Quest November 2015 by Bulldog Publishing

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

The resettlement magazine

IN THIS ISSUE CARE WORK CAREERS AT SEA (INCLUDING MARITIME SECURITY) CLOSE PROTECTION HEALTH AND SAFETY OIL AND GAS RAIL SMART METER INSTALLATION

We will remember

INCLUDING: QUEST RESETTLEMENT GUIDE 2016 The only monthly resettlement magazine distributed to all MoD Units by BFPO under contract

November 2015 ISSUE 201

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Quest IT’S NOVEMBER – the month traditionally associated with remembering: either ‘gunpowder, treason and plot’ on the 5th or – much more importantly – on Remembrance Day, our fallen comrades. With the theme of remembering in mind, Sarah Davies – ex-Army herself, and now director of her own coaching and mentoring company – urges you, as you embark on your new civilian life and career, to remember that the skills and attributes you have gained in uniform can help you reap great benefits in your future professional and personal life – as long as you are prepared to complement them with flexibility and preparation. Read her inspirational feature on page 20. Elsewhere in this issue there’s the usual mix of practical guidance on a range of career sectors, focusing this time on close protection, health and safety, the burgeoning oil and gas and rail industries, careers at sea (including maritime security) as well as the relatively new field of smart meter installation. For those thinking of healthcare as an option, we also have a concise ‘career briefing’ on routes into care work. Once you have the practicalities under your belt, remember the value and importance of your transferable skills. And know how best to use them so that your new career takes off like a rocket. No damp squibs allowed!

6PAGE 40

CLOSE PROTECTION

6PAGE 18

SMART METER INSTALLATION

6PAGE 25

CAREER BRIEFING: CARE WORK

6PAGE 22 RAIL

6PAGE 36

CAREERS AT SEA

6PAGE 26

HEALTH AND SAFETY

6PAGE 46 OIL AND GAS

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

REGULARS 06 Resettlement round-up News, training course info and first-hand reports to support your transition 20 Resettlement matters: How to win in the workplace 50 Factﬁle – your guide to a better future Complicated rules and regulations, compressed and explained 62 Career Transition Partnership courses and events 65 Job opportunities

Quest is the number one magazine for education, retraining and job opportunities for all people in the Armed Forces, MoD civil servants and their families throughout the world. We are dedicated to achieving and maintaining excellence in these ﬁelds, and are determined to bring to you, our readers, the latest and the best information in these areas. You can help us by reading this magazine yourself, passing it to anyone you know who might want to use it, and by sending us your feedback about how we could serve you better.

November 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

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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 verse factor underpinning Obelisk’ 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 W ANT 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 MoD picks up two out of three prestigious awards Corporate Risk Systems (CRS) is pleased to announce that two Service Leavers have won two out of three of its annual awards … RS likes to recognise all the hard work its delegates put in to trying to pass their health and safety training courses, and presents annual awards for the delegate who has achieved the highest marks in both written and practical, and who has shown the most determination against all the odds. On 21 October, Ros Stacey, UK Sales Director for CRS, presented Khem Basel from the British Armed Forces with the NEBOSH National General Candidate of the Year 2015 Award. The award was presented to Khem as he had achieved the highest marks for the NEBOSH National General Certificate Course, which he studied for in 2014. Khem beat more than 500 other delegates who had attended the same course with CRS at one of its ten training venues across the UK. When Khem was told he had won the award he said: ‘I can’t believe it, I just wanted to pass the course!’ A special presentation was held at Sahara Force India F1 HQ, Silverstone, to present the award to Khem, at which delegates also found out about the follow‐on course – the NVQ level 5 Diploma in Occupational Health & Safety – considered the best route to CMIOSH, one of the highest‐level health and safety qualifications. Sahara Force India F1 put on a special lunch for all attendees and the event concluded with a ‘behind the scenes’ tour of the factory.

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

This is the second CRS award won this year by a member of the Armed Forces. Khem follows in Stephen Mullenger’s footsteps. Stephen also won the CRS NVQ level 5 Diploma in Occupational Health & Safety Award in May this year, which was presented to him by City & Guilds Business Manager Lisbeth‐Faye Strutt. Ros says: ‘It’s great to see Armed Forces beating off competition from delegates from civvy street and blue‐chip companies to win these awards. It is proof that Armed Forces personnel are high achievers and focused, which makes them ideal employees and especially suited to the health and safety sector.’ Find out more about CRS’s course packages and career development … Get in touch email: rs@crsrisk.com Web: www.crsrisk.com See the advertisement on page 27

Interact with Quest !

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.

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

7 November 2015 / www.questonline.co.uk

Resettlement round-up

I DID IT!

Name: Dawn Ronson Company: Shine Brighter Coaching

Name: Treverr Beynon Employer: British Army Rank: WO1, G2 Branch, HQ ARRC Course: BA Business & Enterprise (BABE), Edinburgh Napier University

‘I served for ten years as Combat Medical Technician (RAMC) and then as a Military Nurse (QARANC). After a busy career of multiple deployments and physical demands from the job, I sustained an injury that was to change the course of my life and career. I had been around the Army environment since a very young age, it’s all I ever wanted to do. My sisters are both serving and it’s all I have known and wanted to know. ‘During 2012, though, I hit rock bottom physically and mentally with my injury and life changes: pain, sleepless nights and other mental health issues that I had developed and struggled with throughout my career. ‘In 2013 I found out that I was to be Medically Discharged from the Army – the news I was not expecting or wanting to hear. I remember that time vividly, as my best friend, Cpl Channing Day, had just been killed in Afghanistan. This changed my life, as it does to us all who have lost someone. I now had a reason and the drive to push harder and focus further than before. ‘I had to decide what to do next. Plagued with pain and worry, and an unknown future career, I started my resettlement process. Some said I would be fine as I had my nursing qualifications, but I could no longer do that job: the physical injury has stopped me being mobile enough to be safe in a trauma or ward environment. So I needed a plan B or C. I didn’t know what I was going to do, where I was going to live, or how I would cope in civvy street. ‘During resettlement, I honestly didn’t know where to start looking, there were so many choices! My Recovery Officer mentioned to me one day, when I had decided I no longer had a purpose, that I could be loaded on to a course that I didn’t know of at the time, but which has now turned my life around. ‘This was an NLP Practitioner course. It fitted with my nursing career and communicating – and in fact with my whole life. I was finally able to let go of the past, and move on with a need and passion – to be able to turn my experiences into positives and be able to now work with others, and motivate them, talk with them and inspire them to change. ‘I have now, with the help of resettlement courses in business start‐up, NVQ assessors, PTLLS and, of course, NLP Practitioner, been able to fund myself and push myself up to the level of a trainer in NLP and hypnotherapy, which I achieved in Las Vegas! ‘My business, Shine Brighter Coaching, is now my passion and my life. The business name was chosen to stay close and real to me, in memory and honour of those we have all lost. ‘I have been able to create success in ways I never dreamed of. I work with people in all careers, from sports personalities, musicians and business consultants to health care professionals. ‘My own past ideally suits me to working closely with serving members of our Forces, especially Veterans like myself, as well as members of the public that need and want to change their futures. ‘I have done it, and I am doing it. I now have every confidence in myself and others that, whatever has happened or wherever you have been, if you want to change and you can! So, focus on your future, because – this time – it’s all about you! ‘Inspire. Adapt. Overcome … Anything you want to achieve, can be achieved.’ Get in touch Tel: 07946 724 311 email: info@shinebrightercoaching.co.uk Web: www.shinebrightercoaching.co.uk See the advertisement on pages 61

Why did you choose to study on BA Business & Enterprise? After choosing to leave the Army after 20 years’ service I knew that I required some commercial business education, exposure and some valid qualifications to underpin the management skills I had learned in the Army. I had looked at a number of programmes across the country and decided that this one would give me the necessary business training and skills required prior to leaving the Forces. What were the three key things that you learned? Time management has been a massive learning curve while completing this programme. I have spent many Fridays travelling home listening to business audio books on the move. I also learned a lot about my abilities to achieve results, and my ability to empower the team to achieve a high standard when planning and executing tasks. Has your organisation benefited from your studies and, if so, how? The organisation has benefited a great deal from my studies: communication, both internally and externally, has improved dramatically and the team manage tasks and workloads in a more structured way, learning from one another’s experience and knowledge. The team have learned to plan, delegate and follow tasks through to the finish, which has led to a great sense of achievement for those organising and taking part in the activities and events. What has been the impact on you personally in achieving a degree? The degree has been a step towards my resettlement into civilian life and, with 12 months left to serve, I will be complementing the degree course with further learning to give me a more rounded CV. This achievement has given me the business knowledge and confidence to go out there and transfer my management skills into a commercial business environment. What would you say to someone who is considering starting BA Business & Enterprise? If you are considering further study and want to go into the business world then this is the course for you. It looks at business process, growth and innovation. A lot of the study is based in your place of work, which improves your own processes, communication and management. You also get to meet some great people, which is a good introduction to networking and the civilian world. If you had to sum up your participation in BABE in one sentence – what would you say? The course was difficult in parts, but gave me a great learning experience that has ended with a real sense of achievement. Is there anything else you would like to add? The support from my long‐suffering wife has been fantastic, as has the support from my tutors. The Gloucester cohort have stuck together from the start and are looking forward to a well‐earned beer in Edinburgh post‐graduation. Get in touch Tel: 08452 60 60 40 email: su.smith@napier.ac.uk Web: www.courses.napier.ac.uk See the advertisement on page 15

8 www.questonline.co.uk / November 2015

Nuco Training Training Instructor Proﬁle

Darren Darr en Mitchell Majesty’s sty’’s Prison Service at a time w At the age of 21, I joined Her Majesty’ when the Government were doing mass recruitment of new ofﬁcers, increasing the number of staff in establishments so that prisoners could have more purposeful activity hours out of cell. I gained many skills in my 22 year career with the service. I was promoted to a wing manager, managing the day to day activities of both staff and prisoners. In my last 4 years of service, because of my passion for exercise and leading a healthy lifestyle, I became a PE Officer. Throughout my career I have taught many courses. For many years I taught the staff how to deal with violent and refractory prisoners,

and assisted the national team in teaching the specialist riot training. I have also taught prisoners sports qualifications. I get great satisfaction in standing in front of a group and teaching them new things. It is rewarding to pass knowledge on, and see individuals succeed in achieving new qualifications. To aid with my teaching, I obtained a level 3 teaching award and my A1 assessors award. I didn’t just want to be able to stand out at the front and teach, I wanted to learn how to teach in different ways to maintain interest within my learners. I then attained the level 4 CTTL’s teaching qualification. “THERE IS LIFE AFTER THE SECURITY OF A LONG CAREER. ALL YOU NEED IS THE DRIVE AND ENTHUSIASM TO GO OUT THERE AND DO IT.” In 2011 I started my own business MJD Training LTD. I was aware of the respect that NUCO Training had as the professional provider to Her Majesty’s Prison Service, so when I decided to teach first aid as part of the business,

BECOME FIRST BE COME A FIRS T AID INSTRUCTOR INSTRUCTOR SStart tart your your career career with one ooff our Level Level 3 First First Aid Ins tructor Courses Courses Instructor Nuco Training Training hold monthly courses courses thoughout Nuco view our website website now now to to ﬁnd out more more the UK, view extensive range range of of courses courses and ho w yyou ou about our extensive how can bec ome a First First Aid Instructor. Instructor. can become

Visit Visit www.nucotraining.com www.nucotraining.com LARGEST PR OFESSIONAL NETW ORK JOIN THE LARGEST PROFESSIONAL NETWORK OMPLIANCE INS TRUCTORS OF FIRS FIRSTT AID AND CCOMPLIANCE INSTRUCTORS

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I signed up to their first aid instructors course. NUCO provide excellent support for all their instructors. They hey are only nl a phone h e call ll away and d will help in an ny way the ey can. an. T They have loads of instructor ttools to help elp you regardless if you are employed or selff employed. e em Within the last year I have als so bec come one of NUCO’s s lead trainers, travelling trave elling ng around arou the country, un teaching first aid, AED,, ox xygen th herapy, an anaphylaxis and also getting gettin ng learners n learner through their level l 3 qualification iin n education and d training. training Recently I have taken take on th he role for NUCO as one of theirr trainers in the level 3 Health and Safety Compliia ance train ning co ourse. There is allwa ways something g new with wi NUCO. They have hellped ed me immensely mmens sely not only with my own company mp pany y and a develo d pmentt of my business, but also with wit the work that I do for them. There is s life after err the t security of a long career All you career. u need is the drive, d dri drive and enthusiasm s not happen to go out therre and do it. It does overnight. But with determination and the help from NUCO, for me it has become a reality.

