Quest January 2015 by Bulldog Publishing

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

The resettlement magazine

IN THIS ISSUE BUILDING TRADES CLOSE PROTECTION LICENSED HOSPITALITY MANAGEMENT AND LEADERSHIP SALES

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January 2015 ISSUE 191

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Contents

Quest HAPPY NEW YEAR to all readers – and welcome to Quest’s first issue of 2015. This month, it’s all about the new start. But, beyond finding your feet in a new job, it may be that you have to work hard at home as well – it’s not always easy to slot back in to being a full-time family member: your partner and children (if any) will have got used to your absences and you may feel like a newcomer in your own home. It could be tough, but Ralph Straw has already ‘been there, done that’ and has some tips for you on page 23. And what’s it even like to work with those alien beings ‘civilians’ anyway? Our other regular contributor Keith Turnbull has the inside track on page 40. And, of course, we have our usual selection of careerfocused features too, so read on and prepare well for your own new beginnings: personal and professional!

JANUARY 2015 ISSUE 191

6PAGE 18 SALES

6PAGE 32 CLOSE PROTECTION

6PAGE 42

BUILDING TRADES

6PAGE 20

LICENSED HOSPITALITY

6PAGE 24

MANAGEMENT AND LEADERSHIP

REGULARS

Lynn Brown Editor

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 70 Career Transition Partnership courses and events 74 Job opportunities

FEATURES 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.

23 Home truths: The potential difficulties of fitting back in to civilian home life 30 MBAs under the microscope 40 So you’re out and you’re working with civilians! 41 How to be a STAR interviewee 53 Enhanced learning credits: a user's guide

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. January 2015 / www.questonline.co.uk

Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition Learn a trade … Plastering, tiling, plumbing, carpentry, kitchen fitting, bricklaying

£20,000 profit for my three months’ renovation work. This profit and equity from the sale will be funding my next purchase – so onwards and upwards!’

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

Construction Skills College is committed to ensuring you succeed, and each course is taught by trade‐specific, time‐served tradespeople who are still on the tools. At the end of each course you receive direct contact details of all tutors so you can call them whenever you may need support. Courtney Ray, who completed his plastering training at Construction Skills College, says this was invaluable and helped give him the confidence to set up his own successful plastering business. Courtney adds: ‘The course was very hands‐on and you are always learning and practising your skills, skills that you need to complete plastering jobs for customers. It can be daunting planning to learn a trade and start your own business but it is very rewarding when you complete a job, your customer is happy and you are getting work on a regular basis.’

Simon Day used his ELC funding to retrain: ‘Using the property development skills taught during my time at Construction Skills College enabled me to completely renovate a damp, mouldy and unloved property into a contemporary family home. Completing all the plumbing, tiling, bathroom fitting, minor structural works and decorating myself, the College gave me the confidence and practical knowhow to work beyond the course content. This was down to the professionalism and dedication of the instructors, who devoted their time to ensuring everyone developed at their own pace while stretching those with a particular skill. Now on the market and with the first viewings this week, I am expecting to make a

Get in touch Tel: 01782 837007 email: enquiries@tradeteacher.co.uk Website: www.tradeteacher.co.uk See the advertisement on page 45

CMT 1 to Edexcel IHCD Emergency Medical Technician conversion course TS Solutions, a market leader in ambulance service training and education, is pleased to offer a conversion course to IHCD Ambulance Technician specifically designed for military medics. The course is accredited by Edexcel and has been approved for ELCAS funding. It is suitable for military personnel with the Combat Medical Technician Class 1 qualification, or its RAF or Navy equivalent. Access to the conversion course includes accredited prior learning (APL), and assessment of skills and knowledge. The intensive two‐week clinical programme uses blended teaching methodologies, and covers aspects of Modules D, E and F from the IHCD Ambulance Technician Syllabus. After completing the classroom programme, probationary Technicians will go on to complete 750 hours of supervised clinical practice, and submit a portfolio of evidence of their learning and skills practice. On completion and verification of their portfolio, candidates will be awarded a BTEC level 3 in Ambulance Aid, giving them full Technician status.

www.questonline.co.uk / January 2015

IHCD Ambulance Technicians are in great demand in both NHS and private ambulance services. They respond to a wide and varied range of medical and trauma situations. They administer a number of prescription‐only medicines, assist the paramedic with invasive medical procedures and manage a multitude of challenging situations. FTS has a number of conversion courses planned throughout the year, so get in touch (see below) to discuss the date most suitable for you. FTS Solutions is an Edexcel IHCD Accredited Training Centre for ambulance training (Centre Number 79683). It is an Approved Supplier to the MoD, participating in the ELCAS (Provider No. 3891) and CTP programmes. The Edexcel IHCD courses are the only ambulance training courses recognised by NHS Ambulance Trusts.

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 Nigel Blake 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: John Leitch on 01324 620720 or 07803 887510 email: jleitch@ftssolutions.com Website: www.ftssolutions.com See the advertisement on page 61

Join our group

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

5 January 2015 / www.questonline.co.uk

Resettlement round-up

RBLI secures £50k from People’s Millions for community hub ent based charity RBLI (Royal British Legion Industries) has won £50,000 from the People’s Millions to convert the former Doctor’s House on its site in Aylesford to a community hub that will host activities aimed at promoting wider integration of veterans and all generations living in Royal British Legion Village and surrounding areas. The Doctor’s House was part of the original Village established after the First World War when Preston Hall became a hospital for Armed Forces personnel recovering from TB. The project, entitled Base Camp, will have a community cafe at its heart, along with rooms where a wide range of activities, from computer lessons to healthy eating classes, will take place. RBLI secured the grant by gaining the highest number of public votes when its project was broadcast. Project coordinator Liz Rickaby comments: ‘We are extremely grateful for all the support we received. It was wonderful to see the whole community getting behind our campaign. This grant means we will be able to refurbish the Doctor’s House, allowing us to provide a much needed community facility. We’re particularly excited about the potential Base Camp will have to bring together veterans and local residents of all generations. We hope this will help us to forge even greater links with local schools and community groups, providing a place that everyone can enjoy.’ Work on the project will commence early this year, with the aim of having the facility up and running by the end of 2015. For more information about RBLI and the Base Camp project, please visit www.RBLI.co.uk or call 01622 795900.

RBLI employees, local residents – including veterans – and students from local schools assembled to hear news of the success and for the cheque presentation by ITV Meridian News

6 www.questonline.co.uk / January 2015

The OU: your gateway to a career post-Forces 23‐year career as an Army officer saw Mike Niblett serve in trouble spots around the world. The OU was key to his plans for a new career when he retired at 42, even if it meant studying in a helicopter flying between bases in Afghanistan and dodging Taliban rockets. Having an OU degree prepared him for life after the Army, and opened the door to the LSE and a possible career in the Foreign and Commonwealth Office or international organisations. ‘I joined the Army with seven GCSEs. Approaching the end of a 23‐year career, along with my responsibilities as a father, I decided to prepare for a second career in good time. The OU provided exactly the right format for doing this. I completed my six modules in places as diverse as Qatar (two years), on operations in Afghanistan (seven months) and,

I DID IT! Name: Scott Fraser Employer: Royal Air Force School of Aerospace Battle Management Position: Aerospace Systems Manager Course: BA Business & Enterprise (BABE) Why did you choose to study on BA Business & Enterprise (BABE)? The fact that my experience and qualifications were taken into consideration allowing achievement of the degree in a year and funding available through the Enhanced Learning Credits (ELC) scheme were a huge attraction. Having witnessed three of my colleagues graduate last year gave me huge encouragement to enrol and, having always aspired have my own business, the subject matter was perfect. What were the three key things that you learned? Learning through self‐reflection can be a powerful tool if used correctly. Tailoring business theories, models and frameworks for an individual business were an excellent way of understanding the benefit of their use. I have the academic ability to perform at a significantly higher level than I had given myself credit for; this has been a contributing factor towards me deciding to leave the RAF next year. Has your organisation benefited from your studies and, if so, in what ways? Instigating a relevant project through the Work Based Learning module allowed me the time to reflect on achievements leading to significant improvements in a number of key areas. Learning how to look strategically across the organisation has enabled me to provide multiple recommendations through the use of business models and frameworks.

more recently, while serving Germany (one year). ‘Having completed my degree almost exactly at the time I retired, I am now pursuing a master’s degree in international relations and history. Accepted by four leading universities on the back of my OU degree, I’m starting an MSc at LSE in September 2015. ‘The OU deserves huge credit for enabling me to do this. I doubt there is another institution anywhere that would have taken me from seven O‐levels to LSE in five years while I was holding down a busy job stretching across the globe. Three aspects that stand out for me are the quality of tuition and material, flexibility and the administration.’ See the advertisement on page 27

What has been the impact on you personally in achieving a degree? When I left school at the age of 16 with minimal qualifications, I never envisaged that I would have the academic ability to complete a degree although I held this as an aspiration. Pursuing and achieving many work‐based (NVQ) qualifications over the past six years, I felt that my CV was extremely unbalanced; subsequent completion of the Post Compulsory Education and Training (PCET) in 2008, gave me the confidence I needed to subscribe to the degree. Passing the degree will be, without doubt, one of my greatest achievements. What would you say to someone who is considering starting BA Business & Enterprise (BABE)? I would recommend (and have already) the BABE to many colleagues, and would encourage anyone eligible to give it a go! It cannot be denied that it is somewhat daunting, especially the first few months, however once you get into a sound routine it’s fine. If you are considering the degree, you must take into account the amount of self‐ sacrifice and patience required from your family, however it’s only one year. If I can do it, anyone can! If you had to sum up participation in BABE in one sentence, what would you say? Challenging but enjoyable overall; learning through well‐taught workshop sessions and the opportunity to turn theories into practice with real businesses has been invaluable. Get in touch Tel: 0131 455 4348 See the advertisement on page 29

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Resettlement round-up

Find your way into the cyber security industry n Wednesday 18 February at Plymouth University, Cyber Security Challenge partnering with BlueScreen IT will be holding a regional cyber day, where pathways into the cyber industry will be highlighted. BlueScreen IT is delighted that Professor Kevin Jones, Plymouth University’s Dean of Science and Environment, will open the day’s activities, welcoming businesses both regional and UK wide to showcase careers, run cyber surgeries and offer networking opportunities for attendees to immerse themselves in the industry for the day – we hope to see school leavers, graduates and career changers, specifically ex‐ Forces, of all backgrounds. This south‐west regional cyber day will bring the excitement of the industry to the UK’s next potential recruits, as cyber security employers highlight the range of roles open to new talent, and where training providers and professional bodies will showcase emerging pathways into the industry along with the membership networks that support them as they grow into the industry. We hope that readers of Quest magazine like you understand the

potential for earning power and the need for the industry to highlight the need for your skills, which map across into cyber – so come and discuss your options within this growing sector, and find out more about the jobs, the roles and the industry. After a day’s activities, there will be a B2B conference, The Cyber Hub: An Employer’s View, to network and show presentations from trainers and industry to guide the regional businesses into delivering apprenticeships, highlighting the benefits and support available to all. This event will have the support of the Cyber Growth Partnership, which brings together key business leaders representing the cyber security industry with government and academia to boost the UK’s global market position in cyber security products and services. Get in touch Tel: 0845 4900465 Website: www.bluescreenit.co.uk See the advertisement on page 5

Dream comes true for former RAF officer ormer RAF officer Ben Wearne travelled 395 miles to Cleckheaton from Cornwall to seek out a new career on civvy street as a domestic gas engineer. He enrolled on the Accredited Certification Scheme for Gas Fitting Operatives (ACS) course with specialist gas training company, Brookhouse Training. Known for its MoD resettlement support, Brookhouse provided Ben with the training he would need and real‐life work experience close to his home town with Cornwall Housing. Ben quickly settled in to his new role and worked alongside Cornwall Housing’s experienced gas engineers on their visits to tenants and customers’ homes in Threemilestone. During these visits Ben learned skills that will allow him to service appliances, install boilers and respond to breakdown calls in the future. Ben says: ‘I would like to thank Brookhouse Training and Cornwall Housing for the opportunity and for making a dream come true. The gas team has taken really good care of me, and the training provided has been really useful and should ensure that I qualify and am able to seek employment in this trade in Cornwall near my family.’ Gavin Derbyshire from Cornwall Housing’s Mechanical Services Team Leaders, adds: ‘Ben has done a great job and has adapted to the training really well. The skills from his previous role in the RAF have proved very useful and I am confident that he will find a job in the trade very soon.’ Roy Parsk, work placement officer and Brookhouse Training staff member, says: ‘We’re incredibly grateful to Cornwall Housing. With their support Ben can now move forward and fulfil his future career goals.’ Brookhouse Training is committed to the Sector Skills Council, Energy & Utility Skills’

www.questonline.co.uk / January 2015

(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. Get in touch Tel: 0844 415 2700 Website: www.brookhousetraining.com See the advertisement on page 43

Ben Wearne (left) and Gavin Derbyshire, proving dreams really do come true

FREE CMI membership available to Armed Forces personnel he Chartered Management Institute (CMI) has introduced a new level of membership for Armed Forces personnel for those studying a CMI qualification. From now on, those who register to undertake or complete any CMI Management and Leadership or Coaching and Mentoring qualification will automatically be given 12 months of CMI membership – free! This offer is exclusively available to those serving in the Armed Forces, and does not apply to any other students studying for a CMI qualification. Armed Forces personnel can gain access to CMI’s complete range of membership benefits, which include: ● professional recognition – post‐ nominals to display as a commitment to continuous development and accomplishment ● access to ManagementDirect, CMI’s complete online portal of industry‐ leading management and leadership resources ● opportunity to build valuable business contacts at one of our regional networking events ● subscription to Professional Manager or Management Today magazine (depending on your grade) ● notification of the latest industry news via weekly e‐newsletter, Membership Matters. In addition, this new level of membership complements the existing Guaranteed Membership Scheme for the Armed Forces, details of which can be found on the CMI website. As a CMI member, those who are eligible also have access to the highest accolade in management and leadership: Chartered Manager (CMgr) status. Offered only by CMI, CMgr status demonstrates the ultimate in managerial competence. For current personnel and Service leavers, it takes into account the vast range of skills and experience gained throughout a career in the services and validates these against benchmarks recognised by those working and recruiting in the civilian sector. Find out more about Chartered Manager status and further developing your career prospects. Speak to our dedicated Armed Forces Team …

Get in touch Tel: 01536 207307 Website: www.managers.org.uk/MOD See the advertisement on page 25

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Resettlement round-up

Robert Stearn and the Trade Skills 4U Forgotten Heroes Bursary obert Stearn was forced to retire from the Services in February 2000. He had served from RNAS Culdrose as a supervisor of electrical maintenance and repair for 27 years, during which time he was deployed in the Falklands, Middle East and Far East. Robert is fighting fit now but had been suffering from thyroid cancer as well as type 1 diabetes, which had been brought on by some of the medication he had taken while on duty. Rob is clearly a very smart and presentable chap, who – due to the hardships he had faced – fell into a dead‐end job working in a warehouse. When he applied for the Trade Skills 4U Forgotten Heroes Bursary he realised it would mean quitting his job in order to take the training. Robert decided to take the punt and quit his job in order to train on the Bronze Domestic Installer Course. It would mean having to find work pretty quickly once he had finished the course, but he knew in the long run it would be worth it. Like many of the forgotten heroes who had taken the course before him, Robert excelled in

his training and passed all four elements of his course first time. His previous technical and DIY experience helped, as did his dedication and professionalism. While at the centre, Rob met another student who was also from an ex‐ military background, Jonathan Ballard, who runs an electrical installation company very close to Robert in the West Midlands. The two kept in contact and, within two weeks of finishing his course, Jon was let down by a contractor and needed an extra pair of hands on some domestic projects. He called Robert and the two started working together. Robert says: ‘The Bronze Course has given me the fundamentals to gain a foothold in a sustainable career. The C&Gs are impressive but only if you can match them with some quantifiable experience. My aim is to be registered with one of the approved Part P schemes, which is the natural culmination of the Trade Skills 4U Bronze Course. ‘Since training, I’ve registered as self‐ employed and have been contracting myself out to Ballard Electricals. Jon Ballard is also ex‐ Forces and a long‐time student of Trade Skills 4U. It was perfect timing as Jon has recently lost a contractor. Since starting working for Jon, I have installed lights, new sockets, fused spurs, done a garage conversion, assisted in a first‐ and second‐fix house rewire, a complete house rewire from the initial Electrical Installation

Condition Report, design and agreement to the first and second fix, making good, inspection and testing, and handover back to the customer. I’ve even fitted a new distribution board under strict supervision from Jon. This is definitely the best placement I could have hoped for to gain experience. ‘When I phoned Trade Skills 4U I had no idea where it would lead – and here I am doing it. No plan, just one step at a time. Although I had the bursary to pay for my course, I had to give up my job and spend what was left on my credit card to pay for travel, food and accommodation. That was a big risk for me, but it’s one that has paid off. Trade Skills 4U have been brilliant at getting me through my exams to put me in a position where I can become registered in an approved Part P scheme, and Jon is great at teaching me how to apply my classroom stuff to real‐life situations. At this rate I doubt it will be long before I’m registered. I have no idea where this is all going – Jon has big plans and wants his business to grow’ if we continue to work well together then I could grow with him. Not bad for a man without a plan!’ If you would like to find out more about the Bursary Scheme at Trade Skills 4U, visit www.tradeskills4u.co.uk/bursary See the advertisement on page 50

