Quest January 2016 by Bulldog Publishing

The resettlement magazine

LIFE SUPPORT FOR YOUR NEW CAREER PARAMEDIC ANTHONY DOHERTY ON THE VITAL IMPORTANCE OF QUALIFICATIONS page 12

January 2016

RESETTLEMENT FOR ALL RANKS

Career briefing: sales page 36

STAR quality: up your interview technique page 33 User’s guide to ELC page 34

RESETTLING ABROAD

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

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

A HA LL P O PY A UR NE D R W VE E RT AD YE IS ER AR ER S T S! AN O D

ONE MAN’S MOVE TO CIVVY STRASSE! page 14

www.gastectraining.co.uk Gastec has more than 1 years experience in the resettlement training of MoD Service Leavers, with over successfully trained students now working within the industry. Other providers promise - we deliver!

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Quest A VERY HAPPY new year to all Quest readers – and a warm welcome to our first issue of 2016. This month – like every other! – it’s all about the new start. Gaining the right qualifications in good time plays a large part in this, which is something Ralph Straw emphasises in his latest report, spotlighting the career trajectory of Army Sergeant turned paramedic team leader Anthony Doherty, as featured on the cover of this issue. Anthony may work in the emergency services, but he made sure his education was no sticking-plaster solution, preparing himself thoroughly for his new career. With this in mind, we have advice for you on how to make the most of Enhanced Learning Credits. Even armed with a host of qualifications, resettlement can still be a challenge, as Ian Wright attests on page 14. As if making the transition out of uniform isn’t a tough enough call already, he also had to contend with the additional hurdles to be overcome in making his own new start in Germany, where he had been stationed throughout his military career – and where he wanted to remain. But, thanks to meticulous planning, which he set in train seven yearsplus before leaving the Forces, he’s already enjoying the new career he had set his sights on. As well as these success stories, we also have our usual selection of careerfocused features, plus the inside track on one of the latest interview techniques. So read on and prepare well for your own new beginning, wherever in the world it may take you!

6PAGE 16

6PAGE 30

6PAGE 22

6PAGE 36

BUILDING TRADES

MANAGEMENT AND LEADERSHIP

LICENSED HOSPITALITY

CAREER BRIEFING: SALES

6PAGE 26

CLOSE PROTECTION

RESETTLEMENT MATTERS 12 Ralph Straw meets paramedic Anthony Doherty 14 The secrets of one man’s successful cross-border resettlement Lynn Brown Editor

33 How to be a STAR interviewee 34 Enhanced learning credits – what they are and how to claim them

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

42 Factﬁle – your guide to a better future Complicated rules and regulations, compressed and explained 54 Career Transition Partnership courses and events 57 Job opportunities

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 2016 / www.questonline.co.uk

Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition e-Careers: the wise learning choice

‐Careers supports more than 350,000 ambitious students from 60‐plus countries across the world. Using the latest technology and educational material, we are able to provide our learners with exciting employment opportunities, which is why we consistently sign up 7,000 new students every month. As an ELCAS approved provider, e‐Careers is proud to provide you with a wide selection of e‐learning courses, covering a variety of industries, including IT, project management, finance and book‐keeping. We work with household names such as Dragons’ Den, Sage, CIMA, CompTIA, Six Sigma and PRINCE2®, as well as a variety of specialist and niche professionals, allowing us to provide our learners with an exceptional range of training courses. Our technology means that we have overcome the restrictions that traditional means of education may face, such as location, facilities available, local teaching knowledge and skills, financial restraints or time limitations. E‐ learning offers the student the chance to revisit their studies, which improves retention. With this in mind, students can also access resources whenever they wish to, increasing their productivity and giving the individual control over their studies.

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

Here is why our students choose e‐Careers as their number one educational provider: ● globally recognised accreditations and qualifications ● affordable, engaging and expert e‐learning content ● learn anywhere, anytime on any device ● 24‐hour support and mentoring ● flexible payment plans with no hidden costs. Save time and money, climb the career ladder or pursue a new passion with e‐Careers today. Get in touch Tel: 02031987662 email: info@e‐careers.com Web: www.e‐careers.co.uk See the advertisement on page 37

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Account Managers Simon Blaaser Alec Burns Tony Heathfield Kate Horner Brian Tolworthy DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com 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.

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Resettlement round-up

Former soldier earns permanent engineer role with Kier Ex‐Serviceman given permanent role following standout work placement ● Gas Training at Kier named an approved City & Guilds Centre ● Kier guaranteeing interviews to Service leavers who qualify in domestic gas through its training centres Service leaver Lee Smith is celebrating after securing a job with Kier as a gas engineer, following an exemplary work placement with the company. After finding out about Kier’s commitment to helping ex‐ military personnel start a Impressive commitment: new Kier gas engineer career in gas engineering, Lee Smith former soldier Lee undertook a 15‐week training programme at Gas Training at Kier in North Tyneside, including an eight‐week work experience placement. Throughout the programme Lee consistently impressed managers with his work ethic, enthusiasm for learning, and commitment to customer service – so much so that he has now secured a permanent role as a gas engineer with Kier. Lee, 26, comments: ‘Prior to working with Kier I was an infantry soldier in the British Army. After four years I had accomplished all I wanted to achieve there and needed a fresh challenge. I chose to train with Kier because they are associated with the British Army and, after reading reviews, I was impressed with what they had to offer and felt my prospects would be good.’ Kier regional director, Mike Furze, adds: ‘We are committed to helping people from all backgrounds develop careers in a wide range of trades. We are recruiting now, and are actively encouraging new applicants into the industry. Many of our gas trainees are Service leavers; they have shown a tremendous commitment to our country, and we are privileged to be able to help them with their future career choices and support their return to civilian life.’ Lee’s success comes just as Gas Training at Kier has been named as an approved City & Guilds Centre following its successful completion of an extensive approval process. Mike Furze continues: ‘We are extremely proud to have received City & Guilds Centre approval and to now count ourselves among the many City & Guilds colleges, training providers and employers in operation across the world. We are always looking at ways we can extend and improve our offering to customers and this certification means that we can now award our trainees a level 3 Diploma in Gas Utilisation.’ Due to new contracts, and the need to recruit good‐quality and committed individuals, Kier is guaranteeing job interviews to Service leavers who qualify in domestic gas through the Kier gas training network across the UK. In the past 12 months Kier has directly employed 10% of those who successfully completed the gas engineering foundation course, with a further 15% being employed by its supply chain. In total, 93% of all learners who pass the course go on to find related employment. ●

Get in touch Tel: 0191 643 2233 email: gastraining.info@kier.co.uk Web: www.gastrainingatkier.co.uk

See the advertisement on page 19

www.questonline.co.uk / January 2016

Enriching children’s lives through soccer How a Soccerscool franchise positively engages with its local community … occerscool is a coaching‐led organisation with more than 15 years’ practical experience in London. Our distinctive Play‐Practice coaching method effectively involves children of all levels and abilities. Soccerscool prides itself on the level of fun, participation, skill and knowledge that children gain from the training sessions. Our ethos promotes a change in culture where player and team development takes centre stage over a ‘win at all costs’ mentality – a shift that, in time, we hope will permeate through to spectators, safeguarding future generations from the foul and abusive behaviour that still pervades today’s game.

Why coaching is a good fit for ex‐ Service personnel Professionalism, discipline, organisation and communication are just some of the strong attributes – and transferable skills – that make Service personnel ideal candidates for a career in coaching. No previous experience of coaching is required, but a desire to work with children and a keen interest in the game are essential. Our coach‐mentoring programme will guide you step by step through our tried‐and‐tested player development process. What makes Soccerscool unique? It is our belief that the skills associated with playing the game of soccer are better developed through training sessions, which involve players constantly having to make decisions in relation to time and

space. Therefore our practices are purposeful and reflect real situations within the game rather than unrealistic, prescriptive drill exercises. This Play‐ Practice training method is designed to harness the fun, freedom and creativity of street football, improving each player’s individual technical ability and confidence on the ball within the context of developing team play. Why choose a Soccerscool franchise? Soccerscool’s coach‐mentoring programme produces accomplished coaches delivering coaching of a high standard to children. It is suited to responsible and energetic professionals who are passionate about football and want their own business with the back‐up of a team of industry experts and marketing specialists. The market for extra‐curricular sports activities is expanding fast, with a strong government and media focus on getting children active. Soccerscool is ideally placed to be part of that national remit to get our youth motivated, engaged and healthy. Get in touch email: admin@soccerscool.net Web: www.soccerscool.net See the advertisement on page 53

CORPORATE COVENANT

Bronze award for Arqiva from Defence Employer Recognition Scheme ngineering company Arqiva has received a bronze award from the Defence Employer Recognition Scheme, which is run by the MoD to recognise UK employers that pledge their commitment to the Armed Forces community and align their values to the Armed Forces Corporate Covenant. This accolade follows a year after Arqiva signed the Covenant – a voluntary pledge signed by businesses and charitable organisations that wish to demonstrate their support for the Armed Forces community. As a bronze award holder, Arqiva has agreed to take a positive stance towards existing or prospective employees who are members of the Armed Forces community. It will also promote an Armed Forces‐ friendly position and is open to employing Reservists, Armed Forces Veterans

(including Wounded, Injured and Sick), cadet instructors and military spouses/partners. Its aim is to ensure Armed Forces personnel and their families do not face disadvantages in their access to services and that they receive special consideration. Arqiva recognises that those leaving the Forces frequently need additional early support to recognise the potential they have for roles in private‐sector organisations. It run taster days for ex‐ Service personnel, where Servicemen and women are invited to operational sites to find out how the company works and what it does, and to hear about employment opportunities. It also attends military career fairs and has successfully run introduction sessions for those leaving the Forces on medical grounds.

