Dive in to your new career

Transcription

Education, retraining and job opportunities for EVERYBODY in the Armed Forces
The resettlement magazine
March 2012
ISSUE 157
IN THIS ISSUE
ADMINISTRATION
COMPUTING AND
INFORMATION TECHNOLOGY
DIVING
ROAD TRANSPORT DRIVER
TRAINING AND FREIGHT
MANAGEMENT
SPORT AND FITNESS
SURVEILLANCE
TELECOMMUNICATIONS
6PAGE 25
MANAGING YOUR MONEY
IT ALL ADDS UP ...
6PAGE 36
MAXIMISE YOUR
RESETTLEMENT TRAINING
6PAGE 62
FACTFILE
All you need to know about
your education, retraining,
resettlement and a lot
more too
6PAGE 68
COURSE LISTINGS
CTP courses and events
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new career
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Contents
Quest
Quest and the Quest logo
are registered trade marks of
Bulldog Publishing Limited
Unit B4, Beech House,
Melbourn Science Park,
Melbourn, Herts SG8 6HB
Telephone: 01763 268120
Email: info@questonline.co.uk
www.questonline.co.uk
Contents
March 2012 ISSUE 157
THIS MONTH’S FEATURE ARTICLES
6PAGE 14
COMPUTING AND INFORMATION TECHNOLOGY
PROPRIETOR
Roger Dalzell
EDITOR
Lynn Brown
MANAGING DIRECTOR AND GROUP
ADVERTISEMENT SALES DIRECTOR
Bruce Hodge
AGENCY SALES MANAGER
Colin Pittman
ADVERTISING SALES MANAGER
David Lidbury
SALES CONSULTANTS
Simon Blaaser
Brian Tolworthy
Anthony Whitehead
DISTRIBUTION
Barbara Boys
DESIGN AND PRODUCTION
CB Creative Limited
Tel: 01223 750566
www.cb2creative.com
DIRECTORS
Peter Threlfall (Chairman)
Bruce Hodge (Managing)
Roger Dalzell
Tony Lewis CBE DL
Rick Coleman Tel: 01707 695296 (Cartoons)
Warners (Printing)
Every effort has been made to ensure accuracy of information at the
time of going to press. The Publishers can take no responsibility for
inaccuracies due to changes after that date, nor can they accept
responsibility for loss occasioned to any person acting or refraining
from action as a result of any material in this publication. Whilst
every care is taken with artwork or film supplies, the Publishers
cannot be held responsible for any loss or damage. The opinions
expressed are those of the individual authors and not necessarily of
the Publishers. All advertisements are accepted only on the grounds
that they comply with the terms of the Trade Descriptions Act 1968
and all other relevant legislation. Inclusion of an advertisement
cannot be construed as an endorsement for the advertiser or the
product by the Publishers, their employees or agents. The
Publishers cannot accept responsibility for any transaction between
readers and advertisers.
6PAGE 20
ROAD TRANSPORT DRIVER TRAINING
AND FREIGHT MANAGEMENT
Quest is the number one magazine for
education, retraining and job opportunities for
all people in the Armed Forces, MoD civil
servants and their families throughout the
world. We are dedicated to achieving and
maintaining excellence in these fields, and are
determined to bring to you, our readers, the
latest and the best information in these areas.
You can help us by reading this magazine
yourself, passing it to anyone you know who
might want to use it, and by sending us your
feedback about how we could serve you better.
FEATURES
6PAGE 26
25 Managing your money. It all adds up ...
36 Maximise your resettlement training
SURVEILLANCE
REGULARS
04 From the Editor
6PAGE 31
ADMINISTRATION
Use redundancy as your springboard
06 Despatches
– News, views and case studies
10 Resettlement round-up
– News from employers and training
and education providers
62 Factfile – your guide
to a better future
6PAGE 32
TELECOMMUNICATIONS
© All rights reserved. Not to be resold, lent, hired-out or otherwise
reproduced or transmitted in any form or by any means without the
prior permission of the Publisher.
Complicated rules and regulations,
compressed and explained
68 Career Transition Partnership
courses and events
70 Job opportunities
Quest and Bulldog Publishing Limited are registered under the
Data Protection Act (1984) registration number PX4096798
6PAGE 40
SPORT AND FITNESS
Become a fan at
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6PAGE 46
DIVING
IN NEXT MONTH’S ISSUE
CAREERS:
Aviation
Building trades
Distance learning
Franchising
Hospitality
Human resources
Project management
PLUS:
Housing
March 2012 / www.questonline.co.uk
3
From the Editor
Use redundancy as your springboard
t’s already March – the month when British Summer Time
officially arrives and, towards the end of the month, the clocks
‘spring forward’. It should be one of the brightest spots on the
calendar – unfortunately, though, if you are one of the unlucky ones
who has been selected for redundancy, and leaving the Forces is not
an act of your own choosing, you may be feeling far from optimistic.
However, as with any life‐changing event – planned or unplanned
– the key to achieving as successful a transition as possible is
preparation. With this in mind, Quest ’s editorial this month takes the
form of a step‐by‐step guide to preparing for redundancy. And worry
not if you are lucky enough not to be so affected – there are likely to be
tips aplenty for you here too. So, please read on …
1. Look at what’s on offer: All Service personnel made involuntarily
redundant will receive a leavers’ pack giving specific details about
their individual resettlement packages. These packs include: a
three‐day transition workshop; access to a career consultant and
job‐finding service; time to retrain and information about grants;
access to a wide range of accredited vocational training courses and
workshops.
2. Think positive: Forces personnel are used to challenges and
making the best of situations, and these aptitudes will give you a
clear advantage. Make full use of your skills and apply a positive
mindset. Even though the job market may seem squeezed, a return
to civilian life is abundant with opportunities. In the Forces, you
will have acquired many hugely beneficial transferable skills, such
as: adaptability, reliability, composure under pressure,
teamworking, decision‐making and using initiative, thinking on
your feet.