Resettlement round-up

I DID IT! Name: LCpl Andrew Bradley Specialisation: Electrician/EOD, Royal Engineers Served: 2009–2015 ‘When I decided to leave the military I knew I wanted to do some form of higher education. I wanted to work in an industry where my existing skill‐set gained in the Army would benefit me, but I also wanted to develop new skills and knowledge. I decided the telecommunications industry was the route for me and, when I saw the advert for the Ubi‐Tech and University of Wolverhampton Post Graduate Certificate in Wireless Communications, I knew this was my way in. ‘The Ubi‐Tech course meant I could gain a qualification above degree level and relevant to the industry I wanted to work in much cheaper, as I could use my ELC towards the course. Although I am not a signaller by trade I felt my technical skills developed as an electrician and EOD No 2 allowed me to digest the huge amount of information taught on the three‐week course. This included the design of 2G, 3G and 4G networks, advanced wireless and radio engineering, and project management. On completion of the course we had six months to complete three 4,000–6,000‐word assignments to gain the PG cert. ‘As the majority of the instructors are ex‐military they find a way of making such a complex subject more understandable. And, after the three weeks, the contact doesn’t stop there: if I needed advice or some tips with specific job applications I could ring or email the guys at Ubi‐Tech any time. I have recently been accepted to attend a six‐week “Rail 2 Military” course with Siemens Rail Automation. Providing I pass the course I will become a Trainee Signalling Design Engineer. Out of all the jobs I applied for, this was the one I wanted the most. Beforehand I got in contact with the guys at Ubi‐ Tech and they advised me on specific areas to research, which on top of my existing knowledge and skills aided me in having a very successful interview. ‘Theoretically the course was very challenging, but also very achievable, and the rewards at the end of the course make it all worthwhile. I would 100% recommend the Ubi‐Tech Post Graduate Certificate in Wireless Communications to any ex‐military person with a communications or technical background – and who has a desire to learn.’ Get in touch Tel: 01527 893558 email: info@ubi‐tech.co.uk Web: www.ubi‐tech.co.uk See the advertisement on pages 4 & 5

10 www.questonline.co.uk / November 2015

I DID IT! Name: Paul Bailey Service branch: Royal Navy Course: ILM Leadership and Management Certificate/NEBOSH NGC and Fire combined programme package Provider: Oak Tree Management & Training Ltd ‘I found Oak Tree in Quest soon after making the decision to leave the Royal Navy after 12 and a half years. I had researched a few companies who offered ILM (Institute of Leadership and Management) courses approved for ELC and, after a long day ringing certain companies, I spoke to Steve Crowe at Oak Tree and, through numerous phone calls and emails, my choice was made! He was very helpful and genuine, and – even though we had not met – he made me feel very reassured. ‘I decided to book on to Oak Tree’s ILM Leadership and Management Certificate and NEBOSH NGC and Fire combined programme package. I was unsure what to do, so Steve offered his experience in dealing with the process of using my ELC and helped me complete the process with no fuss. ‘The programme consisted of classwork and numerous assignments. The latter are qualifications that are made up of a broad range of units; they cover skills in six core areas: working with people, managing yourself and personal skills, providing direction, facilitating innovation and change, achieving results, and using resources. The flexibility in unit choice allows the qualification to be tailored to meet the needs of both individual and employer. These assignments helped me use core management techniques to drive better results, develop my ability to lead, motivate and inspire my teams, provide strategic leadership, as well as day‐to‐day management throughout my team/teams, and benchmark my managerial skills. ‘All the tutors I had were experienced and each of them was very experienced in the sectors I was studying in and also worked after hours to help me out if I needed their assistance. The courses were intense as I only had some managerial background as a junior manager. The tutors catered for all students’ needs as our experiences differed. They also offered further instruction if required. I successfully passed my courses programme with good results, which surprised a few people – especially my wife and family! All course books, materials and refreshments were provided by Oak Tree as part of the package.

‘I also believe that this experience and qualification, together with Oak Tree’s CV and interview techniques coaching, enabled me to secure my current role as Venue Operation Manager at The Alexandra Palace, London, on my first attempt at securing employment and within two months of leaving the Royal Navy. ‘I would recommend Steve and the team at Oak Tree 110% to all service levels due to their professionalism and the support offered to me as I was leaving. Without the help I had from Steve and his team I would not be in the position I am in today. Not only did they help with the course I booked with them, they conducted interview techniques with me, which to be honest I was blown away by as I had never really been in that situation before and they went through everything that I could possibly ask for and which I did use in my interviews for the job that I currently hold and love dearly. After 12+ years in the Royal Navy an interview for a job could have seemed unsettling, but thanks to Oak Tree my confidence had grown. ‘When I’m ready I will probably look at booking more ILM and NEBOSH certificated courses to enhance my managerial skills. I will not look past Oak Tree and will continue to use them throughout my professional career as they have helped me very much through my transition, and when I say “helped”, I mean they have turned me into the civvy I am today – and a very good one at that!’ Get in touch Tel: 01284 763040 email: steve@oaktree‐training.co.uk Web: www.oaktree‐training.co.uk/mod See the advertisement on page 29

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

11 November 2015 / www.questonline.co.uk

Resettlement round-up

Train2Train working in A career in information technology partnership with and education Serco The IT industry offers an immensely diverse range of career opportunities

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

rain2Train possesses a wealth of knowledge when it comes to the Armed Forces and has strong links with the Ministry of Defence. Serco works with governments worldwide to provide services in key business areas including custodial services and immigration control, working to reduce crime and reoffending, and to control immigration and prevent terrorism. Working in partnership with Serco, Train2Train has produced the only course of its kind within the UK. The Diploma in Knowledge of Custodial Care has been developed to provide opportunities for employment as well as training and development. The level 3 Diploma in Knowledge of Custodial Care – Prison Custody Officer/Detention Centre Officer course aims to provide learners with the required level of competency to progress towards working within a custodial environment. The course is recommended for anyone wishing to pursue a career in a custodial role within a prison or immigration removal centre. Serco will offer work experience within one of its custodial establishments, which may lead to full‐time employment for successful delegates who meet all the competencies. This is a seven‐week course and has 316 guided learning hours, with additional self‐ study required. It includes topics such as health and safety, conflict management, substance misuse, security awareness, searching powers, protection and responsibilities, the law, diversity and equality, control and restraint, mental health awareness, and immigration and asylum responsibilities. So, to take your first step towards a custodial career …

Get in touch Tel: 01302 363136 email: info@train2train.org Web: www.train2train.org See the advertisement on page 13

12 www.questonline.co.uk / November 2015

With more than 18 years’ experience, Open I.T is a market leader within its field of IT training and offers ‘best of breed’ IT learning solutions specialising in online and classroom‐based training with bespoke packages for those currently serving in the Forces and ex‐Service personnel alike. Open I.T has placed students into academic and professional roles such as IT engineering, IT administration, telecommunications, programming, teaching and education, IT networking, IT security, project management, business marketing, web design and many more. We work with the MoD to provide resettlement training and accreditation on behalf of all major vendors, such as Microsoft, Cisco and CompTIA, covering industry‐ recognised professional courses and certifications such as the MCSE, MCSA, CCNA, CCNP, CCIE, CompTIA A+, CompTIA Security+, ITIL, Prince2, CEH (Certified Ethical Hacker), social media for businesses and web design, to name but a few.

A career in IT, teaching or management If you would like a career in: ● server infrastructure, mainframes and networking ● IT technical/desktop support ● programming or web developer ● counter‐hacking and security ● data centre and database professional ● machine virtualisation and cloud professional ● IT field engineering ● IT communications ● teaching and mentoring ● business marketing and management or if you’re looking to start your own IT business, we have the courses, experience and technical know‐how to get you into a new career. We guarantee to find the right training programme and certification for you. For full course listings, information and prices, please contact our reliable and helpful, but friendly, resettlement training staff (see contact details below). They are highly experienced in the ELC claims process, and can offer free support and career guidance on your new journey. Get in touch Tel: 0800 599 99 98 or 01279 621 750 email: resettlement@openittraining.com Web: www.openittraining.com/elc See the advertisement on page 11

personal development/ resettlement

training

L Level evel 3 D Diploma iploma in Knowledge Kn Kno nowledge of

Custodial Care P Prison rison C Custody ustody O Officer/Detention fficer/Detention C Custody ustody O Officer fficer C Course ourse

Train2Train, in partnership with Serco, have produced this unique and bespoke course, the only one of its kind within the UK. The aim of the course is to provide delegates with the required level of competency to progress towards working within a custodial environment. This course is recommended for anyone wishing to pursue a career in a custodial role within a prison or immigration removal centre (Serco managed). For successful delegates who meet all competencies, Serco will offer work experience within one of these roles, which may result in a permanent position being offered. The course is a mixture of group, individual, theory and practical work, with some additional self-study required and runs for a period of seven weeks, with an additional week required for specific induction to local establishment.

Course content includes: • • • • • • • • • • • • • • •

Food Safety Health and Safety First Aid at Work Conflict Management Substance Misuse Security Awareness, Radio Training Powers, Protection and Responsibilities Search Documentation and Record Keeping The Law, Criminal Justice System and the Courts Diversity and Equality Control and Restraint Mental Health Awareness, Healthcare Biohazard Training Immigration and Asylum Responsibilities

Courses will be held throughout the year*.

Partner Partner

F For or fur further ther details on this and other ccourses ourses a available, vailable, including C Compliance ompliance Training Training IInstructor, nstructorr, NEBOSH, F Food ood S Safety affe ety and Teaching T eaching e qualific qualifications, ations, please contact contact us at: at: t: +44 (0) 1302 363136 e: info@train2train.org w: www..train2train.org

Qualifying trainers, managers and compliance specialists for the future ©Train2Train 2015

*Minimum delegate numbers required.

