Quest July 2015 by Bulldog Publishing

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

The resettlement magazine

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

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IN THIS ISSUE

July 2015 ISSUE 197

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Quest ’appy holidays! IT’S HOLIDAY SEASON (for the lucky ones amongst us), traditionally a time for having fun and getting away from it all. But at this important crossroads in your career, even in the summertime, you still need to keep yourself informed about the opportunities on offer. Quest now makes that easier than ever for you, with the launch of our new Quest Resettlement app, making it simple for you to access our editorial and advertiser content, wherever in the world you may be. We understand that smart technology is a vital component of your job search, that’s why Quest aims to be there for you, online, in print and now in app form too – ready to provide you with all the resettlement information you need – home or away. Turn to page 65 to find out how to download the app and get it working for you. In its more traditional format, this edition of Quest offers the usual variety of careers for your consideration. We lift the bonnet on jobs in the breakdown services – sometimes referred to as the ‘fourth emergency service’ – as well as checking out the first three too, in our 999 focus on jobs with the emergency services. We’re on-site for a look at careers in construction, a sector that is now picking up, which is having a positive effect in turn on the utilities sector. Close protection is next up and, to complement this, ex-Army Major Rhian Worrell, now working in the CP industry herself, takes a look at life on ‘the outside’ from the perspective of ex-military women in the civilian workplace. Our final career profile this month examines the kinds of work available in the oil and gas industries while, on a more personal note, we complete this month’s quota with a beginner’s guide to house buying. Quest, in all its forms, hopes the sun shines on your future career plans as much as – if not more than – it does on your holiday plans!

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Contents

Quest

OIL AND GAS

CLOSE PROTECTION

REGULARS 06 Resettlement round-up News, training course info and first-hand reports to support your transition Lynn Brown Editor

26 Beyond the gentle touch

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.

50 Factﬁle – your guide to a better future Complicated rules and regulations, compressed and explained

37 First-time house buying

62 Career Transition Partnership courses and events

WORKING IN BRITAIN’S UTILITIES

CONSTRUCTION

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.

65 Job opportunities July 2015 / www.questonline.co.uk

train to connect… Specialists in providing engineering and training services to the telecommunications industry Introducing 5G

Telecoms investment is still growing and the industry needs skilled trained engineers, project engineers and project managers for on going roll out programmes. ō Wireless & radio engineering ō Design & implementation of 4th generation network ō Advanced wireless technologies

Scotlandd 9,166

North rth East 3,960

Northern Ireland 2,785

North West 10,178

East Midlands l 7,9466 West e Midlands 10,071

Ireland 10,279

ō Bespoke CV service

East 13,914

W Wales 4,612

ō 3 Week course ō 2G, 3G & 4G Networks

Yorkshire & Y H The Humber 6,542

London 18,831 South East 27,669 South West 0,932 10,932

industryy partners ō Strong links with industr ō Excellent success connecting people to new careers

Jobs created or safeguarded by 4G

COMING SOON CITY IN GUILDS IN FIBRE 3667 In association with

APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

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PROVIDER NUMBER NUMBER

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Obelisk Group, a specialist telecommunications service provider operating across the UK, Ireland and South Africa Obelisk is a specialist infrastructure ser services vices elecom, e provider pro vider active across the TTelecom, Power Power and Renewable Energ Energyy sectors. Those of you considering ng resettlement in TTelecoms eelecoms should take confidence that you are choosing an industr industryy that is eexpanding xpanding at an incredible rate. Obelisk offers the opportunity for good remuneration, structured career path and most importantly – highly vvalues alues the skills and discipline attained by personnel within the Armed Forces.

ō Wireless Mobile ō Fixed Line Networks Management ō Acquisition, Design and Management ō Installation & Commissioning ower & Electrical Ser Services ō PPower vices ō Renewable Energy Management ō Project Mana gement

The mobile telecom market is a major component of Obelisk’ w and into the future although Obelisk’ss business no now we continue to explore other market sectors. Business diversity gives Obelisk security and ra pid rapid gro wth prospects by tapping tapping into new markets while growth aatt the same time protecting the natural natural business ccycles ycles within telecoms. The primar primaryy factor underpinning Obelisk’ verse Obelisk’ss ability to tra traverse complimentar complimentaryy market sectors is the technical and mana gement skill-sets and competencies alread management alreadyy aavailable vailable within the telecoms business. If you’re interested in a working environment as varied as a warm office to remote outdoor loca tions then get locations in touch and complete the PPost ost Gradua te Certificate Certificate in Graduate tion with Ubi-T Tech. ech e Wireless Communica Communication Ubi-Tech. nd Ubi-T Tech e wish you ever Obelisk and Ubi-Tech everyy success in your future career career..

ō Logistics

WANT WANT TO FIND OUT MORE? For further information on course schedules And prices call FREEPHONE 0800 612 9193 Or contact Richard Lee on 07814 678406 Email: info@ubi-tech.co.uk www.ubi-tech.co.uk

For further information on careers, Email: careers@obelisk.com www.obelisk.com

Resettlement round-up

RESETTLEMENT ROUND-UP

News, training course info and first-hand reports to support your transition Help stem the signalling engineer shortage t is accepted that the UK is facing a real skills shortage, and no industry more so than rail, particularly with respect to the number of qualified signalling engineers dealing with installation and maintenance tasks. This is a consequence of a significant increase in rail traffic and passenger usage. £38 billion will be spent over the next five years, renewing and enhancing the infrastructure. We firmly believe that there is a tide of change washing over the rail industry, with a keen focus on raising the quality and competency of the workforce. This is not only required to improve the efficiency of project delivery and maintenance, but essential if we are to service the new technology currently being introduced. At RT Training Solutions we are committed to working with companies and individuals to achieve the right balance of competency requirements, and also working together to achieve the best value from their respective budgets. As an NSARE (National Skills Academy for Rail Engineers) accredited ‘outstanding’ signalling training provider, RT Training Solutions are working hard, not only to deliver the right courses for the industry, but proactively developing individuals new to the rail sector (in particular from MoD backgrounds) with transferable skills.

Signalling engineers work predominantly within small teams undertaking signalling installation and maintenance activities on the UK’s railway network. Their core responsibilities are to ensure that they install and maintain both old and new equipment to the recognised industry standard, and to undertake this in a safe and efficient manner. By attending our ‘signalling installer’ training programme, you too can gain the qualifications needed to join this booming industry sector, and contribute to the dynamic future of Britain’s rail network. Get in touch Tel: 01473 242344 email: info@rttrainingsolutions.co.uk Web: www.rttrainingsolutions.co.uk See the advertisement on page 63

Interact with Quest ! You can follow and link up with Quest on social media, too. We’d love to have you on board! Join, network, comment and post your own discussions. Here’s all the information you need: Twitter @questmagazine

New! Quest Resettlement app see page 65 for full details

Quest Quest and the Quest logo are registered trade marks of Bulldog Publishing Limited Unit B4, Beech House, Melbourn Science Park, Melbourn, Herts SG8 6HB Telephone: 01763 268120 Email: info@questonline.co.uk www.questonline.co.uk EDITOR Lynn Brown MANAGING DIRECTOR Bruce Hodge ADVERTISING SALES MANAGER David Lidbury Account Managers Simon Blaaser Alec Burns Tony Heathfield Kate Horner Brian Tolworthy DISTRIBUTION Martin Sells DESIGN AND PRODUCTION CB Creative Limited Tel: 01223 750566 www.cb2creative.com DIRECTORS Peter Threlfall (Chairman) Bruce Hodge (Managing) Roger Dalzell Every effort has been made to ensure accuracy of information at the time of going to press. The Publishers can take no responsibility for inaccuracies due to changes after that date, nor can they accept responsibility for loss occasioned to any person acting or refraining from action as a result of any material in this publication. Whilst every care is taken with artwork or film supplies, the Publishers cannot be held responsible for any loss or damage. The opinions expressed are those of the individual authors and not necessarily of the Publishers. All advertisements are accepted only on the grounds that they comply with the terms of the Trade Descriptions Act 1968 and all other relevant legislation. Inclusion of an advertisement cannot be construed as an endorsement for the advertiser or the product by the Publishers, their employees or agents. The Publishers cannot accept responsibility for any transaction between readers and advertisers. © All rights reserved. Not to be resold, lent, hired-out or otherwise reproduced or transmitted in any form or by any means without the prior permission of the Publisher.

Quest and Bulldog Publishing Limited are registered under the Data Protection Act (1984) registration number PX4096798

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www.questonline.co.uk / July 2015

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

7 July 2015 / www.questonline.co.uk

Resettlement round-up

TAKE ACTION FOR CHARITY

Book your place for PoppyWalk 2015! oin 400 walkers for the annual Royal British Legion London Poppy Walk on 19 July, where participants search for clues en route and test their knowledge of London. Setting out from Wellington Barracks, you will follow a 10km trail around a maze of London’s historic streets, taking in some familiar (and some not so familiar) sights along the way. The speed is up to you – you have from 10am to 4pm to complete the walk, so whether you fancy a gentle stroll with the dog or an all‐out team expedition, it promises a fun day out for everyone to discover some of London’s hidden gems. Although The Legion does not set a sponsorship target, it asks participants to raise as much as possible to support its vital work in safeguarding the welfare, interests and memory of the Armed Forces community. So grab your walking gear and come and join in! To sign up online, visit: https://endurancecui.active.com/eve nt‐reg/select‐ race?e=12500753&int=29‐110‐1

CTP events 2015 Network with potential employers and take the next step towards your new career he Career Transition Partnership (CTP) offers a range of employment fairs, industry awareness events and company presentations throughout the year. These events offer Service leavers the opportunity to meet employers specifically seeking their skills and qualities, along with the chance to research a particular industry or employer, find out more about

current or future job vacancies, and determine any training requirements. Details of forthcoming employment fairs and industry awareness events can be found below. Additionally, the CTP regularly hosts recruitment presentations from companies with multiple job vacancies, either at Regional Resettlement Centres or company premises; visit www.ctp.org.uk/events for full details. All events are free to attend and are open to Service leavers at any point of the resettlement process.

Employment fairs Event

Date

Venue

East of England

16 July

Newmarket Racecourse

North‐west/West Midlands

10 September

Manchester Central Convention Complex

Industry awareness events Industry

Date

Venue

Nuclear

24 July

Plymouth

Transport & logistics

8 September

19 Regt RA/1 RHA Training Wing, Jellalabad Barracks, Tidworth

Management (including facilities management/ health & safety)

30 September

19 Regt RA/1 RHA Training Wing, Jellalabad Barracks, Tidworth

Call the central bookings team today on 0203 162 4410 for further information and to book your place.

Learn a trade: plastering, tiling, plumbing, carpentry, kitchen fitting, bricklaying … f you are interested in working in the growing construction industry Construction Skills College has the courses for you. Working for yourself as a self‐employed tradesperson may seem impossible but as the following example shows, with the right training and support you can do it. Simon Day used his ELC funding to retrain: ‘Using the property development skills taught during my time at Construction Skills College enabled me to completely renovate a damp, mouldy and unloved property into a contemporary family home. Completing all the plumbing, tiling, bathroom fitting, minor structural works and decorating myself, the College gave me the confidence and practical know‐how to work beyond the course content. This was down to the professionalism and dedication of the instructors, who devoted their time to ensuring everyone developed at their own pace while stretching those with a particular skill. ‘Now on the market and with the first viewings this week, I am expecting to make a £20,000 profit for my three months’ renovation work. This profit, plus equity from the sale, will be funding my next purchase … so onwards and upwards!’

www.questonline.co.uk / July 2015

Construction Skills College is committed to ensuring that you succeed; each course is taught by trade‐specific, time‐served tradespeople who are still on the tools. At the end of each course you receive the direct contact details of all tutors so you can call them whenever you may need support. Courtney Ray, who completed his plastering training at Construction Skills College, says this was invaluable and helped give him the confidence to set up his own successful plastering business. He adds: ‘The course was very hands‐on, and you are always learning and practising your skills – skills that you need to complete plastering jobs for customers. It can be daunting, planning to learn a trade and start your own business, but it is very rewarding when you complete a job, your customer is happy and you are getting work on a regular basis.’ Get in touch Tel: 01782 837007 email: enquiries@tradeteacher.co.uk or donna.king@tradeteacher.co.uk Web: www.tradeteacher.co.uk See the advertisement on page 47

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* COMBINED COMBINED LEVEL 3 INSTRUCTOR INSTRUCTOR QUALIFICATTION QUALIFICATION Either Compliance Compliance course course can can be combined combined with the First Instructor Fir st Aid Ins tructor ccourse ourse to to create create a 10 or 9-day discounted 9-day dis counted Compliance Compliance Instructor Instructor ccourse. ourse.

