for its Managed Learning Programme (MLP) in gas training. The only training company in the UK to receive this award, Brookhouse Training was assessed by the IAS (Independent Assessment Service) against a new protocol called the Standards for Training in Gas, which details exactly what must be included in an MLP. David Dumaresq‐Lucas, Director at Brookhouse Training, says: ‘We were assessed across our entire facility – nothing was left out of this intensive and demanding assessment and I’m very pleased to report we have not only achieved Gold Status but we are the first in the UK to have an IAS‐approved Managed Learning Programme in the whole of the UK. I thank our entire team for their hard work and diligence in helping to achieve this.’

Brookhouse Training is committed to EU Skills’ policy of ensuring our industries have the skills they need now and in the future. The energy and utilities sector is fundamental to the success of the UK economy, and a skilled workforce is vital in developing, maintaining and enhancing the sector.

Brookhouse Training is the UK’s number‐one gas, plumbing, training and assessment specialist, offering practical learning from within a bespoke state‐of‐ the‐art training centre based in Cleckheaton, West Yorkshire.

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The doors are always open for veterans at Finchale Training College ieutenant Colonel Mel Pears MBE (pictured) served as a soldier, rising through the ranks to RSM, New College RMA Sandhurst. Commissioning service concluded as the Commanding Officer of Personnel Recovery Unit (PRU) Catterick. Discharged in April 2014 following 39 years’ service, he currently heads up all veterans services at Finchale Training College as Head of Veterans Services and Business Development. Understanding the need of soldiers and officers is paramount. What happens when you discharge, how it affects you and your family members is what we excel in. We have developed an end‐to‐end, transitional, supported programme under one roof at Finchale. This bespoke service is flexible, funded and will cater for most needs – and, if we cannot address something, then we will signpost it to a credible professional.

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Veterans Services: supporting veterans since 1943 Finchale College was founded in 1943 as a rehabilitation and resettlement centre for veterans.

Over the past nine months, 160 veterans have been welcomed through its doors as part of its veterans service. We are a specialist provider offering

See the advertisement on page 29 ealth and safety is a growing industry, and NEBOSH qualifications are the most sought after by employers in the UK for health and safety jobs. Two‐thirds of job adverts for health and safety manager roles specify at least one NEBOSH qualification, with well over a third demanding a NEBOSH National General Certificate.

OMS, a training and consultancy specialist based in Leicestershire, offers a wide range of training courses to ex‐Forces personnel, and the good news is that it is government funded. Whether you are seeking a change of occupation or just looking to add new skills to your CV, there is something for everyone.

Carl Ormerod of OMS says: ‘Over the years, we’ve had many ex‐Forces delegates on our courses who had previously struggled to find work after leaving the Services but after undergoing training

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www.questonline.co.uk / February 2015

Get in touch email: enquiries@finchalecollege.co.uk See the advertisement on page 43

Health and safety qualifications can open up new job prospects

Get in touch Website: www.brookhousetraining.com

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employment‐focused training and rehabilitation for veterans with multiple barriers to work.

All of our programmes are customised to address individual need, and bring together a wide range of specialist support to achieve sustained employment.

The service works on a case‐ management basis: each veteran is assigned a caseworker, who offers contact within 48 hours, to begin to address the veteran’s immediate needs, such as drug, alcohol, housing, financial or relationship problems. Employment coaches are available as required to help with letters/CV writing, interview techniques or self‐employment. You can enrol in one of Finchale’s many in‐house vocational training courses – such as IT, accountancy, electrical, construction and horticulture – while the Veterans Services team carries out job searches on your behalf. In‐work follow‐up service is also available to each individual.

We make a difference!

and receiving a recognised qualification in health and safety, things have turned around for them.

Many of our trainers are ex‐Service personnel themselves, so we understand the challenges people face when they look for work or try to move to a better career.’

There are a variety of health and safety training packages on offer at OMS, from the NEBOSH National General Certificate and NEBOSH Certificate in Construction Health & Safety to NEBOSH Fire Safety & Risk Management.

Corporal Phil Taber, a delegate on several OMS health and safety courses, says: ‘All the instructors have a wealth of knowledge and practical experience that really comes across in their teaching. Being an injured soldier, their flexible approach allowed me to fit the training around my medical requirements, which was really helpful.’

If you are seeking a Forces funded course in the East Midlands, OMS can help. Call us to discuss the training qualifications and how they are relevant to a career that suits you. You can also email OMS or visit our website for more information.

Get in touch Tel: 0845 199 1912 email: info@oms.uk.com Website: www.oms.uk.com See the advertisement on page 43

Working offshore requires an RIIVKRUH VXUYLYDO FHUWLÀFDWH

With over 30 years’ experience training ex-military personnel, we’ll prepare you.

Resettlement round-up

Secure your future with ARG ssociated Risks Group (ARG) is an independent security consultancy group that has gone on to grow successful businesses in sectors ranging from close protection, security and risk management to specialist training, firearms and intelligence.

ARG Training has been the foundation on which the rest of the company was built. We provide training in a number of areas, such as close protection, live firearms, surveillance, advanced driving and FPOS‐I. This allows the capability to train our operatives in many different aspects of the security industry, and leads to professional and multi‐skilled operatives.

We proudly train many Service men and women from different areas of our Armed Forces through ELCAS as they leave on resettlement. Our ethos at ARG is quality, not quantity. For example, we never go above eight people on any one course and interview every prospective student so we can each see what the other is about. This serves to help them make an informed decision about training with us.

Our experience stems from both currently working operationally and from more than 170 years’ combined experience in the industry. We go that extra mile in making sure that everyone gets the most out of each course. That’s why, for instance, on each close protection course the student will go far beyond the requirements of the SIA in covering not only the five areas of close protection, diplomatic, corporate, executive, hostile and celebrity, but also surveillance, FPOS‐I, driving, business impact analysis, kidnap and ransom policy … and much more.

We always have and always will offer an open‐door policy to all our students and operatives, who are welcome to come in to see us for a brew and a chat, or to get further advice on their career.

The way we see it, we have a vested interest in each and every person who trains with us and works with us.

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Get in touch Tel: 01642 941510 email: training@arg.uk.com Website: www.arg.uk.com See the advertisement on page 11

8 www.questonline.co.uk / February 2015

I DID IT! Name: Paul Cunningham Final rank: WO2 Years served: 24 Training course: Fire Management advanced Current job: health and safety adviser/fire manager Paul Cunningham served in the Army (Artillery) for 24 years, leaving in early 2012 at the end of his service. Asked what training or experience gained during his Service career he now finds useful in civilian life, he lists ‘management, leadership, communication skills’. His CTW was, he says, useful for ‘showing what jobs are available’.

While serving, he took the NEBOSH General Certificate and, during his resettlement, complemented this with Vulcan’s Fire Management advanced course, which he found ‘very well run and very useful’.

Now working as a health and safety adviser/fire manager, a role he has now been in

for seven months, this involves ‘taking care of the H&S for a large site, with more than 3,000 people, contractors and visitors present daily.

The fire management responsibility covers seven large buildings across 40 acres. I like the fact that no two days are the same – every day presents something different, with new challenges.’

Asked to tell Quest about the major differences between his Service role and his current job, Paul highlights ‘the management structure – a civilian cannot be ordered to attend or carry out a task, you have to ask them’.

As for salary, he concludes: ‘Due to lack of experience when leaving the Forces, some people – myself included – have to take a pay cut while they build up their experience.’

Get in touch Tel: 01933 271756 email: info@vulcanfiretraining.co.uk Website: www.vulcanfiretraining.co.uk See the advertisement on page 44

I DID IT! Name: Beverley Thorogood Employer: Ministry of Defence, Royal Air Force Position: personal learning adviser Why did you choose to study on BA Business & Enterprise?

‘The BABE programme offered a number of key benefits for me: the ability to gain accreditation of prior learning and experience, and therefore to achieve the degree in under 12 months; the content focused on the practical application of learning that was totally relevant to the private, public and third sectors. The BABE programme offers very good value for money.’

What were the three key things that you learned?

‘First, I realised that the skills and knowledge I’d gained throughout my life were greater than I’d given myself credit for. Second, that reflective learning is a fantastic tool for developing emotional intelligence and can be quite humbling. Third, that learning theoretical models is less effective than learning how to apply those models to real situations; as BABE is very strongly focused on work‐based, real situations, that makes the learning more relevant.’

How has your organisation benefited from your studies?

‘The BABE programme has taught me to take a more strategic view of the organisation. The Work Based Learning Project provides a clear plan of action, giving me the motivation to keep going. I have been able to increase our customer base and

offer a wider range of services. The business models and tools that I’ve been introduced to have ensured that I can evaluate and measure the success of a project, and enabled me to align the project to the Station Commander’s strategic objectives. On a professional level, it has helped develop my leadership and management skills, enabling me to be a more confident manager.’

What has been the impact on you personally in achieving a degree?

‘When I completed a module and passed it I felt a profound sense of achievement. The biggest impact, however, is an increase in personal confidence.

When I embarked on the programme I was filled with self‐doubt but now I feel I can do anything!’

What would you say to someone who is considering starting BA Business & Enterprise?

‘To be absolutely certain that it is the right course for them. However, if looking for a business and management‐related course, providing the skills and knowledge to apply them in their workplace is challenging but satisfying – I couldn’t suggest a better course than BABE. The support and feedback I’ve received from the university has been outstanding, and having the monthly contact with the rest of the cohort has meant I never felt like I was doing this on my own.’

If you had to sum up your participation in BABE in one sentence, what would you say?

‘BABE is a highly rewarding, well‐structured programme using blended learning to get the best out of its students.’

Get in touch Tel: 0131 455 4348 email: Su.Smith@napier.ac.uk See the advertisement on page 13

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Resettlement round-up

Accredited trades courses to fit your future

K Trades Training is a well‐respected, established and proven training centre. Over the years we have extended our successful tiling course programme and now have a full professional range of quality accredited courses teaching tiling, plastering, plumbing, locksmith and photography, as well as offering training to a very high standard. Our reputation is built on the success of our past students, many of whom are now running their own businesses. You can rest assured that training with us is everything you need to start your new career.

If you are about to leave the Forces and are thinking about a self‐employed career in construction, come and try one of our many construction trade resettlement courses. We can fast‐track you on a very in‐depth, intensive self‐ employed course. Our resettlement clerk, Leanne, will email all the details of your course booking to you and your resettlement officer to make the claim process very simple for you to use. We are accredited by national awarding bodies up to level 3 for those wishing to use ELC, SLC or resettlement entitlements.

We offer a range of accredited courses to suit your needs, including three‐ and five‐week courses to allow both higher‐ and lower‐tier Service personnel to use their ELCAS entitlements, and one‐week standalone courses for those wanting to use their resettlement or SLC entitlements. We offer a three‐week Multi Construction course, which includes tiling, plastering and plumbing, as well as Advanced Tiling, three weeks; Advanced Plastering, three weeks; Multi Trades Skills, five weeks; Locksmith and Plumbing, one week; Plastering, one week; and Tiling, one week.

Our three‐ and five‐week courses do not have to be done back to back, as long as you do the course in weekly blocks you can take as long as you like to complete it.

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Get in touch Tel: 0191 427 4591 email: info@uktradestraining.co.uk Website: www.uktradestraining.co.uk

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See the advertisement on page 27

www.questonline.co.uk / February 2015

The greatest challenge of my career was leaving!

So says Paul Renshaw, now at Embrion …

‘Like most Armed Forces members of my generation, I saw tours of Iraq and Afghanistan in a range of challenging and Paul Renshaw rewarding roles, and the next deployment was always on the horizon. Sadly for me, family commitments meant that my adventures were curtailed earlier than I had hoped and I left after 12 years’ service.

To be honest, there is seldom a day that I don’t miss the Corps – especially the banter!

‘The move was without a doubt the most complicated decision of my life – weighing up the benefits of a reliable and rewarding career against the potential opportunities of the great unknown civilian world was a source of considerable head‐ and heartache.

‘I decided to focus my resettlement on the oil and gas industry, not least because it appeared to offer a world of opportunity, where many of the character traits of a successful Service life were mirrored, and thus my previous career could be viewed as a real strength. Encouragingly, it seemed my view was shared with resettlement

centres, industry briefs, government press releases, and oil and gas companies themselves.

‘I then got a break from a former Services colleague, who gave me an opportunity to prove myself offshore and, as predicted, the Armed Forces approach worked very well. Effectively, I got my break through a network I didn’t even know I had – fellow members of the Service of which I am now one and ready to help other Service leavers in the same way.

‘I now work at Embrion, where around 80% of our coaches and consultants are Service leavers. At Embrion, both our company and clients have recognised that, with just a small amount of training, this source of skilled employees yields huge potential. Embrion is determined to make this transition into the industry easier for Service leavers – not only those looking for challenging, very well‐paid employment, but also for our corporate clients trying to attract the right people to add value to their organisations.

‘At Embrion we provide relevant, high‐ quality training as an approved ELCAS training provider and are regularly referring people from our talent pool to our clients – they have seen the calibre of our team and want to add this to their own.’

Get in touch email: candy.maguire@embrion.co.uk Website: www.embrion.co.uk

RESEARCH NEWS FiMT grant enables research into how veterans with post-combat disorders adjust to civilian life he Forces in Mind Trust (FiMT), established to help ex‐Service men and women make a successful transition to civilian life, has awarded a grant of £152,119 to King’s College London to identify factors that both encourage and inhibit the process of military transition for veterans with post‐combat disorders.

The project will analyse historical data and collate it in order to summarise key learnings applicable to future transition, in particular outlining areas of support needed for Service personnel and the role of employment. While the link between mental illness and unemployment is well known within the general population, much less is understood about the veteran

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population, particularly those dealing with post‐ combat disorders such as post‐traumatic stress disorder.

Chief Executive of the FiMT, Ray Lock, says, ‘Historically, many of the issues surrounding veterans were based on anecdotal or emotive evidence. The resources being analysed in this research are unique and will further add to the strong evidence base to which we are contributing across the sector.’ Professor Edgar Jones of King’s College London adds, ‘This important grant will enable us to track how the effects of psychological trauma evolved over time, and to explore what factors aided recovery or sustained illness.’

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

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Resettlement round-up

ITIL in the spotlight uanta understands that leaving the Armed Forces and moving to civvy street can be a daunting experience. The rigid structure of life in the Forces is a far cry from the often unpredictable nature of civilian life. You will have heard about your ELC and have distant ideas of an illustrious career in IT … but where to start and how best to utilise your ELC allowance? The Answer is ITIL® at Quanta.

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What is ITIL? ITIL® (Information Technology Infrastructure Library) is a set of best practice guidelines for IT service management with an emphasis on managing IT services in a way that best helps a business achieve their aims.

How can it help your career?

IITL® certifications are internationally recognised IT service desk qualifications, with a clear path from the Foundation level certification to Expert level. ● Allows you to participate effectively in an organisation using an ITIL framework. ● Provides transferable skills and knowledge beyond IT. ●

ELC It is essential you find a training provider that provides value for your ELC. Quanta has more than 14 years’ experience working with the MoD and Service leavers, a dedicated ELC team, and is one of the few companies that can offer you approved ELC bundles, providing you multiple qualifications while using only one year’s ELC, be they multiple levels of ITIL® or course combinations unique to yourself.

What else at Quanta?

You are not limited to ITIL®, other IT and project management options include: ● Microsoft Certified Technology Specialist (MCTS) ● Microsoft Certified IT Professional (MCITP) ● CompTIA ● Managing Cisco Network Devices ● PRINCE2® ● SCRUM. Get in touch Tel: 0800 018 9561 Website: www.quanta.co.uk/elc See the advertisement on page 57

12 www.questonline.co.uk / February 2015

From Forces to franchising with ChipsAway he transition from a military to civilian career can seem daunting, but with the right support structure, training and business development, it needn’t be. Former Staff Sergeant Steven Daniel celebrated 24 years in the Army before leaving the Forces in 2012. Keen to be independent and use the skills he had gained, Steven identified the perfect opportunity in ChipsAway, the UK’s original and market‐leading automotive paintwork repair franchise.

By the time he finished training, Steven was confident that choosing ChipsAway was the right decision: ‘After a very successful launch, I had work lined up for weeks ahead,’ he recalls. ‘Ever since, I’ve always had a full diary; my reputation has spread by word of mouth and, although I’ve been trading for less than two years, recommendations account for more than 30% of all my new business leads.’

Even in the early stages of launching his business, Steven quickly built a very successful operation. He puts this down to the skills he gained through the Forces, together with the business development support he has received from head office, which he says has been invaluable: ‘From the outset the support from ChipsAway has been, and continues to be, excellent – from choosing my area of operation through to the training and the organisation of my business launch, and now developing and growing the business going forward.’

According to Steve, although previously he’d spent 24 years serving in the Royal Engineers,

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becoming a ChipsAway franchisee has had its similarities. ‘Self‐motivation, planning and time management to juggle workloads are all skills that have helped me in running the business day to day,’ he confirms. His quality of life, however, is ‘vastly different’, bringing him real flexibility and an excellent income. ‘I now have the freedom to choose my own working hours, and the independence to take the business forward and grow how I want it to, with the support of a national brand behind me. I loved being in the Army, but I wouldn’t change my life now for the world!’

With more than 300 specialists nationwide, ChipsAway is the UK’s leading automotive paintwork repair brand, with franchisees benefiting from extensive support in the successful launch and ongoing development of their business. The franchise package not only includes comprehensive practical training, but also business mentoring from an experienced franchisee, ongoing franchise development from a dedicated team, and full marketing and advertising support including national TV campaigns.

Get in touch Tel: 0800 980 5951 email: uk@chipsaway.co.uk Website: www.chipsaway.co.uk

Take a step closer to a career offshore with Petrofac Training Services etrofac Training Services, based in Aberdeen, recently celebrated a major milestone in the form of its one‐millionth delegate in the UK. With more than 35 years’ experience of delivering survival, safety and emergency response training courses for the oil and gas industry, the company has a proven track record of addressing and meeting training needs, including those of ex‐military personnel who are looking for a new challenge and career path within oil and gas.

Hugh Chisholm, Safety and Survival Manager at Petrofac Training Services, explains: ‘With a portfolio of more than 200 courses, we offer a wide range of training options for people who are looking to join the industry, as well as an unrivalled range of courses for experienced oil and gas personnel.

‘We have been delivering offshore survival training to delegates from all over the world for three decades, with a strong focus on quality and consistency. The calibre and experience of our instructors is unparalleled – with some staff having provided training for more than 20 years.’

The Basic Offshore Safety Induction and Emergency Training (BOSIET) certificate is a requirement for all personnel within the offshore oil and gas industry. Held at Petrofac Training Service’s survival centre in Aberdeen, the three‐ day course teaches a range of essential skills,

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including helicopter safety and escape, emergency first aid, sea survival, fire‐fighting and lifeboat training.

Alternatively, delegates can sign up to the tailored Survival+ package. With this you also receive a free industry overview, recommended sites to list your CV on, information on job roles, and those all‐important leads on who is recruiting within oil and gas.