Resettlement round-up

ENTREPRENEURSHIP IN FOCUS

Military entrepreneurship in Scotland bolstered by corporate partnership cotland’s largest independent provider of IT support services, Dacoll Ltd, has pledged to support Scotland’s Armed Forces community by partnering with X‐Forces, a social enterprise that helps Service leavers to establish fulfilling civilian careers. Dacoll is the first Scottish firm to partner with X‐Forces, and will contribute to mentorship, training and work opportunities for X‐Forces candidates. Recipient of the 2015 Scottish Training Federation’s Medium Employer of the Year award, Dacoll uses innovative ways to bring talent into the organisation, through self‐ employment as well as employment. The partnership with X‐Forces – a training partner of the Career Transition Partnership – facilitates a relationship with those at varying stage of transition from the Armed Forces, to provide both support and career opportunities. Joining with seven key firms in the technology sector, Dacoll will contribute to X‐Forces’ MiliTech Programme – a unique initiative that aims to address the shortages in the UK’s IT industry and nurture the potential in transitioning Armed Forces personnel. X‐Forces has so far helped to launch 446 new entrepreneurs, 25 of whom are in Scotland. Its scheme combines practical guidance with networking and mentoring to give new entrepreneurs a strong start and ongoing backing. Currently 400,000 military veterans live in Scotland and, every year, 1,800 Service men and women leave the Armed Forces and settle there. Ron Macfarlane, Business Support Manager at Dacoll, says: ‘We recognise the competencies and value of those leaving the Armed Forces. We need skilled and disciplined people to enable us to deliver the high‐quality services our customers demand. Our acknowledged training philosophy supports the transfer of excellent existing skills to a civilian environment. Working with X‐Forces benefits all concerned.’ To find out more about the work of X‐Forces, visit: www.x‐forces.com

FUNDRAISING SUCCESS

47-mile walk raises £1,200 for limbless veterans

Fundraisers Kirk Bowett and Richard Newman

ilitary veteran and amputee Kirk Bowett has raised more than £1,200 for Blesma, The Limbless Veterans – a national charity that directly supports Service men and women who have lost limbs and the use of limbs, or lost their eyesight in the honourable service of our country. He undertook a sponsored 47‐mile walk from Hunstanton to Cromer in Norfolk, alongside friends, family and colleagues from local employer Landmarc Support Services. Kirk, 37, from Wisbech, Cambridgeshire, who works as a training area operative at Landmarc’s Barton Road range, was inspired when he saw other fundraisers completing the walk and wanted to give something back to Blesma in return for the valuable support they provided him after a near fatal incident in Iraq in 2013.

The team’s aim was to complete the walk along the Peddars Way coastal route, starting at 8am from Hunstanton Lighthouse and reaching Cromer Pier by a deadline of 8am the following day. However, even after making a detour of nearly three miles when faced with a high tide in the first few miles of the walk, the team managed to complete the challenge in a record time of just 17 hours – seven hours ahead of schedule! Says Kirk, ‘I am a limbless veteran who has been a Member of Blesma for two years. After completing 16 years of service with the Army back in 2010 I pursued a career in the Middle East as a private security contractor. While working in Iraq in 2013 my vehicle was hit by a blast while escorting clients to Baghdad. The incident resulted in serious injuries for me, including the loss of my left arm below the elbow and the reconstruction of my right foot. ‘Since recovering from my injuries I have been welcomed into a unique club of inspirational individuals. Blesma has provided help decorating our new home and, in two years, I have had the opportunity to visit Colorado twice, on winter and summer expeditions with other injured veterans. ‘Being a veteran in civilian life can be a hard adaptation. Blesma has enabled me to meet fellow veterans who have developed a unique brother/sisterhood and support network. I feel privileged and honoured to be a member of this unique and precious organisation.’ To find out more about the work of Blesma, visit: www.blesma.org To make a donation, please go to: www.justgiving.com/Kirk‐Bowett1/

CHARITIES NEWS

Opening ceremony takes place at Aylesford Garden of Honour

ore than 200 veterans, dignitaries, donors and supporters turned out in force to the grand opening ceremony and dedication of RBLI’s (Royal British Legion Industries) Garden of Honour last month. The Garden, which is situated in Royal British Legion Village in Aylesford, Kent, was officially opened by Deputy Chief of the Defence Staff, Lieutenant General Andrew Gregory CB. Lieutenant General Gregory also broke the ground at the start of the project back in 2014

www.questonline.co.uk / November 2015

when it was decided that a garden should be created to mark the centenary of the Great War, and become a national memorial to the devotion, bravery and sacrifice made by our Armed Forces. The event, which was both poignant and uplifting, was presided over by RBLI Chaplain, Reverend Chris van Straaten. ‘The opening ceremony and commemoration was a celebration of life as much as it was a commemoration of sacrifice and selflessness,’ says RBLI’s Chief Executive, Steve Sherry CMG OBE. ‘It gave everyone time to reflect on the beauty of the garden and its deeper meaning to the lives of Service men and women and their families.’ The Garden of Honour, which has been officially recognised as having national war memorial status, is built on the site of the original Memorial Garden opened by HRH The Duchess of Kent in 1980. As well as being fully accessible, the new garden is able to accommodate larger events. For more information, please visit: https://gardenofhonour.wordpress.com/

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

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November 2015 / www.questonline.co.uk

Resettlement round-up

Bring your skills to Britain’s rail network

Learn a trade: plastering, tiling, plumbing, carpentry, kitchen fitting, bricklaying … Working for yourself as a self‐ employed tradesperson after completing an intensive training course may seem impossible but, as the following case study shows, with the right training and support you can do it …

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

Get in touch Tel: 01473 242344 email: info@rttsolutions.co.uk Web: www.rttrainingsolutions.co.uk See the advertisement on page 24

16 www.questonline.co.uk / November 2015

Name: Jamie Turner Course provider: Construction Skills College Having completed 13 years’ service in the RAF, Jamie Turner decided to complete a plastering, plumbing and tiling course at Construction Skills College. Since completing the course he has set up as a self‐employed tradesperson. He tells Quest, ‘I didn’t have a clue how to do anything before the course, but both the course and my tutors gave me the confidence to go self‐employed. I found the course intensive and enjoyable, and what I liked about the college were the training bays, the amount of hands‐on practical training and the outstanding knowledge of all the tutors.

They offer their support after the course and I have been in touch with them since for advice, which is invaluable.’ The courses are taught by experienced tradespeople and Jamie was taught by a Gas Safe plumbing and heating engineer with 26 years’ experience, an experienced tiler who has 20‐plus years’ experience and an experienced plasterer who has 42 years’ experience. Training is delivered in purpose‐ built training bays, and all tools and materials are provided throughout the course. ‘I only completed my training this year,’ continues Jamie, ‘and I have already done three complete bathroom refurbs, I have plastered five houses from top to bottom, and I have completed a number of other plastering, plumbing and tiling jobs. I am currently working with a property developer doing a full house renovation. ‘I would definitely recommend Construction Skills College if you are thinking of learning a trade.’ Construction Skills College provides accredited training in plastering, plumbing, tiling, carpentry, kitchen fitting, bricklaying and rendering at its dedicated training centre in Staffordshire. Get in touch Tel: 01782 837007 email: donna.king@tradeteacher.co.uk Web: www.tradeteacher.co.uk See the advertisement on page 68

CHARITIES NEWS

People’s Millions vote winner opens its doors to the public ess than a year after the people of Kent voted for RBLI (Royal British Legion Industries) to win the Big Lottery People’s Millions, the charity’s Base Camp project has opened its doors. Veterans, local residents, students, businesses and community groups all came together to support RBLI in winning £50,000 to transform the old Doctor’s House into a community hub and cafe in the heart of the RBLI Village in Aylesford. Base Camp will bring together veterans and people living in the area to socialise and take part in a variety of regular activities, helping to reduce isolation among veterans and offering better integration with the wider community. RBLI Chief Executive, Steve Sherry, is delighted to see the project come to fruition: ‘Ever since the generous public voted us to victory we’ve been hard at work renovating the old building into an accessible and

welcoming venue. We’re extremely pleased with the results and can’t wait to see the local community start using the venue and make it their own.’ The community hub and cafe, which is situated in Aylesford, Kent, is open to the public every day: 8am–5pm Monday to Saturday, 10am–4pm on Sundays.

“After 22 years in the military, my career in the British Army was coming to an end. I made the decision to go it alone and be self-employed but needed to choose a trade that suited me. I looked at several trades within the building industry and finally decided on locksmithing. I checked which courses had been approved for military personnel and called 1st Call Lockouts. Their location meant I could travel daily to attend the course. In my opinion, the standard of training provided by 1st Call Lockouts was excellent. Their staff were extremely knowledgeable and always on hand to offer advice and guidance. The course was well balanced with both theory and hands on training. After completing my training, I bought a second hand van, more tools and some stock to get me going - and that was me trading! The first couple of months were slow to start with, but jobs did start to come in. I visited as many letting agents as I could to introduce myself and hand out flyers.After 5 months a major letting agent took me on-board and I still do work for them now. Within 2 years I bought a brand new van, kitted it out with more tools and stock and 3 years later upgraded again. I have been trading now for 5 years and will probably carry on until I retire as I love what I do! No two days are the same; every job brings its own challenges and rewards.” www.just-get-me-in.co.uk Just Get Me In @JustGetMeIn_UK

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Smart meters

SMART METERS Connect with the facts and become an installer! What’s involved? he government’s Department of Energy and Climate Change (DECC) has stated that it wants to see smart meters installed in every home in Great Britain by the end of 2020. Making sure that enough technical and support staff are trained and able to implement this plan is an enormous challenge. The rollout of smart meters is considered to be the largest programme ever undertaken: it involves visits to 30 million homes and 2 million small businesses to replace both electricity and gas meters. It is likely that most households will have smart meters installed by their energy company some time between this year and 2020, although some energy companies are already starting to install them: by the end of last year, almost 300,000 smart meters had already been fitted in domestic properties in Great Britain. The latest DECC figures show that 1,327,400 smart meters had been installed in homes across Great Britain up to the end of Q2 2015. It is clear, then, that there is an increasing demand for the many trained smart meter installers needed to deliver the DECC’s targets, which makes it an employment route well worth considering. As a smart meter installer and technician,

WHAT IS A SMART METER?

Smart meters are the next generation of gas and electricity meters, offering a range of intelligent functions, which include telling consumers how much energy they are using via a display in their home or business. The meter is an electronic device that records the consumption of energy; unlike previous models, though, it enables two-way communication between the meter and the central system, which means that can be communicated back to the utility company at least daily, for monitoring and billing purposes – there is no need for someone to visit the property to read the meter as is currently the case with ‘traditional’ meters. Smart meters allow customers to keep track of how much energy they use in real time, and let them to see which of their appliances use the most power. The aim is to help them reduce their energy usage and so cut bills. Smart meters bring a range of benefits for consumers: they offer near real-time information on energy use, expressed in pounds and pence, allowing them to better manage their energy use and get accurate bills, as they are billed only for energy actually used.

www.questonline.co.uk / November 2015

you are likely to work for between 35 and 40 hours per week, Monday to Friday, fitting new gas and electricity meters in customers’ homes and businesses. You may also be part of a standby rota for jobs outside normal working hours, which could include weekends and, therefore, overtime pay. Some installation sites may be outdoors, so you should be prepared work in all weathers. During the installation process, you will also demonstrate to customers how to use their new meters, as well as provide impartial energy efficiency advice (although you won’t be required to sell energy plans or tariffs). You might find yourself working for one of the major energy companies, or perhaps for a smaller firm that has a contract to install smart meters. Whoever your employer, they would normally provide you with a van to get from job to job, which means that a full UK driving licence is required. Once the meters have been installed you may also be called upon to maintain and repair them later – which is worth remembering as it extends the job role well beyond the initial rollout period. So, if you have good practical skills, get on well with people from all walks of life, and are looking

for a new career that gets you out and about, this could well be the right job for you!

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

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

Smart meters

This dual‐fuel cross‐training and upskilling is a key training need. Indeed, a spokesperson for one of the main UK utility companies has said that, ‘Field force engineers will have to have dual‐fuel capability, know how to commission the communications for the smart meter, pair up the in‐home display (IHD) device and explain to the customer how it works. This requires a much broader set of technical and softer skills than is normally expected from a meter installer.’ You are also likely to need background checks through the Disclosure and Barring Service (DBS) before you can work in people’s homes. Your employer would arrange for these to be carried out.