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

7 January 2016 / www.questonline.co.uk

Resettlement round-up

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 email: resettlement@openittraining.com Web: www.openittraining.com/elc See the advertisement on page 11

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Resettlement round-up

FORCES ON FILM

STATE BOARDING SCHOOLS

Chosen Men teaser trailer

Parent? You haven’t dropped the ball if the school admissions deadline has passed

den Gate Pictures has released the first official teaser trailer for its captivating new feature‐length documentary Chosen Men. Chosen Men is an independent documentary exploring the changing identities of modern‐day infantry soldiers and the challenges they face on returning to civilian life. The film follows film‐maker and former Rifleman of The Royal Green Jackets, Aaron Sayers, as he returns to his military roots. Says Aaron: ‘The stories of homeless veterans on the streets and those medically discharged have flooded the media in recent years; this documentary will portray the more typical young veterans who left service and started again.’ Through unprecedented access to new recruits, serving soldiers and veterans of the Rifle regiments (The Royal Green Jackets, now The Rifles), the documentary seeks to represent the journey taken to become a soldier, the experiences and camaraderie of service and the transition back to civilian life, returning as an adult to what was left behind as a boy. The film documents the pride and successes of Riflemen past and present, but also the struggles, sadness and loss of veterans and serving soldiers forever proud to hold the title ‘Rifleman’. Eden Gate Pictures’ aim is to engage with audiences, particularly veterans and serving soldiers, in telling this important story, and to develop a following ahead of the film’s release this summer. To watch the teaser, visit www.chosenmenmovie.com Social media channels can also be followed for all the latest news, and veterans and serving soldiers can also make contact through these means.

ervice personnel who missed the local authority schools admission deadline last October can still apply for a state boarding school place, and their applications will be given higher priority if they qualify for the MoD’s Continuity of Education Allowance (CEA). That’s the message the State Boarding Schools’ Association (SBSA) is giving Forces families, who often find themselves in a worrying position when they know their circumstances may change before the start of the new school year. Most local authorities rarely deal with state boarding school applications, so sometimes give confusing advice to parents. While the admissions process for boarding applications is supposed to be the same as for state day and state boarding schools, the reality is that it just doesn’t work that way. In fact, many state boarding schools set their pupil admissions numbers (PAN) to cater for the changing needs of Service personnel, which means that many of the larger schools will have boarding places available even in the summer before the Year 7 September intake. As a result, they can receive late applications after the October deadline and indeed after March when all day‐school places have been allocated. Applications for other year groups will be accepted at any time of year before the start of Year 10. As well as applying for state senior school boarding, it is also possible to apply for state sixth form boarding after the deadline. Many places at

state sixth form boarding schools are allocated under a conditional offer, which means they are dependent on the pupil achieving certain exam results. Come results day, the situation can change and sixth forms that were full can suddenly have places available. State boarding schools offer high‐quality education, state‐of‐the‐art facilities and exceptional pastoral care, making them popular with Forces families, whose children make up around 30 per cent of children in the state boarding system. Each year state boarding schools regularly outperform other state schools, topping many academic league tables, and the quality of teaching is frequently judged ‘outstanding’ by Ofsted. For advice on applying for state boarding, or for more information, visit www.sbsa.org.uk where you can also download a free Parent’s Guide.

START-UP FUNDING

Armed Forces business support in Solent ridging the Gap – Armed Forces is a new, bespoke fund for the Armed Forces community – Service leavers, veterans, family members, spouses, reservists and cadets – and will support both new start‐ups and established businesses with grants of between £5,000 and £75,000 to create jobs and secure investment. The fund launch follows an Armed Forces support event held at Portsmouth Dockyard last October, where attendees received advance information on the fund and the package of support available through X‐Forces. Access to business knowledge is essential for all entrepreneurs, and is available to the Armed Forces community through enterprise workshops and training programmes run with the Career Transition Partnership (CTP), Help For Heroes and ABF: The Soldiers’ Charity. As part of the provision of the new CTP contract, X‐Forces was appointed Business Enterprise Trainer for the delivery of support and effective training to those accessing the CTP who may be interested in business ownership and self‐employment. Says X‐Forces CEO Ren Kapur: ‘We are delighted to be partnered with Solent Local Enterprise Partnership (LEP) to help them support the local Armed Forces community. These individuals are ideally suited to enterprise, as they already have the strong principles, work ethic and adventurous spirit of the Armed Forces. Partnerships with LEPs, councils and regions are

www.questonline.co.uk / January 2016

creating a strong support network stretching across the UK. It is very important to provide the right support and create the right environment to help the ex‐military understand enterprise, which can lead to fulfilling self‐employment.’ The new fund has been welcomed by key figures from across the Solent area. Penny Mordaunt, Minister of State for the Armed Forces and MP for Portsmouth North, confirms: ‘The high‐level skills that individuals build up during time spent serving our country have the potential to be applied in business to drive our local economies. In Portsmouth, there is a huge community linked to the Royal Navy, with skills in everything from engineering and manufacturing to logistics and support services. As people come to the end of their military careers we want to capture this expertise and provide support to individuals to help take the next steps in their civilian careers. This new fund offers an excellent opportunity to make use of these skills in new businesses.’ The fund will be operated on a competitive basis and applicants will need to develop a business plan to access capital funding, and demonstrate how they can create or safeguard jobs. Funding from the Bridging the Gap – Armed Forces Fund will need to be match‐funded with additional investment in the business. For further information and details of how to apply, visit www.solentlep.org.uk

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

11 January 2016 / www.questonline.co.uk

Resettlement matters

Ralph Straw me Paramedic Anthony Why higher education is the key to the health Regular Quest contributor Ralph Straw reports once again from the resettlement frontline. His recent meeting with former Army Sergeant Anthony Doherty, now a paramedic team leader, emphasises the importance of higher education in selfdevelopment and career progression, and reveals the true value of, literally, being able to put theory into practice eaving the Army with the rank of Sergeant in 2009 following an operationally focused career in close protection, Anthony Doherty is now a paramedic team leader with East Midlands Ambulance Service. He was one of the last people to train as a paramedic before it became a university

entrance job, much the same as nursing has also become a graduate job. It is perhaps not well known that, now, the route to becoming a paramedic requires the completion of a degree. Regardless of previous training or qualifications the prospective paramedic will enrol as a full‐time undergraduate student, learning the theory in university and practising their skills under the supervision of a qualified paramedic mentor when responding to real emergencies. Despite having already qualified, Anthony has also now graduated with a BSc (Hons) in Paramedical Science and a Postgraduate Diploma in Advanced Practice. ‘Even though I’d already qualified, it wasn’t going to make my patient care any worse if I had a degree. Paramedics are going to be degree qualified from now on anyway, so it made

sense for me to study from a career development point of view. That health and social care module I paid for with my Standard Learning Credits in Germany certainly didn’t do any harm.’ (Like many Service men and women, Anthony had already started his higher education while still serving by studying with the Open University.) Joining the ambulance service is a career path that many Service leavers are well suited to. On the night shift when I joined Anthony there were three former Servicemen including him, one of whom had a master’s degree. The skills and drills gathered during Service life – time management, personal responsibility, discipline, judgement, integrity and the much undervalued virtue of following orders without complaint – will stand you in good stead with any employer.

Keep it in the family: Anthony graduated with a degree at the same time as his father Terry Doherty (left), himself a recently retired paramedic

12 www.questonline.co.uk / January 2016

Resettlement matters

ets ... Doherty of your new career After carrying out the routine handover of any shift changeover in the ambulance station, Anthony and I hit the road in a fast‐response vehicle. I asked him what goes through his mind when he hits the blue lights and responds to a call … ‘Well, the main thing I think about is driving as I want to arrive at the scene alive. As more information comes through on the computer, I’ll be thinking about all the possible conditions that the patient could have, based on their age, health and medical history. There are a lot of variables and it is important to arrive at the scene with an idea of the condition and a treatment plan, but at the same time not to have tunnel vision, and to be able to step back and diagnose based on symptoms that could be constantly changing.’ ‘How does a degree help with all that?’ I asked him as I munched on a chocolate bar while he responded to a radio call. ‘Well you can’t beat experience can you? I mean I haven’t been doing this job for as long as some people, but you learn with every call you go to – like the Army really. But studying makes you more reflective and introspective. Most of my assignments were on how I had carried out patient care. I’d have to justify why I had taken certain courses of treatment, what I had done well, what I could have done better … It makes you very honest; there aren’t any hiding places. Anyone can learn the theory of paramedical science – you give a person who weighs this much this amount of morphine – but it’s a degree in application of theory into practice.’ I hold up a piece of chocolate, offering it to Anthony, who grips the wheel with both hands and doesn’t flinch. ‘I’m glad I already had experience of higher education from studying with the Open University. It’s the way the public sector is going now. Being a paramedic is now a graduate job. Service leavers are ideal candidates, but I would recommend engaging in academia before leaving. It’s never going to make you any less employable.’ The little screen on the dashboard flashes …

‘Right, a red one call. Time to put theory into practice. Fire up the roof, Ralph!’ The blue lights and sirens force a silence. Anthony is all business again and I put my chocolate away as he expertly guns the vehicle, checking his mirrors seemingly every half a second. Anthony hasn’t learned to drive like this in any university that’s for sure. We arrive at the house. ‘Here you go, carry these.’ Anthony passes me a couple of heavy bags. The patient is an elderly gentleman, Anthony displays the same cool manner that made him a role model to so many of his peers in the Army. He takes one look at the gentleman and asks for an ambulance via his radio. The gentleman is apologetic for phoning 999. Anthony shakes his head: ‘Sir, you’ve got absolutely no reason to be’, as he analyses the results of a machine called an ECG that is reading the electrical activity of the man’s heart. ‘OK, sir. What’s happening is that you’re having a heart attack. So we’re going to take you to hospital. An ambulance is on its way.’ An ambulance arrives and the crew prepare to take the gentleman into hospital. Anthony looks deep in thought, almost conflicted as he is reading the ECG graph alongside something on his phone. He directs the crew to administer an anti‐ nausea drug to the patient. ‘The procedure he’ll go through at hospital will make him feel sick, so they’ll administer it there anyway. At least if he has it now, it’ll have taken effect by the time he gets in. It’s all about saving time in cases like this. ‘I remember reading about this. It’s not nice to feel sick at the best of times. Also if he feels sick then it makes the job of the doctors more difficult as it can hide symptoms.’ ‘Why did you radio for an ambulance straight away?’ I asked him as he repacks the equipment into the boot of the vehicle. ‘I could tell he was having a heart attack as soon as I looked at him: pale and clammy skin. After a while you just get a sense for it. Since becoming a team leader,

I’ve probably used my degree more. Having to think critically all the time, not just jumping to conclusions, everything has to be evidence based: What is best practice? What are others doing? Also, when you are giving direction to other paramedics, many of whom have been doing the job longer, you’ve got to know what you’re talking about. Like giving that man the anti‐ nausea drug, it’s not just me making stuff up. It wasn’t the right thing to do because I think so and I’m charge – it was the right thing to do because people have found it out by being honest, reflective and then writing about what they’ve learned.’ So, dear Quest reader, it’s up to you. As I say to my students, ‘Certificates are like condoms: it’s better to have them and not need them, than to need them and not have them.’ Perhaps you are reading this while sitting in the dental centre, or outside the RSM’s office. Maybe you are not thinking about leaving the Forces yet. If that’s the case then you are at an advantage. Start your resettlement from your first day of service. You never know how your desires, interests and ambitions will change over time. In many ways it doesn’t matter what higher education course a person chooses to study, it is the skills and critical thinking that it develops that are most beneficial to you and to your subsequent employer. Keep positive, it’s an exciting time to become a civilian.