Hugh Chisholm adds: ‘Our objective is to help train the workforce of tomorrow and our courses position us well to achieve this. Having worked hand in hand with the oil and gas industry for many years, we can offer rare insights and advice to those interested in a career offshore, including ex‐military personnel, who are increasingly looking to work in this industry.’

With the Survival+ package starting at just £699, with free MIST training included, and the opportunity to spread the cost to suit your needs, there has never been a better time to take the first step towards a life‐long career with exciting prospects.

Get in touch Tel: 0845 6062 909 Website: www.preparewithpetrofac.com See the advertisement on page 7

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

The Ambulance Services need YOU NOW DELIVERED ACROSS THE UK BABE - Edinburgh Napier University’s Innovative one year top up degree

Our courses are the ONLY qualifications recognised by UK NHS Ambulance Trusts and Private Ambulance Services. There is a high demand for service leavers who complete the 10-week programme below.

Edexcel IHCD Ambulance Technician This 7- week course leads to a BTEC Level 3 in Ambulance Aid. It equips you with the clinical skills required to work in pre-hospital health care.

Moulsford:

Entry requirements for BA Business and Enterprise include the vocational qualifications that go with forces rank, Personnel of Chief Petty Officer, Staff Sergeant, Flight Sergeant equivalent and above are eligible for direct entry* • Students attend local monthly workshops • Registered for ELCs, balance payable over 6 months

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

23rd March to 8th May 1st June to 17th July 28th to Sep to 13th Nov

Bonhill, nr. Glasgow: 2nd March to 17th April 27th July to 11th September

CMT 1 / RN LMA / RAF MA – to – IHCD Ambulance Technician Conversion This two-week course leads to a BTEC Level 3 in Ambulance Aid. It teaches military medics the additional skills required to work in pre-hospital care.

Moulsford: 23rd March to 3rd April 20th to 31st of July 16th to 27th of November Edexcel IHCD Combined Driving Programme (D1+D2) This 3-week course leads to a BTEC Level 3 in Ambulance Emergency Driving. We equip you with the advanced techniques required to drive ambulances on emergency duties whilst claiming exemptions to road traffic law.

Moulsford:

6th to 24th April 18th May to 5th June 20th July to 7th August

Bonhill, nr. Glasgow: 20th April to 8th May 14th Sept to 2nd October

Our training centre in Moulsford, Oxfordshire is 7 miles from RAF Benson, 9 miles from Abingdon & Didcot Barracks.

Contact: John Leitch on 01324 620 720 or 07803 887 510 Email: jleitch@ftssolutions.com

www.ftssolutions.com APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

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February 2015 / www.questonline.co.uk

13

Resettlement round-up

BOOKSHELF Royal Artillery Captain to donate proceeds of sketchbook to military charities

A career in information technology and education The IT industry offers an immensely diverse range of career opportunities hatever your length of service, leaving the Forces and the transition into civilian life and deciding on what course to do can often be very daunting. Through the training division at Open I.T, we will assist you every step of the way.

Open I.T is a UK learning centre that helps thousands of jobseekers, working professionals and Service personnel into IT training programmes every year.

The most common issue raised among training providers is that skills learned often don’t prepare you for the outside world nor how to build a career from your newly gained qualification. Open I.T recognises these issues, so offers hands‐on blended learning solutions, interview techniques and soft skills training, which upon course completion will help individuals with job placements by involving and introducing recruitment agencies.

Open I.T recognises that, in these uncertain times, it is more important than ever that you continue to develop your technical skills in order to keep your career moving forward, by offering a comprehensive range of IT training programmes to a wide variety of individuals across all sectors. Open I.T is constantly adapting to changes within a rapidly moving industry providing market‐ leading and advanced e‐learning training and a passion for educational development.

Open I.T understands that certifications and experience are of paramount importance in determining a candidate’s employability, so we tailor‐ make training programmes to provide both. Strong ties have been established with Hays Recruitment, and training solutions are provided to schools, colleges, Barclays Corporation, the Armed Forces, the NHS and governmental departments, including the Department of Work and Pensions, where we help thousands of people get back into work every year.

Each student is given our undivided attention, commitment and support in helping them with job placements, with the aim of securing employment and a successful career within a highly desired industry.

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aptain Alex Biddulph of 26th Regiment, Royal Artillery has published a book of sketches he drew while on an operational tour in Afghanistan in 2014. He has deployed twice to Afghanistan and, on his second tour, was among the handful of troops to leave Helmand Province on the final day of combat operations.

He is currently based in Gütersloh, Germany.

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Drawing the Front Line is a collection of sketches made in between patrols as a way of relaxing. Proceeds from sales of the book will be split between Blesma, The Limbless Veterans and ABF: The Soldier’s Charity.

Says Alex, ‘The book came about after I sketched as a means of passing time between patrols. By the end of the six‐month tour I had amassed a book full. Following encouragement from others I decided to publish and saw this as an opportunity to also help raise money for charity.’

To buy the book in hardcover, softcover or e‐book format, go to www.blurb.co.uk/b/5828961‐drawing‐the‐ front‐line

14 www.questonline.co.uk / February 2015

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 Website: www.openittraining.com/elc See the advertisement on page 5

Resettlement round-up

I DID IT!

Free telecoms career opportunities day for Service personnel

Name: Luke Stoneman Years served: 5 Current job: DHL driver ‘I left the Army in October 2014, having served for just over five years. I always knew I wanted to become a HGV driver as my dad has been doing it for years and I knew the potential amount of money you could earn. I also liked the idea of being out and about, and couldn’t imagine being stuck in an office.

‘Unfortunately, though, because I had served for less than six years, I was not granted any resettlement. However, from leaving the Army to now, I had it all planned out – with a lot of help from Pertemps. I left the Army, found somewhere to live and knew I needed to start work right away so I could be earning money. Pertemps got me a job with DHL and I started. I do four days on, two off.

‘A typical day at work normally starts at about 5 or 6 o’clock in the morning for a 12‐ hour shift. It’s sometimes more than that, but I don’t mind working long hours for good money.

‘I feel my military background does help me with my current lifestyle. The discipline you learn from the Army makes it easier to motivate yourself and get on with the job, especially getting up at 4 in the morning to be at work for 5. I don’t think I would be the person I am today if it wasn’t for the Army – it has made me a better person, keeps me in a routine.

‘If other Service leavers are looking at getting in to the same industry I would recommend researching the job. Know what you need to do and be prepared for the type of work you will be doing, as it can mean long hours, but if you are unsure then speak to Pertemps as they helped me with everything I was uncertain about. They were a massive help in getting me the job I have now and helping me get to where I am today.

‘My experience with Pertemps has been great! If I had a problem, I asked and there was no question so silly they couldn’t answer it. I found that they know how hard it is for Service men and women to leave the Forces – in my opinion, it’s a scary jump from military to civilian life, but Pertemps understood that completely and were there to help. I can’t thank them enough for the help they have given me – everything has been easy.’

Get in touch Tel: 0800 0320728 Website: www.pertemps.co.uk See the advertisement on page 72

Energy training providers team up to offer industry-first skills package wo of the Scotland’s leading energy training providers have come together to offer a package designed to give those looking to transfer to a career in the offshore industry a step on to the ladder in key trades.

The Bilfinger Salamis Skills Centre, energy trades competency and training specialists, and oil and gas safety training experts Survivex, have launched the Offshore Entrant Package. Following an eight‐day course in Aberdeen, delegates gain survival certificates plus an industry‐recognised trade qualification, for less than £1,700.

Says Andrew Green, CEO of Survivex, ‘Collaborating with Bilfinger allows us to deliver to clients a package that will equip them with the health and safety knowledge and practical skills required to forge a successful offshore career.’

Wendy Stephan, manager of the Bilfinger Salamis Skills Centre, adds: ‘We are always looking for new ways to ensure the offshore industry has competent, qualified workers. We have long recognised the difficulty both financially and logistically for our customers to book a package of courses in one city, but with this package our core objective is to provide realistic, convenient and quality training delivered to industry‐recognised standards.’

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The new Offshore Entrant Package is an eight‐day course. Delegates will spend five days at Survivex’s training facility, completing their mandatory offshore safety training, which includes OPITO BOSIET, MIST and Compressed Air Emergency Breathing System (CA‐EBS) Initial Deployment. This is the minimum standard required for anyone to work offshore.

Delegates will then spend a further three days at the Bilfinger Salamis Skills Centre, where they will complete the OPITO Blaster/Sprayer Training Standard level 1 course. Further industry‐ recognised trades training courses will be added at a later date.

Trainees can bolt on additional extras to their training, including an OGUK medical, Norwegian Escape Chute and Banksman/Rigger certificates for an additional fee.

Get in touch Tel: 01224 794800 email: jennydavidson@survivex.com Website: www.survivex.com

Telecommunications Industry Technology Awareness Event, Ragley Hall, Warwickshire, Thursday 5 March 2015 elecommunications is now the driving force behind the new economy and is key to business success in the 21st century. The integration of fixed line, mobile, internet and television, and the huge demand for sophisticated telecom technologies in transport and security environments, is leading to a huge need for technicians and allied disciplines. Telecom companies urgently need people like you!

This event will enable you to learn more about these opportunities, and discover how you could find a new and exciting career. You will be able to talk to telecom organisations and, over lunch, meet with ex‐Service personnel who have already made the transition.

We are pleased to welcome companies such as BT, Arqiva, 3, Ericsson, Forensic Pathways and many other industry giants.

Ubi‐Tech is an industry leader in telecoms technology training for ex‐ Services personnel and the industry.

More than 95% of our students get a job in the industry having completed one of our courses – at a considerable increase in salary over their expectation.

Ubi‐Tech is proud to organise this unique event for Service personnel in these challenging times. If you would like to join us on the day and explore the exciting opportunities that may lie ahead for you, then please register at: www.eventbrite.co.uk/e/industry‐ technology‐awareness‐event‐itae‐ tickets‐14316684589 We look forward to meeting you.

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Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk See the advertisement on page 13

See the advertisement on page 22

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February 2015 / www.questonline.co.uk

Resettlement round-up

BUSINESS START-UP IDEAS Downland Cycles Training Centre: accredited courses nr Canterbury, Kent

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A new study from the UK’s leading online resource Startups.co.uk reveals the hottest start‐up prospects for 2015 …

Get in touch Tel: 01227 709706 email: julie@downlandcycles.co.uk Website: www.downlandcycles.co.uk

Peruvian food, quirky cafes and custom‐ made 3D printed products are among the hottest business ideas for aspiring start‐up founders to pursue in 2015, according to the report. The study – entitled What business to start in 2015 – outlines the top 14 business opportunities expected to take off over the coming year. Other encouraging sectors highlighted in the report include sustainable and ethical clothing, property tech and protein products.

With Companies House data reporting a record high of 580,000 new companies registered last year, an accelerated increase on 2013 and 2012, the appetite for starting a business is projected to grow in 2015 as the process becomes quicker, cheaper and easier than ever. Building on this positive outlooks, Startups has unveiled some of the most opportune businesses to choose from. The report combines in‐depth research and analysis of emerging business and consumer trends, as well as interviews with, and suggestions from, industry experts, serial entrepreneurs, business leaders, and both established company CEOs and brand‐new start‐ups.

The 14 best business ideas for 2015 are …

1. Quirky cafes: first it was cats, then cereal and now crisps, quirky cafes are the in thing, making 2015 is a great year to start your very own niche cafe.

2. Custom‐made 3D printed products: from shoes designed to the curve of your foot to specific phone replacement parts, ‘mass customisation’ has never been easier.

3. Peruvian food: 2015 is the year we see this world cuisine become the food everyone wants to try, offering a window of opportunity to budding foodie entrepreneurs.

ownland Cycles offers Cycle Mechanic Courses and Frame Building Courses in rural Kent. We have been successfully training cycle mechanics and frame builders for 15 years. No expense is spared in providing the right equipment for you with individual work stations in our purpose‐built training centre. You can also purchase tools, parts and accessories at generous course discounts. A limit of five people per course means you will receive individual attention from our tutors, Bryan and Martyn.

On‐site accommodation is available at £38 per night, including all meals. You can use the evenings to practise and revise, sample the ale in the local pubs, and/or ride the local trails and roads.

We assume no previous knowledge when you arrive, and will train you in all types of components and systems – from 1950s internal hubs through to the latest electronic gearing technology, hand built and factory wheels, hubs, frames, brakes and suspension systems.

On our Advanced Frame Building and Design course you build your own frame to take away.

Come back and build it up on the mechanics course.

Our technicians are highly trained and knowledgeable, and all are cyclists. Bryan worked as a Pro Team Mechanic in the T of B. We started our business from scratch and know what it takes, how the industry works, what comes through a busy repairs workshop, and how to retail and run events.

We run custom‐build sales and repairs on site, alongside our Pro Campag Service Centre, wheel‐ building and SICI bike‐fitting service. All this offers an excellent opportunity to learn the skills and trade in the context of a comprehensive leading industry cycle business.

We can supply contacts for our course references from people who have trained with us and set up their own businesses, or now work as employees within the bike industry.

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See the advertisement on page 61

www.questonline.co.uk / February 2015

4. Protein products: the protein market is booming – from protein shakes and high‐protein ice creams to a growing number of people keen to ‘shred’ and get lean.

5. Sustainable and ethical clothing: with more shoppers on the hunt for ethical fashion, there’s a growing opportunity for savvy designers to launch an ethical fashion brand.

6. Property tech: as cloud technology becomes more advanced, ‘proptech’ is challenging the traditional estate agency.

7. Bike safety accessories: a start‐up that answers calls for increased bike safety could be a lucrative business opportunity.

8. Niche social networks: social media fatigue and digital maturity make niche social networks an enticing low‐ cost opportunity in 2015.

9. ‘Free from’ foods: be it dairy‐free, gluten‐free or even sugar‐free, the ‘free from’ foods market could be your ticket to start‐up success.

10. Pet sitting: growth in the pet‐care market and increased time pressures for pet owners point to a great freelance opportunity.

11. On‐demand service app: a whole wave of start‐ups are competing for a share of the service market, but there’s potential for more online platforms and apps to provide instant solutions for arduous tasks.

12. ‘Tech for good’: with tech innovation, and the growth of new funds and investment into technology‐led social enterprises, demand for the next Raspberry Pi Foundation is growing.

13. Growth hacker: demand will become higher than ever for tech‐savvy experts who can combine content and marketing mechanisms with knowledge of code to convert browsers into sign‐ups.

14. Care home services: the number of people aged 85+ in the UK is predicted to double in the next 20 years, meaning that the potential to provide a well‐being service for residents is high.

Family matters

The uninitiated Regular Quest contributor Ralph Straw reports once more from the resettlement frontline on why, despite the necessity to highlight the valuable transferable skills your time in uniform has given you, there are other Service experiences that are perhaps best kept to yourself … aving had a fair taste of war, I can’t say that I enjoyed it much.

Don’t get me wrong – there was excitement, adrenaline, and that sense of adventure that so many young people crave and few experience. But I certainly can’t say I like war, in fact I rather despise the whole business. But one goes because that’s what your job is.

There are so many positive aspects of your Service career that will make you recession‐proof in civvy street: time management, organisation, cheerfulness, respect for others, diligence. And something never to be underestimated when making an impression: your military bearing. All valuable and all transferable.

However, I’ve noticed that there is an underlying block when it comes to the military ethos. When I got out, I was told that civilians are different, they won’t get you, so be careful. Like so much good advice, I flouted it, thinking that I knew best. But there is something different about us … not a bad thing … but different, non‐ transferable, non‐communicable, and I didn’t want to believe it.

A friend and colleague recently visited London. She mentioned she was looking around museums and I suggested the Imperial War Museum, having visited it

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myself in the summer. Her reply was, ‘I don’t like war …’

Did she think that I liked war? Because I certainly do not.

The Vietnam War correspondent Joe Galloway said that war remains with a person for the rest of their days.

There are some things about your Service career that just aren’t transferable to civilian life. I’ve been asked all the questions that a Service leaver dreads. I’ve answered some of them honestly, and at times have been met with shock and disgust as a result. At other times I’ve evaded such questions and been as vague as possible.

How can you explain some of the horrors of war to people who have never experienced it?

To return to Vietnam, Karl Malantes, a former US Marine Lieutenant refers to ‘the uninitiated’ in his bestselling book Matterhorn. In this book, the lead character, Lieutenant Mellas, decides that it is a fruitless exercise to explain his experience of being in the jungle and fighting the Viet Cong.

I was recently asked to create a presentation and include some details of my background. I included a couple of photographs. When I went to give the presentation, it was only as I clicked to the next slide that I discovered the two military photographs had been removed.

Afterwards a senior member of staff passed on the apologies of the person who removed them, and hoped that I wouldn’t be offended. I wasn’t offended and I just kept my mouth shut, it was just a couple of pictures of a soldier in uniform. What was there to be offended about?

I learned a valuable lesson that day and afterwards: you are entering the world of the uninitiated, just as Lieutenant Mellas did after the Vietnam War. People will want to know what you’ve done and where you’ve been. Was it scary in Iraq and Afghanistan? Have you ever killed anyone?

Save these discussions for those that are initiated. The uninitiated won’t understand and you may land yourself in trouble.

Sell yourself, market the skills that you’ve mastered while serving, walk around your new place of work with your neck in the back of your collar, pin on that veteran badge … but know that there’s a limit, there are things that are best left unsaid.

And no one ever got into trouble for keeping their mouth shut.

This is just what I have learned and, like most lessons worth learning, it has been learned the hard way.

Be well, Ralph Straw

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

RTA

VEHICLE RECOVERY TRAINING Hiab, Flt and Cpc included Dedicated Training Centre Tel: 01492 514300 E-mail: admin@attdg.co.uk www.mod-resettlement.co.uk

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February 2015 / www.questonline.co.uk

19

Oil and gas

JOB ROLES OFFSHORE Searching • Geologists locate possible sites and calculate how much oil is there • Geophysicists map the substructure

Working in

oil and gas What’s involved?

Working onshore

xtracting oil and gas offshore is a complicated process carried out in a harsh environment. The UK’s offshore installations range from large structures standing on the seabed, where up to 200 people may work, to smaller floating production facilities that may employ as few as 30. The UK oil and gas extraction industry (referred to as ‘upstream’) covers the exploration, extraction and initial processing of oil and gas (hydrocarbons) from around the UK, both on‐ and offshore.

The UK still has substantial, potentially recoverable, reserves of oil and gas, but these come with many technical challenges. This makes the UK a high‐cost province so it is fortunate that, in its most recent Activity Survey, Oil & Gas UK (the trade association for the oil and gas industry), reported record levels of investment in the UK Continental Shelf (UKCS) and forecast an upturn in production – positive news not only for Britain’s energy security but also for employment prospects (see below). Indeed, Dr Alix Thom, Oil & Gas UK’s Employment and Skills Issues Manager, confirms that, ‘More than 440,000 people are employed in the oil and gas industry and the outlook on the jobs front is looking positive, with the sector investing a record £ 14.4 billion in the UKCS in 2013 and forecast capital expenditure of around £13 billion for 2014.’