* This course comprises; First Aid at Work, Deﬁbrillation, Anaphylaxis and Oxygen Therapy and includes the Level 3 Award in Education and Training (formerly PTLLS)

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APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

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Resettlement round-up

Choose a cool career

CHARITIES NEWS

BMF partners up with The Royal British Legion ritish Military Fitness (BMF), the leading outdoor fitness provider, has announced an official charity partnership with The Royal British Legion. BMF will fundraise for the charity throughout the next 12 months, while The Legion will use BMF as its official training partner for all Legion challenge event participants. ● BMF has been supporting The Royal British Legion, the UK’s biggest Armed Forces charity, since 2013 through a number of fundraising activities, particularly surrounding Remembrance Day and VE Day. ● The successful initiatives have led to the Legion now becoming the official charity for BMF for 2015/16, and BMF will be the official training partner for events such as the London Marathon and Royal Parks. Says Louise Ajdukiewicz, Head of Corporate Partnerships at The Royal British Legion: ‘The money raised will help provide practical help, advice and support to the whole of the Armed Forces community; whether it’s helping veterans to remain independent in their homes, supporting bereaved

he 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. 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. Polar Pumps was formed back in 1965 to carry out commercial/industrial refrigeration air conditioning, installations and maintenance. Moving forward to 1988 we opened our CITB, C&G and ELCAS approved training centre. If you are looking for a new career within the refrigeration industry, then Polar Pumps’ 15‐day resettlement course is the perfect place to start your new career within the refrigeration industry. Our courses are aimed at leavers just like you. All of them are level 3 and, depending on your tier of ELC funding, this can be used against your course fee. Once completed you will be qualified to install, commission and work on simple refrigeration systems/heat pump systems. You can then start to look forward to you new career working with the refrigeration industry.

Get in touch Tel: 01302 751253 email: info@polarpumps.co.uk Web: www.polarpumps.co.uk

See the advertisement on page 48

www.questonline.co.uk / July 2015

families, ensuring people have access to the benefits they deserve or offering employment advice. All the money raised will help us to uphold the memory of the fallen and support the future of the living.’ For more information about British Military Fitness, please visit www.britishmilitaryfitness.com and to find out more about The Royal British Legion, please go to www.britishlegion.org.uk

SUCCESS STORY

Soldier turned eco-entrepreneur shares his story with internet giant Google to celebrate Armed Forces Day

he Good Rubbish Company was founded by a military veteran who believes that everything and everyone can have a second chance. Established in late 2014 by Dickon Leigh‐Wood, a former Captain in the British Army, the company employs a small team of veterans and currently operates one military‐themed waste collection truck in London. Says Dickon, ‘I was in the Army for nine years, I left in June 2013. I realised that I wanted to pursue a career in recycling and renewable energy, so I started The Good Rubbish Company in order to do that. I love working with veterans – I trust them implicitly … they are always on time.’

Dickon shared his thoughts on transitioning from military to business with Google as part of an initiative by the internet giant to celebrate ex‐ Service personnel in entrepreneurship. Dickon’s story appears on a dedicated website – g.co/veteranbizheroes – which features a video and interview with the former Army Officer. He continues: ‘Google were really keen to hear the story behind the Good Rubbish Company. I spoke to them at length about my passion for recycling and how skills gained during my military career had helped me to establish myself as an entrepreneur.’ The aim of The Good Rubbish Company is zero to landfill; they can collect anything from anywhere at any time. The team clear flats, houses, offices, builders’ waste, garages, storage units, sheds and everything else in between. They believe in providing a service that is second to none in terms of reliability, efficiency, professionalism and environmental sustainability. If you feel inspired to find out more, join the conversation on G+, Twitter and Facebook using the hashtag #SaluteOurForces. To find out more about Dickon and The Good Rubbish Company check out g.co/veteranbizheroes or visit www.thegoodrubbishcompany.co.uk

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

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

Resettlement round-up

A degree that makes a real difference

I DID IT! Name: Jason Mears Age: 45 Location: Coulsdon, Surrey Course provider: Trade Skills 4U Which course did you take with us? I studied the Bronze Domestic Installer Course. When did you take the course? November 2012.

t the University of Surrey, we offer degrees that can make a real difference to the lives of others. A top‐ four university located in the historic town of Guildford, our NHS‐funded Health Sciences degree programmes offer local placements and fantastic employment opportunities in a variety of different settings. My Surrey experience – Steve Pawley, BSc Paramedic Practice ‘When I decided to train for a career as a paramedic, Surrey felt like the perfect match for me. The tutors are great and I love being on placement, working alongside ambulance staff on the frontline, doing what I came on the course to do. You get the chance to meet people from all walks of life in different (and sometimes strange) situations. ‘For most of my placement I’m based at a fairly large, busy ambulance station where there’s lots happening and new learning opportunities are always arising. It’s great to work from a specific station because you become part of the team and get treated like a valued member of it. I’ve also had placements in hospitals, spending time in an A&E department, a stroke rehabilitation ward and a walk‐in centre. ‘Once I graduate, I will be applying for a job within the ambulance service and I hope I will be able to work my way up to becoming a critical care paramedic.’

Visit surrey.ac.uk to discover more about the range of health sciences degrees on offer at the University of Surrey. Get in touch Tel: 01483 300800 Web: www.surrey.ac.uk

See the advertisement on page 23

www.questonline.co.uk / July 2015

How was the course? Thankfully I found the course very easy, I had previous experience within the automotive industry as an engineer, and was very used to being pushed thanks to my 14 years in the Armed Forces. How long did it take you to find work after the course? Immediately after qualifying I gained some experience working for someone else and, once I had learned the ropes, I set up my own business working in the domestic sector. I started by registering my details on a number of websites, such as ratedpeople.com and mybuilder.com. These sites sold me leads – for example, ‘plug socket in lounge’ – then it would be my job to sell my services. I filled my days with these small jobs to earn myself a living. How long have you been working in the electrical industry? Since I left three years ago, my business has gone from strength to strength. What were your initial goals when training with Trade Skills 4U? My initial goal was to become my own boss and set up my own business. Since the course I have successfully done this and I couldn’t be happier! What did you think about the training and facilities at Trade Skills 4U? My tutor Richard was a fantastic mentor; thanks to his wealth of experience and real‐life examples, he helped me qualify with flying colours. He used authentic examples during his classes, we had lots of group discussions during

the day and he answered every question we had. The facilities in the centre are fantastic and you feel as though your part of a family when you come through the Trade Skills 4U doors. Everyone is really friendly – from the front‐of‐house staff to the tutors who always recognise me when I come back in. What would you say to someone thinking about training with Trade Skills 4U? Do it! You get value for money, it’s a family environment and you learn so much in such a short time. What has your training help you to achieve? Since my training I have set up my own business, which has a fully branded company website, van, uniforms and social network following. I network on social media sites such as Facebook and LinkedIn to build my company profile online and liaise with potential customers. I’m trying to expand my business at the moment; my aim is to make contact with a house builder who has a large contract for new‐ build housing, where we can install all of the smart meters. I’ve built my business on hard work, good customer service, reliability, cleanliness and common sense. The reason I get more work is because I’m recommended. We have 30 five‐star reviews online from real‐life customers from the past three years. My company offers a number of services: rewiring, heater controls, data cabling and smart meter installation. I’m registered with NAPIT, with three employees, one apprentice, one full‐time electrician and one ex‐Army, who is currently doing his training. If we get a contract with a house builder we’ll be looking for more staff in the future, so watch this space. If you’re interested in hiring Jason Mears from Eco‐Electrical then please visit his website: http://eco‐electricals.co.uk/ Get in touch Tel: 01293 529777 Web: www.tradeskills4u.co.uk See the advertisement on page 46

EVENTS

Just the ticket! ickets for Troops provides free tickets to members of the Armed Forces for a variety of sporting, musical and cultural events. The service offers serving personnel and those medically discharged from the Forces since 2001, the well‐deserved opportunity to enjoy an event of their choice with their friends and families. You are eligible to apply for tickets through Tickets for Troops if you are a serving member of HM Armed Forces or have been medically discharged from the Forces since the commencement of military action in Afghanistan in 2001. Tickets for a host of different events are currently available. Visit the TFT website to find out more: www.ticketsfortroops.org.uk

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

The Handa Centre for the Study of Terrorism and Political Violence (CSTPV) at the University of St Andrews.

Terrorism Studies Individual Modules / CertiďŹ cate / Advanced CertiďŹ cate

Study the characteristics of terrorism, terrorist tactics and counterterrorism by part-time online e-learning

Course start dates: October 2015, February and June 2016

www.terrorismstudies.com/FLR2476AA30

Enrolment administered by:

Tel: +44 (0)20 3377 3210 / +1 (646) 957 8929 | Email: info@terrorismstudies.com Quote VIP code: FLR2476AA30

13 July 2015 / www.questonline.co.uk

Resettlement round-up

Improved access to qualifications from Armed Forces accredited courses he Chartered Management Institute (CMI) is offering internationally recognised management and leadership qualifications to members of the Armed Forces who have already completed accredited learning during their career.

The requirements To be eligible, personnel must meet the following criteria: ● currently serving in the Armed Forces, in the Reserves or a Veteran ● to have completed an accredited course on or after 1 January 2010.

Chartered Manager status makes clear that not only do the individual’s skills and experience match or exceed those of civilian job seekers, but as a Chartered Manager they join an exclusive group of individuals who add value to their organisations, maintain best practice in the workplace and get results.

Get in touch Tel: 01536 207 496 email: mod@managers.org.uk See the advertisement on page 11

Added value for Armed Forces personnel CMI offers 12 months’ free membership to those in the Armed Forces undertaking one of its qualifications. Membership offers access to CMI’s complete range of membership benefits, including ManagementDirect – CMI’s complete online portal of management and leadership resources – as well as the opportunity to network at one of its popular regional events. Learners also have the opportunity to take their qualification further by working towards Chartered Manager (CMgr) status. Awarded only by CMI, becoming chartered demonstrates the vast range of skills and experience gained during a career in the Armed Forces, and validates it against benchmarks recognised by those working and recruiting in the civilian sector.

HELP AND ADVICE

Soldier On! Unique, tailored career guidance for medically discharged Service leavers hanging careers is always challenging. Even more so when the change has been forced upon you by circumstance, as is the case if you have been medically discharged. Being told that you are no longer fit and able to carry on the career of your choice can be tough, particularly as you are likely to have little or no experience of the civilian world of work, coupled with some form of medical condition. Soldier On! is a national independent education charity, which teaches members of the British Armed Forces who have been made redundant on medical grounds to plan and manage their careers. It works with Service leavers and veterans who have been wounded on operations, sustained injuries while serving or have been discharged through any other forms of ill health. Its unique and individually tailored career management pathway helps medically discharged Service leavers discover what motivates them, where their passions lie, and how best to apply their talents, skills and

www.questonline.co.uk / July 2015

experience within the civilian work environment. Guiding each candidate individually through their own specific employment journey, the pathway enables them to identify their authentic capabilities and unique needs, as well as allowing them time to explore potential areas of employment first before committing to a job role that may not be suitable. The programme is free to Service leavers and veterans who have been medically discharged from the British Armed Forces, whether wounded on operations, having sustained injuries while serving or having been discharged through any other forms of ill health. Find full details and download the programme brochure here: www.soldieron.org.uk/personal‐career‐ management‐programme Soldier On! has offices in London and Yorkshire. It also works with the Veterans’ Guaranteed Interview Scheme to ensure that those who have served in the Armed Forces

are invited to interview if they have met the minimum criteria for a job vacancy. Find out more here: www.veteran‐interview.org.uk So, follow in the footsteps of those who have already seen the benefits of this unique tailored approach to taking control of their future career. Contact Soldier On! today and discover your own true potential. Get in touch To register as a candidate, email our Candidate Manager, Nick Davis: nickdavis@soldieron.org.uk For further information: Tel: 01653 648 110 email: nicholas@soldieron.org.uk Web: www.soldieron.org.uk

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

ROV PILOT TECHNICIAN TRAINING Turn your technical expertise into a new career working with subsea remotely operated vehicles. Find job satisfaction, flexibility, lucrative earnings and worldwide travel. Get the best start to your new career with training for the job, from the ROV industry experts. Contact our Student Advisors to find out more: +44 (0) 1397 703786, fortwilliam@theunderwatercentre.com www.theunderwatercentre.com or scan the QR code for more info.