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 or Twitter: @ralphstraw You can also read his inspirational blog at 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 in turn we will aim to publish useful questions and responses (anonymised, of course!) in future editions of Quest for the benefit of our wider readership.

13 January 2016 / www.questonline.co.uk

Resettlement matters

The Wright move! The secrets of one man’s successful cross-border resettlement Being based in Germany – and wanting to stay there – former WO2 Ian Wright found making the transition from military to civilian life a tougher than usual proposition, but his meticulous planning of his resettlement paid off and has seen him carve out a successful new life in his adopted country. His story has some useful pointers for others who might find themselves in a similar position … an Wright served with the Royal Lancers, 9/12 Royal Lancers, Light Dragoons and 13/18th Royal Hussars for 22 years, leaving the Army in June 2015. The former WO2 spent all his career in Germany, completing three operational tours in Bosnia and two in Iraq. Now working at the Autostadt visitor attraction in Wolfsburg, Germany, as a chauffeur within a complex team, his daily routine is as varied as it was in the military. He drives a multitude of vehicles, ranging from a VW up to a MAN Lion’s coach. He also teaches English‐ speaking guests how to navigate across the

demanding cross‐country circuit at the Autostadt. During his last six months of service, the 9/12 Royal Lancers were one of the first units to leave Hohne as part of Army 20/20, and on 2 May 2015 amalgamated to become the Royal Lancers in Catterick. Why is this relevant? As Ian says, leaving the Forces is a hectic and stressful time anyway, with an uncertain future ahead, but the usual pressures of the experience were compounded for Ian by this change and, needless to say, trying to conduct administration between the UK and Germany was a challenge to say the least! On top of this, he had realised early on that making the transition from military to civilian life would not be easy, especially as he was living in Germany, so he planned his resettlement meticulously, starting in 2008 – a full seven years before he was due to leave the Services. He already knew what goal he wanted to achieve and set about how he was going to accomplish his aim. He attended CTP events in Herford annually and gained vital information about the German job market. He learned to speak German fluently and attended Service courses that helped him progress to Standard Language Proficiency 2, which is equivalent to a qualification at the University of Westminster. Furthermore he completed a diagnostic test from the Goethe Institute in Herford at a CTP event and gained a B2 grade, which is widely recognised by German employers. During his Service career, Ian gained a multitude of

Ian enlisted the services of a professional photographer as part of his CV prep

qualifications, but the civilian‐recognised level 7 Diploma in Leadership and Management from Stratford University was, he says, the most valuable he gained. This was achieved via the numerous promotion courses at the unit and Bovington in the UK. He attended a CTP workshop in October 2014 and spoke to the German Chamber of Commerce (IHK Bielefeld), who were in attendance. They signposted him along their channels and, in March 2015, recognised his British management qualification (see box). He now also holds a Kaufmann für Büromanagement qualification. In March 2015, he sought assistance from a professional CV writer in Bochum, Germany, and transferred his British CV to a German lebenslauf. This was no mean feat, and he found the money spent on a professional photographer and CV writer worth its weight in gold.

14 Ian on his last day of service

www.questonline.co.uk / January 2016

Resettlement matters

GERMAN RECOGNITION FOR PROFESSIONAL QUALIFICATIONS FROM OTHER COUNTRIES For the past three years, those who have qualifications from outside Germany or have learned a trade abroad have been able to apply to have their vocational qualifications professionally recognised there. In a unique nationwide on-site model, the Industrie- und Handelskammer (IHK) in Braunschweig, the German equivalent of the UK’s Chamber of Commerce, has professionally recognised foreign qualifications covering more than 250 occupations, from office management to mechatronics. In March 2015, IHK President Dr Wolf-Michael Schmid, awarded the 100th recognition notice to Ian Wright, who subsequently proved that his qualification BTEC level 7 in Strategic Management, achieved from his WOs’ CLM, fully satisfied the German apprenticeship regulations for accreditation as an office manager (Kaufmann für Büromanagement). The professional recognition procedure in German industry and trade usually takes up to three months. Ian’s took only one month. The former tank commander had previously been made aware of the possibility while attending a training event (CTP Industry Awareness) and comments, ‘When a soldier retires from the Army, it is invaluable to have civilian qualifications. My training was equivalent to that of German office manager. The recognition process worked out great!’

In April 2015 he researched his future employer and discovered they were attending an IT job fair in Hannover. He attended this and took the opportunity of a face‐to‐face meeting with the personnel department from the Autostadt, who gave him vital tips on how to complete a successful application. This meeting was critical and the ‘five‐minute commercial’ practised on his CTW, and well as the interview techniques learned there, undoubtedly enhanced his prospects. The first impression made with his future employers broke the ice and proved to them he was serious about his intentions. Over the next five months he attended numerous interviews and selection processes, which were nerve‐racking to say the least. The time‐frame in between each process was a month at a time, and patience and self‐belief were what guided him through this stressful period. On 10 August 2015, Ian’s mother sadly passed away, while on 14 August he had an interview lined up with the managers of the chauffeur service at the Autostadt. The interview lasted for more than an hour and initially they didn’t want to employ him due to his being over‐ qualified! However, he swayed their opinion

and, when he had informed them of his long‐term goals and aims, they decided to give him a fair chance. Having never been employed by a civilian firm, he needed to start out on the career ladder again from the bottom. Luckily, following that interview, he gained a contract that started on the 16 September 2015. Now Ian is fully integrated into his team, has attended German seminars and promotion courses, and is enjoying life outside the Services. The transition for him went well but the time‐frame from application to gaining employment shocked him – a real eye‐opener! The main point Ian wishes to make to Quest readers is, be prepared and plan well in advance. German employment is achievable with meticulous planning and preparation. Good luck!

Ian in uniform at his workplace: the VW Autostadt visitor attraction in Wolfsburg, Germany

15 January 2016 / www.questonline.co.uk

Building trades

Building trades What’s involved? onstruction is the UK’s biggest industry. Private housing, and especially industrial and commercial requirements, are expected to continue to be the main drivers for the sector over the next few years. Work in this field covers a huge variety of roles – if you are a practical person, someone who is interested in how things work and are put together, why not consider the building trades as a possible way to construct your ideal next career? Well‐trained, competent trades people are always in demand. Read on to get an idea of just some of the main roles that make up this busy and diverse sector.

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 …

16 www.questonline.co.uk / January 2016

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 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 UK authority on professional development and employment in the energy and utilities industries, focusing in particular on for power, gas, waste management, water and renewables) and other bodies. CITB (the industry training board for the construction industry and a partner in ConstructionSkills, working together with industry to encourage training that helps build a safe, professional and fully qualified workforce) 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.

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

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

Building trades

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 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 â&#x20AC;&#x201C; 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 â&#x20AC;&#x201C; 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). Competence can continue to be proven under the accredited certification scheme (ACS) through a distance learning programme. ACS has a twoâ&#x20AC;?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

17 January 2016 / www.questonline.co.uk

Building trades

TRADE SKILLS 4U 2016 SALARY SURVEY: WHICH TRADE EARNS THE MOST? Every year, Trade Skills 4U studies data from the Office of National Statistics to let you know what is happening in terms of salaries for electricians, plumbers, carpenters, bricklayers, tilers and a few other trades. The new data are in and, following the last two surveys, it’s no surprise that electricians still earn the most on average of all the trades. Despite increased growth in salaries in a number of different trades, electricians still earn around £1,300 more each year than plumbers, who are ranked second in this survey.

Trade Skills 4U customers ‘front load’ their training and complete their technical certificates first (2365 levels 2 & 3). This then enables them to command a higher starting salary when they start working as an electrician’s mate. Most should be able to start out on a trainee wage of around £21k a year. A quick search online reveals that most jobs for electrician’s mates start off at around £11 per hour, although we have just seen one offering £107 per day, which adds up to more than £25k and is great for a starting salary.

What does each trade earn, on average?

JIB wage grades The JIB publishes wage grades on its website: www.jib.org.uk/documents/handbooks/17-23848jib-handbook-october-2015-section-2.pdf While the JIB has clear guidelines for what an electrician can earn, these are guidelines only and not every employer sticks to these. As of 4 January 2016 the JIB suggests you should earn the following hourly rates if you have your own transport: • trainee electrician £11.56–£13.68 • electrician £14.39 • approved electrician £15.61 • site technician £17.57. And, if you live in London or the south-east, you should expect: • trainee electrician £12.94–£15.33 • electrician £16.13 • approved electrician £17.48 • site technician £19.68. In order to qualify for the higher pay grades most people will need to fulfil the following: 1. trainee electrician – apprenticeship or electrician’s mate usually with C&G 2365 diplomas 2. electrician – relevant qualifications, level 3 NVQ and AM2 (these days, a 2357) 3. approved electrician – as per no. 2, above, plus a periodic inspection and testing qualification, such as C&G 2394/2395 4. site technician – as per no. 3, above, plus more than five years’ experience (three of which in a supervisory role), plus a level 4 qualification such as an HNC. With such a variety of ways to be employed and earn it is very hard to say specifically how much an electrician should earn. We have had students walk straight in to jobs installing smart meters earning £150 per day plus a company van, and others who end up working on site at £11 per hour. As with any career, if you work hard, deliver good-quality work and build a solid reputation you should be able to earn a decent salary and have great job satisfaction. If you want to find out more about electrical training, visit www.tradeskills4u.co.uk

• Electricians £30,444 • Plumbers £29,136 • Carpenters £25,729 • Bricklayers £25,098 • Tilers £26,455 • Plasterers £23,529 • Roofers £23,087 • Painters £22,735 Visit www.tradeskills4u.co.uk/salary for an interactive version of this data. When Trade Skills 4U last ran this survey plumbers had seen one of the smallest increases in pay, while electricians had seen one of the largest. Those roles are now reversed and it looks as if the plumbing industry has been playing catch-up over the past year. The really big surprise has been the 10% increase in average salary for tilers.