Work onshore encompasses a wide range of activities. Scientists and technicians work to produce improved fuels and more efficient energy; while engineers and construction workers build and maintain the plant and pipelines.

Energy supply is governed by complex and sophisticated ICT systems, so technicians, programmers, designers and trouble‐shooters are involved. Transporting bulk fuels by road demands specialist transport, licences and safety qualifications.

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VINCE CABLE HIGHLIGHTS PROSPECTS FOR SERVICE LEAVERS IN THE INDUSTRY

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Speaking exclusively to Quest, Business Secretary Vince Cable has this message for our readers: ‘The oil and gas industry offers some of the most exciting and challenging jobs across a range of disciplines.

That is why we are working with Oil & Gas UK and the skills body OPITO to establish a national programme to retrain ex-military personnel with the relevant skills. This follows the launch of the Oil and Gas Industrial Strategy last year, which had a big focus on skills training.

‘There are many transferable skills between the two sectors, so I would encourage anyone who is coming out of the Armed Forces to see what opportunities are out there, both on- and offshore.’

www.questonline.co.uk / February 2015

Working offshore Working offshore involves two or three weeks on a rig or installation, followed by equal time at home. Everyone works shifts, normally of 12 hours’ duration. They work close to others in places where there is little space to spend time on their own. Working conditions are noisy and dirty; work is outdoors, and involves lifting and carrying heavy weights, and working with powerful machinery. Some of the jobs available are listed in the accompanying box.

Oil and gas industry skills gained in the Services Although there is no direct relationship between the oil and gas industry and the Armed Forces, as noted in the following section many of the skills required and valued by employers are taught and practised by a number of people in the Services. Generalist skills, such as supervisory management, project management and administration, are sought after, as are all manner of specialists like engineers, divers and cooks. There are also fuel specialists in units, and a few people highly trained in fuel technology.

Employment prospects for Service leavers According to Oil & Gas UK, there is no doubt that the sector represents one of the major providers of challenging, highly skilled and well‐rewarded jobs throughout Britain. Dr Thom continues: ‘In the next five years alone, there are at least four major projects that will need 4,000 people – and 7,000 people a year will be required to support offshore activities.

Exploration • Mud loggers (geologists) analyse mud, fluid and debris from an exploratory drilling • Reservoir engineers assess oil reserves and drilling sites Drilling • Roustabouts are offshore unskilled manual labourers • Roughnecks/floormen carry out the drilling operation under supervision • Derrickmen work above the rig, handling the drill pipe sections • Pumpmen assist derrickmen • Assistant drillers coordinate the activities on the drill floor • Drillers control the drilling team • Toolpushers oversee the whole operation • Rig superintendents are responsible for the operation • Drilling engineers order the drilling programme Well services • Operations supervisors oversee the well crew’s activities • Wireline operators maintain the well and the tools • Coiled tubing operators use a tube to pump fluids into the well Production • Production engineers monitor wells and check efficiency • Production operators manage the flow of oil • Control room operators (barge engineers) manage the equipment that reports on production General operations • Offshore installation managers are responsible for offshore operations • Radio operators control movement and communications • Crane operators and their assistants load and unload cargo, and supervise teams • Caterers feed and water the crews • Stewards maintain and clean accommodation • Divers inspect and maintain subsea structures, often using remote equipment • Medics deal with minor complaints and major injuries • Storemen order and hold equipment and supplies • Mechanics and technicians perform a variety of specialist roles Business support • This includes accounting, legal, IT and administrative roles

Oil and gas

I DID IT! Name: Michael Cooper Years served: 15 Training course: SQA ROV Piloting Skills Bdr Michael Cooper has served in the Army for 15 years: 13 in the Royal Armoured Core, The Queens Royal Hussars, operating Challenger 2, and for two years as an Unmanned Air Vehicle Commander piloting Hermes 450. Asked to tell us about any civilian qualifications he has obtained during his Service career, he lists: • BTEC level 3 – RAPD (Aviation Operations on the Ground) • ECDL – BCS (European Computer Driving Licence) • Functional Skills, City & Guilds – English and Maths level 2 • Modern Apprenticeship – EMTA (Engineering Foundation) • NVQ – City & Guilds (Engineering Maintenance) • NVQ – EAL (Health and Safety) • NVQ – EAL (Basic Engineering Drawing Measuring Marking Out) • NVQ – EAL (Basic Engineering Materials).

He tells us that he registered for ELCs, ‘a few years ago while with the QRH, to allow for further education’.

Having highlighted his preferred career path in the ROV industry, he has so far undertaken an impressive array of courses, including SQA ROV Piloting Skills, taken at The Underwater Centre, Fort William. The course was, he says, ‘very well run’ and offered a good academic/vocational mix, as well as, importantly, the base qualifications required for an ROV pilot/tech in the ROV industry.

‘The classroom-based learning was intense and hard going at first due to my having little or no understanding of the subject matter but, with subtitle revision and a lot of home study in the evening, it soon came together and made sense. It was a seven-week intensive ROV Pilot/Technician course, consisting of four weeks’ electronic classroom-based learning (so those without an electrical background could gain the base skills required) followed by a more ROV-oriented three weeks, consisting of basic hydraulic and associated systems, while also gaining invaluable hands-on piloting and maintenance skills with the Saab Seaeye observation ROV.’ Having taken this course, he is pleased to report that, ‘I now have the skills required of potential employees, and subsequently have found employment in my preferred position.’

Asked if he has any advice for other Service people registering for or using ELCs, he responds, ‘Make sure you research in-depth your chosen career path and ensure its future viability; also ensure that you submit the correct paperwork in good time to allow for any potential costly errors to be rectified.

‘Knowing that I have three lots of £2,000 to use in the next ten years to gain further qualifications is nice!’

Get in touch Tel: 01397 703786, email: fortwilliam@theunderwatercentre.com Website: www.theunderwatercentre.com See the advertisement on page 59

and polymer industries, which also has a key This is an exciting industry, which not only role in meeting the skills needs of emerging provides highly skilled and well‐rewarded technologies) is working with industry to employment, both onshore and offshore, but develop standards, qualifications and also the opportunity to push the boundaries training. Energy & Utility Skills (the Sector in innovation and technology. As technology Skills Council for the gas, power, waste advances, so too does the capability to extract management and water industries) is also more oil and gas resources, which means the developing occupational standards and industry has the potential for a long‐term and qualifications for those involved in mains productive future. laying and service laying.

‘To meet these future commitments, the All offshore workers must achieve the industry is growing the existing pool of talent. minimum industry safety training This means taking a collaborative approach standards: to attracting people from other sectors. Our sector is working together with the MoD and ● introduction to the hazardous offshore the Career Transition Partnership (CTP) to environment match industry job profiles with military ● working safely (including safety roles, in order to identify directly transferable observation systems) positions, and highlight where training and ● risk assessment conversion courses may be required. ● platform integrity ‘Oil and gas firms are increasingly ● permit to work (also called control of recognising the benefits of recruiting men work) and women from the Armed Forces, who ● mechanical lifting tend to be results‐orientated individuals with ● manual handling a can‐do attitude, and a broad range of skills ● control of substances hazardous to health and international experience. The industry is ● working at height. aware that there are many highly qualified Completion of this programme is included on and skilled individuals in the Services with the individual’s Vantage Card accreditation the capability to take on a challenging second and, for this to be maintained, a refresher career in the oil and gas industry. programme will need to be taken every four ‘Qualities such as team leadership, years. In exceptional circumstances, an organisational skills and technical knowledge individual who has not undertaken this are all highly prized by the sector, and career training may be allowed to work offshore as a opportunities exist in the fields of ‘green hand’ under the supervision of a engineering, project management, health and mentor. safety, and the skilled trades. The scale of the industry is such that individuals can progress up the managerial ladder or ĨŽƌ Ă ĐĂƌĞĞƌ ŝŶ ƚŚĞ ŽīƐŚŽƌĞ Žŝů build a career as a subject ĂŶĚ ŐĂƐ͕ ŶƵĐůĞĂƌ ĂŶĚ matter expert, not to ƌĞŶĞǁĂďůĞ ĞŶĞƌŐLJ ƐĞĐƚŽƌƐ mention the vast diversity of jobs in the wider aspects of the sector encompassing HR, logistics and management.’

ROV Training Course

Divers The industry is also one of the largest employers of divers. Diving also requires life support technicians managing and controlling all aspects of a diver’s well‐ being in a decompression chamber between or after dives. ROV technicians man two types of ROV (remotely operated vehicle): work and inspection.

Get qualified!

Cogent (the Sector Skills Council for the chemical, pharmaceuticals, nuclear, life sciences, petroleum

Prices and Dates www.rovtraining.org +44 (0) 15394 40200 ĞŶƋƵŝƌŝĞƐΛŵƚĐƐ͘ŝŶĨŽ February 2015 / www.questonline.co.uk

21

Oil and gas

The current Basic Offshore Safety Induction and Emergency Training (BOSIET) course modules are: ● Travel safely by helicopter to an offshore installation ● Live and work safely on an offshore installation

ENTRY REQUIREMENTS FOR THE INDUSTRY • • • • •

Minimum age of 18, but the preferred range is 21–30 Minimum height of 1.63 m (5 ft 5 in) Physical fitness Not colour blind (for some jobs) Relevant employment experience (if possible) and good Services work record

CSWIP: CERTIFICATION SCHEME FOR PERSONNEL UNDERWATER WELDING, INSPECTION & NDT •

CSWIP is considered to be the global industry standard for underwater inspection personnel.

• A CSWIP certificate is often a mandatory requirement for offshore inspection.

• CSWIP also certifies ROV inspectors and underwater inspection controllers.

To find out more, please visit www.cswip.com Tel: +44 (0)1223 899000 or email: twicertification@twi.co.uk

Respond to offshore installation emergencies.

Follow‐up training may include: ● Helicopter safety and escape ● Firefighting and self‐rescue ● Emergency first aid.

Those with degrees in geology, chemistry, engineering and logistics, and experience in project management, are highly prized. AS‐ levels or equivalent are required to enter as a technician, while GCSEs or equivalent will give people a start at craft level. According to Cogent, there is a 17% under‐supply of people qualified at S/NVQ levels 2 and 3. As occupations that employ people qualified at this level account for 57% of the oil and gas industry, this is a significant shortfall – and one that the industry is aiming to address.

There are a large number of S/NVQs to be gained, in subjects including: ● Bulk liquid warehousing ● Chemical, pharmaceutical and petro‐ chemical operations ● Forecourt operations ● Measurement processes (maintenance) ● Measurement processes (proving, prover) ● Nuclear decommissioning ● Offshore deck operations ● Offshore drilling operations ● Process engineering maintenance ● Processing operations: hydrocarbons ● Refinery control room operations ● Refinery field operations. ●

Looking to enter the offshore oil and gas industry?

Energy training market leaders Survivex and the Bilfinger Salamis Skills Centre have teamed up to deliver a package designed to give you a start in the offshore industry; Offshore Entrant Package Incl. OPITO approved Offshore Survival, MIST and Painter/Blaster training

Train with the Real Experts.

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22 www.questonline.co.uk / February 2015

Finding employment Competition for jobs – offshore in particular – is fierce; relevant skills and experience are valued, with ex‐Forces people often highly employable. Pay is good and experienced operators can expect to earn £30,000‐plus a year. Offshore installations vary in size, but a typical one houses a core crew of 50 to 100 men and women. Living quarters are compact but comfortable. Food is good and plentiful, with a range of activities provided for off‐duty periods.

KEY CONTACTS Cogent SSC Ltd, Tel: 01925 515200 Website: www.cogent-ssc.com Twitter: @cogentssc Energy & Utility Skills, Tel: 0845 077 9922 Website: www.euskills.co.uk Twitter: @EUSkills Oil & Gas UK, Tel: 020 7802 2400 email: info@oilandgasuk.co.uk Website: www.oilandgasuk.co.uk Twitter: @oilandgasuk OPITO (Oil & Gas Academy) (training information), Tel: 01224 787800 email: reception@opito.com Website: www.opito.com Twitter: @OpitoPOL

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

Providers Providers of shor short short duration training g cour courses urses and a D DVVHVVPHQWV IRU WKH ÁRRULQJ LQGXVWU\ $LPHG DW WKH VVHVVPHQWV IRU WKH ÁRRULQJ LQGX G VWU\ $L $ PHG DW WKH K FRPPHUFLDO DQG GRPHVWLF PDUNHWV F RPPHUFLDO DQG GRPHVWL W F PDUNHW H V Carpet • La Lam Laminate minat ate • Car pet • Linoleum leum •W Wood ood • Vinyl Vinyl – sheet she eet and tile •6 6XEÁRRU SUHSDUDWLRQ S HSDUDWLRQ R XEÁRRU SU 6XSSOHPHQWDU\ FRXUVHV 6 SSOHPHQWDU\ FRXUVHV 6X H • Estimating g and planning • Moisture measurement measuremen measurement • :RRG VDQGLQJ ÀQLVKLQJ :R RR RG VDQGLQJ ÀQLVKLQJ

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February 2015 / www.questonline.co.uk

23

Construction

Construction What’s involved? onstruction is the UK’s biggest industry, with five regions in particular predicted to outperform the UK average in construction output in the run‐up to 2016: the east of England, Greater London, the south‐east, the south‐west and Northern Ireland. Private housing, and the industrial and commercial sectors, are expected to continue to be the main drivers for the industry over the coming five years.

However, the workforce risks a serious skills shortfall due to its ageing nature. A major concern is the lack of young entrants into an ageing workforce, with numbers of older workers (aged 60 and over) in the industry having doubled in recent years, while the number of those aged 24 and under has fallen. While the increasing age profile is most pronounced in the manual workforce, professional trades such as architecture, mechanical and civil

C

24

www.questonline.co.uk / February 2015

engineering could also lose a fifth of their manpower to retirement in the next ten years, so the need for new, younger blood is pressing. (See the ‘Skills shortages’ box for more information.)

Who are the employers?

Most employees in this sector, for both contractors and professionals, work within medium‐sized companies (those with 10– 250 employees). However, most companies in both categories are small, with the vast majority employing fewer than ten people.

Furthermore, many of those working within the sector are self‐employed, representing over one‐third of the available labour in the contracting sector.

Construction skills gained in the Services Apart from a handful of people employed in units to carry out minor carpentry and repair jobs, and Army pioneers who have

basic building skills, all three Services rely on the Royal Engineers for construction, including airfield and port repair and maintenance.

Some officers may have a first degree in an engineering discipline, on‐the‐job training and experience, postgraduate qualifications and/or membership of a civilian institution. Their experience of managing engineering projects may be particularly attractive to any future employer.

Non‐commissioned ranks will have completed anything from NVQs at level 2 in basic training and level 3 after higher training, to an apprenticeship. Trades vary from surveyor to plant operator, and from draughtsman to bricklayer.

Professional and management careers Those employed at this level will usually be qualified as one of the following:

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

Start your career in real estate & construction with an accessible, relevant & cost effective qualification The College of Estate Management, an approved ELC provider, offers a range of RICS and CIOB accredited bachelors’ and masters’ degrees via supported online learning. Our Foundation degree caters for those looking to take their first steps into higher education.

‘ The course is extremely well run, very interesting and relevant to the profession I am now working in. The tutors are very knowledgeable, patient and committed.’

Kirk Davidson, BSc (Hons) Estate Management RN Rtd., Graduate Surveyor, Bruton Knowles

Find out more www.cem.ac.uk/elcas email enquiries@cem.ac.uk or call 0800 019 9697

Patron: HRH The Prince of Wales Our courses are accredited by:

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Construction

● ● ● ● ● ● ● ● ● ● ● ● ● ● ● ● ● ● ● ●

architect architectural technologist building control surveyor building engineer building services engineer building surveyor civil engineer construction manager facilities manager general practice surveyor geomatics surveyor geospatial modeller geotechnical engineer hydrographic surveyor landscape architect land surveyor project manager quantity surveyor structural engineer town planner.

Get qualified!

Entry to the industry at this level requires academic qualifications. These could include the following: ● national certificate (NC), national diploma (ND), Scottish vocational qualification level 3 – college qualifications in construction‐related subjects such as building studies or construction and the built environment, which roughly equate to A‐level

THE CONSTRUCTION PLANT COMPETENCE SCHEME (CPCS) Plant is a varied part of the construction industry – there are more than 66 different categories of plant in use. Construction plant operators work with the diverse machinery and equipment that is used on building sites, roadworks, railways and in forestry.

The CPCS provides a single skills card for the plant sector of the construction industry; it covers many categories, including some very specialised equipment.

Most contractors will insist that plant operators are in possession of an up-to-date CPCS card before they allow them to work on site; it is the largest and most recognised card scheme for the construction plant industry. A valid card is proof of the operator’s skills and shows that they have passed the relevant health and safety tests.

After close communication with the industry, the scheme was updated to make it easier for plant employers to get their staff accredited in a more flexible way, without losing any of the quality that has always been associated with the CPCS. Accepted on all major construction sites, possession of the CPCS card is an excellent way to make sure that plant operators are qualified to work on any project.

For further information, guidance notes or to search for test centres, visit www.citb.co.uk/cardstesting/construction-plant-competence-schemecpcs

26 www.questonline.co.uk / February 2015

I DID IT! Name: Kirk Davidson Final rank: CPO Years served: 22.5 Training course: BSc (Hons) Estate Management Current job: graduate surveyor Kirk Davidson served in the Royal Navy for 22.5 years, specialising in Meteorology & Oceanography. Of leaving the Services, he says: ‘I had spent the majority of my last five years working away from home, separated from my family, so I took the decision to leave.

New challenges beckoned and I had been studying hard to prepare for a second career. I felt that the timing was right in my targeted employment market.’ While serving, he goes on, ‘through various training roles I gained mentoring and coaching qualifications to supplement and broaden my managerial experience, qualifying as a member of the Chartered Management Institute (MCMI) in 2013’ (see box).

He continues, ‘I started preparing for a second career in 2009 when I enrolled on the BSc (Hons) Estate Management course through The College of Estate Management, Reading.

Having studied with a number of external learning providers I was very impressed with how well organised the College’s programmes were. All courses are designed for remote study and are particularly well suited to the regular displacement of Service personnel. My qualification is accredited by the Royal Institution of Chartered Surveyors, the leading institute for property professionals worldwide. My advice to those still serving would be to make the most of what the military has to offer. The Navy did not educate me, but it facilitated my access to education through ELC and SLC – use them!’

Asked about training and experience gained during his Service career he now finds useful in civilian life, Kirk responds: ‘Transferring the ability to communicate effectively is my most valuable skill. All levels of management in the Armed Forces emphasise two vital components: brevity and clarity. Defence training taught me how to impart knowledge purposefully, with the just the right amount of words. I think this translates well to any civilian employment. Living from ship to shore also taught me to organise myself. This helped me juggle undergraduate study with full-time work and family commitments. It hasn’t always gone to plan but I haven’t given up – another military attribute – instilling a desire to succeed against the odds. I believe the Navy offers a career profile like no other; frequent change becomes normality and adapting to new environments becomes second nature to those with a lengthy military career. It is important to recognise this as a big plus. Employers want people who can adapt and manage change in this technologically driven age. Finally, a Forces sense of humour is what has broken down barriers and kept me smiling when the chips were down!’