Open the door to the world of the butler David Bates, formerly of the Royal Regiment of Fusiliers, reports on the high‐quality training he received on the British Butler Institute’s four‐ week butler course aving looked in depth at many different career choices, I found myself drawn to a unique job, one that has been growing at an incredible rate – so much so, that, in fact, demand is rapidly outstripping supply. Having researched online the many butler courses available, I came across the British Butler Institute (BBI). I was immediately impressed by its website, which looked professional and easy to use. On closer inspection I saw that the course was ran by the business owner and principle, Gary Williams. Any initial worries of ‘going it alone’ were immediately squashed as I received a personal phone call from Mr Williams, who personally ensured that my booking and placement went as smoothly as possible. It was a comforting feeling knowing that the course I was hoping to gain a place on was run by a subject matter expert who travelled the world extensively, successfully running and promoting the BBI, yet returned to London to personally teach on its four‐week butler course. This showed me that Mr Williams has a personal interest in the course and passing over his extensive knowledge, and that the students on the four‐ week programme were not just attending a course, but ‘his’ course. This confirmed my

www.questonline.co.uk / January 2015

decision to complete the course – as did the fact that Mr Williams had not only worked at the Ritz Hotel, but had been head butler there. This was just one of many impressive positions he had held, all of which helped to build world‐ class experience that would in turn be transferred in to lessons to be passed down on the course. On the course I shouldn’t have been surprised to find out that, like the majority of jobs, the role of the butler has grown and modernised. The course varied from the traditional roles of the butler – such as table, wine, cigar and champagne service – to modern skills that are just as important as traditional ones: for example, concierge skills like how to secure your principle a table in a top restaurant or nightclub at short notice, as well as how to run the modern household. One of the most transferable assets I connected from my military past to my new role was the organisational ability needed to be successful as a butler – for example, organising a house party or planning a trip away for the weekend. There is a great deal of emphasis on the two core values of the butler: 1. anticipation 2. consistency. These two small words make the difference between a successful party or day out and a failed one. On the course, we were constantly pushed to think ‘outside the box’ with ‘what if’ scenarios: What if it rains at the picnic? What if the car breaks down? What if there’s an accident? This really did remind me of the orders phase on the many ‘actions on’

paragraphs covering all eventualities to ensure you are prepared for everything. A strong emphasis is also placed on presentation and etiquette lessons. I found it amazing that small adjustments in your vocabulary and look will make you stand out among the crowd and in the workplace. We also conducted many role‐plays, working our way through different and sometimes socially difficult scenarios, from dealing with a drunken guest to diverting a nosey one. All of which built up our arsenal and confidence that we could leave this course and be able to deal with anything. Supporting Mr Williams was his colleague and friend, Mr Sykes, who brought more than 40 years of restaurant and front‐of‐house experience. At the beginning of a lesson, Mr Sykes could spend as little as five minutes teaching the class the world’s smallest – and sometimes what would seem to be a very basic – lesson, but something that many people would get fundamentally wrong, such as how to enter a room for a job interview or how to dress. All of these lessons proved invaluable to me and helped build my confidence, highlighting that, in this profession, small details make a huge difference. Mr Williams takes you beyond what is expected of an average butler and instils the highest standards, which in essence means seven‐star service. I believe the skills I have acquired on this course will set me apart from the rest of butlers I meet and I feel more than ready to take on the world in my chosen profession. See the advertisement on page 67

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

PROVIDER NUMBER

6079

Resettlement round-up

There’s a lucrative future in oil and gas recent FT.com article workforce development, has highlighted that a been working hard to map ‘terrifying’ skills shortage is military qualifications across causing delays to projects and to the industry. In addition, raising risks across the oil and Service leavers’ government‐ gas industry. At the same funded resettlement time, a survey by the Scottish package includes access to Mail reflected that average specialist oil and gas careers pay in the industry had advisers with experience of reached £82,000 per annum. both the military and the oil With more than 6,000 and gas industry, providing companies within the sector a vital quick‐fix link for both ELCAS training for a future in oil and gas and an estimated 15,000 short‐term contracts and vacancies across the industry, those leaving the long‐term employment for many Service leavers. Services are well placed to take advantage of this As with all industries the standard of leavers opportunity, and use their skills to gain a does vary significantly, although anyone who lucrative and secure future within the oil and has completed six years’ service (the minimum gas sector. to gain the basic military resettlement package) The personal skills required to have enjoyed must possess many of the right attributes. a successful career in the military also make for Promotions are seen as a key signifier of ability, an excellent fit in oil and gas: reliability, positive reflecting the high‐quality leadership and attitude, instinctive behaviour and management training already a fundamental suitability to completed, and proven ability to working away from home in often deploy this on the ground. challenging environments make In an industry where the military leavers an unrivalled fit for parallels between military and the the industry. They are all skills that oil and gas industry have never are well documented, and now been stronger; reduced reaction more widely recognised and and planning times have forced accepted by industry executives, industry leaders to look at the trade bodies and the government flexible and rapid planning styles alike. of the military. Books such as The Jim McGovern, Founder and Commando Way by Damian Director of Embrion, and himself a McKinney, and Stephen Bungay’s Service leaver, comments: ‘With the The Art of Action, together with right support and advice, the model Jim McGovern, Founder and the success of business is very much working for military consultancies such as McKinney Director, Embrion leavers; 80% of my company’s Rogers, Baines Simmons and safety coaches and consultants are Embrion, which already utilise ex‐Forces. I have been able to select the right Service leavers at the highest levels, bear individuals and engage them in the most testimony to the opportunities that exist for relevant training programmes using ELCAS Service leavers within the lucrative oil and gas funding and government grants to send them industry. where they are needed – usually short‐notice trips to challenging environments. For many Get in touch Service leavers, it’s been business as usual!’ email: candy.maguire@embrion.co.uk While many employers may stipulate Website: www.embrion.co.uk ‘industry experience’, OPITO, the oil and gas industry’s focal point for skills, learning and See the advertisement on page 27

I DID IT! Name: Brett Spruce Years served: 22 Final rank: Corporal Course: UK Trades Training multi‐skills course

‘Having completed a 22‐year career as a Telecoms Engineer with the British Army, I attended a five‐week multi‐skills course at UK Trades Training using my ELC. The knowledge, skills and experience I gained has given me the confidence to start my own business. Within weeks of completing the course I was up and running. ‘I am now offering a wide range of services thanks to the skills I learned on the course. Being multi‐

www.questonline.co.uk / January 2015

skilled allows me to do jobs from start to finish, not having to rely on other tradesman by passing work over to them. ‘Since I left the centre I haven’t been short of work and my diary is full for the next few months. If I can do it, you can too! I can’t thank the UK Trades Training Team enough for helping me develop my new life in civvy street. I would recommend that anyone who wants to start their own business come on to this course.’

Palletline driver recruitment open day

eading UK palletised distribution network, Palletline, is hosting a driver recruitment day at its London hub to attract prospective HGV drivers to the industry. The recruitment open day will be held on 24 January 2015, from 10am until 2pm, and is intended to help combat the current driver shortage in the UK. Attendees will be able to meet the Palletline London team, learn more about the network, and find out how a career in driving offers flexibility and the opportunity to earn up to £40K per year. Says Iain Brown, operations director at Palletline, ‘In the last 12 months Palletline has experience unprecedented growth and is handling greater volumes than ever before. This means we require driving professionals at our Perivale depot to help us to continue to provide the best possible service to our valued customers. Palletline is a fantastic, growing company with great staff support structures, so we would strongly encourage anybody looking to gain a foothold or change into a stable career with good earning potential and great long‐term prospects to come along and find out more.’ Palletline is a nationwide, member‐ owned cooperative network with more than 6,000 vehicles, 12,000 staff and access to more than five million square feet of warehousing space. The firm provides high‐quality, time‐sensitive collection and delivery services to a diverse range of customers, including retailers, home delivery firms, manufacturers and construction companies. For further information about Palletline, driver recruitment or its drivers academy scheme …

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

Get in touch Tel: 0121 767 6870 Website: www.palletline.com/ driverrecruitment

See the advertisement on page 51

See the advertisement on page 75

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

MILIT MILITARY TA ARY R RESETTLEMENT ESETTLEMENT TRADE TRADE OOR ADVENTURE ADVENTURE T TRAINING RAINING & OUTD O OUTDOOR TRAINING T RAINING INSTRUCTOR INSTRUCTOR COURSES COURSES

EBO Resettlement Trade Training EBO Military Military R esettlement T rade T raining Courses Courses cover: cover: Plumbing, electrical, electrical, multiskilled multiskilled to to include tiling, plastering, plastering, bricklaying, professional prrof o essional DIY, property prroperty o maintenance & renovation renovation maintenance and hard harrd landscaping. landscaping.

Training Instructor Instructor Courses Courses cover: cover: EBO EBO Outdoor Adventure Adventure Training kayaking, mountain mountain biking, Surﬁng, coasteering, coasteering, climbing & abseiling, kayaking, kiting and kite kite buggying, uggying, PADI PADI A diving and BASI skiing skiin and snowboarding. snowboarrd ding.

Completing Completing the City & Guilds 6035 plumbing training training with EBO has allowed become plumber. allowed me tto o fulﬁl my ambition tto o bec ome a qualiﬁed plumber mberr.

raining Instructor Instructor Course Courrse when undertook the EBO Adv I undertook Adventure enturre T Training instructor qualifications qualifications in climbing, left the Navy and gained instructor I left kay aking and kit esurfing. kayaking kitesurfing.

Staff Staff Sergeant, Sergeant, J Hicks, RLC RLC

P Petty etty Ofﬁc Ofﬁcer er WEA(SM) B Douglas, RN, EBO Head Activity Ins Instructor tructor

Call 01637 831 302

inf info@eboactivities.com o@eboactivities.com / www www.eboactivities.com .eboactivities.com ELC ELC Provider Number

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13 January 2015 / www.questonline.co.uk

Resettlement round-up

How to become a surveillance operative: part 2* Fancy an exciting post‐military career as a surveillance operative, but no idea how to break in to the industry? Kate Rowbottom, HR Manager at The Surveillance Group Ltd (TSG), gives us the second part of her inside scoop on what it takes … o, how does The Surveillance Group (TSG) select candidates for interview? Once each level 4 BTEC Award course has concluded, TSG’s operational management team invites the training team to a discussion forum where we hear, first hand, how the delegates performed on the course and which individuals they recommend for interview. Naturally, there is also an element of ‘right place, right time’ involved. What I mean by this is that because we recruit teams on a regional basis, a prerequisite for interview selection is a vacancy in the geographical location where you live, at a point in time when you’re ready to begin employment. For these reasons, it‘s vital that you keep us up to date with details of your release date and where in the UK you plan to settle. If all of the ingredients come together – you are a strong performer on the course, who is available for work and living in a region with an opening – you will be invited to a formal interview with me and our operations manager. What, then, are we looking for during the interview? My first piece of advice for success is to be yourself, and let your enthusiasm and passion shine through. Tell us what you really think, not what you believe we want to hear, and bring to life any previous surveillance and leadership experience with illustrative ‘stories’ from your former career. It is also important to leave your military rank behind; on the ground you will need to learn quickly, so it’s vital to show us that you can take constructive criticism and use it to your advantage. Surveillance is an incredibly tough occupation, involving long hours and time away from home. As such, you need to give us reassurance that you understand the role for what it is: not only a job, but a way of life. Finally, do your research, find out about the services that TSG offers, and talk about them with confidence. If you can, demonstrate your appreciation of the ‘bigger picture’, i.e. the broader, commercial impact of an operative’s performance and decision making on the ground. Ultimately, surveillance is an incredibly tough job. There are long hours of watching and waiting to endure, peppered with fewer moments of thrilling, fast‐paced action to provide stimulation and reward. You need to be self‐motivated, determined, highly flexible, quick‐witted and capable of intense concentration. Not everyone can handle it, but if you’ve got what it takes, we’d love to hear from you!

* The first part of this feature appeared in the December 2014 issue of Quest (go to www.questonline.co.uk to read it)

See the advertisement on page 5

www.questonline.co.uk / January 2015

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

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 Website: www.openittraining.com/elc email: resettlement@openittraining.com See the advertisement on page 13

Resettlement round-up

New level 3 training programme helps redundant military personnel find a new role in the wind energy sector n light of this year’s huge wave of announcements of Armed Services redundancies, leading wind energy training provider Safety Technology Ltd is rolling out its new level 3 training programme, developed to help military leavers gain employment in the growing energy sector. With more than 20,000 military personnel expected to enter the civilian jobs market by 2020, it is key that these ex‐Service men and women are equipped to secure work on leaving the Forces. With many of the redundancies being made to support units within the Armed Services, personnel in units such as the Royal Engineers, Royal Electrical and Mechanical Engineers, and Royal Logistic Corps are bearing the brunt of the cuts. It has, however, been widely acknowledged that individuals exiting these positions could offer the perfect solution to the highly publicised skills gap in the wind energy sector. In a recent interview with the Guardian, Mike Jones, human resources director at Siemens Energy, an industry leader, confirmed the importance of the transference of ex‐military personnel into the energy sector, saying: ‘Recruitment from the Armed Forces is an important part of our [Siemens] candidate sourcing strategy.’

It is a fact known industry wide that ex‐ military personnel come with generic transferable skills, making them appealing candidates for many employers. However, to ensure jobs within the rapidly expanding wind energy sector there is a need, as Mike Jones points out, for industry‐ specific training. Safety Technology’s Certificate in Safety in Offshore Wind Energy (level 3) programme tackles just this, equipping candidates with the necessary industry training needed to work on wind farms, onshore and off. Certification gained in the three‐week training programme includes the industry standard accredited courses by RenewableUK and the Global Wind Organisation (GWO). These courses equip individuals with the knowledge and skills needed to work safely on wind turbine generators (WTGs) nationwide. The training programme is delivered from Safety Technology’s training locations across the UK and Ireland, and has already seen an influx of ex‐military personnel gain their qualifications and go on to work in the energy sector. To find out more … Get in touch Tel: 01873 840036 Website: www.safetytechnology.co.uk/ military.html See the advertisement on page 29

Be your own boss in the bike industry ave you ever fancied working for yourself? Do you love bikes and enjoy working with them? Want to be supported and helped every step of the way as you grow your business? If the answer to all of these questions is yes, then read on … Award‐winning bike mechanic training expert, Cycle Systems Academy, is looking for ambitious and talented people to join its National Associate Technician programme. As a Cycle Systems Associate you will enjoy the freedom of being self‐employed while having the assurance of a proven and proactive support system behind you to help your business grow. With the highly respected and widely recognised Cycle Systems Academy brand behind you, and systems in place to help you manage your business, the associate programme is an ideal platform on which to build your success and your future. You don’t have to be a vastly experienced mechanic or have a business background. What you will need, though, is the ambition, the passion and the willingness to learn and develop, with a talent for mechanics and an eye for customer service.

Every Associate Technician package includes full mechanical and business training, ongoing marketing mentorship from a leading cycle industry marketing and PR company, technical support, advice, tools and stock packages, and much more. Funding and government loan packages may be available to the right candidates, and Cycle Systems Academy will work with every Associate to ensure they are up to date with the latest advances in bike technology and business practices. So if you want to stand out from the crowd and run a successful bike business, this could be the perfect opportunity. For more information on the National Associate Programme and Cycle Systems Academy in general … Get in touch Tel: Julia Lally 020 7608 2577 email: Julia@cycle‐systems.co.uk Website: www.cycle‐systems.co.uk/courses‐ register‐your‐interest

Free telecoms career opportunities day for Service personnel 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.

Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk See the advertisement on page 11

See the advertisement on page 19

January 2015 / www.questonline.co.uk

ng ieﬁ br er re Ca

Sales What’s involved? he one job that rarely features in a list of sought‐after careers is that of sales professional. Sadly it is something that many Service leavers will not even consider until they have been outside the Forces for a little while. However, sales people play a very important role in a huge range of businesses, helping to ensure their commercial success in both domestic and overseas markets, and perhaps working with a host of high‐profile brands and products. Indeed, many economists believe the only true way out of the world recession is to sell one’s way out, such is the importance of this function. A great emphasis is placed on the quality of a sales person’s relationship with his or her clients. The field sales person, for example, is a company’s ambassador, often holding business success or failure in the palm of their hands. By working in partnership with clients, a professional sales person can ensure that the client–supplier relationship is mutually beneficial. In order to succeed in this partnership‐centred sales environment, sales people need to understand their customers’ business, particularly where a sale includes ongoing maintenance commitments. In this way, repeat business is more likely to follow. They need to be able to think creatively in order to provide their customers with business solutions that are going to make them more effective in their markets.

Sales skills gained in the Services People in the Services rarely become involved in selling, but they do a great deal of buying –

DO YOU HAVE WHAT IT TAKES?