3. Revisit your CV: Whether you are planning to go straight into a
job or see redundancy as an opportunity to retrain, you will need to
update your CV. Look at your last CV (if you have one) and give it a
really good prune. Be brief: give key points and ensure you include
the transferable skills discussed in Step 2. Add the names and
contact details of two or three referees, or add a couple of
testimonials right at the bottom of your CV. Try to make these
varied. Take advantage of the electronic age and create your CV as
a two‐page (maximum) PDF or Word file.
4. Freshen up your interview technique: Good appearance, a
confident handshake, making eye contact, careful listening and
confident talking will all stand you in good stead on the day. You
should prepare, prepare, prepare, and as a Forces person that will
come naturally to you. Do every bit of research and homework
possible on the organisation/college/business that has invited you
to interview.
5. Look at your short‐term options: Consider what’s available to
you now. Research employment agencies in your area. Temping is a
great way to build in enough space to work on your long‐term
plans. Try your hand at some freelance work. Become a volunteer.
6. Plan for the long term: Think about what you really want to do
and balance that against priorities in your life. Are you in a position
to retrain? Is there a specific company you’d like to work for, or a
specific area of work you’d like to be involved in? Start to make
contacts now. Do you want to build your own business using very
specific or unique skills that you acquired in the Forces?
7. Network, network, network! These days, networking couldn’t be
easier. Get yourself some business cards. See every contact as an
opportunity. Join business networking groups in your area. Sign up
for LinkedIn, Facebook, Twitter and any other social media. Get in
touch with old contacts, too. Their circumstances may have
changed, and they may know something you don’t.
8. Keep calm and stay focused: However daunting your new
challenges may feel, however unsettling things are for your family,
if you keep a cool head and start planning now, it will pay
I
4
www.questonline.co.uk / March 2012
enormous dividends. Information sharing is essential. Stay in
touch with others in the Forces who were made redundant with
you. They, more than anyone, will understand your circumstances
and ‘journey’. Most important, remember that you have invaluable
skills and experience that are useful in every walk of life. If you stay
calm, focused, confident and positive, others will notice you.
For more help and advice on specific career areas, this issue of Quest
also covers computing and IT along with a look at the sector with
which it is increasingly converging: telecoms. We also exercise
ourselves with the popular fields of health and fitness, and diving,
which attracts both Service underwater experts and those who have
always wanted to ‘have a go’.
Our focus then turns to surveillance, a career sector growing in
popularity for Service leavers and to which they are eminently likely to
be suited – and recruited! As with other sectors, the importance of
qualifications in road transport/driving and freight management
cannot be overstated, with new legislative requirements coming on the
scene. We also cover the wide‐ranging world of administration – an art
in which many Service people are more experienced than they might
wish – and, finally for this issue, our guide to making the most of your
Graduated Resettlement Time highlights how you can make best use of
the grants and allowances that come with it.
And don’t forget that in‐depth articles on all the career areas
covered by Quest during the course of the year are always
available on our website: visit www.questonline.co.uk and click
on ‘Careers A–Z’ for the full list.
Whatever your reason for leaving the Forces – as a result of
redundancy or through personal choice – we sincerely hope that the
information contained within these pages
will help you make a success of your
situation.
Lynn Brown
Editor
Readers must consult their Single Service Advisors BEFORE committing to courses
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Despatches
DESPATCHE S
You heard it here first!
CTP employment fairs 2012
T
he Career Transition Partnership is pleased to
announce the dates for its 2012 employment
fairs, which are taking place throughout the year
in a variety of locations across the UK.
Each CTP employment fair attracts over 70
exhibitors, made up of both national and local
companies representing a wide range of sector
industries. All companies attending are
specifically interested in offering employment
opportunities to Service leavers, and the CTP
would therefore strongly encourage you to come
along and find out more! Whatever stage of
resettlement you are at, attending a CTP
employment fair is sure to be of benefit; the
fairs provide the chance for you to network with
potential employers and make valuable
contacts, find out more about your chosen
career and the types of job on offer to Service
leavers … or simply get that all‐important next
job. At our recent fairs, there were literally
thousands of job vacancies available around the
room on the day!
It’s not too early to register to attend one or
more of the fairs, so get in touch with the
relevant contact listed below to book your place
now.
Location
Date
Contact
SOUTH‐WEST
Plymouth Albion RFU Ground, Brickfields
Thursday 22 March
Chris Cowley
ccowley@ctp.org.uk
SCOTLAND
Dewars Conference Centre, Perth
Thursday 19 April
Karen Breeze
kbreeze@ctp.org.uk
SOUTH‐EAST
Colchester (venue tbc)
Thursday 10 May
Catherine Cunningham
ccunningham@ctp.org.uk
NORTHERN
Harrogate Pavilions
Thursday 21 June
Steve Strefford
sstrefford@ctp.org.uk
SOUTH‐WEST
Brunel’s Old Station, Bristol
Tuesday 24 July
Gemma Simpson
gsimpson@ctp.org.uk
MIDLANDS
International Exhibition Centre, Telford
Monday 3 September
Alison Clare
aclare@ctp.org.uk
SOUTH‐EAST
Kempton Park, Middlesex
Tuesday 6 November
Catherine Cunningham
ccunningham@ctp.org.uk
NORTHERN
Manchester (venue tbc)
Wednesday 21 November
Steve Strefford
Forces recruitment network places 1000th
candidate into permanent employment
6
Cambridgeshire‐based Forces Recruitment
Services network has bucked the trend, opening
ten new offices during 2011 to build a network of
24 UK‐wide locations, with a further eight
planned for 2012. It has just placed its 1000th
candidate into permanent employment
The placement was made by central London
Regional Director, Jeff Prince, who sourced Neil
Viveash, an ex‐Royal Engineers Staff Sergeant,
into a role as group facilities manager for a
serviced office group client.
The placement came as part of a
recruitment drive instigated to help and support
ex‐Servicemen and women through the MoD’s
current redundancy phase: 4,200 job cuts in a
second round of Armed Forces redundancies as
part of the Strategic Defence and Security
Review.
Forces Recruitment Services was established
in 2001 operating from a single location in Ely,
Cambs. In 2007 – with the Strategic Defence
Review cuts impacting – the company planned
its expansion via
franchising with each regional director
recruited from its own database of ex‐ military
candidates. The first franchises were launched
in 2008 and, as mentioned above, the growing
network currently has 24 offices across the UK
and is on target for a planned 40 locations by
the end of 2014.
