Army Secretariat Army Headquarters IDL 24 Blenheim Building Marlborough Lines Andover Hampshire, SP11 8HJ United Kingdom
Ref: FOI2020/03578/05/04 E-mail: [email protected] Website: www.army.mod.uk
Mr Kevin Bell-Walker 01 May 2020 Email: request-654552- [email protected]
Dear Mr Bell-Walker,
Thank you for your email of 12 March in which you requested the following information:
“Could you please provide me with a copy of the latest/most current Corps Instruction for the promotion and career management of Other Ranks (Spr - WO1) in the Royal Engineers.”
I am treating your correspondence as a request for information under the Freedom of Information Act (FOIA) 2000. A search for the information has now been completed within the Ministry of Defence, and I can confirm that the information in scope of your request is held and is attached. I apologise that it has taken slightly longer to reply than it would normally have done, but hope you will understand this is because of the unusual circumstances in which we are currently working.
Please find attached copies of People Policy Notes and Career Management Manual Part 2 which contains the information you have requested. Some of this information is exempt from release under section 40 (Personal Data) of the FOIA. Section 40(2) has been applied to some of the information to protect personal information as governed by the Data Protection Act 2018. Section 40 is an absolute exemption and there is therefore no requirement to consider the public interest in deciding to withhold the information.
If you have any queries regarding the content of this letter, please contact this office in the first instance. Following this, if you wish to complain about the handling of your request, or the content of this response, you can request an independent internal review by contacting the Information Rights Compliance team, Ground Floor, MOD Main Building, Whitehall, SW1A 2HB (e-mail CIO- [email protected]). Please note that any request for an internal review should be made within 40 working days of the date of this response.
If you remain dissatisfied following an internal review, you may raise your complaint directly to the Information Commissioner under the provisions of Section 50 of the Freedom of Information Act. Please note that the Information Commissioner will not normally investigate your case until the MOD internal review process has been completed. The Information Commissioner can be contacted at: Information Commissioner’s Office, Wycliffe House, Water Lane, Wilmslow, Cheshire, SK9 5AF. Further details of the role and powers of the Information Commissioner can be found on the Commissioner's website at https://ico.org.uk/.
Yours sincerely,
Manning Portfolio 2 Army Secretariat OFFICIAL
18 December 2019
File reference: 20191218-04-02-02-15-PPN 19-07-Cbt Engr Career Stream Application and Boarding Process-FINAL-V1-SO1 People-O
See Distribution
People Policy Note 19-07 - ME (Cbt) Career Stream Application Process
Introduction
1. Annex A to Chapter 8 of the RE/ QGE Regular Soldier Career Management Manual and MS Directive (CMM) (Amendment 1) introduced how the Corps will offer UKTAP and GURTAM soldiers the opportunity to join the ME (Cbt) Career Stream. The purpose of this PPN is to direct how applications to join the ME (Cbt) Career Stream are to be processed.
2. Objectives. The objectives of the ME (Cbt) Career Stream transfer are to:
a. Aid the retention of soldiers in pinch point trades in general as well as those from the Cbt Engr trades1 who would rather resign than attend Cl1 trade training.
b. Manage talent and allow selected soldiers to plug known gaps in the ME (Cbt) structure and specialise in the delivery of Combat Engineering, whilst maintaining dual-capability.
Eligibility
3. Eligible Personnel. The eligibility criteria will be reviewed by RHQ RE regularly. Personnel who meet the following criteria are eligible to apply to join the ME (Cbt) Career Stream:
a. ME (C3S), ME (Driver), ME (Engr Log Spec) and ME (POM) soldiers rank- ranged Spr-Sgt.
b. ME (Geo) soldiers rank-ranged Spr-LCpl.
c. Soldiers from any other RE/ QGE trade (less EOD&S) rank-ranged Spr to LCpl and who have not completed a Cl1 trade course.
d. ME (Cbt) Cl2 and recommended for transfer by their OC.
4. Ineligible Personnel.
a. Ineligible Personnel. The following SP are ineligible for transfer to the Cbt Engr Career Stream:
(1) SP who have transferred into the EOD&S trade.
(2) SP from the Cbt Engr trades and already have a Cl1 qualification in trade.
1 Cbt Engr trades = ACR, Armd, B&C, B&SF, C&J, Const Mat Tech, Des Dtmn, Dtmn E&M, Elec, Fab, Ftr, H&P, Svy Engr.
OFFICIAL Page 1 of 3 OFFICIAL
b. Management of Ineligible SP. SP from the Cbt Engr trades (less EOD&S) who do not meet the eligibility criteria but want to be employed in Cbt Engr posts in future need to make their intentions clear in Posting Preference Proformas2.
5. Quota Controls. RE Personnel Strategy will annually calculate how many soldiers may transfer out of every trade at each rank and publicise these quotas on their SharePoint site. No more than 60 SP may enter the ME (Cbt) Career Stream a year (April to April).
Application Process
6. Action Required by Applicant. Eligible applicants may request to transfer to the ME (Cbt) Career Stream by completing a ‘Change of Employment Request Form’ at Annex A to Chapter 2 to the Regular Soldier CMM. The application is then to be submitted via the chain of command to the soldier’s OC.
7. Action Required by Applicant’s OC. OCs need to complete the final section of the Change of Employment Request Form, stating why the soldier should transfer to the ME (Cbt) Career Stream. Completed forms should then be sent to the unit RCMO.
8. Action Required by Applicant’s Unit. Units are to submit supported applications to APC like any other application to transfer3. Units are not permitted to block applications made by eligible SP who have been recommended for transfer.
9. Action Required by APC. Applications will be processed by APC without the requirement for selective boarding. Applications are to be referred to the RE Transfer Board in accordance with Chapter 7 of the Regular Soldier CMM.
a. Acceptance of Transfer. APC will write to successful applicants stating the career implications (if any) of the transfer and the career and training plan for the selected soldier. Successful applicants will be required to sign to accept the conditions of the transfer and return it (via RCMO) to APC.
b. Assignments. Successful applicants will be assigned to a Cbt Engr post within 6 months of selection and will remain in their current unit if at all possible: the only grounds a successful applicant should expect to be assigned to another unit is on selection for promotion.
c. Course Loading. APC will load any successful applicants who require a Cbt Engr Course or Conversion Course in conjunction with the soldier’s RCMO4.
d. Change of Trade and Trade-for-Pay. Successful applicants will change trade to ME (Cbt) on completion of any Cbt Engr training required. If a successful applicant already has the Cbt Engr qualification appropriate for their rank, the change of trade and pay (if appropriate) can happen immediately5. It is a unit responsibility to change the Trade for Pay on JPA.
2 With the majority of Cbt Engr trade posts from OR4 being Combat focused rather than trade, APC will attempt their best to meet the SP’s request provided the needs of the Service are met too. 3 Applications for the first batch of transferees are to be sent electronically to XXXXX XXXX ([email protected]) NLT COP Fri 28 Feb 20. 4 See PPN 19-08 for Combat Engineer Conversion Training policy. 5 Combat Engineer is a Supplement 3 Trade for Pay.
OFFICIAL Page 2 of 3 OFFICIAL
e. Maintaining the Quota. APC are to transfer no more than 60 soldiers to the ME (Cbt) Career Stream a year, averaging at 15 per quarter. The transfer year runs from 1 Apr to 31 Mar. If more than 60 applications to transfer are received in a year, APC will ask units to prioritise their candidates.
f. First Batch. APC are to transfer the first batch of successful applicants to the ME (Cbt) Career Stream by 31 Mar 20.
Exceptions and Special Cases
10. Para/ Cdo/ PF Recce. ME (C3S), ME (Dvr), ME (Engr Log Spec) and ME (POM) soldiers assigned to Pathfinders (PF), Recce Tp 23 Para Engr Regt and Recce Tp 24 Cdo RE, holding at least one of the following competencies are to be transferred to the ME (Cbt) Career Stream automatically, without referring to the RE Transfer Board6:
(1) Inf|LT RECCE PTLMN|Army|
(2) RM|RECCE OPERATOR(Signaller)|Navy|
(3) Parachute|PATHFINDER SELECTION|Army|
Soldiers transferred under these rules are to be subtracted from the annual quota of 60 soldiers allowed to transfer a year.
11. C-CBRN. The majority of SP with CBRN Specialist Qualifications transferring from RAF or RTR are to be transferred to the ME (Cbt) Career Stream provided their transfer to the RE is endorsed by the RE Transfer Board. These SP are exclusive to the overall annual quota of 60. See PPN 19-09 for further details on CBRN transfers.
Management after Transfer
12. Onward Management and Promotion. Soldiers transferred into the ME (Cbt) Career Stream are to be managed in accordance with Annex A to Chapter 8 of the Regular Soldier CMM. SP transferring with CBRN qualifications are to be managed in accordance with Annex L of the Regular Soldier CMM.
Policy Update
13. CMM Update. The procedures and policies outlined above will be incorporated into the next amendment of the Regular Soldier CMM by RHQ RE and reviewed annually.
[Signed]
XXXXXXXX RE, SO1 People XXXXXXXXX [email protected] Distribution: HQ JFIG HQ 8 Engr Bde 23 Para Engr Regt HQ RSME Gp 24 Cdo RE HQ ARRC (for Engrs) Corps SM HQ 25 (CS) Engr Gp
6 TPN 16/08 allows for SP from the C3S, Driver, Log Spec and POM trades assigned to PF or Recce Tp 23 or 24 Regts to attend the Cl1 Cbt Engr course whether they are transferring to the ME (Cbt) Career Stream or not.
OFFICIAL Page 3 of 3 People Policy Note 20-04 OFFICIAL 30 January 2020
File reference: 20200130-04-02-08-02-PPN 20-04-Updated EODandS CMM Annex- SO1 People-O
People Policy Note 20-04-Updated EOD&S Career Management Manual Annex
1. There is a requirement to update the EOD&S career management policies in the RE/ QGE Regular Soldier Career Management Manual (CMM). With immediate effect, this PPN replaces Annex G to Chapter 8 of the CMM. Any new text is shown below in green and this PPN will be absorbed into Amdt 2 of the CMM to be released later in 2020.
[Signed]
XXXXXXXX RE, SO1 People RHQ RE XXXXXXXX [email protected]
Enclosure:
1. Replacement to Annex G to Chapter 8 of the RE/ QGE Soldier Career Management Manual & MS Directive
OFFICIAL Page 1 of 7 People Policy Note 20-04 OFFICIAL
ME (EXPLOSIVE ORDNANCE DISPOSAL AND SEARCH)
CEGs/Trade Gps: Military Engineer Tradesman Trade for Pay: Cbt Engr (ME (EOD&S) from 01 Apr 20) CEQs: ME (EOD&S) Special Note: Trade not available to QGE soldiers
Cbt Engr EOD&S CLM
Trade Training • ME (Cbt) Cl3 • ME (EOD&S) Cl21 Output Standard
Class 3-2 • Min of 6 months in-unit • N/A • N/A Qualification after completion of Trade Requirement Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME (EOD&S) Cl2 • PNCO Course promotion to LCpl completed after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to • ME (Cbt) Cl2 • ME (EOD&S) Cl2 • N/A Attend Cl1 Trg • Minimum rank of LCpl.
Selection for • ME (Cbt) Cl1 • ME (EOD&S) Cl12 • PNCO Cse promotion to Cpl criteria Cpl Comd Courses • FSCC • N/A • JCC Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt
Training • FSC • DEOC/ AEOC/ DASA • RE SNCO Cse Completed as as pre-employment trg a Sgt Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt
Training • N/A • DEOC/AEOC/ DASA • N/A Completed as a as pre-employment SSgt trg Requirement for • N/A • N/A • N/A Promotion to WO2
Training • QMSI ME Cbt • DEOC/ AEOC/ DASA • RE WO CLM. Completed as a as pre-employment trg WO2 Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1
Training • N/A • DEOC/AEOC/DASA • RSM Cse if selected Completed as as pre-employment a WO1 trg
1 The Cl2 ME (EOD&S) qualification comprises of the RE Elementary EOD (0805) and DAST Team Member (4106) courses, completed in any order. 2 The Cl1 ME (EOD&S) qualification comprises: Def CMD No 2 (0804); Defence EOD No 2 (IEDD) (0053) or Defence Advanced EOD No 2(0056); DAST Comd (4104) or DAST Scribe (4105), completed in any order.
OFFICIAL Page 2 of 7
People Policy Note 20-04 OFFICIAL
Spr - LCpl Cpl Sgt SSgt
1. C l 3 C l 1 D E O C C l 2 Cpl E O D E O D C b t C b t C M D C b t EOD&S DEOC S g t E n g r E n g r IEDD S S g t E n g r M E
( Cbt/Other E Cl1 R E O Initial Unit C b t C b t SSgt JCC FSCC S N C O FSC D Trg EOD&S C p l
C s e S g t & S )
–
Cl2 C P N C O Search A EOD&S C p l DASA DASA C s e S e a r c h R O t h e r SSgt
S g t E E R
WO2 WO1
D E O C E O D S S M SSM R S M RSM C M D W O 2 C s e C s e IEDD
t n e m y o QMSI l 2nd career - LE commission Cbt/Other 2nd QSMI SMI p Cbt Cse WO2 Assignment m E
f o
d n E
DASA Search On Invitation WO2 Notes: 1. DASA may be taken as a SEL Sgt and can be completed before or after RE SNCO and FSC if required. 2. DEOC (CMD/IEDD) and AEOC training provided to meet requirement of current/next assigned post.
OFFICIAL Page 3 of 7 People Policy Note 20-04 OFFICIAL
RULES FOR TRANSFER INTO THE EOD&S TRADE
1. Introduction. This document provides the standard procedures for soldiers to transfer from their current CEQ into the EOD&S trade without impacting on their current rank. It is assessed that to sustain the EOD&S trade, at least a decade of annual transfers into the trade will be required. Annual Offers to Transfer (OTT) will be distributed separately to clarify the annual requirement by rank and qualification.
2. Policy. All ranks can apply to be considered for re-trade from their current trade to EOD&S without being required to forfeit their current rank. All applications must be supported by the chain of command. Unsuccessful applicants are invited to apply again.
3. Transfer Entry Standards. The current required entry standards are below, however applications by soldiers who do not fully meet these standards will be considered on a case- by-case basis. If a CO considers a soldier competent at this level, he/she may put the soldier forward as a candidate for transfer regardless of any lack of formal academic qualifications3:
a. The Joint Medical Employment Standard (JMES) required to be considered for transfer is Medically Limited Deployable (MLD).
b. Minimum Cbt Engr Cl2.
c. Colour Perception (CP) 24.
d. Acceptable EOD and Search qualifications.
4. Offer to Transfer (OTT) Process. a. Unit Action. COs are encouraged to take a personal interest and actively advertise this OTT and seek out suitable volunteers for transfer5. Where a soldier expresses interest in transferring, unit RCMO’s are to take responsibility for the coordination of any application.
b. Exclusions. Current exclusions will be announced annually in the Offer to Transfer letter, published separately by CS RE Personnel Strategy.
c. Selection Process. The RE Transfer Board is responsible for the final selection process. Each application will be considered on its own merits, selecting those displaying an aptitude and suitability for the training and operational demands of EOD&S.
d. Pay. EOD&S falls within ME Trade Group 1/Cbt Engr Trade for Pay Group which currently attracts Pay Supplement 3. SP will be awarded the Cbt Engr TfP when the soldier completes one of the three criteria: relevant Cbt Engr qualification, EOD Cse or Search course (which demonstrates the soldier is now on the glidepath to full transfer). 5. Detailed Process. a. Unit Action. Unit RCMO’s are to conduct an initial interview with potential candidates with a view to answering any immediate queries on career prospects or employment issues in consultation with APC CMs. RCMOs will then remain the unit POC throughout the complete application and transfer process.
b. Offer to Transfer Application. RE Soldiers who wish to transfer must submit the required paperwork, through unit RCMO’s, to Employments Sect, RE Sldr Wing using Annex A to Chapter 2 of the Regular RE and QGE Soldier’s Career Management Manual. Soldiers of other cap badges (including QGE) are to apply completing an AFB241A. c. Selection Process. Selection will be based on quotas informed by Pers Strat (Army).
3 Note Cat C Driver qualification is no longer needed to transfer to EOD&S. 4 Matches CP level to join the Army as a RLC AT. 5 Including placing the EOD&S OTT opportunity and details on Unit Part One Orders. OFFICIAL Page 4 of 7 People Policy Note 20-04 OFFICIAL
RE Sldr Wing will refer applicants to the RE Transfer Board in accordance with Paragraph 0716 of this Manual. Unsuccessful applicants will be encouraged to apply again if recommended and their career profile advises. d. Training and Transfer.
i. APC will take SME advice from HQ 29 EOD&S Gp if required on the suitability of an applicant for transfer to the EOD&S trade and refer that advice to the RE Transfer Board.
ii. If an application is approved by the RE Transfer Board, APC will write to the SP’s RCMO stipulating the offer to transfer in detail, covering as a minimum: 1. Cbt Engr training requirement, preferably with course loading dates.
2. EOD and/or Search training requirement. HQ 29 EOD&S Gp are to load the SP onto the relevant courses, with the courses prioritised to match the requirements of the PID the SP will occupy on transfer6.
3. When Cbt or EOD&S Trade for Pay will be awarded, which will be on the completion of the first course to demonstrate the soldier is committed to transferring, namely the relevant Cbt Engr, EOD or Search course.
4. Whether a waiver for Cbt Engr training will be given to allow the transferee to be considered for promotion. If selected for promotion, the SP will have to complete the relevant Cbt Engr qualification for their new rank within the promotion year or be deselected.
5. Instructions to the SP’s CO to comment on the SP’s potential for promotion in their current trade as well as in EOD&S.
6. If necessary, when the soldier will be assigned into an EOD&S PID.
iii. HQ 29 Gp will ensure a balance between operational deployments and the need for soldiers to be qualified to transfer.
e. Qualified transferees will be assigned by RE Sldr Wing, APC at the earliest opportunity to progress individuals’ careers accordingly. Those who transfer will not be permitted to revert to their original trade or transfer to another. Those who fail to transfer will be returned to their original trade, or, if time permits in SP’s career, offered the opportunity to transfer to another RE trade.
f. Return of Service. JSP 750 should be checked to clarify if any training undertaken on transfer to the EOD&S trade will be subject to a Return of Service.
g. Manning Levels. The EOD&S trade will be filled in line with predicted demand to best achieve manning levels set in Army and Corps Manning Priorities.
6 APC are to inform HQ 29 (EOD&S) Gp which PIDs transferees are to be assigned to. OFFICIAL Page 5 of 7 People Policy Note 20-04 OFFICIAL
6. Conversion to EOD&S.
a. Qualifications Required. To be transferred to EOD&S, soldiers must hold the following qualifications shown in the table below7:
Rank Minimum EOD Qual Required Min Search Qual Required
Nil Spr REST/DAST RE Elementary EOD Preferred Nil LCpl REST/DAST RE Elementary EOD and/or Defence EOD No.2 preferred
Cpl Def CMD No 2 and/ or Def IEDD No28 REST Comd/DAST Comd Sgt DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA SSgt DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA WO2 DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA WO1 DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA
b. Soldiers Holding Both Qualifications. Soldiers can be transferred to EOD&S by APC once the soldier has accepted an Offer to Transfer.
7. Candidate Transfer Cohorts. The requirement is to inject suitable and qualified manpower at the ranks where the gapping is most evident, however, it is understood that this may not come without a significant training bill (in some cases) or risk of course fatigue in others. Applicants will be considered in Cohorts, as follows: a. Cohort 1. Applicants for Cohort 1 must:
i. Be from the Artisan/Armd/Cbt trades but excluding Clk Wks/MPF.
ii. Be of any rank ranged OR2-OR9.
iii. Be Class 2 or 1 in trade qualification and Cbt Engr competences relevant to their rank.
iv. Hold the required EOD&S competences for their rank (as per para 6a).
v. Be serving anywhere within the Corps/Army. b. Cohort 2. Applicants for Cohort 2 must:
i. Be ranked OR6 and above from Armd, C3S, Driver, POM or Log Spec trades.
ii. Be serving anywhere within the Corps/Army.
iii. Be Class 1 in trade and Cbt Engr Cl2.
iv. Hold a DEOC (CMD) or AEOC or DASA qualification.
Applicants in Cohort 2 will be restricted to EOD&S and UNSPEC/E2 posts until they have completed the Cbt Engr training required for their rank. c. Cohort 3. Applicants for Cohort 3 must:
i. Be ranked OR2 to OR4 from the C3S, Driver, POM or Log Spec trades.
ii. Be Class 3, 2 or 1 in trade and Cbt Engr Cl2.
7 Equivalent and legacy qualifications can be drawn from JSP 364 Part 1 Section 3 para 24-27. 8 Defence EOD No 2 competency is also shown on JPA as ‘EOD Cl1’ OFFICIAL Page 6 of 7 People Policy Note 20-04 OFFICIAL
iii. Must hold a current EOD and/or Search qualification.
iv. Successful Applicants from Cohort 3 will be provided with Cbt Engr27 as well as EOD&S career training and therefore employable in EOD&S, Cbt Engr, UNSPEC and E2 posts. Annual transfer requirements may exclude certain trades at certain ranks to maintain balanced manning across the Corps.
d. Cohort 4. Applicants for Cohort 4 must:
i. Be of any rank ranged OR2-OR9, of any cap-badge.
ii. Hold the current EOD qualification applicable to their rank (as per Para 4a).
iii. Be serving anywhere in the Army.
iv. Be recommended by their Chain of Command for transfer to the RE and to EOD&S specifically. v. Have received a full career implications brief from APC.
Successful Applicants from Cohort 4 will be restricted to EOD&S, UNSPEC and E2 posts until they have completed the Cbt Engr qualification relevant to their rank.
8. Employment and Consideration for Promotion. Personnel will continue to be informed in the Offer to Transfer letter what board for promotion they will be considered for, on a case- by-case basis. Commanding Officers are to comment on the potential to serve in the next rank in the soldier’s current trade as well as in EOD&S. 9. Combat Engineer Training. Applicants from Cohorts 2,3 and 4 are to gain the relevant Cbt Engr qualifications for their rank in accordance with People Policy Note 19-08. 10. Promotion Rules Exceptions for Transferees. Soldiers who fail DEOC and are considered by the RSME or DEODS as not suitable to re-attempt the course/relevant modules will require a career review by APC and employed as a DASA/Cbt Engr in future to provide promotion prospects.
11. EOD&S JPA Competencies. As soldiers complete the courses required to be awarded Cl2 and Cl1 in the EOD&S trade, they are to be awarded the following JPA Competencies9:
Qualifications required to be awarded the JPA Class Competence JPA Competence EOD&S Class 2 RE Elementary EOD (0805) and RE|EOD AND S CL2|Army| DAST (Team Member) (4106) EOD&S Class 1 Defence EOD No2 (CMD) (0804) course and; RE|EOD AND S CL1|Army| Defence EOD No2 (IEDD) (0053) course or Defence Advanced EOD No 2 (0056) and; DAST (Commander) (4104) course or DAST (Scribe) (4105).
9 At the time of writing, it is being investigated if these competencies can be awarded automatically on JPA. Until then, competencies are to be entered manually using the correct terminology only. OFFICIAL Page 7 of 7 People Policy Note 20-03 OFFICIAL 21 Feb 20
File reference: 20200221-04-02-02-15-PPN 20-03-Change to eligibility for promotion to Sgt and SSgt-SO1 People-FINAL-V2-O
HQ 8 Engr Bde HQ NCGI HQ RSME Gp APC HQ ARRC RHQ 23 Para Engr Regt HQ 25 Engr Gp RHQ 24 Cdo RE
PPN 20-03-Change in Eligibility for Promotion to Sgt and SSgt
1. Introduction. As identified on page 24 of the RE Workforce Plan, there will be insufficient manpower pull-through in future years to meet the Corps’ senior OR workforce demand. A measure to mitigate this is to help the throughflow of talent in the Corps. As a result, the following changes are to be implemented:
a. Promotion Policy: Cpl - Sgt. The Corps is to reduce the minimum time in rank for promotion for RE personnel from Cpl to Sgt from 3 to 2 years.
b. Promotion Policy: Sgt – SSgt. The Corps is to reduce the minimum time in rank for promotion for RE personnel from Sgt to SSgt from 3 to 2 years.
2. Promotion Policy. In order to give reporting officers the opportunity to adjust Orders of Merit and Appraisal Reports, the changes in the table below will take effect from 01 Apr 20 (changes shown in green font). This policy will NOT be implemented for the 2020 Sgt to SSgt Board (10-12 Mar 20) or the 2020 Cpl to Sgt Board (11-15 May 20): the 3-year eligibility criteria will still apply to both these boards.
Time Required in Sub Rank to be Time Required in Sub Rank to be Ser Promotion Eligible for the next rank from 01 Apr Eligible for the next rank: Soldiers on 2020. OEng only 1 Spr to LCpl No time limit 2 LCpl to Cpl 2 years 2 Years
3 Cpl to Sgt 2 years 2 Years 4 Sgt to SSgt 2 years 2 Years 5 SSgt to WO2 2 years 2 Years 6 WO2 to WO1 3 years (RE only) N/A
3. QGE. The new rules apply to RE and QGE personnel on Versatile Engagement (VEng) Terms and Conditions of Service (TACOS). As shown in the table above, there will be no change to the promotion eligibility criteria for QGE personnel on Open Engagement (OEng) TACOS.
4. Career Management Manual. The above policy change supersedes the direction given in the table at Paragraph 0302b of the RE/ QGE Soldier CMM (Amdt 1), however, the new changes will be included in Amendment 2, due for release in May 2020. [Signed] xxxxxxxxxx, SO1 People, RHQ RE [email protected] xxxxxxxxxx
[Type here] OFFICIAL [Type here]
Army Code No. 71631 - Part 2
CAREER MANAGEMENT MANUAL AND MS DIRECTIVE
THE ROYAL ENGINEERS THE QUEEN’S GURKHA ENGINEERS
PART 2 - REGULAR SOLDIERS 2018
Including Amendment 1
This publication supersedes ‘The Career Employment Structure for Regular and Territorial Officers and Soldiers of the Royal Engineers, Part 2 - Regular Soldiers (Rev 2002) (AC No 71631)’ which is to be destroyed. HANDLING INSTRUCTIONS: FOR MOD USE ONLY
COPYRIGHT This work is the property of the Corps of Royal Engineers and the intellectual property rights for this publication belong exclusively to the Regimental Headquarters Royal Engineers. No material or information contained in this publication should be reproduced, stored in a retrieval system or transmitted in any form outside MOD establishments except as authorised by both the sponsor and the MOD where appropriate.
SECURITY This document is issued for the information of such persons who need to know its contents in the course of their official duties. Any person finding this document should hand it into a British Forces unit or to a British Police Station for its safe return to RE RHQ, Ravelin Building, Brompton Bks, CHATHAM, Kent, ME4 4UG with particulars of how and where found.
THE UNAUTHORISED RETENTION OR DESTRUCTION OF THIS DOCUMENT COULD BE AN OFFENCE UNDER THE OFFICIAL SECRETS ACT OF 1911-1989.
AUTHORITY
This publication is issued under the direction of the RE 1-Star Cabal.
STATUS The contents provide clear military information concerning the most up to date and best practice available for commanders and troops to use. If you are prosecuted for a breach of health and safety law, and it is proved that you have not followed the relevant provisions a court may find you criminally liable, unless you can show that you have complied with the requirements of health and safety legislation as it is a breach of this legislation which renders a person criminally liable. Breaches or omissions could result in disciplinary action under the provisions the Army Act.
DISTRIBUTION As directed by SO1 People RE RHQ who is the sponsor and to whom comments and queries concerning this publication should be addressed.
GLOSSARY OF TERMS Follow this link to the MOD Glossary of Terms for explanations of the acronyms, abbreviation and definition used within the MOD and this manual.
PRINCIPLES The principles of this manual is that firstly it is designed as an electronic document in order to ensure the reader has access to the most up to date information and policy. Furthermore, it is the principle of this document not to duplicate Joint Service or Army policy but instead to provide hyperlinks to the relevant higher level document.
AMENDMENT REQUESTS Requests for amendments to this publication are to be made by email to: XXXXXXXXXXXX or XXXXXXXXXXX
Amendment Amendment Number By Whom Date Annual Update for 2019 1 SO1 People Jul 19
2 CONTENTS
Page
PREFACE
CHAPTER 1 – GENERAL 2-1-1
Principles and Foundation 2-1-1 Key Definitions 2-1-1 Employment Definitions 2-1-2 Relevant Training Establishments 2-1-3
CHAPTER 2 - CAREER STRUCTURES AND TERMS OF SERVICE 2-2-1
Career Structure 2-2-1 Terms of Service 2-2-2
ANNEX
A. Change of Employment Request Form 2-2-A-1
CHAPTER 3 - PROMOTION, APPOINTMENTS AND COMMISSIONING 2-3-1
Promotion 2-3-1 Appointments 2-3-6 Commissioning 2-3-6
ANNEX
A. Promotion and Appointment Board Default Composition 2-3-A-1 B. Voluntary Deselection Certificate 2-3-B-1
CHAPTER 4 - SOLDIER CAREER MANAGEMENT AND ASSIGNMENTS 2-4-1
Manage 2-4-1 Assignments 2-4-3 Advice 2-4-4 Assure 2-4-4
CHAPTER 5 - PREPARATION AND SELECTION FOR SERVICE OUTSIDE THE CORPS 2-5-1
Army Pilot 2-5-1 Commando 2-5-1 Army Diver 2-5-1 Paratrooper 2-5-1 Pathfinder 2-5-1 RMAS 2-5-1 UKSF 2-5-2
CHAPTER 6 - CLM, NUMERACY AND LITERACY 2-6-1
CLM 2-6-1 Numeracy and Literacy 2-6-2
i CHAPTER 7 - LEAVING AND RE-JOINING THE CORPS 2-7-1
Leaving the Corps – Transferring 2-7-1 Post-Career Opportunities and Termination 2-7-1 Re-joining/Transferring into RE/QGE 2-7-2
ANNEX
A. Terms of Reference of the RE/QGE Transfer Board 2-7-A-1
CHAPTER 8 - TRADE-SPECIFIC CAREER MANAGEMENT 2-8-1
ANNEX
A. Combat Engineer 2-8-A-1 B. Artisan Trades 2-8-B-1 C. Plant Operator and Mechanic 2-8-C-1 D. Driver 2-8-D-1 E. Command, Control and Communications Systems Operator 2-8-E-1 F. Armoured 2-8-F-1 G. Explosive Ordnance Disposal and Search 2-8-G-1 H. Engineer Logistics Specialist 2-8-H-1 I. Geographic 2-8-I-1 J. Clerk of Works and Military Plant Foreman 2-8-J-1
Appendices: 1. Guidance to Units on Preperation of Potential Clk Wks and MPF 2-8-J1-1 2. Application for MPF/Clk Wks Training 2-8-J2-1
K. Well Driller 2-8-K-1 L. Counter-Chemical, Biological, Radiological and Nuclear 2-8-L-1 M. Royal Engineer - Annual Career Review 2-8-M-1 N. Royal Engineer Driver Training and Licence Acquisition 2-8-N-1 O. Civilian Qualifications available to RE/QGE Soldiers 2-8-O-1 P. Generic RE/QGE JPA Roles and Responsibilities 2-8-P-1
CHAPTER 9 - CORPS MS DIRECTIVE FOR REGULAR SOLDIERS 2-9-1
Aim 2-9-1 Soldier Career Management 2-9-1 Unit Process 2-9-1 Detailed Guidance – Subject Soldiers 2-9-2 Detailed Guidance – Reporting Officers 2-9-3 Detailed Guidance - Appraisal Manager 2-9-5 Appraisal Process 2-9-6
ANNEX
A. RO Writing Guidance – MPAR 2-9-A-1 B. RO Writing Guidance – Sprs 2-9-B-1 C. RO Writing Guidance – LCpls 2-9-C-1 D. RO Writing Guidance – Cpls 2-9-D-1 E. RO Writing Guidance – Sgts 2-9-E-1 F. RO Writing Guidance – SSgts 2-9-F-1 G. RO Writing Guidance – WO2 2-9-G-1 H. RO Writing Guidance – WO1 2-9-H-1 I. Rank Reporting Officers (See JSP 757-Part 2-Vol 2-Annex C-RE) 2-9-I-1 ii J. Example OOM 2-9-J-1 K. Individual Grading Board Sheet MS1/MS2 2-9-K-1 L. Writing Guidance – A225A 2-9-L-1 M. Guide to Writing AFB108X – Certificate of Service Testimonial 2-9-M-1 Appendices: 1. Military Conduct Assessment Guide. 2-9-M1-1 2. RE Employment Qualification Templates 2-9-M2-1 3. Generic Employment Qualification Templates 2-9-M3-1 4. Example Structure and Format Templates 2-9-M4-1 N. Template JPA Roles and Responsibilities 2-9-N-1
REFERENCES AND LINKS 2-9-9
iii PAGE LEFT INTENTIONALLY BLANK
iv CHAPTER 1 GENERAL
0101. The Career Management Manual for Regular and Reserve Officers and Soldiers of the Royal Engineers (RE) and the Queen’s Gurkha Engineers (QGE) comprises four individual parts and can be found at:
a. Part 1 – Regular Officers.
b. Part 2 – Regular Soldiers (this manual).
c. Part 3 – Reserve Officers.
d. Part 4 – Reserve Soldiers.
0102. These publications should be used as the main reference document by all personnel involved in RE and QGE officer and soldier career management. It will be reviewed annually by RE RHQ. New career management policies will be temporarily issued under a People Policy Note (PPN) and placed on the Royal Engineers Action Directory (READ) until they can be added into the annual review of this document.
PRINCIPLES AND FOUNDATION 0103. Principles of Military Engineering. The principles for what a Sapper is and does are outlined in the Royal Engineers Primer, released in 2016. The key tenets of which are:
a. The Royal Engineers enable Defence to live, move and fight.
b. The enabling functions and components of Engineer capability are Design, Resource and Construct.
c. The nature of every RE/QGE soldier is to be a Soldier, Tradesman and Combat Engineer.
d. The Corps is employed in the delivery of Close and Force Support Engineering, as well as Counter-Explosive Ordnance, Infrastructure and Geographic support.
0104. Foundation of RE/QGE Regular Soldier Employment. To maximise the flexibility of the Sapper on operations, the career employment for all Regular soldiers of the RE/QGE is founded on the principle that in addition to being trained soldiers, each are trained to be Combat Engineers and have a Military Engineer trade. Combat engineering is the foundation skill for all soldiers in the Corps.
KEY DEFINITIONS 0105. Training Definitions. Training definitions pertinent to this manual are as follows:
a. Basic Training. Previously known as Phase 1 Training, Basic Training is generic military training. In most cases, Basic and Initial Trade Training are distinct periods of activity, with the notable exception being at the Infantry Training Centre.
b. Individual Training. A defined activity that aims to impart specific knowledge, skills and/or appropriate attitudes required by an individual to perform a task or job.
c. Trade Training. Previously known as Phase 2 Training, Trade Training is that relating to specific capability delivered at the start of a soldier’s career. For RE/QGE soldiers, trade training involves attaining Cl3 as a Cbt Engr and Cl2 in Trade.
2-1-1 d. Subsequent Training. Previously known as Phase 3 Training, Subsequent Training develops a soldier’s skills through his or her career. Specifically for RE/QGE soldiers, Subsequent Training includes gaining Class 2 and Class 1 as a Cbt Engr and Class 1 in trade as required.
e. Collective Training. Collective Training is the graduated process by which competent individuals are forged into teams of increasing size, complexity and capability, delivered whilst serving in the Fd Army or its RN/RAF/JFC equivalents. It comprises four distinct categories: team, special to arm, combined arms and command training1.
f. Individual Development. Delivers the individual development pipeline, encompassing all aspects of personal and professional development to maximise talent and enable individuals to achieve their potential2.
g. Education. Education is about personal professional development and should run in parallel with training, which improves individual and collective performance. Training without education is unlikely to be sophisticated enough to deal with the complexity of conflict and operations. Education complements training in delivering operational capability, both as an enabler and to develop critical thinking skills1.