As mentioned, during his resettlement, Kirk began studying for a BSc (Hons) in Estate Management with The College of Estate Management: ‘The course is extremely well run, very interesting and relevant to the profession I am now working in. The tutors are knowledgeable, patient and committed. My first year introduced me to contract law and tort, managing people and finance and building technology.

Year 2 narrowed my field of study, with property law, landlord and tenant, high-rise building technology and micro/macroeconomics. Year 3 explored commercial property, finance and valuation techniques. My final year will cover investment and applied valuation, plus a 10,000-word dissertation. Coursework deadlines and face-to-face events

are always promulgated well in advance and online resourcing is comprehensive.

‘I arranged work experience with several surveying practices in Plymouth during leave periods to get myself known and complement my studies. My current position was secured through contacts I made while gathering work experience. I would highly recommend seeking civilian work attachments in the last few years before leaving the Services – sacrificing leave definitely paid off as I’m now in the position I’d always hoped for.’

Currently working as a graduate surveyor with property consultants Bruton Knowles, a role he has now been in for around seven months, he says, ‘For three to four days a week I assist in planning easements for overhead pylons that form part of the Hinkley C Nuclear Connection Project, Avonmouth. I assist with compensation negotiations for affected commercial landowners and their tenants. Recently I started a land-referencing exercise to investigate tenures along a 4.5 km corridor for Wales & West Utility. This involves meeting with landowners to describe the nature of a proposed scheme and gather information about topography.

I also assist with Plymouth area property and land valuations.

‘I’m working with intelligent people who encourage innovative thinking. I feel there’s less bureaucracy in my current workplace and I like being part of a private partnership. I feel closer to the real decision makers and more able to contribute directly to the success of my employer. I’m pleased to be mentored by two very knowledgeable surveyors in a pleasant city office that doesn’t pitch and roll in high winds!

‘I’d be lying if I said I wasn’t apprehensive about leaving the Forces and the security of a reasonable salary.

Now, though, after settling in to my new career I feel more at ease. I can plan holidays in advance and not concern myself with where I may be in six months’ time. I’m still going through a period of adjustment. I’m starting out on the bottom rung again and it’s hard not to view this as a backward step, however I will progress quickly and benefit over the longer term from a very rewarding second career.

There are no insurmountable problems presented by civvy street, just different ways of working and unfamiliar environments. During my induction for National Grid I was advised to run away from fires, whereas in the Navy I was drilled to run towards them!’

Get in touch Tel: 0800 019 9697 email: enquiries@cem.ac.uk Website: www.cem.ac.uk/elcas See the advertisement on page 25

QUALIFICATIONS OBTAINED WHILE SERVING •

• •

• • • • • • •

BSc (Hons) Estate Management, The College of Estate Management, ongoing study, expected graduation September 2015 BSc (Hons) Applied Meteorology and Oceanography (2:1), Plymouth University, 2013 CMI level 6 Award, Management and Leadership, Chartered Management Institute, 2012 BTEC level 5 Diploma, Professional Management, 2014 BTEC level 4 Certificate in Teaching, 2010 QCF level 5 Meteorological Forecasting A1 QCF Assessors Award European Computer Driving Licence, 2008 A level Economics, 2003 GCSE Maths and Physics (distance learning, National Extension College)

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

27 February 2015 / www.questonline.co.uk

Construction

SKILLS SHORTAGES Although the highest skills requirement is currently for workers with wood trade skills, there is also demand for managers, clerical staff, architects, engineers, and other design and technical professionals. A major concern is the lack of younger entrants into an ageing workforce.

According to Training and Skills in the Construction Sector, a report commissioned by CITB, an average of 50,000 construction workers will be required a year over the next few years, allowing for replacement as well as new jobs, in line with workforce turnover. As outlined at the start of this feature, construction growth is expected to shift from the north to the south and east. ●

●

●

higher national certificate (HNC) or higher national diploma (HND) – college or university qualifications; HNCs are usually taken part‐time and HNDs full‐time; both can take two or three years to complete; those qualified at this level usually start as advanced technicians or trainee managers, and work towards professional qualifications such as Incorporated Engineer foundation degree – takes two years to complete full‐time or three to four years part‐time; provides entry to the third year of an honours degree honours degree (BA, BSc, BEng or MEng) – usually in subjects like civil and structural engineering or construction management – takes three to four years to complete full‐time, and five or more years part‐time; graduates coming into the industry usually join a specially tailored training scheme leading to such professional qualifications as Chartered Engineer or Chartered Surveyor.

Technical careers Technicians generally make things happen by combining theory with practice. They can be qualified in any of the areas appropriate for professional and management careers, or in roles such as: ● architectural technician ● buyer ● CAD operative ● estimator ● planner

THE CONSTRUCTION SKILLS CERTIFICATION SCHEME

28

The CSCS was set up to help the construction industry improve quality and reduce accidents.

CSCS cards are increasingly demanded as proof of occupational competence by contractors, public and private clients and others. They cover hundreds of construction-related occupations so there is a card suitable for all roles (for example, ‘Craft and Operative’ cards include those for bricklayers, carpenters and joiners, formworkers and plasterers).

To find out more, visit: www.cscs.uk.com

www.questonline.co.uk / February 2015

plant technical support roofing technician ● site engineer ● site inspector ● site technical support.

To start training and/or do a college course requires four GCSEs, or equivalent, at grade C or above, with maths, English and the sciences being the preferred subjects.

However, some people start training with A‐ levels and others qualify through craft skills (see below), often attending an FE college to gain, say, national qualifications. Still others enter with NCs/NDs or vocational qualifications.

become an expert in ornate ceiling and wall decoration in expensive houses. Other people might build a portfolio in a number of skills to qualify them for supervisory and then general management. Another example of current certification is the Construction Plant Competence Scheme (CPCS) – a card scheme introduced to prove the skills of plant operators (see box).

Building services covers the essential services that allow buildings to operate, while the heritage sector has a long history of building traditional‐style structures and needs a wide range of craft skills that have to be kept alive for the future.

Craft careers

Training options

Craftsmen and women are the people who actually make things. Some major jobs for which they are trained include: ● demolition – demolition operative – scaffolder – steel erector – steeplejack ● interiors – ceiling fixer – dry liner – floor layer – glazier – painter and decorator – partitioner – plasterer – plumber – renderer – wall and floor tiler ● plant – plant hire controller – plant mechanic – plant operator (see the accompanying box on the CPCS) – plant sales person ● roofing – built‐up felt roofer – lead sheeter – liquid waterproofing systems operative – mastic asphalter – roof sheeter and cladder – roof slater and tiler – single ply roofer ● trowel – bricklayer – construction operative – stonemason ● wood – bench joiner – carpenter and joiner – formworker – shop fitter – wood machinist.

Many of these trades are learned on the job, but the construction industry has training schemes that combine working and education to produce qualifications. For example, a plasterer might start by learning the basics of plastering walls, but go on to

Many of the trades discussed above are learned on the job, but the construction industry also has training schemes that combine working and education to produce qualifications that the individual can build up over time to develop expertise in a particular area. While one person might start by learning the basics of a trade, and go on to become an expert in a particular part of it, another might build a portfolio in a number of skills to qualify them for supervisory and then general management.

CITB’s National Construction College is a network of colleges training and assessing construction skills throughout the UK. It is increasingly becoming necessary to hold registration or certification of competence and/or training in particular aspects of building skills to obtain employment in the industry.

The industry has its own vocational qualifications, apprenticeships and advanced apprenticeships, and a construction apprentice scheme for the younger entrant. Ambitious people can start by gaining vocational qualifications in any of these trades while working as a craftsman or woman, develop their skills through technical training, perhaps gaining certificates or diplomas, eventually becoming fully professionally qualified, with a degree.

● ●

KEY CONTACTS CITB, Tel: 0344 994 4400 Website: www.citb.co.uk Twitter: @CITB_UK City & Guilds, Tel: 0844 543 0033 email: learnersupport@cityandguilds.com Website: www.cityandguilds.com Twitter: @city_and_guilds CSCS Ltd, Tel: 0844 576 8777 (to apply for a CSCS card) email: customerservice@cscs.gb.com Website: www.cscs.uk.com Twitter: @CSCScard Joint Industry Board, Tel: 03333 218230 email: administration@jib.org.uk Website: www.jib.org.uk Twitter: @JIBelectrical

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Smart meter installation

SMART METERS Connect with the facts and become an installer!

What’s involved? he government’s Department of Energy and Climate Change (DECC) has stated that it wants to see smart meters installed in every home in Great Britain by the end of 2020. Making sure that enough technical and support staff are trained and able to implement this plan is an enormous challenge. The rollout of smart meters is considered to be the largest programme ever undertaken: it involves visits to 30 million homes and 2 million small businesses to replace both electricity and gas meters. It is likely that most households will have smart meters installed by their energy company some time between 2015 and 2020, although some energy companies are already starting to install them: by the end of last year, almost 300,000 smart meters had already been fitted in domestic properties in Great Britain. The latest DECC figures show that 98,644 smart meters were installed in homes across Great Britain in the period from January to March 2014.

It is clear, then, that there is an

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WHAT IS A SMART METER?

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Smart meters are the next generation of gas and electricity meters, offering a range of intelligent functions, which include telling consumers how much energy they are using via a display in their home or business. The meter is an electronic device that records the consumption of energy; unlike previous models, though, it enables two-way communication between the meter and the central system, which means that information can be communicated back to the utility company at least daily, for monitoring and billing purposes – there is no need for someone to visit the property to read the meter as is currently the case with ‘traditional’ meters.

Smart meters allow customers to keep track of how much energy they use in real time, and let them to see which of their appliances use the most power. The aim is to help them reduce their energy usage and so cut bills. Smart meters bring a range of benefits for consumers: they offer near real-time information on energy use, expressed in pounds and pence, allowing them to better manage their energy use and get accurate bills, as they are billed only for energy actually used.

www.questonline.co.uk / February 2015

increasing demand for the many trained smart meter installers needed to deliver the DECC’s targets, which makes it an employment route well worth considering.

As a smart meter installer and technician, you are likely to work for between 35 and 40 hours per week, Monday to Friday, fitting new gas and electricity meters in customers’ homes and businesses. You may also be part of a standby rota for jobs outside normal working hours, which could include weekends and, therefore, overtime pay.

Some installation sites may be outdoors, so you should be prepared work in all weathers.

During the installation process, you will also demonstrate to customers how to use their new meters, as well as provide impartial energy efficiency advice (although you won’t be required to sell energy plans or tariffs). You might find yourself working for one of the major energy companies, or perhaps for a smaller firm that has a contract to install smart meters. Whoever your employer, they would normally provide you with a van to get from job to job, which means that a full UK driving licence is required.

Once the meters have been installed you may also be called upon to maintain and repair them later – which is worth

remembering as it extends the job role well beyond the initial rollout period. So, if you have good practical skills, get on well with people from all walks of life, and are looking for a new career that gets you out and about, this could well be the right job for you!

Have you got what it takes?

Appropriate training is being developed for all the different types of staff involved in the smart meter rollout – from installers to those designing and manufacturing the meters. The main challenge, though, will be to identify and train installers who have both dual‐fuel technical skills as well as the ‘softer’ skills required to explain clearly to customers how to use their new smart meter.

This dual‐fuel cross‐training and upskilling is a key training need. Indeed, a spokesperson for one of the main UK utility companies has said that, ‘Field force engineers will have to have dual‐fuel capability, know how to commission the communications for the smart meter, pair up the in‐home display (IHD) device and explain to the customer how it works. This requires a much broader set of technical and softer skills than is normally expected from a meter installer.’

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Smart meter installation

You are also likely to need background checks through the Disclosure and Barring Service (DBS) before you can work in people’s homes. Your employer would arrange for these to be carried out.

Get qualified!

Smart meter installation qualifications have recently been developed and accredited for both gas and electricity, and now Energy & Utility Skills (EU Skills), whose qualifications are funded by the National Skills Academy for Power (NSAP), is developing an intermediate level (level 2) apprenticeship in Dual Fuel to support the government’s smart meter strategy.

City & Guilds offers a qualification – Smart Metering (7428) – which is aimed at those installing gas or electrical smart meters, and allows candidates to learn, develop and practise the skills required to install and maintain smart meters and communication devices. The gas and dual‐ fuel pathways lead to Gas Safe registration for those working in the gas and power industries installing and maintaining smart meters.

Some of the major utility companies have also taken the initiative to provide suitable training. A spokesperson for Eon‐ UK, for example, says the company ‘has helped develop a smart metering qualification, which is aligned to our current training offerings, and is now supporting the work to develop an apprenticeship route. We are also hoping to be one of the first organisations to gain accreditation from NSAP for the quality of our smart meter training programmes and academies.’

As well as specific smart meter training courses, qualifications in maths, English, science, design and technology, or electronics would all be useful. Many of the big energy companies offer apprenticeships in ‘Smart Metering – Dual Fuel’, which can take six to nine months to complete. These combine classroom‐based learning with on‐ the‐job experience, working alongside a qualified smart meter installer. You can also learn how to install smart meters if you are

WHAT DO SMART METER INSTALLERS DO?

36

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

www.questonline.co.uk / February 2015

training to be a gas installation engineer on the Gas Industry Apprenticeship. As a trainee installer, you would combine technical training with work placements and receive mentoring from a qualified member of staff.

You could also work towards the level 2 Diploma in Smart Metering. This qualification has three options – power, gas or dual‐fuel – and you choose the one that covers the meters you will work with.

Training in gas or dual‐fuel smart meters will also lead to your inclusion on the Gas Safe Register, which demonstrates that you are qualified to install meters safely. Once qualified, your employer will also certify you as competent through the Meter Operation Code of Practice Agreement (MOCOPA).

Check out the individual energy suppliers’ websites for details of their training schemes. You can find a full list of suppliers via Ofgem ( see ‘Key contacts’).

Finding employment Due to the ongoing rollout of the UK Smart Metering Programme, prospects for trained staff are good. Although the main effort to install smart meters in homes and small businesses will take place between 2015 and 2020, some work is already under way. To get involved, you need to apply directly to energy suppliers or installation contractors for a trainee position. You may also be able to get in through an apprenticeship scheme.

You could find work with an energy company, construction firm, specialist installation firm or housing association.

With experience, you could become a team leader or estimator, or set up your own installation business. With further training, you could become an energy efficiency consultant, or move into gas or electrical engineering with an energy company.

It is thought that the staff involved in the rollout will be a mixture of current employees, new recruits and subcontractors.

Some companies have estimated that, at peak times, they will potentially need four times their current level of staff.

Conservative estimates from EU Skills’ workforce planning model (based on a dual‐ fuel installer scenario) suggest that up to 6,300 installers will be required to complete

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

the smart metering rollout across the UK between 2014 and 2019. EU Skills also indicates that, with a high proportion of the existing metering workforce approaching the average retirement age for the industry over the next five years, there could be a need for around 4,000 new recruits during this period.

If these projections are correct, and the rollout does create a wealth of new jobs, what will happen to these employees at the end of the rollout period? As mentioned above, there will still be a need for maintenance and repair technicians.

Experts in the field have commented that, ‘no programme is ever complete and there will continue to be a wave effect’, and ‘there will be an ongoing role for the meter installation workforce’.

Rough guide to salaries Please note that the figures given here are a rough guide only.

Trainees can start on around £13,000 a year.

Once qualified, this could rise to £21,000.

Experienced installers working on short‐ term contracts may be able to earn between £24,000 and £30,000. Some companies may include expenses and mileage as part of the salary package. At least in the early years, it seems likely that cross‐trained installers will be in high demand and will consequently be able to command salaries that are higher than average.

KEY CONTACTS CITB, Tel: 0344 994 4400 Website: www.citb.co.uk Twitter: @CITB_UK City & Guilds, Tel: 0844 543 0000 Website: www.cityandguilds.com Twitter: @city_and_guilds Energy & Utility Skills Limited, Tel: 0845 077 9922 Website: www.euskills.co.uk Twitter: @EUSkills Gas Safe Register, Tel: 0800 408 5500 email: enquiries@gassaferegister.co.uk Website: www.gassaferegister.co.uk Twitter: @GasSafeRegister Science, Engineering and Manufacturing Technologies Alliance (Semta), Tel: 0845 643 9001 email: customerservices@semta.org.uk Website: www.semta.org.uk Twitter: @SemtaSkills Think Power (for comprehensive information on careers in the power industry): www.thinkpowersector.co.uk You may also find the following links useful for general reading: • Ofgem (for a list of energy suppliers): www.ofgem.gov.uk • gov.uk: visit www.gov.uk and search for ‘smart meter’ • Energy Saving Trust: www.energysavingtrust.org.uk • Energy UK: www.energy-uk.org.uk

Health and safety

Health and safety

What’s involved? he role of the workplace health and safety (H&S) adviser is to offer the expert skills and knowledge necessary to promote a positive H&S culture within a business or organisation. H&S advisers play a vital role in helping to prevent and control occupational risk, demonstrating that H&S has moved away from reactive, accident‐based management towards a more preventative approach, as

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highlighted by NEBOSH’s Certificate in the Management of Health and Well‐being at Work; find out more about this qualification at www.neboshhealthandwellbeing.org.uk Stress prevention and management continue to be highlighted in the media (not always positively), along with attempts to reduce the number of creative ‘sickies’ thrown by workers wanting a day off.

Where do H&S advisers work?

TRANSLATE YOUR SKILLS

38

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

www.questonline.co.uk / February 2015

H&S advisers are based in a huge range of organisations – from small consultancies to multinationals – and work in partnership with a host of different people, from employees and employers, to trades unions and directors. They are responsible for ensuring that all current H&S legislation is adhered to, and policies and practices adopted. They help to plan, implement, monitor and review the preventative and protective measures that companies are required or choose to follow, and they work to minimise accidents and injuries, occupational health problems and operational losses.

Employers must appoint ‘competent’ people with responsibility for H&S, irrespective of the size or undertaking of their organisation. A ‘competent’ person is somebody with sufficient experience, training, knowledge and/or other qualities to undertake the role, particularly risk assessment. Because there is a requirement in law to employ such a person, training and experience are legal necessities for the management of H&S. A breach of H&S law is a criminal offence that can result in fines, imprisonment, or both.

Smaller organisations will often make the H&S ‘competent’ person function one part of a job, with the individual concerned responsible for it as part of their role while doing another job too.

Larger organisations will employ a specialist (or specialists), or use a consultancy.

H&S skills gained in the Services The Armed Forces have individuals in all branches and trades who have some practical experience and awareness of H&S

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courses aimed at the potential manager who sees the subject being part of a job description (e.g. the IOSH Certificate in Managing Safely) or the person looking to specialise in this field (e.g. the NEBOSH National General Certificate).

Get qualified!

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

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at work. Most people work for at least some of the time in potentially hazardous environments or with dangerous equipment, or both. Indeed, many people actively involved in H&S work may not even recognise that is what they are doing, or they may regard it as a relatively unimportant part of their job.