15 July 2015 / www.questonline.co.uk

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Resettlement round-up

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

I DID IT! Name: Geoffrey Park Final rank: Ssgt Years served: 22 Course: Wilplan Training Hostile Environment Close Protection eoffrey Park, 42, left the Services in July 2012, having served with the Army and Household Cavalry the Blues and Royals, specialising as an Armoured Vehicle Reconnaissance Commander. Having completed 22 years’ service, he says that he was ‘offered a civilian role that was too good to refuse, and offered me quality time with my family’. Asked to tell us about the training and experience gained during his Service career that he now finds useful in civilian life, he cites: ‘commitment, adaptability, loyalty, leadership, organisational skills, planning and a no‐nonsense approach’. After resettlement, he undertook Wilplan Training’s Hostile Environment Close Protection Course, which included FPOS(i), first aid and close protection elements. The Wilplan course was, he says, ‘very well run with very experienced instructors, and a wealth of support provided after and during the course. The support I have been given from Wilplan since completion of their course has been commendable. They have always gone above and beyond in order to ensure they offer the best advice possible. If, for whatever reason, they have been unable to answer my questions they have always

www.questonline.co.uk / July 2015

gone out their way to find the answer and get back to me within a matter of hours. And, without a recognised provider, your qualifications are worth nothing.’ Now working as a self‐employed executive in close protection, Geoff says: ‘I found my role through research and putting myself out there – cold calling etc. – along with a CV I had been putting together for a number of years. It also about not what you know but who you know.’ His work involves, he says, ‘flexibility, thinking on my feet, looking after clients and their goods. In brief, the role I took on within three weeks of completing the course with Wilplan was executive close protection for a world‐famous auction house. My role within the team was to assist in route, airport and hotel recce, as well as sale house recce, then I had to prepare routes and plans for the team. ‘The clients we looked after were from America and Geneva – six people, male and female. Once we had received them at the airport we travelled by vehicles, one of which I was driving, and took them to the hotel, where they were then to secure jewels worth in excess of US$100 million into a safe within a room; one person would always stay with the jewels during the silent hours. ‘The following day was spent travelling to different locations with the clients to show various different sheikhs and VVIPS the jewels, which were to be auctioned, giving them the opportunity to place a bid. Just one jewel was estimated at between US$23.3–32.3

million. The remainder of the days was spent in the auction house to allow members of public the opportunity to view the jewels. My day would start at 6am and I would not get home until 11 in the evening. The whole time at the auction house was spent standing up, which was extremely hard going. ‘The job was five days’ work and I was paid US$350 a day. I secured this work by putting into practice what had been suggested by Wilplan: putting together a business card and portfolio, making changes to my CV, and transferring all the information on to disk and memory stick, coupled with cold calling and turning up at offices – almost becoming a salesman. By doing this I now have a small client base for whom I do a little private work every now and then. ‘I enjoy working with people from different backgrounds – it enables me to gain knowledge. I thoroughly enjoy what I do, and everything I do relates very much to my military training and experience, except now I have a better quality of life and standard of living … and I earn more now than I have ever done!’ Get in touch Tel: 01257 733003 email: info@wilplantraining.co.uk See the advertisement on page 41

MOVE TO NEW HEIGHTS Mobile Telecommunications Sector Training

Courses include:

Introduction to Mobile Communications 3/4G LTE Wireless Communications Level 3 City & Guilds 6144-31 Award in Understanding Planning Supervising and Managing Working at Height (ELC) Rooftop Safety & Access Tower Climbing, Advanced Climbing Techniques & Rigging Rescue from Height Working at Height RF Awareness First Aid at Height Mobile Communications and Wireless Networks are being upgraded to meet the next revolution called the Internet of Things (IoT) and Machine to Machine (M2M), which will be the biggest thing to affect our lives since electricity. We will see an explosion of Mobile and Wireless Network infrastructures being rolled out in the UK and across the world. In addition Climbing and Rigging are the skills that are in demand in the Telecoms Sector, with the Government announcement that ÂŁ5 billion will be invested in the UK Mobile Networks upgrade in line with the Superfast Broadband Initiative. CTTS are renowned for innovative programme design, forecasting skills and shortages. These unique courses, as used by employers to train their staff, prepare you for working in this exciting industry and are only available at the CTTS Climbing and Mobile Telecom Training Centre.

Call +44 (0)1522 880900 now or visit www.cable-training.co.uk British Accreditation Council for independent further and higher education

United Kingdom Telecommunications Academy

CTTS European Funded Climbing Centre

Cable Telecommunications Training Services Ltd, The National Training Centre, Jubilee Place, Lindum Business Park, Station Road, North Hykeham, Lincolnshire LN6 3QX UK. F: +44 (0)1522 880901 E: info@cable-training.co.uk

Breakdown services

IT’S NOT JUST FOR VEHICLE TECHNICIANS

In addition to roadside repair and recovery, the major firms run other services, too, which include: • call centres • mobile vehicle inspection services and franchises • national windscreen-fitting companies • driving schools • insurance services. To support these services, staff are required in the following areas: • administrative • managerial • training • on-call technical helpdesks. Call centre staff: • take calls from the motorist • locate customers and patrols • are trained to deal with distressed or frightened customers • despatch calls to the patrol or independent recovery operator.

www.questonline.co.uk / July 2015

What’s involved? nyone who has ever broken down knows that an approaching breakdown patrol is about the most welcome sight on the road. However, breakdown services – or roadside recovery/assistance services, to give them their more accurate title – are big business. Everyone has heard of: ● the Automobile Association (AA) and the Royal Automobile Club (RAC), which run a liveried fleet, operated by their own employees and sell their services direct to the public, as well as ● Green Flag, owned by Direct Line Insurance, which sells through other business clients and runs its service through a network of independent recovery operators. Other familiar names include National Breakdown and the Guild of Experienced Motorists’ GEM Motoring Assist. All are fiercely competitive and proud of their service, each claiming to offer a better deal than the next.

Breakdown service staff respond to calls in all sorts of places and at all times, being particularly busy on Monday mornings in winter and Friday evenings in summer. All provide cover either direct from their own fleets, or through partnership arrangements or affinity organisations, and the aim is to reach a motorist in well within an hour of being called out, usually averaging closer to 40 minutes. Patrols often need to liaise with emergency services and deal with hazardous loads. Safety is paramount, and both patrol officers and call centre staff must be good with people. In roadside repair and recovery, patrol officers are often first on the scene, dealing with frightened or angry customers. They also need to consider traffic, weather and location before the vehicle is even assessed – but, above all, the patrol officer must ensure customer safety. Motorway hard‐shoulder call‐outs can be particularly hazardous.

Breakdown services

Breakdown services skills gained in the Forces Each sector of the Armed Forces has its own vehicle mechanics and engineering trades, with highly skilled, adaptable people, trained to work and cope in adverse conditions. Trades relevant to the vehicle technician side of the breakdown industry that can be followed in‐Service include: ● vehicle mechanics ● vehicle electricians ● recovery mechanics. In addition, many Service leavers hold driving qualifications that are likely to be welcomed by breakdown services employers. These include LGV, ordinary wheeled vehicles and motorcycle licences, as well as the whole range of tracked, articulated or passenger licences.

Get qualified! Courses aimed at those wishing to work in this industry usually cover: ● basic electrics ● batteries ● charging systems ● starting systems ● relays ● ignition systems ● fuel injection ● engine management ● ignition/charging. For example, AA roadside technicians (patrol) require NVQ level 3 (or equivalent) in Vehicle Maintenance and Repair, will be familiar with modern vehicle systems and will have current garage experience. A good knowledge of electrical, fuel and ignition systems is essential, as is familiarity with operating computers as all AA breakdown teams obtain technical information, guidance and work allocation via a roadside laptop. Due to the nature of the work, a full valid driving licence is needed, covering B or BE categories with fewer than six points on it. If you don’t yet have the BE category, you will need to complete this first. The Institute of the Motor Industry (IMI) – which is the professional association for individuals working in the motor industry, the Sector Skills Council for the

TRANSLATE YOUR SKILLS If you are thinking of working in this industry, the following skills and aptitudes are likely to be beneficial: • a thorough technical knowledge of vehicles • practical skills • good driving ability • excellent customer service skills • the ability to remain calm in difficult circumstances • the ability to work alone • an awareness of health and safety issues • basic computer skills. Source: careersadvice.direct.gov.uk

automotive retail industry and the governing body for the Automotive Technician Accreditation (ATA) scheme – sets the occupational standards for the industry, with the qualifications and training available covering a wide spectrum. City & Guilds’ Automotive Maintenance and Repair (4101) NVQs at levels 1, 2 and 3 allow you to prove that you have the skills to maintain and repair vehicles and get stranded motorists back on the road again. These practical qualifications will demonstrate your skills on the job, confirming that you meet national standards for automotive workers. They can take you from your first workshop repair job to a role where you supervise a team of people. You could also choose to specialise in roadside recovery (as well as a host of other areas). These qualifications give you lots of options – there are basic certificates and diplomas to get you started, and higher levels to help you move into a more supervisory role. With more experience, you could take the City & Guilds Certificate in Advanced Automotive Diagnostic Techniques (4121) at level 4, and could improve your career prospects by working towards the aforementioned Automotive Technician Accreditation (ATA), offered by the IMI. The ATA Roadside route, aimed at technicians whose job role involves the assistance, recovery and repair of light vehicles at the roadside, has four levels: Tyre Technician, Assistance/Recovery Technician, Diagnostic Technician and Master Technician. In order to pass each level, you take a series of practical exams and online knowledge tests.

opportunities may exist to enter an organisation at a lower level of training and experience, or in a different field, such as administration or management (see the box above, ‘It’s not just for vehicle technicians’). Experience and qualifications will determine the length of training required before starting a career in breakdown services. Many qualified people find the shift patterns and working environment unattractive and there is currently a shortage of patrol officers. This provides a good opportunity for the motivated Service leaver to move into this rewarding and satisfactory career area. Many Service people enjoy the fact that they provide a service to the community, and becoming a roadside patrol officer is certainly a way of continuing this. Some companies, such as Green Flag, offer franchises in mobile vehicle inspection and diagnostics. This covers pre‐purchase or sale checks, servicing, emissions testing and engine tuning. It requires a serious financial commitment by the franchisee, but can be a lucrative form of self‐ employment, with support, training and guidance available from the parent company. The range of jobs within this sector of the employment market is wide and the industry is expanding due to the ever increasing numbers of vehicles on the roads. There are opportunities for technical, administrative and managerial staff, as well as health and safety advisers. There is also the chance of employment within one of the linked sectors like insurance, driving instruction and windscreen fitting.

Professional institute membership

What can you earn?

Qualifications, experience and training entitle people to membership of institutions within the industry. They also add weight and a recognisable measure of competence to a CV. Standards are set by the IMI to maintain competence at the right levels and to ensure that one employer in the industry will recognise another’s qualifications. Institutes and associations regulate themselves and pursue high standards in an industry that takes its business very seriously. The IMI, for example, is a professional body for individuals, not companies, within the motor industry. Major breakdown services organisations run continuation training and offer further qualifications as an ongoing element of employment and promotion within their organisations.

The average wage for a roadside patrol employee working within a major company ranges from £19,000 to £22,000, but franchisees can earn considerably more (in the region of £40,000) if they work longer hours. Most organisations offer overtime but this is not guaranteed, and most have some form of pension scheme or access to pension advice. The package usually includes free uniforms, high‐visibility clothing, footwear and, obviously, the use of a patrol vehicle.

KEY CONTACTS The Institute of the Motor Industry (IMI), Tel: 01992 511521 email: comms@theimi.org.uk Website: www.theimi.org.uk Twitter: @The_IMI

Finding employment

ATA, Tel: 01992 511521 email: ata@theimi.org.uk Website: http://ata.theimi.org.uk Twitter: @The_IMI

Most companies will require good levels of general fitness and a clean driving licence for employment as part of a roadside patrol. Although qualifications are required before dealing with customers at the roadside,

City & Guilds, Tel: 0844 543 0033 email: learnersupport@cityandguilds.com Website: www.cityandguilds.com Twitter: @city_and_guilds

July 2015 / www.questonline.co.uk

Emergency services

999!

A career in the emergency services What’s involved? he emergency services are organisations that work to ensure public and national safety by responding to all types of emergency situation. Some agencies – such as HM Coastguard – exist solely to address particular types of emergency, while others deal with more common emergencies as part of their normal day‐to‐day responsibilities. Many agencies also engage in community awareness and prevention programmes to help the public avoid, detect and report potential emergency situations effectively. The availability of emergency services depends on location – rural or urban – but there are three services that are almost universally acknowledged as being core to the provision of emergency care to the general public. Referred to as the ‘blue light’ services, in the UK they are generally summoned on the dedicated emergency telephone number 999. This number is reserved and restricted to receiving critical emergency calls. These services are: ● the Police – providing community safety, and acting to reduce crime against persons and property ● the Fire and Rescue Service –

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providing fire‐fighters to deal with fire and rescue operations; may also deal with some secondary emergency service duties ● the Ambulance Service – both NHS Ambulance Service Trusts and Private Ambulance Services (PAS), providing ambulances and staff to deal with medical emergencies. Other emergency services can be provided by one of the above core services or by a separate government or private body, or by voluntary groups. These include: ● the Maritime & Coastguard Agency (MCA) ● the Royal National Lifeboat Institution (RNLI) ● mountain, cave and lowland search and rescue (SAR) teams (e.g. Mountain Rescue and the Cave Rescue Organisation).

Emergency services-related skills gained in the Services Many of the general and specific skills and qualifications, and much of the experience, required to work in roles within the emergency services will already have been acquired by many people in the Services. Indeed, a number of such people are already

working in some areas of SAR and other emergency activities. Also, the experience gained within combat operations by Services medical professionals is particularly relevant to the ambulance services.

Police Every year, many people leave the Armed Forces to join the Police. They enjoy working in teams, operating in a structured organisation and serving the community. There are, of course, many differences because the Police have an association,

KEY QUALITIES: POLICE • Physical and mental fitness • Powers of observation • The ability to write and handle numbers • Logical thought • Stamina • Common sense • Good judgement If you think you would be suited to this sort of work you would be well advised to attend the relevant resettlement course because the right preparation will lead to a better performance during what many potential recruits find a demanding selection process.

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

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Emergency services

employees have a greater say in their employment and the more senior managers all start on the ‘shop floor’. It is also perfectly possible for a Constable to spend an entire career in that rank. There are also specialist Police in such areas as the MoD and nuclear establishments, while at the heart of every major Police station is the control room. Here, Police and support staff monitor and control Police activity using advanced ICT to direct officers in their tasks.