0106. Employment Definitions.
a. Employment Qualifications (See 51.004.i). On successful completion of the relevant training and education courses, soldiers are awarded Employment Qualifications (EQs). In accordance with Army General Administrative Instructions (AGAIs) Volume 2 Chapter 51, EQs are divided into (follow the hyperlinks for a definition of each):
(1) Career Employment Qualifications (CEQ) (See 51.004.i(1))
(2) Additional Employment Qualifications (See 51.004.i(2))
(3) Specialist Qualifications (See 51.004.j)
b. Employment Classifications (See 51.005). Within each EQ, AGAIs define 4 possible Employment Classifications:
(1) Class 4 (See 51.005.a)
(2) Class 3 (See 51.005.b)
(3) Class 2 (See 51.005.c)
(4) Class 1 (See 51.005.d)
c. Career Employment Group (See 51.004.k). The management of soldiers of like EQs can be ‘grouped’ to standardise manning and career planning purposes.
0107. Competency and Currency. To be deemed competent and current in the delivery of Military Engineering Capability, an individual must have:
a. Undergone sufficient training, be assessed and awarded a qualification.
b. Continue to demonstrate his or her currency, experience and maturity practising the correct and current skills in realistic conditions and achieving designated standards as an individual and, if necessary, as part of a collective.
c. Demonstrate an understanding of the risks involved in practising that skill.
1 See also AFM Vol 1 Part 7 ‘Training’. 2See Soldier Career Development Handbook. 2-1-2 RELEVANT TRAINING ESTABLISHMENTS 0108. RE/QGE Training Locations.
Ser Training Establishment and Location Type of Soldier Training Delivered 1 ARMCEN (Bovington) ME (Armoured) RE CLM Part 1 Course RE Field Section Commanders Course RE Field Sergeants Course RE QMSI Course 2 RE Warfare Wing (Minley) ME Command, Control and Communication Systems (C3S) ME C3S Section Commanders Course ME C3S Sergeants Course ME C3S WO Course Military Engineer (Bricklayer and Concreter) Military Engineer (Building and Surface Finisher) Military Engineer (Carpenter and Joiner) Military Engineer (Construction Materials Technician) Military Engineer (Design Draughtsman) Military Engineer (Draughtsman Electrical and Mechanical) Military Engineer (Electrician) 3 1 RSME Regt (Chatham) Military Engineer (Fabricator) Military Engineer (Fitter) Military Engineer (Fitter Air Conditioning and Refrigeration) Military Engineer (Heating and Plumbing) Military Engineer (Plant Operator Mechanic) Plant Section Commander Course Plant Sergeant Course 4 3 RSME Regt (Minley) Military Engineering (Combat) PNCO CLM 5 Professional Engineer Wing (Chatham) Clerk of Works and Military Plant Foreman Defence Explosives, Search and Munitions 6 Explosive Ordnance Disposal and Search School (Bicester and Kineton) Defence Transport Manager Defence Road Safety Adviser 7 Defence School of Transport (Leconfield) RE Driver Class 1 RE Driver Class 3 Military Engineer (Engineer Logistic Specialist) Advanced Military Engineer (Engineer Logistic Specialist) NCO 8 Defence Logistic School (Deepcut) Military Engineer (Engineer Logistic Specialist) Supervisor Military Engineer (Engineer Logistic Specialist) WO Military Engineer (Engineer Logistic Specialist) Officer Military Engineer (Geographic) Geographic Sgt 9 Royal School of Military Survey (Hermitage) Geographic SME Geographic Warrant Officer 10 170 (Infra Sp) Engr Gp (Chilwell) Military Engineer Well Driller Cl2 and Cl1 Defence Chemical Biological Radiological and 11 Counter CBRN Specialist Qualifications Nuclear School (Winterbourne Gunner)
2-1-3 PAGE LEFT INTENTIONALLY BLANK
2-1- 4 CHAPTER 2
CAREER STRUCTURE AND TERMS OF
SERVICE CAREER STRUCTURE
0201. Career Structures. The Career Structure aims to provide soldiers with the right experience and ability at the appropriate rank to meet the operational demand. This structure considers the different motivating factors as soldiers move through life and natural career decision points. It must also provide incentives to ensure that sufficient numbers sustain the structural needs of the Corps and Defence3.
0202. Career Employment Qualifications. The Career Employment Qualifications (CEQs) employed in the RE/QGE are as follows:
Artisan RE/ CEG/Trade Gp CEQ Abbreviation Trade QGE ME (Combat) Military Engineer (Combat Engineer) ME (Cbt) No Both Military Engineer (Construction Materials Technician) ME (Const Mat Tech) Yes Both Military Engineer (Design Draughtsman) ME (Des Dtmn) Yes Both ME (Specialist) Military Engineer (Draughtsman Electrical and Mechanical) ME (Dtmn E&M) Yes Both
Military Engineer (Survey Engineer) ME (Svy Engr) Yes Both ME (Geographic) Military Engineer (Geographic) ME (Geo) No RE Only Military Engineer (Air Conditioning and Refrigeration) ME (ACR) Yes Both Military Engineer (Electrician) ME (Elec) Yes Both Military Engineer (Fitter General) ME (Ftr Gen) Yes Both ME (Technician) Military Engineer (Fitter Equipment) ME (Ftr Eqpt) Yes Both Military Engineer (Fitter Utilities and Petroleum) ME (Ftr U&P) Yes Both Military Engineer (Heating and Plumbing) ME (H&P) Yes Both Military Engineer (Bricklayer and Concreter) ME (B&C) Yes Both Military Engineer (Building and Structural Finisher) ME (B&SF) Yes Both ME (Tradesman) Military Engineer (Carpenter and Joiner) ME (C&J) Yes Both Military Engineer (Fabricator/Welder) ME (Fab) Yes Both Military Engineer (Plant Operator and Mechanic) ME (POM) No Both Military Engineer (Armoured) ME (Armd) No RE Only Military Engineer (Command, Control and Communication ME (C3S) No Both ME (Cbt Systems Operator) Specialist) Military Engineer (Driver) ME (Dvr) No Both Military Engineer (Engineer Logistics Specialist) ME (Engr Log Spec) No RE Only
Military Engineer (Clerk of Works (Construction)) ME (Clk Wks (C)) N/A RE Only
ME (Clk Wks/ Military Engineer (Clerk of Works (Electrical)) ME (Clk Wks (E)) N/A RE Only MPF) Military Engineer (Clerk of Works (Mechanical)) ME (Clk Wks (M)) N/A RE Only Military Engineer (Military Plant Foreman) ME (MPF) N/A RE Only
3 See Soldier Career Management Handbook.
2-2-1 0203. Additional CEQs.
a. Class 1 Specialisation CEQs. The following CEQs are not available to Direct Entry recruits but are achieved as a Class 1 Specialisation:
CEG/Trade Gp CEQ Abbreviation Artisan Trade RE/QGE ME (Technician) Military Engineer (Fitter Equipment) ME (Ftr Eqpt) Yes Both Military Engineer (Fitter Utilities and Petroleum) ME (Ftr U&P) Yes Both ME (Tradesman) Military Engineer (Welder) ME (Fab) Yes Both
b. Specialist Qualification CEQs. The following CEQs are achievable through the attainment of the relevant Specialist Qualification:
CEG/Trade Gp CEQ Abbreviation Artisan Trade RE/QGE ME (Tradesman) Military Engineer (Explosive Ordnance Disposal & Search) ME (EOD&S) No RE only N/A Military Engineer (Well Driller) ME (Well Driller) Yes Both Military Engineer (Counter - Chemical Biological TBC ME (C-CBRN) No RE Radiological Nuclear)
0204. Change of Employment/CEQ. A change of employment is when a soldier changes CEQ but remains with RE/QGE. Soldiers seeking to change employment should adhere to the following procedure:
a. RE CS RE Personnel Strategy (formally known as DM(A) E1 Manning Brick) identify gaps in CEQs and post vacancies on the Official Army Vacancies List on MS Web. Soldiers may also apply for trades not advertised on the OAVL but transfers into posts advertised on the OAVL will take priority.
b. Soldier applies through their chain of command to the unit RCMO, who must check that the soldier has the correct qualifications and experience to transfer. RCMO completes a Change of Employment Request Form (Annex A to this Chapter) and sends it to APC. Units are not permitted to delay Change of Employment applications in any way. QGE soldiers applying to transfer to RE need to complete an AF B241(A).
c. APC will select the most appropriate soldiers to fill available vacancies. RE Personnel Strategy are to ensure that losing the soldier from his or her existing trade will not have an unacceptable impact on the losing trade. Soldiers who are successfully accepted for transfer will then be assigned by APC and loaded onto any relevant trade and/or Cbt Engr courses. APC will then liaise with SPSO, HQ RSME, to build the SP training pipeline.
TERMS OF SERVICE 0205. Terms Of Service. Terms of Service is the generic phrase used to cover the type of appointment or engagement that officers and soldiers are employed under when they enter Army Service. Open Engagement (OpenEng) is being phased out, being replaced over time with the Versatile Engagement (VENG). The VENG terms for Regular Soldiers consists of 3 stages: VEng (Short)/ Initial, a career of 12 years; VEng (Full)/Early Departure Payment (EDP) Terms, a career of 24 years; and VEng (Long)/Beyond EDP, a career of 30 years, as follows:
a. Versatile Engagement (VEng). The Versatile Engagement (VEng) consists of 3 stages:
(1) Initial/Short Career. VEng Short is an initial engagement lasting 12 years from the date of enlistment. SP may have the opportunity to convert to a Full Career, up to YOS 10 if they meet their cap badge eligibility.
2-2-2 (2) EDP Terms/Full Career. VEng Full is an engagement to 24 years from the date of enlistment. SP may have the opportunity to convert to a Long Career, up to YOS 22, if they meet their cap badge eligibility.
(3) Beyond EDP/Long Career. VEng Long is an engagement to 30 years from the date of enlistment. SP may extend their service beyond 30 years if they meet the relevant criteria. This extended service will normally be granted in 3 blocks of 6 years, up to the normal retirement age (NRA) for soldiers, which is at present 55 years.
b. Open Engagement (OpenEng) (See 01.04 a).
0206. Change of Engagement (See 01.05). Procedures at this link should be followed for a soldier seeking to change his or her Engagement.
0207. Initial Commitment (See 04.54). For soldiers, the majority have to complete 4 years Service from the date of attestation or their 18th birthday, whichever is later.
0208. Return of Service (RoS) (See 04.56). All Service Personnel should expect to serve any Return of Service, Financial or Training. The latest RE/ QGE Returns of Service can be found at JSP 750.
0209. Non-Reckonable Service (See 04.57).
0210. Reserve Liability (See 04.39).
0211. Service Complaint. Should a soldier believe he/she has been treated unfairly or wronged in any way, the soldier has the right to complain. If upheld, things can then be put right; this action is called a Service Complaint (and was formally known as a Redress). For example, if an individual believes that his SJAR is inaccurate, misleading or unfair, and he is unable to persuade the initiating officer to change his/her comments, he is entitled to submit a redress via his CO. Further details are in the Career Managers Hand Book, page 157.
0212. Representations. Individuals wishing to register their concerns about their SJAR, but unwilling to submit a redress, can submit a Representation via their reporting chain. Further details are contained within JSP 831 Para 2.31.
0213. Employment Tribunals. Further complaints about race, sexual harassment or discrimination, pay equality, Working Time Regulations or religion can be made to an Employment Tribunal via the chain of command. Further details are contained within JSP 831 Para 2.13.
0214. AGAI 67 Career Implications. The Major Administrative Action process for soldiers can be found in AGAI 67, and the sanctions for consideration are as follows:
a. Censure (No Discipline Entry). No impact on the Soldier’s career.
b. Censure (Discipline Entry). The Discipline Admin Sanction Career Report remains on the SJAR book for the duration of the prescribed rehabilitation period or for 12 months if the sanction is not based on a conviction. A promotion board will use their military judgement when scoring, taking into consideration the discipline entry.
c. Reduction in Rank (NCOs and WOs). The soldier will be reduced in rank with effect from the date of the Directed Letter. Removal of acting paid rank will count as a reduction in rank.
d. Termination of Service (Dismissal, Retirement or Resignation). Self-Explanatory. At the time this manual went to the publisher, AGAI 67 Policy was being re-written to include a new sanction – Censure (No promotion/De-selection) which will be between Censure DE and Reduction in Rank and this will give a CO an additional sanction to consider, which would need to be ratified with Army Legal advice. ANNEX:
A. Change of Employment Request Form. 2-2-3 PAGE LEFT INTENTIONALLY BLANK
2-2- 4 ANNEX A TO CHAPTER 2
CHANGE OF EMPLOYMENT REQUEST FORM
Number: Rank: Name:
Enlistment Date: PSD: Date of Birth:
Engagement: Current Med Cat: ROD:
Employment Qualifications:
Education Qualifications:
Trade in which soldier now wishes to be trained:
Reason(s) for submitting application:
OC’s recommendation:
Signed:
Officer Commanding
2-2-A-1 PAGE LEFT INTENTIONALLY BLANK
2-2-A-2 CHAPTER 3
PROMOTION, APPOINTMENTS AND COMMISSIONING
PROMOTION
0301. General. All soldiers will be given the opportunity to develop their career through training and promotion. Promotion Boards will meet annually throughout the year to select soldiers for promotion to each rank to fill known vacancies.
0302. Eligibility for Promotion. There are 3 types of rank: Substantive, Acting and Local4. To be eligible for promotion to the next Substantive Rank, a soldier requires:
a. Recommendation. Recommended for promotion in latest SJAR.
b. Time in Rank. Except for those awarded an ‘early look’ for promotion by being awarded an A-Excp OPG and recommendation on their most recent SJAR, RE and QGE soldiers are required to serve a minimum time in Substantive Rank before becoming eligible for the next, as follows:
Time Required in Sub Rank to be Time Required in Sub Rank to be Eligible for Ser Promotion Eligible for the next rank. the next rank: QGE Soldiers on OEng only 1 Spr to LCpl No time limit 2 LCpl to Cpl 2 years 2 Years 3 Cpl to Sgt 3 years 2 Years 4 Sgt to SSgt 3 years 2 Years 5 SSgt to WO2 2 years 2 Years 6 WO2 to WO1 3 years N/A
c. Qualifications. Possess the necessary qualifications (educational, military, employment) as laid down in Paragraph 304 of this manual.
d. Residual service. To be considered for substantive promotion, in a given promotion year a soldier must have a minimum of 12 months residual service (RS) prior to their normal run out date, and be serving on the first day of the next promotion year. If they have less than 24 months RS from the day of taking up the new appointment, the soldier will be required to extend their service by the period needed to make up the difference. The necessary period of continuance will be granted to achieve this in accordance with procedures laid down in the Career Management Handbook Page 193: Para 105. Furthermore, soldiers on Armed Forces Pension Scheme 75 (AFPS 75) will be provided with continuance to ensure they serve two years in the new rank for pension purpose (see AFPS 75 Warrant Amdt 2010 and QRs Para 9.104). The Engagement Expiry Date (EED) to be used when assessing the eligibility for promotion for soldiers who have submitted Notice to Terminate (NTT), is the soldier’s original EED, not the revised one owing to giving NTT.
e. Captivity. To be eligible for promotion, the soldier must not be in captivity, see Queens Regulations Army Para 9.133.
f. NTT. Soldiers who have given NTT are to be asked if they want to be boarded for promotion or not. Those that elect not to be boarded for promotion are to record that on the front page of their SJAR, as well as either completing an Annex B to Chapter 3 of this Manual, or with a simple statement to that effect in an email. Soldiers can originate the email themselves or through their Tp Comd/SNCO via their OC/Sqn 2IC to the unit RCMO, who is to then send it to the relevant desk officer at APC.
4 See Reference D, paragraphs: 9.128-46, 9.147-58 and 9.160-2. 5 A minimum of 12 months notice to terminate (NTT) will be required. 2-3-1 0303. Promotion Boards. Promotion boards are convened annually at the APC for all soldier promotions and run in accordance with APC Boarding Manual6. A summary of the RE/QGE Promotion Boards is as follows, with the composition of boards at Annex A to this Chapter:
Ser Board CEGs Boarded Board Convenes Promotion Year Seniority 1 Spr to LCpl All (less Geo) September 1 Oct – 30 Sep 1 Oct 2 Spr to LCpl Geo March and September 1 Oct – 30 Sep 1 Oct 3 LCpl to Cpl All June 1 Oct – 30 Sep 1 Oct 4 Cpl to Sgt All April 1 Oct – 30 Sep 1 Oct 5 Sgt to SSgt All February 1 Apr – 31 Mar 1 Apr 6 SSgt to WO2 All January 1 Apr – 31 Mar 1 Apr
7 7 WO2 to WO1 All November 1 Apr – 31 Mar 1 Apr
0304. Qualifications. COs must ensure that their soldiers receive adequate instruction and preparation in the minimum qualifications (educational, military, employment) required for substantive promotion, as set out below:
a. Educational Qualifications. The mandatory Education Qualifications required are detailed in Chapter 6 of this manual.
b. Military Qualifications. The following career courses in the table below are to be completed prior to assuming appointment in the next rank:
6 However, Spr to LCpl Boards are run biannually for the Geo trade. 7 Currently, there are no WO1 posts available for QGE soldiers. 2-3-2
Required for Course Ideally Attended Ser Career Streams Military Qualification Required 8 Promotion to As Armd Crew Comd Cpl LCpl FSCC Sgt LCpl selected for Cpl 1 Armd FSC SSgt Sgt QMSI Cbt WO1 SSgt selected for WO2 QMSI Armd WO Briefing WO1 SSgt selected for WO2 FSCC Sgt LCpl selected for Cpl All Artisan 2 Trades and FSC SSgt Cpl selected for Sgt EOD&S QMSI WO1 SSgt selected for WO2 3 Clk Wks/MPF Clerk Wks/MPF Cse SSgt Acting Sgt ME (C3S) Cpl Sgt LCpl selected for Cpl 4 C3S ME (C3S) Sgt SSgt Cpl selected for Sgt ME (C3S) QMSI WO1 SSgt selected for WO2 All Arms Defence Transport Operator SSgt Cpl selected for Sgt 5 Dvr (AA DTO) ME (Geo) Sgt SSgt Cpl selected for Sgt 6 Geo ME (Geo) WO WO1 SSgt selected for WO2 Plant Section Commander Sgt LCpl selected for Cpl 7 POM 9 Plant Sgt SSgt Cpl selected for Sgt ME (Engr Log Spec) Cpl Sgt LCpl selected for Cpl 8 Engr Log Spec ME (Engr Log Spec) Supervisor SSgt Cpl selected for Sgt ME (Engr Log Spec) QMSI WO1 SSgt selected for WO2
10 9 C-CBRN N/A
8 Although, under certain circumstances, courses may be attended by soldiers who have not been selected for promotion. 9 LCpls selected for MPF training can attend PSCC and PSC as LCpls. 10 In order to grow the C-CBRN capability, RAF and RTR personnel who transfer to the RE will be eligible for promotion into a C- CBRN post provided they have the correct C-CBRN military qualifications required. They can attend a ‘Cbt Engr Conversion Course’ at a later date. 2-3-3 d. Course bids should be completed in accordance with:
(1) RSME PAM 3
(2) DST Cse PAM
(3) ARMCEN PAM 1
e. Employment Qualifications. The Employment Qualifications required for Substantive promotion are as follows11:
Ser Promotion Trade EQs required 1 Spr to LCpl All Cbt Engr Cl2 2 LCpl to Cpl Armd, EOD&S and Artisan Cbt Engr Cl1 Trade Cl1 3 LCpl to Cpl C3S, Dvr, Log Spec, POM Cbt Engr Cl2 Trade Cl1 4 LCpl to Cpl Cbt Engr only Cbt Engr Cl1 Trade Cl2 5 LCpl to Cpl Geo Cbt Engr Cl3 Trade Cl1
0305. Medical Standards. All soldiers who are recommended and qualified are considered by a promotion board for substantive promotion, irrespective of their Medical Employment Standard (MES). Full reference should be made to the procedures laid down in PAP Edn 17. Soldiers who fail to attain CLM GREEN within the Promotion Year are to be dealt with in line with the CLM Policy Handbook (Chap 2, Para 13).
0306. Age. There are no age limits to soldier promotion.
0307. Promotion to LCpl in the Geo CEQ. Owing to the unique operating requirements of Sprs and LCpls in the ME (Geo) CEQ, soldiers in this trade will be selected for promotion in a way that differs to the rest of the Corps, as follows:
a. On completion of ME (Geo) 0-2, the soldier will be assigned to 42 Engr Regt (Geo) to conduct a WIP package to prepare for and attend the next available PNCO CLM Course.
b. Soldiers cannot be promoted without a recommendation for promotion on SJAR (Advanced SJARs can be raised after a minimum of 6 months at Regimental Duty as a ‘Special Occasion’ report, once approved through APC RE Secretariat, if deemed necessary).
c. CRE Geo staff (via Geo RCMO) to recommend to APC which Sprs are deserving promotion across the CEQ. In addition to the Sep Spr to LCpl promotion board, ME (Geo) hold a supplementary APC attended board in Mar.
d. APC endorse Mar board, issue supplement to Spr to LCpl Board Results and allow the soldier to be promoted.
0308. Regulating Procedures. Selections for promotion may be regulated in the overall interest of a CEQ to satisfy both the Corps and Army manpower needs and the soldier’s ambitions. Further regulating procedures are as follows:
a. Retrospective Grant of Rank. In general, the retrospective grant of rank is not to be authorised because it could be financially improper for a soldier to be paid for a higher rank, when he has not carried out the full duties and responsibilities of that rank.
b. Overbearing by Rank. The term ‘overborne by rank’ applies to all cases where a soldier is held against a post of a lower rank than his current substantive rank. In general, APC should make
11 Bespoke Career Management and Training Plans fo SP transferring into the RE/QGE may allow soldiers to be boarded for promotion provided they are at least loaded onto the relevant EQ course with a reasonable expectation the soldier will pass. Soldiers who show no potential for gaining the EQ will not be boarded or de-selected. 2-3-4 every attempt to fill posts with soldiers of the lowest rank who can reasonably be expected to complete a normal tour before promotion.
c. Reduction in Rank and Removal from Appointment for Inefficiency or Unsuitability. Reduction in rank is normally carried out for inefficiency or unsuitability (paragraph 9.176-8 of AGAI 67).
d. Substitution Pay. Substitution Pay (SUPA) is not an entitlement but may be paid to a soldier who is required temporarily to undertake the full range of duties and responsibilities of a post established for a higher rank. Details are contained in JSP 754.
e. Seniority. Holders of substantive rank will be senior to all holders of the same acting rank, who in turn will be senior to all holders of the same local rank. Seniority between those of the same substantive rank is to be determined in accordance with their dates of promotion to that rank, except where provided to the contrary. Further details are given at paragraph 9.165-7 of AGAI 67.
f. Voluntary Reversion to Lower Rank. A WO or NCO may, with his CO’s consent, voluntarily revert to a lower rank; Career Managers Handbook, 03.32 refers.
0309. Acting Rank (See paras 9.148 – 9.151). APC are the single Service manning Authority for Acting Higher (AHR). All requests are to be submitted through the appropriate RE career manager. For sS rules regarding Acting Higher Rank: for soldiers see Queen’s Regulations para 9.147 - 9.158. All granting of AHR must also be compliant with JSP 754, Section 8 and ABN 045/19. Applications for Acting Higher Rank to fill PIDs on an operational tours should be made using the form at this link: Op Tour Acting Rank Application Form.
0310. Local Rank (See paras 9.160 - 9. 162). Local rank carries no entitlement to pay, allowances or pension rights and is under the control of the chain of command.
0311. Soldiers Serving in Officer Posts – Temporary Vacancy
a. Acting Rank. A commanding officer may not apply to grant acting rank (of either higher soldier rank or officer rank) to a soldier undertaking the duties of an officer.
b. SUPA. A commanding officer may grant SUPA, in accordance with JSP 754.
c. Operational Theatres. If it is intended to deploy a soldier on operations whilst temporarily serving in an officer appointment, the procedures laid down in JSP 754 and AGAI 35 are to be followed.
0312. Soldiers Serving in Officer Posts – Assignments. Soldiers selected to serve in an Officer post are to continue to be managed as a solider as normal and not granted Acting Rank.
0313. Promotion Orders. Promotion Orders for substantive promotion are issued by Col MS Sldrs, to notify units that the promotion has been actioned on JPA and a copy placed on the SP’s file (see Career Managers Handbook 03.25). Those selected for promotion are allotted a common seniority date, regardless of the date they are assigned to a post. The seniority date governs eligibility for promotion to the next Substantive rank.
0314. Promotion Board Observers. Opportunities exist for personnel to sit on promotion boards as observers. This involves spending a half-day working with board members shadow-grading soldiers’ SJARs, which provides an invaluable insight into the workings of a promotion board and the promotion system. Due to the popularity of this exercise and the limited space available, priority will be given to new COs, OCs, Adjts and RCMOs. Further details are available from APC.
0315. Voluntary Deselection from Promotion. If a soldier wishes to refuse promotion, then a Voluntary Deselection Certificate needs to be completed and sent to APC. A template form is at Annex B.
2-3-5 APPOINTMENTS 0316. Appointment Boards. Squadron Sergeant Major (SSM) and WO1 appointments are considered during the following boards, which are held annually at the APC:
a. SSM Selection Board. Selects suitable WO2s for employment as SSM by Squadron type. Appointment year is 1 April – 31 March. RE candidates should have at least one SJAR as substantive WO2 and must be specifically recommended for a SSM appointment. QGE candidates can be selected for a SSM appointment from recommendations made in their final SSgt SJAR.
b. WO1 Appointments Board. Selects WO2s from the Corps Senior Selection Board (CSSB), and WO1s at the end of their tour, for suitable WO1 appointments. Candidates for a RD RSM appointment should have at least one SJAR as a SSM and specifically recommended for a RSM appointment.
0317. Removal from Appointment. AGAI 67 Part 5 allows for soldiers to be removed from their current appointment for unsuitability, in which case, the procedures laid down in AGAI 67 are to be applied.
COMMISSIONING 0318. Commissioning Opportunities for Soldiers. During their careers, soldiers under 29 on the date of entry may apply for a Direct Entry (DE) Commission. Those who choose to complete a full career as a soldier may apply for a LE commission in the RE/QGE once they have reached Warrant Officer rank.
0319. Direct Entry Commission. Soldiers wishing to apply for a Direct Entry Commission are to adhere to the procedures laid down at Army Commissioning Regulations Part 5.
0320. LE Commission in Other Cap-Badges and Services. Soldiers may also apply for a Commission in another cap-badge or Service. More information can be found at Army Commissioning Regulations Page 26, Para 3.029 and relevant DIN.
0321. Eligibility for a LE Commission in RE and QGE. RE/QGE Warrant Officers in the RE/QGE may apply for a LE Commission in their own cap-badge provided they meet the following criteria:
a. RE/QGE WO1 and QGE WO2 Commissioning12. RE and QGE WO1s and QGE WO2s may apply for a LE Commission with a minimum of one SJAR (minimum of 6 months in Sub rank) and be recommended for LE Commission in their latest report.
b. WO1 not from RE. Only a substantive WO1 from outside the RE may apply for a Late Entry Commission, as stated in Application for a Late Entry Commission, Annex A.
c. RE WO2 Commissioning. RE WO2s become eligible to apply for a LE Commission in the Royal Engineers if the following criteria is met:
(1) General Roster.
(a) Must be ineligible for promotion to WO1 but have sufficient residual service to commission and still serving on the 1st of April of the following year.
(b) Must have a ‘High’ or ‘Exceptional’ recommendation for a LE commission in latest SJAR.
(c) Following a selection board at APC, be invited by the Corps Col RE to apply for a LE Commission based on demand.
12 It is possible for QGE soldiers to be promoted to WO1 into BG E2 posts. The QGE has no liability for WO1 appointments at E1 and therefore can commission from the rank of WO2. 2-3-6 (2) Technical Roster (Clk Wks/Geo/MPF) with a Relevant Bachelor’s Degree.
(a) 2 years in Sub Rank as a WO2.
(b) Recommended for LE Commission in last SJAR.
(c) Hold at least a relevant Bachelor’s degree in a technical subject verified by CRE Geo/Comd 170 (Infra Sp) Engr Gp.
(3) Technical Roster (Clk Wks/Geo/MPF) without a Relevant Bachelor’s Degree.
(a) Must be ineligible for promotion to WO1 but have sufficient residual service to commission and still serving on the 1st of April of the following year.
(b) Must have a ‘High’ or ‘Exceptional’ recommendation for a LE commission in latest SJAR.
(c) Following a selection board at APC, be invited by the Corps Col RE to apply for a LE Commission based on demand following advice from CRE Geo or Comd 170 (Infra Sp) Engr Gp if required.
0322. Applying for a LE Commission in the RE/QGE. Applications for a LE Commission in the RE/ QGE should be made in accordance with the extant DIN.
ANNEXES: A. Promotion Board Composition.
B. Voluntary Deselection Certificate.
2-3-7 PAGE LEFT INTENTIONALLY BLANK
2-3- 8 ANNEX A TO CHAPTER 3
PROMOTION AND APPOINTMENT BOARD DEFAULT COMPOSITION
BOARD POSITION - NOMINATION NOMINATED BY REMARKS President - Comdt RSME Standing Member Member 1 - Comd 25 (CS) Engr Gp Col RE Comd 12 FS Engr Gp Member 2 - DComd 8 Engr Bde Col RE CRE(Geo) in 2015 WO2 - WO1 Promotion Member 3 - Comd 170 (Infra Sp) Engr Gp Col RE Standing Member Board Member 4 - Col CM Cbt Sp (non-RE) CM Cbt Sp Standing Member Observer - Corps SM Col RE Secretary - SO1 RE Sldrs CM Cbt Sp CM Cbt Sp
BOARD POSITION – NOMINATION NOMINATED BY REMARKS President - Col RE Standing Member Member 1 - Comd 12 (FS) Engr Gp HQ 8 Engr Bde Member 2 - Engr Regt CO HQ 8 Engr Bde SSM Selection Board Member 3 - Corps SM Col RE Standing Member Member 4 - SO1 RE Sldrs CM Cbt Sp CM Cbt Sp Standing Member Secretary - SO2 Sec CM Ct Sp CM Cbt Sp
BOARD POSITION – NOMINATION NOMINATED BY REMARKS President - Col CM Cbt Sp Standing Member Member 1 - SO1 RE Sldrs CM Cbt Sp CM Cbt Sp Standing Member Member 2 - Engr Regt CO HQ 8 Engr Bde SSgt - WO2 Member 3 - CO Wks Gp RE HQ 170 (Infra Sp) Standing Member Promotion Board Engr Gp Member 4 - CO 42 Engr Regt (Geo) CRE(Geo) Member for RE Geo CEG only Member 4 - Corps SM Col RE Standing Member Secretary - SO2 Sec CM Cbt Sp CM Cbt Sp
BOARD POSITION - NOMINATION NOMINATED BY REMARKS President - SO1 RE Sldrs CM Cbt Sp Standing Member Member 1 - CO from 25 (CS) Engr Gp HQ 8 Engr Bde Member 2 - CO 23 or 24 Col RE Sgt - SSgt Promotion Member 3 - CO from 12 (FS) Engr Gp HQ 8 Engr Bde Board Member 4 - CO 42 Engr Regt (Geo) CRE(Geo) Member for RE Geo CEG only Member 4 - Corps SM Col RE Standing Member Secretary - SO2 Sec CM Cbt Sp CM Cbt Sp
2-3-A-1 BOARD POSITION – NOMINATION NOMINATED BY REMARKS President - SO1 RE Sldrs CM Cbt Sp Standing Member Member 1 - OC from RSME HQ RSME Member 2 – EOD&S OC HQ 29 EOD&S Gp CO 23 or 24 in 2016 Member 3 – STRE OC HQ 170 (Infra Sp) Cpl - Sgt Promotion Board Engr Gp Member 4 – Geo OC CRE(Geo) Member for RE Geo CEG only Member 4 - Corps SM Col RE Standing Member Secretary - SO2 Sec CM Cbt Sp CM Cbt Sp
BOARD POSITION – NOMINATION NOMINATED BY REMARKS President - SO1 RE Sldrs CM Cbt Sp Standing Member Member 1 - OC from 23 or 24 Col RE Alternating Member 2 - STRE OC HQ 170 (Infra Sp) Engr Gp LCpl - Cpl Promotion Member 3 – FS OC HQ 12 (FS) Engr Gp Board Member 4 – RD RSM HQ 8 Engr Bde Member 4 – Geo OC CRE(Geo) Member for RE Geo CEG only Secretary - SO2 Sec CM Cbt Sp CM Cbt Sp
BOARD POSITION – NOMINATION NOMINATED BY REMARKS Chairman APC SO2 Assignments 1 Member 1 Maj-WO2
Spr – LCpl Promotion Member 2 Maj-WO2 Trawls Board Member 3 Maj-WO2 Member 4 Maj-WO2 Secretary APC SO2 Assignments 2
2-3-A-2 ANNEX B TO CHAPTER 3
Army Personnel Centre RE Soldier Wing MS Combat Support MP 455, Kentigern House, 65 Brown Street, GLASGOW G2 8EX
Telephone: xxxxxxxxxxxxx Military: xxxxxxxxxxx Fax: xxxxxxxxxxxxxx Fax: xxxxxxxxxxx E-mail: xxxxxxxxxxxxxxxxxx EMS: XXXXXXXXXXXXXXXXX (xxxxxxxxxxxxx)
VOLUNTARY DESELECTION CERTIFICATE I, [No] [Rank] [Name] [Unit] [Employment / Post] request APC DMS CS RE to consider the following application: (Posting / Extension / Change CEG / Refuse a course / Decline an appointment, etc.):
I have been counselled by my Commanding Officer / Officer Commanding over the implications of my request being granted. I understand that APC DMS CS RE career management counsel is that this course of action is not in my best career interests. I understand that because of my request being granted, contrary to this career counsel, that there may be a conflict of interest which could affect my future career prospects and delay or damage my promotion chances. I fully accept the career consequences of this decision. I further understand that there is no guarantee that I will be granted similar requests in the future, nor given similar opportunities, nor may it be possible to reverse or redress this action.
Date: Signed: Name [Blocks]:
Witness:
Date: Signed: Name [Blocks]:
Commanding Officer / Officer Commanding:
Date: Signed: Name [Blocks]:
2-3-B-1 PAGE LEFT INTENTIONALLY BLANK
2-3-B-2 CHAPTER 4
SOLDIER CAREER MANAGEMENT AND ASSIGNMENTS
0401. General. Career Management (CM) is in essence ensuring our people have a full and fulfilling career with the Corps, from the day they join to the day they leave, to maximise talent and meet the needs of the Army within Defence. The key document for all soldier Career Management is Chapter One of the Career Management Handbook, as issued by the Military Secretary. Career Management consists of four parts: Manage, Assign, Advise and Assure.
MANAGE 0402. Responsibilities. All personnel throughout the chain of command have responsibilities to manage their personnel appropriately. Organisations and appointments with particular additional responsibilities include:
a. APC. Management, Assignments, Promotion Boards, career advice and assurance, career course loading.
b. CS RE Personnel Strategy. Setting promotion and manpower quotas.
c. Units:
(1) Commanding Officer. Ultimately responsible for the CM of all soldiers in their unit. Chair Order of Merit Boards and act as a Reporting Officer on SJARs/MPARs where required.
(2) Sub Unit Commander. Responsible for the CM of all soldiers of all cap-badges in their Sub Unit. Chair Sub-Unit Order of Merit Boards and act as a Reporting Officer on SJARs/MPARs where required, support and encourage personnel to qualify for the next promotion and attend CPD.
(3) RCMO. Responsible to the Commanding Officer to:
(a) Advise soldiers and their commanders on CM.
(b) Provide main CM link between APC and the unit.
(c) Conduct manpower planning at unit level.