Many have benefited from the Forces‐ run modular environmental training courses in H&S, leading to a certificate, which has meant opportunities to gain qualifications during Service. (Tri‐Service‐ sponsored university one‐week short course modules are available free to those who can justify the training need.)

Many Forces people are currently in posts that would enable them to gain significant H&S qualifications (N/SVQs or NEBOSH awards). For those coming to the end of their Service career, there are H&S

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The Health and Safety Executive (HSE) – a government body that ensures risks to health and safety from work situations are properly controlled.

The Institution of Occupational Safety and Health (IOSH) – the professional body for H&S practitioners.

The National Examination Board in Occupational Safety and Health (NEBOSH) – an independent awarding body for H&S qualifications (universities and other bodies also provide qualifications recognised by IOSH).

www.questonline.co.uk / February 2015

NEBOSH (with around 50,000 people taking its qualifications annually) offers its National Diploma in Occupational Health and Safety, which is seen as the qualification for aspiring health and safety professionals, designed to provide students with the expertise required to undertake a career as a safety and health practitioner. The qualification also provides a sound basis for progression to postgraduate study. It assumes prior learning equivalent to the National General Certificate, and, to date, more than 10,000 passes have been awarded.

Exams are held each year in January and July, and the syllabus comprises four core units; you can read about these in detail on the NEBOSH website (see ‘Key contacts’). Students may choose to take these individual units in any order over a five‐year period and will be awarded a certificate for each unit passed.

In particular, N/SVQs at levels 3 and 4 in occupational health and safety practice provide people with good career opportunities. Recognised by the IOSH as being equivalent to the NEBOSH National Diploma, each takes approximately a year to achieve.

IOSH Membership of the IOSH (more than 44,000 members throughout the world, including more than 13,000 Chartered Safety and Health Practitioners) is seen as essential by most H&S professionals who are well beyond ‘competent’ person status and are specialising in the field. Grades of membership depend on a combination of qualifications, experience and achievement. You can find out more on the IOSH website (see ‘Key contacts’).

For the manager interested in H&S, the IOSH also runs a series of courses that promote a culture of safe working. Its modular Managing Safely course, for example, is aimed at managers and supervisors in any sector or organisation.

It aims to give them the information they need to help them handle all the main health and safety issues. Find out more on the IOSH website (again, please see ‘Key contacts’).

I DID IT! Name: Daniel Johnston Training course: Oak Tree multi-course package ‘Having come to the end of my career in the Armed Forces, I am undergoing my transition to civilian life. I decided to complete my training courses with Oak Tree Management & Training Ltd and am now nearing the end of my resettlement package.

Oak Tree and their very experienced team put together a fantastic multi-disciplined course package for me and guided me through the process of booking and payment through the military ELC scheme.

‘Following a very useful conversation with Steve Crowe at Oak Tree, I decided to book on to their discounted multi-course packages. This consisted of the NEBOSH National General Certificate in Occupational Health & Safety, NEBOSH National Certificate in Fire Safety & Risk Management, NEBOSH Certificate in Environmental Management and, lastly, the NEBOSH Certificate in Construction Health & Safety.

‘I used my ELC for the course packages, and they included all pre-reading and course books, materials, registration and exams fees, refreshments and buffet lunch. The training delivered on the courses has been to an excellent standard and has culminated in me passing all four of my NEBOSH courses with a distinction or credit. The facilities provided and staff at Oak Tree’s training centre enabled an excellent learning environment with friendly, knowledgeable and, most importantly, helpful tutors.

‘I would definitely recommend Oak Tree as a training provider. For Armed Forces personnel looking for an excellent resettlement package, give Steve or his colleagues a call. The ELC process will be made simple with Oak Tree.’

Get in touch Tel: 01284 763040 email: Steve@oaktree-training.co.uk Website: www.oaktree-training.co.uk/mod See the advertisement on page 41

Other qualifications Scientific, engineering or technical degrees, HNDs, HNCs, National Diplomas and National Certificates are particularly appropriate for H&S. The Open University recognises many Service qualifications, and awards points towards degrees on production of the necessary evidence.

There are also postgraduate qualifications in H&S, with particular emphasis on occupational, environmental and hygiene aspects. Some universities have MSc distance learning programmes that focus on H&S and lead towards corporate membership of the IOSH (see

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Health and safety

above) within one year. Training can be expensive, but there is financial help available (see ‘Factfile’).

Finding employment

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

And, if they can bring a range of additional skills – such as being able to provide in‐house training in areas like manual handling or first aid – that is another benefit as far as employers are concerned. In addition, the Management of Health and Safety at Work Regulations outline the legal requirements for safety management issues – if anything, this increases the need for companies to employ ‘competent’ persons themselves, as opposed to dealing with safety issues via consultants.

www.questonline.co.uk / February 2015

Jobs range from a small company employing an individual to a major organisation that has an entire safety team. Some companies specialise in H&S issues such as planning supervision, safety audits, engineering surveying and insurance company safety assessments.

Facilities management is another sector where employment possibilities are enhanced by a safety qualification. As noted above, many employers look for H&S advisers to have training qualifications, and to be able to assess the need for, design and deliver safety training.

The HSE employs inspectors and other staff through an online recruitment process. Trainees will usually spend their first two years training in the Field Operations Directorate. After that, some may be deployed into the Hazardous Installations Directorate to meet business needs or for personal development.

What can you earn?

Salaries vary widely, depending upon appointment, location and type of company. Some roles within the NHS and education sectors offer salaries on the low side for the range of responsibilities

required, but this is often offset by the benefit of longer‐term contracts. An hourly rate of around £50 for a self‐ employed consultant is not unheard of, and some specialist roles can command daily rates of £550‐plus, although such contracts are rare. H&S trainers are also well paid by current standards. A NEBOSH National Diploma holder could earn over £25,000 per year, depending on experience and managerial responsibility, and directors and heads of H&S can earn in the region of £50,000–£60,000.

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

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Security

Security What’s involved? any people protect themselves, their families, their businesses and their property by employing security companies to safeguard them against criminal and terrorist threats.

Security is currently high on the UK agenda and, as a result, the market is strong and

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expanding, and offers a host of roles – as outlined in this feature – to those looking to work in this diverse sector.

The major security organisations The Security Industry Authority (SIA) The Security Industry Authority (SIA) aims

MODULAR TRAINING FROM THE SIA The SIA has implemented licence-linked qualifications, bringing training up to date and implementing a modular structure. The specifications reflect current industry best practice so that individuals working, or wishing to work, in security undergo good basic training for their specific role.

To apply for a licence (with a couple of exceptions),* you need to take two compulsory modules: Common Security Industry Knowledge (the ‘Common Module’) and Conflict Management. Once you have attained the compulsory module(s), you can then ‘bolt on’ the relevant specialist modules for the sector in which you wish to work and obtain a licence (e.g. Door Supervision, Security, Cash and Valuables in Transit, Close Protection, Public Space Surveillance (CCTV), Vehicle Immobiliser). (For all other licence-linked qualifications, the SIA will accept the modular qualification(s) for the relevant sector and a current qualification, as long as it is less than three years since it was awarded.)

This structure, with core-plus-specialist modules (see table), means less overlap and duplication in content across sectors, which makes it easier to qualify to obtain more than one licence, as only the required and relevant training will need to be taken for each additional qualification.

Licence Door Supervision Security Close Protection Public Space Surveillance (CCTV) Cash and Valuables in Transit Vehicle Immobiliser

Common Specialist module module ✓ Door Supervision ✓ Security Close Protection ✓ Public Space Surveillance (CCTV) ✓ Cash and Valuables in Transit ✓ Vehicle Immobiliser

Conflict Management ✓ ✓ ✓

Physical Intervention Skills ✓

✓

Source: www.sia.homeoffice.gov.uk To find out more, visit http://www.sia.homeoffice.gov.uk/Pages/training.aspx

46

*The Conflict Management module is not compulsory for those wishing to attain Cash and Valuables in Transit or Public Space Surveillance (CCTV) licences; the Door Supervision licence requires applicants to take an additional module in Physical Intervention Skills; the Close Protection licence covers the ‘Common Module’ as part of its specialist module, so it does not need to be taken separately.

www.questonline.co.uk / February 2015

to reduce criminality and raise quality standards within the private security industry. The following sectors or activities must be covered by an SIA licence: ● Manned Guarding, which includes ‐ Cash and Valuables in Transit ‐ Close Protection ‐ Door Supervision ‐ Public Space Surveillance (CCTV) ‐ Security Guarding ● Key Holding ● Immobilisation, Restriction and Removal of Vehicles.

The SIA is currently developing its approach to the licensing of private investigation activities (see box on page 48).

To gain an SIA licence, applicants must attend an approved training course, attain nationally recognised qualifications (see the box on the SIA’s modular training scheme), and undergo identity and criminal records checks. Everyone working under contract in licensable sectors needs to be licensed; this includes employees, managers, supervisors and directors of security companies.

The British Security Industry Association (BSIA) The British Security Industry Association (BSIA) is the trade association for the professional security industry in the UK. Its members work in: ● access control ● associate (suppliers of products or services) ● cash and property marking ● cash and valuables in transit ● closed‐circuit TV (CCTV) ● civil aviation security ● close protection

Security

● ● ● ● ● ● ● ● ● ● ●

crowd management export council information destruction leisure industry security physical security equipment police and public services security consultancy security equipment distributors security equipment manufacturers security guarding security systems.

Skills for Security Working alongside the BSIA is Skills for Security, the skills body for the security industry. It is the skills and standards‐ setting body for the sector, responsible for working with employers and other stakeholders to deliver a range of educational and related services to improve skills, raise professionalism and enhance business performance.

Security skills gained in the Services Service people spend a great deal of their lives thinking about, planning and implementing security. Part of basic and more advanced training in some parts of the Forces is the accumulation of units leading to national and Scottish vocational qualifications in security.

Get qualified!

During resettlement a range of intruder alarm and security systems installation courses are available. Modules start at the most basic level, moving through intruder alarms, to access control and CCTV, and should provide sufficient knowledge to allow you to visit premises and quote for contracts. For the manned guarding sector, there are also specialised programmes to prepare Service leavers for all sectors of this field. In addition, there are security

management courses available if you wish to convert your security and management expertise into a recognised qualification.

For specialist dog work (see below), ex‐ military dog handlers/trainers will find it easier to gain a route into this sector, but it is possible, with the right aptitude and training, for people from other Service roles to succeed in this area, too.

As mentioned above, Skills for Security develops standards and training for the industry. A list of the national occupational standards that have been approved to date can be accessed via its website (see ‘Key contacts’). As well as vocational qualifications, it has also co‐developed industry‐led apprenticeship and advanced apprenticeship programmes.

Job roles in the security industry Static and mobile security guards Most security is carried out by static guards who patrol premises, and use CCTV and surveillance equipment. They will probably have radios, and may combine security with gate control and reception duties. Some will use dogs. Mobile guards use vans to patrol a number of establishments, while cash‐in‐transit guards protect money and other valuables.

Store security officers Store security officers usually work more than 40 hours a week, Monday to Saturday, sometimes operating in plain clothes as store detectives. They check for shoplifting, that delivery contents are correct, and deal with general emergencies such as sick customers and lost children. To work in this field, you will need good interpersonal skills, and the ability to produce written reports and give evidence in any case of theft where you have made a citizen’s arrest.

Security alarm fitters

PRIVATE INVESTIGATION UPDATE!

48

The SIA is currently developing its approach to the licensing of private investigation activities. It has already endorsed a qualification and will ensure that licence-linked qualifications are available when it regulates this sector – so, operating as a private investigator, security consultant or precognition agent will be licensed in future. The government expects the new regulations to license private investigation activities to come into force in 2015.

Anyone involved in providing contracted private investigation services will then require a licence.

This includes employees, employers, managers, supervisors and directors or partners of private investigation companies. It is as yet unclear if the Home Office will also require the SIA to regulate ‘inhouse’ private investigations.

Please check the SIA website (see ‘Key contacts’) for the latest available information.

www.questonline.co.uk / February 2015

Security alarm fitters install and maintain systems that have ideally been planned by a

TRANSLATE YOUR SKILLS The personal qualities for which people are selected to work in security, and which are then developed during training, are highly relevant, and you may well possess many of the skills that security employers look for. You will need to be: • physically fit, and • able to patrol an area, take note of what you see and write a report.

The following skills are also vital: • the ability to work as part of a team • common sense • integrity • courage • ability to react to the unexpected • self-reliance, and • self-confidence.

trained surveyor. They have to make good any damage, and could be working anywhere from a small private house to a modern office block. They work normal weekday hours with some requirement for overtime, jobs at weekends and response to emergency call‐outs. Much of their work involves cramped conditions and working at heights.

Locksmiths Locksmiths install and maintain security devices, including locks and safes, in commercial and private premises. They cut keys and can often work closely with security alarm specialists. They often provide a 24‐hour call‐out service. (To find out more, see the separate feature on page 52.)

Specialist dog handling As well as the dogs used to patrol premises alongside ‘static’ security guards, another facet of security work that can offer a range of opportunities is specialist dog handling – e.g. working with a ‘sniffer’ dog. In partnership with a correctly trained dog, this kind of employment can include explosive device and narcotic detection, and searching for cash, bodies, firearms, oil leaks and even SIM cards. Work with a search and rescue dog might range from earthquake zones at one end of the scale to searching for lost hill walkers at the other.

Sniffer dog handlers can work worldwide.

For example, in recent years private‐sector search teams have routinely been used in conflict areas such as Iraq and Afghanistan to support the military and to help with private companies rebuilding damaged infrastructure. The nature of this work relies on the handler being flexible, confident, dedicated and willing to learn, as well as having core skills such as being able to work safely using their own initiative, but being able to work as part of a team, too – all skills that are well‐established for ex‐Service people. Working hours vary from a basic 35‐hour week to several consecutive days when overseas, depending on what each client needs. Rates of pay can differ according to location, duration and complexity of work. An appropriate SIA course (see above) is a requirement to work in the civilian sector.

DO I NEED MY OWN DOG? It isn’t necessary to have a dog already. Some training companies provide their own dogs with a view to the company employing the ‘team’ after training. Others are happy for the handler to use their own untrained dog, which might necessitate successfully passing a pre-course assessment.

Others still will take handlers with trained dogs, provided they have been certified by an external professional body and subsequently pass an inhouse assessment.

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Security

KEY ATTRIBUTES AND SKILLS FOR A SECURITY OFFICER • • • • • • • • • •

Honesty Communication skills Ability to deal with people Supervisory management Reception duties Looking after visitors First aid Mail handling Fire duties Driving (useful in some, but not all, jobs)

Security management roles Graduates and postgraduates Security managers need to have organisational and management skills, a knowledge of law and criminology, an acquaintance with risk theory and the ability to conduct a risk analysis. They should also know the principles of physical security and information security; they need to be familiar with computer security and contingency planning, and must be able to communicate their ideas professionally. Many employers look for a postgraduate qualification. Security industry‐specific qualifications, up to master’s level, demonstrate knowledge of the relevant aspects of security and management, and give the individual personal and professional confidence.

The Security Institute

What can you earn?

There has been an increase in the range and nature of academic and vocational security‐related qualifications, and security practitioners in management positions need their abilities to be understood clearly by employers, who have inevitably been confused by the mix of qualifications, experience and professional affiliations available. For this reason, the Security Institute (SyI) has developed a programme to assess security management experience, academic qualifications, vocational qualifications and contributions to the security profession through an independent professional validation board, which can award three grades of membership (Associate, Member and Fellow). The criteria considered are: ● work experience, including roles and areas of responsibility ● qualifications, including academic security‐related and non security‐ related ● training, including non‐examination vocational and non‐vocational courses ● other contributions, such as publications written, and participation in projects and work outside direct employment.

Because of the wide range of job opportunities available in this industry it is difficult to offer specific information about rates of pay – although it is generally true to say that larger organisations tend to offer broader benefits but with lower basic pay, while smaller firms compete by offering higher pay but fewer benefits.

Starting salaries may be comparatively low, but increase with training and experience, and there are opportunities to earn considerably more for operating advanced equipment and working in high‐risk situations. Overtime is likely to increase the overall value of any package.

KEY CONTACTS British Security Industry Association, Tel: 0845 389 3889 Website: www.bsia.co.uk Twitter: @thebsia Security Industry Authority, Tel: 0844 892 1025 Website: www.sia.homeoffice.gov.uk Twitter: @SIAuk Security Institute, Tel: 0845 370 7717 email: info@security-institute.org Website: www.security-institute.org Twitter: @SyInstitute Skills for Security, Tel: 01905 744000 email: info@skillsforsecurity.org.uk Website: www.skillsforsecurity.org.uk Twitter: @Skills4Security

LOOKING FOR A CAREER IN MARITIME SECURITY? Ambrey Risk is one of the largest international Private Maritime Security Companies providing a range of security services to the commercial shipping and oil and gas sectors throughout the world.

Why should you choose Ambrey Risk: • Our deployed teams are drawn from all sectors of H M Forces • ELCAS providers delivering the essential City & Guilds Level 3 MSO FRXUVH DQG WKH OHYHO +LJK¿ HOG FAAW course • 90% of candidates who pass our MSO course are immediately put forward for deployment opportunities • Provides deployment opportunities to over 300 ex-military personnel • Offering Continued Professional Development with opportunities for promotion • Excellent remuneration • Flexible work patterns • International travel

50

Tel: +44 (0) 203 503 0336 • Email: recruitment@ambreyrisk.com

www.ambreyrecruitment.com www.questonline.co.uk / February 2015

SECURITY CAREER STARTS HERE! Resettlement training ELCAS approved Close protection course Handcuff Evasive and defensive driver training www.missiontraining.co.uk www.missiontraining.co.uk t. 01227768822 01227768822 t. e: info@missiontraining.co.uk

Practical advice for a successful transition

Uncovering the hidden job market In this latest instalment of his series of articles for Quest, which aim to offer practical advice on making the transition to your new career outside the Armed Services, business coach Keith Turnbull offers some pointers on tapping in to the so-called ‘hidden’ job market hile the percentages may vary between those in the know, it is certainly true that a massive share of the available employment market remains hidden to most. I for one believe that this secret market could be as much as 65%. This means that you are likely to be reading this article having spent a few hours trolling through the ‘unhidden’ 35% of all opportunities on internet sites (and, remember, that’s 35% of all jobs – not just the type you are looking for – those are even fewer and further between). So read on and find out how to give your job search the edge.

W

“The hidden job market is not so much a physical location, more a state of mind” While none of us has the definitive crystal ball in our possession, there are a few extra measures you can take to start the process of revealing exactly what does exist and, by doing so, give yourself a much better chance of securing the right next role.

The hidden job market is not so much a physical location, more a state of mind, requiring a change of behaviours in order to be found. The steps you need to take to access it require a positive attitude followed by real actions, as outlined below.

Start with the end goal in mind and work backwards The primary objective is not simply to gain employment, but to be happy and successful in any future role. So, start at the end. Define what you need, what you bring, what values are key to you. Isn’t this how you constructed your CV and what a successful interview would be?

So now you know your own proposition package. What next?