Get qualified! Smart meter installation qualifications have recently been developed and accredited for both gas and electricity, and now Energy & Utility Skills (EU Skills), whose qualifications are funded by the National Skills Academy for Power (NSAP), is developing an intermediate level (level 2) apprenticeship in Dual Fuel to support the government’s smart meter strategy. City & Guilds offers a qualification – Smart Metering (7428) – which is aimed at those installing gas or electrical smart meters, and allows candidates to learn, develop and practise the skills required to install and maintain smart meters and communication devices. The gas and dual‐ fuel pathways lead to Gas Safe registration for those working in the gas and power industries installing and maintaining smart meters. Some of the major utility companies have also taken the initiative to provide suitable training. A spokesperson for Eon‐ UK, for example, says the company ‘has helped develop a smart metering qualification, which is aligned to our current training offerings, and is now supporting the work to develop an apprenticeship route. We are also hoping to be one of the first organisations to gain accreditation from NSAP for the quality of our smart meter training programmes and academies.’ As well as specific smart meter training

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

courses, qualifications in maths, English, science, design and technology, or electronics would all be useful. Many of the big energy companies offer apprenticeships in ‘Smart Metering – Dual Fuel’, which can take six to nine months to complete. These combine classroom‐based learning with on‐ the‐job experience, working alongside a qualified smart meter installer. You can also learn how to install smart meters if you are training to be a gas installation engineer on the Gas Industry Apprenticeship. As a trainee installer, you would combine technical training with work placements and receive mentoring from a qualified member of staff. You could also work towards the level 2 Diploma in Smart Metering. This qualification has three options – power, gas or dual‐fuel – and you choose the one that covers the meters you will work with. Training in gas or dual‐fuel smart meters will also lead to your inclusion on the Gas Safe Register, which demonstrates that you are qualified to install meters safely. Once qualified, your employer will also certify you as competent through the Meter Operation Code of Practice Agreement (MOCOPA). Check out the individual energy suppliers’ websites for details of their training schemes. You can find a full list of suppliers via Ofgem ( see ‘Key contacts’).

the average retirement age for the industry over the next five years, there could be a need for around 4,000 new recruits during this period. If these projections are correct, and the rollout does create a wealth of new jobs, what will happen to these employees at the end of the rollout period? As mentioned above, there will still be a need for maintenance and repair technicians. Experts in the field have commented that, ‘no programme is ever complete and there will continue to be a wave effect’, and ‘there will be an ongoing role for the meter installation workforce’.

Rough guide to salaries Please note that the figures given here are a rough guide only. Trainees can start on around £13,000 a year. Once qualified, this could rise to £21,000. Experienced installers working on short‐term contracts may be able to earn between £24,000 and £30,000. Some companies may include expenses and mileage as part of the salary package. At least in the early years, it seems likely that cross‐trained installers will be in high demand and will consequently be able to command salaries that are higher than average.

Finding employment Due to the ongoing rollout of the UK Smart Metering Programme, prospects for trained staff are good. Although the main effort to install smart meters in homes and small businesses will take place between this year and 2020, work is already under way. To get involved, you need to apply directly to energy suppliers or installation contractors for a trainee position. You may also be able to get in through an apprenticeship scheme. You could find work with an energy company, construction firm, specialist installation firm or housing association. With experience, you could become a team leader or estimator, or set up your own installation business. With further training, you could become an energy efficiency consultant, or move into gas or electrical engineering with an energy company. It is thought that the staff involved in the rollout will be a mixture of current employees, new recruits and subcontractors. Some companies have estimated that, at peak times, they will potentially need four times their current level of staff. Conservative estimates from EU Skills’ workforce planning model (based on a dual‐fuel installer scenario) suggest that up to 6,300 installers will be required to complete the smart metering rollout across the UK up to 2019. EU Skills also indicates that, with a high proportion of the existing metering workforce approaching

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

November 2015 / www.questonline.co.uk

Resettlement matters

How to win in the workplace

Planning on hanging up your rank and uniform on Friday and sliding effortlessly into your new civilian career Monday? Think again! There is serious competition out there, says Sarah Davies, director of I Am Strong Coaching, and you need to be flexible, focused and fully ready to adapt to the demands of your new role he military equips you with an impressive array of skills from which civilian employers rightly know they can get real value. You have been inherently programmed to turn up everywhere on time, to take immaculate pride in your appearance, to have more than a firm handshake, to deliver results at all costs, to work long hours to get the job done, and to build enduring working relationships – executing today, planning tomorrow and multitasking in the meantime. With challenging operational tours and significant responsibility already under your belt, you are likely to thrive in the civilian workplace – but you will definitely need to be ready to adapt.

SIX STEPS TO A SUCCESSFUL TRANSITION 1. 2. 3.

5. 6.

Know why this is the job for you and it will soon become clear to others. Take time to understand the culture and dynamics of your new company. Keep your head down and your eyes wide open; your time will come. Learn first, lead next. Don’t translate, transfer; add value in everything you do. Seek out a mentor to support your transition. Be you and enjoy it. You can do this!

www.questonline.co.uk / November 2015

Think about those transferable skills – in order to really succeed, you have to make sure you do exactly that: transfer those skills. Once you have accepted your exciting new job offer and signed your contract, take the time to think and prepare, to research your new working environment, the ways of working, the expectations and the management styles, observe the interactions, the meeting formats, the client relationships. Think about how you might need to adjust your working style to make your transition into this environment as seamless and as impressive as possible. Add value and transfer – don’t simply translate. If you attempt to simply translate the skills and experience you have gained from the military, without adding a layer of reflection and value, you may find yourself learning the hard way. So, be prepared, understand in advance that where, before, you might have had responsibility and little accountability, now the responsibility may be less but the accountability greater; where before you may have held rank, you may now be starting back on that first rung again and in a completely new environment where you are the junior; where before there was obvious, organisational hierarchy, now credibility and reputation are paramount and they are in your hands – no one else is going to take the fall for you; where before you might have been expected to lead from the front, now you may be expected to wait, to watch and learn. With so much to adjust to in your life in one go on leaving the Forces, the first few months in that new job can feel daunting and even uncomfortable. You may feel less confident than you are used to, more vulnerable, exposed and less sure of your environment, your colleagues and your role.

There is also a tendency for ex‐military people to feel as though they are under‐ delivering or under‐achieving on transitioning, placing undue pressure on themselves from the outset. So stick to the guidance in the 'Six steps' box on the left and set out on your new career path as you mean to go on. You do have what it takes, now take your time to get to know your new company, your new colleagues, your new working rhythm. Take the time to settle, adjust, accept and be accepted, and you will be investing in an exciting future that in turn invests in you.

BE STRONGER Sarah Davies (herself exArmy) is Director of I Am Strong Coaching, a coaching and mentoring practice that focuses on supporting military personnel in their transition to the civilian workplace. If you feel you would benefit from her support, then please get in touch: email: sarah@strongcoaching.co.uk Web: www.iamstrongcoaching.co.uk

Rail industry

What’s involved? ail offers an environmentally friendly way to transport people and freight around the country. Within the sector, many different career opportunities are available, fuelled by the fast growth of the industry, which has created demand for enthusiastic people with new ideas to meet the challenges that lie ahead. UK train operating companies (TOCs) like Virgin, First and National Express run passenger train services and want people who can look after their customers at stations or on their trains. They also want people to drive their high‐speed or metro trains, and technicians to look after their complex equipment.

TRANSLATE YOUR SKILLS

The following general skills will normally be required of those wishing to work in the rail industry: • people skills – customer care and teamworking • technical skills – IT and engineering skills for some roles • commercial skills – an understanding of the marketplace and the ability to optimise resources.

www.questonline.co.uk / November 2015

Network Rail is the national organisation that looks after the rail track and signals; it needs people who understand how to make a complex system work efficiently. Many other organisations supply goods and services – such as caterers, consultants and contractors. Designing and building trains is an international industry, with multinational companies using their worldwide experience. There are also public‐sector jobs working for government departments or agencies. The structure of Britain’s rail industry has featured in the news a great deal in recent months – particularly with regard to the highly controversial HS2 high‐speed rail link. This is just part of the radical overhaul of the UK rail system to which the government has pledged investment, aiming to achieve greater efficiency, reduced congestion, environmental benefits and lower fares. ‘The key to better value for money,’ confirms the Association of Train Operating Companies (ATOC), ‘is a more commercial railway that releases the full potential of the private sector and puts the passenger at its heart’. Such an approach is sure to have a fundamental effect on the face of the industry, with projects such as the aforementioned HS2 – which, it is planned, will connect London and Birmingham at speeds of up to 250mph – and the new

western rail link to Heathrow in the media spotlight, there is light to be seen at the end of this particular tunnel for those wishing to take up a new career in this burgeoning industry.

Rail-related skills gained in the Services The Royal Logistic Corps are the British Army’s railway experts. Soldiers from 79 Port Enabling Squadron, which belongs to 17 Port and Maritime Regiment, part of the Royal Logistic Corps, use their specialist expertise on operations to provide technical liaison and advice between a host nation and the relevant military headquarters, to maximise the use of any rail network available to a commander. Rail can provide an excellent transport resource for heavy and bulk items. For example, British Army rail operators were used in southern Iraq to help get port rail facilities up and running. Many military movements use rail transport, large supply depots will often include loading and unloading facilities, and the use of troop and medical evacuation trains is quite normal. Indeed, establishing a railhead, as well as a port and airhead, is an early priority in any expeditionary operation to enable bulk shipment of manpower and material.

Rail industry

Finding employment The variety of different jobs in the rail transport sector means that there are several different routes into it. At entry level, good maths, English and IT skills are in demand, while, for more senior roles, technical and business‐related qualifications are in demand, along with the range of soft skills highlighted in the ‘Translate your skills’ box. Despite the recessionary gloom lingering in some sectors, the future for railways remains remarkably bright. Both passenger and freight transportation demand remains high and is predicted to continue to grow, as road gridlock becomes ever more common and fuel prices increase. New and improved railway lines are planned for the near future (such as the new high‐speed rail network mentioned above), so it seems that rail travel is definitely here to stay. You can find more detailed information about the kinds of career opportunities offered by the rail industry on the Network Rail website – see www.networkrail.co.uk/careers – where the following key roles are designated and described: ● project engineer ● project manager ● project planner ● scheme project manager ● site manager ● signaller ● track maintenance operative ● customer service assistant ● HR administrator ● team organiser. The aforementioned developments planned for the rail sector add up to a growing demand for new staff on the railways, although the industry already has recruitment problems at all levels, particularly in specialist engineering positions. One significant development has been the requirement placed on Network Rail’s contractors to employ more staff directly and rely less on agencies, in an

WANT TO BE A TRAIN DRIVER? The following general skills will If you are interested in becoming a train driver, visit the website of Careers that Move, an organisation that – as its name suggests – focuses on careers in the passenger transport sector (see ‘Key contacts’). Created following the merger of former Sector Skills Council GoSkills with People 1st, Careers that Move offers career-seekers an array of tools designed to support them in their job search in this industry – and that includes all those who would like to become a train driver. To find out more about this particular career, visit careersthatmove.co.uk and click on ‘A career in passenger transport and travel’ followed by ‘The industry’. Here you will find a video offering career advice on becoming a train driver (among other transport roles).