(d) Oversee and assure Appraisal Administration.
(4) Sub-Unit 2IC. Responsible to the Officer Commanding to deliver:
(a) Planning and bidding for career and employment courses.
(b) Detailed individual soldier career management in conjunction with the RCMO.
(5) Tp Comd. CM Planning for their own soldiers. Act as a Reporting Officer on SJARs/ MPARs where required, support and encourage personnel to qualify for the next promotion and attend CPD.
(6) Tp SNCOs. Advise Tp Comd and soldiers on CM. Act as a Reporting Officer on SJARs/ MPARs where required, support and encourage personnel to qualify for the next promotion and attend CPD.
(7) Sect Comd. Advise their own soldiers on CM. Appraise performance of soldiers to Tp SNCOs and Tp Comd, support and encourage personnel to qualify for the next promotion and attend CPD.
2-4-1 (8) Soldier. Inform Chain of Command of aspirations and ambitions. Take control of front page of SJAR/MPAR. Attain the required qualifications needed for promotion and advancement in time.
0403. CM Planning. The key to success in Career Management is advanced planning. It is essential to link the needs of the Soldier and the Service in a way to ensure soldiers are trained for role and eligible for the next promotion if recommended. Career Planning must take account of the Formation Readiness Mechanism (FORM) for the Formation being supported, as well as any pre- deployment preparation, exercises and leave. The principle officer for career planning at Sub Unit level is the Sqn 2IC.
0404. Appraisals. The main tool for career management of soldiers is the Appraisal Report, which has two distinct functions: to inform the Subject (individual) how well they have done, appraise their performance and to advise the soldier and any relevant promotion and appointment boards on the Subject’s future potential. In line with JSP 757 Annex C, Chapter 9 of this Manual directs how soldiers are to be appraised throughout the year and clarifies responsibilities. The types of report a soldier may receive are:
a. Serviceperson’s Joint Appraisal Report (SJAR). Often referred to as a SJAR followed by the reporting year. There may be occasions when the Career Manager (APC or RCMO) will direct a change in the reporting period or type of report to be delivered.
b. Non-Standard Appraisal Report (NSAR). The main use of the NSAR is to allow soldiers to be appraised when access to JPA is not possible. The NSAR is also used as a drafting tool between 1RO and 2RO before the individual’s report is loaded and processed to APC on JPA.
c. Mid-Period Appraisal Report (MPAR). Every soldier must receive a MPAR at the middle of the reporting period but this may be advanced or delayed depending on circumstances. Ideally the MPAR should be served in conjunction with the Annual Career Review provided by APC. The MPAR is where the 1RO confirms the individual’s personal objectives, reviews their employment aspirations and posting preferences and informs the individual of any of their failings. The MPAR must be served with sufficient time for the individual to address or rectify any failings identified.
d. Short Stand-Alone Tour Report (SSTR). SSTRs are stand-alone documents that sit on an OR’s AR Book in addition to annual SJARs. They are designed specifically to cover a period on a short tour normally of between 2 and 6 months, where an assignment order has been issued and the employment would otherwise be unreported.
e. Change of Circumstances Report. To capture a period of Service prior to or following, normally TNE or Mat Leave, that may otherwise be unreported. See Career Managers Handbook Table 6.
0405. Formal Career Reviews. A Formal Career Review (FCR) is produced after each promotion board and served every year to all RE soldiers (less Sprs), providing them with the necessary career information in relation to future boards and current contract. Whilst created by APC, FCRs are served by the chain of command to ensure the soldier understands the document and its implications. A signed copy of every FCR is returned to APC for audit purposes.
0406. Annual Career Review. Formal career-planning in the Corps begins at the rank of LCpl, when a soldier receives his first Annual Career Review (ACR). ACRs are issued to each RE and QGE soldier annually by APC, up to and including the rank of WO2. Delivered to the soldier through the chain of command, the ACR must be signed by the soldier, examined by his career manager(s) and any anomalies reported back to APC. A blank example of an ACR is at Annex K to Chapter 8 of this manual. The result of a board convened annually at APC, the ACR comprises 6 parts:
a. Subject Details.
b. Summary of Essential Data. 2-4-2 c. Career Planning.
d. Last Promotion Board.
e. Next Promotion Board.
f. Action/Advice.
ASSIGN 0407. Assignments. The assignment of soldiers is based on the principle that a soldier is to be available for worldwide posting at any time, unless employed on Flexible Duties (see DIN). If circumstances are such that a soldier cannot comply with this condition, they will normally be discharged or transferred to the Reserve. See Queens Regulations 1975 Part 5 Para 9.260.
0408. CM Assignment Protocol. APC Cbt Sp RE are responsible for managing established posts with the right rank, the right trade, at the right time, in line with the current Manning Priorities giving due consideration to the soldier’s preferences and personal circumstances.
0409. Soldier Assignment Principles (SAP)
a. Principle 1: Open ended assignment. Soldiers are to be assigned on an open-ended Assignment Order unless they are assigned to a specialist unit, training establishment, or to an E2 post. In these instances, soldiers will have set assignments for a period no less than 2 years.
b. Principle 2: Promotion in unit. Noting that individual preference will be a factor, soldiers should remain within their current unit on promotion, unless there is no vacancy for them to fill in that unit or there exists a requirement to maintain Suitably Qualified and Experienced Personnel (SQEP) elsewhere. Where in-unit promotion cannot be achieved, every effort must be made to assign the soldier within the geographical area that would allow them to continue living in the same location.
c. Principle 3: SNCO/WO assignment. On promotion to Sgt and SSgt, personnel should be assigned for a minimum of 3 years. The minimum target assignment length for a WO is 2 years.
0410. Assignment Procedure. When a soldier is to be assigned, the following procedure is to be followed:
a. Having taken career advice, the Soldier completes a Posting Preference Proforma (PPP)/ JPA Preferences, expressing the type of post and location in which he or she would like most to serve next.
b. PPP is passed via the RCMO to APC.
c. APC select soldiers for assignments based on the needs of the Army, with the needs of the individual and family coming a close second. Selections for an assignment will be based on the Knowledge, Skills and Experience (KSE) of the individual, meeting as closely as possible the requirements of the Job Specification.
d. APC issue an Assignment Order (AO) on JPA to the soldier, specifying a Latest Time of Arrival (LTA) and any specific CM information, such as SJAR writing responsibilities and timings.
e. The losing and gaining units then discuss when the soldier will move and agree a Reporting for Duty date, which cannot be later than the LTA.
f. DBS will be actioned by APC in conjunction with an Assignment Order (AO) if it is required. This first address required on the DBS paperwork is the current unit address.
2-4-3 g. Soldiers of the Regular Army and Reserve who are married to each other or are in a civil partnership will, generally, be permitted to serve in the same unit or barracks. However, each case will be considered by the chain of command and treated on its merits. Individuals who are married to each other or in a civil partnership will not be permitted to serve together where one party is required to report upon the other or may be required to take disciplinary or administrative action against the other, see Queens Regulations Para 9.005b.
0411. Refusing an Assignment. Soldiers wishing to refuse an Assignment Order, must do so through their chain of command by submitting a letter via SHQ and RHQ to the relevant desk officer at APC specifying the reasons why and the soldier’s preferred alternative options. APC will try and find a solution BUT if no solution is found then the soldier will be assigned as per the direction in Queens Regulation Para 9.260.
ADVICE 0412. Provision of Career Advice. Sound career management, planning and development needs to be based on fair, unbiased and accurate advice. CMs should be careful not to ‘take someone’s word for it’ but instead check with the relevant and most up to date policy document. The content of this Manual and the links within it are reviewed annually. CMs should also check to see if temporary People Policy Notes have been issued by RE RHQ. Sources of CM advice are:
a. Tp SNCO/ Comd.
b. Sqn 2IC.
c. RCMO.
d. APC.
ASSURE 0413. Assurance. Sldr MS assurance is carried out in line with JSP 757.
2-4-4 CHAPTER 5
PREPARATION AND SELECTION FOR SERVICE OUTSIDE THE
CORPS ARMY PILOT
0501. Those who want to apply to be an Army Pilot should follow the instructions at this link (updated annually), which if successful will see the soldier transferred to the Army Air Corps.
COMMANDO 0502. Those wishing to apply for the All Arms Commando Course and pre-training should follow the instructions at this link (updated annually). Further advice is available from RCMO 24 Cdo Engr Regt.
ARMY DIVER 0503. Those who wish to apply to serve as an Army Diver should follow the instructions in the extant DIN. Further advice is available from RADS or UDO.
PARATROOPER 0504. Those wishing to apply for Pre-Para Selection should follow the instructions in the extant DIN. Further advice is available from RCMO 23 (Para) Engr Regt.
PATHFINDER 0505. Those wishing to apply for the Pathfinder Selection Cadre should follow the instructions at this link (updated annually). Further advice is available from 2IC PF and RCMO 23 (Para) Engr Regt.
RMAS 0506. Applications. It is imperative that RMAS is supplied with quality Instructors and support staff. Applications for selection to be a RMAS Instr are to be completed in line with the current DIN (updated annually). Applications are to be forwarded to SO2 MS7 at APC, via RE Sldr Wing at APC. The training requirement to qualify to be a RMAS Pn Instr is also set out in the DIN.
0507. Identification. Early identification of NCOs with the necessary potential and interest is key, so the focus for identification should be aimed at the JNCO level. This effectively means that COs need to be taking an early view of top-third LCpls likely to promote at their next LCpl-Cpl board and particularly top-third Cpls in their first year. The following are means of identifying potential candidates:
a. SJARs should say the quality is clear as early as possible.
b. Junior Commanders Course (JCC) and Royal Engineer Training Insight Course (RETIC).
c. Annual Cpl – Sgt Promotion Board.
d. Annual Career Review (ACR).
e. Senior RE representatives in the ATRs, in conjunction with the Corps SM, are to identify potential candidates. The ATR Instructors are, by virtue of appointment, high calibre and already have many mandatory RMAS instructional qualifications.
0508. Preparation through Assignments. Instructor posts attract a considerable training bill that demands sensible management and time.
2-5-1 a. JNCOs. All JNCOs entering the RMAS pre-cadre training process are to be assigned to 3 RSME Regt. Where a vacant PID cannot be found, or used (for example, an enduring gap), the individual is to be held on the strength of the losing Unit.
b. SNCOs. Candidates are to be assigned to an appropriate Field Army unit on selection to Sgt and attend PSBC during this assignment.
0509. After Selection. Once selected, successful candidates will be assigned to RMAS as an Acting SSgt if necessary.
0510. Seniority Waivers and Subsequent Preferences of Assignment. The Corps will board those who pass the RMAS Instr Cadre one year early for promotion on the authority of Col CM Cbt Sp, without the candidate having an A- Exceptional SJAR, provided the individual is recommended for promotion in their latest SJAR. SNCOs who complete the Cadre but are not selected, an APC assurance of 1st or 2nd preference of posting should be the recognition of endeavour.
0511. CIS Wing Instructors. APC are to identify from the ACR Board the best candidates from the Sgt-SSgt board most likely to deliver influence and quality training in the RMAS CIS Wing. No form of CM inducement is required for these posts.
UKSF 0512. Introduction. The need to maintain the provision of excellent soldiers to UKSF is obvious. What is less obvious is that personnel of all ages and experience have successfully passed Selection, yet candidates are encouraged to volunteer as soon as possible. Unit chains of command should not decide on whether an individual is ‘ready for selection’ but allow the SF Selection process to provide the right feedback at the various stages to an individual to aid their preparation. The chain of command may not prevent an individual from volunteering, but may defer their application for operational deployment reasons only.
0513. Applications. Applications are to be made in line with policy laid down in the extant DIN, which is updated annually. RCMOs are to make APC aware of any applications made.
0514. Support to RE/QGE Candidates. MS ownership is retained by the losing/parent Engr Regt until the soldier passes UKSF selection and is ‘badged’.
0515. Return to the Corps. APC RE Sldr Employments will advise units on the Cbt Engr and trade courses a soldier will need to complete on returning to the Corps from UKSF, tailored to the needs of the individual and next assignment.
2-5-2 CHAPTER 6
CLM, NUMERACY AND LITERACY
CLM 0601. CLM Training. Command, Leadership and Management (CLM) provides generic training and education (T&E) for all soldiers on promotion to LCpl, Cpl, Sgt and WO2 across the Army and consists of three parts, as described in more detail in the CLM Handbook:
a. Part 1. Part One of the CLM Programme provides pre-employment T&E for those selected for promotion to the rank of LCpl, Cpl, Sgt and WO2. Substantive promotion is dependent on the individual achieving competencies in all relevant CLM Part 1 T&E. Courses in the RE! QGE are:
(1) PNCO CLM (for promotion to LCpl).
(2) Junior Commanders Course (for promotion to Cpl).
(3) RE SNCO Course (for promotion to Sgt).
(4) RE WO CLM Course (for promotion to WO2).
Units are to ensure a soldier completes the relevant remediation training for a CLM Amber pass within the specified time limit.
b. Part 2 (In Unit Training). Part 2 supports the WO and NCO in their new appointment. It consists of a limited amount of training delivered in context, in-unit. It should be carried out in conjunction with the workplace induction procedures outlined in 2013DIN07-124 Army Workplace Induction Procedures and should be completed within 3 months of assuming a new appointment. A record of completion of Part 2 should be retained by the unit, including any remedial training for a CLM Amber pass.
c. Part 3. Part 3 is delivered in Army Education Centres (AECs). CLM Part 3 is designed as education ON promotion and is the final part of training for the rank. It must therefore be attended within one year of completing CLM Part 1. Soldiers who fail to complete CLM Part 3 will be considered as not fully trained for the rank they hold. In addition, soldiers will be ineligible for further promotion and will be filtered out of APC Boards. It is delivered in the AECs as follows:
(1) JNCO. On becoming substantive at the end of CLM Part 1 and attending Part 2 in unit, Cpls apply to attend the 5-day course delivered at an AEC. All Cpls must complete Part 3 within one year of completing JNCO CLM Part 1.
(2) SNCO. On becoming substantive at the end of CLM Part 1 and attending Part 2 in unit, Sgts apply to attend the 7-day course delivered at an AEC. All Sgts (less MPF and Clk Wks) must complete Part 3 within one year of completing SNCO Part 1.
(3) WO. On becoming substantive at the end of CLM Part 1 and attending Part 2 in unit, WOs apply to attend the 8-day course delivered at an AEC. Part 3 must be completed within one year of completing WO CLM Part 1.
0602. RE/QGE CLM. Specific policy on CLM for RE!QGE soldiers is contained within Annex C to Part 5 of the CLM Handbook.
2-6-1 NUMERACY AND LITERACY 0603. Introduction. The Army is committed to improving the standard of Literacy and Numeracy skills across the organisation. In line with the Government’s skills agenda, and the Army’s requirement for skilled and agile soldiers; all soldiers are required to reach Level 1 and Level 2 in Literacy and Numeracy as they progress through their careers. Literacy and Numeracy skills are defined as ‘the ability to read, write and speak in English and use mathematics at a level necessary to function and progress at work and in society in general’. The Army has chosen to adopt Functional Skills (FS) qualifications as measures of literacy and numeracy skills but equivalent qualifications (e.g. GCSEs) are accepted. Army Literacy and Numeracy Policy can be found at this link.
0604. Requirement. Whilst most soldiers join the RE/QGE with equivalent qualifications to at least Level 1, all soldiers must achieve the Level 1 Literacy and Numeracy standards to be eligible for promotion up to and including Cpl; L2 is required for selection for promotion to Sgt and above and for those applying for an LE Commission.
2-6-2 CHAPTER 7
LEAVING AND RE-JOINING THE CORPS
LEAVING THE CORPS - TRANSFERRING
0701. General outline. We must make every effort to retain our soldiers in the RE/QGE but where that cannot be achieved, it is better to see a soldier move to another cap-badge, Service (i.e. RN/ RAF) and/or the Reserve rather than leave Defence. It is a measure of the professionalism of the Corps how those wishing to transfer elsewhere are treated and managed.
0702. Transferring from the Corps. Soldiers can apply to transfer, service, cap-badge or trade, either for career purposes or for personal reasons. Transfers are not a given right, criteria and demand must be met. Policy for those wishing to transfer to another Service or Cap-Badge is as follows:
a. Inter Service Transfer
b. Inter Cap-Badge Transfers
c. Regular to Reserve
0703. Continuance. Continuance of 2 years on VEng can be offered on limited (without promotion) terms through agreement with RE Personnel Strategy (formally E1MB). See Queen’s Regulations page 9/2-6). Applications for Continuance are to be made on an AFB6848B.
0704. Brigade of Gurkhas Minimum Service Requirement. In accordance with Army Briefing Note 018/19, Gurkha soldiers enlisted into the British Army on or after the 31 Dec 18 are required to serve a minimum of seven years in the BG prior to becoming eligible to transfer to the wider Armed Forces. There is no impact on personnel who joined the BG prior to 31 December 2018.
POST-CAREER OPPORTUNITIES AND TERMINATION 0705. End of Regular Career Opportunities. The following opportunities exist for those coming to the end of their Regular military career:
a. Senior Soldier Continuity Posts (SSCP)
b. Full Time Reserve Service (FTRS). There are 3 categories of FTRS, as follows:
(1) FTRS Full Commitment (FC).
(2) FTRS Limited Commitment (LC).
(3) FTRS Home Commitment (HC).
c. Military Local Service Engagement (MLSE) Para 9.075.
0706. Types of Termination. All Service Personnel will leave the Service using one of the following methods:
a. Early Termination (See 04.49a). Once a notice to terminate (NTT) has been approved by APC, the soldier may be entitled to request Early Release. Current policy is at Pers Strat (Army) Manning Levers.
b. Service Termination (See 04.49b).
c. Standard Termination (See 04.49c).
c. Non-Regular Personnel Termination.
2-7-1 0707. Review of Termination (See 04.36).
0708. Withdrawal of NTT. Any soldier may request withdrawal of NTT in accordance with the policy at DM(A) Manning Levers.
0709. Final Assignment. Soldiers serving overseas and nearing completion of 24-years’ service may apply to serve their final 6 months in the UK. The application form can be found at this link.
0710. Last tour of duty station. JSP 752 provides the detail of the application process for ensuring those in isolated foreign posts are given the opportunity to resettle in the UK.
0711. Resettlement Policy.
0712. Illegal Absentees. Personnel are not allowed to leave the Service while being an Illegal Absentee.
0713. Other sources of information for those leaving the Corps.
a. Royal Engineer Association (REA).
b. The Royal British Legion (RBL).
c. Sappers Network.
0714. Reserve Liability. Most Service personnel leaving the Army will have some form of Reserve Liability for many years. The Reserve Liability can be Regular or Recall Reserve Liability, or combination of the two, depending upon the SP’s reason for leaving, age and Length of Service. Further information on Reserve Liability can be found in the Compendium of Reservist Regulations, the Career Managers Handbook Para 04.53 and AGAI Vol 2 Chap 46.
RE-JOINING/TRANSFERRING INTO RE/QGE 0715. Army Rejoin Policy.
0716. Transfer into the Corps. For those wishing to transfer into the Corps, the following Army procedure is to be applied:
a. Having identified a vacancy/future vacancy advertised on the Official Army Vacancies List (on MS Web), the soldier completes an application to transfer in line with the procedures laid down in the links in Paragraph 702 above.
b. APC RE Sldr Wing receives AFB 241A from SP’s current career manager.
c. Application considered at RE Sldr Wing centralised ‘Transfer Board’13, where the Service Personnel (SP) suitability to transfer in terms of merit, employability and qualifications (including a judgement on Academic Qualifications) are considered. As a minimum, the board should contain representation from APC, RE RHQ and the CS RE Personnel Strategy and follow the standard APC boarding process.
d. Service personnel selected for transfer to RE/QGE are provided with a bespoke training and career development plan, in consultation with HQ RSME, to include key timelines. Non-MFD SP will be required to submit a PAP 17 Appendix 9 to certify them fit for training and role offered. ORs selected to transfer into the RE/QGE will be offered the following by the Transfer Board:
(1) OR1-3 transferees will continue to be offered Cbt Engr and trade training as now14. SP of OR4+ who want a Military Engineer trade on transferring will be required to reduce to the rank of LCpl.
13 Transfer Board Terms of Reference at Annex A to this Chapter. 14 RAC Crewman transferring to the ME (Armd) trade with H Licence and Simple Platform User qualifications will not need to repeat these modules at ARMCEN. 2-7-2 (2) OR4+ who have already been trained elsewhere in Defence to be the equivalent of EOD&S (see separate policy in Chapter 8 of the CMM), C3S, Dvr, Engr Log Spec, Ftr Gen (needs RSME assessment) and C-CBRN will be employed in that trade/skill-set until they are competent to operate to the right level as Cbt Engrs for their trade, accepting this may impact on eligibility for promotion in the RE. Some in-unit familiarisation training will be provided if required.
(3) OR4+ without immediately transferable skills in the RE will be employed on General Duties/Instructional Roles in the Engr Regts until they can start Cbt Engr conversion training; they will then be employed as Cbt Engrs and not offered a second trade.
e. APC issue result letter, inform any 2nd or 3rd choice Career Managers.
f. APC issue offer to SP, detailing the bespoke training plan and career outline. Any career implications will be made clear to the SP in the offer letter, including any Training Return of Service. All transferees should expect to complete the Cbt Engr training relevant for their rank and role. Exceptions will be considered on an individual basis15.
g. If the SP accepts the offer, APC takes the necessary JPA action and issues the AO. The training requirement will be copied onto the AO to ensure the receiving unit of a transferee understands the career and training plan for that individual SP. Pers Strat will amend vacancies advertised on OAVL to be clear on how OR4+ applicants will be managed and update the adverts on OAVL as Cbt Engr conversion training courses come on line.
h. Soldier reports for duty at unit/training at the RSME. Non-MFD soldiers will be subject to a medical inspection in their first week.
i. Soldiers who transfer to the Corps who fail to meet the standards required for their rank and/or role will be referred to Pers Strat (Army) to adjudicate whether the soldier should be returned to their original Arm/Service, offered their 2nd or 3rd choice, or discharged from the Service.
j. Training Returns of Service are to be applied.
k. Combat Engineering Conversion Plan. The table below states the RSME recommended plan on how to convert transferee Other Ranks to be Cbt Engrs. The plan is yet to be ratified and implemented.
Rank on Transfer Trg & Employment Plan OR1-2 No change: attend 0-3 Cbt Engr and 0-2 Trade Course. 0-3 Cbt Engr Cse. Snr LCpls can then complete the supervisory skills of 2-1 Cbt Engr Cse to bring to Cl1 standard. OR3 Decision taken by Transfer Board on whether to employ in current trade (Driver, EOD, Log Spec etc), offer the transferee a new trade, or employ as a Cbt Engr only. 0-3 Cbt Engr Cse plus supervisory skills of 2-1 Cbt Engr Cse. FSCC. OR4 Will not need JCC if already CLM Part 1 Qualified. Offer reduction in rank to OR3 if transferee wants a new trade, otherwise employ in current trade or as Cbt Engr. OR6 0-3 Cbt Engr Cse. FSCC. FSC. Will not need RE SNCO Cse if already CLM Part 1 Qualified. Employ in current trade or as Cbt Engr only. OR7-9 Bespoke Cbt Engr conversion course required. Employ in current trade or as Cbt Engr only.
15 Previous RE/QGE policy was that any transferees needed to first attend the Cbt Engr 0-3 course and reduce to the rank of LCpl. This old policy has been superseded. 2 -7 -3 PAGE LEFT INTENTIONALLY BLANK
2-7- 4 ANNEX A TO CHAPTER 7
TERMS OF REFERENCE OF THE RE/QGE TRANSFER BOARD
1. Introduction. The process for transfers into the Corps is laid down in Chapter 7 of the RE/QGE Regular Soldier Career Management Manual (CMM) and MS Directive. A bespoke transfer policy for officers will be included in the Officers’ CMM due for publication by Sep 19.
2. Board Composition. Corps Col RE is not a member of the Transfer Board but will maintain overwatch of the Transfer Board’s recommendations. The Transfer Board will consist of:
Ser Organisation Represented Post Comment 1 APC SO1 RE Sldrs/SO1 RE Offrs Depending on whether transferees are Offrs or Sldrs
2 Pers Strat SO1 CS RE Pers Strat SO2 can deputise 3 RHQ RE SO1 People SO2 People can deputise 16 4 RSME SPSO 5 CRE Fd Army SO2 G1 HQ 8 Engr Bde To represent the receiving ‘customer’: the Engr Regts. 6 JFIG SO2 Pers Only for Geo transfers 7 QGE GM QGE Only for BG transferees 16 3. Scope. The Transfer Board will consider applications for Regular to Regular and Reserve to Regular transfers and re-joins.
4. Board Meetings. Board meetings will be triggered by APC on receipt of an application to transfer to RE/QGE but where possible, applications will be grouped together. APC will create and maintain a register of transfer and re-join applications for all Board Members to contribute to, so that the decisions made can be recorded formally and succinctly.
5. Board Procedure. SPSO will recommend the training plan and APC will provide the career management advice on each application. The Transfer Board will then consider the individualised training, career-management plan and implications which will, if agreed, form the offer made to the candidate. Transferees should not be offered better opportunities than those open to SP already serving in the Corps. APC will hold the Board’s decisions on file and will inform the receiving unit of the career and training plan for the transferee with the Assignment Order.
6. Results of the Board. Once agreed by Corps Col RE, the names of those who accept an offer to transfer will be posted on MS Web by APC.
16 Can call on PEW, REWW, DEMS Trg Regt, Def CBRN Centre for specific training advice. 2-7-A-1 PAGE LEFT INTENTIONALLY BLANK
2-7-A-2 CHAPTER 8
TRADE SPECIFIC CAREER MANAGEMENT
0801. General. This Chapter deals with the specific requirements of the individual RE and QGE trades. All the flow diagrams are to be interpreted with common sense as it is not possible to cover every eventuality.
0802. Specific Trade Annexes. The list below details the annex for each trade covered:
ANNEXES:
A. Combat Engineer
B. Artisan
C. Plant Operator and Mechanic
D. Driver
E. Command, Control and Communications Systems Operator
F. Armoured
G. Explosive Ordnance Disposal and Search
H. Engineer Logistics Specialist
I. Geographic J. Clerk of Works and Military Plant Foreman
Appendices: 1. Guide to preparing potential Clk Wks and MPF for selection and training.
2. Application for MPF/Clk Wks Training.
3. Clk Wks and MPF Career Structure.
K. Well Driller
L. Counter-Chemical, Biological, Radiological and Nuclear
M. Royal Engineer Driver Training and Licence Acquisition
N. Continuous Personal and Professional Development Accreditation
O. Generic RE/QGE JPA Roles and Responsibilities.
2-8-1 PAGE LEFT INTENTIONALLY BLANK
2-8- 2 ANNEX A TO CHAPTER 8
COMBAT ENGINEER
CEG: All Trade Group: ME(Cbt) Trade for Pay Cbt Engr
1. General. The basic Cbt Engr qualification is ME (Cbt) Cl3. 2. Promotion to LCpl. ME (Cbt) Cl2. 3. Promotion to Cpl. ME (Cbt) Cl1. Soldier Training: 0-3 Entry Criteria: ME (Cbt) Cl3. 3-2 Qualification • At least 6-months as a ME (Cbt) Cl3. • Sub-Unit Recommendation. • In unit. • CO’s authority. 2-1 Entry Criteria • At least 12 months as a ME (Cbt) Cl2 (although units can request a soldier is trained earlier in order to prepare for a deployment). • Applications by unit to APC. Specialist Training: Fd Sect Comd Cse (FSCC) • All Cpls in the Cbt, Artisan, Armd and EOD&S trades. • All Cpls from C3S, Driver, POM, Engr Log Spec trades selected for transfer to ME (Cbt). • NCOs from other trades, cap-badges and Services may be required to attend this course for additional employability or other career reasons. • Usual Course Entry Criteria: - ME (Cbt) Cl1. - Junior Command Course (JCC). - Applications by unit to APC. Prior attendance on JCC may be waived on a case by case basis for soldiers transferring into the RE/QGE. Fd Sgt Cse (FSC) • All Sgts in the Cbt, Artisan, Armd and EOD&S trades. • NCOs from other trades, cap-badges and Services may be required to attend this course for additional employability or other career reasons. • Usual Course Entry Criteria: - FSCC. - RE SNCO Cse. - Courses loaded by APC. Prior attendance on FSCC and RE SNCO Cse may be waived on a case by case basis for soldiers transferring into the RE/QGE. QMSI (Cbt) Cse • All WO2s in the Cbt, Artisan, Armd and EOD&S trades selected for a QMSI post. • WOs from other trades, cap-badges and Services may be required to attend this course for additional employability or other career reasons. • Course Entry Criteria: - FSC. - RE WO CLM Cse. - Courses loaded by APC. Prior attendance on FSC and WO CLM Pt 1 may be waived on a case by case basis for soldiers transferring into the RE/QGE.
2-8-A-1
2 - 8
- A - 2
Spr - LCpl Cpl Sgt SSgt
C l 2 S e c t T p T p C b t C o m d S g t S S g t
E n g r C O M B
C l 3 ME R E A P N C O R e c c e Initial C b t Unit (Cbt) JCC FSCC FSC SQMS T C s e S N C O Trg S g t E n g r 2 - 1 C s e E N G I N
Addl E
Trade C p l S g t S S g t E Trg O t h e r O t h e r O t h e r R
–
C A R E
WO2 WO1 E R
S T R
S S M SSM R S M R S M U C s e C s e C T U R E
Q M S I QMSI 2nd career - LE commission C b t 2nd QSMI S M I C s e Assignment
On Invitation COMBAT ENGINEER SPECIALIST EMPLOYMENT
TRANSFER INTO ME COMBAT CAREER STREAM
1. Aim. This policy is the mechanism by which the Corps will offer UKTAP and GURTAM soldiers the opportunity to transfer out of their current trade and into the ME Cbt Career Stream to plug known gaps, aid retention, encourage specialists in Combat Engineering where required, and provide a home for SP with CBRN qualifications who transfer into the RE. The ability for Para/ Cdo/PF Recce SP to transfer is available now, as is the opportunity for SP with C-CBRN SQEP. Transfers by SP from the rest of the Corps will not be available before 01 Jan 20.
2. Principles. The integrity of this manpower level and the delivery of this PPN is supported by the following endorsed principles:
a. Transfers are offered in the interests of improving retention and maintaining workforce balance.
b. Any offer must not starve the losing trade of quality and depth.
c. The policy is only used as a workforce lever based on structural demand which is the responsibility of the CS RE Personnel Strategy to define on an annual basis.
3. Control Measures. To prevent trades losing quality and sufficient numbers of soldiers to sustain them and Clk Wks/MPF recruitment over time, control measures will be put in place to regulate how many soldiers transfer to the ME Cbt Career Stream a year. CS RE Personnel Strategy will annually calculate how many soldiers may transfer out of every trade at each rank and publicise these quotas on the Manning Brick SharePoint site. No more than 60 SP may enter the Cbt Engr Career Stream a year (April to April).
4. Transfer Criteria. To apply to transfer to the ME Cbt Career Stream, applicants must meet the following minimum eligibility criteria:
a. Cbt Engr Cl2 (less those transferring into C-CBRN).
b. Applicants from the C3S, Driver, Log Spec and POM trades may be Cl2 or Cl1 in trade.
c. Applicants from all other trades can transfer when Cl2 in trade only (i.e. soldiers in the Armd, Artisan and EOD&S trades cannot transfer if they have completed a Cl1 trade course).
5. Application Process. RCMOs are to bid for eligible soldiers who wish to transfer to the Cbt Engr Career Stream using the form at Annex A to Chapter 2 to this Manual. Units are not permitted to block applications.
6. Selection. Applications for Para/Cdo/PF Recce and for SP with C-CBRN SQEP to transfer to the Cbt Engr Career Stream are to be referred by APC direct to the RE Transfer Board and processed in accordance with Paragraph 0716 of this manual. The procedures for managing applications to transfer from the rest of the Corps from Jan 20 are to follow.
7. Priority. Priority will be given to the following:
a. C3S, Driver, Log Spec and POM soldiers assigned to Pathfinders (PF), Recce Tp 23 Engr Regt and Recce Tp 24 Cdo RE, holding at least one of the following competencies17:
(1) Inf|LT RECCE PTLMN|Army|
(2) RM|RECCE OPERATOR(Signaller)|Navy|
(3) Parachute|PATHFINDER SELECTION|Army|
17 TPN 16/08 allows for SP from the C3S, Driver, Log Spec and POM trades assigned to PF or Recce Tp 23 or 24 Engr Regts to attend the Cl1 Cbt Engr course whether they are transferring to the ME (Cbt) Career Stream or not. 2-8-A-3 b. RAF Regt and RTR personnel transferring to the RE for C-CBRN.
c. Remaining RE/QGE trades (applications not possible before 1 Jan 20).
8. Publication of Results. For maximum transparency, the list of soldiers who accept the offer of a transfer to the Cbt Engr Career Stream will be published on the Manning Brick SharePoint site from Jan 20 onwards.
9. Pay. On completion of the transfer, successful applicants from the C3S, Driver, Log Spec and POM trades are to be awarded the Combat Engineer Main Trade for Pay.
10. Promotion. On a case-by-case basis, transferees with C-CBRN SQEP may have the requirement for a Cbt Engr qualification waived by the RE transfer Board in order to be considered for promotion as they transition into the RE. However, the SP must achieve the required Cbt Engr qualification for their new rank within the promotion year or be de-selected for promotion.