Networking Yes everyone knows they must network, but so few actually do it. With networking the key is to do it now, regularly and keep refreshing your contact with it. It takes time to build a valuable network, for it is not only a numbers game but also a quality game. Choose your locations well, but always be ready for the surprise encounter in the hotel lobby, golf course or on the train. Also, try Linkedin.com. It’s a professional networking site that will work for you – but only if you put effort back in to it. And – although alien to me – I am reading more and more often that Facebook is becoming more a business networking support site than just somewhere you upload the photos of your holiday.

Remember, though, to use it professionally.

“Get positive, get active and get out there” One value I regard highly in terms of networking is never to ask for anything. If you ask you may put undue pressure on others. Instead, ask about them. Ask how they are doing and what is happening in their employment. Then, offer to keep them in mind with regard to something you may be able to assist them with. In other words, build your debt pool. Now it is time to tell them what you are hoping and planning for – nothing more. You will be surprised how many people will help those they feel positive about and, if you don’t pressurise them, they will take away a desire to help you. Try this simple NLP test.

Cross your arms. Do it naturally. Then straight away cross them the other (unusual) way. How do you feel? Awkward?

That is how people feel when you ask them directly for a role or opening. You don’t want that.

Be direct Going direct and uninvited (cold) to researched employers is a powerful and brave approach. Most will send a covering letter with a CV to the HR department or the like, but you need to be special. Don’t try simply to stand out in a crowd. Instead, get out of the crowd. Contact employers asking for information not jobs. They are more likely to help you.

For example, ask ‘What does company X look for in a candidate?’ and, in doing so, you may get the name of the decision

maker by accident. Then, personalise your contact accordingly. People will help if they are able and not pressurised to do so.

Lastly, try specialist recruitment agencies These, however, need to be managed. Don’t scatter‐gun your CV or hang on in hope with just one. Choose wisely and build relationships through regular contact, with a small number of them. Meet them, email and call them regularly, and ask them for assistance. These are people you can ‘ask’.

And you may just get the agent who approaches a client on your behalf and it works.

To sum up …

Remember that 65% of all positions are unadvertised on any media. Get positive, get active and get out there, and you will have a far greater chance of getting on the radar and moving towards your successful second career.

ABOUT THE AUTHOR Keith has been managing large international sales and marketing teams for major organisations for more than 25 years. In this time he has gained a wealth of knowledge and experience on how best to upskill people in order to maximise their success. He now runs his own successful coaching business and is a Master NLP Practitioner – and all while working in a classified role within the Foreign Office. He can be contacted via email, keith@ktaluk.com, or his website: www.ktaluk.com. Follow Keith on Twitter: @KTALCoach.

February 2015 / www.questonline.co.uk

51

Locksmithing

A career as a locksmith Overview Being a locksmith requires many different skills sets and, complemented by adequate and relevant training, it can be a rewarding and respected career.

Due to the nature of the role, the practical side of the job is understandably very varied depending on the location, job scenario and customer. Many locksmiths love the challenge that this presents on a daily basis and, because the majority of the work is light, it suits people from many walks of life.

Being a ‘people person’ is a must: the vast proportion of time the locksmith will potentially be dealing with people in many stressful situations. Imagine how you would feel if you had just been burgled or have locked yourself out of your property … The locksmith is required to deal with members of the public in similar situations, so needs to be understanding and sympathetic while getting the job completed. That’s why honesty and integrity are essential skills, as is the ability to think through a problem logically and see a job through to completion.

Due to the nature of the role and the skill set requirements previously

ACCREDITATION: THE KEY TO SUCCESS

52

There are currently no regulations governing the locksmithing industry and there are no governmentbacked qualifications. There are, however, a number of quality training providers offering courses at various levels offering an accreditation in locksmithing. On some courses, candidates are given the opportunity to have their skills assessed by industry experts in purpose-built, practical training environments. It is important that you do your best to check out exactly what kind of accreditation or qualification you will gain from a course before you part with any money.

www.questonline.co.uk / February 2015

highlighted, it is proven that the profile of a military Service leaver suits the role of a locksmith well, with many of the skills gained while serving in the military easily transferable to the role of locksmith.

Training Many years ago, the locksmithing industry was very insular and a difficult trade to get into. Nowadays, however, there are many training facilities throughout the UK giving up the secrets of the trade, and thus allowing easy access to the industry.

Finding a good training facility is paramount to give the trainee the best possible start in their new career. Although the industry is not regulated by the government, the responsible training centres have gone the extra mile to ensure that they are independently regulated in order to raise the standards within the industry.

Work opportunities As a locksmith, regardless of whether you are self‐employed, completing private work, or working with national or local smaller companies, the services of a skilled and highly trained locksmith will always be required at any domestic or commercial level. These requirements could be anything

TOP TIPS Having the correct training is of paramount importance. Ensure you are getting the best possible training for you … if a training course seems very cheap, there’s probably a good reason for that! Most locksmiths in the industry will train and operate as an ‘emergency locksmith’, and this will contribute to the majority of their workload, but look at other locksmiths in your area, try to identify any ‘niches’ within the region (cars, for example) and ensure that this additional skill set is in demand.

from working at a customer’s home, business or even vehicle, to much more complex work – for example, working on safes or complex electronic systems on large commercial sites.

Working as an emergency reactive locksmith requires flexibility in terms of working hours, and there is a fair amount of time spent on the road travelling from job to job. A person that likes the idea of being their own boss would suit the role of a locksmith who doesn’t mind working odd hours and driving that extra mile to help a customer in distress. No one can say when they may require the services of a locksmith as most of the work is very reactive – so, needless to say, the locksmith must be prepared to drop everything and attend the customer in their hour of need.

Because of this you will find that the locksmith industry is very recession‐proof because the majority of the work is not planned and is very reactive. A customer can’t say when they might find themselves locked out of their property, but when they do they have little choice than to seek the services of a professional locksmith.

Getting known As a self‐employed locksmith there are many opportunities to operate a successful business. And, as with any business, success will be governed by the amount of effort the individual puts in. If you are willing to put in the hard work and dedicate yourself to the smooth operation of your business, then it is most likely to succeed.

Acknowledgement With thanks to Keytek™ Training Academy for supplying the information on careers in locksmithing. Keytek currently provides the highest level of training in the locksmithing industry, offering level 4 accreditation.

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

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After training with us you will know how to:-

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â&#x20AC;˘ Pick open and bypass a vast range of door locks and windows. â&#x20AC;˘ Understand how to make a working key to a door lock just by using hand tools . â&#x20AC;˘ Open a variety of British Standard mortice locks without doing any damage. â&#x20AC;˘ Understand the techniques to successfully open any domestic or commercial building.

â&#x20AC;˘ We currently train both Police, Military and Council personal with the latest up to date techniques. â&#x20AC;˘ :ee hnk bglmkn\mhkl Zk^ Zelh aZg]l hg experienced locksmiths who teach using hger aZg]l hg mkb^] Zg] m^lm^] f^mah]l' â&#x20AC;˘ We are approved by ELCAS, CCTP as well as the Master Locksmiths Association. â&#x20AC;˘ We have been teaching locksmith entry techniques for over 10 years.

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53

Factfile

Tel: 0800 1958 066 www.gastectraining.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

Ó

In-Service

eLearning – The Defence Learning Portal (DLP)

Ó

Distance Learning

Ó

Grants and funding are available for most forms of PD. See ‘Sources of advice and finance’ for details.

Course complete? Look for your next learning!

Also open to MoD Civilian Personnel

Many Service people study with the Open University each year. It has hundreds of courses, not just degrees, and offers a modular/building block approach to study. Special arrangements exist for Forces people with regard to summer schools, credit transfer and those serving abroad. For more information, visit the OU website www.open.ac.uk or Tel: 0845 300 6090 for a brochure.

There is now a huge amount of high-quality learning material freely available online to Armed Forces and Civil Service personnel, accessible either over the World Wide Web or via the Defence Intranet.

The Defence Learning Portal (DLP) is the MOD's central distance learning resource, providing ‘one stop’ access to a wide range of eLearning, courses, wikis, forums and other materials across a large number of key topics including: IT skills including ECDL, core competencies, Health and Safety, languages and business skills. Readily available over the Defence Intranet, if you already have a DLP account you can also gain access via the internet at www.dlp.mod.uk

54

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 / February 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:

Ó

College Courses

Ó

Personal Development Record (PDR)

Ó

Distance learning allows you to study at your own pace, no matter where you are. A range of schemes and courses are available but it requires discipline to organise your study time. Most colleges readily offer help and advice to their students. The Standard Learning Credit (SLC) and Enhanced Learning Credit (ELC) can be used for many of these courses but certain conditions may apply (see Sources of advice and finance).

Service personnel

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

55 February 2015 / www.questonline.co.uk

Factfile

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

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Enhanced Learning Credits

Ó

The SLC scheme allows personnel to obtain financial assistance for learning costs. You are able to claim 80% of your course fees, up to a maximum of £175 per financial year. To qualify for SLC funding, the course of study must lead to a nationally recognised qualification, have substantial developmental value and directly benefit the Service.

The ELC scheme provides financial support in the form of a single up-front payment of up to £2,000 per annum (depending on length of Service) in each of a maximum of three separate financial years.

The scheme is based on the principle that individuals will make a personal contribution towards the cost of their learning. The ELC contribution may be up to 80% of the gross course value. ELC funding is available only for courses that result in a nationally recognised qualification at level 3 or above on the National Qualifications Framework (NQF) or Qualifications and Credit Framework (QCF) (England and Wales), at level 6 or above on the Scottish Credit and Qualifications Framework (SCQF) or, if pursued overseas, an approved international equivalent qualification. For full details visit www.enhancedlearningcredits.com

Universities and Colleges Admissions Service UCAS deals with applications for first degree and similar standard courses at over 250 universities and colleges in the UK. Remember that you no longer need A-levels to go to university – vocational A-levels/NVQs and access courses now qualify students as well.

If you are interested in entering higher education, call the UCAS hotline on Tel: 0871 468 0468 or visit www.ucas.com

University Short Courses

Ó

Standard Learning Credits

Ó

Sources of Advice and Finance

The University Short Course Programme (USCP) exists to enhance the general educational development of Service personnel through providing short courses at a range of universities in topics such as leadership and management, regional and strategic studies, and languages. Course fees and accommodation costs are funded by the Services.

Further/Higher Education (FE/HE) Access

Ó

The IRTC grant exists to help towards the cost of resettlement training through the CTP or external training providers. The IRTC grant may not be used for Civilian Work Attachments but may be used in concert with a Learning Credit – Standard (SLC) or Enhanced (ELC) – for any course that is completed prior to the Service Leaver leaving the Service and subject to the relevant criteria of either scheme. (See JSP 898 Part 4 – Chapter 3 for ELC and Chapter 4 for SLC.)

The Ministry Of Defence and the Department of Innovation, Universities and Skills offer eligible Service Leavers free FE/HE support for a first level 3 or Foundation Degree qualification. To be eligible, Service Leavers must have registered for the ELC scheme while in Service, complete a minimum of four years’ productive service, complete a minimum of four years’ ELC scheme membership, thus qualifying for the initial lower-tier support, or eight years’ membership, qualifying for the higher-level support, and take up the offer of free support within ten years of leaving Service.

Local Education Authority (LEA) grants and low-interest student loans are available for anyone entering full-time education. They are means tested in that what you receive depends on your income and that of your family. If you are entering full-time education you should apply for one, even if you do not think you are eligible, otherwise you may not qualify for other benefits. Contact your LEA for details.

Professional and Career Development Loans These are designed to help people change direction or increase their skills by providing a deferred repayment loan of between £300 and £10,000 to cover up to 80% of tuition fees for a vocational course of up to two years, plus a further year's work experience if appropriate. Courses can be full-time or part-time, or involve open or distance learning, and people who have been out of work for three months can apply to have all their course fees covered.

Resettlement Grant (RG)

Ó

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

Ó

The RG is paid only if there are no other terminal benefits due (so, if someone is medically discharged after the RG trigger point, RG is not paid as other benefits become due). The amount payable depends on length of Service and on which pension type the SL is on. The current rate for eligible Service Leavers who are on the most recent pension scheme is £9,825. It can be as much as £17,824 on previous pension schemes.

learndirect learndirect is a free government helpline on which qualified advisers provide information on all aspects of learning, from UK-wide learning opportunities, to career guidance and sources of finance, and other national and local organisations that can help.

It is open between 8am and 9pm Monday to Friday, from 9am to 6pm on Saturdays, and from 10am to 6pm on Sundays. The helpline adviser can answer questions on any aspect of learning.

The website address is www.learndirect.co.uk The freephone number is Tel: 0800 101901.

Professional and Career Development Loans Finding a job Jobcentre Plus has one of Britain’s largest databases of job vacancies, which is updated constantly. The database also lets you search for training, career information, voluntary work and childcare providers across the UK. You can search the database via Universal Jobmatch ( www.gov.uk – search for ‘jobs’) or by using the Job Point in your local Jobcentre.

When you find a job you are interested in, either using the Jobcentre Plus job search or at the Job Point in your local Jobcentre, Jobcentre advisers will tell you how to apply, send you an application form and may even contact the employer (so have your address, National Insurance number, date of birth and the job reference number to hand).

Benefits If you’re unsure which benefits you can get, you can check online using the Gov.uk ‘Benefits adviser’ pages ( www.gov.uk – search for ‘benefits adviser’).

To find out more about Jobseeker’s Allowance, who can get it and how to claim online, go to the Gov.uk ‘Jobseeker’s Allowance’ pages ( www.gov.uk – search for ‘Jobseeker’s Allowance’).

You can also claim by phone by calling Jobcentre Plus on 0800 055 6688. There’s a Welshlanguage line on 0800 012 1888, and a textphone on 0800 023 4888 if you find it hard to speak or hear clearly. Lines are open Monday to Friday 8am–6pm.

Armed Forces Champions

Armed Forces Champions have been established in Jobcentre Plus districts throughout the country to ensure that the concerns of Service personnel and their families are addressed.

Working with local bases and Families Federations, the role of the Champions is to raise awareness of the support available through Jobcentre Plus, such as information on the local labour market and how to claim benefits. (Any problems accessing Jobcentre Plus services can be fed through to local Champions via Unit Admin Offices.)

Key: 56

www.questonline.co.uk / February 2015

Ó

The Armed Forces Compensation Scheme (AFCS) provides compensation for any injury, illness or death that is predominantly caused by service on or after 6 April 2005. The War Pension Scheme (WPS) compensates for any injury, illness or death that occurred up to this date. All current and former members of the UK Armed Forces, including Reservists, may submit a claim for compensation.

For advice and guidance, call the Service Personnel and Veterans Agency’s free helpline on 0800 169 22 77 (UK only), +44 1253 866 043 (overseas). Alternatively, you can visit: www.gov.uk/pensionsand-compensation-for-veterans or www.veterans-uk.info

Ó

Individual Resettlement Training Cost (IRTC)

Ó

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

Service personnel

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

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57 February 2015 / www.questonline.co.uk

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Resettlement: Preparation for leaving the Forces Official provider of career guidance, skills training and job finding assistance to leavers of the Armed Forces The Career Transition Partnership (CTP) is a partnering agreement between the MoD and Right Management to provide 3rd Line tri-service resettlement support. This consists of career transition services, training and job finding support for leavers of the Armed Forces. The Regular Forces Employment Association Ltd (RFEA) and Officers’ Association (see overleaf) are integral parts of the CTP and lead on the provision of job opportunities and employment support.

This provision is delivered from ten Regional Resettlement Centres (RRCs) in the UK and Germany, and the Resettlement Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range of in-house resettlement training for entitled Service leavers from up to two years before discharge. The job finding service is delivered by 24 Employment Consultants based nationwide and an online job search website called RightJob, which contains vacancies specifically for leavers of the Armed Forces from employers who seek their skills and experience.

Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk

Resettlement Services

A Service Leaver’s route map

1st LINE The first stage in your resettlement process is with 1st Line, who offer information and administrative support. They are: • RN – Education & Resettlement Officers (ERO) • Army – Unit Resettlement Officers (URO) • RAF – Resettlement & Education Co-ordinators (REC).

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

Employment Support Programme

2nd LINE The principal task of 2nd Line is to provide advice and guidance on the resettlement package that will best suit the individual Service Leaver. For those entitled to CTP this will normally be a referral to a CTP consultant and/or enrolment on a CTW, both of which will require the Service Leaver to be registered for CTP services. 2nd Line are:

No Served over 6 years?

• Yes

• Attends Career Transition Workshop (CTW) or equivalent Career Consultant led Employment Consultant led

• Prepares PRP with Consultant • Receives regional employment advice

Prepare Personal Resettlement Plan (PRP) with Career Consultant

Develops, reviews and actions PRP:

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

• further advice on: • career options • self-employment • job finding • training • attachments • research activities • civilian work attachments

Receives advice on or notification of matched job opportunities

Consultant supports and monitors progress

Makes job applications

Secures employment

CTP support for up to 2 years after discharge; RFEA/OA job finding support until retirement

58

SHADED ELEMENTS ALSO AVAILABLE TO THOSE WITH 4–6 YEARS’ SERVICE

•

RN – Naval Resettlement Information Officers (NRIO), located at Base Learning Centres; for medical discharges the RN has a single 2nd Line point of contact referred to as NRIO (Medical) based in the Institute of Naval Medicine, Gosport Army – Individual Education and Resettlement Officers (IERO) and AGC(ETS) Officers are located at Army Education Centres (AEC) and Theatre Education Centres (TEC); AGC(ETS) Officers may deliver 2nd Line resettlement advice when deployed on operations and occasionally when IERO are unavailable RAF – Each Regional Resettlement Adviser (RRA) is allocated a group of RAF stations to visit on a regular programmed basis.

3rd LINE Resettlement support at 3rd Line is provided by the CTP as outlined at the top of this page and in more detail on its website at www.ctp.org.uk

Regional Resettlement Centres (RRCs) Career Transition Workshops (CTW), career counselling and other CTP workshops, briefings and events usually take place at one of the ten Regional Resettlement Centres (RRCs) in the UK and Germany. Further information can be obtained from any of the RRCs listed below.

Regional Resettlement Centre Aldergrove Regional Resettlement Centre Aldershot Regional Resettlement Centre Catterick Regional Resettlement Centre Cottesmore Regional Resettlement Centre Herford Regional Resettlement Centre Northolt Regional Resettlement Centre Plymouth Regional Resettlement Centre Portsmouth Regional Resettlement Centre Rosyth Regional Resettlement Centre Tidworth

Tel: 02894 421639 Tel: 01252 348336/339 Tel: 01748 872930 Tel: 01572 812241 (ext 7716) Tel: 0049 5221 9953388 Tel: 020 8842 6063/6064 Tel: 01752 553376 Tel: 02392 724130 Tel: 01383 858230 Tel: 01980 650689

For the most up-to-date information, please visit www.ctp.org.uk www.questonline.co.uk / February 2015

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

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Neuro Linguistic Programming (NLP) has been variously described as the “new technology of achievement”. As a common-sense system of everyday psychology it has enhanced millions of lives by showing people how to monitor and adapt their thinking, cultivate more useful inner beliefs, and develop the skills and strategies to more easily achieve their outcomes. Combined, the many benefits of coaching, mentoring & NLP are now wellrecognised in the contexts of training, management and leadership, whilst specialist training & qualification offers a powerful framework for personal, professional & organisational development.