How do electricians charge for their time? When looking at the money each trade earns, it is important to note that a ‘salary’ is only really part of the picture. Most of the electricians that work in people’s homes will usually charge a day rate or a fixed rate for particular jobs. Electricians who actually earn a salary are in the minority, with the majority working on contract or as self-employed trades people. As such it is quite hard to gauge how much an electrician really does earn as there are no national statistics for this.

Hourly rates/day rates (£20–£50 per hour/£140–£350 per day) Hourly and day rates vary drastically from location to location and electrician to electrician. An experienced electrician in London will most likely charge around £45 per hour or £300 per day, whereas a junior electrician in Newcastle is likely to earn far less in comparison. Most trades people tend to charge for a specific job and will include the costs of materials in any quote. Something else that makes it very hard to gauge how much an electrician is making.

What are trainee salaries like? (Around £21k) Many people start out as apprentices, often earning below the minimum wage. However, most

www.questonline.co.uk / January 2016

See the advertisement on page 21

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 relevant feature on www.questonline.co.uk.) Careers in this industry may be roughly divided into two areas. Refrigeration engineers install, service and maintain refrigeration systems in establishments like supermarkets, hospitals and food‐processing plants. Air conditioning engineers install, service and maintain the systems that control and preserve air quality, temperature and humidity in locations such as schools and offices. Both may also work on construction sites, depending on the type of work in which they specialise. To start out in this sector, you will need an NVQ or SVQ at level 2 or 3. After that, there is additional training you will need to complete in order to become fully qualified. Although most people start out as an apprentice straight from school or college and train on the job, if you are 25‐ plus you can still take an NVQ/SVQ without doing an apprenticeship – however, to gain this qualification, you must be in a position to be assessed on site, carrying out work on real installations. As with an apprenticeship, you should be prepared to achieve the qualification over a number of years, not weeks or months – there is no quick fix to gaining the right qualifications and it is likely to take around four years. You can find more information about working in this sector, and about relevant training providers, on the websites of the Chartered Institution of Building Services Engineers, the Air Conditioning and Refrigeration Industry Board (ACRIB) and SummitSkills (the standard‐setting organisation for the building services engineering sector) (for details of all of these, see ‘Key contacts’).

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

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Building trades

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 239210 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 www.tradeskills4u.co.uk/pages/tradeskills4u-blog

20 www.questonline.co.uk / January 2016

Photo courtesy Trade Skills 4U

ELECTRICAL SAFETY, PART P AND DOMESTIC INSTALLER SCHEMES

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

Get qualified! Many of the trades discussed above are learned on the job, but the construction industry also has training schemes that combine working and education to produce qualifications that the individual can build up over time to develop expertise in a particular area. While one person might start by learning the basics of a trade, and go on to become an expert in a particular part of it, another might build a portfolio in a number of skills to qualify them for supervisory and then general management. CITB’s National Construction College is a network of colleges training and assessing construction skills throughout the UK. It is increasingly becoming necessary to hold registration or certification of competence and/or training in particular aspects of building skills to obtain employment in the industry. The industry has its own vocational qualifications, apprenticeships and advanced apprenticeships, and a construction apprentice scheme for the younger entrant. Ambitious people can start by gaining vocational qualifications in any of these trades while working as a craftsman or woman, develop their skills through technical training, perhaps gaining certificates or diplomas, eventually becoming fully professionally qualified, with a degree.

KEY CONTACTS General Find out more about the Building and Allied Trades Joint Industrial Council (BATJIC), via: Federation of Master Builders (FMB), Tel: 0330 333 7777 email: reception@fmb.org.uk Web: www.fmb.org.uk Twitter: @fmbuilders Chartered Institution of Building Services Engineers (CIBSE), Tel: 020 8675 5211 email: membership@cibse.org Web: www.cibse.org Twitter: @CIBSE SummitSkills, Tel: 020 7313 4890 email: enquiries@summitskills.org.uk Web: www.summitskills.org.uk Twitter: @SummitSkills Electrical installation and maintenance City & Guilds, Tel: 0844 543 0000 email: centresupport@cityandguilds.com Web: www.cityandguilds.com Twitter: @cityandguilds Joint Industry Board, Tel: 03333 218230 email: administration@jib.org.uk Web: www.jib.org.uk Twitter: @JIBelectrical Semta (the Science, Engineering, Manufacturing and Technologies Alliance), Tel: 0845 643 9001 email: customerservices@semta.org.uk Web: www.semta.org.uk Twitter: @SemtaSkills Plumbing, bricklaying, plastering, woodworking CITB, Tel: 0344 994 4400 Web: www.citb.co.uk Twitter: @CITB_UK Gas installation and maintenance Energy & Utility Skills Limited, Tel: 0845 077 9922 Web: www.euskills.co.uk Twitter: @EUSkills Gas Safe Register, Tel: 0800 408 5500 email: enquiries@gassaferegister.co.uk Web: www.gassaferegister.co.uk Twitter: @GasSafeRegister Air conditioning and refrigeration Air Conditioning and Refrigeration Industry Board (ACRIB), Tel: 020 8254 7842 email: l.whittam@welplan.co.uk Web: www.acrib.org.uk

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

Contact our resettlement team today.

www.thebtc.co.uk 0800 389 2775 or 020 8649 9340 info@thebtc.co.uk

21 January 2016 / www.questonline.co.uk

Management and leadership

Management a

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 (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

www.questonline.co.uk / January 2016

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 skills and experience, and perhaps institute membership (see below) that reflects this. General management is practised by most of those in positions of authority and responsibility in the Forces, and is increasingly recognised with formal qualifications. The awarding of certificates and the opportunity to earn other qualifications by some additional work on top of Service courses mean that all levels of Service management can now be recognised, so that military training may be translated into terms that civilian employers will understand – which may be something that you wish to consider for the future, when

the time comes for you to leave the Forces. For example, the ILM has special arrangements in place for Forces personnel (see the accompanying box). In addition to qualifications, the possession of certain personal qualities can be beneficial to those who ultimately wish to pursue a career in management (see ‘Do you have what it takes?’). In fact, due to the roles and responsibilities you may have taken on while serving, you could well be equipped with a range of management skills without even realising it!

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.

Management and leadership

nd leadership Get qualified! Management and leadership skills are crucial to the prosperity of the UK economy. The MSC is working alongside partner organisations to raise the skills levels of managers and leaders and so ensure that the UK can remain globally competitive. Part of the MSC’s work is to identify and address skills gaps and shortages on a sector‐by‐sector basis. As the government‐recognised standards‐setting body for the management and leadership areas, the complete set of National Occupational Standards (NOS) for

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

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 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 The Institute of Leadership and Management (ILM) The ILM’s nationwide accredited centres deliver training on a huge range of courses each year in management and leadership. 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, at many different levels, are explicitly designed to meet the needs of managers and their organisations.

Its multi‐level qualifications 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.

Chartered Management Institute (CMI) Chartered professional body the CMI is dedicated to promoting the highest standards in management and leadership excellence. All members enjoy access to its management library – one of the largest in the UK. Its approved and registered centres support students worldwide. It offers qualifications at multiple levels in areas including: ● strategic management and leadership ● leadership coaching and mentoring ● management and leadership ● management coaching and mentoring ● first line management ● coaching and mentoring ● team leading. Chartered Manager status is also offered for senior managers. As well as those listed above, there are many other courses on offer, with most business schools and both of the aforementioned institutes offering a number of certificates and diplomas in management, as well as assessment and quality assurance (verification) qualifications.

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

January 2016 / www.questonline.co.uk

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Close protection

Close protection What’s involved? he various sectors of the security industry offer a range of diverse employment opportunities and none more so than close protection (CP). While CP work has traditionally been associated with reducing risk to an individual or family who are considered to be under threat of attack or kidnap, the CP role can also extend to many other tasks, as discussed in more detail in the next section, ‘Job roles and requirements’. Depending on the level of risk, a CP 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.

Job roles and requirements Bodyguarding, private security detail (PSD), executive protection, residence security team and personal protection officers are just some of the terms associated with the CP role, but the range of different opportunities available go way beyond these. We take a look at just some of the many and varied options here …

Asset protection An asset could be anything from a high‐ value necklace to an aircraft, or even a horse! Close protection operatives (CPOs) are often used to protect high‐value items such as jewellery, or the person wearing the jewellery – for example, in the case of a photo shoot where a piece of jewellery is on loan. The company that owns the item needs to ensure that it is secure and returned safely afterwards. This type of role can range from half a day to several consecutive days’ work.

Lifestyle management

Lifestyle management companies offer busy people a service that meets their individual needs: from people who may just need an extra pair of hands in their daily business activities, to more permanent lifestyle support, security and concierge services. Some business people travel extensively in their work and personal lives, and have little time themselves. Well‐trained CPOs with good organisational and negotiation skills

www.questonline.co.uk / January 2016

can alleviate many minor burdens, leaving business people to concentrate on the important things. Opportunities exist for well‐trained professionals with good communication and interpersonal skills who are presentable and used to solving everyday problems. For some clients, personal security and safety when travelling abroad is often their last thought, as their primary concern is the management of the travel and transport arrangements. These matters are second nature to trained CP personnel, and go hand in hand with personal security needs. In short, many people are not looking for a CPO, but a concierge or personal assistant. However, it is highly advantageous if this person can also take care of their security and safety needs at the same time without them appearing to have a protection officer. Remember, you might not be employed as a security operator, but you may be expected to take on the role of one as well as that of a PA, concierge, chauffeur, etc. Being a qualified CPO can give that extra added value to someone who initially may not have given personal security a second thought.