2-8-A-4 ANNEX B TO CHAPTER 8
ARTISAN TRADES
CEGs/Trade Gps: Military Engineer Specialist Military Engineer Technician Military Engineer Tradesman Trade for Pay: Cbt Engr CEQs: ME B&C, ME B&SF, ME C&J, ME Const Mat Tech, ME Des Dtmn, ME Dtmn E&M, ME Elec, ME Fab, ME Ftr ACR, ME Ftr Gen, ME Ftr Eqpt, ME U&P, ME H&P, ME Svy Engr. Special Note: See Annex J for those applying/selected for MPF and Clk Wks training. See Annex K for those applying/selected for Well driller training. Cbt Engr Artisan Trade CLM Trade Training Output • ME (Cbt) Cl3 • Trade Cl2 Standard Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • Trade Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • ME (Cbt) Cl2 • Trade Cl2 • N/A Cl1 Trg Selection for promotion • ME (Cbt) Cl1 • Trade Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • FSCC • N/A • JCC Requirement for • FSCC • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • FSC • N/A • RE SNCO Cse as a Sgt Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • QMSI ME Cbt (if required) • N/A • RE WO CL as a WO2 Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
2-8-B-1
2 - 8
- B - 2
Spr - LCpl Cpl Sgt SSgt
C l 2 C l 1 Trade Trade T r a d e C b t C b t Cpl Sgt S S g t E n g r E n g r A R
C l 3 RE T Cl1 C p l C b t I Initial Unit JCC FSCC FSC C b t S C b t Artisan C b t SNCO Trg E n g r Cse S g t S S g t A N
T R A
Cl2 PNCO SQMS/ D C p l S gt E Artisan Cse Other Ot h e r Ot he r S
SSgt -
C A R E
WO2 WO1 E R
S T R U
T r a d e S S M R S M C
SSM RSM T W O 2 C s e C s e U R E
Q M S I 2nd career - LE commission C b t 2nd QSMI C b t SMI W O 2 Assignment C s e
O t h e r On Invitation W O 2 ANNEX C TO CHAPTER 8
PLANT OPERATOR AND MECHANIC
CEGs/Trade Gps: Military Engineer Tradesman Trade for Pay: ME POM CEQs: ME POM Special Note: See Annex J for those applying/selected for MPF and Clk Wks training. Cbt Engr Trade CLM Trade Training Output • ME (Cbt) Cl3 • Trade Cl2 Standard
Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • POM Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • N/A • POM Cl2 • N/A Cl1 Trg • Applications by unit to APC Selection for promotion • N/A • POM Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • N/A • Plant Section • JCC Commander Course Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt
Training Completed • N/A • Plant Sergeant Course • RE SNCO Cse. as a Sgt Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt
Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • N/A • N/A • RE WO CLM as a WO2 • AA RQMS Cse if selected • RQMS Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
2-8-C-1
2 - 8
- C - 2
Spr - LCpl Cpl Sgt SSgt P
C l 2 ME S e c t T p T p L C b t (POM) C o m d S g t S S g t A 2 -1 N E n g r T
O P E
C l 3 RE P l a n t R Initial C b t Unit JCC PSCC SNCO PSC Plant A
S S g t T Trg E n g r Cse Sgt O R
A N
ME SQMS/ D PNCO C p l (POM) S gt Cse Other M C l 2 Ot h e r Ot he r SSgt E C H A N I WO2 WO1 C
–
C A R
Plant E E
WO2 S S M SSM R S M RSM R
C s e C s e S T R U C
2nd career - LE commission T 2nd QSMI SMI U Assignment R E
RQMS On Invitation ANNEX D TO CHAPTER 8
DRIVER
CEGs/Trade Gps: Military Engineer Combat Specialist Trade for Pay: ME DVR CEQs: ME DVR Special Note: Cbt Engr Trade CLM Trade Training Output • ME (Cbt) Cl3 • ME Dvr Cl2 Standard
18 Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME Dvr Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC
19 Requirement to Attend • N/A • ME Dvr Cl2 • N/A Cl1 Trg Selection for promotion • N/A • ME Dvr Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • N/A • N/A • JCC Requirement for • N/A • ME Dvr Cl1 • JNCO CLM Part 3 Promotion to Sgt Training Completed • N/A • DTO • RE SNCO Cse as a Sgt • DRSA Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • N/A • DRSA • RE WO CLM as a WO2 • DTM • AA RQMS Cse if selected RQMS Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
18 Cl2 or Cl1 ME (Dvr) may attend ABLE and/or TBT Spec Qual. Courses loaded by APC. 19 Cl1 ME (Dvr) may attend Plant Tptr and/or Crane Spec Qual. Courses loaded by APC. 2-8-D-1
2 - 8
- D - 2
Spr - LCpl Cpl Sgt SSgt
C l 3 MT Cpl T p T p C b t S g t S S g t E n g r
ME
RE D Initial Unit PNCO JCC DTO S S g t
(Dvr) SNCO R Trg Cse DRSA Ot h e r 2 -1 Cse I V E R
–
D v r C l 2 Dvr C
S p e c A D v r Spec C pl S g t SQMS Qual Q u a l Ot he r Ot h e r R E E R
S T WO2 WO1 R U C T U R
S S M SSM R S M RSM E C s e C s e
RQMS/ MTWO 2nd career - LE commission DTM 2nd QSMI SMI DRSA Assignment
On Invitation ANNEX E TO CHAPTER 8
COMMAND, CONTROL AND COMMUNICATION SYSTEMS OPERATOR
CEGs/Trade Gps: Military Engineer Combat Specialist Trade for Pay: ME C3S CEQs: ME C3S Special Note: Cbt Engr Trade CLM Trade Training Output • ME (Cbt) Cl3 • Trade Cl2 Standard Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME C3S Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • N/A • ME C3S Cl2 • N/A Cl1 Trg • Security Clearance Selection for promotion • N/A • ME C3S Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • N/A • ME C3S Corporal • JCC Course Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • N/A • ME C3S Sergeant • RE SNCO Cse as a Sgt Course Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • N/A • ME Signals QMSI • RE WO CLM as a WO2 • AA RQMS Cse if selected • RQMS. Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
2-8-E-1
2 - 8
- E - 2
C O M
Spr - LCpl Cpl Sgt Ssgt M A N D ,
C
Signals O C l 3 T p T p Sect N S g t S S g t C b t Comd T
E n g r R O L
A
Unit N ME RE Signals Signals D Initial (C3S) JCC SSCC SNCO SSC Trg Sgt SSgt 2 -1 Cse C O M M
C l 2 U D v r C pl S gt SQMS N I S Ot he r Ot he r C T A R T U I O C N T
U S
WO2 WO1 R Y E S
T E M
S S M SSM R S M RSM S
C s e C s e O P E R A T QMSI 2nd career - LE commission C3S 2nd QSMI SMI O Assignment R
–
C A R E
On Invitation E R
ANNEX F TO CHAPTER 8
ARMOURED
CEGs/Trade Gps: Military Engineer Combat Specialist Trade for Pay: Cbt Engr CEQs: ME (Armd) Special Note: See accompanying Armoured Training Policy Note
Cbt Engr ARMD CLM Trade Training Output • ME (Cbt) Cl3 • ME Armd Cl2 Standard
Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME Armd Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • ME (Cbt) Cl2 • ME Armd Cl2 • N/A Cl1 Trg Selection for promotion • ME (Cbt) Cl1 • ME Armd Cl1 • N/A to Cpl criteria Cpl Comd Courses • FSCC • N/A • JCC Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • N/A • N/A • RE SNCO Cse as a Sgt Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt
Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • QMSI ME Cbt • N/A • RE WO CLM as a WO2 Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
2-8-F-1
2 - 8
- F - 2
Spr - LCpl Cpl Sgt SSgt
C l 3 C l 2 C l 1 C p l S g t S S g t C b t C b t C b t A r m d A r m d A r m d E n g r E n g r E n g r
RE A Initial Unit C l 1 JCC C r e w C b t C b t FSCC FSC R A r m d C o m d SNCO S g t S S g t Trg Cse M O U R E
C l 2 PNCO D S gt S S gt A r m d Cse Cpl Cbt Ot he r Ot he r C A R E E R
WO2 WO1 S T R U C T U
W O2 R S S M SSM R S M RSM
Ot h e r C s e C s e E
Q M S I 2nd career - LE commission C b t 2nd QSMI SMI C b t W O 2 C s e Assignment
A r m d On Invitation W O 2 ANNEX G TO CHAPTER 8
EXPLOSIVE ORDNANCE DISPOSAL AND SEARCH
CEGs/Trade Gps: Military Engineer Tradesman Trade for Pay: Cbt Engr CEQs: ME (EOD&S) Special Note: Trade not available to QGE soldiers
Cbt Engr EOD&S CLM
20 Trade Training Output • ME (Cbt) Cl3 • ME (EOD&S) Cl2 Standard Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME (EOD&S) Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • ME (Cbt) Cl2 • ME (EOD&S) Cl2 • N/A Cl1 Trg • Minimum rank of LCpl.
21 Selection for promotion • ME (Cbt) Cl1 • ME (EOD&S) Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • FSCC • N/A • JCC Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • FSC • DEOC/ AEOC/ DASA as • RE SNCO Cse as a Sgt pre-employment trg Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • DEOC/AEOC/ DASA as • N/A as a SSgt pre-employment trg Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • QMSI ME Cbt • DEOC/ AEOC/ DASA as • RE WO CLM. as a WO2 pre-employment trg Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • DEOC/AEOC/DASA as • RSM Cse if selected as a WO1 pre-employment trg
20 Cl2 ME (EOD&S) Comprises: RE Elementary EOD, DAST. 21 Cl1 ME (EOD&S) Comprises: RE and RAF Intermediate EOD, RE Search Team/DAST Comd, Defence EOD No 2. 2-8-G-1 2 - 8
- G - 2
Spr - LCpl Cpl Sgt S S g t
E O D Cl3 Cl2 Cl1 Cpl DEOC E O D DEOC Cbt Cbt Cbt EOD&S CMD S g t CMD S S g t Engr Engr Engr IEDD IEDD Cl1 EOD&S
C b t R E C b t Cbt/Other Initial Unit JCC FSCC S N C O FSC
C p l S g t SSgt M Trg C s e E
( E O D & S )
–
C A R E E R
S T R U C T U R E
Cl2 P N C O C p l DASA S e a r c h DASA Search EOD&S C s e O t h e r S g t SSgt
WO2 WO1
DEOC E O D S S M R S M SSM R S M CMD W O 2 C s e C s e IEDD
Q M S I 2nd career - LE commission Cbt/Other 2nd QSMI C b t S M I WO2 Assignment C s e
DASA Search On Invitation WO2 Notes: 1. DASA may be taken as a SEL Sgt and can be completed before or after RE SNCO and FSC if required. 2. DEOC (CMD/IEDD) and AEOC training provided to meet requirement of current/next assinged post. RULES FOR TRANSFER INTO THE EOD&S TRADE
1. Introduction. This document provides the standard procedures for soldiers to transfer from their current CEQ into the EOD&S trade without impacting on their current rank. It is assessed that to sustain the EOD&S trade, at least a decade of annual transfers into the trade will be required. Annual Offers to Transfer (OTT) will be distributed separately to clarify the annual requirement by rank and qualification.
2. Policy. All ranks can apply to be considered for re-trade from their current trade to EOD&S without being required to forfeit their current rank. All applications must be supported by the chain of command. Unsuccessful applicants are invited to apply again.
3. Transfer Entry Standards. The current required entry standards are below, however applications by soldiers who do not fully meet these standards will be considered on a case-by- case basis. If a CO considers a soldier competent at this level, he/she may put the soldier forward as a candidate for transfer regardless of any lack of formal academic qualifications22:
a. The Joint Medical Employment Standard (JMES) required to be considered for transfer is Medically Limited Deployable (MLD).
b. Minimum Cbt Engr Cl2.
c. Colour Perception (CP) 223.
d. Acceptable EOD AND SEARCH qualifications.
4. Offer to Transfer (OTT) Process. a. Unit Action. COs are encouraged to take a personal interest and actively advertise this OTT and seek out suitable volunteers for transfer24. Where a soldier expresses interest in transferring, unit RCMO’s are to take responsibility for the coordination of any application.
b. Exclusions. Current exclusions will be announced annually in the Offer to Transfer letter, published separately by CS RE Personnel Strategy.
c. Selection Process. The RE Transfer Board is responsible for the final selection process. Each application will be considered on its own merits, selecting those displaying an aptitude and suitability for the training and operational demands of EOD&S.
d. Pay. EOD&S falls within ME Trade Group 1/Cbt Engr Trade for Pay Group which currently attracts Pay Supplement 3. SP will be awarded the Cbt (or EOD&S from 01 Apr 20) TfP when the soldier completes one of the three criteria: relevant Cbt Engr qualification, EOD Cse or Search course (which demonstrates the soldier is now on the glidepath to full transfer).
5. Detailed Process. a. Unit Action. Unit RCMO’s are to conduct an initial interview with potential candidates with a view to answering any immediate queries on career prospects or employment issues in consultation with APC CMs. RCMOs will then remain the unit POC throughout the complete application and transfer process.
b. Offer to Transfer Application. RE Soldiers who wish to transfer must submit the required paperwork, through unit RCMO’s, to Employments Sect, RE Sldr Wing using Annex A to Chapter 2 of the Regular RE and QGE Soldier’s Career Management Manual. Soldiers of other cap badges (including QGE) are to apply completing an AFB241A.
22 Note Cat C Driver qualification is no longer needed to transfer to EOD&S.. 23 Matches CP level to join the Army as a RLC AT. 24 Including placing the EOD&S OTT opportunity and details on Unit Part One Orders. 2-8-G-3 c. Selection Process. Selection will be based on quotas informed by Pers Strat (Army). RE Sldr Wing will refer applicants to the RE Transfer Board in accordance with Paragraph 0716 of this Manual. Unsuccessful applicants will be encouraged to apply again if recommended and their career profile advises.
d. Training and Transfer.
(1) APC will take SME advice from HQ 29 EOD&S Gp if required on the suitability of an applicant for transfer to the EOD&S trade and refer that advice to the RE Transfer Board.
(2) If an application is approved by the RE Transfer Board, APC will write to the SP’s RCMO stipulating the offer to transfer in detail, covering as a minimum:
(a) Cbt Engr training requirement, preferably with course loading dates.
(b) EOD and/or Search training requirement, HQ 29 EOD&S Gp are to load the SP onto the relevant courses.
(c) When Cbt or EOD&S Trade for Pay will be awarded, which will be on the completion of the first course to demonstrate the soldier is committed to transferring, namely the relevant Cbt Engr, EOD or Search course.
(d) Whether a waiver for Cbt Engr training will be given to allow the transferee to be considered for promotion. If selected for promotion, the SP will have to complete the relevant Cbt Engr qualification for their new rank within the promotion year or be deselected.
(e) Instructions to the SP’s CO to comment on the SP’s potential for promotion in their current trade as well as in EOD&S.
(3) HQ 29 Gp will ensure a balance between operational deployments and the need for soldiers to be qualified to transfer.
e. Qualified transferees will be assigned by RE Sldr Wing, APC at the earliest opportunity to progress individuals’ careers accordingly. Those who transfer will not be permitted to revert to their original trade or transfer to another. Those who fail to transfer will be returned to their original trade, or, if time permits in SP’s career, offered the opportunity to transfer to another RE trade.
f. Manning Levels. The EOD&S trade will be filled in line with predicted demand to best achieve manning levels set in Army and Corps Manning Priorities.
2-8-G-4 6. Conversion to EOD&S.
a. Qualifications Required. To be transferred to EOD&S, soldiers must attain/hold the following qualifications shown in the table below25:
Rank Minimum EOD Qual Required Minimum Search Qual Required Nil Spr REST/DAST RE Elementary EOD Preferred Nil LCpl REST/DAST RE Elementary EOD and/or Defence EOD No.2 preferred
0804 Intermediate EOD Cpl 26 REST Comd/DAST Comd And/or Defence EOD No.2
Sgt DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA SSgt DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA WO2 DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA WO1 DEOC (CMD) Prefer DEOC (IEDD) RESA/DASA
b. Soldiers Holding Both Qualifications. Soldiers can be transferred to EOD&S by APC once the soldier has accepted an Offer to Transfer.
7. Candidate Transfer Cohorts. The requirement is to inject suitable and qualified manpower at the ranks where the gapping is most evident, however, it is understood that this may not come without a significant training bill (in some cases) or risk of course fatigue in others. Applicants will be considered in Cohorts, as follows: a. Cohort 1. Applicants for Cohort 1 must:
(1) Be from the Artisan/Armd/Cbt trades but excluding Clk Wks/MPF.
(2) Be of any rank ranged OR2-OR9.
(3) Be Class 2 or 1 in trade qualification and Cbt Engr competences relevant to their rank.
(4) Hold the required EOD&S competences for their rank (as per para 6a).
(5) Be serving anywhere within the Corps/Army.
b. Cohort 2. Applicants for Cohort 2 must:
(1) Be ranked OR6 and above from Armd, C3S, Driver, POM or Log Spec trades.
(2) Be serving anywhere within the Corps/Army.
(3) Be Class 1 in trade and Cbt Engr Cl2.
(4) Hold a DEOC (CMD) or AEOC or DASA qualification.
(a) Applicant in Cohort 2 will be restricted to EOD&S and UNSPEC/E2 posts until they have completed the Cbt Engr training required for their rank.
c. Cohort 3. Applicants for Cohort 3 must:
(1) Be ranked OR2 to OR4 from the C3S, Driver, POM or Log Spec trades.
(2) Be Class 3, 2 or 1 in trade and Cbt Engr Cl2.
25 Equivalent and legacy qualifications can be drawn from JSP 364 Part 1 Section 3 para 24-27. 26 Defence EOD No 2 competency is also shown on JPA as ‘EOD Cl1’. 2-8-G-5 (3) Must hold a current EOD and/or Search qualification.
(a) Successful Applicants from Cohort 3 will be provided with Cbt Engr27 as well as EOD&S career training and therefore employable in EOD&S, Cbt Engr, UNSPEC and E2 posts. Annual transfer requirements may exclude certain trades at certain ranks to maintain balanced manning across the Corps.
d. Cohort 4. Applicants for Cohort 4 must:
(1) Be of any rank ranged OR2-OR9, of any cap-badge.
(2) Hold the current EOD qualification applicable to their rank (as per Para 4a).
(3) Be serving anywhere in the Army.
(4) Be recommended by their Chain of Command for transfer to the RE and to EOD&S specifically.
(5) Have received a full career implications brief from APC.
(a) Successful Applicants from Cohort 4 will be restricted to EOD&S, UNSPEC and E2 posts until they have completed the Cbt Engr qualification relevant to their rank.
8. Employment and Consideration for Promotion. Personnel will continue to be infromed in the Offer to Transfer letter what board for promotion they will be considered for, on a case-by-case basis. Commanding Officers are to comment on the potential to serve in the next rank in the Sp’s current trade as well as in EOD&S.
9. Promotion Rules Exceptions for Transferees.
a. Cohorts 2 and 4. Cohort 2 and Cohort 4 soldiers will not require FSC or QMSI Cbt Course to be eligible for promotion in the EOD&S trade until the means are in place to deliver the Cbt Engr qualification relevant to their rank.
b. DEOC. Soldiers who fail DEOC and are considered by the RSME or DEODS as not suitable to re-attempt the course/relevant modules will require a career review by APC and employed as a DASA/Cbt Engr in future to provide promotion prospects.
10. EOD&S JPA Competencies. As soldiers complete the courses required to be awarded Cl2 and Cl1 in the EOD&S trade, they are to be awarded the following JPA Competencies:
Qualifications required to be awarded Class JPA Competence the JPA Competence EOD&S Class 2 Elementary EOD RE|EOD AND S CL2|Army| DAST Member EOD&S Class 1 Intermediate EOD RE|EOD AND S CL1|Army| DAST Comd Defence Advanced EOD No 2
27 Cbt Engr Courses: Cbt Engr Cl1, Fd Sect Comd Cse, Fd Sgt Cse, QMSI Cbt Cse.
2-8-G-6 ANNEX H TO CHAPTER 8
ENGINEER LOGISTIC SPECIALIST
CEGs/Trade Gps: Military Engineer Combat Specialist Trade for Pay: ME Engr Log Spec CEQs: ME Engr Log Spec Special Note: Cbt Engr Trade CLM Trade Training Output • ME (Cbt) Cl3 • ME Log Spec Cl2 Standard Class 3-2 Qualification • Min of 6 months in-unit after • N/A • N/A Requirement completion of Trade Training • Sub-Unit Recommendation • In-unit training • CO’s authority Requirement for • ME (Cbt) Cl2 • ME Log Spec Cl2 • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to Attend • N/A • ME Log Spec Cl2 • N/A Cl1 Trg Selection for promotion • N/A • ME Log Spec Cl1 • PNCO Cse to Cpl criteria Cpl Comd Courses • N/A • Log Spec Cpl’s Cse • JCC Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • N/A • ME Log Spec Supervisor • RE SNCO Cse as a Sgt Cse Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • AA RQMS Cse if selected as a SSgt SQMS Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • N/A • RE WO CLM as a WO2 Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
2-8-H-1
2 - 8
- H - 2
Spr - LCpl Cpl Sgt SSgt E L o g N
C l 2 L o g L o g G S S g t C b t C p l S g t I E n g r N E E R
Unit L ME L o g O RE S S g t
Initial P N C O LSC G (Log) JCC S p e c SNCO Ot h e r
trg C se 2 -1 I C p l Cse S T I C
S
C l 2 P
T r a d e E C p l S gt SQMS C s e Ot h e r Ot he r C I A L I S T
–
WO2 WO1 C A R E
SSM E S S M R S M RSM R
C s e C s e S T R U C T
L o g Log SMI 2nd career - LE commission U
W O WO2 2nd QSMI R C s e Assignment E
On Invitation ANNEX I TO CHAPTER 8
GEOGRAPHIC
CEGs/Trade Gps: Geographic Trade for Pay: ME (Geographic Technician) CEQs: ME (Geographic Technician) Special Note: ME Geo Techs are subject to Enhanced Vetting (Developed Vetting) for employment within RE Geo. Cl1 ME Geo Techs of Cpl or above may be SME career streamed within the ME (Geo) trade. This may necessitate additional SME related training. Cbt Engr Trade CLM Trade Training Output • ME (Cbt) Cl3 • ME (Geo) Cl2 Standard Requirement for • ME (Cbt) Cl3 • ME (Geo) Cl2 • PNCO Course completed - promotion to LCpl Green in all respects. Boarded for promotion to LCpl with recommendation in latest SJAR • PNCO Cse loaded by APC- supported by RCMO 42 Engr Regt (Geo) Requirement to Attend • N/A • ME (Geo) Cl2. • N/A Cl1 Trg • Nominations from APC via RCMO to units Applications supported by CoC Selection for promotion • N/A • ME (Geo) Cl1 • N/A to Cpl criteria Cpl Comd Courses • N/A • N/A • JCC • Loaded by APC- supported by RCMO 42 Engr Regt (Geo) Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt Training Completed • N/A • Geographic Sergeants • RE SNCO Cse as a Sgt course. Loaded by RSMS • Course loaded by APC - supported by RCMO 42 supported by RCMO 42 Engr Regt (Geo) Engr Regt (Geo) Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • N/A as a SSgt Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • N/A • Geographic Warrant Officer • RE WO CLM as a WO2 Cse. Loaded by RSMS - • Courses loaded by APC supported by RCMO 42 – supported by RCMO Engr Regt (Geo) 42 Engr Regt (Geo). Requirement for • N/A • Geographic • WO CLM Part 3 Promotion to WO1 Warrant Officer Cse Training Completed • N/A • N/A • RSM Cse if selected as a WO1 • Courses loaded by APC – supported by RCMO 42 Engr Regt (Geo).
2-8-I-1
2 - 8
- I - 2
Spr - LCpl Cpl Sgt Ssgt
Instructor Instructor RSMS RSMS
T r o o p Troop M
S g t SSgt E
Unit Trade
C l 3 ME ME RE G e o ( Initial C b t (Geo) PNCO (Geo) JCC Cpl SNCO S g t s G Trg E n g r 0 - 2 Cse 2 - 1 Cse C s e E O
Trade T r a d e G
Sgt S S g t R A P H I C
S M E )
C s e SQMS –
C A R E E R
WO2 WO1 S T R U
SSM C
S S M R S M T
RSM U C s e C s e R E
QMSI G e o 2nd career - LE commission 2nd QSMI Trade W O s Geo if Selected Assignment WO1 C s e
On Invitation ANNEX J TO CHAPTER 8
CLERK OF WORKS AND MILITARY PLANT FOREMAN
ELIGIBILITY FOR MPF AND CLK WKS SELECTION
1. Preparation. A guide for units in how to prepare potential Clk Wks and MPF for selection and training is at Appendix 1 to this Annex.
2. Feeder Trades. Applications for Clk Wks and MPF training will be accepted from RE/QGE trades as shown in Table One. Applications from soldiers from ‘other trades’ must have first received a recommendation from a Garrison Engineer or Professionally Qualified Engineer stating the soldier’s suitability for Clk Wks/MPF training. Applications from soldiers of ‘other trades’ must also be accompanied with a portfolio demonstrating relevant experience and competence to show suitability for the engineering discipline being applied for.
Discipline Feeder Trades MPF POM Exceptions from other trades accepted Clk Wks (C) POM CMT B&C Des Dtmn B&SF H&P C&J Svy Engr Exceptions from other trades accepted Clk Wks (E) Elec Dtmn E&M Exceptions from other trades accepted Clk Wks (M) Dtmn E&M Ftr Eqpt Fab Ftr U&P Ftr ACR H&P Exceptions from other trades accepted
3. Eligibility for Selection. To be considered for selection for MPF/Clk Wks training, potential students must hold the following as a minimum:
Criteria for courses commencing Sep Criteria Criteria for courses commencing Sep 18 19 onwards
• Received a positive recommendation for MPF/ • Received a positive recommendation for SJAR Clk Wks training in last SJAR. MPF/ Clk Wks training in last SJAR.
• Clk Wks: • Clk Wks & MPF: - Sub Sgts and Cpls - Sub Sgts and Cpls. Rank - LCpls recommended for promotion to Cpl - LCpls recommended for promotion • MPF: Cpl - SSgt. to Cpl.
2-8-J-1
Criteria for courses commencing Sep Criteria Criteria for courses commencing Sep 18 19 onwards • Cl2 Cbt Engr • Cl2 Cbt Engr Military Qualifications • Cl1 in trade • Cl1 in trade • MPF: Plant Sect Comd Cse Minimum Educational • Numeracy & Literacy Level 2 • Numeracy & Literacy Level 2 Qualifications • MLD or MFD: MLD soldiers will need to have • MLD or MFD: MLD soldiers will need been assessed as fit to attend training and to have been assessed as fit to attend Medical subsequently serve as a Clk Wks/MPF28. training and subsequently serve as a Clk Wks/MPF. • LCpls and Cpls: At least 6 years Residual • LCpls and Cpls: At least 6 years Residual Service remaining at the end of MPF/Clk Wks Service remaining at the end of MPF/Clk Residual Service Cse. Wks Cse. • Sgts: At least 4 years Residual Service remaining • Sgts: At least 4 years Residual Service 29 29 at the end of MPF/Clk Wks Cse . remaining at the end of MPF/Clk Wks Cse APPLICATIONS 4. Applications. Applications will be called for by APC, with applications submitted to APC by 28 Feb of every year, late applications will not be considered by the Board. Soldiers may apply for more than one MPF/Clk Wks course in a year. Applications must be completed in accordance with Appendix 2 to this Annex. Applications are submitted by Commanding Officers and are not to be withheld by units.
5. QGE. Any QGE soldier applying for MPF/Clk Wks will need to transfer to UKP TACOS on successful completion of the MPF/Clk Wks Course as the QGE has no MPF/Clk Wks posts. QGE soldiers selected for Clk Wks/MPF training are to be assigned to the RSME for the duration of the course and held against the Training Resilience Margin (ReM) in the same way as RE soldiers.
SELECTION 6. Selection Board. Selection is conducted by a board convened by APC. The composition of the board will be: President – SO1 RE Sldrs Member – SO1 PEW SO2 – RE Sldrs Assignments 1 OC STRE – nominated by Comd 170 (Infra Sp) Engr Gp GE SO2 – nominated by Comd 170 (Infra Sp) Engr Gp APC may decide to accept a soldier for a Clk Wks/MPF course but defer the start of the soldier’s course for operational reasons. Results will be released by APC via the Chain of Command.
TRAINING 7. Course Start Criteria. To remain eligible for Clk Wks/MPF training, selected personnel must remain recommended for promotion. Soldiers selected for MPF/Clk Wks training have 15 months from selection to complete the courses listed in the table on the next page. Failure to meet the course ‘start state’ may result in deselection.
28 The RSME are in the process of removing the requirement for MFD to attend courses from course documentation. Until this process is complete, it is to be assumed that the start state for Clk Wks/MPF/JCC and Sect Comd Courses is MFD or MLD. 29 Candidates with less than 10 years residual service on completion of MPF/Clk Wks training are to be informed that they are not guaranteed the opportunity of promotion to WO1. 2-8-J-2
Criteria Criteria for courses commencing Sep 18 Criteria for courses commencing Sep 19 onwards Military Qualifications • MPF: Plant Sect Comd Cse • MPF: Plant Sect Comd Cse • Armd & Artisan trades: Cl1 Cbt Engr. • Clk Wks: Armd & Artisan trades must have completed Cl1 Cbt Engr Sect Comd Cse relevant to trade preferred. Education • JNCO CLM Parts 1 & 3 • JNCO CLM Parts 1& 3. Security Clearance • SC must be applied for on being selected • SC must be applied for on being selected for 30 30 for training . training . 8. VEng (Full). All SP selected for MPF/Clk Wks training will be required to convert to VEng (Full) before starting the course. The soldier’s unit is to make and process the offer.
9. Failure during Training. Soldiers on MPF and Clk Wks training are to be ‘shadow boarded’ for promotion by APC. Soldiers who fail MPF or Clk Wks training will be returned to unit at their Substantive Rank or the rank they have been selected for in shadow boarding.
MANAGEMENT AFTER TRAINING 10. Return of Service. On completion of MPF/Clk Wks training, soldiers are then subject to a 3- year Return of Service, starting from the last day of the course.
11. Education. There is no time to carry out SNCO CLM Pt 3 during MPF/Clk Wks training. Clk Wks and MPF students will be allocated a higher priority for CLM Pt 3 courses by APC so that the soldier completes CLM as soon as possible.
12. Promotion. The rules for promotion for Clk Wks and MPF are the same as SNCOs and WOs in the General Roster, namely:
a. SSgt to WO2. To be eligible for promotion to WO2, a MPF/Clk Wks must meet the following criteria:
(1) Recommended for promotion in last SJAR.
(2) Have at least two years seniority in Substantive SSgt rank31.
b. WO2 to WO1. To be eligible for promotion to WO2, a MPF/Clk Wks must meet the following criteria:
(1) Recommended for promotion in last SJAR.
(2) Have three years seniority in Substantive WO2 rank.
13. Cornerstone Appointments. To ensure that all Clk Wks and MPF have gathered the necessary competence, their assignments are to be managed to ensure they fill posts where maximum competence can be accrued. The primary competences expected from the Cornerstones (CS) are:
a. CS1 – Design: assignment to any STRE within 170 (Infra Sp) Engr Gp including the ‘Heavy’ STREs32 such as 502, 516, 521, 528, 529 or 532 which can offer CS1 and 2 competence.
b. CS2 – Construction: assignment to a Regimental Construction Supervision Cell, ARRC Sp Bn HQ Sqn or a ‘Heavy’ STRE within 170 (Infra Sp) Engr Gp.
c. CS3 – Contractual, commercial and facilities management: assignments such as DIO, DE&S, MOD A Block, JSSU (Cyp), SHAPE or 20 Wks Gp (Air Sp)33.
30 SC is not required to start MPF/Clk Wks training but is required to graduate. 31 Seniority date for SSgt – WO1 is 01 Apr. 32 The ‘Heavy STREs’ can provide a combination of CS1&2 competences. It may also be possible for an individual to achieve CS1 and CS2 competences through assignment to a STRE (Wks) with appropriate task management of the individual by their CoC. 33 For employment on the RAF Main Operating Bases (MOBs). 2-8-J-3 14. Assignment Advice. APC will enlist the support and advice of SO2 Tech Skills, HQ 170 Gp and SO1/Area Mgr ROW, DIO, to identify the most appropriate assignment of Clk Wks and MPF. ME (POM) SNCOs and WOs may be assigned into gapped MPF posts if required.
15. Reporting Advice. In the absence of a Professionally Qualified or Garrison Engineer, advice to ROs on reporting on the technical aspect of the Clk Wks/MPFs or Technical Roster issues generally, can be sought from any of the 170 Engr Gp’s Wks Gp COs and/or SO2 Tech Skills, HQ 170 Gp.
16. SSM and RSM Appointments. Clk Wks and MPFs may serve as SSMs and RSMs provided they hold a current recommendation in their SJAR and the manning situation allows for the soldier to be assigned out of a technical post. Soldiers who serve more than one assignment out of a technical role may be de-selected from the Technical Roster and returned to the General Roster.
17. LE Commissioning. See the relevant DIN for the LE Commission eligibility and application process for MPF and Clk Wks. Commissioning as a MPF/Clk Wks is restricted as follows:
a. Clk Wks. Clk Wks may apply to commission as Garrison Engineers only34.
b. MPFs. MPFs who commenced MPF training before 2019 may apply for a LE Commission in the General or Technical Roster. Soldiers who commence MPF training from 2019 onwards may only apply for a Commission as a Garrison Engineer.
Appendices:
1. Guidance to Units in Preperation of Potential Clk Wks and MPF.
2. Application for MPF/Clk Wks Training.
34 Unless the Clk Wks or MPF has been returned to the General Roster for lack of technical competence or currency (See Para
13). 2-8-J-4
C
L K
Sgt-SSgt SSgt SSgt-WO2 WO1 W K S
A N D
S S M M SSM R S M RSM C s e C s e P F
C A R
CS1 E Clk Wks/ CS2 CS3 CS1-3 CS1-3 2nd career - LE commission E
MPF R
Cse S T R U
WO2 with Tech Degree C T U R E
2 - 8 - J - 5
PAGE LEFT INTENTIONALLY BLANK
2-8-J-6 APPENDIX 1 TO ANNEX J TO CHAPTER 8
GUIDANCE TO UNITS ON PREPARATION OF POTENTIAL CLK WKS AND MPF
1. Unit RCMOs should compile and maintain a register of potential Clk Wks and MPFs. The register should include qualification requirements and completion dates.
2. A suitably qualified officer (such as a Chartered or Garrison Engineer) should be nominated to monitor the register and undertake the following action:
a. Interview potential Clk Wks/MPF within a month of their arrival in unit to confirm they understand what a Clk Wks/MPF is and what pre-course training is required.
b. In consultation with the soldier, produce a draft programme for each soldier’s pre-course training.
c. Record details of the interview in the unit register and provide copies for the soldier’s OC and Tp Comd.
d. Review the register every 3 months to confirm progress with pre-course training and re- interview the soldier when necessary.
e. Ensure the soldier has been interviewed by a Clk Wks/MPF of the relevant discipline within 6 months of the soldier’s arrival in unit.
3. Units are to ensure the application form is complete, with all sections correctly filled out, before it is sent to APC.
2-8-J1-1 PAGE LEFT INTENTIONALLY BLANK
2-8-J1-2 APPENDIX 2 TO ANNEX J TO CHAPTER 8
APPLICATION FOR CLK WKS/MPF TRAINING (Complete all parts of the application form electronically)
COURSES BEING APPLIED FOR (Clk Wks (C), Clk Wks (E), Clk Wks (M), MPF):
Army Number: Name & Initials:
Sub Rank: (date): Trade: Medical Category:
ROD (to include VEng) Previous Application (Y/N)
Present Unit: Contact Tel No.
PART 1
1. Education and Technical Qualifications
a. Service Education and Command Courses (CLM, Sect Comd Cse, IAW):
Date passed Subject
b. Academic Qualifications (GCSE, A Level, Degree):
Subject Grade D a t e
c. Technical Qualifications (ONC, HNC, CGLI, BTEC, NVQ Certificates):
Grade Dates Subject
2-8-J2-1 d. Current Studies:
Subject Grade Date
e. Driving Licence Groups held:
2. Construction/Trade Experience. Experience on construction projects or exercises and at trade in chronological order since leaving school. (You should aim to demonstrate in enough detail where you have had relevant experience and responsibility; sell yourself). Continue at Enclosure 1 to this Appx if necessary.
Dates Firm or Unit Experience (Op or Ex name and relevant trade responsibilities)
2-8-J2-2 3. Command Experience. Include leadership in adventure training or sport as well as military command. (You should articulate at what level you have commanded in addition to type of command/numbers and responsibility during command); continue at Enclosure1 if necessary.
Dates Firm or Unit Experience (Op or Ex name and relevant trade responsibilities)
4. Signature of Applicant: Date: 5. Concurrence of Records Officer:
Signature: Date:
Rank/Name:
2-8-J2-3 PART 2
Written in prose and to be completed by the applicant’s OC. (This part should provide background to the Assessment Panel of a soldier’s ability at trade, level of responsibility, maturity and ability to balance his work/life commitments during an intensive academic course.
Supporting Comments:
I consider this NCO has the potential to become a satisfactory SSgt on successful completion of the course.
Date: Signature: Name:
Rank:
Appointment:
PART 3
To be completed by the applicant’s CO or equivalent officer. (It is requested that this is written in prose in the format of a short SJAR commenting on the Applicant’s potential for promotion to assist the Assessment panel at interview). Supporting Comments:
Commanding Officer’s Declarations: I know this soldier Very Well/Well/Adequately/Met only at Interview* I recommend this soldier for Clk Wks/MPF training Yes/No* and to attend RE SNCO Cse. I recommend this soldier to hold Acting Sgt rank if Yes/No* required whilst on a Clk Wks/MPF course. I recommend this soldier, on completion of the Clk Yes/No* Wks/MPF course, for employment as a SSgt. *Delete as applicable Date: Signature: Name:
Rank:
Appointment: 2-8-J2-4 PART 4
To be completed by a PQE, GE or, exceptionally, a senior Clk Wks/MPF (WO1 or WO2), preferably of a discipline similar to the course applied for.
a. I have seen this soldier and explained the format and intensity of a Clk Wks/MPF course. He is aware of the demands made on his free time and the need for study outside normal working hours. I have also explained the Restriction of Service, career progression and typical employment of Clk Wks/MPF.
b. b. I consider this soldier to be a suitable candidate.