attempt to improve standards in the quality of new build, with the in‐house management of maintenance also calling for new staff. Indeed, Network Rail has announced that it is in the process of creating more skilled engineering jobs to help deliver some of Britain’s most vital rail infrastructure projects. And its award‐winning Advanced Apprenticeship Scheme offers a three‐year programme for candidates to become skilled maintenance engineering technicians. Find out more on the ‘Network Rail Advanced Apprenticeship Scheme’ Facebook page. In particular, there is a lot of competition for train driver positions, with many TOCs actively seeking to recruit drivers. The job has come a long way from the schoolboy dream, with today’s driver having a critical safety role, and needing to undergo a rigorous aptitude test and training programme. Qualifications are less important than the ability to think clearly and concentrate, and rewards reflect the importance of the person in the cab, who can attract a salary of around £35,000. TOCs are also finding it difficult to recruit customer service staff to work at stations and on trains. These positions need few formal qualifications, but they do require an ability to deal with the travelling public. Network Rail has a significant shortage of signallers and is seeking new recruits. As with driving, the job of regulating train movements demands attention to detail rather than a long list of qualifications. Infrastructure maintenance organisations employ a small core staff, and there are vacancies for workers to maintain the track and signalling structures. Skill levels vary from technical staff with engineering experience and qualifications, to gangs of track maintainers who need physical strength and can work in all weathers. Many specialist agencies work under contract to supply such people. This

can provide flexible working, good pay rates and entry into the industry. There are also management and engineering opportunities. Rail is very much a people business, with many staff and even more passengers, and there is significant demand for experienced customer service managers. It is also a business that relies on getting the most out of limited physical resources, so those with a logistics background are in demand. Academic qualifications and practical experience help to secure the better‐paid management positions, but the most serious skill shortage remains in the engineering functions, which is why Network Rail has announced the creation of the more skilled engineering jobs; this is likely to be the case for some time to come. A good way to get more information about vacancies is via the internet. All the train operators are linked through one central National Railways site operated by ATOC and virtually all the companies’ home pages include a job opportunities list. Network Rail has its own site (see ‘Key contacts’) with a useful job search facility and full details of the sorts of roles on offer. It is less simple to check for vacancies with subcontractors because these companies rely heavily on agency staff. There are many agencies, and several have websites offering work in maintenance, as well as other short‐term contract work at stations and on trains

KEY CONTACTS ATOC Ltd, Tel: 0207 841 8000 email: enquiry@atoc.org Web: www.atoc.org Careers that Move, Web: careersthatmove.co.uk Twitter: @careersthatmove Network Rail, Tel: 0207 557 8000 Web: www.networkrail.co.uk Twitter: @networkrail

November 2015 / www.questonline.co.uk

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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 industry. y 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).

24 www.questonline.co.uk / November 2015

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Care work

practical Service skills relevant to certain areas of the health sector, such as the ability to drive, operate technical equipment, coordinate people and/or supplies, as well as work with initiative – individually or as part of a team.

Finding employment

What’s involved? he healthcare sector, of which care work forms a significant part, is an amazingly diverse area of employment that offers opportunities to a range of Service leavers. It covers a broad spectrum of roles – from administration, logistics and practical back‐ up support, to complex medical care. Around one‐fifth of all health professionals are employed within the private sector, and many more are self‐employed in areas such as physiotherapy, podiatry and holistic/complementary therapies. With life expectancy continuing to rise, employment opportunities within this sector are also likely to increase, for care workers in particular, which is why this article focuses on that role in particular. If you enjoy helping people and want to make a difference to their lives, the job of care assistant (also known as a care worker or support worker) could be for you. It will require you to help people who have difficulties with their daily activities. You

WHAT DO CARERS DO? The exact nature of your duties will vary depending on where you work, but your day-to-day role is likely to include: • helping with daily personal care such as washing, dressing, using the toilet and feeding • carrying out general tasks such as housework, laundry and shopping • helping families get used to new caring responsibilities • working with other health and social care professionals to provide individual care and development plans.

might work with children, people with physical or learning disabilities, older people or families, in their own homes, in sheltered housing, at day centres or in places like nursing homes. Working hours vary, depending on the job, and might include evenings and weekends. If you work in a residential location, you may be expected to stay overnight on a rota basis. In some jobs, you might live in.

Healthcare-related skills gained in the Services Many people join the Services to ‘make a difference’ to communities and individuals, and there is a very similar ethos within the healthcare sector in general. The ability to work calmly and with initiative while under pressure is a core Service skill that is directly and critically applicable to this sector. Beyond these major attributes are

TRANSLATE YOUR SKILLS As a care assistant you will need: • a friendly and caring approach • a genuine desire to help people • the ability to relate to people from a wide variety of backgrounds • tact and sensitivity • respect for others • patience and a sense of humour • reliability and flexibility • teamworking skills and the ability to use your own initiative • the ability to work to health and safety guidelines • the capacity to remain calm under pressure. Source: nationalcareersservice.direct.gov.uk

A common way into this career is to do some volunteering work with an organisation that supports vulnerable people. You can also draw on personal experience of caring for someone you know. Although not essential, there are a number of qualifications that you can work towards (see below), whether you are looking to learn more to get into this career or if you have just started in a paid or voluntary position. You can find a full list of qualifications on the Skills for Care website, which also has more information on routes into this career. See: www.skillsforcare. org.uk

Get qualified! Once you start work as a care assistant you will receive on‐the‐job training from your employer. You may also attend external courses, e.g. on first aid, food hygiene, health and safety, and how to lift and move people safely. You may also be encouraged to work towards further qualifications, such as the level 3 Diploma in Health and Social Care, to become a senior care worker. As your career develops, you can move on to higher‐level qualifications.

What can you earn? As a rough guide, starting salaries can range between £12,000 and £16,000 a year. With experience, qualifications and extra responsibilities or specialist support worker skills, this may rise to £18,000–£21,000. In some cases, free or low‐cost accommodation is provided, and you may be paid a higher hourly rate for night shifts and weekend work.

KEY CONTACTS Skills for Care (England), Tel: 0113 241 1275 email: information.team@skillsforcare.org.uk Web: www.skillsforcare.org.uk Twitter: @skillsforcare Information about NHS careers and vacancies may be found online via www.nhscareers.nhs.uk, www.jobs.nhs.uk and www.nhs.uk. Care-related jobs are usually advertised online: visit the major job-search websites to find out more

November 2015 / www.questonline.co.uk

Health and safety

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

TRANSLATE YOUR SKILLS

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

www.questonline.co.uk / November 2015

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

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

irrespective of the size or undertaking of their organisation. A ‘competent’ person is somebody with sufficient experience, training, knowledge and/or other qualities to undertake the role, particularly risk assessment. Because there is a requirement in law to employ such a person, training and experience are legal necessities for the management of H&S. A breach of H&S law is a criminal offence that can result in fines, imprisonment, or both. Smaller organisations will often make the H&S ‘competent’ person function one part of a job, with the individual concerned responsible for it as part of their role while doing another job too. Larger organisations will employ a specialist (or specialists), or use a consultancy.

H&S skills gained in the Services The Armed Forces have individuals in all branches and trades who have some practical experience and awareness of H&S at work. Most people work for at least some of the time in potentially hazardous environments or with dangerous equipment, or both. Indeed, many people

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actively involved in H&S work may not even recognise that is what they are doing, or they may regard it as a relatively unimportant part of their job. Many have benefited from the Forces‐ run modular environmental training courses in H&S, leading to a certificate, which has meant opportunities to gain qualifications during Service. (Tri‐Service‐ sponsored university one‐week short course modules are available free to those who can justify the training need.) Many Forces people are currently in posts that would enable them to gain significant H&S qualifications (N/SVQs or NEBOSH awards). For those coming to the end of their Service career, there are H&S courses aimed at the potential manager who sees the subject being part of a job description (e.g. the IOSH Certificate in Managing Safely) or the person looking to specialise in this field (e.g. the NEBOSH National General Certificate).

THE ‘BIG THREE’ ORGANISATIONS IN H&S 1.

The Health and Safety Executive (HSE) – a government body that ensures risks to health and safety from work situations are properly controlled. The Institution of Occupational Safety and Health (IOSH) – the professional body for H&S practitioners. The National Examination Board in Occupational Safety and Health (NEBOSH) – an independent awarding body for H&S qualifications (universities and other bodies also provide qualifications recognised by IOSH).

www.questonline.co.uk / November 2015

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

NEBOSH NEBOSH offers its National Diploma in Occupational Health and Safety, which is seen as the qualification for aspiring health and safety professionals, designed to provide students with the expertise required to undertake a career as a safety and health practitioner. The qualification also provides a sound basis for progression to postgraduate study. It assumes prior learning equivalent to the National General Certificate, and, to date, more than 10,000 passes have been awarded. Exams are held each year in January and July, and the syllabus comprises four core units; you can read about these in detail on the NEBOSH website (see ‘Key contacts’). Students may choose to take these individual units in any order over a five‐year period and will be awarded a certificate for each unit passed. In particular, N/SVQs at levels 3 and 4 in occupational health and safety practice provide people with good career opportunities. Recognised by the IOSH as being equivalent to the NEBOSH National Diploma, each takes approximately a year to achieve.

IOSH Membership of the IOSH is seen as essential by most H&S professionals who are well beyond ‘competent’ person status and are specialising in the field. Grades of membership depend on a combination of

‘Having come to the end of my career in the Armed Forces, I am undergoing my transition to civilian life. I decided to complete my training courses with Oak Tree Management & Training Ltd and am now nearing the end of my resettlement package. Oak Tree and their very experienced team put together a fantastic multi-disciplined course package for me and guided me through the process of booking and payment through the military ELC scheme. ‘Following a very useful conversation with Steve Crowe at Oak Tree, I decided to book on to their discounted multi-course packages. This consisted of the NEBOSH National General Certificate in Occupational Health & Safety, NEBOSH National Certificate in Fire Safety & Risk Management, NEBOSH Certificate in Environmental Management and, lastly, the NEBOSH Certificate in Construction Health & Safety. ‘I used my ELC for the course packages, and they included all pre-reading and course books, materials, registration and exams fees, refreshments and buffet lunch. The training delivered on the courses has been to an excellent standard and has culminated in me passing all four of my NEBOSH courses with a distinction or credit. The facilities provided and staff at Oak Tree’s training centre enabled an excellent learning environment with friendly, knowledgeable and, most importantly, helpful tutors. ‘I would definitely recommend Oak Tree as a training provider. For Armed Forces personnel looking for an excellent resettlement package, give Steve or his colleagues a call. The ELC process will be made simple with Oak Tree.’ Get in touch Tel: 01284 763040 email: Steve@oaktree-training.co.uk Web: www.oaktree-training.co.uk/mod See the advertisement on page 29

qualifications, experience and achievement. You can find out more on the IOSH website (see ‘Key contacts’). For the manager interested in H&S, the IOSH also runs a series of courses that promote a culture of safe working. Its modular Managing Safely course, for example, is aimed at managers and supervisors in any sector or organisation. It aims to give them the information they need to help them handle all the main health and safety issues. Find out more on the IOSH website (again, please see ‘Key contacts’).

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Health and safety

Other qualifications Scientific, engineering or technical degrees, HNDs, HNCs, National Diplomas and National Certificates are particularly appropriate for H&S. The Open University recognises many Service qualifications, and awards points towards degrees on production of the necessary evidence. There are also postgraduate qualifications in H&S, with particular emphasis on occupational, environmental and hygiene aspects. Some universities have MSc distance learning programmes that focus on H&S and lead towards corporate membership of the IOSH (see above) within one year. Training can be expensive, but there is financial help available (see ‘Factfile’).