Performance People are a niche consulting company: passionate about people & dedicated to people performance. As specialists in the areas of performance, learning, communication & change, we offer a powerful range of solutions & services with which to unlock people potential & maximise people performance. As ex-Service people ourselves, who are engaged as Subject Matter Experts (SMEs) on a number of Defence contracts, we have a true understanding of the military mindset, a great respect for the military ethos, and a real passion for helping military people get the very best from themselves. As an approved Enhanced Learning Credits (ELC) Scheme provider our comprehensive range of coaching, mentoring & NLP qualifications & certifications, includes: • ILM L5 Certificate / Diploma Coaching & Mentoring • ILM L7 Certificate / Diploma Executive Coaching & Mentoring • NLP Practitioner (ABNLP) & NLP Practitioner Coach (ANLP) • NLP Master Practitioner (ABNLP) & NLP Master Practitioner Coach (ANLP)

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Graduated Resettlement Time (GRT) GRT is the length of time that a Service Leaver is eligible to spend on resettlement activities, including workshops, training courses, civilian work attachments or individual resettlement provision.

Entitlement All Service Leavers, other than those discharged as Early Service Leavers, are entitled to receive the resettlement support detailed in the table below.

Principle Longer service is rewarded with entitlement to increased resettlement time. All Medically Discharged Service Leavers automatically qualify for the maximum entitlement. Entitlement includes grants, allowances, travel warrants, resettlement leave, consultancy, transition workshops and subsidised training.

1.

2.

3.

4.

5.

6.

7.

Years’ Service

Normal Discharge

<1 1+ 4+ 6+ 8+ 12+ 16+

CTP No No ESP FRP FRP FRP FRP

Medical Discharge(2)

GRT(1) 0 0 0 20 25 30 35

IRTC No No No Yes Yes Yes Yes

CTP FRP FRP FRP FRP FRP FRP FRP

GRT(1) 10 30 30 30 30 30 35

IRTC Yes Yes Yes Yes Yes Yes Yes

Notes 1. Amount of GRT is in working days.

2. This includes Reservists who are Medically Discharged due to injuries sustained during operational commitments.

ESP: Employment Support Programme FRP: Full Resettlement Programme

Transition services and entitlements Outflow

<4 Years’ service or administratively discharged

• • • •

Employment Support Programme >4<6 Years’ Service

• • • • •

Vulnerability Assessment Resettlement Brief Resettlement Interview Gateway to 3rd Sector: – Housing – Finance – Social Benefits – Employment – Pensions – Health

•

• •

• • • •

Job-Finding Service ‘RightJob’ Access Consultant Interview Housing Brief Financial Aspects of Resettlement Brief Access (on a standby basis) to 50 Various Resettlement Training Centre Courses Post Discharge Consultant Support (up to 2 years) Employment Fairs and Events

Standard Learning Credits Enhanced Learning Credit Access to first FE/HE Qualification Resettlement Grant - Officers with 9 years service up to £14,686 - Other Ranks with 12 years service who are AFPS 75 up to £10302 - Officers (9 years) and Other Ranks (12 years) who are AFPS 05 up to £10302

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

IRTC Grant (£534) Resettlement Leave (up to 35 days) Career Transition Workshop (3 days) Other Workshops – Retirement Options – Future Employment Options – Self-Employment Awareness – Small Business Start-Up – CV Writing – Interview Skills Career Consultancy Travel Warrants (up to 7) ‘RightJob’ Access Financial Aspects of Resettlement Brief Housing Brief Access to 50 Various Resettlement Training Centre Courses Post Discharge Consultant Support (up to 2 years) Employment Fairs and Events

Duty Allowances for Resettlement Activities

60

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 / February 2015

and the length of their Service (see Figure 1). When selecting a training provider to deliver resettlement services, Service Leavers should be aware that the MOD operates a ‘Local Training First’ policy.

Wherever possible, resettlement training should be undertaken local to (i.e. within 50 miles by road or 90 minutes by public transport) Service or home accommodation. Notwithstanding this, external training, including training undertaken overseas, that will incur

subsistence costs may be arranged through any training provider in the event that there is no available CTP inhouse training or training providers that can deliver an equivalent training outcome locally. All overseas training (see overleaf) must survive HQ scrutiny; and all accommodation, UK or otherwise, other than that offered under exceptional residential arrangements, must be booked through the Defence Hotel Reservation Service (DHRS). All residential accommodation offered by training providers must be pre-authorised by the Unit.

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61 February 2015 / www.questonline.co.uk

Factfile

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Resettlement Training Training provided by the CTP

Overseas Resettlement Training

Skills training takes place at the Resettlement Training Centre (RTC) in Aldershot and at a selection of RRCs. The RTC has bespoke workshops within its Building and Engineering Departments, and also offers Management and IT courses. Many of those on offer result in civilian-recognised qualifications.

To find out more about the wide range of courses available, and to search for dates and locations, visit our website at www.ctp.org.uk For all other enquiries, to check availability, or to make a booking or payment, contact our Course Booking & Information Centre (CBIC): Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 Email: coursebookings@ctp.org.uk

Resettlement training should, wherever possible, be undertaken either in-house (given the value for money and quality assurance available on those courses) or locally in recognition of the local training first policy. Authorisation for overseas resettlement training can only be made by HQ SDE staff on a case-by-case basis and through the intelligent application of the following conditions.

•

The training outcome is not available under the local training first policy, either within the UK for those serving in UK or within their normal theatre of operations for those serving overseas.

•

The total costs of the training overseas to the MOD, including eligible subsistence allowances and travel costs, which will be claimed under current regulations, are less than those that would be incurred if undertaking the training in the UK, i.e. the value for money consideration.

•

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

Training provided by Preferred Suppliers The Preferred Suppliers List (PSL) identifies a range of local training providers offering some of the most common vocational training that Service Leavers undertake. In order to qualify for the PSL, the training organisation is obliged to demonstrate financial reliability, appropriate insurance cover, past performance, future plans, training facilities, accreditation levels and quality standards. The PSL is published at www.ctp.org.uk and is also held in each of the Regional Resettlement Centres (RRCs).

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

CTP Employment Events Our events can be of great benefit and provide an excellent opportunity to network with potential employers and discuss the job market in general, as well as within specific industry sectors. The main types that we hold are: • Employment Fairs – attended by a wide range of national and local employers, seeking the skills, quality and experience that Service Leavers have • Industry Awareness Days – focus on a particular industry sector and several employers will talk about career opportunities on offer • Company Presentations – these focus on one particular company, which is normally actively recruiting for a number of vacancies.

• Search for upcoming CTP events on our website at www.ctp.org.uk

The Officers’ Association (OA) Provides job finding support through three career consultants. It also offers lifelong access to job finding information, advice, guidance and support to all officers regardless of eligibility for the CTP programme. In addition, under its charitable status it offers the following: • advice and support to ex-officers and their dependants • access to a residential home in South Devon for ex-officers and widows, and an estate of bungalows in Hertfordshire for disabled ex-officers and their families.

OA Scotland offers benevolence services and employment support to ex-officers who are resident in Scotland or were members of a Scottish Regiment.

Tel: 0845 873 7140 Email: a.carrington@officersassociation.org.uk Website: www.officersassociation.org.uk

Tel: 0131 550 1575/1581 Email: em@oascotland.org.uk Website: www.oascotland.org.uk

The Regular Forces Employment Association (RFEA) Ltd The RFEA provides job finding support through a network of 24 employment consultants throughout the UK. It also provides lifelong access to job finding information, advice, guidance and support to people who are or were eligible for MOD resettlement through the CTP. In addition, under its charitable status this support is extended to all ex-Service people who have served for more than seven days, irrespective of eligibility, on a case-by-case basis, subject to certain criteria and at RFEA discretion.

Tel: 0845 873 7166 Email: AdminRFEA@ctp.org.uk Website: www.rfea.org.uk

Service Leaver Support Teams (SLSTs)

62

Can be found at Army UK divisional and district HQs and at some regional brigades. They provide Service leavers with information and help on a wide variety of subjects, including employment, housing, schooling, finance and other resettlement issues. They work in close cooperation with other agencies, including the RFEA, single-Service specialists and the CTP.

www.questonline.co.uk / February 2015

Any request for overseas training must arrive with SDE HQ staff at least eight weeks in advance of the intended departure date, to enable the necessary political clearances for successful applications to be made.

Employment Services & RightJob Employment support is provided by the RFEA, OA and OA Scotland Employment Consultants who are based across the UK. They are part of the CTP and their role is to provide job finding advice and support on a demand-led basis to CTP-registered Service leavers. They actively seek and develop suitable employment opportunities and can also provide one-to-one career advice and support.

RightJob Is the CTP’s online job finding service where registered Service Leavers can search and apply for any of the thousands of live vacancies on the jobs database. The site is accessed via the CTP website and the login required is normally issued during CTWs. Call the Central Employment Team for more information, on Tel: 0121 236 0058.

Useful CTP Contacts TO BOOK A CTP WORKSHOP OR BRIEFING… Call our central line ( 0203 162 4410 For booking your Career Transition Workshop (CTW) or any other workshop or briefing. (This is a not a premium rate number and you should only be charged at the normal national rate, dependent on the phone provider) Alternatively, if you are calling from a military line, contact the Regional Resettlement Centre (RRC) running the workshop which is normally the RRC that you are registered with for your resettlement. Contact details can be found on the first page of this Factfile section.

CALL OUR COURSE BOOKING & INFORMATION CENTRE (CBIC) Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 or Email: coursebookings@ctp.org.uk

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

Future Horizons The Future Horizons Programme understands that leaving the Armed Forces is a key point in the lives of all Service leavers, and believes that everyone who has served, even for a short period of time, is entitled to support in transitioning from the military into civilian life. The programme will provide support and assistance to enable you to find suitable employment upon leaving the Armed Forces. Through its network of partners, it will link you in to the most appropriate level of support you need to help with the transition.

The Future Horizons Programme has been developed in response to the recognition and commitment from the MoD to improve resettlement provision to Early Service Leavers (ESLs). It is open to ESLs across all Services, regardless of how long you have served or the reasons you have for leaving. The programme has been designed and is delivered by the RFEA, The Forces Employment Charity.

To discuss any aspect of the Future Horizons Programme, please call Darren Bickerstaffe, Programme Manager, on ( 07428 705 770 or meet with a FHP assessor at the following locations: • ITC Catterick, Hook Company: ( 01748 831274 • ATC Pirbright, Sword Company: ( 01483 475526 • RRC Plymouth: ( 01752 553143 Follow Future Horizons on Facebook, and receive the latest news and updates from the programme.

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

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63

Factfile

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Making the Transition Even if you have a job to go to on leaving the Armed Forces, you are still strongly advised to attend the CTP Career Transition Workshop (CTW), along with any other that you will find of benefit, such as CV Writing or Interview Techniques. The purpose of these workshops is to help you to recognise and assess your options and learn skills in order to approach the civilian workplace and market yourself to a future employer. These are skills that are important to develop for life, and not just for your next job. If you don’t go – you won’t know.

The Self-Marketing Approach is based on the application of well-established marketing concepts to the task of getting a new job. Marketing is about delivering products and services to meet customers needs. In this case, you are the product, the customer is your next employer. Your task is to persuade the customer that the range of benefits, which you bring, match his or her needs.

Throughout our lives we are faced with choices or options and as you prepare to leave the Services, you are potentially about to face some of your biggest ones yet. You can never start this preparation early enough, so plan your resettlement carefully and thoroughly. In order to commence a successful self-marketing campaign one of the first things you should do is to decide what it is you wish to achieve.

Define the product • • • • • • • • •

Identify as wide a range of your skills and experience as you can From these, you can choose which ones match what the employer wants Demonstrate your value to the employer List your successes Focus on skills and attitudes rather than tasks identify transferable skills Learn to think in terms of product (you) and customer (your next employer) Remember, customers buy benefits Define yourself in terms of unique selling propositions (USPs)

Prepare self-marketing literature Your CV should include: • a personal profile – your USP • major achievements – the benefits you brought to current and previous jobs • a focus on your transferable skills Your CV should avoid mentioning: • details of salary • references • any negative aspects of your career to date • clichés, jargon, abbreviations and untruths

Research the market • • • • • •

Decide on sectors, geographical areas etc.

Use directories, databases, internet etc.

Ask for information Use your personal network Use industry associations, chambers of commerce etc.

Attend jobfairs and conferences

Implement a marketing campaign Use a variety of approaches, including: • responding to advertisements • direct approaches by phone and letter • networking • employment agencies • develop a system and keep records of all activities • follow up approaches systematically • learn from your mistakes

Understand the world of work • • • • • •

What has changed since you joined the Services?

How do those changes affect you?

How do you effectively manage your own career?

What are the different patterns of work?

What do you want from a company?

How do you negotiate a salary package?

• • • • •

What are your interests?

What transferable skills do you have?

What training or qualifications have you done?

Can you identify what you have achieved so far?

Does all this help you decide what to do next?

• • • •

How do you establish a useful network?

How do you use networks to help you research?

How can networks help you into a job?

How can networks help with career development?

• • • • • •

Start early Create mutually supportive relationships Use these at all stages of career development, not just at time of job change Networks are useful information sources Successful people develop networks Use them to market yourself and your organisation

Identify your interests and skills

Proactive networking

Networking advice

The CTP can help you find the answers to these questions through attending workshops and one-to-one sessions with your Career Consultant. If you are not yet registered with the CTP, speak to your local Resettlement Officer or Service Resettlement Advisor for further advice.

Sell yourself on a face-to-face basis

64

• • • • • • • • • • •

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 / February 2015

‘Like’ the Career Transition Partnership page Follow @CTPinfo

For the most up-to-date information, please visit www.ctp.org.uk

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

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

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PROVIDER NUMBER

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Forensic Accident Investigation Considering a new career?

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65 February 2015 / www.questonline.co.uk

Courses and events

Courses and events This guide includes the courses currently scheduled to run from March 2015 to May 2015 Additional courses may be scheduled by each Regional Resettlement Centre according to demand. A list of all courses scheduled for 2014 and 2015 is available from your nearest Regional Resettlement Centre. All the dates given should be confirmed with the relevant Regional Resettlement Centre. Dates are correct at time of going to press.

To book onto any CTP courses, workshops or events, please call the central bookings team on 0203 162 4410 Visit www.ctp.org.uk for further details

RRC Aldergrove 02894 421639 Military 9491 31639 rrcaldergrove@ctp.org.uk START DATE

END DATE

RRC Catterick 01748 872930 Military 94731 2930 rrccatterick@ctp.org.uk START DATE

CTW Mixed Class

Business Start Up

02 March 2015 23 March 2015 20 April 2015 18 May 2015

09 March 2015 18 May 2015

04 March 2015 25 March 2015 22 April 2015 20 May 2015

Housing 14 April 2015

14 April 2015

RRC Aldershot 01252 348336/339 Military 94222 3336/339 rrcaldershot@ctp.org.uk END DATE

Business Start Up 16 March 2015 23 April 2015 14 May 2015

17 March 2015 24 April 2015 15 May 2015

CTW Junior Ranks 03 March 2015 17 March 2015 21 April 2015 05 May 2015 19 May 2015

05 March 2015 19 March 2015 23 April 2015 07 May 2015 21 May 2015

CTW Mixed Class 10 March 2015 12 March 2015 (Course location Brize Norton) 28 April 2015 30 April 2015 (Course location Brize Norton) 12 May 2015 14 May 2015 (Course location Brize Norton)

CTW Officer 24 March 2015 26 May 2015

26 March 2015 28 May 2015

10 March 2015 14 April 2015 12 May 2015

12 March 2015 16 April 2015 14 May 2015

Employment Support Programme Wksp 08 April 2015

08 April 2015

FAR All Ranks 15 April 2015

15 April 2015

Housing 24 March 2015 24 March 2015 (Course location Brize Norton) 26 March 2015 26 March 2015 19 May 2015 19 May 2015 (Course location Shorncliffe (Gurkha))

Interview Techniques 24 March 2015 28 April 2015 27 May 2015

24 March 2015 28 April 2015 27 May 2015

Interview Techniques 19 March 2015 21 May 2015

19 March 2015 21 May 2015

RRC Cottesmore

10 March 2015 19 May 2015

01572 812241 ext 7716 Military 95341 7116 rrccottesmore@ctp.org.uk

02 March 2015 09 March 2015 23 March 2015 30 March 2015 13 April 2015 21 April 2015 27 April 2015 05 May 2015 11 May 2015 18 May 2015

04 March 2015 11 March 2015 25 March 2015 01 April 2015 15 April 2015 23 April 2015 29 April 2015 07 May 2015 13 May 2015 20 May 2015

START DATE

END DATE

Business Start Up 19 March 2015 21 May 2015

20 March 2015 22 May 2015

CTW Junior Ranks

0049 5221 9953388 Military 94882 3388 rrcherford@ctp.org.uk START DATE

END DATE

Business Start Up 03 March 2015

04 March 2015

CTW Junior Ranks 09 March 2015 23 March 2015 14 April 2015 04 May 2015 11 May 2015

11 March 2015 25 March 2015 16 April 2015 06 May 2015 13 May 2015

CTW Officer/SNCO 03 March 2015 17 March 2015 28 April 2015 19 May 2015

05 March 2015 19 March 2015 30 April 2015 21 May 2015

03 March 2015 05 March 2015 21 April 2015 23 April 2015 (Course location Preston) 05 May 2015 07 May 2015 (Course location York)

CTW Officer

CTW Mixed Class

German CV Writing

09 March 2015 11 March 2015 30 March 2015 01 April 2015 13 April 2015 15 April 2015 13 April 2015 15 April 2015 (Course location Cyprus) 11 May 2015 13 May 2015 26 May 2015 28 May 2015

18 March 2015

10 March 2015 12 May 2015

12 March 2015 14 May 2015

CTW SNCO 24 March 2015 14 April 2015 28 April 2015 19 May 2015

26 March 2015 16 April 2015 30 April 2015 21 May 2015

CV Writing Module 13 April 2015

13 April 2015

Employment Support Programme Wksp 16 March 2015 20 April 2015 18 May 2015

16 March 2015 20 April 2015 18 May 2015

FAR All Ranks 01 April 2015

Housing 03 March 2015 12 May 2015

03 March 2015 12 May 2015

RRC Colchester 020 8842 6063/6064 Military 95233 6063/6064 rrcnortholt@ctp.org.uk START DATE

END DATE

CTW Mixed Class 02 March 2015 09 March 2015 23 March 2015 14 April 2015 27 April 2015 11 May 2015 26 May 2015

04 March 2015 11 March 2015 25 March 2015 16 April 2015 29 April 2015 13 May 2015 28 May 2015

16 March 2015 20 April 2015 18 May 2015

www.questonline.co.uk / February 2015

16 March 2015 20 April 2015 18 May 2015

05 March 2015 12 March 2015 19 March 2015 26 March 2015 16 April 2015 23 April 2015 30 April 2015 14 May 2015 21 May 2015