Date: Signature: Name:
Rank:
Appointment:
Tel No:
Once completed to this point the form should be sent by email to MS Sldr Div, Cbt Sp Branch, RE Sldr Wing and a copy to Professional Engineering Wing.
PART 5
To be completed by CI PEW.
a. Technical and Academic Assessment. (To include aptitude and ability to attain the necessary standard, as well as comments on technical experience, trade proficiency etc. For Clk of Wks/MPF, the applicant’s ability at engineering drawing should be assessed and reported on).
I know this soldier Very Well/Well/Adequately/Met only at Interview.*
Not Recommended/Deferred/Recommended/Strongly Recommended.*
b. Additional Courses, Training or Experience Required Before attending Clk Wks/MPF Training:
Date: Signature: Name:
Rank:
Appointment: *DELETE WHERE INAPPLICABLE DO NOT SUBMIT APPLICATION UNLESS ALL SECTIONS ARE COMPLETE 2-8-J2-5 ENCLOSURE 1
Relevant Experience (Continued)
Dates Firm or Unit Experience (Op or Ex name and relevant trade responsibilities)
2-8-J2-6 ANNEX K TO CHAPTER 8
WELL DRILLER
1. Introduction. This document provides the standard procedures for soldiers to apply for the ME Well Driller specialist qualification and subsequent employment within 521 Specialist Team Royal Engineers (Water Development) (STRE(WD)), 66 Works Group RE, 170 (Infrastructure Support) Engineer Group.
2. Feeder trades. Applications for ME Well Driller training will be accepted from all RE/QGE trades.
3. Eligibility for selection. Applicants at the rank of Spr may only apply if they have a current recommendation for promotion to LCpl. To be considered for selection for ME Well Driller training, potential students must hold or have a place booked for the following as a minimum:
Criteria Criteria Military Qualifications Cl2 Cbt Engr Cl2 in trade Minimum Educational Qualifications Numeracy & Literacy Level 2 Medical MLD or MFD: MLD soldiers will need to have been assessed as fit to attend training and subsequently serve as a ME Well Driller.35
4. Applications. Applications will be called for by APC and published on Unit Routine Orders, with applications submitted to APC by 31 Mar of every year. Applications are submitted by the applicant’s Chain of Command (CoC) and are not to be withheld by units.
5. Selection process. Selection is conducted by 521 STRE(WD) in partnership with APC. APC may decide to accept a soldier for a ME Well Driller course but defer the start of the soldier’s course for operational reasons or to meet minimum training requirements. Results will be released by APC via the CoC.
6. Course start states. Soldiers selected for ME Well Driller training have a minimum of 5 months from selection to complete the courses listed in the table above. Failure to meet the course ‘start state’ may result in de-selection.
7. Failure during training. Soldiers who fail ME Well Driller training will be returned to unit.
8. Education. Preference will be given to those who hold their ME Trade Cl1 qualification due to the narrow manning liability of 521 STRE(WD) and the impact on capability of trained personnel being away from unit for prolonged periods.
9. Promotion. ME (Well Driller) follow the same promotion rules as the Artisan Trades at Annex B to this Chapter.
10. Career Structure. See Page 8K-2.
11. Assignment Advice. APC will enlist the support of SO2 Tech Skills, HQ 170 (Infra Sp) Engr Gp to identify the most appropriate candidates for ME Well Driller training and subsequent employment within 521 STRE(WD). Units are also encouraged to contact 2IC 521 STRE(WD) for informal advice and guidance.
35 The RSME are in the process of removing the requirement for MFD to attend courses from course documentation. Until this process is complete, it is to be assumed that the start state for ME Well Driller Courses is ‘MFD’ or ‘MLD’. 2-8-K-1
2 - 8
- K - 2
Spr - LCpl Cpl Sgt
C l 1 Cpl T r a d e C b t JCC FSCC Artisan S g t E n g r W Unit 521 STRE Cbt 521 STRE W D 521 STRE W D 521 STRE C p l Sgt E
(WD) Well Drill L B a s ic A d v C b t (WD) Well Drill (WD) (WD) Sect Comd SNCO L
D R I L L
Cl1 O t h e r E Trade C pl R
Ot he r S g t -
C A R E E
Ssgt WO2 WO1 R
S T R U C
Trade T r a d e Q M S I T W O 2 S S M SSM R S M RSM U SSgt C b t C s e C s e R
C s e E
C p l 521 STRE C b t 521 STRE (WD) Well Drill (WD) Well Drill 2nd QMSI SMI 2nd career - LE commission S S g t W O 2 SNCO SNCO Assignment
O t h e r O t h e r On Invitation S S g t W O 2 ANNEX L TO CHAPTER 8
COUNTER-CHEMICAL, BIOLOGICAL, RADIOLOGICAL AND NUCLEAR (C-CBRN)
CEGs/Trade Gps: N/A 36 Trade for Pay Cbt Engr CEQs: N/A Special Note: AEQ not available to QGE soldiers Cbt Engr C-CBRN CLM 37 Trade Training Output • ME (Cbt) Cl3 • ME (C-CBRN) Standard Class 3-2 Qualification • Min of 6 months in-unit • N/A • N/A Requirement after completion of Trade Training • Sub-Unit Recommendation • In-unit • CO’s authority Requirement for • ME (Cbt) Cl2 • N/A • PNCO Course completed promotion to LCpl after provisional selection for promotion to LCpl • PNCO Cse loaded by APC Requirement to • ME (Cbt) Cl2 • N/A • N/A Attend Cl1 Trg Selection for promotion • ME (Cbt) Cl1 • N/A • PNCO Cse to Cpl criteria Cpl Comd Courses • FSCC • N/A • JCC Requirement for • N/A • N/A • JNCO CLM Part 3 Promotion to Sgt 38 Training Completed • FSC • RET or BSCS Operator • RE SNCO Cse as a Sgt Requirement for • N/A • N/A • SNCO CLM Part 3 Promotion to SSgt Training Completed • N/A • N/A • N/A as a SSgt Requirement for • N/A • N/A • N/A Promotion to WO2 Training Completed • QMSI ME Cbt • N/A • RE WO CLM as a WO2 Requirement for • N/A • N/A • WO CLM Part 3 Promotion to WO1 Training Completed • N/A • N/A • RSM Cse if selected as a WO1
36 Employment within RET or BSCS Spec CEQ only. All CEG Career Streams can complete C-CBRN Specialist training without career implications. 37 Awarded on completion of C-CBRN Specialist Training. Completion of this element will meet minimum standard for C-CBRN UK Readiness. Employment within 77 Fd Sqn in the Reconnaissance and Exploitation Team (RET) Spec CEQ up to the rank of Sgt will require additional RET Operator training (Inc A-LAT). Employment within 42 Fd Sqn in the BSCS Spec CEQ up to the rank of Sgt will require additional BSCS Operator training (No A-LAT). 38 For employment as a RET/BSCS Commander (OR6), respective courses should be completed in rank to receive ‘Commander’ competency.
2-8-L-1
2 - 8
- L -
2 Spr - LCpl Cpl Sgt SSgt
RET/BSCS R E T C l 2 Operator R E T T p C b t 2 I C C o m d * S S g t E n g r
BSCS C l 3 ME R E Initial C b t Unit PNCO (Cbt) JCC FSCC SO* FSC SQMS Cs e S N C O Trg E n g r 2 - 1 C s e C - Cl2 C
S g t B Trade C p l S S g t O t h er O t h e r O t h er R N
C-CBRN -
Spec C
Qual A R
WO2 WO1 E E R
S T S S M SSM R S M RSM R C s e C s e U C T U R
QMSI E
Q M S I 2nd career - LE commission C b t 2nd QSMI SMI C s e Assignment
On Invitation
C-CBRN Spec Qual
Notes: a. Upon completion of C-CBRN Specialist training, soldiers in ME Cbt CEG employed may conduct either RET or BSCS training and be employed respectively. *Upon promotion to OR6, there is a requirement to complete RET/BSCS training in rank to achieve ‘Commander’ competency b. Non-ME Cbt Trades may be selected to conduct C-CBRN Specialist Training to meet UK Resilience readiness standard and gain competency within role. They will not be employed as C-CBRN RET or BCSC without respective Operator training COUNTER – CHEMICAL BIOLOGICAL RADIOLOGICAL NUCLEAR – TRADE MANAGEMENT
1. Introduction. This document provides the standard procedures for soldiers employed within the ME C-CBRN specialist career employment qualification and subsequent employment within 28 Engineer Regiment (C-CBRN).
2. Feeder trades. Employment within 28 Engr Regt (C-CBRN) is open to all RE trades. Specific appointments will require completion of C-CBRN Specialist Training39, open to all RE trades. Only ME Cbt soldiers should be employed within a Reconnaissance and Exploitation Team (RET) role, or a Biological Survey and Collection System (BSCS) team role.
3. Vetting. All Service Personnel conducting C-CBRN Specialist Training will require Security Cleared (SC) level of vetting40. SC should be applied for before arrival in unit and SC recorded on JPA before commencing the Defence Live Agent Training (D-LAT) phase.
4. Eligibility for selection. All RE trades may conduct ME C-CBRN Specialist Training however career advice for non-ME Cbt personnel should be sought from RCMO’s on any likely career implications. Non-ME Cbt personnel employed within RET or BSCS roles may request to transfer into ME Cbt following PPN18-05
5. Course start states. Soldiers selected for ME C-CBRN Specialist Training are to complete their training within 3 months of arrival in unit. Soldiers selected for promotion on appointment should arrive in unit having completed their CLM training required to hold substantive rank. This is essential to maintaining unit operational effectiveness; employability in rank; and allow enough time to complete any subsequent career training while minimising career impact.
6. Failure during training. Soldiers who fail the D-LAT element will be returned to unit and may be deemed unsuitable for employment within the ME C-CBRN role41.
7. Education and Career Training. Priority will be given to CLM training over any C-CBRN training. All other career courses will be managed and prioritised against the balance of maintaining UK C-CBRN Readiness.
8. Promotion. There are no specific restrictions placed on promotion within the ME C-CBRN Spec CEQ. ME C-CBRN will follow the respective CEG promotion rules as at Annex B to this Chapter.
9. Medical Grading. MFD or MLD soldiers will need to be assessed as fit to attend training and subsequently serve in the ME CBRN role.
10. Career Structure. See page 8L-2.
11. Assignment Advice. Units are encouraged to contact 2IC/RCMO 28 Engr Regt (C-CBRN) for informal advice and guidance.
39 Currently a total of three weeks of training to complete ME CBRN comprising: C-CBRN Specialist Foundation, Defence Live- Agent Training (D-LAT), C-CBRN Operator course. 40 SC is a requirement for D-LAT. 41 Soldiers will be allowed two attempts at D-LAT. Given the nature of live agent training, each failure will be reviewed case-by- case to assess suitability in role. 2-8-L-3 PAGE LEFT INTENTIONALLY BLANK
2-8-L-4
ANNEX M TO CHAPTER 8 ROYAL ENGINEERS-ANNUAL CAREER REVIEW (SOLDIERS)-2018 (ACR(S))
SUBJECT DETAILS LAST PROMOTION BOARD Serial Field Data Serial Field Data/Result 01 Army No 18 Latest SJAR 02 Name 19 Latest SJAR Recommendation 03 Initials 20 Qualified for Promotion 04 Substantive Rank 21 Promotion Quals Still Reqd 04a Acting 22 Promotion Grading
SUMMARY OF ESSENTIAL DATA NEXT PROMOTION BOARD Serial Field Data Serial Field Data 05 Pension Service Date 2 3 Further Looks (if not selected at 22 above) 06 Years of Service 2 4 Next Board 07 CEQ/Class 2 5 Zone In 08 SEQ/Class Note The Further Looks, Next Board and Zone 09 Career Stream in at Serials 23-25 above are subject to 2 10 JMES factors: 11 Current Unit 12 PID Serial Field Data 13 TOS 30 Action / Advice from LAST YEAR’s FCR(S) 14 EOT 15 Engagement Type 16 Engagement End Date 17 Remarks
CAREER PLANNING ACTION/ADVICE Serial Field Remarks 26 Career Planning Factors Serial 27 Education 31 28 Cses Reqd 29 Future Unit TOS EOT LSN
For Unit use: Signature of Soldier Date 2 - 8 - M DESTROY 100 YEARS AFTER DATE OF BIRTH - 1
PAGE LEFT INTENTIONALLY BLANK
2-8-M-2 ) j ( Order ofOrder Training TT, Cat TT, B, ES19 Cat TT, B, TB18 Cat TT, B, TA18 Cat TT, B TT, Cat TT, B Cat TT, B, TB18 Cat TT, B, TA19 Cat TT, B Cat TT, B Cat TT, B, TA19 Cat TT, B Cat TT, B TT, Cat B, ME (Ftr Cat TT, B, ME Gen) assessment, TB18
) X h ( ES19 ES19 ANNEX N TO CHAPTER ANNEX 8 Cat C+E
10 weeks
) X X g ( TA19 TA19 Cat C+E
12 weeks
) f X X X ( TB18 TB18 CatC+E
10 weeks
) e ( X TA18 TA18 Cat C
8 weeks 8 weeks
Type of Driver Training of Driver Type Licence and/or ) X X X X X X X X X X X X X X d ( Cat B 15 days ) ) c X X X X X X X X X X X X X X ( TT TT 4 days ROYAL ENGINEER DRIVER TRAINING ENGINEER LICENCE DRIVERROYAL TRAINING ACQUISITION AND ) b ( Career Employment QualificationCareer Employment Military EngineerMilitary (Geographic) EngineerMilitary (Plant Operator & Mechanic) EngineerMilitary (Engineer Logistic Specialist) EngineerMilitary Engineering) (Survey Duration: Military EngineerMilitary (Explosive Ordnance and Search) Disposal Engineer Military (Electrician) EngineerMilitary and(Air Conditioning Refrigeration) EngineerMilitary (Fitter General) Military EngineerMilitary Control and(Command, Communication Systems) EngineerMilitary (Construction Materials Technician) EngineerMilitary (Design Draughtsman) EngineerMilitary (Draughtsman andElectrical Mechanical) Engineer Military (Driver) Military EngineerMilitary (Armoured) ) a 7 8 9 2 3 4 5 6 ( 1 11 11 12 13 14 10 10 Serial
2-8-N-1
Licensed Vehicles Licensed Vehicles
Any CatAny C vehicleanother towing vehicle C for (Cat emergency toshort distance forsafe place, tow recovery remainderjourney ofrequires planned C+E) Cat Any CatAny C vehicleanother towing vehicle C for (Cat emergency toshort distance forsafe place, tow recovery remainderjourney of requires planned C+E) Cat CatAny C vehicleanother towing vehicle C for (Cat emergency toshort distance forsafe place, tow recovery remainderjourney of requires planned C+E) Cat FODEN 12000/22000ltrFODEN no use in-service, longer Army (except or articulatedandAAC Fuel FLATRACKS TTF RAF still Refuellers) use TAC Foden towing vehicle. another Recovery Seddon Atkinson 6Tonne CSV 3Tonne with Trailer Foden towing vehicle. another Recovery Seddon Atkinson 6Tonne CSV 3Tonne with Trailer Foden towing vehicle. another Recovery Quad Bike Quad Bike SPRINGER Land andVIXEN Rover SNATCH, RWMIK 6Tonne CSV 15Tonne CSV incl (MMLC/IMMLC) EPLSDROPS Fodentowing on(not task). Recovery Saxon family & RIDGEBACK MASTIFF HUSKEY PANTHER family. JACKAL& COYOTE Seddon Atkinson 6Tonne,CSV Trailer 3Tonne CSV 9TonneCSV (trailers above) as and (MMLC/IMMLC) TrailersDROPS DROPS 9TonneCSV combinations and (MMLC/IMMLC) TrailerDROPS DROPS 9TonneCSV combinations Cars all variants. CS. Land Rover TUL/TUM
- • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • • •
Description of Training Vehicles with Trailers over 3,500 Trailerskg. with over Vehicles The The vehicle and trailer could trailer be combination. either an articulated or Military a draw-bar driver conversion, driver responsibilities and cross-country driving. HAZMAT Course, vehicle maintenance, Military driver conversion, HAZMAT Course, driverMilitary maintenance, conversion,vehicle HAZMAT driver responsibilities, drivingcross-country and DROPS(MMLC). Motor vehicle notMotor exceeding a with havingkg, MAM more not 3,500 than 8 inpassenger dualLand Rover orTUM seats purpose role. May tow a trailertow May MAM.kg over 750 Largekg.over 3,500 Vehicle a trailertow May MAM.kg over 750 Large a trailertow May MAM.kg over 750 awareness driverMilitary conversion,and driving. cross-country HAZMAT Largekg.over 3,500 Vehicle Theory training:CodeTheory andinperceptionhazard classroom Highway environment. a a trailertow May than isless which MAM. 750kg awareness driverMilitary conversion,and driving. cross-country HAZMAT Large kg. over 3,500 Vehicle a trailertow May thankglessis which 750 MAM. awareness driverMilitary conversion,and driving. cross-country HAZMAT The vehicleThe could and trailer trailereither a articulatedbe draw-bar an or combination. The vehicleThe could and trailer trailereither a articulatedbe draw-bar an or combination.
• • • • • • • • • • • • • • • • • • •
Licences Category C+E Category C+E Category C+E Category C Category C Nil Nil Category B
Theory trainingTheory inB licence the isMinley. conducted acquisition Category atand RSME Regt, conductedCategory DefenceRSME the TransportLeconfield is Minley. C, at and acquisition at C+Eof 3 School licence
ES19 TA19 TB18 TA18 TA18 Cat B Abbreviation TT
1. 2. Notes: Notes:
2-8-N-2 ) e ( Remarks ANNEX O TO CHAPTERANNEX 8 Level and 2 3Level Certificate Diploma Engineering in Defence (Bricklayer Concreter) and Levelin 3 Defence Diploma Engineering (Bricklayer and Concreter) 2009 by
level 2 level ) d ( level 2 level Qualification Qualification Installation (Mechanical Maintenance) Leveland 2 MaintenanceEngineering Diploma in NVQ Levelin 2 Engineering (QCF) Diploma Functional at 1 level Skills English Functional at 1 level Skills Mathematics Functionallevel at Skills 1 ICT Functionalat Skills English Functionalat Skills Mathematics Level 3 Occupations ...to replaced be - by VRQ Intermediate Construction Award in Trowel Chartered Management Institute (CMI) LevelChartered 2 Management(CMI) inDiploma Institute Team Leading (optional) LevelCMI 3 First-Line Diploma in Management (optional) LevelCMI 5 Management Diploma in and Leadership (optional) Advanced Relief Diploma in Operations of Supervision Engineering Technician (EngTech) Membershipof Institute Guilds City and the (MCGI) Level EngineeringApprenticeship 2in Intermediate Manufactureincluding: • • • • • LtdCPS Licences Lorryand Slinging/Fleeting Loader Level Engineering 3 Apprenticeship - Military Construction Technician (Bricklayer & Concreter) including: • •
) 1 2 2 c ( N/A N/A N/A N/A N/A N/A N/A N/A Class CIVILIAN QUALIFICATIONS AVAILABLE TO RE/QGE SOLDIERS SOLDIERS RE/QGE TO AVAILABLE QUALIFICATIONS CIVILIAN
) b ( Course Title or Rank
43 Officers’ andLeadership Command, Management Command, Warrant Officers Centre Army Education Management and Leadership Army Education Centre Junior Non-Commissioned Army Non-Commissioned Centre Junior Education Management and Leadership Command, Officers’ Army Education Centre Senior Non-Commissioned ME (B&C)ME JCC LCpl/Cpl LE Offr (Armd)ME FSCC FSCC FSC
) a ( Serial 10 10 8 9 5 6 7 3 4 2 1 WithWO 1 1year aas year and 1 a Capt. as 42
2-8-O-1 ) ) e ( Remarks Remarks Honours Degree progression possible Levelin 2 Defence Diploma Engineering (Building Finishing) Defence in Diploma 3 Level Finishing) (Building Engineering mid-2009 by Defence in Diploma 2 Level and (Carpenter Engineering Joiner) Defence in Diploma 3 Level and (Carpetner Engineering early-2009 by Joiner) Honours Degree progression possible Honours Degree progression possible
Apprenticeship Scheme operating Advanced Apprenticeship Advanced Apprenticeship Scheme operating.
) )
d level 2 level 2 level ( Qualification Qualification level 2 level level 2 level
VRQ Advanced Award Craft Building Finishing - to be replaced by VRQ Advanced WoodConstruction inAward Occupations - to be Telecoms Professionals Telecoms Professionals
Levelin Competence for and 3 Professional Diploma IT ICT Systems BTEC 3 Level and Principles Functional at 2 level Skills English Functional at 2 level Skills Mathematics Functionallevel at Skills 2 ICT Functionalat Skills English Functionalat Skills Mathematics Levelin Competence for and 2 Professional Diploma IT ICT Systems BTEC 2 Level and Principles Functional at 1 level Skills English Functional at 1 level Skills Mathematics Functionallevel at Skills 1 ICT Functionalat Skills English Functionalat Skills Mathematics Level 3 Intermediate Apprenticeship for IT, Software, Web Software,Level IT, Apprenticeship for3 & Intermediate Telecoms including: Professionals • • • • • ... Level Engineering 3 Construction -Apprenticeship Military Technician Joiner) including: & (Carpenter • • Level 3 replacedby... Foundation Degree Construction Management Site Scheme Safety Managers Training Certificate FoundationEngineering Degree Electrical Site Scheme Safety Managers Training Certificate Authorised Person Electrical Degree Engineering Foundation Building Services Scheme Certificate Training Safety Site Managers Vessels Pressure and Boilers Person Authorised Web Software,Level IT, Apprenticeship for2 & Intermediate Telecoms including: Professionals • • • • • Level Engineering 3 Construction -Apprenticeship Military Technician including:& Structural Finisher) (Building • • Level 3 Level 2Relief Operations Certificate WorkCertificate General Construction ) ) 1 2 1 3 1 2 2 1 c ( NA NA NA NA Class Class ) ) b ( Course Title Course or Rank ME (Cbt) ME (C3S) ME ME (Clk Wks (ClkME (Elec)) Wks (Clk ME (Mech)) ME (Clk Wks (ClkME (Const)) ME (C&J) ME ME (B&SF) ME ) ) a ( Serial Serial 16 16 17 14 14 15 13 13 12 12 11 11
2-8-O-2 ) e ( Remarks Aspiration 3is Level NVQ Installing and Commissioning (Installation) Aspiration 3is Level NVQ Installing and Commissioning (Commissioning) Schemesuspended Aspiration is a Degree Foundation Aspiration ais Degree Foundation Schemesuspended Aspiration is Advanced Apprenticeship
) d ( Qualification Qualification
Functional at 1 level Skills English Functional at 1 level Skills Mathematics Functionallevel at Skills 1 ICT Level Driving 2 Vehicles in Certificate Goods Level ERR in 2 in Award Logisticsthe Industry Functional at 1 level Skills English Functional at 1 level Skills Mathematics Welding L2 Diploma inand Engineering NVQ Fabrication Certificate inMilitary Engineering – • • • WeldingLevel - Fabrication 3 and Diploma In NVQ Engineering Welding Manual Level regulations: I and ODS F2 in Gas Award Category Conditioning (HydroCarbon)Level Pathways 2 CPD and Refrigeration Air Level 3MaintenanceEngineering Diploma in NVQ (Mechanical) Level 5 Construction Diploma Engineering). Draughtsman (Military for AidedLevel 2D3 in (AutoCad) Computer Award Design Level(Military 3 Electrical Draughtsmanand Mechanical Diploma for Engineering) Level 5 Electrical Draughtsmanand Mechanical Diploma for Engineering)(Military Intermediate Driving in Goodsincluding: Apprenticeship Vehicles • • • • Level Good 3Driving NVQ Vehicles Level (Plant 2 Plant Operations NVQ Operator) Level (Plant 2 Plant Operations NVQ Operator) Level RequirementsElectricalInstallations the 3 for in Award BS 7671:2018 (18th Edition) Level in 3 Studies Electrotechnical Diplomaand Practice (Military Engineering) Level 3 AwardTesting in Initial of Electrical Electrotechnicaland Periodic InstallationsEngineering) Inspection Studies Level andandLevel Engineering Apprenticeship 2in Intermediate Manufacture Practice4 Diploma (Military (Operatorincluding: & Semi-skilled) in • • Level 3 Diploma in Construction Materials Technology Level inMaterials 3 Construction Diploma Technology Level inMaterials 5 Construction Diploma Technology AidedLevel 2D3 in (AutoCad) Computer Award Design Level 3 Construction Diploma Engineering) Draughtsman (Military for
) 1 2 1 1 2 1 2 1 2 2 2 1 2 2 1 2 c ( Class ) b ( Course or Title Rank ME (Ftr ME ACR) (Ftr ME Eqpt) ME (Fab/Welder)ME ME (Dvr Spec (Dvr ME (ABLE)) Spec (Dvr ME (Crane)) (Elec) ME ME (Dvr)ME ME (DesME Dtmn) (DtmnME E&M) ME (CMT)ME ) a ( 26 26 27 25 25 22 22 23 24 21 21 19 19 20 18 18 Serial Serial
2-8-O-3 ) e ( Remarks Honours Degree progression possible. Honours Degree progression possible
Apprenticeship Scheme operating Aspiration is Advanced Apprenticeship Willconvertedbea to 3Level Apprenticeship 2019. in
) d ( Qualifications Installation (Mechanical Maintenance) Level in ERR 2 in Award Logisticsthe Industry Functional at level 1 Skills English Functional at 1 level Skills Mathematics Functionallevel at 1 Skills ICT Level 2Plumbing Diploma in NVQ & Heating Levelin 2Studies Plumbing Diploma Functional at level 2 Skills English Functional at 2 level Skills Mathematics Functionallevel at 1 Skills ICT LevelOperations– Extracting 2Plant Diploma in NVQ Plant Level– PlantExtracting 2in Operations Certificate Plant Functional at level 1 Skills English Functional at 1 level Skills Mathematics Warehousing Level 2in Storage and QCF Certificate Leveland 2MaintenanceEngineering Diploma in NVQ Certificate in Military Engineering – Functional at level 1 Skills English Functional at 1 level Skills Mathematics • • • Levelin 4 Chain and Operations Supply Procurement Diploma Warehousing Level and Storage 3Distribution, NVQ Level in 4 Chain Supply Logistics Diploma and Management Levelin Engineering) 3 (Military Survey Engineering Diploma Levelin Engineering) 5 (Military Survey Engineering Diploma • Level Engineering 3Maintenance Diploma in NVQ (Mechanical) Certificate in Education Higher ComputingFoundation DegreeApplied in Intermediate Plumbingin including:& Heating Apprenticeship • • • • • Shot Firer Certificate Engineering Foundationand Management DegreeHighway in Plant Site Scheme Safety Managers Training Certificate Explosive and(BlastLegislation) Prediction Supervisor Environmental Design, Plant Certificate Instructor Levelincluding: Construction Apprenticeship in Civil2 Engineering Intermediate • • • • BlueCPCS Card Construction and Safety Skills Test (CSkills) Theory Health WarehousingLevel Apprenticeship in 2and Storage Intermediate (Warehouse Operative) including: • Level 2 Intermediate Apprenticeship in Engineering Manufacture including: Level Engineering Apprenticeship in 2including: Intermediate Manufacture • • • • ) c 1 2 1 1 2 1 2 2 1 2 2 ( NA NA Class ) b ( Course Rank Title and ME (Svy Engr) (Svy ME ME (EngrME Log Spec) ME (POM) ME ME (MPF)ME ME (Geo) ME (H&P)ME ME (Ftr ME U&P) ME (Ftr ME Gen) ) a ( 35 35 34 34 33 33 32 32 30 30 31 29 29 28 28 Serial Serial
2-8-O-4 ) e ( Remarks Aspiration is Incorporated Engineer is Engineer Aspiration Incorporated officers warrant specialist for (IEng) Aspiration 2inLevel in NVQ Land Drilling Defence in Certificate 3 Level Plus Theory) Supervision (Plant Engineering 2009 in Aspiring Level EOD&S a for 3 Apprenticeship 2020, 2019 asin or well asSearchinL2 and L2 aEOD in
See Army Skills Offer Aspiration is (CEng)specialist for officers Chartered Engineer
) d ( Qualifications Level Task3for Certificate Supervision Plant Plant Certificate Instructor Scheme Construction Certificate Plant Competency Assistant Firer Certificate Shot SchemeSite Training Manager Certificate Safety WorkingLevel in2in Award Confined Spaces First Certificate Aid WorkingLevel in2in Award Confined Spaces First Certificate Aid Level 3 NVQ Search Operations Supervisory Management of Munitions Clearance and/or
Graduateship City and Guilds Institute (GCGI) GraduateshipInstitute City and Guilds(GCGI) Membership and Institute Guilds City (MCGI) follow To LevelWarehousing 4 Distribution and NVQ Unit NVQ using A1 Range of- Assessing a Methods Candidates Level ILM 2in Award Team Leading Site Training SchemeManagers’ Safety Certificate Licentiate (LCGI) City and Guild Institute Operations. Chain Supply and Procurement of Management the for Award 4 Level
) c ( N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A N/A Class Class N/A
43
) b (
44 44 Course Title and Rank
Engr Log Spec Offr/ WOEngr Log Spec Offr/ Sergeant/Lieutenant Sgt/SSgt/WO2/WO1 SSgt/Capt WO1/Maj WO2/WO1/Lt/Capt/Maj Royal Engineers Search Team Royal Adviser Engineers Search Team Royal Engineers Senior Non- Commissioned Officers Royal EngineersAdvisers Safety Site Ordnance Disposal (0805) (0805) Disposal Ordnance Intermediate Engineers Royal (0804) Disposal Ordnance Explosive Royal Engineers Potential Non- Commissioned Officers’ Cadre Royal Engineers Search Adviser Plant Sergeants Engr Log Senior Non-Commissioned Officers’ Engr Log Supervisors’ Explosive Elementary Engineers Royal Officers and Senior Non- Officers and Senior Non- Commissioned Officers’ Advanced Explosive(0801) Disposal Ordnance Plant Commander Section ME (WellME Driller) ) a ( 54 54 49 49 50 51 52 53 46 46 47 48 43 43 44 45 39 39 40 41 42 37 37 38 36 36 Serial Serial After 2 years 2 After Includesrequirements. all PNCOs’ CLM 43 44
2-8-O-5 PAGE LEFT INTENTIONALLY BLANK
2-8-O-6 ANNEX P TO CHAPTER 8
GENERIC RE/QGE JPA ROLES AND RESPONSIBILITIES
To follow.
2-8-P-1 PAGE LEFT INTENTIONALLY BLANK
2-8- P- 2 CHAPTER 9
CORPS MS DIRECTIVE FOR REGULAR SOLDIERS
AIM 0901. The aim of this Chapter is to simplify and standardise the career management and reporting of RE and QGE soldiers, eliminating the requirement for every Engr Bde, Gp, Unit and Sub Unit to produce an MS Directive for soldiers.
SOLDIER CAREER MANAGEMENT 0902. It is imperative that all personnel receive accurate, timely and honest appraisals. Reporting officers are responsible for this as laid down in JSP 757.
0903. Recruiters and ARITC/LWC Instructors. In addition to the normal promotion criteria considered by promotion board members; APC promotion board members will be briefed to award, at their discretion, an extra half point to soldiers who have carried out the duties of a Recruiter or Instructor in a Recruit or Training establishment.
UNIT PROCESS 0904. Grading Boards. A grading board is conducted at MS1 (before the MPAR) & MS2 (before 1RO starts drafting the AR). Every soldier by rank within that unit/sub unit is to be graded against their substantive peers, the results of which are to be recorded within an initial (MS1) and final (MS2) Order of Merit (OOM). The grading board must agree the Overall Performance Grade (OPG) the 1UP and 2UP recommendations and job appointments recommendations, this information is to be used by the drafting ROs. Soldiers who are still eligible to withdraw their NTT must be placed in the unit Order of Merit and reported on as if they had not given notice.
0905. Overall Performance Grade (OPG). To have parity across the Corps the OOM OPG guidelines which must be observed are:
Grade Distribution Remarks/Notes A/A- 5% A Sldr not in the Top Third of the OOM could be awarded a performance grade of A/A-, the OOM position is based upon Potential not Performance. You may have a Sldr who has no potential to promote but has done an outstanding job in the job they are in thus the OOM and board award them an A/A-. B+ 20-25% B 50-60% Most people should be graded B B- 5-10% CT 1%
0906. OPG on Promotion for Cpl and WO2. To reduce the need for a 3RO report and reduce the MS burden, Cpls and WO2s already selected for promotion only require a continued recommendation for promotion within their AR (1UP recommendation of YES).
0907. Order of Merit (OOM). An OOM is produced for each rank. Every soldier receiving an AR must be included within the OOM. These soldiers must be placed into thirds, Top, Middle and Lower. A generic OOM format can be found at Annex J.
2-9-1 DETAILED GUIDANCE – SUBJECT SOLDIERS 0908. References:
a. The AR Process. A simple to follow slide.
b. JPA Appraisals Self Service User Guide.
c. JPA Self Service Careers. How to complete your AR front cover.
0909. Guidance for the Subject (Soldier). It is the Subject’s responsibility to ensure the following are updated within JPA:
a. Roles and Responsibilities. Ensure they are correct to the job you are doing, if not, report this fact to your 1RO and RCMOs can make amendments if required.
b. Assignment preferences. Ensure they are for your next rank and contain the post you wish to be boarded for. It is pointless asking for an AP to a location that does not have the unit or job you can serve within; you are wasting your front cover.
c. Terms of Service (TOS). If you are a volunteer for VEng(Full)/EDP Terms when you are on TOS VEng (Short)/Initial or you are want TOS VEng(Long)/ Beyond EDP from VEng(Full) then state this. If you are a QGE soldier, you can apply to transfer to VEng (Full)/EDP Terms.
d. SMART Personal Objectives. Set SMART personal objectives.
(1) S-Specific.
(2) M-Measurable.
(3) A-Achievable/attainable.
(4) R-Relevant.
(5) T-Time bound.
e. Compulsory Objectives. The objectives below are mandatory:
(1) ORs. Contribute to an inclusive culture, treating others with fairness and respect in accordance with Service values and standards.
(2) WO and NCOs. Promote an inclusive culture within area of responsibility, working to increase understanding and engagement through education and initiative.
f. Aspirations. Your aspirations must match your capability and state what you want and don’t want. Two parts:
(1) Short, Medium and Long Term Aspirations. State your Short (Next rank), Mid (Two ranks) and Long term (Three ranks or end of Army career role) aspirations, an example for a Spr:
(a) Short Term (0-2 years) - Promote to LCpl in (year) and serve as a Sect 2IC within an Fd Sqn.
(b) Medium Term (2-4 years) – Promote to Cpl in (year) and serve as a Cbt Engr Instructor within 3 RSME Regt.
(c) Long Term (5 years +) – Have a full career within the Corps and achieve the rank and position of RSM.
2-9-2 (2) Next rank Aspirations.
(a) Spr - State if you wish/do not wish to be an instructor.
(b) LCpl - State if you wish/do not wish to be an Instructor. State if you wish to be a Clk Wks/MPF.
(c) Cpl - State if you wish to be a Clk of Wks/MPF.
(d) Sgt - State if you wish to be employed within trade. State if you wish to transfer to G4.
(e) SSgt - State if you wish/do not wish to be an SSM.
(f) WO2 - State if you wish/do not wish to be an SSM. State if you wish/do not wish to be an RSM.
(g) WO1 - State if you wish/do not wish to be commissioned in the Corps or another Cap Badge.
g. Qualifications. You have ensured you are qualified to promote.
DETAILED GUIDANCE – REPORTING OFFICERS
0910. Reference for Reporting Officers: The AR Process is a simple to follow slide. From Jan 19, the 2RO is responsible for checking Appraisal Reports are fit for purpose prior to the report going to APC to be finalised. The 2RO must check content is in accordance with JSP 757 Part 1, Chapter 9, Annex B: Report Checks.