The list of personal qualities desirable for sales people will surprise nobody: • reliability • determination • excellent communication skills • self-discipline • motivation and ambition • confidence and a positive attitude • resourcefulness • commitment • aptitude for teamwork • flair for relationship building • a good level of numeracy, and perhaps above all • the desire to sell.

www.questonline.co.uk / January 2015

management – a role that opens up to those who have earned promotion through their sales record; sales managers may well then take further qualifications to enter general management. When looking for your first employer, you should ideally choose a sector or product/company that will offer good prospects. You may need training before being ‘allowed out‘ on your own – either in the field or on the phone. Early training may well be concerned with sales techniques, the company and product knowledge.

●

from expensive machinery like aircraft and ships at one end of the spectrum to local contracts on operations and exercises abroad. The two functions have many things in common, and nowadays each will often be a stakeholder in the other’s business – trying for the deal that satisfies both and will grow long‐term benefits. Service people also do a great deal of negotiating. Trade‐off and compromise are part of such processes; each side starts from its best position and moves – quickly or slowly, depending on culture and custom – towards the middle ground, which is where agreement is possible because there is something for everyone. Presentation skills are highly practised in the Services, but the gut feeling against selling possessed by many Service people still needs to be overcome. Selling is neither bad nor embarrassing – it is, quite literally, crucial.

Finding employment There are a number of different areas of sales employment. The main ones include: ● advertising and media – persuading clients that an advertisement in a publication or on a radio or TV station, or website will be advantageous for them ● product /service sales – including medical, pharmaceutical, cars and financial services; selling directly to a retailer, wholesaler or manufacturer ● exhibition sales – using a stand as a form of ‘mobile shop’, often selling and networking to organisations in similar business areas, and building relationships with clients ● retailing – the traditional high‐street or corner shops with a general or specific product range Other major sales functions include: ● telesales – on the phone most business days (meeting customers on occasion), surrounded by others, in a call centre ● field sales – getting out to meet customers, making visits while running your own diary, presenting and often organising a schedule to meet individuals’ needs and those of their customers (see box)

Get qualified! In order to compete in the current business environment, the sales industry is placing greater emphasis on recruiting better‐ qualified, more professional salespeople. So, although not essential, relevant qualifications can assist career development. The Institute of Sales & Marketing Management (ISMM) is the UK’s only professional body for sales people. It is the authoritative voice of selling and the custodian of sales standards, ethics and best practice. It is also the only membership body accredited by the QCA to award nationally recognised qualifications in selling and sales management. Full details of these can be found on its website (see ‘Key contacts’).

What can you earn? Starting salaries for sales executives vary, but generally range from £16,500 to £35,000. Those with three to five years’ experience might expect to earn anywhere between £22,500 and £45,000, while at senior levels an amount between £38,000 and £100,000+ could be on offer. In sales, salaries paid are usually based on the individual’s success in meeting sales targets, and therefore sales positions may be advertised with ‘on target earnings’ (OTE). An extended, more detailed version of this article is available on our website: www.questonline.co.uk

KEY CONTACTS The Institute of Sales and Marketing Management, Tel: 01582 840001 Website: www.ismm.co.uk Twitter: @ISMM_UK People 1st, Tel: 0203 074 1222 Website: www.people1st.co.uk Twitter: @p1stgroup

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

Accredited TOGAF 9.1 Courses EA Dynamics UK – This intensive course covers the entire syllabus for the TOGAF 9.1 Foundation and Certified Levels, preparing candidates for the TOGAF Level 1 and Level 2 examinations. The course is enhanced with case studies that demonstrate how TOGAF is used in context. Approx. 96% achieve TOGAF Practitioner status, plus our feedback gives credit for our varied case studies and real life work examples. IT job watch statistics show that a rising number of IT related job adverts request the TOGAF qualification on their jobs specifications - in last 3 months of 2014 over 1250 requested TOGAF in their Job specification. Allow EA Dynamics UK develop your skills and potential, to become more marketable and achieve TOGAF Certificiation status. Improve your prospects for IT and Security roles.

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19 January 2015 / www.questonline.co.uk

Licensed hospitality

Licensed hospitality What’s involved? he UK licensed hospitality sector includes a wide range of businesses – from pubs and hotels, via restaurants, bars and nightclubs, to private members’ clubs – and there’s a host of opportunities for those wishing to move into it. The big ‘pull factors’ for those considering a career in hospitality are: ● rapid career progression – nearly every job in this sector offers you the chance to learn, improve your skills and move up the career ladder rapidly to the next level – and, historically, Service leavers are very good at this ● varied and challenging opportunities – literally no two days are ever the same, and opportunities exist both nationally and internationally for those that want them; there are thousands of different businesses and roles within them – although this feature will focus on those most suited to our readers.

The managed sector 20

Managers are responsible for operating premises as paid employees of a company. Most high‐profile town‐centre national

www.questonline.co.uk / January 2015

chains, large suburban family eating pubs, and many community locals and hotels are among the UK’s major managed estates and some national companies offer ‘fast track’, accelerated promotion to those who have completed an accredited resettlement course, and have the right attitude, motivation and ability. If you are selected for this, you can expect a general management appointment in a matter of weeks/months. Officers and NCOs may find themselves having to take a pay cut in the short term, but promotion comes quickly as a manager to those who are prepared to work for it.

Career progression Career progression in the managed sector depends very much on the individual, but – as noted above – promotion can be fast for those who want it. The training available in some organisations is excellent. There are currently three main development routes: 1. going straight into the industry 2. attending a short pre‐release training programme run by a local college or training company 3. undertaking a full‐time college or university programme. Although direct entry at management level

is not uncommon, most new entrants, particularly with national companies, begin their career as a trainee manager, assistant manager/shift manager or team leader. Point of entry is likely to depend on experience, ability and qualifications, as well as on how well the interview went, as first impressions count (which you’ll find out more about at your CTW event).

The self-employed option As a freehouse owner, tenant or lessee you are ‘your own boss’ – you run the premises your way, and in most cases pay rent on the site to a landlord brewery or pubco (with whom you have a lease or tenancy agreement). You plan, develop and control your business, employ your own staff, pay your overheads and keep the profits. You make your pub what you want it to be – but it must be successful and, more important, profitable. Training and preparation are vital for this career option. Being self‐employed means getting it right first time, so only those with the necessary confidence, commitment and ‘freed up’ capital should undertake this particular career option. There are several routes for Service leavers to consider, as outlined below.

Licensed hospitality

The freehouse owner You buy the freehold building and the business outright, and trade as you wish. You can normally borrow up to 70% of the ‘bricks and mortar’ value, but this will depend on the current economic climate; you will also need to produce a detailed business plan for your proposed lending source should you need to borrow. This option is for experienced, confident operators only.

The leaseholder The lease is a legally binding contract for anything up to 30 years, which you can sell on (assign) after two or three years, and is also intended for the experienced operator only. You purchase the fixtures and fittings, and the stock, pay a security bond and, in most cases (new leases excepted), will be required to pay a premium (goodwill) for the value of the lease, depending on how many years it has left to run. All prospective leaseholders will be required to pay valuation, legal and surveyors’ fees. You may also be asked to pay for a Pre‐Entry Awareness Training course. Most leases operate under a purchasing agreement for stock (the tie), with some having either a full tie (you buy all of your

HOW MUCH DOES IT COST TO GET STARTED? •

•

Freetrade – Prices, depending on area, vary considerably – from £200,000 (bargain basement) to several million pounds. A good average would be £300,000 to £700,000. However, prices fluctuate with the property market. Additional funds will be needed to cover stock and glassware, legal and professional fees, and some working capital. Leased – Buying a new lease could cost, on average, between £25,000 and £95,000 (depending on amount of fixtures and fittings), and an ‘assigned lease’ (one already in operation) being ‘sold on’ could have tens of thousands added to the value as a premium (goodwill); assigned leases can change hands in the £30,000–£300,000+ range. Tenanted – Ingoings can range from an average £15,000–£65,000 for a standard let tenancy to £2,000–£6,000 for short-term ‘starter house’ agreements, with the owning company holding the fixtures and fittings. You pay for the stock, glassware and a small security deposit. Starter house agreements are sometimes known as ‘trust tenancies’ or ‘tenancies at will’. Houses with ingoings of £45,000+ are frequently catering houses, possibly with letting accommodation and, therefore, include a higher level of fixtures and fittings. The security deposit (between £1,000 and £10,000) is held against non-payment of accounts and for repairs that are the tenant’s responsibility, and is refunded when they leave the pub.

‘wet stock’ through the company) or partial tie (beer only and free for everything else); or they may operate a ‘total free of tie agreement’. The level of rent will depend on estimated turnover and profitability, and the type of tie agreement in place. A similar agreement will operate with regard to ‘machine income’; again, this arrangement will be reflected in the rent charged. There are several types of lease available, with different conditions attached. You should, therefore, seek professional advice if you are considering this option. It is also essential that the company’s and lessee’s respective responsibilities are clarified in the early stages of enquiry. These can usually be found on the company’s website.

The tenant This is often considered to be the most ‘user friendly’ of the self‐employed options. The incoming tenant purchases the fixtures, fittings and stock from the outgoing tenant, and pays a security deposit to the brewer/pubco (this is known as ‘the ingoing’). You will also need funds to cover legal and valuation costs, as well as some working capital to help you get started. There is no ‘premium’ to pay as a new tenancy agreement is drawn up each time the business changes hands. This agreement will normally run for a three‐ to five‐year term, with the opportunity to renew. However, many brewers and pubcos currently offer easier, cheaper and less legally binding types of agreement. These are sometimes referred to as ‘try before you buy’ deals, with the opportunity to transfer to a full standard let tenancy or lease agreement at a later date. These types of self‐employed opportunity can, however, involve businesses at the lower end of the scale: small, poor location, poor reputation or, worse still, boarded up. They are sometimes marketed as ‘starter houses’ for newcomers to the industry or those with limited capital. Proceed with caution! Tenants are subject to either a full or partial tie for their wet stock, and may be held responsible for internal decoration and the brewer/company for external (usually every five years). Should you wish to leave the tenancy, it is customary to give six to 12 months’ notice. However, most brewers/companies will make the effort to speed things up, and you could be out in 10 to 16 weeks. As you will be responsible for ‘paying the bills’, it is important that you are aware of all business expenses: in addition to rent and wages, you will be responsible for business rates, utility charges and all other running costs.

I DID IT! Name: Matt Winn Service branch: Royal Artillery Years served: 12 Training: Arrochar Associates’ ‘Nine to Shine’ course ‘I joined the British Army in December 2002 and served within the Royal Artillery for 12 years in places as varied as the USA and Afghanistan. After 12 years of service I was selected for redundancy in the tranche 4 bracket. It was at this point that I seriously needed to look at what my next step would be! ‘I decided that, after 12 years of living a life full of variety and challenge, I didn’t want to give that part of my life away, however I also craved the civilian world as it would allow me to choose my own new path and put down roots in my home town, as well as have more freedom to work in a completely different environment. ‘I was informed of my selection for redundancy while I was away in Canada, so all of my planning had to be done via the internet and with a seven-hour time difference. ‘I chose a career within hospitality as it offered me the ability to work with people in teams, which I knew I was used to, as well as not being tied down to a desk 24/7. In essence it provided variety and challenge on a daily basis, which I found hugely appealing. ‘When I looked through the Quest magazine I came across a company called Arrochar Associates, which runs a course called “Nine to Shine”. This was essentially a “zero to hero” course and would give me the basics to be able to approach a potential employer with a solid military and leadership background, but also holding some serious relevant qualifications to back up my knowledge. ‘I was slightly anxious about the first week as I believed the course would be full of people who had been in the industry for years and who would be well ahead of me. I couldn’t have been more wrong! The course involved a great mix of people in an excellent location, with fantastic instructors. At no point was I left thinking, “I can’t do this – everybody else is so much more experienced than me.” ‘By the end of the four weeks I found I was answering questions and suggesting ideas before some of the more experienced people! This confidence led me to an interview with a four-star hotel ten minutes from my house, the Headland Hotel, and I was able to use my new-found knowledge and my old values from the Army to successfully gain a place on a management programme within the hotel. This is paid employment while I continue to build on what I gained from the course, eventually leading to me taking a duty management position within the hotel. ‘This has given me a fantastic start to my transition into the civilian world. Oh, and in case you are wondering, it’s full of variety and challenges – different from the military world, but if you’re willing to work hard, success will come.’

21 January 2015 / www.questonline.co.uk

Licensed hospitality

Qualifications and support in the licensed trade If you have limited, or no, current civilian hospitality experience, it is advisable either to undertake a course with a ‘built‐in’ work experience module or at least find a way to gain some practical experience in the job – paid or unpaid. Although many companies run their own courses, you could find yourself in a ‘catch 22’ situation. Ideally, look for courses that offer BIIAB qualifications (BIIAB is the awarding body side of the professional body for the licensed retail sector). The principle qualification suitable for new entrants is the BIIAB level 2 Award in Licensed Retailing, which is the most commonly accepted qualification for entry at supervisory or management level. This two‐ part qualification includes the BIIAB level 2 Award for Personal Licence Holders (APLH), or Scottish Equivalent, and the BIIAB level 2 Award in Licensed Hospitality Operations (ALHO). The APLH is required by licensing authorities before they will grant a Personal Licence, while the ALHO covers virtually all the subject areas relevant to the successful operation of licensed premises. You may use your standard learning credit (SLC) allowance and IRTC grant towards costs. Other BIIAB qualifications include the BIIAB level 3 Hospitality Business Management Award and Certificate, which attract ELC funding. In

addition to the BIIAB courses there is also a range of support services, mentoring and free helplines available if you join the membership arm of the BII (annual fees start at just over £10 a month). Go to www.bii.org to find out more.

Salaries Rates of pay in the managed sector have risen considerably in recent years, with some companies offering amazing bonuses for hitting targets (something that Service people are good at!) to attract quality applicants. For management or supervisory roles (those likely to be attractive to, and achievable by, Service leavers) in larger companies, typical salaries might be: ● trainee, assistant or shift managers – £19,000–£26,000 ● house, unit or general manager – £25,000–£70,000. Many of the big operators have several grades of assistant/shift manager, with pay increases awarded as higher grades and training targets are achieved. Earnings may also be enhanced by substantial performance‐related bonuses (up to 100% of salary in some cases), and benefits such as food and accommodation allowances, childcare vouchers, free shares and private health cover, further training as well as, of course, rapid promotion prospects. In the self‐employed sector, as a rough guide, a tenant/leaseholder should be able to draw a

OPEN THE DOOR

TO A NEW CAREER IN HOSPITALITY

Entrepreneur in Edinburgh?

Manager in Manchester?

Train with Arrochar Associates

Publican in Portsmouth?

01869 343640 info@arrochar-associates.co.uk www.arrochar-associates.co.uk

22 www.questonline.co.uk / January 2015

net profit on the bottom line of 10–20% of net turnover, depending on sales volume and quality of management. Generally, a freeholder can expect a much higher level of net profit. Any borrowing will also need to be taken into account.