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

being able to provide in‐house training in areas like manual handling or first aid – that is another benefit as far as employers are concerned. In addition, the Management of Health and Safety at Work Regulations outline the legal requirements for safety management issues – if anything, this increases the need for companies to employ ‘competent’ persons themselves, as opposed to dealing with safety issues via consultants. Jobs range from a small company employing an individual to a major organisation that has an entire safety team. Some companies specialise in H&S issues such as planning supervision, safety audits, engineering surveying and insurance company safety assessments. Facilities management is another sector where employment possibilities are enhanced by a safety qualification. As noted above, many employers look for H&S advisers to have training qualifications, and to be able to assess the need for, design and deliver safety training. The HSE employs inspectors and other staff through an online recruitment process. Trainees will usually spend their first two years training in the Field Operations Directorate. After that, some may be deployed into the Hazardous Installations Directorate to meet business needs or for personal development.

What can you earn? Salaries vary widely, depending upon appointment, location and type of company. Some roles within the NHS and education sectors offer salaries on the low side for the range of responsibilities required, but this is often offset by the benefit of longer‐term contracts. An hourly rate of around £50 for a self‐employed consultant is not unheard of, and some specialist roles can command daily rates of £550‐plus, although such contracts are rare. H&S trainers are also well paid by current standards. A NEBOSH National Diploma holder could earn over £25,000 per year, depending on experience and managerial responsibility, and directors and heads of H&S can earn in the region of £50,000– £60,000.

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

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Maritime/marine careers

All at sea!

In this feature, we take a look at careers with the Merchant Navy, Maritime and Coastguard Agency and HM Coastguard, as well as volunteering with the RNLI and roles in maritime security career at sea offers a unique way of life, and a challenging and rewarding career – it is far from an average job. The UK’s geographical position makes its waters some of the world’s busiest for shipping. The maritime sector is a key contributor to the UK economy. The City of London is the world’s leading maritime centre and is also home to the United Nations International Maritime Organization (IMO).

The Merchant Navy The Merchant Navy is the name given to the UK’s commercial shipping industry. The merchant fleet operates worldwide and includes: cruise companies; high‐quality oil,

gas and chemical tankers of all sizes; container ships, carrying a variety of cargo; high‐tech ferries carrying millions of passengers every year; modern bulk carriers (e.g. carrying ores, grain and coal); and specialised vessels, including those providing support for the offshore oil and gas industry. The main roles available at sea with the merchant fleet are: officers (navigation (or deck), engineering and electro‐technical); ratings (these are support staff who assist officers); and hotel and catering, hospitality and support services (e.g. on passenger ferries and cruise liners). There is also a host of jobs ashore for which seafaring experience is required: shore‐based ship management, shipbroking and finance, marine insurance, port and harbour management, ship repair and maritime law, to name but a few.

Who’s on board? The master or captain is in charge of a ship

WILL I BE ACCEPTED TO THE MERCHANT NAVY IF I AM IN THE ROYAL NAVY, A MECHANICAL ENGINEER OR HAVE OTHER SIMILAR EXPERTISE? Possibly, although you will need to gain sponsorship from a shipping company. However, you first need to contact the Maritime and Coastguard Agency (MCA), giving details (and copies) of the qualifications you have already gained, your areas of expertise, and whether you wish to apply for the deck or engineering department. The MCA will advise whether any of your qualifications and expertise is transferable, and the additional qualifications and sea time you now need to acquire. You will need to ask them for a Letter of Initial Assessment. Call the MCA on 02380 329231 and ask for the seafarer standards and certification branch .

Source: www.careersatsea.org/resources/faq

www.questonline.co.uk / November 2015

and is fully responsible for the ship, the crew, the cargo, passengers, the safety of the ship and everyone on board, and for navigation. The chief engineer runs the engineering and technical systems, while other ship’s officers have responsibility for tasks in the deck or engine department. Some dual roles cover both departments. Officers may control the work of ratings, who perform a wide range of technical and non‐technical jobs but have a lower level of responsibility. Deck officers control navigation, communications, cargo handling and stability, while deck ratings assist in navigation, operate deck machinery such as winches and cranes, and carry out maintenance tasks. Engineer officers manage the provision and maintenance of all technical services, including propulsion and auxiliary machinery. Engineer ratings are involved in routine maintenance, engine operation and machinery repair. Life on board a ship is a 24/7 operation. The work is divided into watches, which are typically four hours on‐ followed by eight hours off‐watch. At busy times this may increase to six on/six off. Leave time is generous – for example, two months at home after a voyage of around four months.

The Armed Forces and the Merchant Navy There are obvious opportunities for Royal Navy (RN) leavers who want to continue at sea, and a Merchant Navy (MN) career also provides a natural progression into employment ashore in related occupations, such as those mentioned above. Any sea time amassed in the RN will need to be assessed by the Maritime and Coastguard Agency (MCA), which will then decide if this can affect the individual’s application (see the accompanying box for an example). RN watchkeeping skills are recognised by the MN, and the RN has audited its internal training, which has been accepted by MN representatives as meeting its requirements. Subjects specific to the MN, like cargo and commercial aspects, will need to be covered by RN officers in their own time or as a resettlement activity, but this is likely to take only a few months’ distance learning.

Finding employment There is no central controlling body for the MN since each company runs its own ships

Maritime/marine careers

and employs its own crews. There are numerous trades, but time away from home tends to increase the further from shore the individual is serving – ranging from about six months at a time for a deep‐sea sailor to around five weeks for a coastal one. As noted above, the merchant fleet encompasses a wide range of vessel types, including large tankers carrying oil, gas or chemicals plying between production centres to distribution hubs, cruise ships going wherever tourists wish to travel, cable‐layers, research and survey vessels, refrigerated ships, salvage specialists and bulk carriers. The new container ships are some of the most modern vessels afloat. Other vessel types include ro‐ro ferries, Naval support ships (the Royal Fleet Auxiliary), marine mining vessels (dredgers), heavy lift ships and deep‐sea tugs. Closer to home, high‐speed catamarans and conventional ferries make dozens of daily sailings across the Irish Sea and the English Channel. The oil industry has a host of specialised ships, such as survey vessels and pipe layers, supply vessels and standby ships, anchor handlers and dive support vessels. Pilot vessels, fish farm workboats and pollution‐control vessels are just a few of the smaller craft. Only large passenger vessels with a high volume of radio traffic still carry specialist radio officers.

Get qualified! Training is overseen by the Merchant Navy Training Board (MNTB), with representation from the Maritime and Coastguard Agency (MCA), Chamber of Shipping, the seafaring unions and the nautical colleges. The latter then deliver approved courses. Government funding is available to companies to train seafarers. Courses and qualifications may be academic or vocational, or – more usually – a mixture of both. Training is usually carried out at one of the nautical colleges or at university, with practical experience at sea. Students are sponsored throughout their training for work in deck, engineering, or dual roles as an officer or rating (details of the types of sponsorship available can be found on the MNTB ‘Careers at Sea’ website – see ‘Key contacts’). The MNTB highlights three main qualifications routes (full details of which are available on its ‘Careers at Sea’ website): officer trainee degree routes; officer trainee HNC/HND routes; ratings qualifications. The education and training programmes for navigation (deck), engineer and electro‐ technical officers follow a pattern of college/university‐based study and shipboard training. Completion of further study and practical seagoing experience will enable junior officers to progress to higher

professional qualifications, ultimately enabling them to reach the highest status on board of master (captain) or chief engineer.

Those with existing degrees or relevant experience, such as RN personnel, will enter the appropriate MN training programme, where prior skills and qualifications can be

MAKE YOUR MARK IN MARITIME SECURITY The threat to global shipping and offshore projects from armed robbery, pirate and militant attacks leading to hijack remains a serious problem. With new specialist training courses on the market, you can equip yourself with the knowledge and skills needed. It is important that you know and understand the inherent risks involved in operating as a civilian with the power to apply lethal force. A law-enforcement approach is needed, but there is, clearly, a training gap between the role of Armed Forces personnel and the job that they will go on to undertake on leaving the Services, but without the protection of operating as a member of the military. Onshore options It is not just protection against piracy at sea that calls for security expertise: DfT (Department for Transport) Maritime Transport Security is responsible for the security of UK ports, shipping and cargo. Indeed, the aim of maritime security as a whole is ‘to detect and deter security threats, and take preventative measures against security incidents affecting ships or port facilities, and to protect from harm passengers, crews, ships and their cargoes, port facilities, and the people who work and live in port areas’. Get qualified! Training and certification to the City & Guilds MSO 8269-03 standard aim to provide a minimum benchmark to ensure that privately contracted armed security personnel (PCASPs) have the necessary knowledge and skills to provide good standards of service, and that mariners are better prepared for transit through high-risk waters. Courses are available from a wide range of providers, and aim to equip security professionals with the knowledge and skills required to provide the maritime security services required by the commercial and private maritime shipping and offshore industries. As the maritime security industry shifts to onshore and offshore extractive industry projects, there is likely to be a requirement to ensure that training prepares an individual for these operations. You will need to think carefully before taking the plunge – your investment in a credible training portfolio may well run to in excess of £2,000. Do not fall in to the trap of believing that you can undertake the cheapest course on the market and train on the job. Choose a course that provides a wider understanding of the maritime security industry, rather than being limited to ‘anti-piracy’, as many areas of operation also include terrorist and/or activist threats. It is well worth seeking independent advice from professionals active within the industry and the private maritime security companies before you select an accredited training provider If you are serious about breaking in to this industry, you will need to exhibit a recognised level of competence in order to be selected ahead of other candidates. This means your first priority should be to undertake a course of training specific to the role that you will undertake on a maritime security task, such as the City & Guilds MSO course (no. 8269-03) for specialist maritime security training. This qualification is designed for those individuals wishing to operate or currently operating as PCASP and is the only Ofqual-accredited qualification based directly on the new international standard for private maritime security companies. It is also suitable for those wishing to operate as unarmed maritime security operatives on board ships. As an accredited and nationally recognised level 3 qualification, it also allows Service leavers access to CTP/ELCAS funding. You can maximise your funding by seeking out companies that, in addition to the level 3 MSO course, offer a higher level of education, which will allow your CV to stand out from others in what is a very competitive industry. Additionally, if you wish to undertake armed security tasks, you need to be able to demonstrate current competency in the weapons system that will be used in the maritime security task. So, to sum up, if you need to do a course, choose one that closely meets your operational requirement and that is accepted by your potential employer. Have you got what it takes? David Buston of specialist maritime security training provider and consultancy firm Trident Operations, has this advice: ‘An MSO must be professionally competent and confident to work remotely offshore. They must be disciplined and self-reliant, but able to integrate with a small team and mixed foreign crew, with all the cultural nuances of the ship environment. Of note is the MSO’s ability to recognise a threat in high-threat waters, and conform to international standards such as the Universal Declaration of Human Rights, the Code of Conduct for Law Enforcement Officials and the Basic Principles on Use of Force and Firearms. These standards require those charged with armed protection duties to apply a “duty of care” and to know how to escalate the use of force progressively through a use of force continuum. The liability of failure to recognise a threat and then respond with disproportionate force is significant.’ For more information, refer to … ISO 28007-1:2015 Guidelines for Private Maritime Security Companies (PMSC) providing privately contracted armed security personnel (PCASP) on board ships, see: www.iso.org/iso/home/store/catalogue_ics/catalogue_detail_ics.htm?csnumber=63166

November 2015 / www.questonline.co.uk

Maritime/marine careers

given, relevant experience is a necessary preliminary for coordination of maritime rescue services. Academic qualifications and a medical are required. Coastguard watch assistants do not require any formal qualifications or previous experience, however a medical is also required. Recruitment is conducted centrally. Details of all vacancies at the MCA can be found at www.mcga.gov.uk (click on ‘Careers’, bottom left).