Managing Director Graham Brown is an ex‐
Army musician. He left the Army in 1993
following active service in the first Gulf War,
and has been involved in sales and recruitment
since leaving. He worked on Quest magazine for
a number of years.
First step
towards new
facilities for
injured Service
personnel
he Defence Infrastructure
Organisation (DIO) has taken the
first step towards delivering new clinical
facilities at Headley Court to help speed
the rehabilitation of injured Service
personnel. It has awarded a contract to
regional industry partner PriDE to build
new wards accommodating almost 50
patients at the Defence Medical
Rehabilitation Centre (DMRC), near
Leatherhead, Surrey.
The Headley Court Patient & Clinical
Accommodation Project (PCAP) will
comprise two main buildings:
1. a 48‐bed ward building with day
rooms, dining area and an
dedicated flat to help patients get to
grips with living independently
2. a therapy building comprising
imagery suite, gym, patient
consultation, prosthetic workshops
and fitting facilities.
Surgeon Vice Admiral Philip Raffaelli,
Surgeon General, comments: ‘Headley
Court is the MoD’s premier facility for
the rehabilitation of injured Service
personnel, providing rehabilitation for
complex injuries, including amputees
and brain‐injured patients. The PCAP
project demonstrates the MoD’s
continued commitment to the DMRC to
ensure its excellent support to members
of the Armed Forces is maintained.’
The new complex will be located within
the grounds of Headley Court – next to
the listed garden, among mature trees.
Close liaison with the local planning
authority and Headley Court Trustees
allowed the project to progress quickly
and it was fast‐tracked to contract
award; an accelerated construction
programme should help to deliver the
new facilities by the end of June 2012.
DIO Project Manager George Liu
confirms: ‘DIO’s top priority is to
support the Armed Forces and their
families. We are delighted that the
project is under way and we can deliver
as quickly as possible a range of
facilities to help speed the
rehabilitation of injured Service
personnel at Headley Court.’
T
Qualifying trainers
for the future
atic
tom ith
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rdin liance
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omp
for C HABC)
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instructor course
Train2Train is the leading provider of
compliance training and instructorbased courses within the UK.
Our compliance training instructor course allows delegates to
deliver 13 accredited HSE and QCF qualifications including
first aid, health and safety, food safety, fire safety, and
moving and handling. As part of the course you will also
receive a comprehensive instructor’s pack, valued at £1,400,
in order to deliver the courses above. Delegates will also
be registered with Highfield Awarding Body for
Compliance (HABC) which will allow for the
certification of the qualifications.
This unique course will allow you to teach either
through your own company or on behalf of a
training organisation. It is also a fantastic addition
to any curriculum vitae to place in front of a
prospective employer.
Training venues
include:
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Oakham (Leics)
Richmond (N. Yorks)
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International Training Venue:
Cyprus
Visit: www.Train2Train.org
for further information
©Train2Train 2012
For further details on this and other courses
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Despatches
Totally ex-Forces staffed school planned
s recently reported on the BBC News
website, the first UK school to be staffed
entirely by teachers who have all served in
the Armed Forces is actively recruiting
prospective pupils, with a view to opening
its doors in 2013.
Captain A.K. Burki, who hopes one day
to run the school as its as head teacher,
comments: ‘The teaching staff will be
composed of ex‐Servicemen and women.
They will be able to bring a breadth of
experience that only those in the Armed
Forces can.’ It is a world away from the
front line in Afghanistan, where Captain
Burki completed a tour of duty in 2010. ‘The
elements of the Armed Forces we really
want to instil in the pupils are the core
values of the Army,’ he says. ‘Courage,
discipline, respect for others, integrity,
loyalty and selfless commitment.’
The group planning the Phoenix Free
School in Oldham say they are pleased with
the response so far and the number of
children already signed up. The idea of the
Phoenix school was conceived by Tom
Burkard, himself a former teacher and
military instructor. He says the school will
A
teach children between the ages of 11 and
18, and encourage high standards of
behaviour, literacy and numeracy.
‘Discipline is an absolute first priority,’ he
says. ‘We are going to be using a house
system where we are going to be building
teamwork through competition. We plan to
use competition to make sure all children
develop the interest it takes to know
enough about a subject so the subject
becomes interesting in itself.’
Burkard has been pushing the idea for
several years. In 2008 he wrote a report,
Troops to Teachers, for the Centre for Policy
Studies, urging the government to adopt a
successful US‐style programme that
retrains ex‐Service personnel as teachers. It
suggested ex‐Forces staff could have a
profound effect on discipline and learning.
It is an idea supported by the
government. In the 2010 Schools White
Paper, Education Secretary Michael Gove
unveiled plans to offer former troops
sponsorship to retrain as teachers. The
scheme is expected to come into force later
this year.
Army pledges support for soldiers
transitioning to civilian life
he current redundancy situation facing the
British Armed Forces following an
announcement by the MoD in January 2012
that ‘the second tranche of redundancies will
consist of up to 2,900 members of the Army,
up to 400 members of the Naval Service and
up to 1,000 members of the Royal Air Force’, is
a stark one – bringing the total number of
Service personnel being made redundant over
the next 12 months to 4,200.
At a recent presentation to the
International Institute of Strategic Studies,
General Sir Peter Wall, Chief of the General
Staff, the British Army, outlined the ‘strategic
crossroads’ at which the British military now
finds itself as it seeks to learn the lessons of
the latest decade of operational commitment
and restructure to meet the requirements of
the UK’s recent Strategic Defence and Security
Review.
This ‘difficult but essential’ task will see
the Army prepare for the transition from
NATO to Afghan security leadership by 2015,
and begin transforming itself from a
campaigning Army to a contingency force.
This process will see a new structure for the
Army, reduced to a fighting force of 82,000
regular and 30,000 reserve soldiers under a
new, more decentralised leadership from the
Ministry of Defence. This is a dramatic shift,
requiring the development of a less
specialised, but more adaptable force, at a
time of continuing economic difficulty.