Household management Many companies offer complete household management services, providing everything from chauffeurs and gardeners to security and butler services. Approaching these companies with a good, diverse CV, showing a range of skills, can open up a range of different

opportunities for CP trained personnel. It may lead to a position as personal safety and security manager, or even as a member of a permanent or temporary residential security team.

Security chauffeuring Chauffeuring companies, like many other businesses, have recognised a need to expand their services. In a growing market, many now offer security chauffeuring coupled with a personal protection service, sometimes referred to as the individual bodyguard (IBG). Gaining advanced driving qualifications, such as RoSPA’s Occupational Advanced Driving and Security and Protective Advanced Driving, can open another route to employment for CPOs in both hostile and executive markets.

Venue-based security Because of the diverse environments CPOs need to be capable of working in, opportunities can open up within sporting venues, large hotels and even national infrastructure. Linked with security management and/or

Close protection

supervisory roles, additional qualifications, such as project management, may enhance an individual’s employability. Some with a CP background have gone on to work for overseas government agencies managing teams of court security officers, and to provide realistic training in legislation and conflict management, acting as technical advisers to individuals working with CCTV and access systems, and running practical exercises in threat and surveillance awareness. Furthermore, CPOs have also been involved as advisers in the security design of buildings, structure and strategy.

Expedition security/safety There are various reasons for expeditions, ranging from media crews and television companies through to oil expeditionary search teams. Some multinational retail organisations travel around the world looking for exclusive products for their outlets, which can take representatives to more remote, hostile and hazardous environments as part of their work activities, prompting a need for a certain level of security. Not all roles will involve large‐scale teams and, depending on risk level, the job could be undertaken by either an individual or small team.

Media protection Media crews often have a level of security both for their own protection and the protection of the high‐value equipment they carry, which can be worth tens of thousands of pounds. Ranging from fly‐on‐ the‐wall documentaries and news crews to major sporting events, these roles can see operators employed on short‐ or long‐term contracts around the UK and the world in a multitude of potentially hazardous environments. In addition, operators may also (depending on their level of training and skill) be required to provide an element of medical support and liaison.

Residential security Many companies employ security guards to protect property and premises if they are vacant, however those individuals with a CP licence are more attractive to employers. Some roles have seen newly trained CPOs

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. 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.

earn upwards of £150–£200 per day. Some have retained a long‐term contract for 18 months based on a six‐day week, which provides excellent income and stability, not to mention excellent experience to add to their CV.

Surveillance While being a qualified and/or experienced CPO does not mean you are a trained surveillance operator, many companies will look to trained CP individuals to provide aspects of or join surveillance teams. Although these roles often go to those with specific training and experience working in surveillance, opportunities to work in surveillance and investigative roles cannot be ruled out. By gaining additional qualifications in surveillance and/or professional investigations, an individual will be able to look at other employment openings. With the licensing of private investigators due to be enforced some time in 2015 anyone employed as what is defined as a private investigator will need a relevant SIA licence and qualification.

Management Some CPOs go on to more managerial roles within security, their qualification in CP proving attractive to employers who, although not specifically looking for a CPO, recognise that the skills and knowledge that come with this level of training are invaluable.

Other roles Other more unusual roles include working for the NHS providing protective security to those with mental health‐related disorders or learning difficulties, whereby operators act as a protection officer in a discreet manner in order to safeguard individuals from harm while going about their daily business.

CP skills gained in the Services The CPOs most in demand are generally those from a Special Forces or military background where experience has been gained over a number of years. As well as those contracts that require operators to carry firearms, overseas contracts in the more high‐risk countries generally require operators 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.

Get qualified! 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.’ Licensing will include a criminal records check; operating without the correct licence is a criminal offence. You can find full details of licence types, and licensable roles and activities (including CP) on the SIA website: www.sia.homeoffice.gov.uk This is the best source of in‐depth and up‐to‐date information on the qualifications, licensing and training required to work in this industry. These days, the role of CPO extends past the perceived impression of simply providing protection from attackers, with many roles nowadays looking for a range of additional qualifications and experience a close protection grounding can bring. Gaining additional qualifications in health and safety, enhanced medical qualifications such as the Medicine in Remote Areas (MiRA), which is endorsed by the Royal College of Surgeons, and the Responding to Emergency Medical Incidents and Trauma (REMIT) will make you more attractive to employers and the client. Consider enhancing your skills and knowledge in other areas too, such as project management (PRINCE2 or equivalent), risk management or even training qualifications, such as the new level 3 Award in Education & Training and Certificate for Deliverers of Conflict Management. All of these will go towards promoting you as a highly skilled, diverse and employable security professional, enabling you to demonstrate to potential employers that you have more than an SIA licence, have invested in yourself and developed beyond the general baseline of industry requirements.

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

STREAMLINED 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 only the relevant additional modules need to be taken. To find out more, visit the SIA website: www.sia.homeoffice.gov.uk

January 2016 / www.questonline.co.uk

Close protection

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

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 Most CP operators are self‐employed and contracted to security and risk management companies. 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 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. Very few training providers can guarantee work in the CP sector because the industry simply isn’t geared to permanent payroll employment, and even subcontract 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 that 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.

In conclusion … A CP qualification, and subsequent good practice and valuable experience in its application, can open many doors. Many CPOs will openly state that having this background has developed them personally, and the qualities and varied opportunities that come with it have made them more employable. It has led to employment with government departments, commercial companies and individuals in a variety of roles, such as risk management, threat awareness, crisis management, design consultancy, project management, management and oversight of individuals and teams providing security, to name but a few. Furthermore, on a personal level it provides self‐confidence, diplomacy and interpersonal skills, improves organisational and planning abilities, and instils an ability to see the bigger picture and understand strategic viewpoints. In addition, experienced CPOs will openly state that they are able to relate to and liaise with people on different levels, from those lower down in the security industry to the movers, shakers and decision‐makers high up, not afraid to offer well‐thought‐out and structured answers or acting as that ‘voice of reason’ and sense at all levels. Finally, CPOs are some of the few who are able to fill the gap between the operational aspects of the industry and the theoretical professionals. Our thanks go to security consultant Clive Grant and Gary Williams of Wilplan Training for their help in the preparation of this feature.

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

28 www.questonline.co.uk / January 2016

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Licensed hospitality

Licensed hospitality Licensed hospitality is one of the most diverse and rewarding career options out there – and with more UK consumers than ever before eating and drinking out of home, the opportunity to join this expanding industry is growing

What’s involved? 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

Managers are responsible for operating premises as paid employees of a company. Most high‐profile town‐centre national chains, large suburban family eating pubs, and many community locals and hotels are among the UK’s major managed estates and

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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.

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

Licensed hospitality

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.

be required to pay valuation, legal and surveyors’ fees. You may also be asked to pay for a Pre‐Entry Awareness Training course. Most leases operate under a purchasing agreement for stock (the tie), with some having either a full tie (you buy all of your ‘wet stock’ through the company) or partial tie (beer only and free for everything else); or they may operate a ‘total free of tie agreement’. The level of rent will depend on estimated turnover and profitability, and the type of tie agreement in place. A similar agreement will operate with regard to ‘machine income’; again, this arrangement will be reflected in the rent charged. There are several types of lease available, with different conditions attached. You should, therefore, seek professional advice if you are considering this option. It is also essential that the company’s and lessee’s respective responsibilities are clarified in the early stages of enquiry. These can usually be found on the company’s website.

The tenant This is often considered to be the most ‘user friendly’ of the self‐employed options. The incoming tenant purchases the fixtures, fittings and stock from the outgoing tenant, and pays a security deposit to the

brewer/pubco (this is known as ‘the ingoing’). You will also need funds to cover legal and valuation costs, as well as some working capital to help you get started. There is no ‘premium’ to pay as a new tenancy agreement is drawn up each time the business changes hands. This agreement will normally run for a three‐ to five‐year term, with the opportunity to 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.

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

WE DID IT! Name: Joanne and Steven McLeod Service branch: RAF (Joanne), Army (Steven) Years served: 13 (Joanne), 14 (Steven) Training: Arrochar Associates’ ‘High Five’ and ‘Nine to Shine’ courses Steven tells us: ‘My wife Joanne served as a chef in the Royal Air Force for 13 years and completed tours of the Falkland Isles and Iraq. I served in the Army for just over 14 years in 5 Scots (Argyll and Sutherland Highlanders), serving with 16 Air Assault Brigade completing various tours of duty, which included Northern Ireland, Kosovo, Bosnia, Iraq and Afghanistan. Once I had left the Army I completed my course on close protection, after which I then retrained to maritime security. However, after a couple of years of hard thinking, my wife and I chose to start up our own business in the hospitality industry and, yes, you guessed it … I retrained again, and that’s where Arrochar came in. Its course package looked second to none and, with the trainers’ plethora of experience in the hospitality industry, it seemed to be a no-brainer. ‘I attended the “High Five” (five level 2 qualifications) course and my wife attended both the “High Five” and the “Nine to Shine” (nine level 3 certificates) courses. She completed these thanks to the help and professional teaching, as well as excellent guidance throughout the packaged course. With Arrochar you are sure to have a head start. ‘Joanne was lucky in a way as she already had prior experience in the industry, however I was a bit of a “newbie”, so what was taught on my course did fall into place. We bought the Wheatsheaf Inn near Newark after working and saving hard at the start of 2014. We are now in the Good Pub Guide and the Michelin Eating out in Pubs guide, as well as recently receiving our certificate of excellence from TripAdvisor. These are achievements that we must work hard to maintain – it’s not easy. We are also in the process of moving on to our second country pub/restaurant in the new year. ‘If you are seriously thinking about the hospitality industry then go for it! However, you need to be a people person and you must interact with the customer/client at all costs. What it isn’t is a glorified day job, standing behind the bar drinking your profits or disconnecting yourself from your customers. If it all goes well then the benefits are excellent and everything falls into place. ‘What is a shame is the lack of professionals that are in the trade. The industry is crying out for chefs and front-of-house staff, etc. We are going to be taking on a chef who leaves the Navy in the next few weeks to add to our team. It will be interesting to see how this “triService package” will work in civvy street!’