Royal National Lifeboat Institution (RNLI)

taken into account. Officers and ratings will have their sea‐time counted in full, but will need a period of familiarisation in a merchant ship. Officers with bridge experience will get a number of exemptions from the deck officer examinations. Those who already have a mechanical engineering degree and are interested in becoming a Merchant Navy engineer officer may be exempt from certain aspects of the training.

The Maritime and Coastguard Agency (MCA) The MCA is responsible for implementing the government’s maritime safety policy; this includes coordinating search and rescue (SAR) at sea through HM Coastguard (see below). It checks that ships meet UK and international safety rules: its technical surveying staff undertake regular detailed surveys of UK ships to ensure that safety standards are maintained, as well as inspecting foreign‐registered ships visiting UK ports. It also operates the UK Shipping Register. The MCA employs people in three main categories: ship surveyors, Coastguards and administrators. Its HQ is in Southampton, but its people are spread around the UK. Operational staff can be on call and are expected to respond to an incident at any time of the day or night, involving search and rescue (SAR), or the threat of a vessel polluting, grounding or sinking. It sends maritime SAR resources to hazardous situations, assisting many thousands of people each year and preventing many deaths, as well as coordinating and responding to counter‐pollution operations.

Marine surveyors

A key area of the MCA’s work is reviewing, developing and setting standards in ships, equipment and carriage of cargoes. It also develops, promotes and enforces seafarer standards. Marine surveyors also carry out surveys of UK‐registered ships, and

www.questonline.co.uk / November 2015

inspections of foreign and UK ships. Marine surveyors are drawn from: ● Naval architects/ships surveyors ● engineers ● nautical specialists. Their main responsibility is to inspect ships and crew to ensure they comply with standards. Many surveyors are in a second career, having served in the RN or the MN. Fishing vessel surveyors inspect fishing vessels and crew using UK waters.

The RNLI is the charity that saves lives at sea. RNLI crew members are volunteers, at least 17 years old, under 45 years old (inshore lifeboat) or 55 (all‐weather lifeboat), and physically fit with excellent eyesight. They live and/or work close to a 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

Her Majesty’s Coastguard

KEY CONTACTS

Her Majesty’s Coastguard is the uniformed arm of the MCA responsible for the initiation and coordination of all civilian maritime SAR within the UK Maritime SAR Region. It provides a vital coordination service for SAR incidents on more than 1.25 million square nautical miles of sea and along the 10,500‐nautical mile UK coastline, through its network of Maritime Rescue Co‐ ordination Centres, which operate around the clock to respond to incidents. HM Coastguard can call on a wide variety of resources when coordinating SAR. These include: ● its own Coastguard Rescue Teams, strategically positioned around the coast ● SAR helicopters under contract to the MCA, and SAR helicopters operated by the Royal Navy and Royal Air Force ● lifeboats operated by the Royal National Lifeboat Institution (RNLI – see below), along with other nominated inshore rescue services ● chemical incident response for vessels at sea ● nominated beach lifeguard units ● police, fire and ambulance services ● mountain and cave rescue teams. Sector managers manage and train the coastguard service in their sector, and carry out some fishing boat inspection. Watch officers are men and women with extensive experience of the sea. Although training is

Department for Transport, Tel: 0300 330 3000 Web: www.dft.gov.uk Twitter: @transportgovuk International Association of Maritime Security Professionals (IAMSP) Web: www.iamsponline.org International Maritime Organization, Tel: 020 7735 7611 email: info@imo.org Web: www.imo.org Twitter: @IMOHQ Maritime and Coastguard Agency, Tel: 02380 329100 email (recruitment): mca.recruitment@mcga.gov.uk Web: www.mcga.gov.uk Twitter: @MCA_media Merchant Navy Career Opportunities, email: enquiry@careersatsea.org Web: www.careersatsea.org Merchant Navy Training Board, Tel: 020 7417 2800 Web: www.mntb.org.uk RNLI, Tel: 0845 122 6999 Web: www.rnli.org.uk Twitter: @RNLI Royal Yachting Association (RYA), Tel: 023 8060 4100 Web: www.rya.org.uk Twitter: @RYA_news Security Association for the Maritime Industry (SAMI) Web: www.seasecurity.org Security in Complex Environments Group (SCEG) Web: www.adsgroup.org.uk/pages/24204653.asp Standards of Training, Certification & Watchkeeping (STCW), see www.stcw.org

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Close protection

Close protection What’s involved? he various sectors of the security industry offer a range of diverse employment opportunities and none more so than close protection (CP). While CP work has traditionally been associated with reducing risk to an individual or family who are considered to be under threat of attack or kidnap, the CP role can also extend to many other tasks, as discussed in more detail in the next section, ‘Job roles and requirements’. Depending on the level of risk, a CP team can vary in size from one or two members to a fully equipped team who can provide residential/hotel security, security advance parties (SAP) and protection during moves by vehicle or on foot. It is important that the team leader or operator can assess the risk and be able to recommend the required level of security, commensurate with the perceived threat.

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

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

Lifestyle management Lifestyle management companies offer busy

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 / November 2015

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 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.

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

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Close protection

Venue-based security

Surveillance

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.

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.

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

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

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

42 www.questonline.co.uk / November 2015

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.homeoffice.gov.uk This is the best source of in‐depth and up‐to‐date information on the qualifications, licensing and training required to work in this industry. These days, the role of CPO extends past the perceived impression of simply providing protection from attackers, with many roles nowadays looking for a range of additional qualifications and experience a close protection grounding can bring. Gaining additional qualifications in health and safety, enhanced medical qualifications such as the Medicine in Remote Areas (MiRA), which is endorsed by the Royal College of Surgeons, and the Responding to Emergency Medical Incidents and Trauma (REMIT) will make you more attractive to employers and the client. Consider enhancing your skills and knowledge in other areas too, such as project management (PRINCE2 or equivalent), risk management or even training qualifications, such as the new level 3 Award in Education & Training and Certificate for Deliverers of Conflict Management. All of these will go towards promoting you as a highly skilled, diverse and employable security professional, enabling you to demonstrate to potential employers that you have more than an SIA licence, have invested in yourself and developed beyond the general baseline of industry requirements.

Choosing a course For anyone wishing to enter the industry, the quality of the instructors and the training they deliver is important. Reputation is everything in the CP industry and being trained by a recognised expert helps students. However, the downside of 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

Close protection

consider course content carefully before spending hardâ&#x20AC;?earned money, and to seek advice on the training that will suit your background and expectations. There are also online networking and forum sites available via which you can seek advice from others in the sector, an example of which is CP World: www.closeprotectionworld.com

Finding employment Most CP operators are selfâ&#x20AC;?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 individualâ&#x20AC;&#x2122;s reputation for reliability and experience are critical to his or her chance of getting further work and progressing to the more lucrative, longerâ&#x20AC;?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 isnâ&#x20AC;&#x2122;t geared to permanent payroll employment, and even subcontract work can be â&#x20AC;&#x2DC;feast or famineâ&#x20AC;&#x2122;. 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 â&#x20AC;Ś 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.

Do Something Different- Be Something More

Furthermore, on a personal level it provides selfâ&#x20AC;?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 decisionâ&#x20AC;? makers high up, not afraid to offer wellâ&#x20AC;? thoughtâ&#x20AC;?out and structured answers or acting as that â&#x20AC;&#x2DC;voice of reasonâ&#x20AC;&#x2122; and sense at all levels. Finally, CPOs are some of the few who are able to fill the gap between the operational aspects of the industry and the theoretical professionals. Our thanks go to security consultant Clive Grant and Gary Williams of Wilplan Training for their help in the preparation of this feature.

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

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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. 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 46

Work onshore encompasses a wide range of activities. Scientists and technicians work to

www.questonline.co.uk / November 2015

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.

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.

Working offshore

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.

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

Oil and gas industry skills gained in the Services Although there is no direct relationship between the oil and gas industry and the Armed Forces, as noted in the following section many of the skills required and valued by employers are taught and

Employment prospects for Service leavers

Oil and gas

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

‘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

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

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

working with industry to develop standards, qualifications and training. Energy & Utility Skills (the Sector Skills Council for the gas, power, waste management and water 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

I DID IT! Name: Scott Dougal Service branch: Royal Engineers Years served: 5 Course provider: The Underwater Centre Former Army Explosive Ordinance Device Specialist Scott Dougal, 24, left the Services in 2014 having, he says, ‘completed all of my goals and expectations within the Armed Forces’. Asked to tell us about the training and experiences gained during his Service career that he now finds useful in civilian life, he cites: ‘The ability to build strong team cohesion and a no-lose attitude’. As for qualifications gained, he achieved an electrical science diploma while serving, and found his CTW useful for ‘adjusting my CV into civilian terms’. Having taken a course with The Underwater Centre, which he says was well run and useful, and included civilian attachments, his first civilian job came about ‘through word of mouth and from a friend’. He has just started work as the main diver on Uwild Ship Inspections and tells us, ‘On a day-to-day basis, the job consists of travelling to the specific job location; when we arrive, we set up ready to dive and then operations begin. During the inspection, all major parts of the ship under the waterline are inspected. Photographs and videos are always prepared as part of the job report. The purpose of the work is to help prevent most vessels from dry-docking for an extended period of time. I like how different my job is, especially when you have customers from other countries, excited and intrigued about what I do. ‘My job in the Forces and the job I do now don’t really compare at all. There are some transferable skills, but interacting in a working environment outside of the Forces is very different indeed. Also I really enjoy the freedom in my new job – I can drop everything whenever I like and go travelling, which is something I didn’t have before and is important to me. Also, in terms of salary, the progression is a lot more lucrative.’ Get in touch Web: www.theunderwatercentre.com See the advertisement on page 61

November 2015 / www.questonline.co.uk

Oil and gas

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. ●

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

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

Re Train your Future at Crownship

48 www.questonline.co.uk / November 2015

● ● ● ● ●

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

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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

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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

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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

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

Local colleges or training providers

Distance/open learning

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

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

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

In-Service

eLearning – the Defence Learning Environment (DLE)

Distance Learning

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

Also open to MoD civilian personnel

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

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

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

www.questonline.co.uk / November 2015

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

Key:

College Courses

Personal Development Record (PDR)

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

Service personnel

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Enhanced Learning Credits

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

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

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

University Short Courses

Standard Learning Credits

Sources of Advice and Finance

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

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

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

Resettlement Grant (RG)

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

Armed Forces Compensation Scheme

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

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

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

www.questonline.co.uk / November 2015

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

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

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

Armed Forces Champions

Further/Higher Education (FE/HE) Access

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

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

Key:

Individual Resettlement Training Cost (IRTC)

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

Service personnel

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Resettlement: Preparation for leaving the Forces Official provider of career guidance, skills training and job finding assistance to leavers of the Armed Forces The Career Transition Partnership (CTP) is a partnering agreement between the MoD and Right Management to provide 3rd Line tri-service resettlement support. This consists of career transition services, training and job finding support for leavers of the Armed Forces. RFEA – The Forces Employment Charity – is an integral part of the CTP and leads on the provision of job opportunities and employment support. This provision is delivered from ten Resettlement Centres in the UK and Germany, and the Resettlement Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range of in-house resettlement training for entitled Service Leavers from up to two years before discharge. CTP RightJob is the CTP’s online job-finding service, listing thousands of live vacancies for Service Leavers from local, national and international employers. Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk

Resettlement Services

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

Employment Support Programme

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

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

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

Served more than 6 years – or medical discharge?

• Yes

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

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

• Prepares PRP with Consultant • Receives regional employment advice

Receives advice on or notiﬁcation of matched job opportunities

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

Makes job applications

Secures employment

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

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

•

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

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

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

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

For the most up-to-date information, please visit www.ctp.org.uk www.questonline.co.uk / November 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. 1. 2. 3. 4. 5. 6. 7.