To quote Wall, the Army now finds itself
‘marching to the orders given’. However,
having required such an incredible
T
8
commitment from its fighting men and
women, the General was keen to stress the
final element that the Army is keen to address:
supporting the transition for soldiers back into
civilian life. While the reduction in the size of
the Army will in part be accounted for
members of the Armed Forces completing
their commitment to the Army but not being
replaced, it is now deemed that the cost
imperative will require redundancies. In both
instances, Wall stressed the Army’s obligation
to do the right thing: to ‘deliver the soldiers
back to the society from which we took them’,
but also that the Army has a reputation to
protect – it has to be seen to look after its own,
or else face a recruitment crisis at the very
least, to say nothing of the impact on those
currently serving.
In order to fulfil this commitment, Wall
stressed that the Army is dedicated to a
programme in which it ensures that potential
employers are aware of the high calibre of the
men and women leaving the military, the skills
that they can bring to civilian employment,
and also to provide support for retraining.
One company that is committed and
equipped to provide a wide range of such
training courses to support ex‐Service
personnel returning to civilian employment is
TASK International, which has delivered
specialist training interventions and courses
for more than 20 years. Quest thanks them for
supplying the text of this feature. To find out
more about this company and the courses
available, call 01233 614796 or visit
www.task‐int.com.
Blind veterans’
charity unveils new
name with the help
of the Armed Forces
he national military charity St Dunstan’s
has revealed its new brand, ‘Blind
Veterans UK’, at its three rehabilitation and
training centres in Brighton, Llandudno and
Sheffield, with the help of the Armed
Services. A bomb disposal robot operated by
the 521 Explosives Ordnance Disposal
Squadron opened a curtain unveiling the
charity’s new name at its Sheffield centre. In
Brighton the Royal Marines abseiled down
the front of the charity’s centre, while an
RAF helicopter delivered a new flag to the
Llandudno centre in North Wales.
Among those at all three Blind Veterans
UK’s centres were blind and vision‐impaired
members who have benefited from the life‐
changing rehabilitation and training that the
charity has provided. Blind Veterans UK was
founded in 1915, and was called St Dunstan’s
until 21 February 2012. The new name and
identity will describe what the organisation
does and who it helps, ensuring its work is
better recognised and understood – in turn
helping beneficiary and supporter
recruitment to secure the charity’s future.
Says Andrew Jones, Blind Veterans UK’s
Director of Fundraising and
Communications, ‘In order to celebrate such
a large step forward in the charity’s history,
we thought the unveiling of the new name
and logo at our three centres should be done
by our Armed Forces, and in spectacular
fashion. Being the only charity in the UK for
blind veterans the new brand reflects much
better what we do. It puts us in a better
position to achieve our vision that no one
who has served our country should have to
battle blindness alone. The name Blind
Veterans UK will allow us to raise awareness
among the general public as to the life‐
changing services we provide to blind and
vision impaired veterans.’
‘Blind Veterans UK is committed to
providing caring collaborative lifelong
assistance to blind veterans and their
families. However, we also believe that there
are over 50,000 people who could still
benefit from the charity’s support – many of
whom don’t even realise. With continued
support from the local populations of
Sheffield, Llandudno and Brighton, as well
as from people nationally, we hope to help
even more blind and vision‐impaired
veterans to discover a life beyond blindness.’
Anybody who is blind or severely vision
impaired and has served in the Armed
Forces is eligible for Blind Veterans UK’s
specialist support – even if they served many
years ago. If you know a blind veteran, you
can help Blind Veterans UK achieve its vision
by encouraging them to get in touch. To find
out more, visit www.blindveterans.org.uk.
T
Resettlement round-up
RESETTLEMENT ROUND-UP
News from employers and training and education providers
Ovenclean hits the
hot spot for Robbie
Banham Security launches BTEC 4 Specialist
Surveillance Professional Certificate
hen 26‐year‐
old Robbie
Freeman spotted
the Ovenclean
franchise, it
appealed to him
instantly. Easy to
learn and
straightforward to
manage, he felt it
provided the
perfect business
opportunity for
someone practical and hard‐working like
himself. ‘It was affordable and looked like
great value,’ he says, ‘I liked the fact that the
work was hands‐on, and I could see that
there would be high demand for a
professional oven cleaning service.’
Robbie launched his own Ovenclean
franchise 15 months ago, after completing
his training, including a course at the
company’s dedicated training centre at head
office and two weeks ‘in the field’ working
alongside an established franchisee. ‘The
launch went really well and really got the
name out there,’ he confirms. ‘In addition to
the bookings I took during my training, the
phone continued to ring during the next
couple of weeks and I found myself with a
full diary from the word go!’
Ovenclean is one of the UK’s original
oven‐cleaning specialists, with a large
network of established franchisees, who
operate from fully equipped vehicles. They
use a powerful, yet 100% caustic‐free, eco‐
friendly system to restore ovens, hobs and
barbecues to pristine ‘as new’ condition
within a matter of hours.
‘Customers are truly amazed by the
results I can achieve,’ Robbie says. ‘There’s a
real “wow” factor – that’s why people
invariably re‐book on the spot and become
regular, repeat‐order customers. It’s hugely
satisfying and means you take great pride in
what you do.’
He adds that, although he is only just
into his second year, his Ovenclean
franchise has certainly lived up to
expectations. He’s making more money than
he did in his previous career and feels that
the opportunity is there to expand his
operation into a multi‐unit management
franchise further down the line.
‘In due course, I can see myself growing
the business, but at the moment I’m simply
enjoying working for myself,’ Robbie
concludes. ‘The flexibility and independence
is great, and although it’s hard work that’s
fine too. In fact, that’s part of what I like
about it – I’m happy to get stuck in and to
reap the rewards accordingly!’
eading London security company Banham
has just had its long‐awaited Specialist
Surveillance course accredited by Edexel,
and is running courses from within its
dedicated training centre in Vauxhall,
London.
Frank Morey, Operations Manager, says:
‘The course has been designed by former
Security Service personnel and offers
students wanting to learn the specialist
techniques taught to the UK’s leading
intelligence experts an unparalleled
opportunity. Everyone involved with the
project is extremely excited about the
accreditation, and we are looking forward to
launching the course. We welcome anybody
interested in completing our course to come
and visit the centre, and meet the training
team during one of our open days.’