0911. Who Reports on Who. A summary of all ranks including 1RO and 2RO for RE/QGE soldiers of all ranks is at Annex J.
0912. Guidance for ROs.
a. Career Advice. Deliver accurate Career Advice throughout the annual reporting cycle ensuring the individual’s personal objectives and aspirations are achievable and realistic. Ensure the individual’s posting preferences and next employment utilise the soldier’s immediate potential and give opportunity for further career path progression. Ensure the information you provide is correct and take advice from the RCMO if you have any reservations.
b. Honest Reporting. Accurate and honest reporting is essential to expectation management and as the culmination of continual assessment and consultation process. The written reports inform the boards and are the basis upon which individuals are selected for promotion and assignments. Getting the writing, tone and timing of the report right is crucial. ROs should assess the Subject’s career-horizon and potential; not just a view on readiness for promotion now but also the likelihood of further promotion beyond that.
c. Writing an AR. To draft an accurate, concise and clear AR you must understand the soldier’s career structure and the opportunities they have available to them; if unsure ask the RCMO. The CM of your soldiers is a key command function, allocate yourself enough time, do not leave to the last minute or rush, you are shaping the Army of the future.
d. Over Grading. Beware the tendency to over grade: it undermines the credibility of the report writer and has the potential to disadvantage the individual who could be placed into a position that they fail in. The starting point for all reports should be a B grade – most individuals perform to the standard expected in all respects. An RO could mistakenly believe that an individual could be favoured by grading a subject above their true worth. Such actions are unlikely to gain success as each grade must be supported by evidence within the narrative, therefore making the over grading apparent.
2-9-3 e. OPG. OPG is a measure of performance, whereas the recommendation for promotion is the measure of potential in the next rank(s). Therefore, a soldier could be awarded an A- DEV report. As outlined in ABN 046/19, an OPG award of ‘C’ or ‘D’ will result in a suspension of Yearly Incremental Pay (YIP).
f. Positioning. Positioning informs the promotion board where the individual sits within their rank peer group. Make it clear to the board members where the individual sits and at what level (Tp, Sqn, Regt or Gp). Use ‘X’ of ‘Y’ for your top third.
g. Early look (See JSP757 Annex C - Para 9-b). For a soldier to receive an early look at promotion, they must receive an OPG A- or A and a promotion 1UP recommendation of ‘Exceptional’. QGE soldiers on OEng are also eligible for an early look at promotion if awarded at least an A- Excp grade.
h. Recommendations. This table is designed to guide ROs on the recommendations to make:
Grade Promotion 1Up Promotion 2Up Remarks
Exceptional Excp Outstandingly suitable Exceptional potential For the top few only. Must consult with 2RO/3RO. High High Highly suitable High potential Must consult with 2RO/3RO. Yes Yes Suitable now Has potential Developing Dev Displays some suitability Displays some potential No No Not suitable Displays no potential Insufficient IK Insufficient observations knowledge Not applicable NA Not eligible (No avenue for further promotion)
i. Unacceptable content. See JSP 757 for a list of content that is not to be included in SJARs.
j. Notice To Terminate (NTT). Soldiers who are still eligible to withdraw their NTT must be placed in the unit Order of Merit and reported on as if they had not given notice. Any past practice of loading soldiers who had given notice into the lower third is to stop. When assessing eligibility for promotion, the EED to be used is the soldier’s original EED, not the revised one owing to giving NTT. We await direction on whether soldiers who have given NTT can opt out of being boarded if they want. Soldiers who have submitted NTT do not have to be placed on courses to make them eligible for promotion.
k. Insufficient Residual Service. Promotion recommendations remain valid for all Subjects. ‘NA’ is only an appropriate 1UP promotion recommendation for a RE WO1 and QGE WO2. Where Subjects have insufficient Residual Service to promote the potential should instead focus on potential for other forms of service, such as the Army Reserve.
l. SJAR Assurance checks. ROs should use this check sheet to ensure the AR they have produced is compliant and correctly completed.
m. Head of Arm Inserts. Head of Arm Insert Reporting Officers should include the following as a minimum:
(1) Comparator to own or similar Regular unit: ‘I support his very strong recommendation for promotion to SSgt and if he were in (my unit/a regular Engr Regt) he would be (high within the top third/top three/2nd in the OOM)’.
(2) Brief comment on performance
(3) Next Employment recommendation/endorsement.
(4) Potential (further out).
2-9-4 n. Individual MS Programme. The RO should plan every soldier’s Individual MS Programme:
Month RO Action Individuals Action APC Actions M1 Interview Individuals and set Inputs Personal Objectives, Objectives Aspirations and Posting Preferences into JPA M2 M3 Conduct promotion Board Conduct ACR Board M4 Release Promotion Board results M5 Mid – Year OOM Produce and send out ACR M6 Serve MPAR If required, update Objectives, Aspirations and PPP M7 M8 M9 M10 Final OOM M11 Draft RTF M12 Serve AR after end of reporting Subject accepts AR on JPA period M13 2RO/3RO & HOA input completed. AR moved to APC M14 Finalised to APC M15 Conduct Promotion Board Conduct ACR Board M16 Promotion Release Promotion Board results o. Recognition of Individual Professional Development and Registration. Reporting Officers are to promote the value of gaining CEng, IEng and EngTech or any other relevant educational or professional qualifications and identify those who have gained Professional Registration on SJARs in the Performance Paragraph.
p. Performance Attributes. Soldier ARs written from 01 Jul are to use the new performance Attributes which are explained at Annex A2 to Chapter 5 of JSP757 Part 1.
q. Flexible Service and Maternity Leave. ROs are to apply the direction given in JSP757 Part 2 Vol 2 when reporting on SP employed on Flexible Service or on Maternity Leave.
r. EOD&S Transferees. Once a SP has submitted their application to transfer to the EOD&S trade, Reporting Officers are to comment in ARs on the SP’s potential for promotion in their current trade as well as in EOD&S.
DETAILED GUIDANCE - APPRAISAL MANAGER 0913. Managing ARs (See 04.05).
0914. AR Timings (See 04.08).
0915. Changes to AR Timelines (See 04.08 a). All reporting periods may be delayed or advanced where there is a valid reason to do so. The MS desk can authorise an advanced or delayed AR period.
0916. Unreported Periods (See 04.08 b). Unreported periods of service should be kept to the minimum.
2-9-5 APPRAISAL PROCESS 0917. General Outline. Annually, the appraisal process is used to identify and select the right people to fill the rank and employment opportunities available. By mentoring, developing and placing our people into appointments where they can develop we will manage our people from junior soldier to WO1 and some to a Late Entry Commission. If every RO abides by the MS guidelines the appraisal process works, the right people are promoted and the flow of promotion is controlled.
0918. Appraisal Process Involves. The appraisal process involves the Individual (referred to as the Subject within JPA), Reporting Officers (ROs), Appraisal Administrators (Chief Clerk, RCMO, Sp Offr or 2IC) and Career Managers (RCMO or Army Personnel Centre (APC)). Collectively they are all responsible for accurate and timely completion of the appraisal process from raising the report to boarding and publishing the promotion results.
0919. The Subject (Individual). The Individual is responsible for managing their career based upon the recommendations of their 1RO, 2RO and advice from the RCMO. At every stage of their career they should ensure they are qualified for promotion in order that they can progress. They should ensure their JPA AR front cover is updated and their aspirations match their capability.
0920. Reporting Officers (Offrs & SNCOs). Reporting Officers (RO) are to ensure every soldier under their command are suitably managed and annually given a start of the reporting period interview, MPAR and SJAR on time. The subject’s OPG and potential should match the agreed OOM. The 1RO and 2RO should consult and agree the recommendations to produce a joined-up report, disjointed reports do not help the promotion board or the subject. See JSP 757 Pt 1 (V2.5 Apr 19) for guidance on where impartiality between Subjects and Reporting Officers can be maintained if a significant personal relationship between them exists.
0921. MS Roles and Responsibilities – APC and Units. MS - Career Management Roles & Responsibilities – RCMO Responsibilities.
0922. Appraisal Administrators. Ensure AR’s are raised, the position and roles are correct and the ARs are processed to APC.
0923. Appraisal Approvers. The Appraisal Approvers for all RE Sldrs is bucket 538 (JPA Workflow drop down menu). The approver carries out the final professional checks on the report before approving and finalising the report to the system. On finalisation, the Subject receives a workflow notification advising them that the finalised report is available.
0924. MS Calendar. APC annually produces the MS Calendar which lists every board and MS deadline, units to use this to plan their MS calendar.
0925. Soldiers Reporting Calendar. The AR dates for Soldiers are:
Reporting Period Rank Earliest Latest Delayed Usual MPAR date AR to APC by Results Public Annual Dates Advanced Date Date Pte Spr 1 Mar 1 Jun - 31 May 31 Aug 1 Dec 30 Jul Aug Cfn Tpr LCpl 1 Jan 1 Apr - 31 Mar 30 Jun 1 Oct 1 Jun Jun Cpl 1 Nov 1 Feb - 31 Jan 30 Apr 1 Aug 31 Mar Apr Sgt 1 Aug 1 Dec - 30 Nov 28 Feb 1 Jun 31 Jan Feb SSgt 1 Jul 1 Oct - 30 Sep 31 Dec 1 Apr 30 Nov Jan WO2 1 Apr 1 Jul - 30 Jun 30 Sep 1 Dec 31 Aug Dec WO1 1 Apr 1 Jul - 30 Jun 30 Sep 1 Dec 31 Aug Nov
2-9-6 ANNEXES: A. RO Writing Guidance – MPAR
B. RO Writing Guidance – Sprs
C. RO Writing Guidance – LCpls
D. RO Writing Guidance – Cpls
E. RO Writing Guidance – Sgts
F. RO Writing Guidance – SSgts
G. RO Writing Guidance – WO2
H. RO Writing Guidance – WO1
I. Rank Reporting Officers (See JSP757-Part2-Vol2-Annex C-RE)
J. Example OOM
K. Individual Grading Board Sheet MS1/MS2
L. Writing Guidance – A225A
M. Guide to Writing AFB108X – Certificate of Service Testimonial
N. Template JPA Roles and Responsibilities (to follow).
2-9-7 PAGE LEFT INTENTIONALLY BLANK
2-9- 8 ANNEX A TO CHAPTER 9
RO WRITING GUIDANCE - MPAR
1. MPARs are a tool to enable you to coach and mentor your soldiers (Every rank), formally inform them where they need to improve and give them the opportunity and time to demonstrate this. In accordance with JSP 757 Pt 1 (V2.5 Apr 19), copies of MPARs are to be retained by 1ROs for 6 months after the AR has been finalised.
MID – PERIOD APPRAISAL REVIEW (MPAR)
Number Rank Name Regiment Sqn/Dept Reporting Period From to MPAR Date Appointment
Roles and Responsibilities 1 . These are taken from the Job Spec and inputted by the Administrator. 2 . 3 . 4 . 5 . 6 . 7 . 8 .
Objectives 1. Objective (incl date set). DD Mmm YY. Then write out the SMART objective Subject’s Comments. In this section the subject is to reflect on the extent to which they have achieved the objective. They should comment on matters such as what challenges they faced, what they have learnt. 1ROs Comments. The 1RO should then comment on the subject’s performance and the impression this gives/the deductions he has reached about the subject. Example below: 2. Objective (incl date set). DD Mmm YY. Manage and control all accounts on charge in accordance with current regulations, ensuring that they pass the LSI (May 14) and ECI (Jun 14). Subject’s Comments. Two vehicles were out of date for Comds Functional Testing on the day before the ECI, but this was rectified during the night and all vehicles passed with a green grade. I have learnt the importance of conducting detailed checks periodically to ensure that subordinates are carrying out their duties correctly. I have also learnt how great it is to have a team willing to work late. 1ROs Comments. Well done on achieving the green grading, and I am impressed that you are willing to work long hours when necessary. I am delighted that you have learnt so much from this experience. You are right, having a team ethos means that you can cope with ‘fast balls’. It is also good to check that your subordinates are doing their job, but make sure that you do not stifle their independence and that you conduct these checks in a manner that supports and encourages them. 3. Objective (incl date set). DD Mmm YY. Complete the RQMS Course before Dec 14, gaining as high a mark as possible. Subject’s Comments. I qualified with a B grade and was placed in the top third of the Course. I feel that if I had prepared more, then I could have done better. 1ROs Comments. You have met the objective so well done. I recognise that you would have liked to have prepared better. However, as a SSgt, I expect you to be able to conduct this preparation in addition to your routine work.
2-9-A-1
Performance PAGE LEFT INTENTIONALLY BLANK Overview: Subjects Comments. These can be bullets or a narrative. Here is an example: 1. Gave an important presentation on structural changes and the manning implications to an audience of over 100 people in Jul. 1 ROs Comments. 1. During the presentation, you allowed Captain xxx to ‘take over’ the briefing. During this briefing, there was a specific question on X, to which you answered: “I don’t know what that means.” Additionally, I spotted several spelling errors on your slides and your table of figures had an error in it which I spotted on the final rehearsal. Therefore, your performance gives me the following two impressions: • That you are happy for others to do both your work and claim your credit • That your approach to areas of difficulty is to ignore them and pray that no-one asks questions. If I were writing your AR now the performance attributes would read as follows: • Ambition – too often content to be in the background • Professional Effectiveness – does not master the necessary detail • Reliability – not 100% reliable. His work needs to be checked. Areas for Development (not necessarily faults): Subjects Comments. The subject needs to be honest with himself and the 1RO if they are going to be mentored in the most productive way. Here are three examples: 1. Prioritisation of tasks – I feel that I can effectively manage a high level of tasks ranging from the immediate high priority to long term low priority. I do however need to work on ensuring that low priority tasks, i.e. those that can wait, do not drag on. 2. I don’t like releasing a 90% product and sometimes spend too long on the final 10%. Although an early WngO is sent out when applicable, I need to work on drip feeding appropriately sized portions of information. 3. I occasionally do too much work on something, or fall short of what is required. I would like to request that I am explicitly told my limit of involvement/ownership of tasks. 1 ROs Comments. This can lead to some coaching from the 1RO, and a better understanding of the challenges the subject faces: 1. There are many ways to prioritise tasks, and having tried most of them out what I can safely say is that there is no perfect algorithm for doing so. I think it is a mixture of: • Is my output someone else’s input? (i.e. is someone else waiting for me to finish my part of this work?) • Am I focusing enough on the important and not just the urgent? • Am I killing off the non-urgent and non-important tasks – or delegating them appropriately? 2. 90% on time is better than 100% late. I know that you are a perfectionist; and that you find it difficult to delegate something as you know that you can probably do it quicker and to the standard you want if you do it yourself. I also recognise that you are in a difficult position. I demand high-quality and timely output; and yet I will have to accept a reduced quality or timeliness if you are delegating/teaching someone else to do your work. If there are areas where we can get ahead, then I strongly recommend that well in advance (say two months) that you come to me with your suggestion of how to put the pre-work together with a proposal that you are going to give this to X to prepare as a learning experience for them. You can then focus your time on guiding them as they put the detail together. I will not think that you are shirking work – I will be delighted that you are taking the time to develop others. 3. I am sorry that I have not been clearer in my description of the required standard. I will work harder to ensure I make it clear what you are and what you are not responsible for. If you are unclear at any stage, please raise it then and I will clarify the extent/ limit of your involvement.
Subject’s Aspirations. This is a good opportunity to ‘test the water’ to see if you are going to be recommended for the jobs and training you want. For example: Desired Future Employment: • Short term. I want to be the RQMS next. If that were not available, then I would like to go to UOTC Cambridge. • Medium term. I wish to be promoted to WO1 and be the RSM of 39ER. • Long term. I aspire to a Late Entry Commission, but only wish to commission once a WO1.
2-9-A-2 Assessment of Potential. This is completed by the 1RO. Take care not to be held hostage to your predictions. Focus on the reasons why you are making the comments, this will help enormously as you write the AR. For example, (and building on the Subject’s Aspirations above): Promotion: With this being your first look at promotion, and with competition being so fierce it is possible that you could promote, but you should not expect to do so. Next: With your recently-gained RQMS qualification and your proven ability in preparing for the ECI I think that you would be well suited to a RQMS(T) position. You have the right eye for detail and appetite for hard work, and your technical background makes you better suited to RQMS(T) than RQMS. I do not think you would do well in a singleton post such as a UOTC, as I think you thrive more when in a competitive environment. Reach: If you promote to WO2 at first look then you will have one chance at promoting to WO1. You will therefore have to do as much as possible to prove yourself in your first six months in rank. You cannot afford to ‘settle in’ to being a WO2. You could lay the foundations for this success now, by gaining as much experience as a CQMS as you can.
Future Training and Development. This should be completed by the subject and adjusted by the 1RO. It is important that the subject makes efforts to achieve this training. Current Rank Training: • WO CLM Other: • AT Qualification – climbing/mountaineering leader or mountain bike leader. 1 ROs Comments: I am content to support your bid for AT qualifications, but this must come after the WO CLM.
The Subject has been provided with a copy of these MPAR notes
1RO Rank Name Date Signature Initiator (when not 1RO) Rank Name Date Signature Subject
Date Signature
2-9-A-3 PAGE LEFT INTENTIONALLY BLANK
2-9-A-4 ANNEX B TO CHAPTER 9
RO WRITING GUIDANCE - SPR
1. Primary Purpose. To inform the LCpl promotion board of the individual’s potential to be a LCpl and enable them to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options.
3. Reporting Timeframe for Sappers. Units are to apply the following timings for Spr ARs in 2019/20.
Ser TOS First SJAR Reporting Period Remarks 1 Jan-19 31-May-20 16 Months Goes 1st promotion board with one AR Sept 2020 2 Feb-19 31-May-20 15 Months Goes 1st promotion board with one AR Sept 2020 3 Mar-19 31-May-20 14 Months Goes 1st promotion board with one AR Sept 2020 4 Apr-19 31-May-20 13 Months Goes 1st promotion board with one AR Sept 2020 5 May-19 31-May-20 12 Months Goes 1st promotion board with one AR Sept 2020 6 Jun-19 31-May-20 11 Months Goes 1st promotion board with one AR Sept 2020 7 Jul-19 31-May-20 10 Months Goes 1st promotion board with one AR Sept 2020 8 Aug-19 31-May-20 09 Months Goes 1st promotion board with one AR Sept 2020 9 Sep-19 31-May-20 08 Months Goes 1st promotion board with one AR Sept 2020 10 Oct-19 31-Aug-20 10 Months Goes 1st promotion board with one AR Sept 2020 11 Nov-19 31-Aug-20 09 Months Goes 1st promotion board with one AR Sept 2020 12 Dec-19 31-Aug-20 08 Months Goes 1st promotion board with one AR Sept 2020 4. Written by:
Part of the Report Who Writes What Rank of RO Performance Ideally Sgt. If there is no employing Sgt as the immediate LM, responsibility 1RO Potential as 1RO passes to the SSgt/WO, or exceptionally to the Tp Comd (or equivalent) Potential Ideally Tp Comd. No Tp Comd or Tp Comd has completed 1RO then OC to 2RO be 2RO. HOA Insert Slip Not required 3RO Not Required
5. SJAR Format/Input guidelines
1RO – Sgt (Ideally) – Performance Paragraph 1 – Employment/Post (2-3 Lines). Explain how the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. Spr ‘A’ has been employed in 1 Tp, 48 Fd Sqn and stepped up as a Sect 2IC for an 8 week CT2/3 FTX in the Falkland Islands. He/she deployed on Op SHADER, Iraq as ME C&J and qualified as a Class 2 Cbt Engr. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Tp/Sqn unless it has been agreed by the grading board. Paragraph 3 – Person - Extramural activities, sport, fitness, professional development/registration and special skills/ interests. (3-5 lines). Should demonstrate in more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
2-9-B-1
1RO – Sgt (Ideally) – Potential Paragraph 1 – Position & Promotion (x of y with Tp). A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the grading board. For Sprs you should state agreed trade position. There is no requirement to state the OPG. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. Spr ‘A’ is the very best of the 12 in the Tp and he/she is the best ME C&J of the 3 within the Tp, he/she is my strongest candidate for promotion and must be selected for promotion now. Spr ‘B’ is the 4th best of 12 (Number the top third) within the Tp and is recommended for promotion now/very strongly/strongly recommended for promotion. Spr ‘C’ sits in middle/lower third of 12 in the Tp and is the 3rd best ME C&J and is showing developing potential for promotion. Spr ‘D’ is placed in the Middle/lower third of the 12 in the Tp and not yet recommended for promotion. Paragraph 2 - Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environments matches the individual’s capabilities. Particular strengths and any weaknesses. If the individual’s aspirations match, then state this. Paragraph 3 – Reach (2 lines). – Two ranks up. Spr ‘A’ is destined to be a Fd Sect 2IC soon which will perfectly prepare him/her for a Fd Sect Comds post in time.
6. Recommendations - JSP 757, Part 2 Vol 2
Only the top third of Sprs should be recommended for promotion. DEV or even NO for 1 Up the rest. 2 Up YES/DEV for Top third, DEV for the most DE Commission (if Under 29) Inform OC/CO Further Service If a volunteer, then YES or NO VEng (Long) For Excp/High Sldrs only Instructor It is mandatory to make a recommendation. Recruiting It is mandatory to make a recommendation. Training (Free Text) Must match the narrative
7. Posts and Employment Environment for LCpls.
Posts Environments Others Sect 2IC UKSF/ SRR DE Commissioning (Under 29) Trade LCpl 12 (FS) Engr Gp Corps Recruiting Team MT Sect 2IC 25 (CS) Engr Gp Corps Engagement Team Dive Storeman/ Technician 29 EOD&S Gp 77 Bde MT Details NCO 170 (Infra Sp) Engr Gp Trg Wing NCO/ Instr 23 Engr Regt –Para Cse FRR Engr Recce Sect 24 Engr Regt – Cdo Cse G4 Post Reserve Unit EOD&S Team 2IC Engr Wksp (61/65) Recruiter Engr Regt REME LAD/Wksp ARTD Instructor: ATR (P/W/H) 1 RSME – Trade specific 3 RSME – Cbt Engr 1 REWW CSB – C3S Class 1
2-9-B-2
2RO – Tp Comd (Ideally) - Potential Paragraph 1 – Position & Promotion (x of y within the Sqn) Spr ‘A’ is the very best of the 36 in the Sqn and he/she is the best ME C&J of the 9 within the Sqn, He/she is my strongest candidate for promotion and must be selected for promotion now. Spr ‘B’ is the 12th best of 36 (Number the top third) within the Sqn and is recommended for promotion now or very strongly, strongly recommended for promotion. Spr ‘C’ sits in middle/lower third of 36 in the Sqn and is the 3rd best ME C&J and is showing developing potential for promotion. Spr ‘D’ is placed in the Middle/lower third of the 36 in the Sqn and not yet recommended for promotion. Paragraph 2 - Next (3-4 lines). As per 1RO direction. Paragraph 3 – Reach (2 lines). As per 1RO direction.
2-9-B-3 PAGE LEFT INTENTIONALLY BLANK
2-9-B-4 ANNEX C TO CHAPTER 9
RO WRITING GUIDANCE – LCPL
1. Primary Purpose. To inform the Cpl promotion board of the individual’s potential to be a Cpl and enable him/her to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options Regular and Reserve (if leaving). To identify the right people for instructor posts.
3. Written by:
Part of the Report Who Writes What Rank of RO 1RO Performance Ideally Sgt. If there is no employing Sgt as the immediate LM, responsibility Potential as 1RO passes to the SSgt/WO, or exceptionally to the Tp Comd (or equivalent). 2RO Potential Ideally Tp Comd. No Tp Comd or Tp Comd has completed 1RO then OC to be 2RO. OC only 2RO if Tp Comd acting as 1RO due to no employing SNCO. HOA Insert Slip Not required 3RO Not required
4. SJAR Format/Input
1RO – Tp Comd/WO/SSgt - Performance Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. LCpl ‘A’ has been employed as a Sect 2IC in 1 Tp, 48 Fd Sqn and stepped up as a Sect Comd for an 8 week C2 2/3 exercise in the Falkland Islands. He/she deployed on Op SHADER, Iraq as ME C&J and qualified as a mountain bike instructor. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed by the relevant Regimental SME and the CO in the OOM Conf. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests. (3-5 lines) Should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
1RO – Tp Comd/WO/SSgt - Potential Paragraph 1 – Position & Promotion (x of y within Tp) A single sentence summary of the subject’s position and promotion recommendations. There is no requirement to state the OPG or the Clk Wks recommendation here. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. LCpl ‘A’ is the very best of 6 within the Tp and is more than ready for promotion now thus receives an unequivocal recommendation for promotion, promote now. LCpl ‘B’ is the 2nd best of 6 (Number the top third) within the Tp and is recommended for promotion Now/very strongly/strongly recommended for promotion. LCpl ‘C’ sits in the middle/lower third of 6 within the troop and developing and improving all the time, clear potential for promotion in the future. LCpl ‘D’ sits in the lower third of 6 in the Tp only because new in rank and post but already showing developing potential for promotion. LCpl ‘E’ sits in the lower third of the 6 within the Tp and showing no potential to promote, not recommended for promotion. LCpl ‘F’ has already selected for promotion and sits it the top third of the 6 within the Tp and receives a continued recommendation for promotion. LCpl ‘G’ sits in the middle/lower third of the Tp and is out of zone for promotion, I however strongly recommend him/her for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environments matches the individual’s capabilities. Strengths and any weaknesses. If the individual’s aspirations match, then state this. This is where you make a Clk Wks/MPF and VEng(Full) Recommendation.
2-9-C-1 LCpl ‘A’ has excelled in trade and is recommended for the Clk Wks (C/M/E)/MPF course. LCpl ‘A’ is strongly recommended for VEng(Long). Paragraph 3 – Reach (2 lines). – Two ranks up. LCpl ‘A’ is destined to be a Fd Sect Comd which will prepare him/her for a RECCE Sgt post in the future.
5. Recommendations - JSP 757, Part 2 Vol 2
1 Up YES or HIGH for the stronger ones 2 Up YES for the many DE Commission (Under 29) Inform OC/CO Further Service If a volunteer for VEng (Full) (up to 24 yrs) then state YES/NO Next Appointment Free Text Clk Wks/MPF Instructor YES for most, EXCEP/HIGH for Phase 1-3B Trainer Free Text Must include a trainer recommendation 6. Posts and Employment Environment for Cpl
Posts Environments Others
Sect 2IC UKSF/ SRR DE Commissioning (Under 29) Trade LCpl 12 (FS) Engr Gp Corps Recruiting Team MT Sect 2IC 25 (CS) Engr Gp Corps Engagement Team Dive Storeman/ Technician 29 EOD&S Gp 77 Bde MT Details NCO 170 (Infra Sp) Engr Gp Helicopter Cse Trg Wing NCO/ Instr 23 Engr Regt - Para Cse Clk of Wks Cse FRR Engr Recce Sect 24 Engr Regt – Cdo Cse MPF Cse G4 Post Reserve Unit EOD&S Team 2IC Engr Wksp (61/65) Recruiter Engr Regt REME LAD/Wksp ARTD Instructor: ATR (P/W/H) 1 RSME – Trade specific 3 RSME – Cbt Engr 1
REWW CSB – C3S Class 1
2RO – OC (1UP Excp/High) - Potential
Paragraph 1 – Position & Promotion (x of y within Sqn) LCpl ‘A’ is the very best of the 24 within the Sqn and an absolute must for promotion, promote now. LCpl ‘B’ is the 8th (Number the top third) best of the 24 within the Sqn and must be promoted now. LCpl ‘C’ has already selected for promotion and sits at the top third of the 24 within the Sqn and receives a continued recommendation for promotion. Paragraph 2 - Next (3-4 lines). This is where a Clk Wks/MPF/Trg recommendation should be stated. Paragraph 3 – Reach – Two ranks up.
2-9-C-2
2RO – Tp Comd (Ideally) Paragraph 1 – Position & Promotion (x of y within Sqn) LCpl ‘D’ is the 8th (Number the top third) best of the 24 within the Sqn and is recommended for promotion. This person may be a YES but not a Excp/High. LCpl ‘E’ sits in the middle third of 24 within the Sqn and is showing developing potential for promotion. LCpl ‘F’ sits in the lower third of the 24 within the Sqn and showing no potential to promote, not recommended for promotion. LCpl ‘E’ sits in the middle/lower third of the 24 within the Sqn and is out of zone for promotion, I however strongly recommend him/her for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines). This is where a Clk Wks/MPF recommendation should be stated. Paragraph 3 – Reach – Two ranks up.
2-9-C-3 PAGE LEFT INTENTIONALLY BLANK
2-9-C-4 ANNEX D TO CHAPTER 9
RO WRITING GUIDANCE – CPL
1. Primary Purpose. To inform the Sgt promotion board of the individuals potential to be a Sgt and enable him/her to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options Regular and Reserve (if leaving).
3. Written by:
Part of the Report Who Writes What Rank of RO 1RO Performance Ideally Tp Comd. If there is no employing Tp Comd as the immediate LM, Potential responsibility as 1RO passes to the employing OF3 or OC. 2RO Potential OC HOA Insert Slip Only if no RE in reporting CoC 3RO Potential CO when 1UP Recommendation Excp/High (unless already selected for promotion). 4. SJAR Format/Input
1RO – Tp Comd - Performance Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. Cpl X has been employed as Sect Comd in 1 Tp, 48 Sqn and stepped up as the RECCE Sgt for a 8 week CT 2/3 FTX in the Falkland Islands. He/she has deployed on Op SHADER, Iraq and qualified as a Skill at Arms instructor. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed within the grading board. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests. (3-5 lines). Should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
1RO – Tp Comd - Potential Paragraph 1 – Position & Promotion (x of y within Tp) A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the Unit Order of Merit Board. There is no requirement to state the OPG. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. Cpl ‘A’ is the very best Cpl of 3 in 1 Tp and receives an unequivocal recommendation for promotion, promote now. Cpl ‘B’ is the best of the 2 unselected Cpls of 3 in 1 Tp and receives an unequivocal recommendation for promotion, promote now. Cpl ‘C’ sits in the middle/lower third of the 3 within the Tp and is showing clear potential for promotion in the future, recommended for promotion. Cpl ‘D’ sits in the lower third of Tp and Sqn and is showing no potential to promote, he/she is not recommended for promotion. Cpl ‘E’ sits in the middle/lower third of the 3 within the Tp and is out of zone for promotion, I however strongly recommend him/her for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines) What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environments match the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this makes it very difficult for a promotion board. If recommending for Clk Wks/MPF Trg then state this fact in this paragraph. Cpl ‘F’ is strongly recommended for the Clk of Wks (C/M/E)/MPF course. Paragraph 3 – Reach – Two ranks up. Cpl ‘A’ is destined to be a MT SNCO which will prepare him/her for a Sp Tp SSgt or an SQMS post in the future.
2-9-D-1 5. Recommendations - JSP 757, Part 2 Vol 2
1 Up YES or HIGH for the stronger ones 2 Up YES for the many DE Commission (Under 29) Further Service If a volunteer for VEng (Full) (up to 24 yrs) then state YES/NO Next Appointment Spell it out by using free text, including Clk Wks/MPF Instructor It is mandatory to make a recommendation. Recruiting It is mandatory to make a recommendation. Training (Free Text) Must match the narrative
6. Posts and Employment Environment for Sgt
Posts Environments Others RECCE Sgt UKSF/ SRR DE Commissioning (Under 29) MT SNCO 12 (FS) Engr Gp Corps Recruiting Team C3S Sgt 25 (CS) Engr Gp Corps Engagement Team POM Sgt 29 EOD&S Gp 77 Bde LOG Supervisor 170 (Infra Sp) Engr Gp Helicopter Cse Accommodation Sgt 23 Engr Regt Clk of Wks Cse
Recruiter 24 Engr Regt MPF Cse ARTD Instructor: Reserve Unit RMAS Instructor identify early 1 RSME – Trade specific Engr Wksp (61/65) 3 RSME – Cbt Engr 1 Engr Regt REME LAD/Wksp REWW CSB – C3S Class 1 ATR (P/W/H)
2RO – OC – Potential Paragraph 1 – Position & Promotion (x of y within Sqn) Cpl ‘A’ is the very best Cpl of 12 in the Sqn and is unequivocally recommended for promotion, promote now. Cpl ‘B’ is the 4th best of 12 (Number the top third) within the Sqn and is recommended for promotion now/very strongly/ strongly recommended for promotion. Cpl ‘C’ sits in the middle/lower third of the 12 in the Sqn and sits in the middle/lower third of 48 within the Regt and is recommended for promotion. Cpl ‘D’ sits in the lower third of the 24 within the Sqn and 48 within the Regt and is showing no potential to promote, not recommended for promotion. Cpl ‘E’ sits in the middle/lower third of the Regt and he/she is out of zone for promotion and I strongly recommend him/her for employment and promotion within the Reserves. Paragraph 2 – Next (3-4 lines). If recommending for Clk Wks Trg state this fact in this paragraph. Cpl ‘F’ is recommended for the Clk of Wks (C/M/E)/MPF course. Paragraph 3 – Reach – Two ranks up
3RO – CO – Potential Paragraph 1 – Position & Promotion Cpl ‘A’ is the very best Cpl of 48 within the Regt and receives an unequivocal recommendation for promotion, promote now. Cpl ‘B’ is the 12th (Number top third) best of 48 within the Regt and must promote now/strongly recommended for promotion. Paragraph 2 – Next Paragraph 3 – Reach – Two ranks up
2-9-D-2 ANNEX E TO CHAPTER 9
RO WRITING GUIDANCE – SGT
1. Primary Purpose. To inform the SSgt promotion board of the individual’s potential to be a SSgt and enable him/her to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options Regular and Reserve (if leaving).
3. Written by:
Part of the Report Who Writes What Rank of RO 1RO Performance OC Potential 2RO Potential CO HOA Insert Slip Note Only if no RE in the report CoC, serving at E2 3RO Not required
4. SJAR Format/Input
1RO Performance – OC Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. Sgt X has been employed as RECCE Sgt and stepped up as the Tp SSgt for 8 week CT 2/3 FTX in the Falkland Islands. He/ she has deployed on Op SHADER, Iraq and qualified as a Skill at Arms instructor. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed by the relevant Regimental SME and the CO in the OOM Conf. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests. (3-5 lines) Should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
1RO Potential – OC Paragraph 1 – Position & Promotion. (x of y within your Sqn OOM let CO state Regt OOM position) A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the Unit Order of Merit Board. There is no requirement to state the OPG. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. Sgt ‘A’ is the very best Sgt of 3 in the Sqn and is unequivocal recommendation for promotion, promote now. Sgt ‘B’ is the best of the 2 unselected Cpls of 3 within the Sqn and must be promoted now. Sgt ‘C’ sits in the middle third of the 3 within the Sqn and is showing clear potential for promotion in the future. Sgt ‘D’ sits in the lower third of 3 within the Sqn only because new in rank and post. Already showing potential for promotion. Sgt ‘E’ sits in the lower third of 3 within the Sqn showing no potential to promote, he/she is not recommended for promotion. Sgt ‘F’ is out of zone for promotion within the Regular Army, I however strongly recommend him/her for employment and promotion within the Reserves. Paragraph 2 – Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environment’s matches the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this make it very difficult for a promotion board. Paragraph 3 – Reach – Two ranks up Sgt ‘A’ is destined to be a Fd Tp SSgt and further out, already demonstrating the potential for WO2.