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

Years’ Service

Normal Discharge

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

CTP No No ESP FRP FRP FRP FRP

Medical Discharge(2)

GRT(1) 0 0 0 20 25 30 35

IRTC No No No Yes Yes Yes Yes

CTP FRP FRP FRP FRP FRP FRP FRP

GRT(1) 10 30 30 30 30 30 35

IRTC Yes Yes Yes Yes Yes Yes Yes

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

Transition services and entitlements Outﬂow

<4 Years’ service or administratively discharged

• • • •

Employment Support Programme >4<6 Years’ Service

• • • • •

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

•

• •

• • • •

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

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

Full Resettlement Programme >6 Years’ Service

• • • •

• • • • • • • •

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

Duty Allowances for Resettlement Activities

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

www.questonline.co.uk / November 2015

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

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

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Resettlement Training Training provided by the CTP

Overseas Resettlement Training

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

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

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

•

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

Training provided by Preferred Suppliers

•

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

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

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

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

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

Useful CTP Contacts TO BOOK A CTP WORKSHOP OR BRIEFING…

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

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

58 www.questonline.co.uk / November 2015

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

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

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

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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 / November 2015

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61 November 2015 / www.questonline.co.uk

Courses and events

Courses and events This guide includes the courses currently scheduled to run from December 2015 to February 2016 Additional courses may be scheduled by each Resettlement Centre according to demand. A list of all courses scheduled for 2015 and 2016 is available from your nearest Resettlement Centre. All the dates given should be confirmed with the relevant Resettlement Centres. Dates are correct at time of going to press.

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

RC Aldergrove

RRC Catterick

RRC Cottesmore

RC Germany

rcaldergrove@ctp.org.uk

rrccatterick@ctp.org.uk

rrccottesmore@ctp.org.uk

rcgermany@ctp.org.uk

START DATE

END DATE

START DATE

END DATE

START DATE

END DATE

START DATE

END DATE

CTW Mixed Class

CTW Junior Ranks

CTW Mixed Class

CTW Junior Ranks

07 December 2015 11 January 2016 08 February 2016

01 December 2015 05 January 2016 25 January 2016 01 February 2016

01 December 2015 08 December 2015 14 December 2015 05 January 2016 11 January 2016 18 January 2016 19 January 2016 25 January 2016 26 January 2016 02 February 2016 08 February 2016 15 February 2016 16 February 2016 22 February 2016 23 February 2016

08 December 2015 10 December 2015 (Course location Sennelager) 26 January 2016 28 January 2016 (Course location Sennelager) 23 February 2016 25 February 2016 (Course location Sennelager)

09 December 2015 13 January 2016 10 February 2016

03 December 2015 07 January 2016 27 January 2016 03 February 2016

Employment Support Programme Wksp

CTW Mixed Class

10 December 2015 19 January 2016 16 February 2016

08 December 2015 10 December 2015 02 February 2016 04 February 2016 (Course location Preston)

10 December 2015 19 January 2016 16 February 2016

RRC Aldershot rrcaldershot@ctp.org.uk START DATE

END DATE 04 December 2015

CTW Junior Ranks 07 December 2015 05 January 2016 02 February 2016 23 February 2016

09 December 2015 07 January 2016 04 February 2016 25 February 2016

CTW Mixed Class 01 December 2015 03 December 2015 (Course location Brize Norton)

CTW Officer 26 January 2016

28 January 2016

03 December 2015 21 January 2016 11 February 2016

Employment Support Programme Wksp 01 December 2015 14 January 2016 18 February 2016

01 December 2015 14 January 2016 18 February 2016

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

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

18 January 2016 22 February 2016

20 January 2016 24 February 2016

Employment Support Programme Wksp 25 January 2016

04 January 2016 01 February 2016

06 January 2016 03 February 2016

CTW SNCO 03 December 2015 05 January 2016

07 December 2015 03 December 2015 05 January 2016

Self Employment Awareness 11 January 2016

11 January 2016

RRC Colchester rrcnortholt@ctp.org.uk END DATE

CTW Mixed Class 07 December 2015 11 January 2016 25 January 2016 08 February 2016 22 February 2016

09 December 2015 13 January 2016 27 January 2016 10 February 2016 24 February 2016

Employment Support Programme Wksp 11 January 2016 15 February 2016

12 January 2016 16 February 2016

FAR All Ranks 04 February 2016

04 February 2016

Interview Techniques 21 January 2016

21 January 2016

Self Employment Awareness 15 February 2016

08 December 2015

62 www.questonline.co.uk / November 2015

15 February 2016

09 December 2015

Employment Support Programme Wksp 14 January 2016 11 February 2016

CTW Officer/SNCO 01 December 2015 03 December 2015 (Course location Sennelager) 12 January 2016 14 January 2016 (Course location Sennelager) 09 February 2016 11 February 2016 (Course location Sennelager)

Employment Support Programme Wksp

25 January 2016

FAR All Ranks

Interview Techniques 08 December 2015

13 January 2016

CTW Officer/SNCO

START DATE

CTW SNCO 01 December 2015 19 January 2016 09 February 2016

11 January 2016

CTW Officer

Business Start Up 03 December 2015

CTW Officer

03 December 2015 10 December 2015 16 December 2015 07 January 2016 13 January 2016 20 January 2016 21 January 2016 27 January 2016 28 January 2016 04 February 2016 10 February 2016 17 February 2016 18 February 2016 24 February 2016 25 February 2016

14 January 2016 11 February 2016

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

07 December 2015 07 December 2015 (Course location Sennelager) 18 January 2016 18 January 2016 (Course location Sennelager) 22 February 2016 22 February 2016 (Course location Sennelager)

Central London resettlementinfo@ctp.org.uk START DATE

END DATE

CTW Senior Officer

28 January 2016 28 January 2016 (Course location External Venue)

08 December 2015 12 January 2016 02 February 2016 23 February 2016

Housing

CTW Senior Officer

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

18 February 2016

FAR Other Ranks

Self Employment Awareness 28 January 2016 25 February 2016

28 January 2016 25 February 2016

10 December 2015 14 January 2016 04 February 2016 25 February 2016

18 February 2016

Interview Techniques (Snr Officer) 11 December 2015 15 January 2016 12 February 2016

11 December 2015 15 January 2016 12 February 2016

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

SA S

A1 Safe & Secure Ltd 15 Days Professional Locksmithing Course

15 ÂŁ2 da ,99 ys 5 tra for in in g

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

Free 24 hour helpline for life, supporting you.

Tel: 01432 341257 www.safeandsecurelocksmithcourses.co.uk

63 November 2015 / www.questonline.co.uk

Courses and events Employment Support Programme Wksp

RC Northolt rcnortholt@ctp.org.uk START DATE

04 February 2016

FAR All Ranks

END DATE

Interview Techniques

10 December 2015 14 January 2016 25 February 2016

CTW Junior Ranks 11 January 2016 08 February 2016

13 January 2016 10 February 2016

04 January 2016 06 January 2016 25 January 2016 27 January 2016 25 January 2016 27 January 2016 (Course location Lossiemouth) 15 February 2016 17 February 2016

CTW Mixed Class

CTW Officer/SNCO

07 December 2015

09 December 2015

13 January 2016

CTW SNCO 04 January 2016 15 February 2016

11 January 2016 01 February 2016

06 January 2016 17 February 2016

03 February 2016

Housing

14 January 2016 10 February 2016

04 February 2016

RRC Tidworth

25 January 2016 22 February 2016

rrctidworth@ctp.org.uk Networking

28 January 2016

CTW Junior Ranks 11 January 2016 01 February 2016

Business Start Up

13 January 2016 03 February 2016

01 December 2015 08 December 2015

CTW Mixed Class 03 December 2015 09 December 2015 07 January 2016 27 January 2016 10 February 2016 24 February 2016

END DATE

20 January 2016 17 February 2016

02 December 2015 09 December 2015

CTW Junior Ranks 07 December 2015 11 January 2016 18 January 2016 25 January 2016 01 February 2016 15 February 2016 22 February 2016

CTW Officer/SNCO 18 January 2016 15 February 2016

02 December 2015 02 December 2015 (Course location 1 RHA Lecture Theatre) 18 February 2016 18 February 2016 (Course location 1 RHA Lecture Theatre)

Interview Techniques 07 January 2016

START DATE

01 December 2015 07 December 2015 05 January 2016 25 January 2016 08 February 2016 22 February 2016

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

Insight to Management Consultancy

Self Employment Awareness

28 January 2016

FAR Officers

03 December 2015 18 February 2016

21 January 2016 25 February 2016

Housing

END DATE

10 December 2015

First Steps 03 December 2015 18 February 2016

07 January 2016

10 December 2015

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

Employment Support Programme Wksp 21 January 2016 25 February 2016

Employment Support Programme Wksp

04 February 2016

FAR All Ranks

rcplymouth@ctp.org.uk START DATE

13 January 2016 03 February 2016

Employment Support Programme Wksp

04 February 2016

RC Plymouth

10 December 2015 14 January 2016 28 January 2016 04 February 2016 10 February 2016 18 February 2016

FAR Other Ranks

16 December 2015 20 January 2016 24 February 2016

22 February 2016

11 February 2016

08 December 2015 12 January 2016 26 January 2016 02 February 2016 08 February 2016 16 February 2016

09 December 2015

CTW SNCO

19 January 2016

Self Employment Awareness

03 December 2015 21 January 2016 11 February 2016 25 February 2016

CTW Mixed Class END DATE

14 December 2015 18 January 2016 22 February 2016

Networking

11 February 2016

16 December 2015 10 February 2016

rcportsmouth@ctp.org.uk

CTW Officer

Housing

22 February 2016

14 December 2015 08 February 2016

25 January 2016

FAR All Ranks

13 January 2016

RC Portsmouth START DATE

Employment Support Programme Wksp

19 January 2016

22 January 2016

CTW Junior Ranks

CTW Officer

25 January 2016

21 January 2016

CTW Mixed Class 07 January 2016 21 January 2016 10 February 2016 18 February 2016

01 December 2015 19 January 2016 09 February 2016 23 February 2016

CTW SNCO

Business Start Up 04 December 2015

21 January 2016

08 December 2015 12 January 2016 23 February 2016

END DATE

CTW Officer

17 February 2016

Business Start Up

05 January 2016 19 January 2016 08 February 2016 16 February 2016

rrcrosyth@ctp.org.uk START DATE

17 February 2016 03 December 2015

RRC Rosyth

20 January 2016 17 February 2016

09 December 2015 13 January 2016 20 January 2016 27 January 2016 03 February 2016 17 February 2016 24 February 2016

Visit www.ctp.org.uk for further details

Safe departures take more than pilots; train to become an

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

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

E LC

PROVIDER NUMBER

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www.questonline.co.uk / November 2015

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What does it take to get 73 million journeys off to a flying start? People like you. Security Officers £21,900 (pro rata) + benefits Full and Part-time Opportunities Heathrow Here at Heathrow, there’s a lot more to security than you might think. While checking documents and keeping an eye out for anything suspicious are an essential part of a career as a Security Officer, it’s also about offering the kind of first-class service that gets every journey off to a flying start. That means giving each passenger a warm welcome – and a great send off. It means treating them with empathy and understanding. And it means doing everything possible to help them pass through the airport safely and smoothly.

You don’t need to have a security background to join us. What’s important here is your natural ability to look after customers from all walks of life and from all corners of the globe. No matter where you come from or where you want to take your career, if you’ve got what it takes to make customers feel at home at Heathrow, we think you’ll fit right in.

Explore our world at www.heathrowairport.com/careers

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

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

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