RRC Herford

03 March 2015 10 March 2015 17 March 2015 24 March 2015 14 April 2015 21 April 2015 28 April 2015 12 May 2015 19 May 2015

Employment Support Programme Wksp

66

20 May 2015

CTW Junior Ranks

01 April 2015

CTW SNCO

20 May 2015

END DATE

CTW Mixed Class START DATE

Housing

CTW Officer 23 March 2015 27 April 2015

25 March 2015 29 April 2015

CTW SNCO 02 March 2015 16 March 2015 20 April 2015 05 May 2015 18 May 2015

04 March 2015 18 March 2015 22 April 2015 07 May 2015 20 May 2015

Employment Support Programme Wksp 05 March 2015 05 March 2015 16 April 2015 16 April 2015 (Course location Cyprus) 07 May 2015 07 May 2015

FAR Officers 11 March 2015 11 March 2015 (Course location Junior Rank's Mess)

FAR Other Ranks 12 March 2015 12 March 2015 (Course location Junior Rank's Mess)

Housing 04 March 2015 04 March 2015 (Course location Junior Rank's Mess) 21 April 2015 21 April 2015 (Course location Nuffield Pavilion, RAF Cosford) 13 May 2015 13 May 2015 (Course location Junior Rank's Mess)

Interview Techniques 20 April 2015

20 April 2015

Employment Support Programme Wksp 16 March 2015 27 April 2015 18 May 2015

16 March 2015 27 April 2015 18 May 2015 19 March 2015

Housing 10 March 2015 10 March 2015 (Course location 32 Engr Regt training wing) 11 March 2015 11 March 2015 (Course location Herford Div Conference Centre)

Central London 020 7469 6661 resettlementinfo@ctp.org.uk START DATE

END DATE

CTW Senior Officer 17 March 2015 07 April 2015 19 May 2015

19 March 2015 09 April 2015 21 May 2015

Interview Techniques (Snr Officer) 13 March 2015 10 April 2015 08 May 2015

13 March 2015 10 April 2015 08 May 2015

RRC Northolt 020 8842 6063/6064 Military 95233 6063/6064 rrcnortholt@ctp.org.uk START DATE

END DATE

Business Start Up 18 March 2015 19 May 2015

19 March 2015 20 May 2015

CTW Mixed Class 10 March 2015 23 March 2015 24 March 2015 21 April 2015 28 April 2015 12 May 2015

12 March 2015 25 March 2015 26 March 2015 23 April 2015 30 April 2015 14 May 2015

Courses and events

RRC Portsmouth

CTW Officer 03 March 2015 14 April 2015 05 May 2015 26 May 2015

05 March 2015 16 April 2015 07 May 2015 28 May 2015

023 9272 4130 Military 9380 24130 rrcportsmouth@ctp.org.uk

Employment Support Programme Wksp 20 April 2015

START DATE

20 April 2015

Business Start Up

FAR All Ranks 17 March 2015

25 March 2015 27 May 2015

17 March 2015

Insight to Management Consultancy 02 March 2015 20 March 2015 21 May 2015

09 March 2015 30 March 2015 14 April 2015 19 May 2015

20 March 2015 21 May 2015

02 March 2015 13 April 2015 05 May 2015 26 May 2015

16 March 2015 18 May 2015

New Horizons in Retirement

16 March 2015 20 April 2015 18 May 2015

01752 553376/93 Military 9375 53393/76 rrcplymouth@ctp.org.uk END DATE

Business Start Up 27 April 2015

28 April 2015 11 March 2015 01 April 2015 22 April 2015 13 May 2015

CTW Mixed Class 23 March 2015 25 March 2015 07 April 2015 09 April 2015 21 April 2015 23 April 2015 (Course location Culdrose) 27 April 2015 29 April 2015 26 May 2015 28 May 2015

CTW Officer 16 March 2015 18 May 2015

Employment Support Programme Wksp 26 March 2015 14 May 2015

26 March 2015 14 May 2015

18 March 2015 09 April 2015 14 May 2015

18 March 2015 09 April 2015 14 May 2015

RRC Rosyth 01383 858230 Military 94740 8230 rrcrosyth@ctp.org.uk START DATE

END DATE

12 March 2015 16 April 2015 04 March 2015 05 April 2015

03 March 2015 23 March 2015 07 April 2015 20 April 2015 05 May 2015 18 May 2015 19 May 2015

10 March 2015 10 March 2015 (Course location 1 RHA Lecture Theatre) 06 May 2015 06 May 2015 (Course location 1 RHA Lecture Theatre)

FAR Other Ranks

Insight to Management Consultancy 19 March 2015 16 April 2015 20 May 2015

19 March 2015 16 April 2015 20 May 2015

Interview Techniques 30 March 2015 27 April 2015 26 May 2015

30 March 2015 27 April 2015 26 May 2015

Networking

04 March 2015 24 March 2015 08 April 2015 21 April 2015 06 May 2015 19 May 2015 20 May 2015

31 March 2015 28 April 2015 27 May 2015

31 March 2015 28 April 2015 27 May 2015

New Horizons in Retirement 30 April 2015

30 April 2015

CTW Junior Ranks 02 March 2015 16 March 2015 23 March 2015 31 March 2015 07 April 2015 14 April 2015 21 April 2015 27 April 2015 05 May 2015 11 May 2015 18 May 2015 26 May 2015

04 March 2015 18 March 2015 25 March 2015 02 April 2015 09 April 2015 16 April 2015 23 April 2015 29 April 2015 07 May 2015 13 May 2015 20 May 2015 28 May 2015

CTW Mixed Class 27 March 2015 15 May 2015 18 March 2015 15 April 2015 20 May 2015

CTW Mixed Class

21 May 2015

END DATE

Business Start Up

10 March 2015 17 March 2015 30 March 2015 13 April 2015 28 April 2015 12 May 2015 26 May 2015

23 April 2015

03 March 2015 28 May 2015

01980 650689 Military 94342 2689 rrctidworth@ctp.org.uk START DATE

05 March 2015 12 March 2015 26 March 2015 09 April 2015 23 April 2015 07 May 2015 21 May 2015

07 April 2015 07 April 2015 (Course location 1 RHA Lecture Theatre)

RRC Tidworth

CTW Officer

16 April 2015

04 March 2015 05 April 2015

First Steps 03 March 2015 28 May 2015

05 March 2015 12 March 2015 26 March 2015 09 April 2015 23 April 2015 07 May 2015 21 May 2015

FAR Officers

13 March 2015 17 April 2015

FAR All Ranks

16 March 2015 13 April 2015 18 May 2015

26 March 2015 14 May 2015

04 March 2015 29 April 2015 28 May 2015

Employment Support Programme Wksp

CTW Junior Ranks

Interview Techniques 21 May 2015

25 March 2015 29 April 2015 13 May 2015

02 March 2015 27 April 2015 26 May 2015

04 March 2015 15 April 2015 07 May 2015

FAR All Ranks 23 April 2015

23 March 2015 27 April 2015 11 May 2015

Employment Support Programme Wksp

01 April 2015 13 May 2015

CTW SNCO

Business Start Up

Employment Support Programme Wksp 16 April 2015

CTW SNCO

30 March 2015 11 May 2015

18 March 2015 20 May 2015

CTW SNCO 02 March 2015 13 April 2015 05 May 2015

18 March 2015 22 April 2015 20 May 2015

FAR All Ranks

CTW Junior Ranks 09 March 2015 30 March 2015 20 April 2015 11 May 2015

04 March 2015 15 April 2015 07 May 2015 28 May 2015

CTW Officer

27 March 2015

RRC Plymouth

START DATE

11 March 2015 01 April 2015 16 April 2015 21 May 2015

CTW Mixed Class

Networking

27 March 2015

26 March 2015 28 May 2015

CTW Junior Ranks

02 March 2015

Interview Techniques

16 March 2015 18 May 2015

END DATE

CTW Officer/SNCO

09 March 2015 11 March 2015 23 March 2015 25 March 2015 23 March 2015 25 March 2015 (Course location Lossiemouth) 07 April 2015 09 April 2015 20 April 2015 22 April 2015 05 May 2015 07 May 2015 18 May 2015 20 May 2015 (Course location Lossiemouth)

12 May 2015 14 May 2015 (Course location Chepstow) 12 March 2015 19 March 2015 01 April 2015 15 April 2015 30 April 2015 14 May 2015 28 May 2015

CTW SNCO 03 March 2015 09 March 2015 24 March 2015 07 April 2015 20 April 2015 05 May 2015 19 May 2015

05 March 2015 11 March 2015 26 March 2015 09 April 2015 22 April 2015 07 May 2015 21 May 2015

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February 2015 / www.questonline.co.uk

67

Franchising

Franchising

THE SECTOR AT A GLANCE £13.7 billion industry annual turnover

What is franchising? ccording to the British Franchise Association (bfa), franchising (or business format franchising, to be precise) is the ‘granting of a licence by one person (the franchisor) to another (the franchisee), which entitles the franchisee to trade under the trade mark/trade name of the franchisor and to make use of an entire package, comprising all the elements necessary to establish a previously untrained person in the business and to run it with continual assistance on a predetermined basis’.

To put it simply: some companies choose to grow, not by developing in the conventional way, but by granting a

A

68

www.questonline.co.uk / February 2015

licence to others to sell their product or service. So, one person copies another’s proven business and receives support, in exchange for an upfront payment (the franchise fee) and ongoing fees (proportion of turnover or mark‐up on supplies). Each business outlet is owned and operated by the franchisee. However, the franchisor retains control over the way in which products and services are marketed and sold, and controls the quality and standards of the business.

930

Why choose franchising?

… all from an industry that, 20 years ago, had a turnover of just over £5 billion, 379 different brands and represented 18,300 franchisee outlets

According to the 28th annual NatWest/bfa Franchise Survey, published in 2014, franchising continues to outperform the economic downturn, with turnover up

franchise brands operating in the UK

39,000 franchisee outlets in the UK

561,000 people employed in franchising in the UK

92% of franchising units reporting profitability

Source: NatWest/bfa Franchise Survey 2014

Franchising

THE CRUCIAL QUESTIONS It is critical to answer some questions absolutely honestly in order to make the right choice about whether or not to take on a franchise.

? ?

About yourself • Do you want to be self-employed?

• Do you want to invest your own money?

• What proportion of your assets would you be willing to risk in a franchise? (Calculate the value of your assets, including savings, car, etc.)

• Will your family/partner be supportive?

• Is your physical health good (e.g. have you had any problem that would prevent you obtaining a life assurance policy)?

2.4% to £13.7 billion, which equates to just under 1% of GDP. Half of franchisees report ‘good profitability’, with 92% of franchised businesses declaring themselves at least ‘marginally profitable’.

Franchising can provide the perfect route for those who are keen to set up their own business, who have some money to invest, and who want the independence of self‐employment coupled with the support of the franchisor. Choosing a reputable franchise will enable budding and enterprising people to follow a tried‐ and‐tested formula with the backing and support of a well‐established brand, which can, potentially, lead to dramatically higher levels of success. A franchise is more likely to succeed than other business start‐ups, with the latest edition of the annual NatWest/bfa Franchise Survey revealing that 92% of franchises reported profitability. However, no business can offer a guarantee, and anyone thinking of investing in a franchise should take professional, legal and financial advice before parting with any money.

It may also be a good idea to work for a franchise first, to gain some experience of what is involved. As Tom Endean, bfa marketing manager, explains, ‘A franchise relies on having people with the right attitude and skills owning and running the individual business, but finding these people can sometimes be difficult.

However, one area from which we do see a number of successful franchise businesses

THE BENEFITS OF FRANCHISING • • • • • • • • • •

Tried and tested market Established trade name Access to an experienced network Allocated trade area Training Market intelligence from the franchisor Marketing activities undertaken by the franchisor Bulk buying powers of the franchisor Finance may be more readily available Lead time to success may be shorter

About the business • What sort of business do you want?

• Do you want to get involved in something new?

• Do you want to use your skills and experience?

• Do you want a business to share with someone in your family?

• Do you want a premises-based business or one you run from home?

• Do you want to manage other people or be ‘hands on’?

• How much do you want to spend?

• How much time can you give to the business?

sourcing new franchisees is among the employees of the network – whether it’s a burger restaurant, retail outlet or business service provider.’ This means that ‘any employment with a franchise could be a huge opportunity in waiting. Looking to work for a business that is a franchise could offer the opportunity to learn the business and raise the funds to possibly own your own operation in the near future. We have seen many successful examples of this and I urge people to have this in mind when job hunting: what may seem like a simple job to tide you over could end up as a doorway to owning your own business.’

The bfa The British Franchise Association (bfa) is concerned with developing and controlling good and ethical franchising among its member franchisors. It describes its role as to help ‘potential franchisees recognise the good, the bad, and the ugly for what they are’ and those ‘businesses involved in franchising to

TYPICAL TOTAL START-UP FEE This is likely to include the following (as applicable to the business): • franchise fee (e.g. the fee to use the brand and system) • any necessary equipment (e.g. stationery, machinery, office equipment) • any necessary initial stock • initial training • initial marketing or sales launch • any necessary property costs, including fittings • any necessary vehicles (specified whether this is the total cost of the vehicle or the first repayment if on finance) • any necessary subscriptions/memberships/licences, etc.

• any necessary staffing costs • any other element necessary for the initial launch of the business It does not include: • VAT • working capital Source: bfa

secure their own position among the “good” operators’. In 2010, it launched its Qualified Franchise Professional (QFP) qualification, which is designed to provide formal recognition of an individual’s professional knowledge and experience in franchising, and offers a range of membership grades, full details of which can be found on the bfa website (see ‘Key contacts’).

Franchising skills gained in the Services Many of the personal qualities required to make a franchise work are also highly prized in the Forces. Self‐discipline, self‐ motivation, initiative, willingness to work and the ability to get on with others are key to a successful franchise, as is that little spark of entrepreneurship.

There are a number of technical franchises available, involving areas like cars, IT and workshop tools, and Service training and experience can often be relevant in such areas. However, ex‐Forces people also run successful franchises in activities such as upholstery cleaning, sign‐making, legal services and estate agency, so nothing should be dismissed until it has been checked out.

There are, however, some common key skills. Competence in ICT, accounting, law in the retail sector, financial awareness and the ability to drive would all be extremely useful. It is also likely that the potential franchisee will need to take out a bank loan to fund the purchase. While most franchisors will help with the necessary business plan and any other paperwork, it is essential that the individual taking out the loan fully understands the detail of these documents.

Decided on a franchise? What next?

Research the opportunities and make a shortlist of franchisors. Meet them and ask to talk to some of their franchisees (preferably other Service leavers).

Reputable franchisors will help because they will want their franchisees to be sure they are getting into the right business. In some cases, ask if the franchisors run their own outlet; if it is a profitable business and they don’t, ask them why not.

Do not sign up for anything until you are ready. However, franchisors are in business and want to sell to people who are ready to invest within a few weeks – commercial concerns do not operate the Service posting timescale of six months or so; they are looking for early commitment from the right people, who will find any necessary financial backing easy and quick to obtain.

February 2015 / www.questonline.co.uk

69

Franchising

What you should look for

Still not sure?

The prospective franchisee should seek information on the following: ● initial training (e.g. technical, admin, sales and marketing) ● help with initial funding ● ongoing training ● the product or service (e.g. availability, sales record in other franchises or businesses) ● plans for new products/services ● franchise territory (e.g. size) ● marketing support.

Franchising deserves serious consideration if you are thinking about starting your own business. Franchises exist in a huge range of business sectors – there is probably a franchise to suit everyone, no matter what their interests, previous experience, lifestyle or budget.

A convenient research tool is one of the array of franchise exhibitions held in the UK each year, where you can see for yourself the wide variety of businesses available, attend seminars and talk with independent experts about franchising.

There is free professional advice from leading banks, solicitors and franchise consultants. In addition, a number of free seminars are held, providing potential franchisees with sufficient knowledge to make informed, calculated choices about franchising options.

To find out more, contact the bfa (see ‘Key contacts’) and examine its literature (visit the ‘shop’ page of the its website), including the books How to Evaluate a Franchise, the Franchising Bible, and the 60‐minute Guide to Franchising (parts 1 and 2), as well as a host of other very useful publications. There are franchise seminars throughout the UK, where experts and franchisees provide advice – the next Prospective Franchisee Seminars take place on 25 February (Bristol) and 25 March (London). There are also exhibitions, where franchisors take stands and there are opportunities to seek free expert advice. These include the National Franchise Exhibition, to be held next at the NEC in Birmingham on the 20 and 21

What will it cost?

Costs vary depending on the sector. Start‐ up costs are usually covered by the franchisee’s initial investment and a loan, often from a high‐street bank, which will generally advance money to fund franchisees of an established, ethical business. Under normal conditions, banks will often lend 70% of the start‐up costs, as opposed to 50% for an independent operation.

However, although risks will be lower than for any other kind of business – they may even be less than in a lot of employment options – they still exist.

Franchising is not for people who are not realistic about what they can afford or how hard they will work. However, people from all walks of life become franchisees for a wide variety of reasons – including the many people looking for a fresh start after a lifetime’s career in the Armed Services.

February; for a full list of UK franchising events, visit www.thebfa.org/events/member‐diary Other sources of advice include banks, solicitors, franchise consultants and, most importantly, anyone you know who is already operating a franchise.

A final few words of caution …

Beware of: ● offers that sound too good to be true ● a large fee up‐front but low royalties ● franchisors that will not let you meet other franchisees ● low‐quality training, marketing material or business plans ● pressure to sign anything before you are ready.

KEY CONTACTS British Franchise Association (bfa), Tel: 01235 820470 Website: www.thebfa.org Twitter: @BFA_UK whichfranchise.com, Tel: 0141 204 0050 email: enquiry@whichfranchise.com Website: www.whichfranchise.com Twitter: @whichfranchise Franchiseinfo (the official website for UK franchise exhibitions), Tel: 0844 257 8668 (visitor ticket hotline) Website: www.franchiseinfo.co.uk Twitter: @UKFranchising British Franchise Exhibition ticket hotline: 0844 257 8668

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2 billion litres of water. 8 million people. 365 days. 24/7.

That’s fluid thinking.

At Severn Trent, we’re proud to provide a vital service locally and all over the world. We put our customers at the heart of everything we do, and that’s made us one of the world’s leading commercial suppliers of water and waste-water services to the UK and around the globe. We rely on skilled technical colleagues to deliver the water services that our customers expect. That’s why we’re recruiting Water Process Technicians and Utilities Engineering Technicians in our apprenticeship scheme. Our apprentices come from all kinds of backgrounds – you don’t need to have specific experience, just the determination and drive to succeed.

You’ll • quickly become a technical expert in a fast-paced, vital industry • work alongside senior professionals, learning and developing while you work • earn formal apprenticeship qualifications • take responsibility for your own career path and direction As we work towards a more sustainable future, we need to find new solutions to the technical challenges that come our way. We need fluid thinking – people who can bring fresh ideas to our vital industry. People like you.

To apply visit severntrentapprentices.com

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