2-9-E-1 5. Recommendations – JSP 757, Part 2 Vol 2
1 Up YES or HIGH for the stronger ones 2 Up YES for the many Further Service If a volunteer for conversion to VEng (Full) or VEng (Long) then state YES/NO DE Commissioning (Under 29) Next Appointment (Free Text) Spell it out (Post from table below) Instructor YES for most Spell it out (Post from table below) Training (Free Text) MPF/Clk Wks Corner-Stone requirements
6. Posts and Employment Environment for SSgt:
Posts Environments Others Fd Tp SSgt UKSF/ SRR DE Commissioning (Under 29) MT SSgt 12 (FS) Engr Gp Corps Recruiting Team C3S SSgt 25 (CS) Engr Gp Corps Engagement Team Sp Tp SSgt 29 EOD&S Gp 77 Bde LOG SSgt 170 (Infra Sp) Engr Gp Helicopter Cse SQMS 23 Engr Regt Clk of Wks Cse –Last Chance
Recruiter 24 Engr Regt MPF Cse –Last Chance ARTD Instructor: Reserve Unit RMAS Instructor identify early 1 RSME – Trade specific Engr Wksp (61/65) 3 RSME – Cbt Engr 1 Engr Regt REME LAD/Wksp REWW CSB – C3S Class 1 ATR (P/W/H)
2RO – CO – Potential Paragraph 1 – Position & Promotion (x of y within Regt) there is no requirement to state the OPG. Sgt ‘A’ is the very best Sgt of 48 within the Regt and he/she receives an unequivocal recommendation for promotion, must promote now. Sgt ‘B’ is the 4th best of 48 (Number the top third) within the Regt and must promote now. Already selected for promotion, Sgt C sits in the top third of 48 within the Regt and receives a continued recommendation for promotion. Sgt ‘C’ is the 4th best of the 47 (Number the top third) not selected for promotion within the Regiment and must promote now. Sgt ‘D’ sits in the middle third of 48 within the Regt and is showing clear potential for promotion in the future. Sgt ‘E’ sits in the lower third of 48 within the Regt only because new in rank and post. Already showing potential for promotion. Sgt ‘F’ sits in the lower third of 48 within the Regt showing no potential to promote, not recommended for promotion. Sgt ‘G’ sits in the middle/lower third of the Regt and is out of zone for promotion, however strongly recommend for employment and promotion within the Reserves. Paragraph 2 – Next (3-4 lines). Paragraph 3 – Reach – Two ranks up
2-9-E-2 ANNEX F TO CHAPTER 9
RO WRITING GUIDANCE – SSGT
1. Primary Purpose.To inform the WO promotion board of the individuals potential to be a WO2 and enable him/her to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options Regular and Reserve (if leaving). To inform the SSM board of the individual’s potential to be a SSM and enable him/her to be fairly boarded against their peer group.
3. Written by:
Part of the Report Who Writes What Rank of RO 1RO Performance OC Potential 2RO Potential CO HOA Insert Slip Note Only if no RE in the report CoC, serving at E2
3RO Not required 4. SJAR Format/Input
1RO Performance Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. SSgt ‘A’ has been employed as a Fd Tp SSgt and stepped up as the SSM for an 8 week CT 2/3 FTX in the Falkland Islands. He/she has deployed on Op SHADER, Iraq and qualified as a SA (A) Range Conducting Officer. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed by the relevant Regimental SME and the CO in the OOM Conf. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests (3-5 lines). should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
1RO Potential Paragraph 1 – Position & Promotion. (x of y within your Sqn let CO state Regt OOM position). A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the Unit Order of Merit Board. There is no requirement to state the OPG. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. SSgt ‘A’ is the very best of 6 in Sqn and receives my unequivocal recommendation for promotion, promote now. SSgt ‘B’ is the best of the 5 unselected SSgts within the Sqn and must be promoted now. SSgt ‘C’ sits in the middle/lower third of 6 in the Sqn and is showing clear potential for promotion in the future. SSgt ‘D’ sits in the lower third of 6 in the Sqn only because new in rank and post. Already showing potential for promotion. SSgt ‘E’ sits in the lower third of 6 in the Sqn showing no potential to promote, he/she is not recommended for promotion. SSgt ‘F’ sits in the middle/lower third of in the Sqn and is out of zone for promotion, however strongly recommend him/her employment and promotion within the Reserves. Paragraph 2 – Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environment’s matches the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this make it very difficult for a promotion board. This is where you need to state SSM potential. SSgt A is a must for a demanding SSM appointment ideally within a training regiment, totally the right person for this role. Paragraph 3 – Reach – Two ranks up SSgt ‘A’ is destined to be a WO2 and further out, already demonstrating the potential for WO.
2-9-F-1 5. Recommendations – JSP 757, Part 2 Vol 2
1 Up YES or HIGH for the stronger ones
45 2 Up YES or HIGH for the stronger ones Further Service If a volunteer for conversion to VEng (Full) or VEng (Long) then state YES/NO LE Commissioning DEV, YES, HIGH, or EXCEP Reserve service Next Appointment (Free Text) Spell it out (Post from table below) Instructor It is mandatory to make a recommendation. Recruiting It is mandatory to make a recommendation. Training (Free Text) Must match the narrative
6. Posts and Employment Environment for newly-promoted WO:
Posts Environments Others QMSI Cbt UKSF/ SRR Corps Recruiting Team MTWO 12 (FS) Engr Gp Corps Engagement Team QMSI Armd 25 (CS) Engr Gp 77 Bde LOG WO 29 EOD&S Gp E2 RQMS/TQMS 170 (Infra Sp) Engr Gp Loan service WO C3S 23 Engr Regt RMAS Instructor last chance Recruiter 24 Engr Regt Clk Wks – DIO/CSC Cornerstone DIO – UK/Overseas ARTD Instructor: Reserve Unit 1 RSME – Trade specific Engr Wksp (61/65) 3 RSME – Cbt Engr 1 ATR (P/W/H) REWW CSB – C3S Class 1
2RO - CO – Potential Paragraph 1 – Position & Promotion (x of y within Regt) there is no requirement to state the OPG. SSgt ‘A’ is the very best of 30 within the Regt and is unequivocal recommended for promotion, must promote now. SSgt ‘B’ is the 4th (Number the top third) best of 30 within the Regt and must promote now. Already selected for promotion, SSgt ‘C’ sits in the top third of 30 within the Regt and receives a continued recommendation for promotion. SSgt ‘D’ is the 4th best of the 29 of 30 not selected for promotion within the Regiment and must promote now. SSgt ‘E’ sits in the middle third of 30 within the Regt and is showing clear potential for promotion in the future. SSgt ‘F’ sits in the lower third of 30 within the Regt only because new in rank and post. Already showing potential for promotion. SSgt ‘G’ sits in the lower third of 30 within the Regt showing no potential to promote and he/she is not recommended for promotion. SSgt ‘H’ sits in the middle/lower third of the Regt and is out of zone for promotion, however strongly recommend for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines). SSM potential, type of unit. Paragraph 3 – Reach – Two ranks up
45 QGE eligible for BG E2 WO1 posts. 2-9-F-2 ANNEX G TO CHAPTER 9
RO WRITING GUIDANCE – WO2
1. Primary Purpose. To inform the WO1 promotion board of the individuals potential to be a WO1 and board him/her against their peer group.
2. Secondary Purpose.
a. To inform the SSM board of the individual’s potential to be an SSM and board him/her against their peer group.
b. To inform the RSM board of the individual’s potential to be An RSM and board him/her against their peer group.
c. To state the individual’s potential for a LE commission.
d. To state the individual’s future employment options Regular and Reserve (if leaving).
3. Written by:
Part of the Report Who Writes What Rank of RO 1RO Performance OC Potential 2RO Performance CO Potential HOA Insert Slip Note Only if no RE in the report CoC, serving at E2 3RO Potential Gp Comd when 1UP Recommendation Excp/High (unless already selected for promotion).
4. SJAR Format/Input
1RO – OC – Performance Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. WO2 ‘A’ has been employed as QMSI (Cbt) within the Regt Trg Wing and stepped up and covered the gapped Regt Ops Offr post for 3 months. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed by the relevant Regimental SME and the CO in the OOM Conference. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests (3-5 lines). Should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
2-9-G-1
1RO – OC – Potential Paragraph 1 – Position & Promotion (x of y) A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the Unit Order of Merit Board. There is no requirement to state the OPG or the SSM recommendation here. You should be considering whether you would comfortably have the soldier in the next rank in your organisation. If there is doubt, then they are probably a ‘Dev’. WO2 (SSM) ‘A’ is the best of the 2 within the Sqn and receives my unequivocal recommendation for promotion, he/she must promote now. WO2 (TQMS) ‘B’ is the 2ND best of the 2 within the Sqn and receives a strong recommendation for promotion. WO2 (QMSI) ‘C’ is the best of the 10 within RE Warfare Wing and receives a strong recommendation for promotion. WO2 (QMSI) ‘C’ sits in the middle/lower third of 10 within RE Warfare Wing and receives a recommendation for promotion. WO2 (QMSI) ‘D’ sits in the middle/lower third of 10 within RE Warfare Wing and has reached their career ceiling with the Regulars but receives an unequivocal recommendation for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environment’s matches the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this make it very difficult for a promotion board. There needs to be a clear SSM recommendation to prevent the promotion board looking back though previous ARs. If an individual is not suited to an SSM appointment state this, there is nothing wrong with this. If a Sldr does not wish to be an SSM (stated on the report front cover) then give them a N/A recommendation within the drop down SSM/CSM drop down menu but support this in the Potential box with something like, ‘Sldr “A” does not wish to be an SSM thus I’ve entered a N/A for employment as SSM’. WO2 ‘A’ is a must for a demanding SSM appointment, ideally within a CS Regt where his knowledge, skills and experiences can be best utilised. WO2 ‘B’ is the perfect role model and the right person to be employed within a training establishment as an SSM. Of the 10 WO2s, WO2 ‘C’ is my 1st choice for a demanding CS SSM appointment. WO2 ‘D’ is my 1st choice for gaining an SSM appointment. WO2 ‘E’ is not suited to an SSM appointment, theirs is to be employed as an SMI Armd which matches their aspirations. WO2 ‘F’ is not suited to an SSM appointment, he/she needs to be employed as a ELS WO1. Paragraph 3 – Reach – Two ranks up WO2 ‘A’ is destined to be a WO1 and demonstrating all the traits to be an LE Officer (if not for the Corps then state this).
5. Recommendations - JSP 757, Part 2 Vol 2
1 Up YES or HIGH for the stronger ones 2 Up Only enter N/A from drop down menu LE Commission DEV for the most, YES for the best Clk Wks/MPF/Geo YES if holding a tech degree QGE: Must make potential clear as QGE commission from this rank only. Reserve Service Further Service If a volunteer for conversion to VEng (Full) or VEng (Long) then state YES/NO Next Appointment SSM-EXCP/HIGH/YES/DEV or NO or N/A Instructor YES for most, EXCPT/HIGH for SMI Training (Free Text) Spell it out (Post from table below) MPF/Clk Wks - Corner stone if required
6. Posts and Employment Environment
Posts Environments Others RSM UKSF/SRR Corps Recruiting Team SMI 12 (FS) Engr Gp Corps Engagement Team GWO 25 (CS) Engr Gp 77 Bde TWO 29 EOD&S Gp E2 WO1 LOG 170 (Infra Sp) Engr Gp Loan service WO1 RQMS/TQMS 23 Engr Regt Tech - DIO – UK/Overseas SMI Armd/C3S/Diving/MT 24 Engr Regt SSM Cornerstone Reserve Unit
2-9-G-2
2RO – CO – Performance Paragraph 1 – Role Paragraph 2 – Summary of Performance 2RO – CO – Potential Paragraph 1 – Position & Promotion (x of y) A single sentence summary of the subject’s position and promotion recommendations in relation to peers, taken from the Unit Order of Merit Board. There is no requirement to state the OPG or the SSM recommendation here. WO2 ‘A’ is the best of 12 in the Regt and is unequivocal recommended for promotion, please promote now. WO2 ‘B’ is the 4TH best of 12 in the Regt and is strongly recommended for promotion. WO2 ‘C’ sits in the middle third of 12 within the Regt and is recommended for promotion. WO2 ‘D’ sits in the lower third of 12 within the Regt only because new in rank and post but already showing potential for promotion. WO2 ‘E’ sits in the lower third of 12 within the Regt showing no potential or motivation to promote, he/she is not recommended for promotion. WO2 ‘F’ sits in the Top/Middle/Lower third of 12 within the Regt and is out of zone for promotion, I strongly recommend him/ her for employment and promotion within the Reserves. Paragraph 2 - Next (3-4 lines). What appointment next (Use table), demanding, middling or limited, Regimental duty, E1 or E2, field and environments match the individual’s capabilities. Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this make it very difficult for a promotion board. If recommending for SSM or Clk Wks Trg then state this fact in this paragraph. If a Sldr does not wish to be an SSM (stated on the report front cover) then give them a N/A recommendation within the drop down SSM/CSM drop down menu but support this in the Potential box with something like, ‘Sldr “A” does not wish to be an SSM thus I’ve entered a N/A for employment as SSM’. Paragraph 3 – Reach – WO1 and Commissioning.
3RO – Gp Comd if graded 1UP EXCP/HIGH Paragraph 1 - Position and Promotion Recommendation Paragraph 2 – Next Paragraph 3 – Reach
2-9-G-3 PAGE LEFT INTENTIONALLY BLANK
2-9-G-4 ANNEX H TO CHAPTER 9
RO WRITING GUIDANCE – WO1
1. Primary Purpose. To inform the LE Commission board of the individual’s commissioning potential and enable him/her to be fairly boarded against their peer group.
2. Secondary Purpose. To state the individual’s future employment options, Regular and Reserve (if leaving).
3. Written by:
RSM/GWO Part of the Report Who Writes What Rank of RO Performance CO 1RO Potential Performance Gp Comd 2RO Potential HOA Insert Slip Not required 3RO Not required
WO1 Part of the Report Who Writes What Rank of RO Performance OC 1RO Potential Performance CO 2RO Potential HOA Insert Slip Not required 3RO Not required
4. SJAR Format/Input
1RO – CO/OC – Performance Paragraph 1 – Employment (2-3 Lines). How the subject has been employed, what they have been involved in. Any performance outside of their roles and responsibilities, especially in higher rank, should be mentioned. WO1 ‘A’ has been employed as the RSM and deployed on Op TRENTON, South Sudan for 6 months acting as a Staff Officer. WO1 ‘B’ has been employed as the MTWO and was the ROG RSM for 10 months whilst the Regt deployed to Op TRENTON, South Sudan. Paragraph 2 – Performance and Character (8-10 lines). Should detail how the subject has performed, not what they have done. It must be evidence based and bring to life their performance and character. Any performance attributes that are graded noticeably higher or lower must be explained. It must also cover the subject’s personal qualities, including their strengths and areas for development. Do not state the Subject is the best at something across the Regt unless it has been agreed by the relevant Regimental SME and the CO in the ORDER of MERIT Conf. Paragraph 3 – Extramural activities, sport, fitness, professional development/registration and special skills/interests (3-5 lines). Should demonstrate more depth. Do not overinflate someone’s physical prowess unless there is the evidence to support it. Failure to pass mandatory fitness tests should be mentioned here.
2-9-H-1
1RO – CO/OC – Potential Paragraph 1 – Position & Promotion (x of y) A single sentence summary of the subject’s position in relation to peers, taken from the Sub Unit Order of Merit Board and the AR’s promotion recommendation. There is no requirement to state the OPG. 1RO – CO WO1 ‘A’ is the very best of my three WO1s and receives my unequivocal recommendation for RE LE commission. WO1 ‘B’ has rightfully been selected for a RE LE commission and receives a continued recommendation. WO1 ‘C’ was selected for a RE LE commission in 2017 but I no longer recommend him/her for this because of an infringement of values and standards. WO1 ‘D’ sits in the lower third of 3 in the Regt and is not recommended for an LE commission. WO1 ‘E’ is leaving the Regulars but I unequivocally recommend him for service in the Reserves/FTRS. 1RO – OC WO1 ‘A’ is the only WO1 that I report on and I unequivocally recommend him/her for a LE commission. WO1 ‘B’ is the only WO1 that I report on and I do not recommend him/her for a LE commission. 1RO – CO/OC Paragraph 2 - Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environments match the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this make it very difficult for a promotion board. Paragraph 3 – Reach – Two Jobs WO1 ‘A’ is destined to be an RE LE Offr, Log Tp Comd would suit his KSEs and give him/her the grounding to step to Echo Comd in the future. WO1 ‘B’ is leaving the Regulars but he/she has much to offer the Reserves/FTRS/SSCP either as a WO and in the future as an Offr.
5. Recommendations - JSP 757, Part 2 Vol 2
1 Up NA 2 Up NA LE Commission To apply the individual needs Excp/High/Yes in the AR. Reserve Service If a volunteer for conversion to VEng (Full) or VEng (Long) then state YES/NO Further Service (Free Text) FTRS/SSCP Next Appointment Instructor It is mandatory to make a recommendation. Recruiting It is mandatory to make a recommendation. Training (Free Text) Must match the narrative.
6. Posts and Employment Environment for LE Officers:
Posts Environments Others
Log Tp Comd UKSF/ SRR Corps or Comd SM (2 Years Maj) Sqn 2IC 12 (FS) Engr Gp Army SM (2 Years Maj) Ech Comd 25 (CS) Engr Gp E2 C3S 29 EOD&S Gp ICSC (2 Years Maj) GE – Wks Gp (Cornerstone) 170 (Infra Sp) Engr Gp GE - DIO 23 Engr Regt GEO 24 Engr Regt Diving Standards Inspector (Army) Cornerstone Reserve Unit
2-9-H-2 2RO – Gp Comd/CO – Performance Paragraph 1 – As per 1RO Paragraph 2 – As per 1RO
2RO – Gp Comd/CO - Potential Paragraph 1 – Position & Promotion (x of y) A single sentence summary of the subject’s position in relation to peers, taken from the Unit OOM grading board. 2RO – Gp Comd WO1 ‘A’ is the very best of the 21 within 12 Group and receives my unequivocal recommendation for RE LE commission. WO1 ‘B’ has rightfully been selected for a RE LE commission and receives a continued recommendation. WO1 ‘C’ was selected for a RE LE commission in 2017 but I no longer recommend him/her for this because of an infringement of value’s and standards. WO1 ‘D’ sits in the lower third of 21 within the Group and is not recommended for an LE commission. WO1 ‘E’ is leaving the Regulars but I unequivocally recommend him for service in the Reserves/FTRS. Paragraph 2 - Next (3-4 lines). What appointment next, demanding, middling or limited, Regimental duty, E1 or E2, field and environment’s match the individual’s capabilities? Strengths and any weaknesses. If the individual’s aspirations match, then state this. Don’t cover every type of employment as this makes it very difficult for a promotion board. Paragraph 3 – Reach – Two ranks up
2-9-H-3 PAGE LEFT INTENTIONALLY BLANK
2-9-H-4 REMARKS REMARKS OC LAD Wksps LAD OC employed Sprs
ANNEX I TO 9CHAPTER ANNEX 3RO 3RO CO 1UP EXCP/HIGH Gp Comd 1UP EXCP/HIGH Gp Gp Comd 1UP EXCP/HIGH None None None None None None None None SLIP HEAD OF OF HEAD INSERT ARM None None None None None None None None None None None REPORT WRITTEN REPORT BY 2RO 2RO Performance Performance Potential CO Potential Performance Performance Potential Performance Potential Gp ComdGp Performance Potential CO Potential OC Potential Comd Tp Potential Comd Tp Potential CO CO CO
* 1RO 1RO RANK REPORTING RANK OFFICERS JSP757-PART2-VOL2-ANNEX (SEEC-RE) Performance Performance Potential OC Performance Potential OC OC Performance Potential OC Performance Potential OC Performance Potential CO Performance Potential Potential Employing SNCO Performance Potential Employing SNCO Performance Potential Tp Comd Tp Performance RANK SNCO Spr WO Cpl LCpl WO2 SNCO WO1 TWO) (SMI, WO1 (RSM) WO1 (RSM) WO1 (GWO)
TR SERIAL SERIAL 9 7 R 8 5 6 3 4 1 2 RE RE
2-9-I-1 REMARKS REMARKS 2RO OC of OC 2RO employing Sqn 3RO required 3RO to identify early Artificer selection
3RO 3RO CO For 1 or Up High Excp CO For 1 or Up High Excp CO For 1 or Up High Excp CO For 1 or Up High Excp None None None None None None
SLIP HEAD OF OF INSERT HEAD ARM Officer nominated FTC by HQ None None None None None None None Officer nominated FTC by HQ None None SSgt/WO/Offr nominated by FTC REPORT WRITTEN REPORT BY 2RO 2RO Potential Performance Performance Potential Performance Potential Performance Potential Performance CO CO Potential CO CO Potential OC Potential LAD OC Potential OC OC Potential QM SQN HQ OC Potential Tp LdrTp LdrTp CO CO 1RO 1RO Performance Performance Potential Performance Potential Performance Performance Potential ASM for ASM LCpls Performance Potential QMT LAD OC OC LAD OC Performance Potential LAD OC Performance Potential LAD OC Performance Potential for CfnAQMS Tp Comd Tp Performance Potential SNCO Tp Performance Potential SNCO Tp Performance Potential QM QM RANK Cpl WO WO SNCO LCpl and Cfn SNCO Cpl Tpr WO Cpl LCpl 19 19 RLC RLC 17 18 16 16 14 14 15 12 12 REME 13 10 10 11 SERIAL SERIAL
2-9-I-2 REMARKS REMARKS
3RO 3RO None None None None None None None None None
46 46 SLIP HEAD OF OF INSERT HEAD ARM None None SPSSO2 8X SPSSO2 8X None None None None None REPORT WRITTEN REPORT BY 2RO 2RO QM LAD OC Potential For 1Upor High Excp CO Performance Potential QM Potential For 1Upor High Excp CO CO Potential OC Potential RAO Potential RAO Potential 1RO 1RO Performance Performance Potential Performance Potential Performance Potential Performance Performance Potential Det Comd Performance Potential Det Comd Det Comd RCWO (Chefs) LAD AQMS 1 LO SNCO Performance Potential RCWO (Chefs) LAD AQMS 1 LO SNCO Performance Potential RAO RAO RAO
RANK Pte Cpl Pte WO WO LCpl LCpl LCpl LCpl SNCO SERIAL SERIAL 25 25 26 23 23 24 AGC SPSAGC 22 20 20 21 For Sgts HoA reporting is not normally required for the first 3 reports in rank, HoA reporting will commence in the year prior to being considered by a promotion board; for SSgt, HoA 46 reporting is not required for thethe first first report 2 reports in rank;in rank, HoA reportingHoArequire reporting a HoAwill commenceinsert.will commence in inthe theyear prioryear prior to being to being considered considered aby VWO/promotion by a promotion board.board; forAllWO2s ranks in HoA reporting the year prior is not to beingrequired considered for by the SEB will
2-9-I-3 REMARKS REMARKS Sub-Unit to OC complete the in absence of RMO an
3RO 3RO None None None None None
None None None None HEAD OF OF INSERT HEAD SLIP ARM SO3 1PD ARTY REPORT WRITTEN BY REPORT 2RO 2RO CO CO Potential CO Performance Potential CO Potential or OC RMO Potential 1RO 1RO Performance Performance Potential Potential WO/SNCOEmploying Performance Potential 2IC RMO Performance Potential RMO Performance RANK SNCO LCpl – Pte SNCO WO 29 29 30 27 27 RAMC 28 SERIAL SERIAL RAPTC
2-9-I-4 Remarks ANNEX J TO 9 CHAPTER ANNEX Already heselected the remains 2nd 39ER. 9the best of within Sgt Middle thirdof 939ER. the within Sgts thirdLower 39ER. 9the Sgts of within The bestThe 39ER. 9 ofwithin Sgt The 3rdThe 39ER bestwithin of Sgt 9 the andnot 8the 2nd bestthe of Sgt selected promotion. for
H H RES Additional H H E2 Y SQMS Y SNCOMT Regt RES
Trg H H School Instr H Ph 2A TRG SSgt Y Ph 2B Trg SSgt
Next H H H SSgt Tp FS Regt H Sp/HQ Sqn RegtAny H SpSSgt Tp Sqn HQ/Sp H SSgt Tp FS Regt
Recommendations Recommendations Prom NOT NOT REC REC REC RECNOT MUST MUST CON MUST STRONG REC REC TOP THIRD THIRD TOP LOWER THIRD LOWER MIDDLE THIRD MIDDLE THIRD
EV Y Y EV EV EV Not N/A 2UP 0 0 0 0 Excp Y Y Y Y H H H Not N/A 1UP Excp EXAMPLE SGTEXAMPLE ORDER OF MERIT B B B B C C B- A- B+ B+ OPG
EV EV Y EV EV H N/A N/A 2UP 0 0 0 0
Y EV Y Y Y H H N/A N/A 1UP 0
Previous B B B B B C C B+ N/A OPG
MT MT MT MT Cbt Cbt Cbt Cbt Log Log Log Log C3S Trade Trade
NAME 2014 13 Parks 2011 16 2017 9 Kent 2011 16 King 2012 15 Tozer 2009 29 Harrison Harrison 2013 14 Roberts 2014 13 Peters Spencer Smith 2015 12
34 34 60 34 34 48 48 60 34 34 48 60 60 48 48 UNIT
8 9 7 5 6 2 4 3 1 Pos Pos
2-9-J-1
Name OPG Guide 1 Up Guide 2 Up Guide Promotion A/A- 5% Excp 5% Excp 1% Must be promoted now Seniority Date B+ 20-25% High 20% High 5% Strongly recommended for promotion B 50-60% Yes 30-40% Yes 20-25% Recommended for promotion Years Served B- 5-10% DEV 20-30% DEV 50-60% Not Recommended for promotion C 1% No 5% No 15-20% Continued recommendation for promotion
2-9-J-2 ANNEX K TO CHAPTER 9
INDIVIDUAL GRADING BOARD SHEET MS1/MS2
Rank – Cpl Name – Spencer Number – 24501747 Trade – ME B&C Seniority date 31 Jul 14 Reports in rank – 3 AR 15 B YES YES PHOTO AR16 B HIGH YES AR17 B+ HIGH YES Zones in for promotion – AR 18 Engagement Type – VEng In zone for promotion NO Qualified for promotion YES MSI Proposed Agreed during grading board Sqn OPG 1UP 2UP Recommendations Regt OOM OPG 1UP 2UP Recommendations OOM 1/12 A-/B+ HIGH YES Best Cpl in Regt 2/48 B+ HIGH YES No 2/48 Must promote now. Agree RECCE Sgt Agree CS Regt Agree Any Instructor post Agree MS2 Proposed Agreed during grading board Sqn OPG 1UP 2UP Recommendations Regt OPG 1UP 2UP Recommendations OOM OOM 1/12 B+ HIGH YES As per MS1 1/48 A- Excp YES Agree now best Cpl Regt OCS NOTES COs NOTES Deployed to the FI, CTX as acting RECCE Sgt, no issues PMC Cpls Mess at all, in fact performed better than 2Tps Sgt. QM (Presiding member) & RSM has been extremely MATTS instructor for Sqn/Regt package, ranges and impressed in the way she has led and commanded the mess NBC. Mountain Bike instructor for Sqn AT package, Ex committee. Most of whom are more senior but have supported author very pleased with her planning and execution. her in the way she has took it fwd. Organised the Summer Sqn all ranks function within budget. Trg Offr commented on her excellent running of the Sqn Plays and manages the Regt Cricket team. MATTS zeroing range, mentoring and getting the very best from the Sldrs in poor conditions.
2-9-K-1 PAGE LEFT INTENTIONALLY BLANK
2-9-K-2 ANNEX L TO CHAPTER 9
WRITING GUIDANCE – A225A
1. Primary Purpose.
a. 1RO - To provide the 2RO with insight into the individuals commissioning potential before the candidate is interviewed.
b. 2RO – To provide the RE ASB board with the information to enable them to initially board the individual against the other candidates.
2. Secondary Purpose. To identify the individual’s future employment fields.
3. Reporting Chain:
a. 1RO – CO
b. 2 RO – Gp Comd/Bde Comd
c. 3 RO – Only to be completed if the applicant is applying for a commission outside the Corps.
4. Format/Input:
1RO Paragraph 1 – Commissioning Recommendation I unequivocally think WO ‘A’ is suited for a RE/Another Capt Badge Late Entry Commission. Paragraph 2 – Officer Qualities – Three examples (Each 2-3 lines) Socially he is engaging, fun to be with and he possess a broad range of general knowledge and he is adept at understanding the bigger picture. He is very perceptive, identifying and resolving issues long before they become a problem, often using an innovative solution. His verbal communication skills are more structured than most of my DE Officers, whilst debating his points are delivered having first analysed the implications. Paragraph 3 – Position (x of y) Highly recommended, recommended, not suited Ranking & Recommendation: of the three candidates from 21ER I place him first and highly recommend him/her for an RE LE Commission. Ranking & Recommendation: of the three candidates from 21ER I place him second and recommend him/her for an RE LE Commission. Ranking & Recommendation: of the three candidates from 21ER I place him/her third and recommend him/her Ranking & Recommendation: of the three candidates from 21ER I place him/her third and deem him/her not suited at this stage for an RE LE Commission. Ranking & Recommendation: of the three candidates from 21ER I place him/her third and deem him/her not suited for an RE LE Commission. Paragraph 4 – Employability with supporting information to justify your statement WO ‘A’ is a candidate for the RE Corps Sergeant Major/Army Sergeant Major appointment and ICSC. (You are stating the person can complete ICSC and become a Maj within 4 years, future SMs will remain as WOs and follow a Comd SM route) WO ‘B’ could be considered for ICSC (You are stating the person can complete ICSC and become a Maj within 4 years) WO ‘C’ is ideally suited for G1/4/7 employment I see WO ‘D’ as a sub unit 2IC, ICSC then a Gp SO2 G7 before either Comd or Bde employment. I see WO ‘E’ as a Log Node Offr before Ech Comd to QMT or SO2 Log.
2-9-L-1
2RO PAGE LEFT INTENTIONALLY BLANK
Paragraph 1 – Knowledge of Individual I have known Mr X for 10 years and I make my observations following a 2-hour interview. I have never met Mr X before but make my observations following a 2-hour interview. Paragraph 2 – Officer Qualities 1 – Comment on their reasons for becoming an officer (are they compelling or not?) 2 - What do they have to offer as an officer (i.e. how do they intend to add value)? 3 – Efforts to self-improve (i.e. OU degrees etc.) 4 – Awareness (what do they know about current affairs, Army policies etc. how informed are they?) Paragraph 3 – Position and Recommendation Ranking & Recommendation: of the seven candidates from my Group I place him first and highly recommend him for an RE LE Commission.
Ranking & Recommendation: of the seven candidates from my Group I place him seventh and recommend him for an RE LE Commission. Paragraph 4 – Employment Recommendations with justifying information. WO ‘A’ is a candidate for the RE Corps Sergeant Major appointment and ICSC. (You are stating the person can complete ICSC and become a Maj within 4 years) WO ‘B’ could be considered for ICSC (You are stating the person can complete ICSC and become a Maj within 4 years) (Evidence of candidate’s staff work) WO ‘C’ is ideally suited for G1/4/7 employment I see WO ‘D’ as a sub unit 2IC, ICSC then a Gp SO2 G7 before either Comd or Bde employment. I see WO ‘E’ as a Log Node Offr before Ech Comd to QMT or SO2 Log.
2-9-L-2 ANNEX M TO CHAPTER 9
GUIDE TO WRITING AFB 108X – CERTIFICATE OF SERVICE TESTIMONIALS
TESTIMONIALS
1. Background. In accordance with Queen’s Regulations 9.358 – 9.361, soldiers are to receive a AFB 108 on leaving the Service. The AFB 108X is a certificate of Service that factually lists a soldier’s achievements, operational tours and assignments. The ‘108’ should be a functional document which translates experience. The following points should be considered:
a. The author should be aware of the audience to which they are writing. It is a translation of service achievements of what the solider has achieved, whether from rank, trade or qualification to make the soldier attractive to a potential employer. Remember to write from a civilian perspective not a military one, ensuring the soldier’s character is reflected.
b. The report should not contain any negative comments and avoid military-specific jargon, for example ‘Spr X has achieved his Cat B and Cat C+E driving licences’ is far more useful than ’Spr X is qualified to drive Pinz, Jackal, Quad and a 6-tonner’.
c. No ‘cut and paste’ or fiction should be used – large employers will quickly see through it.
d. It should stand the test of time. Don’t state their plans as these may change. Focus only on the evidence of their service without predicting their future aspirations.
2. Structure & Content. The basic template for a AFB 108X is available from the RHQ RE SharePoint site at this link. All testimonials are to be completed using the templates below using Arial Font 11 and without abbreviations or acronyms. The soldier should be referred to by their rank in the ‘heading’ only, thereafter they should be referred to as ‘Mr X’ or appropriate. Everything must be staff checked at sub-unit level prior to submission to the RCMO. The following structure should be adhered to:
a. Heading. The Service Leaver’s (SL) number, rank, name and military conduct must be recorded. Guidelines governing a SL’s Military Conduct assessment are at Appendix 1.
b. Main Body. The main body of the text should be broken down as follows:
(1) The first paragraph should lay out the details of the SL, i.e. name, rank, date of enlistment, employment qualifications, where they have served and their Military Conduct, for example:
‘Mr X enlisted into the Corps of Royal Engineers on 03 November 2014 and has qualified as a Class 1 Carpenter and Joiner and Class 1 Combat Engineer. During his career ‘Mr X has served in the United Kingdom, Northern Ireland, Bosnia, Canada, Iraq and Afghanistan. His conduct throughout has been exemplary.’
(2) The second paragraph should describe the SL’s Employment Qualification (EQ). If the SL has more than one EQ then this paragraph must be duplicated, outlining the respective detail. Templates for each RE EQ are at Annex B.
(3) The third paragraph should concentrate on the SL’s personality. This can be as detailed as the originator intends, allowing for the overall impression they are trying to convey. It should not contain negative points but should concentrate on the positive aspects of a SL’s character. This is also a chance to elaborate on a SL’s specific skills which may enhance their job prospects i.e. their supervisory qualities. You may wish to refer to courses they may have completed which have qualified them in these subjects. Attention should be paid to an SL’s determination, initiative, enthusiasm, reliability and leadership abilities. Any examples of these qualities should be tailored towards a civilian reader; troops should be referred to as teams, for example:
2-9-M-1 ‘Throughout his service with the Royal Engineers, Mr X has been a hardworking, intelligent, motivated and reliable soldier who is able to deliver results working independently or as part of a team. He has a proven ability to think ahead and prepare for an approaching task, as well as lead team members in pressured environments. He has earned the respect of his peers through his dedication, personal ability and his unfazed approach when tested in unpredictable situations’.
(4) An additional paragraph should be inserted for SNCOs and WOs to outline their additional responsibilities and management roles, for example:
‘Mr X has been responsible for the professional oversight, career management and personal development of 30 subordinates. This has been conducted in routine barracks and arduous operational environments. Their trade knowledge, motivation, delegation and interpersonal skills have been thoroughly tested and never found wanting. He is at ease supervising a large and diverse group of individuals’.
(5) The final paragraph should contain a salutation and a recommendation for future employment. The originator can again vary the strength of their final comments to tailor the testimonial to the subject, for example:
‘I wish Mr X every success for the future and I am confident the training and experience he has gained in the Armed Forces will stand him in good stead as he/she embarks upon this change of career. In short I have no reservation in recommending him/her to any potential employer’.
3. CDT Discharge. If the soldier has been discharged due to CDT, the following line will be added. ‘Mr X has been discharged due to a positive result on a Compulsory Drugs Test for a Class A drug – Cocaine. Despite this setback he has demonstrated an ability to work in difficult conditions and he has skills that would be desirable to civilian employers’. This is a legal requirement and must not be omitted to protect the individual.
4. Temperamentally Unsuitable (TU). If the soldier has been discharged through the TU process the following line will be added. ‘Mr X was discharged from the Army due to being deemed as ‘Temperamentally Unsuitable’. This is not necessarily a reflection upon his character but he is no longer deemed to be suitable for military service. Despite this setback he has demonstrated an ability to work in difficult working conditions and he has skills that are desirable to civilian employers.’