Applying to join Recruiting is regional, with each force responsible for its own staffing. Potential Police officers begin the application process by choosing the force for which they would like to work (note that you can only apply to one force at a time). You fill in an application form – usually online via the website www.policecouldyou.co.uk – which is sent to the force in question. After that, a three‐step process begins. ● Step 1: on receiving your application form, the force that you have applied to will check your eligibility and mark your responses to competency questions (if these are used by the force). If your application is successful, you will be invited to attend an assessment centre (step 2). ● Step 2: if you pass the assessment centre, you will then take a fitness test. ● Step 3: your references will be checked, and you’ll undergo background, security, medical and eyesight checks. Some forces may choose to run additional assessment stages, such as a second interview. The process can take anything between a few weeks and several months, depending on the force and the individual’s availability. Because each force is independent, they all select and train their officers slightly differently. However, everybody joins the Police as a probationer (learner) under training for two years. A Constable is then considered ready to take on the full range of duties, and can also specialise in a wide variety of roles carried out by a modern Police force. Promotion is achieved through passing exams. The High Potential Development Scheme is managed by the College of Policing. To find out more, see www.college.police.uk It is a scheme for serving police officers that is designed to develop the most talented individuals to become the police leaders of the future.

Pay and benefits

The minimum age for joining is 18, with a pension after 30 years’ service, and there is a latest retirement age of 55 (60 for inspectors and above). Rates of pay vary by force, rising with each year of experience. Officers in

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some forces receive additional allowances to complement their salary. In addition, Police officers receive a wide range of benefits, including excellent pension plans, a fair and inclusive promotion policy, and flexible working hours. So, if you become a police officer you are likely to be able to expect: ● a flexible working schedule ● paid overtime ● a minimum of 23 days’ annual leave ● fully paid sick leave.

The Fire and Rescue Service Fire‐fighters are called upon to tackle various emergency situations, where their problem‐solving skills and initiative will play a vital role in resolving issues quickly and calmly. The work may vary from tackling fires and rescuing people from burning buildings to dealing with chemical spillages and road traffic collisions (RTCs). On top of this, a sensitive approach is required when dealing with members of the public, who may be distressed and confused. Today’s fire‐fighters also work closely with the community to increase their level of awareness and so prevent incidents from occurring in the first place. However, according to the Fire Service website – www.fireservice.co.uk – becoming a fire‐fighter in the UK Fire and Rescue Service is not easy. In fact many serving fire‐ fighters have spent a great deal of time applying and preparing themselves prior to gaining entry. So, those wishing to work in this sector must be prepared to work hard – and will also need patience when working through the recruitment process.

The process of joining the Fire and Rescue Service varies throughout the UK, but it is suggested that, first, you read the entire recruitment section of the aforementioned website carefully. Once you are sure that it is something you wish to do, you need to find out if and when your local Fire and Rescue Service is recruiting fire‐ fighters (this information can also be ascertained on the Fire Service website). Entrants to the Fire service have to be aged over 18, should possess good communication skills, have good all‐round fitness, and will need to pass written and practical tests. Each service is responsible for

FROM FORCES TO FIRE SERVICE According to the Fire Service website, the fact that you have been in the Forces will help in terms of discipline and the physical side of the job. However, those coming into fire-fighting from the Forces will have to start by filling out an application form and completing the tests like everyone else: there is no process for ex-Forces people to transfer straight across. Those currently serving in the Forces are more than welcome to submit an application to join the Fire and Rescue Service, but must be available to undertake any tests that will be required of them. Because these tests may be held on separate days, those posted overseas may find this difficult. In addition, if offered a contract of employment, you must be able to start your training course on the required day. Failure to do so will end your employment and your place will be given to someone who can. For these reasons, many people find it best to wait until they have left the Forces before making an application.

Emergency services

its own recruitment and career progression. No formal qualifications are required to become a fire‐fighter, but you will need to pass a series of written and aptitude tests in order to proceed with any application. Any qualifications you bring to the service may help with future promotion, as this is based on merit, experience and training. Recruits attend initial training at a training centre and then join a station for operational duties. Further training follows, as well as in‐service development leading to specialist training. After satisfactory completion of the two‐year probationary period, recruits become fully qualified fire‐fighters.

Ambulance Service There are ten NHS Ambulance Service Trusts in England, a single national Ambulance Service in each of Scotland, Wales and Northern Ireland, and one on each of the islands of Guernsey, Jersey and Man. Each service has its own rules and entry requirements. The Private Ambulance Services (PAS) compete against the NHS Ambulance Services for contracts and/or work on subcontracts from them, to aid them in fulfilling their role to save lives and to meet their national, government‐set response times. Both NHS and PAS services are regulated by the Care Quality Commission, and monitored on a regular basis to ensure their provision is at a level specified and expected by the national regulations. These standards include clinical delivery, training, vehicle roadworthiness and cleanliness, and driving standards. The current grades of emergency ambulance personnel are Paramedic, Emergency Medical Technician and Emergency Care Assistant. Support roles in ambulance services include Emergency Medical Dispatchers and managers. There is also a non‐emergency role called Patient Transport Services, which ensures that patients can meet their outpatient appointments.

Applying for jobs All NHS Ambulance Service Trusts in England and Wales recruit on an individual basis and advertise on the NHS Jobs website: www.jobs.nhs.uk Vacancies are also listed on the individual Ambulance Service Trust websites (see NHS Choices – www.nhs.uk – for contact details) and Jobcentre Plus. For Scottish jobs, see www.scottishambulance.com and for Northern Irish jobs see www.niamb.co.uk There is also a great deal of useful information to be found in the ‘Ambulance’ section of the NHS Careers website: www.nhscareers.nhs.uk PAS jobs are advertised on their own websites, and in publications such as Ambulance Life and Ambulance UK – see

www.ambulance‐life.co.uk/jobs and www.ambulanceukonline.com respectively. To find PAS in your area and unadvertised jobs, search the National Register of ambulance services on the Care Quality Commission’s website: www.cqc.org.uk There is currently high demand in the PAS sector for HCPC Paramedics and IHCD Ambulance Technicians.

Training requirements There are two routes to becoming an HCPC Paramedic. The university route is aimed primarily at school leavers and requires good academic achievement and a minimum of three years’ study. The College of Paramedics website has full details: www.collegeofparamedics.co.uk Alternatively, you can train as an IHCD Ambulance Technician and consider a conversion course at a later date. There are a few specialist providers of IHCD Ambulance Technician courses that are likely to be of interest to Service leavers thinking of working in this sector and some are ELCAS approved. The Technician course is generally of six to eight weeks’ duration and can therefore be accommodated during resettlement periods. The Emergency Care Assistant course is internal to NHS Ambulance Trusts. Service leavers who have CMT Class I, RAF MA or Navy MA status can take a two‐week conversion course to IHCD Ambulance Technician. For all three of the above roles, staff are also required to undergo an intensive three‐ week driver training course accredited by the Institute of Healthcare and Development (IHCD). This course is called Ambulance D1 and D2 driving. The D1 (five days) is for non‐emergency work and can be completed as a stand‐alone qualification for PTS personnel. It has nothing to do with the D1 category you may already have on your driving licence. After passing the D1 you may proceed to the D2 (ten days), which focuses on the advanced driving techniques required to drive ambulance vehicles on emergency duties while claiming exemptions to road traffic law – so‐called ‘blue light driving’. The Department for Transport intends to activate Section 19 of the Road Safety Act 2006, which will apply to all emergency ambulance personnel who may exceed the national speed limits while responding to an emergency. Ambulance services will need to comply with the Act by ensuring that all their drivers have completed D1 and D2 training with a designated provider, regulated and accredited by the IHCD and the Driving Standards Agency (DSA).

Rates of pay As an approximate guide, NHS emergency ambulance personnel salaries range from £15,860 to £18,827 for an Emergency Care

Assistant, £19,027 to £22,236 for Technicians, to £21,692 to £28,180 for Paramedics. An Emergency Medical Dispatcher earns £15,100 to £17,800. All roles attract an additional ‘unsociable hours’ allowance of up to 25% of salary, with London allowances as appropriate. Most managers rise through the ranks. PAS match or exceed these rates of pay in order to attract staff. There are also good opportunities for overtime in providing medical cover at sports events, festivals, etc., because the NHS ambulance trusts are not allowed to provide such services.

HM Coastguard HM Coastguard co‐ordinates SAR at sea and on the coastline through a network of co‐ ordination centres, supported by 3,500 volunteer auxiliary coastguards, organised into response teams. Watch Officers have extensive relevant sea experience, although some training is provided. Academic qualifications and a medical are required, as is a valid UK driving licence for Group A–E vehicles. Coastguard Watch Assistants do not require any formal qualifications or previous experience, however a medical is also required. Recruitment is conducted centrally. Details of vacancies can be found at: www.mcga.gov.uk

Royal National Lifeboat Institution (RNLI) RNLI crew members are volunteers, at least 17 years old, medically fit with excellent eyesight; they live within four minutes of the nearest lifeboat station and are prepared to respond 24/7. They do not need to have maritime experience (although it is an advantage) because training is provided, but they will have to pass a probationary period (usually one year). Crew members come from a wide variety of backgrounds, but all will need to be team players, who enjoy hard physical work – the most important qualification is 100% commitment. To find out more, visit www.rnli.org.uk

Mountain, cave and lowland SAR teams Over 60 teams operate in the UK, manned entirely by male and female volunteers, mostly aged between 30 and 50. The majority have good general mountaineering or caving experience and will attend specified training before becoming a full team member. Typical annual team running costs of between £15,000 and £70,000 are met through public subscription.

KEY CONTACTS As well as the website addresses provided above, contact information for all organisations mentioned in this article can be found in your local telephone directory or online.

July 2015 / www.questonline.co.uk

Ex-military women in the civilian workplace

Beyond the gentle touch Ex-Army Major Rhian Worrell, now working in the close protection industry, talks to Quest about her own experience of life for women both in the Forces and out, and the particular skills and attributes brought to the civilian workplace by ex-Services women ccording to recent figures,1 women make up just under 10% of the UK Armed Forces. It would be tempting to analyse this in terms of the equality debate, yet many women who have been in the Services would simply claim they were there to do a job and were as valid a team member as any man. The same might be true of women who choose to work in the close protection (CP) sector. What’s more, the many transferable skills from the military to this sector, and the fact that it continues to flourish as a rapid growth area, make it a very attractive proposition for women leaving the Forces. Ex‐Army Major Rhian Worrell has made the transition from military to CP, albeit that she works in the latter in an administrative role. With her experience of both fields, she is well placed to talk about what it’s like to be a woman both in the military and out of it. ‘I was in the Army for nearly 17 years, and I had a really interesting and varied career,’ she explains. ‘However, working in any male‐dominated environment presents women with particular challenges. Initially, the situation is intimidating simply because you’re in the minority. But you do get used to it,’ she says, adding, ‘The military is not for the fainthearted, male or female.’ Much like many Forces roles, the aim of close protection, broadly speaking, is to identify and mitigate risk – and that isn’t for the fainthearted either! Sometimes known as VIP protection, CP’s narrow focus is individuals or families who are considered to be at risk – perhaps from an attack or kidnap. (To find out more, turn to our in‐ depth feature on close protection, on page XX of this issue.) Examples range from the protection of an executive at risk of intimidation from single‐issue groups or harm to a prosecution witness, to the protection of an overseas minister and his or her entourage during a visit to the UK. There is a need to be flexible (maybe travelling at short notice) and perhaps to carry firearms.

Right: Rhian in uniform, being presented to Princess Anne, and (left) today, carving a new niche ‘on the outside’

Women and close protection

‘A scary breed’

So, how does Rhian feel women fare in this environment? Indeed, are there any specific advantages to being a woman in CP? She reiterates the overall benefits of a Forces career and the transferability of what she learned while in uniform: ‘Regardless of your role, every day demands that you make it work. That gives you the freedom to take decisions and use your initiative, which is encouraged at all levels. You develop as a person, learn to be decisive, learn to know what’s important and what’s not. With regard to being a woman in a male‐ dominated environment, my experience was that it could be challenging at times, but I learned to listen to my gut instinct, and I always tried to be transparent and ethical in everything I did.’ Rhian’s belief, with regard to the Army and CP, is that all individuals should know both their strengths and their weaknesses – learning, of course, to play to their strengths. That said, she does think that women ‘may have generic qualities such as tolerance, mental strength, patience and confidence (or an ability to conjure up an air of confidence)’. The military, she says, also taught her when and how to adapt her approach to suit the situation – something that is critical within CP. ‘I find women are more ready to do this than men,’ she adds. These are qualities that the current Prime Minister and the Duchess of Cambridge clearly recognise; both of them currently engage female CP operatives. Additionally, Rhian says that women may be able to call upon ‘higher levels of tact and diplomacy’ to achieve their aims. ‘The military is much more hierarchical than civilian organisations. In civilian life, things are less clear‐cut. That said, I do think civilian employers appreciate the up‐ front and straightforward approach of those who have worked in the military.’

The percentage of ex‐military women entering CP roles naturally reflects the low number of women in the military. Does this gender imbalance present a problem for potential employers as much as it might for the women themselves? Rhian suggests that ex‐military women are perhaps regarded with intrigue and as ‘a bit of a scary breed’. ‘Civilian organisations might never have met military women. And we are never what they expect. They tend to think we are tough, and this can work in our favour. I exploit this not in a swaggering way but in a very understated manner, which I think people respect – and it is certainly something they want in an employee.’ As with approach and adaptability, this quiet but firm demeanour is a critical transferable skill for ex‐Forces women considering CP as a civilian occupation.