KEY CONTACTS British Hospitality Association (BHA), Tel: 0207 404 7744 email: bha@bha.org.uk Website: www.bha.org.uk Twitter: @BHAtweets BII, Tel: 01276 684449 Website: www.bii.org Twitter: @BIIandBIIAB BIIAB (awarding qualifications for licensed retail), Website: http://biiab.bii.org Twitter: @BIIandBIIAB British Beer & Pub Association, Tel: 020 7627 9191 email: contact@beerandpub.com Website: www.beerandpub.com Twitter: @beerandpub Arrochar Associates (hospitality training including that for which the IRTC grant, SLC and ELC may be used), Tel: 01869 343640 email: info@arrocharassociates.co.uk Website: www.arrocharassociates.co.uk The Publican’s Morning Advertiser Website: www.morningadvertiser.co.uk Twitter: @morningad

Family matters

Home truths Regular Quest contributor Ralph Straw reports once more from the resettlement frontline. This month he muses on the difficulties of fitting back in to civilian home life following a long stint in the Forces. It’s important to remember, he says, that resettlement is not all about you – your nearest and dearest will also be facing significant upheaval and change as a result of your decision to leave. You could be in for a bumpy ride, but Ralph has some tips to help you (and your partner/family) hang in there! oday was to be the day – it had to be. I wanted to sign off, but I was hundreds of miles away from my home unit. ‘I’ve come to sign off,’ I said, driving up to the MPGS man, who looked almost disgusted. ‘What do you want to go and do that for?’ he replied with a hint of sideburn envy. Why? Because I want to get out! I mean I really don’t want to do this any more. But it wasn’t a rhetorical question he was asking – he was waiting for an answer. What could I say to this obvious former Warrant Officer, now at the same rank he had started at, guarding a gate? I couldn’t tell him the truth – he had a rifle after all. More importantly, he would decide whether or not I got to click the button today! ‘I’ve just had enough. It’s time to move on,’ I said. He raised an eyebrow before removing his nose from my window and opening the gate. When I reached the guardroom I found that my reputation had arrived ahead of me and all the uniformed staff were staring at me. ‘What are you getting out for?’ another MPGS chap asked me. I hate it … that’s why. I hate it and I want to get out. ‘Just time to move on, that’s all,’ I replied. He pulled up the sagging belt buckle on his 95s, ‘Yeah … I was going to get out when I was about your age, but I’m glad I didn’t,’ he said. You really shouldn’t be … I just nodded and rested my arm on the counter, hoping to add another car pass to my collection and hurry things along. ‘You married? Kids?’ he continued. I see where this is going. I’ve heard this before: ‘You can’t get out, you’ve got a family’ …

‘Yeah … yeah, I have.’ I was impatient – all I wanted to do was sign off; the longer this takes the harder it will be to do, and my courage was dripping away. ‘It puts a lot of pressure on relationships you know,’ he went on. ‘Less money … you’re suddenly around all the time … in fact a lot of people end up breaking up.’ I didn’t have time to consider all of this in the sincerity that I perhaps should have done. I didn’t consider what he was telling me until about 18 months later, when my wife and I argued over the lack of money and nearly broke up. It was almost like she had never noticed these things before, when I spent nine months of the year overseas … what was different? And why did I have that niggling feeling that someone somewhere would be saying ‘I told you so’? So this is what I have found out about leaving the Forces: it is a challenging transition, like all changes. I sincerely hope that you are making things happen for yourself and aren’t relying on ‘it’s not what you know, it’s who you know’. Finding employment is a full‐time job, particularly if you’re aiming at, or above, your weight. In fact, that is a resettlement rule: only apply for jobs that you really want! But, back to the story: it turns out that the MPGS man was quite correct and I was foolish to dismiss him (although I had other things on my mind at the time). Having less money was a choice I made, as the sector I work in (teaching) is the most rewarding in the world, but the pay isn’t very high. For a while I had a sense of guilt towards my wife and family for not earning enough – my youngest son was still a baby and, while I was based in Germany, she was able to stay off work and care for our oldest son. But, as a civilian trying to carve my own detail, I wasn’t earning enough for her to have that ‘luxury’ (as I foolishly saw it), so she went back to work in the evenings. I didn’t realise how hard this was for her to do – or I did, but I was selfish. The boys wanted their mum at home … and so did I. Living in a garrison can often feel like being in a bubble, but there are lots of activities that bring people together that aren’t so easy to access in civvy street. Remember that your partner will be leaving their friends – the people who have supported them while you have been away

over the years. It may take a while for you to fit in to your new role as a fully present partner – and for them to accept it! They will have routines and boundaries around the home and in their lives that have served them well up to this point. There will be arguments about money, jobs – and perhaps you may both feel that it was better the way things were before. Maybe it was, but you won’t know until you try. I encourage you to not make my mistakes – although it’s always a good way to learn, if you can avoid it you will save yourself and your family a lot of strain. Forget the don’ts, reading Quest is all about the dos. It’s up to you in the end, but here are some suggestions … ● Fully involve your partner in every decision; it will be down to you in the end, but other people always want to feel included and a fresh perspective rarely injures a cause. ● Encourage and support your partner’s resettlement; if they have to work then they would do well to either re‐train or ensure that they’re current and in date. This may cost money, so include it in your resettlement budget. (Perhaps there’s a case for MoD funding of spouses’ resettlement? Let me know what you think.) ● What new duties are you going to have at home? As I now spend more time at home, I do more housework and errands. Can anyone guess what the source of friction was before? Most importantly: like your work and love your wife (or significant other). Be well and don’t panic!

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.

January 2015 / www.questonline.co.uk

Management and leadership

I DID IT! Name: Thomas Newton Years served: 8 Course: Oak Tree multi-course package Current role: Health Safety Environmental & Quality Advisor

Management and leadership

What’s involved? anagement and leadership exist in every organisation – the two go hand in hand, but, in essence, they are about the control and coordination of people and material resources within an organisation. The use of teams and project‐based working methods, the identification of individual roles within the organisation, and an increased emphasis on the best possible use of all resources, all under a legal spotlight, make effective management and leadership more of a challenge than ever before. Organisations such as the Institute of Leadership & Management (ILM), the Chartered Management Institute (CMI) and the Management Standards Centre

www.questonline.co.uk / January 2015

(MSC) are dedicated to raising the performance of businesses in the UK by championing management via the provision of appropriate standards and qualifications. These aim to equip those in management and leadership or supervisory roles with the necessary skills to deal with the challenges and decisions they face throughout their careers – and help such individuals realise their own full potential as well as that of their organisations.

Management skills gained in the Forces Service careers involve a wide and varied experience of management – often in extremely difficult circumstances. Many Service people will have management

‘I found Oak Tree Management & Training Ltd in Quest magazine soon after deciding to end my contract and leave the military. I volunteered for redundancy in December 2012 and in February 2014 I was informed I was unsuccessful, therefore I submitted my notice to terminate (NTT). ‘I had researched several companies who offered NEBOSH courses and, after a long day ringing through the list I had compiled, I spoke to Steve Crowe at Oak Tree. He was very helpful and genuine. After a lengthy conversation with him, I decided to book on to its multicourse package. This consisted, first, of the NEBOSH National General Certificate in Occupational Health & Safety, the NEBOSH National Certificate in Fire Safety & Risk Management, followed by the NEBOSH Certificate in Environmental Management Certificate. I used my ELC for this complete package. I was unsure what to do, so Steve offered his experience in dealing with this process and helped me complete the process with no fuss. ‘In late February I started the first of my courses, located in Fornham All Saints near Bury St Edmunds. All the tutors I had were experienced and each was a fountain of knowledge, their experiences ranging from industrial works to hotel chains. The courses were intense as I had no relevant experience in H&S prior to doing them. The tutors catered for all students’ needs as our experiences differed. They also offered further instruction, if required, in the evenings. This was very helpful for me. I successfully passed all three of my NEBOSH courses with very good results. All course books, materials, refreshments and buffet lunch were provided by Oak Tree as part of its course package. ‘Thanks to the positive experienced I had with Oak Tree, I decided to use them again for my ILM level 3 Award in Leadership & Management in May 2014. I would recommend Steve and the team at Oak Tree to all Service levels due to their professionalism and the support offered to me as I was leaving. ‘Several weeks after completing my courses with Oak Tree I was offered a temporary contract role with Eastern Facilities Management Solutions Ltd as a Health and Safety Assistant. After three months in this role I was offered a permanent role having gained an incredible amount of experience in a short time: I completed 26 fire risk assessments on Suffolk County Council (SCC) schools and properties, as well as nine health and safety audits on other SCC schools. Without the help I received from Steve and his team I would not be in the position I’m in today – not only did they help with the courses I booked with them, they practised interview techniques with me too. After eight years in the Army, an interview for a job seemed unsettling, but thanks to Oak Tree my confidence grew and I was offered a job following my first job interview. ‘I am now ready to book more courses for CPD, and I am looking for IRCA QMS Auditing courses. I will not look past Oak Tree and will continue to use them throughout my professional career.’ See the advertisement on page 29

GET YOUR SKILLS RECOGNISED. CMI supporting the Armed Forces.

In terms of professional recognition of military management and leadership capability, CMI has long been the traditional home for the Armed Forces personnel. » ¹·Ä ÅŮ»È · È·Ä½» Å¼ ÅÆÆÅÈÊËÄ¿Ê¿»É ÊÅ ÉËÆÆÅÈÊ ÏÅË ¿Ä ÏÅËÈ ¼ËÊËÈ» ¹·È»»ÈƓ • NEW! ʸʹ ÃÅÄÊ¾É ¼È»» Ã»Ã¸»ÈÉ¾¿Æ ÊÅ ÈÃ»º ÅÈ¹»É Æ»ÈÉÅÄÄ»Â ÉÊËºÏ¿Ä½ ¼ÅÈ · ÇË·Â¿Ű¹·Ê¿ÅÄ • Opportunity to gain Chartered Manager (CMgr) status • Access to ManagementDirect, our online resource portal • ¿Ì¿Â¿·Ä È»¹Å½Ä¿É»º ÇË·Â¿Ű¹·Ê¿ÅÄÉ • Networking opportunities via our regional events

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

Management and leadership

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

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

If you have any queries, please contact the ILM’s membership team, who are always happy to help (see ‘Key contacts’). Source: www.i-l-m.com/Why-ILM/ILMmembership/Types-of-membership/Armed-forcesmembership

www.questonline.co.uk / January 2015

can be beneficial to those who ultimately wish to pursue a career in management (see box).

Get qualified! Upgrading the skills of managers is seen as fundamental to the government’s aim to raise the UK’s productivity and competitiveness. For this reason, the MSC – the standards‐setting body for management and leadership – was given the responsibility for developing a new set of national occupational standards (NOS) for these areas. These describe the level of performance expected in employment for a range of management and leadership functions/activities. And, as an employer‐ led organisation that champions management and leadership, the MSC is working with the Skills for Business network to identify and address skills gaps and shortages on a sector‐by‐sector basis. The complete set of NOS for management and leadership can be viewed on the MSC’s website at www.management‐standards.org (from the home page, click on ‘Standards’, then on ‘Full list of the 2008 Occupational Standards’). These standards provide a framework for the development of qualifications. (Please note, however, that following agreement with awarding organisations, Scottish and national vocational qualifications (SVQs and NVQs) are still based on the 2004 rather than the 2008 standards.)

Management qualifications A large number of different types of management and leadership qualification are available within the UK. These range from vocational qualifications such as S/NVQs and vocationally related qualifications (VRQs) to academic (e.g. foundation degrees, bachelor’s degrees, master’s, doctorates) and professional qualifications (see below). There is also learning available that is not officially accredited – for instance, the sort of group learning acquired at conferences. There is some overlap between these types of qualification – for example, courses leading to vocational or professional qualifications are often

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

I DID IT! Name: Adam Kaley Final rank: Lieutenant Colonel Years served: 20 Current role: Commercial Director Adam Kaley served as a Lieutenant Colonel in the Army before leaving in April 2011 after 20 years of service having begun to feel that military life was having an adverse impact on his family – in particular, with regard to his daughter’s schooling, his wife’s job prospects and general quality of life. He now works for Aegis Service Ltd, a safety, environmental and risk management consultancy based in the north-west. In his current role as Commercial Director he works mainly within the construction, safety and engineering sectors. He runs the operations of the company, with specific responsibility for HR, marketing, business development, and customer relationship management and training, as well as covering all aspects of what Aegis does outside of the actual delivery of support to clients. Adam is thankful for the ‘sheer amount of training, education and development’ he was exposed to during his military career. Specifically, he picks out ‘managing people, thinking strategically, and managing projects.’ He says, ‘In my new job the main difference is making sure that turnover and profit are sustained and grow, which isn't so easy in a recession! If the company doesn't cover its costs or make a profit then we’re all out of job – so that does focus the mind! Although it’s been a challenge to learn new skills and understand the business I now work in, I’ve enjoyed having responsibility at work and the level of authority commensurate with that.’ Adam finds his current role similar to serving in the Army, in that he’s still ‘working with people and their foibles’, but believes this is one of the most enjoyable parts: ‘During my 20 years I watched some young, inexperienced REME officers and soldiers develop into talented professionals.’ Since leaving the Services he has really enjoyed being in control of his life, rather than being ‘subject to the vagaries of postings, senior officers and the Operational Tour Plot’. He says, ‘The challenge of finding a new job and the right house for my family to live in for the next 20 years was pretty daunting but now, having made those decisions, we have a much better quality of life and are able to make long-term plans.’ Working in a small firm means that job security can be more of an issue, but conversely Adam finds he has more control over the job: ‘While I do not earn as much as I did before leaving, I have the potential to earn more than I would have had I stayed in. I also have the opportunity to invest in the company I work for, which means, the better I do at work, the better off I will be – an excellent incentive to perform!’ In conclusion, Adam has some useful advice for your transition: ‘Have confidence in yourself that you will succeed, but do not underestimate how hard you will have to work. I also recommend that you use the experience of previous Service leavers to your advantage.’

With grateful thanks to Andrew and the Officers’ Association for their contribution. To find out more about the work of the OA, visit www.officersassociation.org.uk

Your future in Oil & Gas with Embrion At Embrion, our ELCAS Training Courses are designed speciﬁcally to meet the needs of the Oil & Gas Industry; giving you what you need to more rapidly transplant your military skills into this important and growing sector.

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Wid Widen den your your horizons h hor rizons i A degree in International Studies from $85§ @5>§%>9F5BC9DI§» %¼Á § § § Build on the awareness of international situations your Service role has given you by developing it into a career?B95>D54§AE1<9 31D9?>Á§§$85§ 5H929<9DI§?6§ %§3?EBC5C§ § §§ § § § § § 1>4§=1D5B91<C§<5DC§I?E§ D§I?EB§CDE495C§1B?E>4§C896DC§1>4§ § § § § § § § § § § @?CD9>7C¿§5F5>§G85>§?>§13D9F5§4EDIÁ § § § § § A degree in International Studies explores international politics, diplomacy, cooperation, war and security, global environmental problems, international economics and development, as well as cultural and religious interactions between different societies. Throughout your studies, you’ll have specialist, subject-based academic support and the chance to join in online communities of other social sciences students for teaching, learning and peer support. For further information visit the OU Forces (open.ac.uk/forces) and ELCAS (enhancedlearningcredits.com) websites.

5>5 DC Low cost. The OU is ELC approved. Flexibility. 2XU ÀH[LEOH PDWHULDOV OHW you study around shifts and postings, even when on active duty. Support. You’ll have a personal tutor to guide you through, and feedback on your studies. Quality. The OU is ranked amongst the top UK universities for the quality of its teaching.

27 January 2015 / www.questonline.co.uk

Management and leadership

delivered by academic institutions, and group learning is a feature common to many of the courses that lead to accredited qualifications. Of the qualifications mentioned above, three types relate directly to the management and leadership standards: NVQs, SVQs and VRQs. Like S/NVQs, VRQs are based on the NOS, but differ in that they are taught courses that deliver the knowledge and understanding found in the standards; for each level of management there will be a number of VRQs available from the nationally accredited management awarding bodies. NVQs and SVQs represent national standards that are recognised by employers throughout the country.

Professional bodies

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

The Institute of Leadership and Management (ILM)

Chartered Management Institute (CMI)

The ILM has around 35,000 members throughout the UK. Its nationwide accredited centres deliver training on a huge range of courses each year in management and leadership, delivering 90,000 certificates annually, and all members enjoy access to its information service and publications. Underpinned by a strong focus on developing workplace performance, the ILM’s extensively available qualifications are explicitly

Chartered professional body the CMI is dedicated to promoting the highest standards in management and leadership excellence. It has more than 100,000 members in the UK and a network of local branches. All members enjoy access to its management library – one of the largest in the UK. Its approved and registered centres support students worldwide. It offers qualifications at levels 2 to 8 on the QCF in areas including:

28 www.questonline.co.uk / January 2015

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

KEY CONTACTS Chartered Management Institute, Tel: 01536 204222 Website: www.managers.org.uk Twitter: @cmi_managers Institute of Leadership & Management, Tel: 01543 266867 Membership team: 01543 266886 email: customer@i-l-m.com Membership team email: membership@i-l-m.com Website: www.i-l-m.com Twitter: @ILM_UK Management Standards Centre, Tel: 020 7421 2725 email: management.standards@managers.org.uk Website: www.management-standards.org

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

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

HR QUALIFICATIONS RECOGNISED BY EMPLOYERS Achieve a CIPD accredited qualification in HR or Learning and Development Foundation Level 3 • Certificate or Diploma in Human Resource Practice • Certificate or Diploma in Learning and Development Practice For those aspiring to work or already working in a HR or L&D support role Intermediate Level 5 • Certificate or Diploma in Human Resource Management • Certificate or Diploma in Human Resource Development For those working in a HR or L&D role at middle management level Advanced Level 7 • Certificate or Diploma in Human Resource Management • Diploma in Human Resource Development For those in a senior HR or L&D role

A choice of study routes by work-based, taught or mixed-mode programme. DON’T MISS OUT: Fast-Track CIPD Intermediate Certificate/Diploma in Human Resource Management 5 weeks Certificate/7 weeks Diploma Commencing January, May & September 2015 At our training centre in Doncaster

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MBAs

MBAs under the microscope BA stands for Master of Business Administration. An MBA, which is a postgraduate degree, provides a route into top or senior management positions in both the public and private sectors. The qualification was introduced to attract people with scientific approaches to management as industrialisation began to grip the world in the early 20th century. These days, MBAs are highly respected and likely to entice a range of global employers. A CV that lists an MBA qualification will attract attention. MBAs exist in a range of business‐related areas including economics, education, finance, global management, hospitality and tourism, IT, leadership and telecommunications. What’s more, it’s possible to take an MBA full‐time, part‐time or through distance learning. So, with so much flexibility within this qualification, what’s the best way to make your choices?