31 January 2016 / www.questonline.co.uk

Licensed hospitality

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 course providers that offer BIIAB qualifications (BIIAB is the awarding organisation that is wholly owned by the BII, the professional body for the licensed retail sector). One of the qualifications most 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 its Scottish equivalent (Scottish Certificate for Personal Licence Holders), and the BIIAB level 2 Award in Licensed Hospitality Operations (ALHO). The APLH is the qualification that forms part of the personal licence application. It is required by licensing authorities, to demonstrate an individual’s knowledge and understanding of licensing before granting a Personal Licence. 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; this is available as both an Award and a Certificate, and attracts 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 net profit on the bottom line of 10–

GET INTO TEACHING The Troops to Teachers non-graduate programme is a great opportunity for eligible Service leavers to become primary or secondary teachers, gaining a University of Brighton degree and earning a salary whilst training. This employment-based programme matches you with a school in your home location for two years of training, supporting you through intensive study weeks and weekly web based university studies. Develop your unique knowledge and experience and graduate ready to inspire the next generation.

Find out how you can become an outstanding teacher: www.brighton.ac.uk/troops troopstoteachers@brighton.ac.uk 01273 987790 32 www.questonline.co.uk / January 2016

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

Interview techniques

How to be a STAR interviewee

In today’s competitive job market, your interview technique can spell the difference between success and failure in securing the position advertised. Competition is fierce, so – as highlighted in this brief practical guide – you should have some well-rehearsed answers ready to roll off your tongue … ackling today’s competency‐ 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 ‘STAR’ approach outlined below to answer the questions effectively.

Situation – describe a tricky situation in your military role. ✮ Task – explain what needed to be achieved. ✮ Action – show how you addressed the task successfully. ✮ Results – explain how this benefited your unit or your employer. ✮

It’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, you’ve applied for a management job, which requires good influencing skills. The interviewer says: ‘Tell me about a time when you’ve influenced colleagues to achieve a positive outcome.’ You could draw on your leadership experiences, explain where you’ve managed troops in a wide variety of challenging situations and describe how your actions achieved the desired results. Your answer should show that you’re a strong contender. Maybe you’re going for a public relations job and the interviewer asks: ‘Can you give me an example of a time when your organisation faced bad press and say how you managed it?’ If you’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 can’t give you experience that you haven’t got, but it’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 • • • • • •

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 you’re asked for your weaknesses, choose something peripheral to the core skill set required, then show how you are working to overcome them – for example, ‘My photography skills need work, but I’m taking photography evening classes.’

January 2016 / www.questonline.co.uk

Enhanced learning credits

Enhanced learning credits – what they are and how to claim them (For a full explanation of ELC see Joint Service Publication JSP898 – Defence Direction and Guidance on Training, Education and Skills) 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.

Length of service required 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.

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

www.questonline.co.uk / January 2016

purpose they can be combined to claim ELC. Only one ELC claim can be made in any one financial year (April to March). 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 JSP752, 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.

Tax 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.

Advice 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 JSP898 – Defence Direction and Guidance on Training,

Education and Skills. It is supplemented by detailed guidance from an individual’s single‐ Service education authority.

Learning purposes 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. ●

Next steps ●

● ● ● ● ● ●

Read JSP898 – Defence Direction and Guidance on Training, Education and Skills. 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 2015, 367,632 people had registered with the ELC scheme and 111,094 claims had been made, to the value of £162.6 million.

IMPORTANT REMINDER! If you left the Armed Forces in 2006 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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January 2016 / www.questonline.co.uk

Career brieﬁng

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 – 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.

www.questonline.co.uk / January 2016

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) ● management – a role that opens up to those who have earned promotion through their sales record; sales

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.

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.

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).

KEY CONTACTS The Institute of Sales and Marketing Management, Tel: 01582 840001 Web: www.ismm.co.uk Twitter: @ISMM_UK People 1st, Tel: 020 3074 1222 Web: www.people1st.co.uk Twitter: @p1stgroup

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FACTFILE

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

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

l l l

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

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

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

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

Individual decides:

Other sources of information include:

l l l

l l l l

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

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

l l l l

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

Local colleges or training providers

Distance/open learning

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

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

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

In-Service

eLearning – the Defence Learning Environment (DLE)

Distance Learning

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

Also open to MoD civilian personnel

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

There is now a huge amount of high-quality learning material freely available online to Armed Forces and Civil Service personnel, accessible either over the World Wide Web or via the Defence Intranet. The Defence Learning Environment (DLE) is the MOD's central distance learning resource, providing ‘one stop’ access to a wide range of eLearning, courses, wikis, forums and other materials across a large number of key topics including: IT skills including ECDL, core competencies, health and safety, languages and business skills. Readily available via your Defence Gateway account. Visit http://www.da.mod.uk/Courses/Online-E-Learning/DLE or www.defencegateway.mod.uk

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

www.questonline.co.uk / January 2016

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

Key:

College Courses

Personal Development Record (PDR)

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

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Case study

Steve Burbidge

WINDOW CLEANING TRAINING SPECIALISTS

Managing Director, Optimum Reﬂection

BE YOUR OWN BOSS RUN YOUR OWN BUSINESS START EARNING FROM DAY ONE

to build a business, and today Optimum Reﬂection is a traditional

5-DAY RESIDENTIAL WINDOW CLEANING COURSE ON THE SOUTH COAST – INCLUDES MARKETING, ADVERTISING, BUSINESS DEVELOPMENT, HEALTH AND SAFETY CERTIFICATE AND PRACTICAL TUITION

treat every customer as though they were the only one.

ACCREDITED COURSE PROVIDER FOR MoD RESETTLEMENT COURSES ALL COURSES LED BY EX-SERVICE PERSONNEL

of start-up capital, requires only a modest outlay for equipment and has

Steve Burbidge is the managing director of his own company, Optimum Reﬂection Limited. After serving in the Army for 15 years, Steve decided window-cleaning company, based in Eastbourne, with both domestic and commercial contracts throughout East Sussex. Steve and his staff

Having a Services background, Steve also became aware that his business was one that, with the right development, could offer a solid foundation to other personnel leaving the Services at the end of their engagement. Furthermore, the business does not need large amounts no need for expensive business premises. We are proud to support

of the only resettlement courses that guarantees employment from

CALL US TODAY TRAINING: 0800 222 9024 FRANCHISE: 0800 222 9025

Training runs in conjunction with the Resettlement Board, and is one the day you leave the Services, with the opportunity to earn £100+ per day, either through self-employment or as an employee of Optimum Reﬂection Limited.

We are accredited MoD course providers

FOR FURTHER INFORMATION:

The ﬁve-day residential course covers all aspects of the business: pricing, accounting, insurance, health and safety, pensions/employment advice, business development and practical instruction.

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43 January 2016 / www.questonline.co.uk

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Enhanced Learning Credits

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

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

Universities and Colleges Admissions Service UCAS deals with applications for first degree and similar standard courses at over 250 universities and colleges in the UK. Remember that you no longer need A-levels to go to university – vocational A-levels/NVQs and access courses now qualify students as well. If you are interested in entering higher education, call the UCAS hotline on Tel: 0371 468 0468 or visit www.ucas.com

University Short Courses

Standard Learning Credits

Sources of Advice and Finance

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

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

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

Resettlement Grant (RG)

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

Armed Forces Compensation Scheme

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

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

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

www.questonline.co.uk / January 2016

learndirect learndirect is a free government service via which qualified advisers provide information on all aspects of learning, from UK-wide learning opportunities, to career guidance and sources of finance, and other national and local organisations that can help. Advisers can answer questions on any aspect of learning. The website address is www.learndirect.com The freephone number is Tel: 0800 101901.

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

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

Armed Forces Champions

Further/Higher Education (FE/HE) Access

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

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

Key:

Individual Resettlement Training Cost (IRTC)

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

Service personnel

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. RFEA – The Forces Employment Charity – is an integral part of the CTP and leads on the provision of job opportunities and employment support. This provision is delivered from ten Resettlement Centres in the UK and Germany, and the Resettlement Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range of in-house resettlement training for entitled Service Leavers from up to two years before discharge. CTP RightJob is the CTP’s online job-finding service, listing thousands of live vacancies for Service Leavers from local, national and international employers. Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk

Resettlement Services

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

Employment Support Programme

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

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

1st LINE The first stage in your resettlement process is with 1st Line, who offer information and administrative support. They are: • RN – Education & Resettlement Officers (ERO) • Army – Unit Resettlement Officers (URO) • RAF – Resettlement & Education Co-ordinators (REC). 2nd LINE The principal task of 2nd Line is to provide advice and guidance on the resettlement package that will best suit the individual Service Leaver. For those entitled to CTP this will normally be a referral to a CTP consultant and/or enrolment on a CTW, both of which will require the Service Leaver to be registered for CTP services. 2nd Line are:

Served more than 6 years – or medical discharge?

• Yes

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

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

• Prepares PRP with Consultant • Receives regional employment advice

Receives advice on or notiﬁcation of matched job opportunities

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

Makes job applications

Secures employment

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

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

•

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

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

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

Tel: 02894 421639 Tel: 01252 348336/339 Tel: 01748 872930 Tel: 01572 812241 (ext 7716) Tel: 0049 5254 982 x 5448 Tel: 020 8842 6063/6064 Tel: 01752 555834 Tel: 02392 724130 Tel: 01383 858230 Tel: 01980 650689

For the most up-to-date information, please visit www.ctp.org.uk www.questonline.co.uk / January 2016

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I WAS A ROYAL ENGINEER AND NOW I’M A LOCKSMITH I was serving in the Royal Engineers and got the opportunity to train as a locksmith for operational requirements in Afghanistan. They requested 4 people to be trained as locksmiths prior to deployment in my regiment, so I volunteered. The training by 1st Call Lockouts ticked all the boxes and we got tools at the end. Being engineers getting tools is what sealed the deal! The course content and practical work was second to none. Richard and Jason worked as a double act teaching us the art of locksmithing. Whilst on deployment our skills were tested to the max, but the tech support from the team during the tour and ever since has been fantastic. I went back to 1st Call for advanced training as part of my resettlement. I was very fortunate to get a lot of 1-2-1 training and a lot of help with the business aspects of the trade, including advertising, supplier details and contacts for agency work.