The training team are drawn from the
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UK’s leading intelligence agencies, such as
the Secret Intelligence Service (MI6) and the
Security Service (MI5). They have unrivalled
expertise within their specialist field, with
operational experience gained both
commercially and while deployed on covert
operations within the UK and overseas.
The course will be delivered from its
dedicated training centre, which is situated
in central London. This location was chosen
as it offers the best training environment for
students looking to embark on a career in
high‐level commercial surveillance
operations.
To find out more about Banham’s
specialist training services, please contact
the Banham Group on 020 7819 3757 or
email training@banham.com.
See the advertisement on page 27
Considering a career in the
ambulance sector?
K Specialist Ambulance Service Ltd is a
private provider of medical cover. We
provide a range of medical services,
including the provision of emergency
ambulance to the NHS, bariatric
transportation, the secure transport of
mental health patients, transportation of
donor organs and organ retrieval teams, and
the provision of healthcare at public and
sporting events.
The Education Department is staffed by
paramedic tutors who have many years of
experience, both operationally and
educationally, in the NHS, delivering a range
of courses designed to prepare students for
emergency ambulance roles.
The BTEC programmes delivered are
accredited by Edexcel, through the IHCD,
and range from the one‐week First Person on
Scene (Intermediate) Course, through the
three‐week Emergency Driving course, to the
U
seven‐week Ambulance Aid Course. All of
these are used within, and recognised by, the
NHS.
As well as delivering the courses, we
provide a system of support to ensure that
students are supported in the workplace
while they consolidate their newly acquired
skills.
All courses are delivered at one of our
custom Education Suites, either on the
outskirts of east London or in the south of
Hampshire.
Our former students have gone on to
work in both the security and the ambulance
sectors, so If you are considering a change of
career and think we can assist you in
preparing for that change please email Simon
Blackburn: simon.blackburn@ml‐ambulance.
co.uk.
Train2Train looks to meet Service leavers
rain2Train will be exhibiting at this year’s
British Forces Resettlement Services
(BFRS) Career Transition Event. This event
will take place on Thursday 29 March at the
Catterick Leisure Centre. The purpose of this
event is to provide those leaving the Armed
Forces with future career opportunities and
ideas.
Manning the Train2Train stand will be the
company’s ELCAS Training Manager Paul
Walledge (a former WO1 in the Royal Corps of
Signals) and Account Manager Vicky
Entwistle. Both will be on hand to advise
Service leavers on the compliance and
instructor courses that will best help them
find employment during the resettlement
process.
Courses that Paul and Vicky will gladly
discuss on the day are as follows:
• Compliance Training Instructor
• First Aid Instructor
• Health and Safety Instructor
• Food Safety Instructor
• PTLLS
• Level 3 and Level 4 Health and Safety
• Level 3 and Level 4 Food Safety.
Speaking out on the BFRS Event, Paul
Walledge offered the following comments:
T
Paul Walledge
‘This is a fantastic opportunity for us to meet
with those currently in the resettlement
process and those who may be considering a
future career away from the Forces. We have
the knowledge and experience of assigning the
best courses to people, based on their skills.’
Train2Train courses can be taken at Doncaster,
Richmond, Farnham, Salisbury, Oakham and
Cyprus. For more information on Train2Train
visit www.train2train.org.
Downland Cycles: Cycle Mechanic Training
Centre in Canterbury, Kent
e have been successfully training cycle
mechanics for nine years. Our training
centre has up‐to‐date, fully equipped
workbenches for every person. No expense is
spared on providing the right equipment for
you, which is also available to buy at a
discount to set yourself up. We can even
supply parts and accessories at huge
discounts for people who start up their own
business.
There is a maximum of five people per
course, with individual expert tuition and
guidance. On site is our retail and repairs
workshop, where we run the day‐to‐day
business, alongside our Campagnolo Pro‐
Shop Service Centre, Shimano Electronic
Centre and our Wheel Building Centre.
We have SICI‐trained staff to deliver
professional bike fitting for custom frames
W
Realistic, relevant
and fully accredited
training
and perfect bike set‐up, used for existing
bikes, new bikes and in our Frame Building
Centre workshop. All this offers a real
opportunity to learn the skills and trade in
the context of a comprehensive leading
industry cycle business. We can offer
opportunities for experience with us once
qualified, and supply contacts who have
trained with us and set up their own
businesses, or now work as employees within
the bike industry. Our successes range from
the Metropolitan Police, Sustrans, schools
and local authorities, to hire centres, new
businesses, small businesses and IBDs.
We assume no previous knowledge when
you arrive, and will train you in all types of
components and systems, from 1950s internal
hubs through to the latest electronic gearing
technology, frame building, and everything
you need to know about wheels,
hubs, frames, brakes and suspension
systems. Our team of technicians are
highly trained and knowledgeable,
and are all cyclists. One has even
worked with pro teams as team
mechanic.
So take a look at what’s on offer
on our website at
www.downlandcycles.co.uk, email us
on julie@downlandcycles.co.uk or
call us on 01227 479643. We look
forward to working with you.
urveillance has become an area of
heightened interest in recent times, both
in the media and with the general public.
Various public‐sector agencies have been in
the spotlight, where the use of covert
surveillance has been a major focus. However,
it isn’t just agencies such as the police,
security services or additional enforcement
agencies that make use of covert surveillance –
the private sector is an area in which its use is
on the increase.
As a result of this demand, there has been
an increase in former Service personnel taking
up this often challenging and rewarding role,
where the attributes of teamwork, quick
thinking, and ability to operate in a range of
often challenging and demanding
environments are paramount to becoming a
successful and employable surveillance
operative within the private sector. And the
main overall factor in becoming a proficient
and effective surveillance operative is relevant
and recognised training.
Within the UK there are a number of
established surveillance training
organisations, each offering fully accredited
and recognised training. One such is Blue
Square Global Ltd, which provides BTEC‐
accredited level 3 training within Covert
Surveillance Operations. All courses are run
from its Training & Operations Centre based
in the north‐west (Blackburn), and are
designed to give a high level of basic training
within foot and mobile surveillance, the use of
technical surveillance equipment, and
realistic, practical scenario‐based training
within a controlled environment.