5. Common Mistakes. Avoid the following as a minimum:
a. Abbreviations. All ranks and courses should be given in full always. Abbreviations should only be used if they are civilian and obvious, for example ‘NVQ’.
b. Capitalisation. Just because it’s a military word, doesn’t mean it’s automatically capitalised. For example, 9 Parachute Squadron is capitalised, the word parachute or squadron in a sentence is not.
c. Course names and descriptions. Ensure the courses are named by their official title and the description translates into civilian skills. For example, don’t say ‘Mr X completed ‘the All Arms Physical Training Instructor Course qualifying him on to organise and supervise physical training’. Instead say ‘Mr X’s performance on the All Arms Physical Training Instructor Course demonstrated an ability to assimilate technical and medical information and demonstrated a high level of physical determination and robustness’.
d. Spelling. Don’t simply rely on spell-check. Ensure you have read through the entire document as you may have a correctly spelt word but not the one you meant to use. In addition, ensure it is UK and not US spelling.
2-9-M-2 6. Reporting Process.
a. Timelines. Refer to Ref A&B. NTT testimonials should be with the individual NLT six months prior to the date of discharge. Medical discharges should be with the individual NLT seven days after a decision has been made to end their Service.
b. Reporting Chain. The completed and staff checked testimonial should be sent to the RCMO for examination who will then deliver them to the CO for signature and subsequently the Sys Co-ord for administering.
Appendices:
1. Military Conduct Assessment Guide. 2. RE Employment Qualification Template. 3. Generic Employment Qualification Template. 4. Example Structure and Format Template.
2-9-M-3 PAGE LEFT INTENTIONALLY BLANK
2-9-M-4 APPENDIX 1 TO ANNEX M TO CHAPTER 9
MILITARY CONDUCT ASSESSMENT GUIDE
1. A SL’s Military Conduct is to be assessed only by entries on their regimental conduct sheet. All SL’s are to be categorised as one of the following47:
a. Exemplary. To be eligible for an assessment of ‘Exemplary’ a soldier must have:
(1) No awards of imprisonment (including suspended sentence) in a civilian institution.
(2) No awards of detention (including a suspended sentence) in a military institution or field punishment48.
(3) No reduction in substantive rank on disciplinary grounds.
(4) No case of desertion in which a trial has been dispensed with.
(5) No award of dismissal for misconduct or where any of the offences of which he has been found guilty by a court, involves misconduct of a nature expressed in QR’s para 9.404.
(6) No award of military or civil fines or community sentences, recorded as a Regimental Entry.
b. Very Good. To be eligible for an assessment of ‘Very Good’ a soldier must have:
(1) No awards of imprisonment (including suspended sentence) in a civilian institution.
(2) No awards, in total of all awards, of detention (including a suspended sentence) in a military institution of more than 14 days or field punishment48.
(3) No reduction in substantive rank on disciplinary grounds.
(4) No case of desertion in which a trial has been dispensed with.
(5) No award of dismissal for misconduct or where any of the offences of which he has been found guilty by a court, involves misconduct of a nature expressed in QR’s para 9.404.
(6) No more than two separate awards of military or civil fines or community sentences, recorded as a Regimental Entry.
c. Satisfactory. To be eligible for an assessment of ‘Satisfactory’ a soldier must have:
(1) No awards of imprisonment (including suspended sentence) in a civilian institution.
(2) No awards, in total of all awards, of detention (including a suspended sentence) in a military institution of more than 28 days or field punishment48.
(3) Not to have been reduced in substantive rank on disciplinary grounds more than once.
(4) No case of desertion in which a trial has been dispensed with.
(5) No award of dismissal for misconduct or where any of the offences of which he has been found guilty by a court involves misconduct of a nature expressed in QR’s para 9.404.
d. Fair. To be eligible for an assessment of ‘Fair’ a soldier must have:
47 Further information can be found at QR 9.448-9.459. 48 A sentence of 8 days or more forfeiture of pay awarded when on active service is to count for this purpose as a sentence of field punishment. An award of less than 8 days forfeiture of pay is not to be considered when assessing military conduct. 2-9-M1-1 (1) No awards of imprisonment (including suspended sentence) in a civilian institution.
(2) No awards, in total of all awards, of detention (including a suspended sentence) in a military institution of more than 112 days or field punishment49.
(3) Not to have been reduced in substantive rank on disciplinary grounds more than once
(4) No case of desertion in which a trial has been dispensed with.
(5) No award of dismissal for misconduct or where any of the offences of which he has been found guilty by a court, involves misconduct of a nature expressed in QR’s para 9.404.
e. Unsatisfactory. Covers all whose military conduct is assessed below ‘Fair’.
49 A sentence of 8 days or more forfeiture of pay awarded when on active service is to count for this purpose as a sentence of field punishment. An award of less than 8 days forfeiture of pay is not to be considered when assessing military conduct. 2-9-M1-2 APPENDIX 2 TO ANNEX M TO CHAPTER 9
RE EMPLOYMENT QUALIFICATION TEMPLATES
ME COMBAT ENGINEER
As a Class 3 Combat Engineer, Mr X can carry out basic construction engineering, use basic engineering tools, construct equipment and non-equipment bridging as part of a team. He is also trained in the handling and use of in-service explosives, demolition equipment and water supply methods.
As a Class 2 Combat Engineer, Mr X can use basic engineer tools and equipment, working individually, as part of a team, or in command of combat engineering tasks. He is practised in: basic construction engineering; equipment and non-equipment bridging; the handling and use of in-service demolition equipment and accessories; and in-service water supply methods.
As a Class 1 Combat Engineer, Mr X can use basic engineer tools and equipment, working individually and as part of a team. He is practised in: basic construction engineering; equipment and non-equipment bridging; the handling and use of in-service explosives; basic watermanship; and in-service water supply equipment. Mr X has significant experience commanding combat engineering tasks and supervising teams of junior soldiers.
ME ENGINEER LOGISTIC SPECIALIST As a Class 2 Logistic Specialist, Mr X is responsible for the safe keeping, correct usage and documentation of engineer equipment and the storage, correct usage and accounting of materiel. He is also responsible for the acquisition, provision, inspection, recycling, maintenance and movement of engineer resources.
As a Class 1 Logistic Specialist, Mr X gives advice to units on the availability of engineer resources and alternatives. He is responsible for the acquisition, control, maintenance and movement of engineer resources. He is also responsible for managing an engineer resources cell and controlling both military drivers and mechanical handling staff.
ME DRIVER As a Class 3 Driver, Mr X is qualified to operate in-service road vehicles up to licence category C+E. He is experienced in all aspects of driving, including convoy drills, cross-country driving, securing of loads and towing a trailer. He is also qualified to maintain all Category C+E vehicles under supervision.
As a Class 2 Driver, Mr X is experienced in driving and maintaining in-service road vehicles up to and including licence category C+E. He is practised in driving vehicles with minimum supervision, with due care for the vehicle and its load, and safely in accordance with traffic regulations.
As a Class 1 Driver, Mr X has acted as the unit’s fleet manager, responsible for the allocation, security, maintenance and servicing of vehicles and associated equipment without supervision. He can drive and maintain in-service road vehicles up to and including licence category C+E. He has been responsible for driving vehicles safely in accordance with traffic regulations and with due care for the vehicle and its load.
As a Class 1 Driver Specialist (Crane), Mr X can drive and maintain in-service road vehicles up to and including licence category C+E. He has been responsible for driving vehicles safely in accordance with traffic regulations and with due care for the vehicle and its load. He has also been responsible for the security, maintenance and servicing of vehicles and associated equipment without supervision. Mr X is also able to operate and maintain all in-service cranes without supervision. He can reconnoitre, plan, delegate and conduct detailed route requirements.
As a Class 1 Driver Specialist (Plant Transporter), Mr X can drive and maintain in-service road vehicles up to and including licence category C+E. He has been responsible for driving vehicles safely in accordance with traffic regulations and with due care for the vehicle and its load. He has also been responsible for the security, maintenance and servicing of vehicles and associated equipment without supervision. Mr X is 2-9-M2-1 also able to drive, operate and maintain the in-service plant transporter at licence category C+E level. He is trained to load and secure all in-service plant equipment, both wheeled and tracked, with no supervision. He is also trained to select and approve routes for all abnormal loads which may be required to be carried.
ME PLANT OPERATOR AND MECHANIC As a Class 2 Plant Operator and Mechanic, Mr X is qualified to operate, service and maintain a wide variety of wheeled and tracked plant including bucket loaders, tractor units, graders, hydraulic excavators, self-propelled compactors and towed compactors. He can carry out a diverse variety of excavating and levelling operations working to pegs and boards, often in arduous and demanding conditions and is aware of all relevant safety regulations.
As a Class 1 Plant Operator and Mechanic, Mr X has been responsible for commanding small teams of operators on construction sites and in routine maintenance and servicing of plant equipment. He is qualified to operate, service and maintain a wide variety of wheeled and tracked plant including engineer construction plant equipment, bucket loaders, tractor units, hydraulic excavators, self-propelled compactors and towed compactors. He can carry out a diverse variety of excavating and levelling operations working to pegs and boards, often in arduous and demanding conditions and is aware of all relevant safety regulations.
ME COMMAND, CONTROL AND COMMUNICATIONS SYSTEMS As a Class 2 Command, Control and Communications Systems Operator, Mr X can install, operate and maintain a 2-set vehicle mounted radio system using both HF and VHF frequency bands. He can set up and operate telephones, secure speech devices, antennas, and control equipment. In addition, he can send and receive messages securely, using radio voice procedures and codes, with minimum supervision. He is aware of all relevant safety regulations.
As a Class 1 Command, Control and Communications Systems Operator, Mr X can able to advise Line Managers on the capabilities and deployment of communications systems and equipment. He is also able to install, operate, maintain and fault find a 2-set vehicle mounted radio system using both HF and VHF frequency bands. He can set up and operate telephones, secure speech devices, antennas and control equipment. In addition, he can send and receive messages securely, using radio voice procedures and codes without supervision and often in high pressure environment. He is aware of all relevant safety regulations.
ME CARPENTER AND JOINER As a Class 2 Carpenter and Joiner, Mr X can construct, maintain and modify timber structures within buildings. He can erect timber framework, construct simple trestles and erect scaffolding in standard configuration to working platforms 5 metres in height. He can construct and maintain floors, partitions, roofs and trusses and can erect and strike timber formwork and shoring with minimum supervision. He is trained in the operation and maintenance of a comprehensive range of wood cutting machines and is aware of all relevant safety regulations.
As a Class 1 Carpenter and Joiner, Mr X can construct, maintain and modify timber structures within buildings. He can erect timber framework, construct simple trestles and erect scaffolding in standard configuration to working platforms 5 metres in height. He can also construct and maintain floors, partitions, staircases, roofs and trusses. He can erect and strike timber formwork and shoring without supervision. He is also qualified to design staircases, formwork, shoring and floors and can provide technical and managerial advice to a small team and co-ordinate their work with the Project Manager. He can operate and maintain a comprehensive range of wood cutting machines and can work to specific design drawings. He is aware of all relevant safety regulations.
ME BRICKLAYER AND CONCRETER As a Class 2 Bricklayer and Concreter, Mr X can construct, maintain, alter and repair brickwork, block work or random rubble masonry structures. He can fix formwork and cut, bend and position reinforcement, and can mix, place, finish and cure concrete by hand or machine. He can apply rendering or decorative finishes to external walls and fix tiles to floors and roofs. He can erect scaffolding up to a maximum height of 5 metres with minimum supervision and is aware of all relevant safety regulations.
2-9-M2-2 As a Class 1 Bricklayer and Concreter, Mr X can construct, maintain, alter and repair brickwork, block work or random rubble masonry structures. He can fix formwork and cut, bend and position reinforcement, and can mix, place, finish and cure concrete by hand or machine. He can apply rendering or decorative finishes to external walls and fix tiles to floors and roofs. He can erect scaffolding up to a maximum height of 5 metres without supervision. He can set out brickwork and concreting tasks and can provide technical and managerial advice on the amount of materials, tools, equipment and manpower required. He is aware of all relevant safety regulations.
ME ELECTRICIAN As a Class 2 Electrician, Mr X is qualified to install, operate, maintain and repair: low voltage electrical installations, generating plant, alternating and direct current machines, and starter and control gear equipment. He can install and maintain low voltage underground cable systems and can assist with synchronising, load sharing and switchboard control with minimum supervision. He is aware of all relevant safety regulations.
As a Class 1 Electrician, Mr X is qualified to install, operate, maintain and repair: low and high voltage electrical installations, generating plant, alternating and direct current machines; and starter and control gear equipment. He can install and maintain low and high voltage underground cable systems and is capable of synchronising, load sharing and switchboard control without supervision. He is qualified to conduct commissioning tests on low voltage electrical installations and plan, and can assist in the design of small electrical installation projects. He is aware of all relevant safety regulations.
ME FABRICATOR As a Class 2 Fabricator, Mr X can manufacture and repair assemblies and vessels using thin and medium size materials. He has been trained in brazing, riveting and joining thin plate and can carry out oxygen- acetylene, manual arc, resistance and metal inert gas welding. He can produce drawn pattern developments and templates and is conversant with the regulations concerning the mounting and use of abrasive wheels. Mr X is aware of all relevant safety regulations.
As a Class 1 Fabricator, Mr X can manufacture and repair assemblies and vessels using thin and medium size materials. He has been trained in brazing, riveting and joining thin plate and can carry out oxygen- acetylene, manual arc, resistance and metal inert gas welding. He can weld stainless steel and aluminium alloys using tungsten inert gas welding and can repair rubberised sheet materials and glass reinforced plastic composites. He can use a large variety of workshop machinery including power rollers and brake presses and can produce drawn pattern developments and templates. He is conversant with the regulations concerning the mounting and use of abrasive wheels and all other relevant safety regulations.
ME HEATING AND PLUMBING ENGINEER As a Class 2 Heating and Plumbing Engineer, Mr X can assemble, install and maintain hot and cold water and gas supply systems. With minimum supervision, he can work on: oil and liquid petroleum gas supply systems, sanitation drainage and waste disposal, central heating systems, roof weathering (including flashing), and roof drainage. He is aware of all relevant safety regulations.
As a Class 1 Heating and Plumbing Engineer, Mr X can assemble, install and maintain hot and cold water and gas supply systems. Without supervision, he can work on: oil and liquid petroleum gas supply systems, sanitation, drainage and waste disposal, central heating systems, roof weathering (including flashing), and roof drainage. He can install boiler systems including distributing pipe work, fittings, and calorifiers. He can provide technical and managerial direction to a small team and co-ordinate their work with project managers. He is aware of all relevant safety regulations.
ME BUILDING AND STRUCTURAL FINISHER As a Class 2 Building and Structural Finisher, Mr X is an able craftsman capable of performing internal or external preparation, application and finishing tasks safely and competently, with minimum supervision. He can apply floor finishes, window glazes and manufacture signs using transfers, stencils, vacuum applicators and sign writing methods. He can erect access scaffolding in standard configuration up to working platforms 5 metres in height. He is aware of all relevant safety regulations.
2-9-M2-3 As a Class 1 Building and Structural Finisher, Mr X is an able craftsman capable of performing internal or external preparation, application and finishing tasks safely and competently, without supervision. He can apply floor finishes, window glazes and manufacture signs using transfers, stencils, vacuum applicators and sign writing methods. He can erect access scaffolding in standard configuration up to working platforms 5 metres in height. He is qualified to plan simple tasks including estimating materials, labour costs and advise on the potential hazards associated with using materials and equipment. He is aware of all relevant safety regulations.
ME FITTER GENERAL AND FITTER EQUIPMENT As a Class 2 Fitter, Mr X is proficient in common fitter skills. He can extract information from workshop manuals or engineer drawings to facilitate the manufacture by hand of simple mechanical components. He can install, operate, service, maintain and repair: trailer-mounted generators, mobile water treatment equipment, spark ignition engines, and compression ignition engines. He can also service, maintain and repair, transmission, steering, braking, suspension and hydraulic systems on construction plant. He can preserve and de-preserve mechanical and electrical equipment and carry out functional testing of components after repair. Mr X is also able to complete all relevant documentation after servicing, maintenance and repair and can work within Health and Safety Regulations pertinent to mechanical engineering practices.
As a Class 1 Fitter, Mr X is proficient in common numerous fitter skills. He can install, operate, service, maintain and repair trailer-mounted generators, mobile water treatment equipment, spark ignition engines, and compression ignition engines. He can also service, maintain and repair plant transmission, steering, braking, suspension, and hydraulic systems. He can inspect construction plant and produce comprehensive reports on equipment condition and the repairs required, this includes residual life estimates of assemblies and components. He can preserve mechanical and electrical equipment and carry out functional testing of components after repairs. After conducting repairs Mr X is able to complete all relevant documentation and is to able to work within Health and Safety Regulations pertinent to mechanical engineering practices. Mr X can draw and interpret engineering diagrams and extract information from workshop manuals to facilitate the manufacture of simple mechanical components. As a Non-Commissioned Officer, he is also able to supervise and direct a team of allied trades and advise line managers on all aspects of mechanical and construction plant condition, maintenance and repair.
ME FITTER (AIR CONDITIONING AND REFRIGERATION) As a Class 2 Fitter (Air Conditioning and Refrigeration), Mr X is proficient in common air conditioning and refrigeration skills. He can extract information from workshop manuals or engineer drawings to facilitate the installation, repair and maintenance of basic refrigeration systems; suitable for domestic, commercial and small industrial use. Mr X is also proficient on split air conditioning units and limited tasks on central plant. He is trained and experienced in fault finding and repair of all associated electrical wiring, pipe work, ducting and fixtures. He can install, repair and maintain refer units (refrigerated ISO containers), small ice machines and operate refrigerant gas recovery, charging and recycling units. Mr xx has been trained to construct aluminium systems, is qualified in the use of abrasive wheels and can construct scaffolding in standard configurations to working platforms 5 metres in height. He has obtained the City & Guilds Fluorinated-Gas Ozone Depleting Substances (2079) and Small commercial & domestic units (6127) qualifications and is aware of all relevant safety regulations.
As a Class 1 Fitter (Air Conditioning and Refrigeration), Mr X is proficient in common air conditioning and refrigeration skills. He can extract information from workshop manuals or engineer drawings to facilitate the installation, repair and maintenance of: refrigeration systems for domestic, commercial and small industrial use, ventilation equipment, liquid chiller systems, and Variable Refrigeration Flow/Variable Refrigeration Volume systems. Mr X is proficient on split air conditioning units and limited tasks on central plant. He is trained and experienced in fault finding and repair of all associated electrical wiring, pipe work, ducting and fixtures. He can install, repair and maintain refer units (refrigerated ISO containers), small ice machines and operate refrigerant gas recovery, charging and recycling units. He can carry out heat load calculations, design packaged air conditioning systems, design and install duct work and use air handling diagnostic equipment. Mr X has been trained to construct aluminium systems, is qualified in the use of abrasive wheels and can construct scaffolding in standard configurations to working platforms 5 metres in height. As a junior non-commissioned officer, he can supervise junior tradesman and he has obtained the City & Guilds Fluorinated-Gas Ozone Depleting Substances (2079) and Small commercial & domestic units (6127) qualifications. He is aware of all relevant safety regulations.
2-9-M2-4 ME FITTER UTILITIES AND PETROLEUM As a Class 1 Fitter (Utilities and Petroleum), Mr X is proficient in common fitter skills. He can install, operate, service, maintain, fault find and repair spark ignition engines and compression ignition engines. He can service, maintain and repair heavy engines including 250 KW plus static generators and operate industrial scale power generating plants. Mr X can install, repair and maintain: single and multi-stage centrifugal pumps, positive displacement pumps, mobile air compressors and static compressed air installations. He can install, test, commission and operate fresh water and sewage treatment equipment, including the setup, operation and maintenance of water purification units, incorporating reverse osmosis systems. Mr X can design, construct, test, maintain and operate bulk fuel installations, including conducting air leak tests and hydrostatic pipe line tests with associated diagnostic equipment. He is qualified in pollution control, including the control and cleaning of oil spills, including inland waterways and shorelines, and firefighting using a range of equipment from extinguishers to tenders and pumping systems. Mr X is qualified to work in confined spaces, using breathing apparatus and fall arrest equipment, has a City and Guilds first aid qualification and NVQ level 3 in Engineering Maintenance. He can correctly document all routine servicing, maintenance and repairs and is aware of all relevant safety regulations.
ME SURVEYOR As a Class 2 Surveyor, Mr X is a resourceful team member who can achieve a high level of performance within this technical discipline. He can establish, plan and carry out height controls for construction or survey and conduct a detailed site survey, producing contoured site plans or digital terrain models. He can design alignments and pavement shapes and monitor deformation in structures and pavements. He can set out for control of line, level of buildings and control of earthworks for linear construction.
As a Class 1 Surveyor, Mr X is a resourceful team member who can achieve a high level of performance within this technical discipline. He can establish, plan and carry out height controls for construction or survey and conduct a detailed site survey, producing contoured site plans or digital terrain models. He can design alignments and pavement shapes and monitor deformation in structures and pavements. He can set out for control of line, level of buildings and control of earthworks for linear construction. He can work unsupervised and control a small team of surveyors.
ME DESIGN DRAUGHTSMAN As a Class 2 Design Draughtsman Mr X can design layouts for camps and buildings as a member of an integrated project team. He can draw and detail buildings and building services in accordance with standard practices and current regulations. He can draw and detail structures and their components from calculations and sketches as well as measure and draw existing buildings and structures.
As a Class 1 Design Draughtsman, Mr X can design layouts for camps and buildings and work as a member of an integrated project team. He can draw and detail buildings and building services in accordance with standard practices and current regulations. He can draw and detail structures and their components from calculations and sketches as well as measure and draw existing buildings and structures. He can give line managers advice on all aspects of his trade and can supervise junior tradesmen. He can use computer-aided draughting equipment and plan and supervise the setting up and running of a Design Draughtsman team and office.
ME DRAUGHTSMAN (ELECTRICAL AND MECHANICAL) As a Class 2 Draughtsman (Electrical and Mechanical), Mr X can produce detailed engineer drawings of electrical and mechanical components and assemblies for manufacture or repair in workshops. He is also able to produce detailed engineer drawings of electrical and mechanical services and assist in the design of components and electrical and mechanical services.
As a Class 1 Draughtsman (Electrical and Mechanical), Mr X can produce detailed engineer drawings of electrical and mechanical components and assemblies for manufacture or repair in workshops. He is also able to produce detailed engineer drawings of electrical and mechanical services and to assist in the design of components and electrical and mechanical services. He can advise on all aspects of his employment and supervise junior tradesmen. He can also plan and supervise the setting up and running of a Draughtsman (Electrical and Mechanical) team or office.
2-9-M2-5 ME CONSTRUCTION MATERIAL TECHNICIAN As a Class 2 Construction Material Technician, Mr X is a resourceful team member who can achieve a high level of performance within his discipline. He can carry out the in-depth engineering classification of soils and apply this information to engineering solutions. He can design pavement materials and concrete mixes to a given specification and he can plan and supply material quality control effectively during construction projects. He can collate information and produce factual reports on materials used for construction. Mr X is aware of all current safety regulations.
As a Class 1 Construction Material Technician, Mr X is a resourceful team member who can achieve a high level of performance within his discipline. He can carry out the in-depth engineering classification of soils and apply this information to engineering solutions. He can design pavement materials and concrete mixes to a given specification and he can plan and supply material quality control effectively during construction projects. He can conduct advanced testing of soils, identifying chemical composition and geotechnical parameters. He can carry out ground investigations and provide technical advice of materials for construction sites or produce factual reports on materials used for construction. He is aware of all current safety regulations.
ME ARMY DIVER As an Army Diver Class 2, Mr X can conduct diving operations to depths of 30 metres on air, using SCUBA diving equipment. He is qualified to conduct visual surveys, underwater search and recovery operations, including fast water environments and demolitions. He is also qualified to work with specialised equipment, such as buoyancy bags and underwater bolting tools. He is conversant with all relevant safety regulations.
As an Army Diver Class 1, Mr X can conduct diving operations to depths of 42 metres on air, using both SCUBA and surface supplied demand equipment. He is also qualified to work with specialised equipment such as buoyancy bags, hydraulic tools, ultra-thermic cutting equipment, underwater bolting tools and underwater concreting, with minimum supervision. He is conversant with all relevant safety regulations.
As an Army Diving Supervisor, Mr X can conduct the range of diving operations, including the initial and detailed planning phases and risk assessments, task control and the completion of post operation report writing. He is technically qualified to lead dives to depths of 42 metres on air, using both scuba and surface supplied demand equipment. He is also qualified to work with specialised equipment such as buoyancy bags, hydraulic tools, ultra-thermic cutting equipment, underwater bolting tools and underwater concreting. He is conversant with all relevant safety regulations.
2-9-M2-6 APPENDIX 3 TO ANNEX M TO CHAPTER 9
GENERIC EMPLOYMENT QUALIFICATION
TEMPLATES AAPPS AND BPC COURSES
All Arms Pre-Parachute Selection (AAPPS) course, an arduous course that requires high levels of physical fitness and moral courage in order to be successful. On completion of AAPPS, he attended the Basic Parachute Course and has completed numerous parachute descents by day and by night with full equipment. ALL ARMS COMMANDO COURSE (AACC) The All Arms Commando Course develops the temperament, mental resolve, physical robustness and the core military skills necessary to operate as a Commando, usually in 3 Commando Brigade. The Commando ethos involves determination, unselfishness, cheerfulness in the face of adversity and courage. AAPTI COURSE Mr X has completed the All Arms Physical Training Instructor Course. This allowed him to train and develop soldiers’ fitness for operations. On completion, he was responsible for developing training programmes, co-ordinating physical training, and providing individual development advice to a company of over 100 personnel. TEAM MEDIC COURSE Mr X has passed the Team Medic course, a qualification which allowed him to triage and provide immediate care for battlefield casualties; it requires composure under pressure, quick analysis and the ability to absorb technical information. COMBAT HEALTH ADVISOR COURSE Mr X is qualified in Combat Health Duties and gives 1st line Environmental Health support by assisting in the implementation of control measures to prevent and/or reduce disease and non-battle injury (DNBI), to maintain operational effectiveness. He is responsible for safe and effective use of pesticides and application equipment. He can provide and manage effective field sanitation systems and produce a safe, potable supply of water in field conditions.
2-9-M3-1 PAGE LEFT INTENTIONALLY BLANK
2-9-M3-2 APPENDIX 4 TO ANNEX M TO CHAPTER 9
EXAMPLE STRUCTURE AND FORMAT
TEMPLATES SENIOR NON-COMMISSIONED OFFICER
Staff Sergeant50 X has51 completed 17 years of exemplary service with the Royal Engineers during which time he has gained considerable supervisory, artisan and operational experience. He has led soldiers in Northern Ireland, Iraq, Bosnia and Macedonia.
Mr X52 has qualified as a Military Engineer Class 153 providing in-depth knowledge of field engineering principles; equipment and non-equipment bridging; the handling and use of in-service explosives; basic watermanship; and in-service water supply equipment. Mr X has significant experience commanding combat engineering tasks and supervising teams of junior soldiers. He has also gained a City and Guilds certificate as a Bricklayer. More recently Mr X has been trained as a Bomb Disposal Officer conducting explosive clearance operations in a number of countries. He proved to be composed and calm despite the dangers.
As a Senior Non-Commissioned Officer54, Mr X was formally trained in man-management, motivational techniques, discipline, team dynamics and supervisory skills attaining an NVQ in management. He held personal responsibility for the efficiency of team procedures and routine administration and for the maintenance and good order of his Troop’s equipment and thirty personnel. As a Troop Staff Sergeant, his professional effectiveness and leadership ability were often mentioned in reports and Mr X stood in for the troop commander on a number of occasions including a deployment to Belize.
During his service Mr X has been well motivated, productive and cheerful. He has shown self-discipline and exercised his leadership skills to good effect. He actively participated in Army life, regularly played sport and showed marked talent at rugby and cross-country.
I wish Mr X every success now he has decided to embark on a second career and I am confident that his training and experience will be directly applicable to many civilian employments. I unreservedly recommend him as an employee55.
50 Use full rank title in first line thereafter drop rank. 51 Same tense throughout:Perfect/Past tense. 52 Where possible use full name and not He/She. 53 For a SNCO you should be looking to cut down the qualification paragraph and concentrate on management and supervisory comment. 54 All NCOs should have their motivational and supervisory training and experience exposed in civvie-speak. 55 Firm recommendation. Avoid vagueness: ‘any future employer’. 2-9-M4-1 JUNIOR NON-COMMISSIONED OFFICER Corporal56 X has57 completed 11 years of exemplary service with the Royal Engineers during which time he has gained considerable supervisory, artisan and operational experience. He has led soldiers in Northern Ireland, Iraq and Macedonia.
Mr X58 has qualified as a Military Engineer Class 159 and is competent in the use of basic engineer tools and equipment, working individually or as part of a team. He is practised in: basic construction engineering; equipment and non-equipment bridging, the handling and use of in-service explosives; basic watermanship; and in-service water supply equipment. Mr X has significant experience commanding combat engineering tasks and supervising teams of junior soldiers. Additionally, as a Class 1 Heating and Plumbing Engineer, Mr X can assemble, install and maintain hot and cold water and gas supply systems. Without supervision, he can work on: oil and liquid petroleum gas supply systems; sanitation, drainage and waste disposal, central heating systems, roof weathering (including flashing), and roof drainage. He can install boiler systems including distributing pipe work, fittings, and calorifiers. He can provide technical and managerial direction to a small team and co-ordinate their work with project managers. He is aware of all relevant safety regulations.
Most recently he has been trained in Advanced Search techniques deploying on several high assurance operations in support of the Home Office and Police.
As a Non-Commissioned Officer and commander of an 8-man Section60 in both Field and Airborne forces, Mr X was formally trained in man-management, motivational techniques, discipline, team dynamics and supervisory skills attaining an NVQ in management. He held personal responsibility for the efficiency of team procedures and routine administration and for the maintenance and good order for the section’s equipment. During his time as a Corporal his effectiveness and reliability as a supervisor were often mentioned in reports. Mr X received individual praise when given additional responsibility organising a successful demonstration of search techniques and proving well motivated, productive and cheerful.
Mr X has shown self-discipline and exercised his leadership skills to good effect. He actively participated in Army life, regularly played sport and showed marked talent at rugby.
I wish Mr X every success now he has decided to embark on a second career and I am confident that his training and experience will be directly applicable to many civilian employments. I unreservedly recommend him as an employee61.
56 Use full rank title in first line thereafter drop rank. 57 Same tense throughout: Perfect/Past tense. 58 Where possible use full name and not He/She. 59 For an NCO, you should be looking to cut down the qualification paragraph and concentrate on management and supervisory comment. 60 All NCOs should have their motivational and supervisory training and experience exposed in recognised civilian terminology. 61 Firm recommendation. Avoid vagueness: ‘any future employer’. 2-9-M4-2 SAPPER Sapper62 X has63 been a very effective and productive soldier64 Having enlisted in the Army on X he completed basic training at X, Combat Engineer training at 3 RSME Regiment and his trade65 training at X. During his X66 years of service with the Royal Engineers he has been employed as a battlefield engineer and completed the All Arms Pre-Parachute Selection course, an arduous course that requires high levels of physical fitness and moral courage to be successful. With these capabilities, he has been thoroughly tested during deployment to Afghanistan, Canada and Germany.
Mr X67 qualified as a Military Engineer Class 268 ahead of his peers69 providing in-depth knowledge of X can use basic engineer tools and equipment, working individually, as part of a team, or in command of combat engineering tasks. He is practised in: basic construction engineering; equipment and non- equipment bridging; the handling and use of in-service demolition equipment and accessories; and in- service water supply methods.
Mr X has qualified and been tested as a tradesman/artisan70 qualifying as a Military Engineer Carpenter and Joiner Class 1 and can construct, maintain and modify timber structures within buildings. He can erect timber framework, construct simple trestles and erect scaffolding in standard configuration to working platforms 5 metres in height. He can also construct and maintain floors, partitions, staircases, roofs and trusses. He can erect and strike timber formwork and shoring without supervision. He is also qualified to design staircases, formwork, shoring and floors and can provide technical and managerial advice to a small team and co-ordinate their work with the Project Manager. He can operate and maintain a comprehensive range of wood cutting machines and can work to specific design drawings. He is aware of all relevant safety regulations. His skills as a tradesman and artisan supervisor were tested on active duty deployments to Northern Ireland, Bosnia and Southern Turkey, each of 6 months duration. He was particularly effective in supervising the carpentry aspects during the construction of a 40-metre timber foot bridge over the Vrbas river gorge in Bosnia in the depths of winter.
During his service Mr X has been well motivated, productive and cheerful. He has shown staunch self- discipline and exercised his leadership skills to good effect. He actively participated regularly in sports and showed marked talent at water polo.
I wish Mr X every success now he has decided to embark on a second career and I am confident that his training and experience will be directly applicable to many civilian employments. I thoroughly recommend him as an employee71.
62 Use full rank title in first line thereafter drop rank. 63 Same tense throughout: Perfect/Past tense. 64 Always start with a positive descriptive sentence. 65 Here state the Trade name in full and then the abbreviated version in brackets. 66 State length of service. 67 Where possible use full name and not He/She. 68 Here you can use a template paragraph for the trade class using the METDT JS Job Specifications. Authors may add specific/ points to end of paragraph. 69 Omit if undeserving. 70 Similarly, a standard paragraph for each class of each CEQ, customised to fit the individual is fine. 71 Firm recommendation. Avoid vagueness: ‘any future employer’. 2-9-M4-3 PAGE LEFT INTENTIONALLY BLANK
2-9-M4-4 ANNEX N TO CHAPTER 9 JPA ROLES AND RESPONSIBILITIES
To follow.
2-9-N-1 PAGE LEFT INTENTIONALLY BLANK
2-9-N-2 REFERENCES AND LINKS
Below are links to soldier career managing references: (1) Military Engineering Volume 1, Organisation, Employment and Training of the Royal Engineers.
(2) Army Commissioning Regulations 2017.
(3) Army General and Administrative Instructions, Volume 2, Chapter 46: Soldiers: Terms of Service.
(4) AGAI -CH51 Army Employment and Specialist Qualifications Assessment, Testing.
(5) 2008DIN01-155 dated July 2008: Tri-Service Policy for Training Return of Service.
(6) The Army’s Terms and Conditions Handbook, Edition 3.
(7) The Queen’s Regulations for the Army 1975, Army Code 13206, Amendment Number 29.
(8) AGAI CH.48 Soldiers: Postings, Transfers, Attachments and Internal Recruiting.
(9) Command, Leadership and Management 2008, Policy Handbook Version 1.1 dated 1 July 2008, Army Code 64298.
(10) Army General and Administrative Instructions, Volume 2, Chapter 70: Management and Resolution of Complaints, Issue Number 167.
(11) MS - Part 1 - Career Management in the British Army
(12) MS - Part 2 - Career Management Roles & Responsibilities
(13) MS - Part 3 - Guide to Army Career Management (14) MS - Part 3 - Section 3 – Royal Engineers and
QGE REFERENCES:
1. Army General and Administrative Instructions, Volume 2, Chapter 47: Soldiers: Career Planning, Confidential Reports, Promotion Policy, Ranks and Appointments, Issue Number 162.
2. Army General and Administrative Instructions, Volume 2, Chapter 51: Instructions for Army Employment and Specialist Qualifications Assessment, Testing and Classification, Issue Number 162.
3. DCDS(Pers)/1/1 dated 27 November 2008: Medical Employment Standards.
4. Joint Service Publication 757: Tri-Service Guidance for Appraisal Reporting (Version 5 dated September 2008).
5. Combat Support Soldiers Royal Engineers – Military Secretariat Observations 2008.
6. The Queen’s Regulations for the Army 1975, Army Code 13206, Amendment No 29.
7. D/EinC(A)/74/2 dated 24 June 2008: Clerk of Works Promotion – SSgt to WO2, Move to a Competence/Merit System.
8. Command, Leadership and Management 2008, Policy Handbook Version 1.1 dated 1 July 2008, Army Code 64298.
9. I.AG/HQ/1/8/1 dated 22 January 2007: The Residual Service Rule.
2-9-9