26 1

Women in the UK Regular Forces, 1 July 2013. UK Armed Forces Quarterly Manning Report, DASA.

www.questonline.co.uk / July 2015

FEMALES IN THE WORKPLACE: Q&A WITH RHIAN 1.

What advice would you give to women in a male-dominated environment? ‘Be good at your job and believe in yourself. Always maintain your sense of humour and don’t allow yourself to be intimidated. In my experience, those who shout loudest are generally least effective at getting the job done.’ 2. What specific skills/behaviours/temperaments do you think women bring to a maledominated work environment? ‘Diversity, a different perspective; they temper machismo and often see things through a totally different lens. Often women have more honed soft skills.’ 3. And the odd male pest? ‘In any career with regard to any potential pest, if you make your position clear through your words, actions and professionalism they will get it too!’

Ex-military women in the civilian workplace

MAKING THE TRANSITION: RHIAN’S TOP TIPS FOR EXMILITARY WOMEN •

•

Work hard on your CV. Really understand and draw out your skills – personal and practical. Your CV is central. I worked hard to get mine right. The advice I got from the Career Transition Partnership workshops was really useful, too. Really analyse what it is you want to do, because nothing will ever be quite like the military. After a career in the military you probably know yourself quite well, so filter out what motivates you and what work you enjoy doing.

Training and working Back in Rhian’s days at Sandhurst, being of the minority gender resulted in women trainees taking strength from their camaraderie and the fact they all had a common goal. ‘Also,’ adds Rhian, ‘we were surrounded by amazingly strong female role models – tough, fair and intelligent.’ But male‐dominated environments and situations, both during training and afterwards, were hard to escape. In Rhian’s experience, this can put added pressure on many females. ‘Unlike several of the men I worked with, I didn’t have an amazing wife at home taking care of the kids and all the domestics.’ Despite the emotional

guilt incurred, Rhian, like many other women, learned to overcome those feelings. What’s more, the myth that women aren’t as strong as men, which might lead to a belief that CP isn’t a realistic work option for them, should not in Rhian’s opinion intimidate women out of doing CP work. ‘They have the capacity to bring a different approach,’ she says. Take, for example, the Olympic Torch UK Tour in 2012: the security team comprised many females who were tasked, successfully, with minimising crowd tension and excitement. ‘Women bring elements of diversity to this work. And diversity creates different ways of viewing problems. Instinct also steps in, and that’s no bad thing.’ So would it perhaps be better to train and work in women‐only situations? It’s a choice women have available to them and there are CP training courses that will cater for women in that way. That said, Rhian is very clear that individuals, regardless of gender, each have something to bring to the party, and she prefers not to be distinguished from her peers by gender. ‘I believe everyone is different and shouldn’t necessarily be categorised. Since leaving the Army I realise sexism exists everywhere. That is life. I think it’s important to be comfortable in your own skin, let comments slide if they don’t

bother you, but have the confidence to make it known if something becomes offensive to you or those in your team.’ As the only female officer in her battalion, Rhian acknowledges that in the Army, and perhaps even in civilian life, you learn to ‘take it on the chin; that’s part of the culture’. ‘I am not a massive feminist,’ she says. ‘Like many women, I just want to live without undue hassle or attention, and most guys get that.’ However, she also advises that, in any situation (and perhaps particularly within CP), self‐belief and not allowing yourself to be intimidated will stand you in good stead. It’s advice worth heeding.

KEY CONTACTS Security Industry Authority, Tel: 0844 892 1025 Website: www.sia.homeoffice.gov.uk Twitter: SIAuk Skills for Security, Tel: 01905 744000 email: info@skillsforsecurity.org.uk Website: www.skillsforsecurity.org.uk Twitter: @Skills4Security For female-only CP courses, contact Blue Mountain, Tel: 01267 241907 Website: www.bluemountaingroup.co.uk

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July 2015 / www.questonline.co.uk

Oil and gas

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

www.questonline.co.uk / July 2015

The UK still has substantial, potentially recoverable, reserves of oil and gas, but these come with many technical challenges. This makes the UK a high‐cost province so it is fortunate that, in its most recent Activity Survey, Oil & Gas UK (the trade association for the oil and gas industry), reported record levels of investment in the UK Continental Shelf (UKCS) and forecast an upturn in production – positive news not only for Britain’s energy security but also for employment prospects (see below).

Working onshore Work onshore encompasses a wide range of activities. Scientists and technicians work to produce improved fuels and more efficient energy; while engineers and construction workers build and maintain the plant and pipelines. Energy supply is governed by complex and sophisticated ICT systems, so technicians, programmers, designers and trouble‐shooters are involved. Transporting bulk fuels by road demands specialist transport, licences and safety qualifications.

Oil and gas

JOB ROLES OFFSHORE

Working offshore

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

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

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

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

Employment prospects for Service leavers According to Oil & Gas UK, there is no doubt that the sector represents one of the major providers of challenging, highly skilled and well‐rewarded jobs throughout Britain. Dr Alix Thom, Oil & Gas UK’s Employment and Skills Issues Manager, confirms that, ‘In the next few years alone, there are at least four major projects that will need 4,000 people – and 7,000 people a year will be required to support offshore activities. This is an exciting industry, which not only provides highly skilled and well‐rewarded employment, both onshore and offshore, but also the opportunity to push the boundaries in innovation and technology. As technology advances, so too does the capability to extract more oil and gas resources, which means the industry has the potential for a long‐term and productive future.

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CSWIP is considered to be the global industry standard for underwater inspection personnel. • A CSWIP certificate is often a mandatory requirement for offshore inspection. • CSWIP also certifies ROV inspectors and underwater inspection controllers. To find out more, please visit www.cswip.com Tel: +44 (0)1223 899000 or email: twicertification@twi.co.uk

‘To meet these future commitments, the industry is growing the existing pool of talent. This means taking a collaborative approach to attracting people from other sectors. Our sector is working together with the MoD and the Career Transition Partnership (CTP) to match industry job profiles with military roles, in order to identify directly transferable positions, and highlight where training and conversion courses may be required. ‘Oil and gas firms are increasingly recognising the benefits of recruiting men and women from the Armed Forces, who tend to be results‐orientated individuals with a can‐do attitude, and a broad range of skills and international experience. The industry is aware that there are many highly qualified and skilled individuals in the Services with the capability to take on a challenging second career in the oil and gas industry. ‘Qualities such as team leadership, organisational skills and technical knowledge are all highly prized by the sector, and career opportunities exist in the fields of engineering, project management, health and safety, and the skilled trades. The scale of the industry is such that individuals can progress up the managerial ladder or build a career as a subject matter expert, not to mention the vast diversity of jobs in the wider aspects of the sector encompassing HR, logistics and management.’

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

Get qualified! Cogent (the Sector Skills Council for the chemical, pharmaceuticals, nuclear, life sciences, petroleum and polymer industries, which also has a key role in meeting the skills needs of emerging technologies) is working with industry to develop standards, qualifications and training. Energy & Utility Skills (the Sector Skills Council for the gas, power, waste management and water

ENTRY REQUIREMENTS FOR THE INDUSTRY • • • • •

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

July 2015 / www.questonline.co.uk

Oil and gas

Internationally recognised qualiﬁcations

industries) is also developing occupational standards and qualifications for those involved in mains laying and service laying. All offshore workers must achieve the minimum industry safety training standards: ● introduction to the hazardous offshore environment ● working safely (including safety observation systems) ● risk assessment ● platform integrity ● permit to work (also called control of work) ● mechanical lifting ● manual handling ● control of substances hazardous to health ● working at height. Completion of this programme is included on the individual’s Vantage Card accreditation and, for this to be maintained, a refresher programme will need to be taken every four years. In exceptional circumstances, an individual who has not undertaken this training may be allowed to work offshore as a ‘green hand’ under the supervision of a mentor. The current Basic Offshore Safety Induction and Emergency Training (BOSIET) course modules are: ● Travel safely by helicopter to an offshore installation

Live and work safely on an offshore installation ● Respond to offshore installation emergencies. Follow‐up training may include: ● Helicopter safety and escape ● Fire‐fighting and self‐rescue ● Emergency first aid. Those with degrees in geology, chemistry, engineering and logistics, and experience in project management, are highly prized. AS‐ levels or equivalent are required to enter as a technician, while GCSEs or equivalent will give people a start at craft level. According to Cogent, there is a 17% under‐supply of people qualified at S/NVQ levels 2 and 3. As occupations that employ people qualified at this level account for 57% of the oil and gas industry, this is a significant shortfall – and one that the industry is aiming to address. There are a large number of S/NVQs to be gained, in subjects including: ● Bulk liquid warehousing ● Chemical, pharmaceutical and petro‐ chemical operations ● Forecourt operations ● Measurement processes (maintenance) ● Measurement processes (proving, prover) ● Nuclear decommissioning ● Offshore deck operations ● Offshore drilling operations ● Process engineering maintenance ●

● ● ●

Processing operations: hydrocarbons Refinery control room operations Refinery field operations.

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

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

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Utilities

Working in Britain’s

utilities What’s involved? Britain’s utilities sector encompasses: ● gas ● power (including electricity, nuclear, green and renewables) ● waste management, and ● water. Much employment is contracted out by the major organisations to a number of smaller companies, which in turn subcontract the work to local firms. It is, therefore, available locally and is not advertised nationally. Increasingly, utilities companies are merging or being acquired so that an organisation supplies more than one utility, or the utility is combined with other operations. Some are foreign‐owned. Research carried out by Energy & Utility Skills (EU Skills), the Sector Skills Council for the gas, power, waste management and

THINK POWER!

The National Skills Academy for Power (the Skills Academy) has launched an initiative, aimed at encouraging more people into the power sector. By challenging perceptions and introducing fresh ideas about the sector, Think Power promotes the careers and benefits on offer. This is an industry that offers job security, variety, career development and largescale, important work. Added to that, there’s a real chance to tackle the future energy challenges that affect us all. To find out more, visit www.thinkpowersector.co.uk

www.questonline.co.uk / July 2015

water industries, indicates that the sector employs more than 560,000 people in more than 60,000 businesses in the UK.

Gas The gas industry is divided into two main subsectors. Gas transmission and distribution covers all activities to do with the journey that gas makes from the point of origin, through the National Transmission System (NTS) pipeline and into local gas distribution networks (GDN). Gas utilisation includes the installation and maintenance of gas‐fired appliances in homes, commercial and industrial premises by gas fitters/installers, called Gas Safe registered engineers. Gas is delivered from the gas producers on to the mainland at reception points, which are sometimes known as beach terminals. The gas is transported at a very high pressure from the terminals to local distribution centres. National Grid’s System Control Centre manages the flow of gas from beach to end consumer. It uses telemetered data from all the operational sites to monitor the system. The National Control Centre operates and balances the high‐pressure NTS, while the Area Control Centre is responsible for the next level down in the gas supply network: it ensures that sufficient supply is available at the right place and the right time to meet

consumer demand. High‐pressure gas is supplied to around 40 power stations and some large industrial companies. The downstream sub‐sector contains many self‐employed people, and very small companies providing installation and maintenance services to industrial, commercial and domestic customers. Engineers also respond to reported gas escapes, fumes gassing, metering faults and reports of no gas. Many gas service engineers progress quickly in the industry and go on to become supervisors and managers, and many individuals remain in the industry for their whole career, although they may move around different employers. All companies and their employees must be registered on the Gas Safe Register, which has replaced the old CORGI Register, to operate legally. Everyone on the Register is required to demonstrate ongoing competence in matters of gas safety, every five years

TRANSLATE YOUR SKILLS Some specific Service skills or trades that are likely to prove useful in the various utilities industries include: • fuel specialists • those trained in fuel technology • water engineers • electrical engineers.

Utilities

Power Power generation, transmission, distribution, metering and supply involve approximately 950 electricity business units functioning across the UK. The vast majority of these businesses are small and medium‐sized enterprises (SMEs), but most of the employees in the industry are employed by the 50 large organisations. The key areas within the electricity industry include generation, transmission, distribution and supply. Electricity is generated in gas, oil, coal‐fired, nuclear or hydro‐electric power stations or wind farms, and an increasing range of renewable energy sources (see the separate section below). There are more than 2,000 generating stations in the UK. Generated electricity flows on to the national transmission system at a high voltage via a network of transmission overhead lines, supported by steel pylons and underground high‐voltage cables. There are more than 340 transmission substations within the system, at 230 locations. The distribution network is made up of overhead lines and underground cables, which bring electricity from the transmission network, via substations, to homes, factories and businesses. The supply area of the industry involves the companies that are responsible for metering the supply of electricity and selling it to the consumer.