Planning your study ●

●

Know your end goal, then work backwards to ensure you pick the right content in your MBA. Although there are many programmes to choose from, not all are accredited – which is important if you are seeking funding (see ‘Cost’, below). Also, employers prefer accredited courses. You are normally expected to have between three and five years’ work experience and hold a degree before you can enrol on an accredited programme. Think about the best way for you to study. You will need to put aside around 20 hours a week on a distance learning course, or you may decide to enrol on a full‐time programme, which can be very intense.

www.questonline.co.uk / January 2015

What your MBA covers Most MBAs comprise core management subjects (such as human resource management, financial management, and strategy) that will deepen your understanding of how business works; elective modules that you can choose according to your career path; and a written or work‐based project.

Length of study ●

●

Full‐time programme: this may take from 12 months to two years. The one‐ year course is the most common in the UK, but would mean giving up an income. A full‐time programme may be the best choice if you are looking for a complete career change. Part‐time programme: this would allow you to continue with any income you may already be earning, and may be a good option if you are looking to enhance your employment skillsets. Modular study: this requires you to direct your own study at a pace that suits you, tackling the modules in the order you choose. Typically, it would take around three years to complete. Distance/open learning: this allows you to study wherever you are,

BENEFITS OF AN MBA An MBA will give you: • a globally recognised qualification • an insight into how business works • an understanding of the tools that businesses use • a professional, innovative and creative approach • enhanced managerial and leadership skills • a high degree of employability.

●

sometimes in conjunction with attending live tutorials. You will complete a fixed sequence of study, although you may be able to take breaks between each of the modules. It is possible to complete your MBA in around three years, although it could, in theory, take as long as you like. Executive programme: this programme allows you to deepen your knowledge and understanding while staying with the same employer. Generally speaking, an employer nominates candidates and then supports them through the programme of study, which typically takes place on a number of weekends during a set period of time.

Cost MBAs don’t come cheap, and a full programme of study can top £55,000. However, funding may be possible, and a part‐time or distance learning course will allow you to stagger the cost. You can also use your enhanced learning credit (ELC) for up to ten years after leaving the Forces to take courses at level 3 and above (an MBA is level 7). This means you will receive funding provided your training is offered by an approved/accredited provider. For further details and eligibility requirements, see our sister publication Courses4Forces: www.courses4forces.co.uk

FURTHER INFORMATION Further information on accredited MBA courses can be obtained from the Association of MBAs, which also gives details of MBA fairs throughout the UK. See: www.mbaworld.com

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

31 January 2015 / www.questonline.co.uk

Photos courtesy Wilplan Training

Close protection

Close protection Security consultant Clive Grant offers an insider’s perspective on a sector that is a popular choice with Service leavers What’s involved? he aim of close protection (CP) – or VIP protection, as it is sometimes known – is to mitigate the risk to an individual or family who are considered to be at risk from an attack or kidnap. Examples of this range from the protection of an executive at risk of attack from single‐issue groups, intimidation and harm to a prosecution witness, to the protection of an overseas minister and his entourage during a visit to the UK. Depending on the level of risk, a close protection team can vary in size from one or two members to a fully equipped team who can provide residential/hotel security, security advance parties (SAP) and protection during moves by vehicle or on foot. It is important that the team leader or operator can assess the risk and be able to recommend the required level of security, commensurate with the perceived threat. During the past ten years, the role of CP in the commercial sector has expanded to include armed protection and escort in higher‐risk countries, including Afghanistan and Iraq. Most CP operators are self‐employed and contracted to the number of security and risk management companies in the UK. Commercial contracts can run from days to months, and are agreed between the client and the security company. The CP operator will sign his own contract with the company. Networking is vital, and an

www.questonline.co.uk / January 2015

individual’s reputation for reliability and experience are critical to his or her chance of getting further work and progressing to the more lucrative, longer‐term contracts. Local knowledge, both for tasks in the UK and overseas, is essential for many contracts where orientation and familiarity is necessary.

CP skills gained in the Services Those CP operators most in demand are generally those from a Special Forces or military background, where experience has been gained over a number of years, with the opportunity to travel widely overseas. Notwithstanding the contracts that require operators to carry firearms, overseas contracts in the more high‐risk countries (e.g. Pakistan and Libya) generally require the operator to have local knowledge and the ability to operate on their own. It is possible for someone without this background to progress to this level, but they will need to establish their reputation as part of a team in the UK, often on a more mundane contract, but where they can prove their skills, reliability and professionalism. It is generally during such contracts that the opportunity to network can lead to more interesting tasks – luck of course can play a big part.

Get qualified! As noted above, an SIA CP licence is required for those ‘guarding one or more

individuals against assault or against injuries that might be suffered in consequence of the unlawful conduct of others. This applies if your services are supplied for the purposes of or in connection with any contract to a consumer.’ It is illegal to be involved in CP in England and Wales without being licensed. There are two types of SIA CP licence. 1. A front line licence is required if undertaking licensable activity, other than keyholding activities (this also covers undertaking non‐front‐line activity). This licence is in the form of a credit card‐sized plastic card that must be worn or carried (if CP operative), subject to the licence conditions. 2. A non‐front line licence is required for those who manage, supervise

Close protection

and/or employ individuals who engage in licensable activity, as long as front‐line activity is not carried out – this includes directors or partners. This licence is issued in the form of a letter that also covers keyholding activities You must have one of the following qualifications (all level 3) before you can apply for a front‐line close protection licence: ● Buckinghamshire New University Certificate in Close Protection ● City & Guilds Certificate in Close Protection ● Edexcel Certificate in Close Protection ● HABC Certificate in Close Protection ● IQ Certificate in Close Protection. However, if you have attained a qualification that was previously endorsed by the SIA, you may use it to apply for a licence. Front‐line staff are also required to have attained an SIA‐recognised first aid qualification: an HSE‐approved ‘First Aid at Work’ four‐day course or ‘First Person on Scene’ (FPOS) Intermediate Award (30 hours – Edexcel/IHCD). If you already have some other form of first aid training you may wish to have it accredited as prior learning towards the FPOS qualification – please contact Edexcel/IHCD (see www.edexcel.com). To get one of the qualifications linked to CP licensing, you will also need to attend and take two training modules, and take and pass an exam (the training should take 138 hours). The core learning and qualifications for a close protection front‐ line licence are as follows.

have been trained by certain organisations may require only a 24‐hour Guided Learning Hours Refresher Course, or a knowledge test and practical skills assessment. Licensing will include a criminal records check, and operating without the correct licence is a criminal offence. Organisations approved to deliver this training must show that their staff have proper training or an instructional qualification or programme. All trainers not currently delivering CP qualifications and wishing to deliver CP training will have to achieve the ‘Preparing to Teach in the Lifelong Learning Sector’ award before approval can be granted. Trainers who met the previous requirements now need to ensure that they comply with the new framework of qualifications needed by those teaching in the lifelong learning sector. (Details are available on the website of Skills for Security (see ‘Key contacts’), the Sector Skills Body for the security industry.) Many men and women will work towards a CP SIA licence having already been awarded an SIA licence for Door Supervision and will fall back on this qualification for Door Supervisory work. It should be noted that physical intervention (PI) training became mandatory from February 2013 for all door supervisors renewing their SIA licence. The training became a compulsory part of the Door Supervisory course from June 2010 and everyone who qualified before that date will need to complete the PI requirement for the updated qualification.

Close Protection Specialist Module ● ● ● ● ● ● ● ● ● ● ● ● ● ●

Roles and responsibilities of the close protection operative Threat and risk assessment Surveillance awareness Operational planning Law and legislation Interpersonal skills Close protection teamwork and briefing Conduct reconnaissance Close protection foot drills Route selection Close protection journey management Search procedures Incident management Venue security

Conflict Management Module Avoiding conflict and reducing personal risk ● Defusing conflict ● Resolving and learning from conflict ● Application of communication skills and conflict management for security guarding and close protection Those with previous CP experience or who ●

Choosing a course For anyone wishing to enter the industry, the quality of the instructors and the training they deliver is important. Reputation is everything in the CP industry and being trained by a recognised expert helps students. However, the downside of this is that reputable trainers will not automatically pass everyone who attends a course; something that should be considered before paying for expensive courses. It is also important to consider the course content. A good example of this is whether firearms training is necessary or not. In the majority of CP tasks, firearms will not be carried and there are very few countries that allow the carriage of firearms by non‐military/police personnel. Generally, only men and women with operational experience of weapon handling will be engaged on a contract where the use of a weapon might be necessary to protect a client. If the carriage of firearms is necessary, even the more experienced operators will require refresher training

with the weapon they’ll carry before an operational deployment. The majority of work that a newly qualified CP operator can expect is relatively low‐risk tasks in the UK or in more benign environments. It is therefore important to consider course content carefully before spending hard‐earned money, and to seek advice on the training that will suit your background and expectations. There are also online

TRANSLATE YOUR SKILLS Threat assessment, forward planning and anticipation of the unexpected are important aspects of all planning, and administration and logistics are among the most critical aspects of the task once the aim has been established. The principles of prior preparation and planning practised in the military provide a sound background for all CP tasks. Corporate and private clients at risk have often been provided with a CP service before, and will know what they want. They will not want a stereotypical bodyguard with an ill-fitting suit and white socks, but a man or woman who is dressed for the occasion – whether it is black tie, business suit or tracksuit – and who provides the principal with a confident, but discreet reassurance. The ability to communicate easily with the client, sound general knowledge and an awareness of current affairs are invaluable assets, as is a quiet sense of humour.

AT A GLANCE: COMMERCIAL CP ROLES The requirement for commercial/corporate CP teams can be broadly divided into the following categories. • Full CP team providing protection to a principal at his residence/hotel, and during his or her movements throughout the day. This will generally be a more high-profile operation, using back-up vehicles, communications and enough personnel to provide a flexible protection plan throughout the 24-hour period. • Teams employed to provide access control and protection to a company board of directors during AGMs where risk of disruption is expected. In the same way, teams can be deployed to provide a similar level of protection at sporting or entertainment events. • A small, often two-man, team to provide a client with a very discreet level of protection. This will generally involve one man remaining close, but not next to, the principal, and the other travelling ahead to arrange ‘meet and greet’ at airports, and to check accommodation or venues prior to arrival. Female operators can often provide discreet protection, particularly for female executives travelling overseas. • A single man or woman – generally a very experienced operator, who travels with the principal and audits the reliability and professionalism of a locally employed team. This is particularly common when local driving knowledge and interpreters are essential.

January 2015 / www.questonline.co.uk

Close protection

MODULAR TRAINING FROM THE SIA The SIA uses a modular licence qualification structure, which means less overlap and duplication in training content across the sectors; it also makes it easier to gain qualifications for additional sectors, as just the relevant additional modules need to be taken. To find out more, visit its website: www.sia.homeoffice.gov.uk

networking and forum sites available via which you can seek advice from others in the sector, an example of which is CP World: www.closeprotectionworld.com

Finding employment Very few training providers can guarantee work in the CP sector because the industry simply isn’t geared to permanent payroll employment, and even sub‐contract work can be ‘feast or famine’. It is also difficult to assess the ability of an individual until they have been seen and tested on a course. So beware of companies that promise too much and be wary of those who offer too little. There is currently a shortage of female CP operatives, who are in particular demand for guarding female principals, family members and children, especially in some cultures and environments. Look around and compare what the different courses have to offer. Most

importantly, seek advice from anyone you know who is already working in the sector and find out who are the most respected training providers. Finally, try to attend security seminars and briefings where you can meet others already working in the sector and the companies who are likely to employ or subcontract to you when you have qualified.

What can you earn? Many of those working in the CP sector are recruited for long‐ or short‐term contracts by security companies or private agencies on behalf of private clients. Remuneration will generally be paid at a daily rate. Fees can range from £150 to £400 per day depending on the length of the contract, the risk and the profile of the task. Fees for an established operator in London, for example, are around £150 per day, while an experienced team leader in a high‐risk environment might expect anything up to £400 a day, with the most junior team member on £200. These figures only act as a guide, but a fee of £200 can be expected as an average daily rate for a task of average length and risk. The inflated daily rates of the past ten years in the high‐risk environments of Iraq and Afghanistan have now decreased, due largely to increased competition for fewer contracts and the acceptance of lower rates by the many

qualified personnel leaving military service.

ABOUT THE AUTHOR: CLIVE GRANT MBE Before joining Control Risks in 2001, Clive was an independent security consultant for a number of international clients and commanded a close protection team based in the Middle East. Since joining Control Risks, he has been responsible for protection services and event security, providing advice and support to clients who have been subjected to threats by both individuals and singleissue groups. He is currently a security consultant with the Global Security Centre, part of Control Risks’ joint venture with International SOS, based in London. Clive spent 35 years with the Royal Marines, 30 of which were with the Special Boat Service. He served in a number of operational theatres, including Northern Ireland, Oman and the Falklands, as well the Gulf War.

KEY CONTACTS Security Industry Authority, Tel: 0844 892 1025 Website: www.sia.homeoffice.gov.uk Twitter: SIAuk Skills for Security, Tel: 01905 744000 email: info@skillsforsecurity.org.uk Website: www.skillsforsecurity.org.uk Twitter: @Skills4Security

New eLearning and distance learning options.

Looking for a Career in Close Protection? Achieve your BTEC Level 3 Award in Close Protection Operations and the BTEC Level 2 Award in FPOSI with Wilplan Training. Fully compliant with S.I.A requirements, our specialist Close Protection training course combines both theoretical and practical training with live operational exercises conducted in the public domain. This intense training is suitable for both Executive and Hostile Environment Close Protection! Select one of our FOUR comprehensive training packages, you can include not only the CP and FPOSi qualiﬁcations but also a choice of Level 3 Maritime Security Operative (MSO), Advanced Driving with RoSPA or ASAA Intermediate Firearms. Choose what YOU need for YOUR career path!

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34 www.questonline.co.uk / January 2015

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Practical advice for a successful transition

So you’re out and you’re working with civilians! 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 turns his attention to the civilian workplace itself, and some of the unfamiliar behaviours and situations you may find there

Not better, just different hen your second career gets under way you are likely to notice some real differences, but don’t be anxious or resentful. Those in the civilian workplace do things in different ways, to different timescales and for different (financial) reasons. First, remember that civilians are simply different, not better or worse. They won’t fully understand your experiences and they may think that you won’t understand theirs. They may think that they are better in many ways, and you ‘haven’t worked in this world, so listen up’. I suggest you look to understand their thinking, but you do not have to accept it. In the field or on det, you will very quickly get a sense of trust and ‘team’. Do not expect this in civvy street. Rather strangely, it has to be earned. Clocking out at the end of the day brings a separation of work and colleague that does not always happen in military life, so I suggest that to build up trust and camaraderie will take longer. As in the military, however, these things are founded upon actions, and that is something you can control. Lastly here, while there will be no military intelligence to gather data on you, be aware that your new colleagues will seek to know about you. It’s often what makes a mundane job more appealing to some. Again, understand and move on.

Office politics If military politics was something you steered clear of, be very aware that now, however, there may be a political process you are forced into, and perhaps are unaware of. Office politics (OP) exists in all organisations, just more in some than in others. Don’t get too hung up on understanding this strange civilian

phenomenon – however, having seen it in action reminds me to advise you that forewarned is forearmed. Some will tell you that being at the top of your (office politics) game is the way to promotion. I am much less certain. I have never needed to play those games to get ahead. So, to avoid OP I suggest that you simply avoid direct confrontation if an issue is directed (indirectly) at you (OP rarely occurs ‘to your face’). Approaching senior management is one option, but I strongly suggest that this should not be your first course of action. Be yourself. Accept that it is not you they are having a go at, but a resentment of what they believe you may represent. Even civilians have a right to their own opinions. Be strong and stand firm, but bear in mind the advice given above. Degrees of ‘strong’ exist. Here’s the difference: if anyone makes inappropriate comments about you, instead of confrontation, counter the ‘aggressor’ with a listening and sympathetic ear – ‘Why do you think that?’, ‘Why would you say that have I offended you?’ – then stand back and witness their ‘attack’ crumble, their comments rendered meaningless and powerless. They will think twice next time. This is just a snapshot of civilian office politics; it is human nature and it is ubiquitous in any organisation, so identify your options, recognise your degree of influence and remain positive. It’s not you, it’s very often ‘them’. Move on.

Preparing for promotion Once you have settled in well and are understanding the pressures and responsibilities that surround you, it may be time to consider routes to additional tasking, greater team influence and further financial reward. In a word, it’s time to think about promotion. I know you’re not going to like all of the following, but I would emphasise that you are moving to my world, not I into yours. What I mean by this is that the world is always moving and changing. Is it always going to be procedural, or via SOPs? I tell you it will not be. I remember, while I headed up the sales function at GNER (Great North Eastern Railway), I was advised by the then CEO Christopher Garnett. He told me that promotion, whether it was in the eyes of

NEXT TIME … 40

Networking your way into the hidden job market With up to 60% of jobs unadvertised, it is crucial to exploit all openings in order to give yourself the best chance of landing that new role; expanding your network will improve your chances of breaking into the hidden job market

www.questonline.co.uk / January 2015

the customer or the employee looking upwards, depends upon one key thing: being timely. Be on time, do not look for excuses, dig in fully and your efforts will be noticed. Here is the one you won’t like. When the boss is leaving for the night, you should be seen to be still available or still working. This will impress upon them a sense of loyalty – it is called ‘show time’ and is no longer the sole preserve of the actor. If confident in your abilities, you could volunteer for additional duties or hours. This will go some way towards letting your line manager know that you are a valuable resource that is being under‐utilised. One word of caution, however, is that you must not let your existing duties slip, and you must conduct this pro bono effort fully and successfully. The last point to consider when seeking to gain promotion is this: when you are ready, when you have exceeded your boss’s expectations, when you are seen as exceptional and deserving, ask! Ask for your next upward move. Being Scottish, I grew up with the old cliché ‘shy bairns get nothing’. If even this fails, though, perhaps it is time to move on elsewhere …

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.