For further information on Blue Square
Global and its operational and training
solutions, call 0844 800 3419, email:
info@bluesquareglobal.com or visit:
www.bluesquareglobal.com.
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Active IQ launches
new level 4 Certificate
in Exercise for the
Management of Low
Back Pain (QCF)
ctive IQ, the awarding organisation of
choice for the active leisure sector, has
announced the launch of its level 4 Certificate
in Exercise for the Management of Low Back
Pain (QCF). Available now, this new certificate
will bolster the wide range of qualifications
that Active IQ already provides, while offering
the opportunity for health and fitness
professionals to upskill further.
The qualification is targeted at level 3
qualified instructors, personal trainers and
exercise referral instructors and is intended to
train learners to a professionally competent
level, enabling them to prescribe, plan,
conduct and review programmes to address
the needs of clients with low back pain.
Requiring assessment through a mixture of
worksheets, case studies and practical
demonstrations, the structure of the course
consists of two mandatory units: Unit 1
concentrates on developing an understanding
of low back pain and the effects of activity on
the condition; Unit 2 tutors students in regard
to the planning of progressive exercise
programming for clients with back pain,
drawing on the knowledge and understanding
gained from Unit 1. To assist students in their
progress, online learning will be available for
the qualification through Active IQ’s sister
company, Active IQ Academy.
Suzy Gunn, Operations Director of Active
IQ, comments: ‘The level 4 Certificate in
Exercise for the Management of Low Back Pain
is a qualification that offers industry
professionals the chance to add another string
to their bow. Not only will it broaden their
knowledge and experience, it will also allow
fitness professionals to expand their client base
and revenue stream, alongside reaching out to
the wider community to assist individuals
suffering with low back pain.. Furthermore,
the management of low back pain is an
expertise that is increasingly in demand, and
correlates with the fitness industry’s move
towards health and wellness‐influenced
qualifications.’
The new level 4 QCF qualification will
replace the NQF version and will provide
access to REPs level 4 Specialist Instructor
Qualification if the other entry requirements
have been met.
For more information on Active IQ please
visit www.activeiq.co.uk.
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12
Polar Pumps Ltd training facility
continues to expand
olar Pumps is pleased to announce that it is
expanding its portfolio of courses to include
those previously delivered by Techtrain, one of
these courses being the MoD Resettlement
Course, which will still be delivered by Tony
Haynes, who has joined us from Techtrain, is
ex‐Navy himself and understands the
difficulties faced by personnel leaving the
Forces.
The qualifications gained at the end of our
resettlement course are nationally accredited
by City & Guilds and CITB ConstructionSkills.
We only train in small groups – normally up to
eight candidates per course, and our centre is
purpose‐built, dedicated to training in
refrigeration, air‐conditioning and electrics.
Most days are taken up by 60% practical
assignments and 40% theory sessions.
Candidates will be issued with all study notes
and practical assignment folders during their
course.
We have contacts with many of the large
refrigeration companies throughout the
country, so we are often in a position to
provide leads for jobs, although we cannot
make any promises.
There are always opportunities for
employment within the industry, because at
present there are a lot of refrigeration and air
conditioning engineers retiring, and very few
apprentices starting at the bottom to replace
them. This is creating a major shortage of
engineers. That’s where you come in: by using
your current engineering skills and adapting
them to refrigeration and air conditioning, you
can offer yourself to the industry for
employment. Many companies are willing to
take on people like you and train you to their
requirements, not as an experienced engineer
P
but as an improver. You will have all the
necessary qualifications, but will need to gain
some experience.
Our purpose‐built training centre is
located just south of Doncaster, approximately
two miles from junction 34 of the A1. The full
address is: Polar Pumps Ltd, Brunel Close,
Brunel Industrial Estate, Blyth Road,
Harworth, Doncaster DN11 8QA.
If you have any questions, or would like
some advice or to request a brochure please
contact our training coordinator Debbie on
01302 751253, email debbie@polarpumps.com,
or visit our website at www.polarpumps.com.
Fitness for all: CMS launches
new online resource
ater this month, Yorkshire‐based CMS
Fitness Courses will launch its brand new
blog, a free and value‐packed multimedia
resource for fitness fans everywhere. The CMS
Fitness Blog will create a clear, interactive
collection of articles, e‐learning, videos,
references, research, ‘how to’ guides and
galleries.
If you’re passionate about fitness, you’re in
great company: the industry has flourished in
recent years, and it’s no longer just the
exceptional and the rich who devote their time,
cash and commitment to fitness and training.
People from all walks of life, from elite athletes
and wannabe soccer stars to new mums, folks
recovering from surgery and plain old Joe or
Jane Average are all aiming for the next level.
CMS is keen to help this growing interest
group with high‐quality, reliable information;
the blog will form a reputable resource to
which anyone can turn for tips, information
L
and guidance. In this dynamic industry, the
number of key specialisms (such as sports
conditioning, weight loss, special populations
and qualifications, etc.) is increasing all the
time. In response, the new blogspace will
develop individual resource areas for each
specialism, so finding the information that is
most relevant to you will be both quick and
easy.
Gareth Luke, Director of CMS Fitness
Courses, comments: ‘We’re truly passionate
about spreading the word about the value of
fitness, good practice and the excellent
opportunities available in our industry. We
hope our new blog will help even more people
to achieve their goals.’
To find out more, visit
www.cmsfitnesscourses.co.uk or call
01484 434 800.
An outstanding career opportunity for
Officers and Non-Commissioned Officers
leaving the Armed Forces
s an officer leaving the Armed Forces, you
will have a wealth of skills and experience
that can help you build a successful new career
in civilian life. However, making the right career
choice needs careful consideration.
Leadership, discipline and the ability to get
things done are common traits shared by both
successful military officers and entrepreneurs. If
you’re looking for a new challenge and enjoy
working with a variety of different people, then
the opportunity to build your own wealth
management business could be just what you are
looking for.
St James’s Place Wealth Management is a
leading FTSE 250 company with over £28 billion
funds under management. They offer a
comprehensive range of services to individuals
and businesses that are provided through their
highly experienced advisers.