Renewable energy In ten years’ time – in the UK alone – we’ll be able to generate only a fraction of the power that we need, so it is essential that we find new ways to create affordable, low‐ carbon power. That’s where so‐called ‘renewables’ come in. The concept of renewable energy covers a wide range of very different types of fuel: solar, wind, tidal, hydro and geothermal. In the UK, wind, hydro and biomass dominate. Wind turbines and wind farms, both onshore and offshore, are the most recognisable form of renewable energy in the UK, and a major contributor to our energy needs, while

SKILLS SHORTAGES Employers are committed to safeguarding the environment for future generations and providing a high standard of service. Taking into account the ageing workforce, infrastructure, expansion plans and the introduction of new technologies, it is now more important than ever for employers to focus on upskilling their workforce to keep Britain running. According to EU Skills, over the next five to ten years, the energy and utilities sector needs to recruit more than 14,000 people to replace those who are retiring or leaving organisations for new opportunities. Demand is high for skilled engineers and technicians, scientists, operatives and customer care staff with flexibility and adaptability across all occupations.

hydro‐electricity remains the most important renewable technology in output terms. Biofuels is a broad term that includes the combustion of biomass and wastes, gas from landfill sites and digestion processes. The co‐firing of biomass with fossil fuels in conventional stations is a major source of renewable energy. With such a diverse range of renewables technologies, it’s not surprising that a wide range of skills are required. Those you will need will also depend on whether you want to work in development, manufacturing and construction, operations, or in specialist work. Technical and engineering skills are obviously in demand by manufacturers and installation/maintenance contractors. And, as the specific technologies develop, they will give rise to demand for other specialist skills – offshore wind, wave and tidal projects will need those able to master marine offshore technology challenges, for example, while the growth of biofuels will create demand for those with professional agricultural, environmental and planning qualifications. And, as the industry evolves, general management skills will be increasingly valued. Renewable energy is destined to become one of the fastest‐growing sectors of the economy over the coming years, needing to attract an array of talented people – maybe as many as 50,000 over the next 15 to 20 years or so. It offers a wide range of rewarding careers – particularly for those who are looking for a career change and want to do something challenging and worthwhile.

Waste management Waste is anything that is no longer wanted or required by someone. The entire population of the UK are waste producers. In addition, waste is produced by industrial, commercial and agricultural organisations. Waste management involves collection, re‐ use, recycling, recovery, treatment and final management. Most companies in this sector operate regionally due to the high cost of transporting waste. We produce and use 20 times more plastic today than we did 50 years ago. Waste is collected in a number of ways, including: ● scheduled domestic and commercial collections ● use of recycling bins and containers ● hiring of skips and vans ● taking it to household waste sites and civic amenities sites. Waste is usually transported by road, although some is transported by rail and via the canal network. Recyclables may be stored prior to processing. Waste management priorities are: ● reduction (reducing the amount of waste) ● reuse

● ● ● ● ●

retention (keeping the waste at source, e.g. home composting) recycling and composting recovery (incineration, waste‐to‐energy plants) landfill with energy recovery landfill (last resort).

Water The water industry includes its catchment, storage, processing, transmission, distribution, metering and supply, as well as the sewerage collection, transmission, treatment and disposal of waste water. The industry has an ongoing programme of construction, operation and maintenance of the water and waste water infrastructure. The daily supply of drinking water is constantly maintained to ensure the water we drink is clean and safe. It is not only the clean water that is important, it is the dirty water too – the industry makes sure that there is a sustainable process for the disposal of waste water. Waste water (sewage) leaves homes and businesses and is carried by pipes (the sewerage system) to sewage treatment works, where harmful substances are removed from the dirty water. Purified water is pumped from the water treatment works, through the water mains, to houses and industries. The water companies take water from rivers, boreholes and springs, and collect it in man‐ made reservoirs. They then treat it and distribute it to homes and businesses via an underground network of pipes. Some of the water companies only supply water, which means that they are responsible for supply, treatment and distribution. Others also supply waste water services, so are responsible for sewerage services, and are involved with international operations, environmental consultancy and the design of new systems and plant. In addition to the main water companies, the industry uses contractors to carry out many activities including maintenance and renewal of the whole of the water supply system. The water industry provides 20,000 million litres of water every day to 58 million people. Many of the jobs in the water industry are highly skilled and are in great demand in an array of engineering, science and technology‐ based industries. Employment opportunities exist to ensure there is continuous supply of clean drinking water to our homes and businesses, and a sustainable network for the disposal of waste water. The water industry needs a vast range of people – from service pipe layers to scientists.

Relevant skills gained in the Services There is little direct relationship between the utilities and the Armed Forces. Nevertheless, many of the skills gained while in uniform are perfectly suited to the roles for which (continued on page 36)

July 2015 / www.questonline.co.uk

Utilities

employers in the energy and utilities industries are recruiting. Generalist skills, such as supervisory management, project management and administration, are wanted, as are all manner of specialists. An increasing number of employers are recognising the benefits that military employees can bring to their organisation. There are a large number of transferable skills learned and demonstrated by high‐calibre ex‐ military employees in their former roles that make them excellent candidates for positions in the sector. Particular skills that employers in the sector are keen to take advantage of are people skills, technical expertise, and high levels of self‐motivation and discipline. There are resettlement training courses available in some disciplines that are useful in the utilities sector. If possible, talk with people who are already working in the area to establish a reasonable starting point based on their skills and experience, and then look for the right courses and training.

Get qualified! There is a high level of skills required in health and safety and engineering work in the energy and utilities industries that can be transferred to other industries. There are a variety of nationally recognised multi‐utility qualifications that allow an individual to be qualified in a number of areas in the industry and minimise duplication of qualifications.

36 www.questonline.co.uk / July 2015

These qualifications allow for easier migration of skilled individuals from business to business, particularly for contracting companies. Energy & Utility Skills Limited has developed a set of National and Scottish vocational qualifications (N/SVQs), full details of which can be found on its website (see ‘Key contacts’). The Science, Engineering and Manufacturing Technologies Alliance (Semta) is the Sector Skills Council for the engineering field. It has a series of NVQs at levels 2 and 3, as well as additional qualifications in other disciplines. For electrical engineering, the basic requirement is now the 17th Edition Wiring Regulations, which show that the individual knows the necessary regulations and how to use them. An exam can be taken at the end of a one‐week course, which leads to the award of the level 3 City & Guilds 2381 qualification (good electrical knowledge is required). Anyone working on gas appliances or fittings as a business must be competent and registered with the Gas Safe Register. Those with experience in the gas industry or related fields may be able to follow the Nationally Accredited Certification Scheme (ACS) route to registration. This will allow them to gain certificates of competence that are accepted by the Gas Safe Register. People with no industry experience may need to follow a

more formal qualification: Scottish/National Vocational Qualification (S/NVQ) in Gas Installation and Maintenance at level 2 or 3. Anyone formerly registered with CORGI, whose qualifications are more than five years old, is not currently able to register with the Gas Safe Register. They will need to retrain in the areas of gas work they intend to carry out, before registration. With thanks to EU Skills for their help in the preparation of this article. For job opportunities see page 66

KEY CONTACTS Energy & Utility Skills Limited, Tel: 0845 077 9922 Website: www.euskills.co.uk Twitter: @EUSkills Gas Safe Register, Tel: 0800 408 5577 Website: https://engineers.gassaferegister.co.uk Twitter: @GasSafeRegister Science, Engineering and Manufacturing Technologies Alliance (Semta), Tel: 0845 643 9001 email: customerservices@semta.org.uk Website: www.semta.org.uk Twitter: @SemtaSkills National Skills Academy for Power: www.power.nsacademy.co.uk Think Power: www.thinkpowersector.co.uk

Housing

First-time house buying Some general advice for Service leavers … What’s involved? uying a house for the first time can be a bewildering process. If you’ve never done it before – and, indeed, if you have never had to cope with finding any kind of housing in the private (civilian) sector – the best approach is to compile a ‘to do’ list in the order in which things need to be done, and people/banks/organisations/advisers need to be approached. This step‐by‐step guide contains some suggestions; advice is also available from the Joint Service Housing Advice Office (JSHAO), a tri‐service organisation (part of the MoD) providing civilian housing information to Service personnel, their dependants and those in the transitional period of leaving the Armed Forces.

Step 1: Start researching an area Think about where you want to buy your house. Does the area have all the amenities you need in terms of schools, public transport, ability to travel easily to work, shopping, proximity to friends and family? Using a website such as rightmove or Zoopla, you can begin to build up a picture of the availability and cost of property in any given area.

Step 2: Know your financial situation Buying a house isn’t just about being able to make the mortgage repayments. The actual process of buying can be quite expensive. So be very sure about: how much money you’ve already got; finding a stable income on leaving the Forces; how much you can access from a mortgage company; and what your buying and moving expenses are likely to be

BREAKING DOWN THE COSTS As a guide, these are the common financial outgoings for a house purchase: • an up-front deposit (often 10%+ of purchase price) • mortgage arrangement fee • survey fee • solicitor’s fees • stamp duty • search fees • removal/storage costs • occasionally, one-off fees to service providers to the property to install or update, for example, wi-fi or phone lines • building and home contents insurance • monthly mortgage. You should also be aware of Council Tax costs on your property and water rates in your area.

(see below). If you are concerned, take financial advice – but make sure the advice is independent.

Step 3: Put your mortgage in place Having found a property, or even beforehand, you will need to sort out your mortgage. Check all your options (perhaps with an IFA). You may encounter: ● repayment mortgages (you pay back what you owe, with interest, over an agreed period of time) ● interest‐only/endowment mortgages (you pay interest on the loan to the lender and simultaneously into an investment/savings plan, which theoretically grows enough to clear the balance of debt at the end of your mortgage period). Mortgages are available through building societies, banks, specialist mortgage companies, insurance companies and even building companies. You can approach these direct or use a broker who can act as an agent.

Step 4: Your new house A house is often the most expensive thing we buy. Before you commit legally (the point of exchanging a contract with the seller), make sure you are absolutely happy with all aspects. Most important is knowing you have a structurally sound building, which you can ascertain through a detailed survey – another cost factor to add to your list.

Step 5: Know the legal procedure You will need to engage the services of a solicitor. Personal recommendations are a good starting point. Failing that, use a small independent firm that deals specifically with house buying/selling. Your solicitor will liaise directly with the seller’s solicitor and will obtain detailed information regarding searches in the local area. Your solicitor will also deal with the exchange of money from mortgage lender to seller (including your deposit on the property), and with HM Treasury regarding stamp duty – a compulsory tax based on the purchase price of your property.

How the JSHAO can help The remit of the JSHAO is to work with Service personnel during their Armed Forces career right up to the point of discharge (and occasionally beyond for those still occupying service accommodation beyond their last day of service). As James Turner, Officer in Charge, explains, ‘Our aim is to help not only

those who are about to leave the Services, but also those who are thinking about housing early on in their career. Anyone is welcome to ring us: the Service person themselves, a spouse, a dependant; it could also be the Chain of Command seeking advice on behalf of an individual within their unit.’ Additionally, the JSHAO delivers the ‘Housing, the Options’ programme and ‘Housing Solutions’ briefings, both with slightly different remits. As James explains, ‘There are about 60 Options briefings a year, in the UK and overseas. These are mainly aimed at those Service personnel in their last two years of service, but are open to those even just considering their civilian housing options prior to resettlement. On request, we also run Housing Solutions briefings across the UK at unit level for those considering their civilian housing options while they are still in the Forces.’ These briefings include expert advice from independent financial advisers (on how to get mortgages), solicitors (how to proceed on a house purchase) and government appointment agents to talk about Affordable Housing schemes that are available to Service personnel in the UK. To find out more about JSHAO, visit www.gov.uk/government/collections/joint‐ service‐housing‐advice‐office‐jshao

Finally … Buying a house is a big financial and emotional investment. The anxiety can be minimised by finding out as much as you can in advance by using professional advice sources such as the JSHAO, which is geared specifically to Service personnel needs. So keep doing your homework, keep building information and knowledge, and you’ll be ready to get moving! Full details of all Civilian Housing Option Briefs can be found in our ‘Courses and events’ section on page 62, listed under the subhead ‘Housing’ by location and date.

KEY CONTACTS Joint Service Housing Advice Office (JSHAO), Tel: 01252 787574 email: aws-jshao-mailbox@mod.uk. The JSHAO section of the MoD’s ‘Housing for Service personnel and families’ page at www.gov.uk/housing-for-service-personnel-andfamilies contains useful information, plus links to a number of key documents relating to civilian housing options Financial Services Authority: www.fsa.gov.uk Army Families Federation: www.aff.org.uk

July 2015 / www.questonline.co.uk

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

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.

www.questonline.co.uk / July 2015

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 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

Close protection

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 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

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

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 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. Notwithstanding the contracts that require operators to carry firearms, overseas contracts in the more high‐risk countries generally require the operator to have local knowledge and the ability to operate on their own. It is possible for someone without this background to progress to this level, but they will need to establish their reputation as part of a team in the UK, often on a more mundane contract, but where they can prove their skills, reliability and professionalism. It is generally during such contracts that the opportunity to network can lead to more interesting tasks.

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.home office.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

July 2015 / www.questonline.co.uk

Close protection

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 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

40 www.questonline.co.uk / July 2015

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.