Interview techniques

How to be a STAR interviewee In todayâ&#x20AC;&#x2122;s competitive job market, your interview technique can spell the difference between success and failure in securing the position advertised. Competition is fierce, so â&#x20AC;&#x201C; as highlighted in this brief practical guide â&#x20AC;&#x201C; you should have some wellrehearsed answers ready to roll off your tongue â&#x20AC;Ś ackling todayâ&#x20AC;&#x2122;s competencyâ&#x20AC;? based interviews with confidence calls for extra preparation and an appreciation of what employers want to hear. A good way to begin is to identify the key skills and experiences that the job requires. Then ensure you have good examples to demonstrate your personal competency in each of them. Use the â&#x20AC;&#x2DC;STARâ&#x20AC;&#x2122; approach outlined below to answer the questions effectively.

â&#x2014;? â&#x2014;? â&#x2014;? â&#x2014;?

Situation â&#x20AC;&#x201C; describe a tricky situation in your military role. Task â&#x20AC;&#x201C; explain what needed to be achieved. Action â&#x20AC;&#x201C; show how you addressed the task successfully. Results â&#x20AC;&#x201C; explain how this benefited your unit or your employer.

Itâ&#x20AC;&#x2122;s simple but remarkably effective. Having at least five STAR stories up your sleeve can be invaluable at interview. They demonstrate that, when you are faced with a problem, you can assess it, develop a plan and then implement that plan to beneficial effect. Employers want to see that you have the skills necessary to turn a bad situation into a good one. They are always keen to hear how you have delivered positive outcomes in the face of adversity. Say, for example, youâ&#x20AC;&#x2122;ve applied for a management job, which requires good influencing skills. The interviewer says: â&#x20AC;&#x2DC;Tell me about a time when youâ&#x20AC;&#x2122;ve influenced colleagues to achieve a positive outcome.â&#x20AC;&#x2122; You could draw on your leadership experiences, explain where youâ&#x20AC;&#x2122;ve managed troops in a wide variety of challenging situations and describe how your actions achieved the desired results. Your answer should show that youâ&#x20AC;&#x2122;re a strong contender. Maybe youâ&#x20AC;&#x2122;re going for a public relations job and the interviewer asks: â&#x20AC;&#x2DC;Can you give me an example of a time when your organisation faced bad press and say how you managed it?â&#x20AC;&#x2122; If youâ&#x20AC;&#x2122;ve never had to manage bad press, tell them instead about the time you dealt with a complaint or other negative situation and turned it into a positive.

This approach canâ&#x20AC;&#x2122;t give you experience that you havenâ&#x20AC;&#x2122;t got, but itâ&#x20AC;&#x2122;s a way of preparing yourself to tackle difficult questions in a positive way. It draws on your relevant experiences, providing examples where you have excelled, and if your work experience is lacking, you can use it to draw on relevant experiences in your private life instead.

EXTRA TIPS FOR A SUCCESSFUL INTERVIEW â&#x20AC;˘ â&#x20AC;˘ â&#x20AC;˘

â&#x20AC;˘ â&#x20AC;˘ â&#x20AC;˘

Allow plenty of time to get to the interview. Have a good knowledge of what the company does. Work out how you could fit in to the company and how your skills would benefit the employer. Practise answering tricky questions with a friend. Smile, try to relax, be positive and never criticise a former employer. If youâ&#x20AC;&#x2122;re asked for your weaknesses, choose something peripheral to the core skill set required, then show how you are working to overcome them â&#x20AC;&#x201C; for example, â&#x20AC;&#x2DC;My photography skills need work, but Iâ&#x20AC;&#x2122;m taking photography evening classes.â&#x20AC;&#x2122;

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January 2015 / www.questonline.co.uk

Building trades

Building trades ELECTRICAL SAFETY, PART P AND DOMESTIC INSTALLER SCHEMES

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.

A brief overview of building-related careers Some of the major skills in which people who work in the building trades are trained include: ● electrical installation and maintenance ● plumbing ● bricklaying ● plastering ● carpentry and joinery (woodworking) ● gas installation and maintenance ● air conditioning and refrigeration. We will look at each of these in turn …

Electrical installation and maintenance

Electrical engineers deal with power generation and power supply. Modern manufacturing techniques tend to make replacement of a faulty component more cost‐effective for the consumer than mending it in situ. Much of the traditional role of the maintenance engineer has therefore changed, with removal and reinstallation now the norm. For electrical engineering, the basic requirement is 17th Edition Wiring Regulations, which shows that the individual knows the necessary regulations and how to use them – it is

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virtually impossible to start in the industry without it. The next step may be the Inspection and Testing of Electrical Installation award and, after that, further qualifications to level 4 and beyond through Energy & Utility Skills (the Sector Skills Council for electricity, gas, waste management and water) and other bodies. CITB (the industry training board for the construction industry and a partner in ConstructionSkills, the industry’s Sector Skills Council) estimates that there will be a growing need for qualified electricians over the next couple of years, so the prospects are good. However, if you want to qualify as a civilian electrician you will find that this involves a significant amount of study/training (even if, while serving, you have been an electrical fitter or mechanic, or even an electrical artificer). Would‐be electricians must pass the Electrotechnical Services NVQ at level 3. You may be able to qualify through an apprenticeship scheme with an electrical contractor, but the range of apprenticeships available will depend on the local jobs market and the types of skills employers need from their workers. If you are not eligible for such a scheme, you could learn the theory and some of the practical skills needed for the NVQ by taking the City & Guilds Technical Certificate in Electrotechnical Technology, levels 2 and 3, at a college. However, to become fully qualified you must complete the work‐based NVQ. Industry bodies strongly recommend that you gain a placement or employment with an electrical contractor as soon as possible after you start the Certificate, so that you can complete the NVQ.

Part P of the Building Regulations states that certain types of household electrical work (classed as major works) must, by law, be approved by a certified contractor or building inspector. This means any new circuits, changes of consumer units, works in special locations such as bathrooms and anything that involves a new supply must be notified to building control. However, if the electrician is registered on a Domestic Installer scheme they are able to self-certify their work, saving time and money. This is what many people refer to as being officially ‘Part P’ registered. To start out in the industry candidates must learn to rewire a house, pass their 2382 17th Edition Wiring Regulations and, ideally, City & Guilds 2392-10 Testing and Inspection. Awareness of a qualification covering Part P building regulations is also very wise. These courses will enable candidates to operate on a self-employed basis and, where necessary (for any major installations), they will need to certify their work via building control. Once the level of major installations has increased, many will look to register on a Domestic Installer scheme in order to save time and money. To register on the scheme you will be required to complete the level 3 Certificate in Installing, Testing and Ensuring Compliance of Electrical Installations in Dwellings – or, simply put, a ‘Qualified Supervisors’ course. This course will take four to six weeks, and is suitable for self-employed electricians or those looking to supervise a small team of installers. In order to become registered, an application is made to a scheme provider by completing and returning an application form. (Companies that run such schemes include NAPIT, NICEIC, ELECSA and BSi.) On receipt of the completed form, the scheme provider will arrange to send an inspector to the applicant’s place of work to assess their compliance with BS7671 and visit a selection of recently completed installations. On passing this assessment and being registered as a Domestic Installer, the installer is permitted to certify his or her own work (self-certify). Thereafter, the scheme provider is notified following each completed installation and keeps records of completed work, which it can provide as required to local authorities and customers. Individuals pay an annual fee to the provider to remain registered on the Qualified Supervisor (Part P) scheme. Due to recent changes in the regulations, it is a good idea to check with the scheme provider exactly which courses they recommend you have before making your registration. This will ensure that you do not waste time or money on the wrong course(s). It is also worth ensuring that you train with a reputable course provider – most of these will be ELC registered. If you would like to find out more, a good source of information is the Trade Skills 4U blog at: http://www.tradeskills4u.co.uk/pages/tradeskills4u-blog

Building trades

Plumbing Plumbers install central heating systems, controls and pipework; sanitary systems; drainage systems; guttering and rainwater systems. Heating systems may be powered using electricity, gas, oil or solid fuel. Sometimes refrigeration and water purification systems are also fitted (but see the separate section on air conditioning and refrigeration, below). Maintenance work includes routine servicing and emergency repairs. Repair work involves finding faults, replacing or repairing damaged parts, carrying out tests and making sure everything works properly. A range of hand and power tools are used to cut, bend and join metal and plastic pipes. Most plumbers in the UK work directly for a plumbing or maintenance firm, while some, particularly in the domestic sector, are self‐employed. Plumbers work in a team or alone, and, on domestic repair and maintenance, they tend to deal directly with clients.

Bricklaying This is probably the job that most people think of in connection with building trades. However, bricklayers use many different types of material to create different effects (such as ornamental walls and vaulted archways). Bricklayers also use a variety of specialist tools to spread mortar, cut bricks or blocks to size, and to check that walls are perfect. They should enjoy working outdoors and not mind working at heights. They must also be physically fit, careful, accurate and

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.

THE CONSTRUCTION SKILLS CERTIFICATION SCHEME

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

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able to follow detailed instructions from architects. Bricklayers often travel around the country, and sometimes abroad. Wage rates are set annually by the Building and Allied Trades Joint Industrial Council (BATJIC). Overtime and incentives are often available, and bricklayers often progress to technical, supervisory and managerial roles.

Plastering Most people know about plasterers applying wet finishes to walls, ceilings and floors; this is known as solid plastering. Fibrous plastering involves making ornamental plasterwork in a workshop – the kind you might see on the decorative ceilings of buildings. Plasterers have to be prepared to work at heights, and will spend most of their time indoors. Again, wage rates are set annually by BATJIC. Currently, demand for skilled labour outstrips supply so overtime and incentives are often available. Payment to subcontract labour tends to be on an agreed price per linear metre of partition installed, so speed and accuracy can be important. The work provides a high level of job satisfaction, with plasterers often progressing to higher roles or even owning their own companies.

Carpentry and joinery (woodworking) Carpenters and joiners prepare and put in place most of the wooden parts of buildings – from floorboards and roof trusses to expertly crafted windows and doors. They use very specialised woodworking tools and work with many different kinds of wood. They often work in teams and have to be able to calculate angles and dimensions to make sure everything fits. They need mathematical aptitude and generally have to be just as good with their heads as their hands. Wage rates are set annually by BATJIC, with overtime and incentives often available. Carpenters and joiners sometimes move into other allied occupations, including formworking, shopfitting, bench joinery, maintenance work and interior systems installation; some move into management or run their own businesses.

Gas installation and maintenance Anyone working on gas appliances or fittings as a business must be competent and registered with the Gas Safe Register (GSR), which replaced the old CORGI Register. Competence can continue to be proven under the accredited certification scheme (ACS) through a distance learning programme. ACS has a two‐day core domestic gas safety assessment and a number of appliance assessments that take half a day each. A competent student should take five days to pass the full domestic suite of qualifications. Energy & Utility Skills has developed a set of occupational standards and qualifications

at levels 1 to 4. The objective is that the resulting qualifications will be as common as possible across industries to enable workers freedom of employment in the entire sector.

Air conditioning and refrigeration The refrigeration and air conditioning (RAC) industry is growing in importance: ensuring that the air in particular environments is neither too hot nor too cold calls for specialist skills. This is an environmentally friendly and highly technical industry – part of the RAC engineer’s job is to ensure people and businesses are using energy as efficiently as possible, by working with renewable technology (special types of gas that don’t damage the ozone layer) and seeing how consumers can reduce their energy consumption. (To find out more about working in the renewables sector, see the feature elsewhere in this issue.) Careers in this industry may be roughly divided into two areas. Refrigeration engineers install, service and maintain refrigeration systems in establishments like supermarkets, hospitals and food‐processing plants. Air conditioning engineers install, service and maintain the systems that control and preserve air quality, temperature and humidity in locations such as schools and offices. Both may also work on construction sites, depending on the type of work in which they specialise. To start out in this sector, you will need an NVQ or SVQ at level 2 or 3. After that, there is additional training you will need to complete in order to become fully qualified. Although most people start out as an apprentice straight from school or college and train on the job, if you are 25‐plus you can still take an NVQ/SVQ without doing an apprenticeship – however, to gain this qualification, you must be in a position to be assessed on site, carrying out work on real installations. As with an apprenticeship, you should be prepared to achieve the qualification over a number of years, not weeks or months – there is no quick fix to gaining the right qualifications and it is likely to take around four years. You can find more information about working in this sector, and about relevant training providers, on the websites of the Chartered Institution of Building Services Engineers, the Air Conditioning and Refrigeration Industry Board (ACRIB) and SummitSkills (the Sector Skills Council for the building services engineering sector) (for details of all of these, see ‘Key contacts’).

Building trades skills gained in the Services Apart from a handful of people employed in units to carry out minor carpentry and repair jobs, and Army pioneers who have basic building skills, all three Services rely on the Royal Engineers for construction. Non‐

Building trades

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

Get qualified! Many of the trades discussed above are learned on the job, but the construction industry also has training schemes that combine working and education to produce qualifications that the individual can build up over time to develop expertise in a particular area. While one person might start by learning the basics of a trade, and go on to become an expert in a particular part of it, another might build a portfolio in a number of skills to qualify them for supervisory and then general management. CITBâ&#x20AC;&#x2122;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

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vocational qualifications in any of these trades while working as a craftsman or woman, develop their skills through technical

training, perhaps gaining certificates or diplomas, eventually becoming fully professionally qualified, with a degree.

KEY CONTACTS General Find out more about the Building and Allied Trades Joint Industrial Council (BATJIC), via: Federation of Master Builders (FMB), Tel: 020 7242 7583 email: membership@fmb.org.uk Website: www.fmb.org.uk Twitter: @fmbuilders Chartered Institution of Building Services Engineers (CIBSE), Tel: 020 8675 5211 email membership@cibse.org Website: www.cibse.org Twitter: @CIBSE SummitSkills, Vega House, Tel: 01908 303960 email: enquiries@summitskills.org.uk Website: www.summitskills.org.uk Twitter: @SummitSkills Electrical installation and maintenance SEMTA (Sector Skills Council for Science Engineering and Manufacturing Technologies), Tel: 0845 6439001 email: customerservices@semta.org.uk Website: www.semta.org.uk Twitter: @Semta_4Skills Joint Industry Board, Tel: 03333 218230 email: administration@jib.org.uk Website: www.jib.org.uk Twitter: @JIBelectrical

City & Guilds, Tel: 0844 543 0000 email: centresupport@cityandguilds.com Website: www.cityandguilds.com Twitter: @city_and_guilds Plumbing, bricklaying, plastering, woodworking CITB, Bircham Newton, Tel: 0344 994 4400 Website: www.citb.co.uk Twitter: @CITB_UK Gas installation and maintenance Energy & Utility Skills Limited, Tel: 0845 077 9922 Website: www.euskills.co.uk Gas Safe Register, Tel: 0800 408 5500 email: enquiries@gassaferegister.co.uk Website: www.gassaferegister.co.uk Twitter: @GasSafeRegister Air conditioning and refrigeration Air Conditioning and Refrigeration Industry Board (ACRIB), Tel: 020 8254 7842 email: l.whittam@welplan.co.uk Website: www.acrib.org.uk

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Enhanced learning credits

Enhanced learning credits – what they are and how to claim them (For a full explanation of ELC see Joint Service Publication (JSP) 898, Part 4, Chapter 3) nhanced learning credits (ELC) are a very attractive addition to the MoD’s allowances, and users must ensure that they follow the letter and spirit of the regulations that govern them. In outline, individuals join the scheme, complete some years of service and then draw down cash to support approved learning.

Joining Those wishing to join the scheme must be in the Armed Forces. All recruits can register during their first year of service, with a further registration window between the eight‐year and the eight‐and‐a‐half‐year point; forms are available from education staffs,* learning and education centres, and the ELC Administration Service (ELCAS) website at www.enhancedlearningcredits.com Registration date in the first 12 months will be the actual date the form is submitted. Registration date in the post‐eight‐year window will be the dated from the eight‐year service point. People already serving at 1 April 2003 who registered by 1 April 2004 will have their eligible service reckoned from 1 April 2000 or their date of enlistment, whichever is the later. People who joined on or after 1 April 2003 and joined the scheme during their first year of service will have their eligible service reckoned from their date of enlistment. No service before 1 April 2000 can be taken into account under the scheme.