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Graduated Resettlement Time (GRT) GRT is the length of time that a Service Leaver is eligible to spend on resettlement activities, including workshops, training courses, civilian work attachments or individual resettlement provision. 1. 2. 3. 4. 5. 6. 7.

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

Years’ Service

Normal Discharge

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

CTP No No ESP FRP FRP FRP FRP

Medical Discharge(2)

GRT(1) 0 0 0 20 25 30 35

IRTC No No No Yes Yes Yes Yes

CTP FRP FRP FRP FRP FRP FRP FRP

GRT(1) 10 30 30 30 30 30 35

IRTC Yes Yes Yes Yes Yes Yes Yes

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

Transition services and entitlements Outﬂow

<4 Years’ service or administratively discharged

• • • •

Employment Support Programme >4<6 Years’ Service

• • • • •

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

•

• •

• • • •

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

Standard Learning Credits Enhanced Learning Credit Access to first FE/HE Qualification Resettlement Grant - Officers with 9 years service up to £14,686 - Other Ranks with 12 years service who are AFPS 75 up to £10,302 - Officers (9 years) and Other Ranks (12 years) who are AFPS 05 up to £10,302

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

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

Duty Allowances for Resettlement Activities

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

www.questonline.co.uk / January 2016

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

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

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

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

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

•

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

Training provided by Preferred Suppliers

•

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

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

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

CTP Employment Events Our events can be of great benefit and provide an excellent opportunity to network with potential employers and discuss the job market in general, as well as within specific industry sectors. The main types that we hold are: • Employment Fairs – attended by a wide range of national and local employers, seeking the skills, quality and experience that Service Leavers have • Live Online Chat Events – enable Service Leavers to chat one-to-one with employers during dedicated time slots, about their company, current vacancies and any training needs • Company Presentations – these focus on one particular company, which is normally actively recruiting for a number of vacancies. • Search for upcoming CTP events on our website at www.ctp.org.uk

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

Useful CTP Contacts TO BOOK A CTP WORKSHOP OR BRIEFING…

RFEA – The Forces Employment Charity Job-finding assistance and access to RightJob is available through the RFEA Employment Compass Programme (ECP), a national employment support programme designed to address the employment needs of Veteran personnel who no longer qualify for MoD Resettlement support and are returning to the employment market after two years post discharge from service. The RFEA’s aim is to assist Veterans to secure quality, sustainable employment for the rest of their working lives. RFEA has an unparalleled understanding of the skills and ambitions that exForces/Veterans bring to the employment market. We also have a proven track record of helping all ranks, trades, backgrounds and services to find, and remain in, work. Indeed, in 2014 RFEA provided employment support to just over 4,000 Veterans UK-wide. Tel: 0845 873 7166 Email: AdminRFEA@ctp.org.uk Website: www.rfea.org.uk

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

50 www.questonline.co.uk / January 2016

Call our central line ( 0203 162 4410 For booking your Career Transition Workshop (CTW) or any other workshop or briefing. (This is a not a premium rate number and you should only be charged at the normal national rate, dependent on the phone provider) Alternatively, if you are calling from a military line, contact the Resettlement Centre running the workshop which is normally the Resettlement Centre that you are registered with for your resettlement. Contact details can be found in the list of Resettlement Centres provided earlier in Factfile. CALL OUR COURSE BOOKING & INFORMATION CENTRE (CBIC) Civilian: Tel: 02894 456 200 Military: Tel: 9491 56 200 or Email: coursebookings@ctp.org.uk

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

CTP Future Horizons CTP Future Horizons understands that leaving the Armed Forces is a key point in the lives of all Service Leavers, and believes that everyone who has served, even for a short period of time, is entitled to support in transitioning from the military into civilian life. The programme will provide support and assistance to enable you to find suitable employment upon leaving the Armed Forces. Through its network of partners, it will link you in to the most appropriate level of support you need to help with the transition. CTP Future Horizons has been developed in response to the recognition and commitment from the MoD to improve resettlement provision to Early Service Leavers (ESLs). It is open to ESLs across all Services, regardless of how long you have served or the reasons you have for leaving. The programme has been designed and is delivered by the RFEA – The Forces Employment Charity. To discuss any aspect of CTP Future Horizons, please call Darren Bickerstaffe, Programme Manager, on ( 07428 705 770 or meet with a CTP Future Horizons assessor at the following locations: • ITC Catterick, Hook Company: ( 01748 831274 • ATC Pirbright, Sword Company: ( 01483 475526 • Resettlement Centre Plymouth: ( 01752 557635 Follow Future Horizons on Facebook, and receive the latest news and updates from the programme.

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

THE ROAD TO YOUR FUTURE Starts with Transport Training Academy Transport Training Academy (TTA) is a well-established and respected training organisation who has been providing Logistic and Plant training to military personnel on their resettlement programme for nearly ten years. Team TTA is fully committed to supporting you throughout every step of your learning journey and beyond. TTA’s instructors include ex-military personnel who fully understand the emotions you will be experiencing at this important WUDQVLWLRQDO VWDJH ZLWKLQ \RXUbFDUHHU b

Logistics Courses: • LGV & PCV Licence Upgrades • Driver CPC • ADR • Yard Shunter • HIAB – Lorry Loader • Banksman

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

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

2016 courses - must be booked by 18/03/16: 1st February to 18th March 21st March to 6th May 6th June to 22nd July

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

2016 courses - must be booked by 18/03/16: 18th to 29th January 9th to 20th May 23rd May to 3rd June Our training centre in Moulsford, Oxfordshire is 7 miles from RAF Benson, 9 miles from Abingdon & Didcot Barracks. Contact: John Leitch on 01324 620 720 or 07803 887 510 Email: jleitch@ftssolutions.com

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Forensic Accident Investigation Considering a new career? Thought about accident investigation? Want to know more? Investigation work includes in brief: Interviewing injured parties, visiting accident sites and gaining evidence in personal injury claims.

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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 2016

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

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

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

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

WE OFFER: Welding Courses (MIG,TIG,MMA & Oxyacetylene) A wide range of Level 3 Engineering Courses 17th Edition Wiring Regulations Health & Safety Courses CCNSG & Renewal Courses Level 3 Management Training Other Courses available upon request

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PROVIDER NUMBER

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E SEAMLESS TRANSFER FROM GULAR TO MARITIME RESERVES ould apply to transfer from Regular to Maritime Reserves by using ECT FIREFLYâ&#x20AC;&#x2122;s â&#x20AC;&#x2DC;Seamless Transfer Schemeâ&#x20AC;&#x2122;

PROJECT FIREFLY

more information: call 02392 628 677 or e-mail navypers-resfftpa@mod.uk

SEAMLESS TRANSFER FROM REGULAR TO MARITIME RESERVES E JOURNEY DOES NOT HAVE TO END! er details can also be found in 2014DIN 01 - 130

You could apply to transfer from Regular to Maritime Reserves by using PROJECT FIREFLYâ&#x20AC;&#x2122;s â&#x20AC;&#x153;Seamless Transfer Schemeâ&#x20AC;? For more information call 0239 262 8677 or e-mail: navypers-restpa@mod.uk FURTHER DETAILS CAN ALSO BE FOUND IN 2014DIN 01 â&#x20AC;&#x201C; 130.

THE JOURNEY DOES NOT HAVE TO END!

53 January 2016 / www.questonline.co.uk

Courses and events

Courses and events This guide includes the courses currently scheduled to run from February to April 2016 Additional courses may be scheduled by each Resettlement Centre according to demand. A list of all courses scheduled for 2016 is available from your nearest Resettlement Centre. All the dates given should be confirmed with the relevant Resettlement Centres. Dates are correct at time of going to press.

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

RC Aldergrove rcaldergrove@ctp.org.uk START DATE

END DATE

Self Employment Awareness

01 March 2016

15 February 2016

01 March 2016

RRC Catterick rrccatterick@ctp.org.uk

CTW Mixed Class 08 February 2016 07 March 2016 11 April 2016

10 February 2016 09 March 2016 13 April 2016

Employment Support Programme Wksp 16 February 2016 15 March 2016 31 March 2016 19 April 2016

16 February 2016 15 March 2016 31 March 2016 19 April 2016

RRC Aldershot rrcaldershot@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 02 February 2016 23 February 2016 22 March 2016 19 April 2016

04 February 2016 25 February 2016 24 March 2016 21 April 2016

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

CTW Officer 01 March 2016

03 March 2016

11 February 2016 09 March 2016 07 April 2016

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

18 February 2016 15 March 2016 14 April 2016

FAR All Ranks 10 February 2016 10 February 2016 (Course location The Bell, St Omer Barracks) 13 April 2016 13 April 2016 (Course location The Bell, St Omer Barracks)

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

Interview Techniques

29 February 2016 30 March 2016 28 April 2016

END DATE

CTW Junior Ranks 01 February 2016 29 February 2016 14 March 2016 11 April 2016 25 April 2016

03 February 2016 02 March 2016 16 March 2016 13 April 2016 27 April 2016

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

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

24 February 2016 09 March 2016 23 March 2016 20 April 2016

Employment Support Programme Wksp 21 March 2016

21 March 2016

FAR All Ranks 31 March 2016

31 March 2016

Housing 01 March 2016 01 March 2016 02 March 2016 02 March 2016 (Course location York)

Self Employment Awareness

CTW SNCO 09 February 2016 07 March 2016 05 April 2016

START DATE

29 February 2016 30 March 2016 28 April 2016

14 March 2016

RRC Colchester rrcnortholt@ctp.org.uk START DATE

END DATE

CTW Mixed Class 08 February 2016 22 February 2016 01 March 2016 07 March 2016 04 April 2016 25 April 2016