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Construction

Construction What’s involved? onstruction is the UK’s biggest industry, with five regions in particular predicted to outperform the UK average in construction output in the run‐up to 2016: the east of England, Greater London, the south‐east, the south‐west and Northern Ireland. Private housing, and the industrial and commercial sectors, are expected to continue to be the main drivers for the industry over the coming five years. However, the workforce risks a serious skills shortfall due to its ageing nature. A major concern is the lack of young entrants into an ageing workforce, with numbers of older workers (aged 60 and over) in the

SKILLS SHORTAGES

Although the highest skills requirement is currently for workers with wood trade skills, there is also demand for managers, clerical staff, architects, engineers, and other design and technical professionals. A major concern is the lack of younger entrants into an ageing workforce. According to Training and Skills in the Construction Sector, a report commissioned by CITB, an average of 50,000 construction workers will be required a year over the next few years, allowing for replacement as well as new jobs, in line with workforce turnover. As outlined at the start of this feature, construction growth is expected to shift from the north to the south and east.

www.questonline.co.uk / July 2015

industry having doubled in recent years, while the number of those aged 24 and under has fallen. While the increasing age profile is most pronounced in the manual workforce, professional trades such as architecture, mechanical and civil engineering could also lose a fifth of their manpower to retirement in the next ten years, so the need for new, younger blood is pressing. (See the ‘Skills shortages’ box for more information.)

Who are the employers? Most employees in this sector, for both contractors and professionals, work within medium‐sized companies (those with 10– 250 employees). However, most companies in both categories are small, with the vast majority employing fewer than ten people. Furthermore, many of those working within the sector are self‐employed, representing over one‐third of the available labour in the contracting sector.

Construction skills gained in the Services Apart from a handful of people employed in units to carry out minor carpentry and repair jobs, and Army pioneers who have basic building skills, all three Services rely on the Royal Engineers for construction, including airfield and port repair and maintenance. Some officers may have a first degree in an engineering discipline, on‐the‐job

training and experience, postgraduate qualifications and/or membership of a civilian institution. Their experience of managing engineering projects may be particularly attractive to any future employer. Non‐commissioned ranks will have completed anything from NVQs at level 2 in basic training and level 3 after higher training, to an apprenticeship. Trades vary from surveyor to plant operator, and from draughtsman to bricklayer.

Professional and management careers Those employed at this level will usually be qualified as one of the following: ● architect ● architectural technologist ● building control surveyor ● building engineer ● building services engineer ● building surveyor ● civil engineer ● construction manager ● facilities manager ● general practice surveyor ● geomatics surveyor ● geospatial modeller ● geotechnical engineer ● hydrographic surveyor ● landscape architect ● land surveyor ● project manager

Construction

● ● ●

quantity surveyor structural engineer town planner. ●

Get qualified! Entry to the industry at this level requires academic qualifications. These could include the following: ● national certificate (NC), national diploma (ND), Scottish vocational qualification level 3 – college qualifications in construction‐related

THE CONSTRUCTION PLANT COMPETENCE SCHEME (CPCS) Plant is a varied part of the construction industry – there are more than 66 different categories of plant in use. Construction plant operators work with the diverse machinery and equipment that is used on building sites, roadworks, railways and in forestry. The CPCS provides a single skills card for the plant sector of the construction industry; it covers many categories, including some very specialised equipment. Most contractors will insist that plant operators are in possession of an up-to-date CPCS card before they allow them to work on site; it is the largest and most recognised card scheme for the construction plant industry. A valid card is proof of the operator’s skills and shows that they have passed the relevant health and safety tests. After close communication with the industry, the scheme was updated to make it easier for plant employers to get their staff accredited in a more flexible way, without losing any of the quality that has always been associated with the CPCS. Accepted on all major construction sites, possession of the CPCS card is an excellent way to make sure that plant operators are qualified to work on any project. For further information, guidance notes or to search for test centres, visit www.citb.co.uk/cardstesting/construction-plant-competence-schemecpcs

●

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

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

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

To start training and/or do a college course requires four GCSEs, or equivalent, at grade C or above, with maths, English and the sciences being the preferred subjects. However, some people start training with A‐ levels and others qualify through craft skills (see below), often attending an FE college to gain, say, national qualifications. Still others enter with NCs/NDs or vocational qualifications.

Craft careers Craftsmen and women are the people who actually make things. Some major jobs for which they are trained include: ● demolition – demolition operative – scaffolder – steel erector – steeplejack ● interiors – ceiling fixer – dry liner – floor layer – glazier – painter and decorator – partitioner – plasterer – plumber – renderer – wall and floor tiler (continued on page 46)

43 July 2015 / www.questonline.co.uk

Construction

plant – plant hire controller – plant mechanic – plant operator (see the accompanying box on the CPCS) – plant sales person ● roofing – built‐up felt roofer – lead sheeter – liquid waterproofing systems operative – mastic asphalter – roof sheeter and cladder – roof slater and tiler – single ply roofer ● trowel – bricklayer – construction operative – stonemason ● wood – bench joiner – carpenter and joiner – formworker – shop fitter – wood machinist. Many of these trades are learned on the job, but the construction industry has training schemes that combine working and education to produce qualifications. For example, a plasterer might start by learning the basics of plastering walls, but go on to become an expert in ornate ceiling and wall decoration in expensive houses. Other ●

46 www.questonline.co.uk / July 2015

people might build a portfolio in a number of skills to qualify them for supervisory and then general management. Another example of current certification is the Construction Plant Competence Scheme (CPCS) – a card scheme introduced to prove the skills of plant operators (see box). Building services covers the essential services that allow buildings to operate, while the heritage sector has a long history of building traditional‐style structures and needs a wide range of craft skills that have to be kept alive for the future.

Training options Many of the trades discussed above are learned on the job, but the construction industry also has training schemes that combine working and education to produce qualifications that the individual can build up over time to develop expertise in a particular area. While one person might start by learning the basics of a trade, and go on to become an expert in a particular part of it, another might build a portfolio in a number of skills to qualify them for supervisory and then general management. CITB’s National Construction College is a network of colleges training and assessing construction skills throughout the UK. It is increasingly becoming necessary to hold registration or certification of competence and/or training in particular aspects of

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

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

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Contact our resettlement team today.

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48 www.questonline.co.uk / July 2015

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FACTFILE

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

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

l l l

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

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

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

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

Individual decides:

Other sources of information include:

l l l

l l l l

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

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

l l l l

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

Local colleges or training providers

Distance/open learning

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

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

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

In-Service

eLearning – The Defence Learning Portal (DLP)

Distance Learning

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

Also open to MoD Civilian Personnel

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

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

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

www.questonline.co.uk / July 2015

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

Key:

College Courses

Personal Development Record (PDR)

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

Service personnel

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Enhanced Learning Credits

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

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

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

University Short Courses

Standard Learning Credits

Sources of Advice and Finance

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

Further/Higher Education (FE/HE) Access

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

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

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

Resettlement Grant (RG)

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

Armed Forces Compensation Scheme

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

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

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

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

Armed Forces Champions

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

Key: 52

www.questonline.co.uk / July 2015

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

Individual Resettlement Training Cost (IRTC)

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

Service personnel

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

Resettlement Services

A Service Leaver’s route map

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

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

Employment Support Programme

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

No Served over 6 years?

• Yes

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

• Prepares PRP with Consultant • Receives regional employment advice

Prepare Personal Resettlement Plan (PRP) with Career Consultant

Develops, reviews and actions PRP:

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

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

Receives advice on or notiﬁcation of matched job opportunities

Consultant supports and monitors progress

Makes job applications

Secures employment

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

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

•

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

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

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

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

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

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

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

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

Years’ Service

Normal Discharge

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

CTP No No ESP FRP FRP FRP FRP

Medical Discharge(2)

GRT(1) 0 0 0 20 25 30 35

IRTC No No No Yes Yes Yes Yes

CTP FRP FRP FRP FRP FRP FRP FRP

GRT(1) 10 30 30 30 30 30 35

IRTC Yes Yes Yes Yes Yes Yes Yes

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

Transition services and entitlements Outﬂow

<4 Years’ service or administratively discharged

• • • •

Employment Support Programme >4<6 Years’ Service

• • • • •

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

•

• •

• • • •

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

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

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

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

Duty Allowances for Resettlement Activities

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

www.questonline.co.uk / July 2015

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

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

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Resettlement Training Training provided by the CTP

Overseas Resettlement Training

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

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

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

•

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

•

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

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

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

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

Employment Services & RightJob Employment support is provided by the RFEA, OA and OA Scotland Employment Consultants who are based across the UK. They are part of the CTP and their role is to provide job finding advice and support on a demand-led basis to CTP-registered Service leavers. They actively seek and develop suitable employment opportunities and can also provide one-to-one career advice and support. RightJob Is the CTP’s online job finding service where registered Service Leavers can search and apply for any of the thousands of live vacancies on the jobs database. The site is accessed via the CTP website and the login required is normally issued during CTWs. Call the Central Employment Team for more information, on Tel: 0121 236 0058.

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

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

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

FOR RIGHTJOB ASSISTANCE…

The Regular Forces Employment Association (RFEA) Ltd The RFEA provides job finding support through a network of 24 employment consultants throughout the UK. It also provides lifelong access to job finding information, advice, guidance and support to people who are or were eligible for MOD resettlement through the CTP. In addition, under its charitable status this support is extended to all ex-Service people who have served for more than seven days, irrespective of eligibility, on a case-by-case basis, subject to certain criteria and at RFEA discretion. Tel: 0845 873 7166 Email: AdminRFEA@ctp.org.uk Website: www.rfea.org.uk

Service Leaver Support Teams (SLSTs)

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

www.questonline.co.uk / July 2015

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

Future Horizons The Future Horizons Programme understands that leaving the Armed Forces is a key point in the lives of all Service leavers, and believes that everyone who has served, even for a short period of time, is entitled to support in transitioning from the military into civilian life. The programme will provide support and assistance to enable you to find suitable employment upon leaving the Armed Forces. Through its network of partners, it will link you in to the most appropriate level of support you need to help with the transition. The Future Horizons Programme has been developed in response to the recognition and commitment from the MoD to improve resettlement provision to Early Service Leavers (ESLs). It is open to ESLs across all Services, regardless of how long you have served or the reasons you have for leaving. The programme has been designed and is delivered by the RFEA, The Forces Employment Charity. To discuss any aspect of the Future Horizons Programme, please call Darren Bickerstaffe, Programme Manager, on ( 07428 705 770 or meet with a FHP assessor at the following locations: • ITC Catterick, Hook Company: ( 01748 831274 • ATC Pirbright, Sword Company: ( 01483 475526 • RRC Plymouth: ( 01752 553143 Follow Future Horizons on Facebook, and receive the latest news and updates from the programme.

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

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

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

Define the product • • • • • • • • •

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

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

Research the market • • • • • •

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

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

Understand the world of work • • • • • •

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

• • • • •

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

• • • •

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

• • • • • •

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

Identify your interests and skills

Proactive networking

Networking advice

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

Sell yourself on a face-to-face basis

• • • • • • • • • • •

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

www.questonline.co.uk / July 2015

‘Like’ the Career Transition Partnership page Follow @CTPinfo

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

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t:0191 250 1250 www.ccstrainingengland.com

Courses and events

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

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

RRC Aldergrove rrcaldergrove@ctp.org.uk START DATE

END DATE

CTW Mixed Class 10 August 2015 21 September 2015 19 October 2015

12 August 2015 23 September 2015 21 October 2015

CV Development Workshop 27 August 2015 30 September 2015

27 August 2015 30 September 2015

Housing 27 October 2015

27 October 2015

CTW Junior Ranks

FAR All Ranks

04 August 2015 18 August 2015 01 September 2015 14 September 2015 28 September 2015 05 October 2015 19 October 2015

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

CTW Mixed Class 11 August 2015 13 August 2015 (Course location Brize Norton) 15 September 2015 17 September 2015 (Course location Brize Norton) 13 October 2015 15 October 2015 (Course location Brize Norton)

CTW Officer 22 September 2015

RRC Aldershot rrcaldershot@ctp.org.uk START DATE

END DATE

Business Start Up 17 September 2015 05 October 2015

18 September 2015 06 October 2015

06 August 2015 20 August 2015 03 September 2015 16 September 2015 30 September 2015 07 October 2015 21 October 2015

24 September 2015

Housing 01 September 2015

25 August 2015 22 September 2015 20 October 2015

New Horizons in Retirement 07 September 2015

07 September 2015

RRC Catterick rrccatterick@ctp.org.uk

CTW SNCO 24 August 2015 08 September 2015 29 September 2015

26 August 2015 10 September 2015 01 October 2015

Employment Support Programme Wksp 10 August 2015 08 October 2015

10 August 2015 08 October 2015

START DATE

END DATE

Business Start Up 21 September 2015

22 September 2015

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

24 September 2015 30 September 2015 07 October 2015 15 October 2015 21 October 2015 29 October 2015

CTW Mixed Class 04 August 2015 06 August 2015 (Course location York) 04 August 2015 06 August 2015 22 September 2015 24 September 2015 22 September 2015 24 September 2015 (Course location Preston)

CTW Officer 15 September 2015

20 August 2015

CTW SNCO 14 September 2015 06 October 2015 20 October 2015

16 September 2015 08 October 2015 22 October 2015

Employment Support Programme Wksp

Courses available include: l Aviation Management Studies

17 August 2015 21 September 2015 19 October 2015

l Aviation Security

FAR All Ranks 01 September 2015

l Ground Operations Management

17 August 2015 21 September 2015 19 October 2015

rrcnortholt@ctp.org.uk

l Cargo Introductory Course

START DATE

END DATE

Business Start Up 27 October 2015

28 October 2015

CTW Mixed Class 07 September 2015 21 September 2015 05 October 2015 19 October 2015 APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