Individuals must make a contribution to their learning of at least 20% of the cost. The ELC element includes VAT but excludes travel, accommodation, food, books and materials. There is no entitlement to travel at public expense for ELC training activity, unless the ELC is drawn for resettlement purposes. (Authority to travel at public expense for resettlement training is in accordance with JSP 752, Ch. 4.) The learning purpose must benefit the Service and advance the individual’s development plans. Claimants must plan their personal development, often best demonstrated through a personal development record. The individual resettlement training costs (IRTC) grant may be used in addition to ELC to pay towards the cost of the same learning activity where the activity fully meets the ELC scheme criteria (i.e. the pursuit of a nationally recognised qualification at level 3 and above delivered by an ELC approved provider). Learning must be cost‐effective and authorised, and the provider must be an approved provider. Documentary proof that learning has taken place will be needed for claims.

Learning purposes

Tax

Next steps

Most work‐related learning undertaken during service will not be treated as income or a taxable benefit. With effect from September 2012, ELC payments to Service leavers (SL) were also exempted from tax.

●

Length of service required

Advice

Before being allowed to make an ELC claim at the lower level (currently up to £1,000), an individual must have at least four years’ service. Before being allowed a claim at the higher rate (currently up to £2,000), they must have completed eight years’ service. This service period must be complete before starting the learning for which ELC will be claimed, and the latest date for making a claim is ten years after leaving the Services.

Before deciding on learning, people should consider: ● its relevance to their personal development plan ● their ability to undertake the course ● likely disruptions from service requirements ● the flexibility of the study method. Individuals must discuss their plans with their line manager and education adviser before making any financial commitment. Withdrawal once payment has been made due to foreseeable postings/Service activities will usually result in no further claims being allowed. If unexpected Service or compassionate reasons cause withdrawal, ELC may be carried forward for two years or a refund may be possible and an extra ELC authorised. All cases will be judged on their merits. The cancellation and reinstatement process is published in JSP 898 Part 4 Chapter 3. It is supplemented by detailed guidance from an individual’s single‐Service education authority.

ELC awards ELC may be claimed for a maximum of three separate years, which do not have to run consecutively, and may also be a combination of both higher and lower levels. They may also be claimed for the same learning course if it continues for over a year or for different learning purposes for each year. If one course combines with others for a single learning purpose they can be combined to claim ELC. Only one ELC claim can be made in any one financial year (April to March).

ELC are available for full‐time or part‐time study for a qualification at level 3 or above, as defined on the NQF or SCQF, with an organisation on the approved providers list held by ELCAS. This might include: ● foundation degrees ● postgraduate qualifications ● other academic qualifications ● professional self‐development ● accreditation of prior learning ● vocational training ● registration and accreditation fees ● sports qualifications ● overseas qualifications ● resettlement training (during last two years of service only). ELC may not be claimed for: Service training ● civilian accredited Service training (unless at least 30 hours extra work is involved, together with a separate exam, assessment or assignment) ● membership fees ● books and materials ● normal Service sport and adventurous training. ●

● ● ● ● ● ●

Read JSP 898, Part 4, Chapter 3. Register for the scheme in accordance with published guidelines. Think about what fits your personal development plan and your future. Check that the course you wish to enrol on is allowable under the rules. Get the necessary approval to enrol. Talk with your line manager and education/learning staff. Start learning, to make the most of your life.

ELC SCHEME: LATEST STATS From its inception until the end of September 2014, 355,544 people had registered with the ELC scheme and 100,595 claims had been made, to the value of £141 million.

IMPORTANT REMINDER! If you left the Armed Forces in 2005 and have yet to use your ELC, time is running out. You have ten years after leaving Service to make your claim, so act now. Use it or lose it!

* Where the phrase ‘education staff(s)’ is used in this publication it is to be interpreted throughout as referring to all Army Learning and Development Officers (LDOs) and Individual Education and Resettlement Officers (IEROs), RAF Learning Centre and Education Staff, and RN/RM Education & Resettlement Officers (EROs), and Naval Education and Training Service (Operations) Officers (NETSOs).

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FACTFILE

This summary of personal development and resettlement information should be used as guidance and direction to the appropriate Service or civilian authority.

Personal Development and Education Opportunities What is Personal Development (PD)? PD is about self-improvement and satisfaction. It is open to everyone and can be done for one or many of the following reasons: l l l

l l l

to improve knowledge for personal interest to be introduced to new ideas or skills to broaden horizons

to enhance in-Service career prospects to gain qualifications to prepare for a second career.

PD won’t just happen. You must take steps to find out what’s available and decide what you want to do. Use the flow chart below as a guide.

A PD Route Map Individual talks to line manager about developing a realistic plan and maintaining a PD record (PDR)

Individual decides:

Other sources of information include:

l l l

l l l l

subject to be studied and qualification (if any) level of study (basic/key skills, GCSE, S/NVQ, A-level, degree, postgraduate) mode of study (e.g. short courses, distance learning)

unit education or training officer in-Service publications in-Service education centre local library or civilian college

l l l l

the internet Quest magazine friends and family Quest website: www.questonline.co.uk

Local colleges or training providers

Distance/open learning

PD can mean anything from career courses to sports and adventurous training courses. See for other options for Service personnel

A range of further education (16+) and higher education (degree and above) courses are available. Ask your education/training officer or local college/library for a brochure

College attendance is not necessarily required. Flexible study can be undertaken by correspondence, or using the internet and tutorial support is usually available

In-Service

eLearning – The Defence Learning Portal (DLP)

Distance Learning

Grants and funding are available for most forms of PD. See ‘Sources of advice and finance’ for details. Course complete? Look for your next learning!

Also open to MoD Civilian Personnel

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

There is now a huge amount of high-quality learning material freely available online to Armed Forces and Civil Service personnel, accessible either over the World Wide Web or via the Defence Intranet. The Defence Learning Portal (DLP) is the MOD's central distance learning resource, providing ‘one stop’ access to a wide range of eLearning, courses, wikis, forums and other materials across a large number of key topics including: IT skills including ECDL, core competencies, Health and Safety, languages and business skills. Readily available over the Defence Intranet, if you already have a DLP account you can also gain access via the internet at www.dlp.mod.uk

You may prefer to attend a part-time class, or short course, at a local college. Your education officer may have this information to hand and most colleges publish a brochure. Some people prefer to study in this more structured environment. You must gain authority from your unit to attend and it is worth seeking unit guidance before making any financial commitment. You may also be able to claim the SLC and ELC. In addition, many in-Service education centres run classes specifically for Forces people and families, especially overseas. Some are free and most are discounted for families. Contact your education/training officer for details.

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Everyone should keep their own PDR in which they should record educational plus other PD achievements, appraisals and courses. It encourages people to assess and evaluate what they are doing, what they have learned, and where they are going in terms of career and personal development. Ask your education/training officer where you can get your copy.

Key:

College Courses

Personal Development Record (PDR)

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

Service personnel

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Enhanced Learning Credits

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

The ELC scheme provides financial support in the form of a single up-front payment of up to £2,000 per annum (depending on length of Service) in each of a maximum of three separate financial years. The scheme is based on the principle that individuals will make a personal contribution towards the cost of their learning. The ELC contribution may be up to 80% of the gross course value. ELC funding is available only for courses that result in a nationally recognised qualification at level 3 or above on the National Qualifications Framework (NQF) or Qualifications and Credit Framework (QCF) (England and Wales), at level 6 or above on the Scottish Credit and Qualifications Framework (SCQF) or, if pursued overseas, an approved international equivalent qualification. For full details visit www.enhancedlearningcredits.com

Universities and Colleges Admissions Service UCAS deals with applications for first degree and similar standard courses at over 250 universities and colleges in the UK. Remember that you no longer need A-levels to go to university – vocational A-levels/NVQs and access courses now qualify students as well. If you are interested in entering higher education, call the UCAS hotline on Tel: 0871 468 0468 or visit www.ucas.com

University Short Courses

Standard Learning Credits

Sources of Advice and Finance

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

Further/Higher Education (FE/HE) Access

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

The Ministry Of Defence and the Department of Innovation, Universities and Skills offer eligible Service Leavers free FE/HE support for a first level 3 or Foundation Degree qualification. To be eligible, Service Leavers must have registered for the ELC scheme while in Service, complete a minimum of four years’ productive service, complete a minimum of four years’ ELC scheme membership, thus qualifying for the initial lower-tier support, or eight years’ membership, qualifying for the higher-level support, and take up the offer of free support within ten years of leaving Service. Local Education Authority (LEA) grants and low-interest student loans are available for anyone entering full-time education. They are means tested in that what you receive depends on your income and that of your family. If you are entering full-time education you should apply for one, even if you do not think you are eligible, otherwise you may not qualify for other benefits. Contact your LEA for details.

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

Resettlement Grant (RG)

The low-interest loan is arranged through one of four high-street banks, and certain conditions and criteria apply. Find out which banks offer the loan and order an application pack by calling the National Careers Service on Tel: 0800 100 900.

Armed Forces Compensation Scheme

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

learndirect learndirect is a free government helpline on which qualified advisers provide information on all aspects of learning, from UK-wide learning opportunities, to career guidance and sources of finance, and other national and local organisations that can help. It is open between 8am and 9pm Monday to Friday, from 9am to 6pm on Saturdays, and from 10am to 6pm on Sundays. The helpline adviser can answer questions on any aspect of learning. The website address is www.learndirect.co.uk The freephone number is Tel: 0800 101901.

Professional and Career Development Loans Finding a job Jobcentre Plus has one of Britain’s largest databases of job vacancies, which is updated constantly. The database also lets you search for training, career information, voluntary work and childcare providers across the UK. You can search the database via Universal Jobmatch ( www.gov.uk – search for ‘jobs’) or by using the Job Point in your local Jobcentre. When you find a job you are interested in, either using the Jobcentre Plus job search or at the Job Point in your local Jobcentre, Jobcentre advisers will tell you how to apply, send you an application form and may even contact the employer (so have your address, National Insurance number, date of birth and the job reference number to hand).

Benefits If you’re unsure which benefits you can get, you can check online using the Gov.uk ‘Benefits adviser’ pages ( www.gov.uk – search for ‘benefits adviser’). To find out more about Jobseeker’s Allowance, who can get it and how to claim online, go to the Gov.uk ‘Jobseeker’s Allowance’ pages ( www.gov.uk – search for ‘Jobseeker’s Allowance’). You can also claim by phone by calling Jobcentre Plus on 0800 055 6688. There’s a Welshlanguage line on 0800 012 1888, and a textphone on 0800 023 4888 if you find it hard to speak or hear clearly. Lines are open Monday to Friday 8am–6pm.

Armed Forces Champions

Armed Forces Champions have been established in Jobcentre Plus districts throughout the country to ensure that the concerns of Service personnel and their families are addressed. Working with local bases and Families Federations, the role of the Champions is to raise awareness of the support available through Jobcentre Plus, such as information on the local labour market and how to claim benefits. (Any problems accessing Jobcentre Plus services can be fed through to local Champions via Unit Admin Offices.)

Key: 56

www.questonline.co.uk / January 2015

The Armed Forces Compensation Scheme (AFCS) provides compensation for any injury, illness or death that is predominantly caused by service on or after 6 April 2005. The War Pension Scheme (WPS) compensates for any injury, illness or death that occurred up to this date. All current and former members of the UK Armed Forces, including Reservists, may submit a claim for compensation. For advice and guidance, call the Service Personnel and Veterans Agency’s free helpline on 0800 169 22 77 (UK only), +44 1253 866 043 (overseas). Alternatively, you can visit: www.gov.uk/pensionsand-compensation-for-veterans or www.veterans-uk.info

Individual Resettlement Training Cost (IRTC)

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

Service personnel

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

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Resettlement: Preparation for leaving the Forces Official provider of career guidance, skills training and job finding assistance to leavers of the Armed Forces The Career Transition Partnership (CTP) is a partnering agreement between the MoD and Right Management to provide 3rd Line tri-service resettlement support. This consists of career transition services, training and job finding support for leavers of the Armed Forces. The Regular Forces Employment Association Ltd (RFEA) and Officers’ Association (see overleaf) are integral parts of the CTP and lead on the provision of job opportunities and employment support. This provision is delivered from ten Regional Resettlement Centres (RRCs) in the UK and Germany, and the Resettlement Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range of in-house resettlement training for entitled Service leavers from up to two years before discharge. The job finding service is delivered by 24 Employment Consultants based nationwide and an online job search website called RightJob, which contains vacancies specifically for leavers of the Armed Forces from employers who seek their skills and experience. Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk

Resettlement Services

A Service Leaver’s route map

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

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

Employment Support Programme

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

No Served over 6 years?

• Yes

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

• Prepares PRP with Consultant • Receives regional employment advice

Prepare Personal Resettlement Plan (PRP) with Career Consultant

Develops, reviews and actions PRP:

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

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

Receives advice on or notiﬁcation of matched job opportunities

Consultant supports and monitors progress

Makes job applications

Secures employment

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

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

•

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

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

Regional Resettlement Centres (RRCs) Career Transition Workshops (CTW), career counselling and other CTP workshops, briefings and events usually take place at one of the ten Regional Resettlement Centres (RRCs) in the UK and Germany. Further information can be obtained from any of the RRCs listed below. Regional Resettlement Centre Aldergrove Regional Resettlement Centre Aldershot Regional Resettlement Centre Catterick Regional Resettlement Centre Cottesmore Regional Resettlement Centre Herford Regional Resettlement Centre Northolt Regional Resettlement Centre Plymouth Regional Resettlement Centre Portsmouth Regional Resettlement Centre Rosyth Regional Resettlement Centre Tidworth

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

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

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

Entitlement All Service Leavers, other than those discharged as Early Service Leavers, are entitled to receive the resettlement support detailed in the table below. Principle Longer service is rewarded with entitlement to increased resettlement time. All Medically Discharged Service Leavers automatically qualify for the maximum entitlement. Entitlement includes grants, allowances, travel warrants, resettlement leave, consultancy, transition workshops and subsidised training.

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

Years’ Service

Normal Discharge

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

CTP No No ESP FRP FRP FRP FRP

Medical Discharge(2)

GRT(1) 0 0 0 20 25 30 35

IRTC No No No Yes Yes Yes Yes

CTP FRP FRP FRP FRP FRP FRP FRP

GRT(1) 10 30 30 30 30 30 35

IRTC Yes Yes Yes Yes Yes Yes Yes

Notes 1. Amount of GRT is in working days. 2. This includes Reservists who are Medically Discharged due to injuries sustained during operational commitments. ESP: Employment Support Programme FRP: Full Resettlement Programme

Transition services and entitlements Outﬂow

<4 Years’ service or administratively discharged

• • • •

Employment Support Programme >4<6 Years’ Service

• • • • •

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

•

• •

• • • •

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

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

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

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

Duty Allowances for Resettlement Activities

Individual entitlements to allowances are found in JSP 752 and other single-Service regulations. If in doubt, Service leavers should ask their resettlement advisers or Unit HR for advice. As with other duty entitlements, payments made in the pursuance of resettlement are made only for ‘actuals’ and administered through Joint Personnel Administration (JPA) self-service menus. At all times, receipts must be retained and produced in the event that a Service Leaver is selected for audit. Service Leavers’ entitlement will depend upon the nature of their discharge

www.questonline.co.uk / January 2015

and the length of their Service (see Figure 1). When selecting a training provider to deliver resettlement services, Service Leavers should be aware that the MOD operates a ‘Local Training First’ policy. Wherever possible, resettlement training should be undertaken local to (i.e. within 50 miles by road or 90 minutes by public transport) Service or home accommodation. Notwithstanding this, external training, including training undertaken overseas, that will incur

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

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

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Resettlement Training Training provided by the CTP

Overseas Resettlement Training

Skills training takes place at the Resettlement Training Centre (RTC) in Aldershot and at a selection of RRCs. The RTC has bespoke workshops within its Building and Engineering Departments, and also offers Management and IT courses. Many of those on offer result in civilian-recognised qualifications. To find out more about the wide range of courses available, and to search for dates and locations, visit our website at www.ctp.org.uk For all other enquiries, to check availability, or to make a booking or payment, contact our Course Booking & Information Centre (CBIC): Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 Email: coursebookings@ctp.org.uk

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

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

•

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

•

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

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

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

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)

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 / January 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.

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

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

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

Define the product • • • • • • • • •

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

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

Research the market • • • • • •

Decide on sectors, geographical areas etc. Use directories, databases, internet etc. Ask for information Use your personal network Use industry associations, chambers of commerce etc. Attend jobfairs and conferences

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

Understand the world of work • • • • • •

What has changed since you joined the Services? How do those changes affect you? How do you effectively manage your own career? What are the different patterns of work? What do you want from a company? How do you negotiate a salary package?

• • • • •

What are your interests? What transferable skills do you have? What training or qualifications have you done? Can you identify what you have achieved so far? Does all this help you decide what to do next?

• • • •

How do you establish a useful network? How do you use networks to help you research? How can networks help you into a job? How can networks help with career development?