A
Through the St James’s Place Academy, they
are now seeking applications from self‐motivated
people who have set their sights on making a
career change by setting up their own wealth
management practice with St James’s Place.
For all Academy applicants, the opportunity
to take control of their future is a key aspiration.
At St James’s Place, you will receive unrivalled
support, have the freedom to grow your business
and achieve the lifestyle that you aspire to for
you and your family.
This opportunity is not for everyone, only
the very best will be selected from a rigorous
recruitment process. Take your first step towards
making a successful and rewarding career change
by visiting www.sjpacademy.co.uk.
Top dog for highquality search and
patrol dog handler
training
apa Security Solutions Ltd is a company of
the highest quality, providing professional
security personnel and consultancy for all types
of scenarios.
Because of the nature of the work, and the
demand for search and patrol dog handlers, it
became apparent that there is a clear need to
train personnel to the highest of standards.
Lapa has its own kennels and training
facilities. We are now proud to be one of the
leading dog training companies in the UK and
recognised throughout the civilian security
field.
The benefits for any person who completes
a Lapa dog handler course are as follows.
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•
•
IT salaries holding steady despite recession
ccording to the latest survey from ITS
Feda, IT salaries seem to be holding up
despite the difficult job market. According to
Andrew Watts, the ELCAS coordinator for ITS
Feda, information technology is still a sensible
industry to enter: ‘We are seeing great demand
for certain disciplines,’ he says. ‘In the
Microsoft market, especially, there is strong
demand for ex‐Forces personnel who have
retrained in to the “hot” technologies.’
According to the latest Microsoft report for
accreditations, the hot topics include:
• Windows 7, Configuring
• Windows 7, Enterprise Desktop Support
Technician
• Windows Server 2008 Active Directory,
Configuring
• Windows Server 2008 Network
Infrastructure, Configuring
• Microsoft Exchange Server 2010,
Configuring
Andrew adds that, ‘the hot topics list changes
regularly as technology moves forwards. It
isn’t surprising that configuring and
A
supporting Windows 7 is at the top of the list
as there has been mainstream adoption of the
technology. Window Server 2008 R2 is the
platform of choice for the majority of the UK’s
IT infrastructure. In the same way, the
majority of companies operate their email
services via Exchange Server.
‘In the latest figures drawn from HM
Revenue & Customs (HMRC) and Pay As You
Earn (PAYE) tax records, IT and
communication technology managers are
ranked as the 15th highest‐paid job in the
country, with an average salary of £46,353.
More importantly, the average salary in the
last year has risen by 1.8% compared to drops
of up to 3% in other industries.
‘IT has always been and will continue to be
a very good career option for Forces
personnel.’
For further advice, feel free to call Andrew
on 0870 145 1600 or email
mod@itsgroup.org.uk.
•
Responsibility: having to look after the
dog’s welfare, i.e. exercising, feeding and
grooming.
Discipline: due to the disciplined nature of
a dog handler course, both dog and handler
become task orientated, and more aware of
action and consequence.
Summary: there is a plethora of case
studies that have shown the benefits of
working or just being around dogs.
GP Guard Dog Handlers Course
Our courses are designed to meet the minimum
requirements within the security industry to BS
8571/1 for guard dog handling courses. The
intensive week will give the trainee guard dog
handler experience that will help them
understand dogs and be able to deal with dogs.
It will also instruct them how to work with and
care for dogs, while teaching the trainee how to
carry out guarding duties.
Search Handlers Course
Our trainers have vast knowledge and
experience, both operationally and in delivering
training. Our aim throughout any of our courses
is to pass on this knowledge and experience to
the student at a pace with which they are
comfortable. At the end of each training day we
will have a debrief and cover any questions.
RT Solutions provides a new track for Service leavers
t is an unfortunate and well‐documented fact
that there are many Service personnel currently
facing redundancy. This is never easy to deal
with, especially with the country’s economy the
way it is, but looking on the bright side there is
one industry that always seems to be expanding
– now more than ever!
The rail industry has recently seen huge
government investment, with the newly
proposed High Speed 2 (HS2) project and also
Cross Rail and the Thameslink projects well
under way. These are just some of the projects
I
that have been invested in up and down the
country.
The rail industry is very diverse, offering
many employment opportunities for many
different skill sets nationwide. With this in mind,
and the quality of Service leavers, RT Solutions
has designed a four‐week training course that
provides all the mandatory requirements to
enable individuals to gain access to employment
in the rail engineering sector.
No previous skills or experience are required
and all our courses are delivered on heritage
railway infrastructure, which provides a realistic
and safe training environment. On successful
completion of the course, employer interviews
can often be arranged.
For further information and to get your new
career on track, please see the advertisement on
page XX or contact Warren Haigh on Office:
01427 890772 Mobile: 07834 738532, or email
warren.rts@gmail.com.
13
Computing and information technology
Sponsored
Tel: 0845 900 800 1
www.1training.co.uk
Computing and
information technology
THE SECTOR AT A GLANCE
!
1 in 20 (1.5 million)
people employed in the UK work in IT and
telecoms
22 million people
(77% of the UK’s total
workforce)
use IT in their jobs, and this proportion will
continue
to rise
9%
of the UK’s gross value added
(GVA) is contributed by the IT
and telecoms sector
500,000+
IT and telecoms professionals needed in the
next five years, working across all sectors of the
economy
1 in 10
UK businesses report gaps in IT
user skills
92%
of advertised vacancies require
applicants to have basic IT
skills
Source: e-skills UK: Technology Insights 2011
Overview
nformation technology (IT) can be
defined as ‘the study, design,
development, implementation, support or
management of computer‐based information
systems, particularly software applications
and computer hardware’. It deals with the
use of computers and computer software to
convert, store, protect, process, transmit and
retrieve information, securely.