10 February 2016 24 February 2016 03 March 2016 09 March 2016 06 April 2016 27 April 2016

Employment Support Programme Wksp 15 February 2016 07 March 2016 11 April 2016

16 February 2016 08 March 2016 12 April 2016

FAR All Ranks 04 February 2016

04 February 2016

Interview Techniques 07 April 2016

www.questonline.co.uk / January 2016

07 April 2016

15 February 2016

RRC Cottesmore rrccottesmore@ctp.org.uk START DATE

END DATE

CTW Mixed Class 02 February 2016 08 February 2016 09 February 2016 15 February 2016 22 February 2016 23 February 2016 01 March 2016 07 March 2016 08 March 2016 14 March 2016 15 March 2016 21 March 2016 05 April 2016 11 April 2016 12 April 2016 18 April 2016 19 April 2016 25 April 2016 26 April 2016

04 February 2016 10 February 2016 11 February 2016 17 February 2016 24 February 2016 25 February 2016 03 March 2016 09 March 2016 10 March 2016 16 March 2016 17 March 2016 23 March 2016 07 April 2016 13 April 2016 14 April 2016 20 April 2016 21 April 2016 27 April 2016 28 April 2016

CTW Officer 01 February 2016 29 February 2016 04 April 2016

03 February 2016 02 March 2016 06 April 2016

Employment Support Programme Wksp 11 February 2016 10 March 2016 07 April 2016

11 February 2016 10 March 2016 07 April 2016

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

Housing 17 February 2016 17 February 2016 (Course location Nuffield Pavilion, RAF Cosford)

Self Employment Awareness 25 February 2016 31 March 2016 27 April 2016

25 February 2016 31 March 2016 27 April 2016

RC Germany rcgermany@ctp.org.uk START DATE

END DATE

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

26 April 2016 28 April 2016 (Course location Sennelager)

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

Employment Support Programme Wksp 22 February 2016 22 February 2016 (Course location Sennelager) 21 March 2016 21 March 2016 (Course location Sennelager) 25 April 2016 25 April 2016 (Course location Sennelager)

FAR All Ranks 24 February 2016 24 February 2016 (Course location 41 AEC, Paderborn)

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

Housing 09 March 2016 09 March 2016 (Course location AWS Conference Room) 10 March 2016 10 March 2016 (Course location Mansergh Hall)

Networking 14 March 2016 14 March 2016 (Course location Sennelager)

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

Central London resettlementinfo@ctp.org.uk START DATE

END DATE

CTW Senior Officer 02 February 2016 23 February 2016 15 March 2016 05 April 2016

04 February 2016 25 February 2016 17 March 2016 07 April 2016

CTW Senior Officer 18 February 2016

18 February 2016

Interview Techniques (Snr Officer) 12 February 2016 11 March 2016 08 April 2016

12 February 2016 11 March 2016 08 April 2016

JOIN OUR TEAM!

CANARY WHARF COMMUNICATION OFFICER Canary Wharf Security are recruiting for Communications ofďŹ cer to work at our East London estate. We offer you a permanent employment contract, including the following beneďŹ ts: Competivive Salary Overtime opportunities Excellent pension scheme Free private healthcare for you & your immediate family Free Life insurance Subsidised health club / gym membership Interest free travel season ticket loan after probation Four weeks paid holiday per year Canary Wharf Security is a large organisation with opportunities for promotion. We provide all specialist training you will need to do the job, as well as many personal development opportunities. To apply Email: securityrecruitment@canarywharf.com quoting M1

Courses and events

RC Northolt rcnortholt@ctp.org.uk

Housing 05 April 2016

05 April 2016

Interview Techniques START DATE

END DATE

03 March 2016

03 February 2016 08 March 2016 13 April 2016

04 February 2016 09 March 2016 14 April 2016

CTW Mixed Class

Self Employment Awareness

FAR All Ranks

08 February 2016 16 February 2016 01 March 2016 15 March 2016 12 April 2016 26 April 2016

17 March 2016

02 March 2016 02 March 2016 (Course location Lossiemouth) 03 March 2016 03 March 2016

10 February 2016 18 February 2016 03 March 2016 17 March 2016 14 April 2016 28 April 2016

01 February 2016 23 February 2016 08 March 2016 05 April 2016 19 April 2016

03 February 2016 25 February 2016 10 March 2016 07 April 2016 21 April 2016

25 April 2016

07 March 2016

Networking 22 February 2016

22 February 2016 14 March 2016 18 April 2016

24 February 2016 16 March 2016 20 April 2016

CTW SNCO 15 February 2016 21 March 2016 25 April 2016

17 February 2016 23 March 2016 27 April 2016

04 April 2016

Employment Support Programme Wksp

Self Employment Awareness 11 February 2016 11 April 2016

FAR All Ranks

11 February 2016 11 April 2016

RC Plymouth rcplymouth@ctp.org.uk

16 March 2016 07 April 2016

END DATE

CTW Junior Ranks 03 February 2016 09 March 2016 06 April 2016

4 February 2016 10 March 2016 21 April 2016

16 March 2016 07 April 2016

10 February 2016 24 February 2016 01 March 2016 23 March 2016 31 March 2016 20 April 2016

CTW Officer 25 April 2016

27 April 2016

CTW Officer/SNCO 15 February 2016 14 March 2016 11 April 2016

17 February 2016 16 March 2016 11 April 2016

Employment Support Programme Wksp 04 February 2016 14 April 2016

04 February 2016 14 April 2016

17 February 2016 21 April 2016

04 February 2016 07 April 2016

RRC Tidworth rrctidworth@ctp.org.uk START DATE

END DATE

CTW Junior Ranks 01 February 2016 15 February 2016 22 February 2016 07 March 2016 14 March 2016 21 March 2016 04 April 2016 11 April 2016 18 April 2016 25 April 2016

CTW SNCO

03 March 2016

16 February 2016 28 April 2016

03 February 2016 17 February 2016 24 February 2016 09 March 2016 16 March 2016 23 March 2016 06 April 2016 13 April 2016 20 April 2016 27 April 2016

11 February 2016 25 February 2016 02 March 2016 17 March 2016 24 March 2016 07 April 2016 21 April 2016

CTW Junior Ranks

02 February 2016 08 February 2016 16 February 2016 01 March 2016 08 March 2016 29 March 2016 12 April 2016 26 April 2016

07 March 2016 29 March 2016 18 April 2016

Employment Support Programme Wksp

RRC Rosyth rrcrosyth@ctp.org.uk START DATE

END DATE 09 March 2016 31 March 2016 20 April 2016

CTW Mixed Class 08 February 2016 10 February 2016 15 February 2016 17 February 2016 07 March 2016 09 March 2016 (Course location Lossiemouth) 21 March 2016 23 March 2016 04 April 2016 06 April 2016

01 February 2016 14 March 2016 11 April 2016

11 February 2016 25 February 2016 10 March 2016 24 March 2016 07 April 2016 21 April 2016

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

11 February 2016 25 February 2016 10 March 2016 24 March 2016 07 April 2016 21 April 2016

FAR Officers 09 March 2016 09 March 2016 (Course location External Venue)

03 February 2016 16 March 2016 13 April 2016

Visit www.ctp.org.uk for further details www.questonline.co.uk / January 2016

05 April 2016 05 April 2016 (Course location 1 RHA Lecture Theatre)

Housing 06 April 2016

06 April 2016

10 February 2016 17 March 2016 14 April 2016

Interview Techniques 22 February 2016 21 March 2016 18 April 2016

22 February 2016 21 March 2016 18 April 2016

Self Employment Awareness

16 February 2016 28 April 2016

03 March 2016

CTW SNCO

FAR All Ranks

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

Self Employment Awareness

Interview Techniques

18 February 2016 18 February 2016 (Course location 1 RHA Lecture Theatre)

Housing

09 February 2016 23 February 2016 29 February 2016 15 March 2016 22 March 2016 05 April 2016 19 April 2016

28 January 2016

CTW Mixed Class 08 February 2016 22 February 2016 29 February 2016 21 March 2016 29 March 2016 18 April 2016

18 February 2016 21 April 2016

CTW Officer

Housing 28 January 2016

01 February 2016 07 March 2016 04 April 2016

03 February 2016

18 February 2016 21 April 2016

FAR Other Ranks

Insight to Management Consultancy

First Steps

CTW Officer

4 February 2016 10 March 2016 21 April 2016

START DATE

10 February 2016 09 March 2016 06 April 2016

22 February 2016

New Horizons in Retirement 04 April 2016

08 February 2016 07 March 2016 04 April 2016

15 March 2016

Interview Techniques 07 March 2016

END DATE

CTW Junior Ranks

01 February 2016

Insight to Management Consultancy 25 April 2016

RC Portsmouth

CTW Mixed Class

FAR All Ranks 15 March 2016

17 March 2016

rcportsmouth@ctp.org.uk START DATE

CTW Officer

Employment Support Programme Wksp

Networking 23 February 2016 30 March 2016 26 April 2016

23 February 2016 30 March 2016 26 April 2016

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

17 February 2016 16 March 2016 20 April 2016

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

Think civilian life wonâ&#x20AC;&#x2122;t push you enough?

QinetiQ.com/careers QinetiQ.com//careers 57 January 2016 / www.questonline.co.uk

When responding to advertisements please mention Quest

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

Leaving the Armed Forces can feel a bit like starting again from scratch. But not when you join Priory Healthcare. We do more than recognise your technical skills. We also value your leadership, discipline, maturity and ability to excel as part of a team. Why? Because these qualities are essential for our many professional roles. We are now looking for:

â&#x20AC;˘ Nurses â&#x20AC;˘ Doctors â&#x20AC;˘ Healthcare Assistants Whatever your choice, you will have a signiďŹ cant impact on the lives of people in our care. This is an environment where your initiative and energy will really matter, and where being the best is an expectation rather than an aim. We can promise you exceptional training, ongoing professional development, highly disciplinary teamwork and career prospects that fully match your ambitions. Ready to discover more about joining the UKâ&#x20AC;&#x2122;s leading independent provider of care and education services when you leave the Forces? Then visit our website today.

jobs.priorygroup.com/quest

www.reaseheath.ac.uk/job-vacancies

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ZZZ WFWXUELQHV FRP 58 www.questonline.co.uk / January 2016

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