• • • • • •

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

Identify your interests and skills

Proactive networking

Networking advice

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

Sell yourself on a face-to-face basis

• • • • • • • • • • •

Research the employer Prepare interview responses Dress appropriately Arrive early; impress everybody you meet Smile Avoid crossing arms and legs when sitting Maintain eye contact Answer questions honestly, but focus on the positive Manage the interview to match your benefits to the employer’s needs Prepare questions that you can ask the interviewer Seek feedback and learn from mistakes

www.questonline.co.uk / January 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

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Operator Training Forklift, Lorry Loader (HI-AB), Vehicle Banksman Transport Manager National/International CPC Passenger National CPC

www.avtech2000.co.uk

01892 770250

First Class Accommodation * Including All Meals

Health & Safety & First Aid Courses Enhanced Learning Credits NEBOSH General, NEBOSH Fire Management, RTITB Forklift Instructor CPC National / International, Passenger National CPC *Accommodation not available for ELC courses

Contact Vicky Gilmour on 0141 950 5600 or Email resettlement@gtg.co.uk

1330 South Street Glasgow G14 0BJ www.gtg.co.uk

Forensic Accident Investigation Considering a new career? Thought about accident investigation? Want to know more?

For full information pack on the training course (£1665.75 plus VAT) contact us on

Investigation work includes in brief: Interviewing injured parties, visiting accident sites and gaining evidence in personal injury claims.

0161 928 7464 www.tdctraining.co.uk

Funding Available Approved by MOD in support of the ELC Scheme provider number 1712.

65 January 2015 / www.questonline.co.uk

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66 www.questonline.co.uk / January 2015

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We W e will w sho show wy you ou the w way ay tto o a ne new w ccareer areer in IT International Solutions for the Butler and Front of House Training

Our proven approach combines Microsoft Certification, Cisco and IT security training with career support – resulting in job offers and employment for service leavers.

There has never been a better time to train and work as a Butler. Work in splendour for the rich and famous and earn a very good package indeed.

Excellent testimonials from ex force members.

– Residential resettlement courses – ELCAS elegible courses – Discounts for those on a medical discharge and redundancy leavers

We deliver excellence and set the standard. Enrol now for the March 2015 program

To T o attend attend an op open en da day y or tto ob book, ook k, please call call or email us on: info@jbcmail.com TTel: e el: 024 7671 9720 E: info@jbcmail.com

+44 (0) 2031 300 292 w www.jbctraining.co.uk ww.jbctraining.co.uk

info@britishbutlerinstitute.com

www.britishbutlerinstitute.com

8 day locksmith Fasttrack course? Becoming a locksmith gives you exciting opportunities to have varied roles within the security industry. These may include:-

After training with us you will know how to:-

Why train with us:-

• Warrant locksmith. • Working for housing associations. • Gaining entry on behalf of the magistrates courts. • Working for letting agents and repossession companies.

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

• We currently train both Police, Military and Council personal with the latest up to date techniques. • :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' • We are approved by ELCAS, CCTP as well as the Master Locksmiths Association. • We have been teaching locksmith entry techniques for over 10 years.

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

PROVIDER NUMBER

3016

0121 459 8722 www.1stcalllockouts.co.uk

For further information or to request a training pack please call: -

January 2015 / www.questonline.co.uk

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68 www.questonline.co.uk / January 2015

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WANTS YOU )LJVTL H KYP]PUN PUZ[Y\J[VY ^P[O VUL VM [OL <2»Z SHYNLZ[ KYP]PUN ZJOVVSZ • Earn around £500 per week • Have flexible working hours • No need for previous experience • Guaranteed franchise to all trainees • Opportunities available nationwide

Let RED drive your career forward

Call now on 0800 331 7462 or visit reddrivingschool.com/elcas

Driving you Forward

3½ year UK/EU licence required. 6+ points or a driving ban within the last 4 years may prohibit application.

69 January 2015 / www.questonline.co.uk

Courses and events

Courses and events This guide includes the courses currently scheduled to run from February 2015 to April 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

09 February 2015 23 March 2015 20 April 2015

09 March 2015

11 February 2015 25 March 2015 22 April 2015

Housing 14 April 2015

14 April 2015

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

END DATE 10 March 2015

CTW Junior Ranks 03 February 2015 09 February 2015 16 February 2015 17 February 2015 24 February 2015 09 March 2015 23 March 2015 13 April 2015 21 April 2015 27 April 2015

05 February 2015 11 February 2015 18 February 2015 19 February 2015 26 February 2015 11 March 2015 25 March 2015 15 April 2015 23 April 2015 29 April 2015

CTW Mixed Class START DATE

END DATE

Business Start Up 16 March 2015 23 April 2015

17 March 2015 24 April 2015

CTW Junior Ranks 03 February 2015 16 February 2015 17 March 2015 21 April 2015

05 February 2015 18 February 2015 19 March 2015 23 April 2015

CTW Mixed Class 24 February 2015 26 February 2015 (Course location Brize Norton) 10 March 2015 12 March 2015 (Course location Brize Norton) 28 April 2015 30 April 2015 (Course location Brize Norton)

CTW Officer 17 February 2015 24 March 2015

19 February 2015 26 March 2015

CTW SNCO 23 February 2015 10 March 2015 14 April 2015

25 February 2015 12 March 2015 16 April 2015

Employment Support Programme Wksp 02 February 2015 08 April 2015

02 February 2015 08 April 2015

FAR All Ranks 11 February 2015 15 April 2015

11 February 2015 15 April 2015

Housing

CTW Officer 10 March 2015 02 February 2015 10 February 2015 23 February 2015 03 March 2015 24 March 2015 14 April 2015 28 April 2015 09 February 2015 13 April 2015

16 February 2015 16 March 2015 20 April 2015

27 February 2015

16 February 2015 16 March 2015 20 April 2015

FAR All Ranks 01 April 2015

01 April 2015

Housing 03 March 2015

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

26 February 2015 19 March 2015

END DATE 27 February 2015 20 March 2015

CTW Junior Ranks 03 February 2015 10 February 2015 17 February 2015 24 February 2015 03 March 2015 10 March 2015 17 March 2015 24 March 2015 14 April 2015

www.questonline.co.uk / January 2015

23 April 2015 30 April 2015

CTW Mixed Class 09 February 2015 11 February 2015 (Course location Cyprus) 09 February 2015 11 February 2015 09 March 2015 11 March 2015 13 April 2015 15 April 2015 13 April 2015 15 April 2015 (Course location Cyprus)

CTW Officer 23 February 2015 23 March 2015 27 April 2015

25 February 2015 25 March 2015 29 April 2015

CTW SNCO 02 February 2015 16 February 2015 02 March 2015 16 March 2015 20 April 2015

04 February 2015 18 February 2015 04 March 2015 18 March 2015 22 April 2015

Employment Support Programme Wksp 05 February 2015 05 February 2015 12 February 2015 12 February 2015 (Course location Cyprus) 05 March 2015 05 March 2015 16 April 2015 16 April 2015 (Course location Cyprus)

05 February 2015 12 February 2015 19 February 2015 26 February 2015 05 March 2015 12 March 2015 19 March 2015 26 March 2015 16 April 2015

FAR All Ranks 25 February 2015 25 February 2015 (Course location Herford Div Conference Centre) 26 February 2015 26 February 2015 (Course location Red Rat Cinema)

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 03 February 2015 24 February 2015 17 March 2015 07 April 2015

05 February 2015 26 February 2015 19 March 2015 09 April 2015

FAR Senior Officers 19 February 2015

19 February 2015

FAR Officers

Interview Techniques (Snr Officer)

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

13 February 2015 13 March 2015 10 April 2015

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)

13 February 2015 13 March 2015 10 April 2015

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

Interview Techniques 16 February 2015 20 April 2015

16 February 2015 20 April 2015

RRC Herford 0049 5221 9953388 Military 94882 3388 rrcherford@ctp.org.uk

03 March 2015

RRC Cottesmore

Business Start Up

27 February 2015

09 February 2015 13 April 2015

Employment Support Programme Wksp

Interview Techniques

New Horizons in Retirement

04 February 2015 12 February 2015 25 February 2015 05 March 2015 26 March 2015 16 April 2015 30 April 2015

CV Writing Module

START DATE

24 February 2015 24 March 2015 28 April 2015

12 March 2015

CTW SNCO

24 March 2015 24 March 2015 (Course location Brize Norton) 26 March 2015 26 March 2015 24 February 2015 24 March 2015 28 April 2015

10 February 2015 12 February 2015 (Course location York) 21 April 2015 23 April 2015 (Course location Preston)

21 April 2015 28 April 2015

START DATE

END DATE

Business Start Up 03 March 2015

04 March 2015

CTW Junior Ranks 02 February 2015 23 February 2015 09 March 2015 23 March 2015 20 April 2015

04 February 2015 25 February 2015 11 March 2015 25 March 2015 22 April 2015

CTW Officer/SNCO 10 February 2015 03 March 2015 17 March 2015 14 April 2015 28 April 2015

12 February 2015 05 March 2015 19 March 2015 16 April 2015 30 April 2015

START DATE

END DATE

Business Start Up 16 February 2015 17 February 2015 (Course location Colchester) 18 March 2015 19 March 2015

CTW Mixed Class 09 February 2015 11 February 2015 09 February 2015 11 February 2015 (Course location Colchester) 23 February 2015 25 February 2015 (Course location Colchester) 24 February 2015 26 February 2015 09 March 2015 11 March 2015 (Course location Colchester) 10 March 2015 12 March 2015 23 March 2015 25 March 2015 (Course location Colchester) 24 March 2015 26 March 2015 14 April 2015 16 April 2015 (Course location Colchester) 21 April 2015 23 April 2015 27 April 2015 29 April 2015 (Course location Colchester) 28 April 2015 30 April 2015

CTW Officer

Employment Support Programme Wksp

03 February 2015 17 February 2015 03 March 2015 14 April 2015

09 February 2015 16 March 2015 27 April 2015

Employment Support Programme Wksp

09 February 2015 16 March 2015 27 April 2015

16 February 2015

05 February 2015 19 February 2015 05 March 2015 16 April 2015

17 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

Courses and events 16 March 2015 20 April 2015 20 April 2015

RRC Portsmouth

17 March 2015 21 April 2015 20 April 2015

FAR All Ranks 05 February 2015 05 February 2015 (Course location Colchester) 17 March 2015 17 March 2015

START DATE

Insight to Management Consultancy 02 March 2015

25 March 2015 23 February 2015 09 March 2015 30 March 2015 14 April 2015

New Horizons in Retirement

02 February 2015 02 March 2015 13 April 2015

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

04 February 2015 04 March 2015 15 April 2015

CTW Officer 09 February 2015 16 March 2015 20 April 2015

11 February 2015 18 March 2015 22 April 2015

12 February 2015 28 April 2015

CTW Junior Ranks 18 February 2015 11 March 2015 01 April 2015 22 April 2015

CTW Mixed Class 02 February 2015 04 February 2015 03 February 2015 05 February 2015 (Course location Culdrose) 23 February 2015 25 February 2015 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

16 February 2015 23 March 2015 27 April 2015

18 February 2015 25 March 2015 29 April 2015

Employment Support Programme Wksp 26 February 2015 26 March 2015

26 February 2015 26 March 2015

FAR All Ranks 18 March 2015 09 April 2015

18 March 2015 09 April 2015

Housing 24 February 2015

24 February 2015

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

CTW Officer 16 March 2015

START DATE

11 February 2015 04 March 2015 15 April 2015

Employment Support Programme Wksp 16 April 2015

16 April 2015

17 February 2015

Interview Techniques 12 February 2015

05 March 2015 16 April 2015

06 March 2015 17 April 2015

Employment Support Programme Wksp 05 February 2015 26 February 2015 12 March 2015 26 March 2015 09 April 2015 23 April 2015

05 February 2015 26 February 2015 12 March 2015 26 March 2015 09 April 2015 23 April 2015

FAR All Ranks

FAR Officers

04 March 2015 04 March 2015 (Course location Lossiemouth) 05 March 2015 05 March 2015

10 March 2015 10 March 2015 (Course location REME TRG Wing) 07 April 2015 07 April 2015 (Course location REME TRG Wing)

Housing 03 February 2015 03 February 2015 05 February 2015 05 February 2015 (Course location Kinloss)

RRC Tidworth 01980 650689 Military 94342 2689 rrctidworth@ctp.org.uk END DATE

Business Start Up 10 February 2015 11 February 2015 24 February 2015 25 February 2015 24 February 2015 25 February 2015 (Course location Chepstow) 04 March 2015 05 March 2015 23 March 2015 24 March 2015 07 April 2015 08 April 2015 20 April 2015 21 April 2015

CTW Junior Ranks 02 February 2015 09 February 2015 16 February 2015 02 March 2015 16 March 2015 23 March 2015 31 March 2015 07 April 2015 14 April 2015 21 April 2015 27 April 2015

04 February 2015 11 February 2015 18 February 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

10 February 2015 12 February 2015 (Course location Chepstow)

26 March 2015

27 March 2015

CTW Officer

CTW Junior Ranks 18 February 2015 18 March 2015 15 April 2015

CTW Mixed Class 18 February 2015 23 April 2015

Housing 17 February 2015

Employment Support Programme Wksp

END DATE

Business Start Up

16 February 2015 16 March 2015 13 April 2015

FAR All Ranks 18 February 2015 23 April 2015

04 March 2015 29 April 2015

FAR Other Ranks 19 February 2015 19 February 2015 (Course location 1 RHA Lecture Theatre)

Housing 18 February 2015 18 February 2015 (Course location Chepstow) 26 February 2015 26 February 2015 (Course location 1 RHA Lecture Theatre)

Insight to Management Consultancy 19 February 2015 19 March 2015 16 April 2015

19 February 2015 19 March 2015 16 April 2015

Interview Techniques 23 February 2015 30 March 2015 27 April 2015

23 February 2015 30 March 2015 27 April 2015

Networking 23 February 2015 31 March 2015 28 April 2015

23 February 2015 31 March 2015 28 April 2015

New Horizons in Retirement 26 February 2015 30 April 2015

26 February 2015 30 April 2015

CTW Mixed Class

18 March 2015

CTW SNCO 09 February 2015 02 March 2015 13 April 2015

02 March 2015 27 April 2015

START DATE

CTW SNCO

END DATE

Business Start Up

16 February 2015 09 March 2015 30 March 2015 20 April 2015

25 February 2015 11 March 2015 01 April 2015 16 April 2015

CTW Mixed Class

27 March 2015

RRC Plymouth

11 February 2015 27 April 2015

26 March 2015

CTW Junior Ranks

19 March 2015 19 March 2015 (Course location Colchester) 20 March 2015 20 March 2015

START DATE

END DATE

Business Start Up

02 March 2015

Interview Techniques

27 March 2015

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

CTW SNCO

12 February 2015

09 February 2015 11 February 2015 23 February 2015 25 February 2015 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

CTW Officer/SNCO 02 February 2015 30 March 2015

04 February 2015 01 April 2015

03 February 2015 17 February 2015 23 February 2015 10 March 2015 17 March 2015 30 March 2015 13 April 2015 28 April 2015

05 February 2015 19 February 2015 25 February 2015 12 March 2015 19 March 2015 01 April 2015 15 April 2015 30 April 2015

CTW SNCO 10 February 2015 24 February 2015 03 March 2015 09 March 2015 24 March 2015 07 April 2015 20 April 2015

12 February 2015 26 February 2015 05 March 2015 11 March 2015 26 March 2015 09 April 2015 22 April 2015

Visit www.ctp.org.uk for further details

Safe departures take more than pilots; train to become an

6WLYH[PVUZ 6MĂ&#x201E; JLY VY -SPNO[ +PZWH[JOLY Open Learning Courses with ELCAS funding

Airline Operations and Dispatch Airport Operations APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

PROVIDER NUMBER

1009

72 www.questonline.co.uk / January 2015

www.avtech2000.co.uk

01892 770250

When responding to advertisements please mention Quest

SA S

A1 Safe & Secure Ltd 15 Days Professional Locksmithing Course

15 ÂŁ2 da ,30 ys 0 tra for in in g

Our Level 3 Locksmith training course is the most intensive and comprehensive course available anywhere in the UK. We are passionate about training. Our course is staffed by ex forces personnel, Chief Instructor Ex 22 (SAS) Regt. We know what you need and how you need it. It is delivered with E.D.I.P. You will receive 10 days technical workshop training, and on completion, 5 days Field Training with our professional Field Trainers who are all qualified locksmiths who started their careers training with us. These locksmiths are all ex-forces. Our aim is to give you the best possible start in your new career. You cannot learn these skills in 5-7 days. It is just not realistic.

Free 24 hour helpline for life, supporting you.

Tel: 01432 341257 www.safeandsecurelocksmithcourses.co.uk

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E SE

Join ChipsAway, the UK’s leading automotive paintwork repair franchise Together with national advertising generating millions of pounds worth of car repairs each month and the potential to

EARN OVER £80,000pa* Becoming a ChipsAway franchise owner provides a business opportunity that can generate a fantastic living from day one!

Scratches and scuffs won’t dent your pocket

Call us now for more information

0800 980 5951 www.chipsaway.co.uk

Franchise fee £29,995+VAT -a personal investiment of £15,000 is required

*Based on existing individual franchisees

75 January 2015 / www.questonline.co.uk