PROVIDER NUMBER

5848

62 www.questonline.co.uk / July 2015

24 September 2015

RRC Cottesmore rrccottesmore@ctp.org.uk START DATE

END DATE

Business Start Up 24 September 2015 29 October 2015

25 September 2015 30 October 2015

CTW Junior Ranks 04 August 2015 08 September 2015 22 September 2015 29 September 2015 06 October 2015 13 October 2015 20 October 2015 27 October 2015

06 August 2015 10 September 2015 24 September 2015 01 October 2015 08 October 2015 15 October 2015 22 October 2015 29 October 2015

CTW Mixed Class 03 August 2015 10 August 2015 01 September 2015 02 September 2015 07 September 2015 21 September 2015 19 October 2015

05 August 2015 12 August 2015 03 September 2015 04 September 2015 09 September 2015 23 September 2015 21 October 2015

CTW Officer 07 September 2015 05 October 2015

09 September 2015 07 October 2015

11 August 2015 14 September 2015 28 September 2015 12 October 2015

13 August 2015 16 September 2015 30 September 2015 14 October 2015

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

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

FAR Other Ranks 01 September 2015

RRC Colchester

l Airport Operations

15 September 2015 13 October 2015

CTW SNCO 17 September 2015

CTW Officer/SNCO 18 August 2015

14 September 2015 12 October 2015

Interview Techniques 01 September 2015

Interview Techniques 25 August 2015 22 September 2015 20 October 2015

Employment Support Programme Wksp

09 September 2015 23 September 2015 07 October 2015 21 October 2015

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

Insight to Management Consultancy 10 September 2015

10 September 2015

Interview Techniques 21 September 2015

21 September 2015

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

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

SPWEE (Safety Precautions when using Electrical Equipment)

Small Plant / Small Tools

Electrical Principles

Manual Handling

First Aid (Highfield Cerrtified)

Basic Diagram Reading

EISS (Electrical Installation Signalling Systems)

BS1 (Basic Signalling 1)

63 July 2015 / www.questonline.co.uk

Courses and events

RRC Herford rrcherford@ctp.org.uk START DATE

END DATE

Housing

CTW SNCO

20 October 2015

Insight to Management Consultancy 05 October 2015

05 October 2015

CTW Junior Ranks

Interview Techniques

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

11 September 2015

CTW Officer/SNCO

Networking

28 September 2015 28 September 2015 (Course location Sennelager) 22 October 2015 22 October 2015 (Course location Sennelager)

German CV Writing 16 September 2015 17 September 2015 (Course location Germany)

Central London resettlementinfo@ctp.org.uk START DATE

END DATE

CTW Senior Officer 11 August 2015 08 September 2015 13 October 2015

13 August 2015 10 September 2015 15 October 2015

FAR Senior Officers 24 September 2015

24 September 2015

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

04 September 2015 02 October 2015

10 August 2015 26 October 2015

New Horizons in Retirement 12 October 2015

12 October 2015

RRC Plymouth rrcplymouth@ctp.org.uk START DATE

CTW Mixed Class 17 August 2015 24 August 2015 01 September 2015 08 September 2015 14 September 2015 05 October 2015 26 October 2015

19 August 2015 26 August 2015 03 September 2015 10 September 2015 16 September 2015 07 October 2015 28 October 2015

CTW Officer/SNCO 03 August 2015 07 September 2015 21 September 2015 12 October 2015

05 August 2015 09 September 2015 23 September 2015 14 October 2015

Employment Support Programme Wksp 17 September 2015

rrcnortholt@ctp.org.uk START DATE

17 September 2015

Housing 09 September 2015

18 September 2015

RRC Portsmouth

CTW Mixed Class 18 August 2015 08 September 2015 22 September 2015 06 October 2015 13 October 2015

20 August 2015 10 September 2015 24 September 2015 08 October 2015 15 October 2015

CTW Officer 04 August 2015 01 September 2015 14 September 2015 20 October 2015

06 August 2015 03 September 2015 16 September 2015 22 October 2015

Employment Support Programme Wksp 07 September 2015

07 September 2015

FAR All Ranks 23 September 2015

09 September 2015

Interview Techniques 15 October 2015

23 September 2015

15 October 2015

rrcportsmouth@ctp.org.uk START DATE

END DATE

Business Start Up 30 September 2015

01 October 2015

CTW Junior Ranks 10 August 2015 12 October 2015

12 August 2015 14 October 2015

CTW Mixed Class 03 August 2015 01 September 2015 28 September 2015 19 October 2015

05 August 2015 03 September 2015 30 September 2015 21 October 2015

CTW Officer 21 September 2015 26 October 2015

26 August 2015 09 September 2015 23 September 2015 14 October 2015

CTW Mixed Class 10 August 2015 17 August 2015 28 September 2015 28 September 2015 19 October 2015

12 August 2015 19 August 2015 30 September 2015 30 September 2015 21 October 2015

CTW Officer/SNCO 01 September 2015

03 September 2015

CTW SNCO 03 August 2015 14 September 2015 05 October 2015 26 October 2015

05 August 2015 16 September 2015 07 October 2015 28 October 2015

Employment Support Programme Wksp 10 September 2015

11 September 2015

23 September 2015 28 October 2015

06 August 2015 27 August 2015 10 September 2015 24 September 2015 08 October 2015 22 October 2015

13 August 2015 27 August 2015 03 September 2015 17 September 2015 23 September 2015 01 October 2015 01 October 2015 15 October 2015 22 October 2015 29 October 2015

06 August 2015 27 August 2015 10 September 2015 24 September 2015 08 October 2015 22 October 2015

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

FAR Other Ranks 02 September 2015 02 September 2015 (Course location 1 RHA Lecture Theatre)

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

Insight to Management Consultancy 20 August 2015 17 September 2015 15 October 2015

20 August 2015 17 September 2015 15 October 2015

Interview Techniques

FAR All Ranks 16 September 2015 16 September 2015 (Course location Kinloss) 17 September 2015 17 September 2015

24 August 2015 28 September 2015 26 October 2015

Housing

Networking

08 September 2015

END DATE

Business Start Up 17 September 2015

08 September 2015

Employment Support Programme Wksp

Business Start Up

24 August 2015 07 September 2015 21 September 2015 12 October 2015

12 August 2015 30 September 2015 21 October 2015

CTW SNCO

25 September 2015

RRC Rosyth

24 September 2015

20 August 2015 10 September 2015 24 September 2015 08 October 2015 21 October 2015

END DATE

22 September 2015

rrcrosyth@ctp.org.uk START DATE

18 August 2015 08 September 2015 22 September 2015 06 October 2015 19 October 2015 11 August 2015 25 August 2015 01 September 2015 15 September 2015 21 September 2015 29 September 2015 29 September 2015 13 October 2015 20 October 2015 27 October 2015

Housing

02 September 2015

CTW Junior Ranks 10 August 2015 28 September 2015 19 October 2015

15 October 2015

CTW Junior Ranks

FAR All Ranks

RRC Northolt

15 October 2015

END DATE

Business Start Up 01 September 2015

19 August 2015 16 September 2015 07 October 2015

Employment Support Programme Wksp

22 September 2015

10 August 2015 26 October 2015

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

Employment Support Programme Wksp

11 September 2015

CTW Officer

17 August 2015 14 September 2015 05 October 2015

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

RRC Tidworth

25 August 2015 29 September 2015 27 October 2015

24 August 2015 28 September 2015 26 October 2015 25 August 2015 29 September 2015 27 October 2015

New Horizons in Retirement 24 September 2015

24 September 2015

rrctidworth@ctp.org.uk START DATE

END DATE

Business Start Up 04 August 2015 25 August 2015 07 September 2015 22 September 2015 12 October 2015 27 October 2015

05 August 2015 26 August 2015 08 September 2015 23 September 2015 13 October 2015 28 October 2015

CTW Junior Ranks 10 August 2015 17 August 2015 01 September 2015 07 September 2015 14 September 2015 28 September 2015 05 October 2015 12 October 2015 26 October 2015

12 August 2015 19 August 2015 03 September 2015 09 September 2015 16 September 2015 30 September 2015 07 October 2015 14 October 2015 28 October 2015

Visit www.ctp.org.uk for further details

Employment fairs 64

Event East of England North-west/West Midlands www.questonline.co.uk / July 2015

Date 16 July 10 September

Venue Newmarket Racecourse Manchester Central Convention Complex

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

.................................................

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

Engineers Required APPROVED BY MoD IN SUPPORT OF THE ELC SCHEME

E LC

Defence Equipment & Support (DE&S) is seeking experienced engineers with W XheWZ XWi[ e\ ia_bbi" ademb[Z][ WdZ [nf[h_[dY[ je Óbb W dkcX[h e\ W[heifWY[ engineering posts within the Defence Equipment & Support Air Domain:

PROVIDER NUMBER

3015

Specialist training & qualification in Coaching & Mentoring and Neuro Linguistic Programming (NLP) Coaching & mentoring have been buzzwords for some time now and are proven to have benefits related to improved performance, enhanced learning & getting the best out of people. Neuro Linguistic Programming (NLP) has been variously described as the “new technology of achievement”. As a common-sense system of everyday psychology it has enhanced millions of lives by showing people how to monitor and adapt their thinking, cultivate more useful inner beliefs, and develop the skills and strategies to more easily achieve their outcomes. Combined, the many benefits of coaching, mentoring & NLP are now wellrecognised in the contexts of training, management and leadership, whilst specialist training & qualification offers a powerful framework for personal, professional & organisational development. Performance People are a niche consulting company: passionate about people & dedicated to people performance. As specialists in the areas of performance, learning, communication & change, we offer a powerful range of solutions & services with which to unlock people potential & maximise people performance. As ex-Service people ourselves, who are engaged as Subject Matter Experts (SMEs) on a number of Defence contracts, we have a true understanding of the military mindset, a great respect for the military ethos, and a real passion for helping military people get the very best from themselves. As an approved Enhanced Learning Credits (ELC) Scheme provider our comprehensive range of coaching, mentoring & NLP qualifications & certifications, includes: • ILM L5 Certificate / Diploma Coaching & Mentoring • ILM L7 Certificate / Diploma Executive Coaching & Mentoring • NLP Practitioner (ABNLP) & NLP Practitioner Coach (ANLP) • NLP Master Practitioner (ABNLP) & NLP Master Practitioner Coach (ANLP) Any person, team or organisation interested in developing themselves or other people with coaching, mentoring or NLP is invited to contact Mark Woodhouse on 07976-821333 or email their enquiry to mark@performancepeople.org. We look forward to speaking soon and any opportunity of helping with your performance, learning & development.

The Air Domain is looking for Aerospace Engineers including the following if[Y_ÓY ia_bbi Wh[Wi0 • • • • •

Mechanical Engineers Electrical Engineers Avionic Engineers Safety Engineers Software Engineers

H[ifedi_X_b_j_[i0 J^[ 7_h :ecW_d h[gk_h[i [d]_d[[hi je Óbb W hWd][ e\ j[Y^d_YWb posts within Defence Equipment & Support. Post holders will be a member of a team supporting equipment or sub-systems. You will act as an intelligent customer – Eyes on as opposed to hands on. Salary: Relocation Allowance:

£30,008 - £42,991 + package (Grades C1 & C2) Up to £8,000

Multiple locations: Bristol-Abbey Wood, RAF Linton-on-Ouse, RAF Marham, RAF Waddington, Cambridge, RAF Northolt, Yeovil, RAF Coningsby and RAF Brize Norton Applicants must have an understanding of complex technical air systems and be able to develop and maintain engineering relationships in a demanding procurement marketplace. They must also have the ability to understand and comply with the legal and regulatory framework within which DE&S operates, as well as the associated equipment Safety and Quality Management Systems. GkWb_ÓYWj_edi WdZ [nf[h_[dY[ h[b[lWdj je j^[ W[heifWY[ i[Yjeh mekbZ Wbie X[ Wd advantage. For full detail of how to apply and a copy of the full Job description apply NOW: http://hyphen.avature.net/jobBoard/JobDetail/Bristol-Gloucestershire-Lintonon-Ouse-Cambridge-Marham-Waddington-Northolt-Yeovil-United-Kingdom-AirEngineers/2942 Or e-mail Niamh_Cork@hyphen.com with your current CV

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Push Notiﬁcations sent to registered users, whenever a relevant role or training course goes live on the site. Search for jobs and training courses by key words, location and company name. Apply for jobs directly from your mobile/tablet. 65 July 2015 / www.questonline.co.uk

When responding to advertisements please mention Quest

Do you have motor vehicle experience? If you are reading this, you are probably looking for new career opportunities and training. At Skillnet, we know that if you have trained and worked in the Armed Forces, you will be:

Experienced in working under pressure Experienced in working to tight deadlines Used to getting things right ďŹ rst time Organised and used to working in a structured way If, in addition, you have technical and engineering skills relating to motor vehicles you will become an ideal candidate for the clients we have in the Automotive and Transport & Logistics industries. For nearly twenty years Skillnet have been working with clients who invest in training and developing their workforces. We have a built a full nationwide network of contacts and know from experience that there are skills shortages in many areas of these industries. By matching your skills, experience and interests to the employers we work with, we know we can ďŹ nd the ideal opportunity for you to set you on your new career path. If you are interested in ďŹ nding out more or would like to hear about the exciting positions we are currently working on, please call a member of the Skillnet Personnel team.

01923 216175 or e-mail us at skillnetpersonnel@skillnet.org.uk

66 www.questonline.co.uk / July 2015