The latest available industry figures from
e‐skills UK (the Sector Skills Council for
Business and Information Technology) show
that:
●
around one in ten firms with IT and
telecoms professionals report gaps in the
skills of these staff, most often in their
business and technical skills
●
according to employers, the most
I
14
common reason for skills gaps among IT
and telecoms professionals is that staff
are unable to train due to work
commitments
●
92% of all job vacancies require
applicants to have IT user skills
●
gender remains a significant and
worsening issue, with just 17% of IT and
telecoms professionals in 2009 being
female
●
since 2001 there has been a 50%
reduction in applicants to computing
degree courses
●
exploiting technology could boost the
UK economy by £50 billion over the
coming five to seven years
●
half of Europe’s productivity gains in
recent years can be attributed to
investments in IT.
Most jobs, particularly those working with
customers, require good interpersonal skills,
as well as team‐working and problem‐solving
abilities. All have technical content, ranging
from the in‐depth skills of a software
developer through to roles that may need
much less detailed knowledge. Some typical
roles are:
●
business analyst
●
help desk operator
●
trainer
●
software developer
●
technical author
●
technician
●
engineer
●
web designer.
Computing and IT skills gained
in the Services
Each Service has its ‘expert’ IT staff; they will
know exactly who they are and where their
particular skill set might lead. They are
generally found in the specialist
communications, administrative and
electronics branches, although there may be
some people serving outside those areas who
have considerable expertise. Others will have
specialised in computing and/or electronics
but only as part of their career pattern. They
are still likely to have a number of very
transferable and marketable skills, but these
may need to be targeted in a particular area,
or improved or widened in the period before
leaving.
THE ECDL
The European Computer Driving Licence (ECDL),
available in more than 125 countries, is the fastestgrowing IT user qualification in the world. No prior
computing skills or knowledge of IT are required to
study for the ECDL – it is designed for those who wish
to gain a benchmark qualification in computing to
enhance their career prospects or for personal
development. The ECDL is split into three levels: ECDL
Essentials, ECDL Extra and ECDL Advanced – the one
that is right for you will depend on your current skills
and experience, as well as on what you want from
your qualification.
To find out more, visit the BCS website:
www.bcs.org.
Continued on page 16
Guarantee your future today
Get the technical skills and the work experience
to secure a well-paid job in I.T. *
Professional Training and Recruitment services from
the largest company of its kind in the UK.
Courses with Elcas funding include:
■ CCNA ■ Windows 7 ■ Windows 2008 ■ MCTS ■ MCTS ■ A+ ■ Network +
■ Security +■ Linux +■ ITIL ■ PRINCE2 ■ VMware ■ IT Training ■ IT Recruitment
benefit from:
■ Commercial work placements ■ Structured instructor led courses
■ Flexible online courses ■ CV and Interview workshops ■ IT Jobs ■ IT Job guarantee
Ask us about our 4-8 weeks commercial work placements
Call us NOW For free Transcender exam Software,
worth up to £150 For a limited time only
Tel: 0207 426 9835 (mention Elcas)
APPROVED BY MoD
IN SUPPORT OF
THE ELC SCHEME
www.justit.co.uk/it_training/elcas
ELC
PROVIDER NUMBER
2019
*available on the Network and Development Programmes
Academic excellence for
business and the professions
TAKE YOUR CAREER FURTHER
AT CITY UNIVERSITY LONDON
COMPUTING AND
INFORMATION TECHNOLOGY
POSTGRADUATE COURSES
WWW.CITY.AC.UK/INFORMATICS/
POSTGRADUATE
•
•
•
•
•
•
•
•
•
•
Business Systems
Software Development
Human Computer Interaction Design
Interactive Media
Social Computing
Information Systems and Technology
Information Studies
Health Informatics
Trustworthy Computing
Innovation, Creativity and Leadership
ENGINEERING
POSTGRADUATE COURSES
WWW.CITY.AC.UK/
ENGINEERING-MATHS/POSTGRADUATE
• Aviation Management
• Civil Engineering
• Clinical Engineering
with Management
• Electrical and Electronic Engineering
• Energy and the Environment
• Engineering with Management
• Maritime Operations
and Management
• Mechanical and
Automotive Engineering
• Transport Strategy and Systems
WHY STUDY AT CITY?
• Excellent Employability –
over 70% of our students were in
employment within six months of
graduation (HESA statistics, 2010)
• Internships – an exceptional
opportunity to make you stand out
in a competitive job market place
• Networking opportunities –
studying at City will give you
access to big name companies
and stars of the future.
• Academic Excellence –
you will be taught by experts
who are research-active and at
the cutting-edge of their field
15
Tel: 0845 900 800 1
www.1training.co.uk
CASE STUDY
Peter Langford
WO Peter Langford served in the
RAF for almost 38 years,
specialising as a TG12 Aerospace
Systems Manager and leaving in
September 2009. Asked about the
training/experience he gained
during his Service career that he
now finds useful in civilian life, he
says ‘Although my trade
qualifications do not transfer over
to civilian IT roles, discipline,
reliability, attention to detail,
standards, resourcefulness, a cando attitude and enthusiasm have all proven useful in my new
civilian life. My trade started to use desktop computers in the
early 1980s, which sparked my interest in IT.’
Civilian qualifications obtained during his Service career
included: O-level English Language and Computer Studies;
CLAIT; ECDL; City & Guilds IT Diploma in Computer
Applications; IOSH Health & Safety – Managing Safely; IOSH
RAF Risk Assessor and MCGI in Leadership. During his
Resettlement training, he added Microsoft Certified Desktop
Support Technician, CompTIA A+ Certified Technician and
CompTIA Network+ Certified Technician Management. He also
attended courses for Installing, Configuring and Administering
Windows XP Professional; Managing and Maintaining a
Windows Server 2003 Environment; and Implementing,
Maintaining and Managing a Windows Server 2003 Network
Infrastructure.
His first civilian job on leaving the Forces was as a 1st Line
Service Desk Technician with Prolinx Ltd at RAF Coningsby,
secured via a job advertisement, application and three
interviews. He is currently working as a Hardware Support
Technician with Prolinx Ltd at RAF Coningsby. This involved
working as an ‘IT service desk technician assisting users for 16
months until the service desk was relocated within the UK; I
have now been re-roled as a hardware support technician
resolving hardware and peripheral faults on the Ash Forest
network with occasional server installations at other locations.
‘I like interacting with the users and the satisfaction of
resolving their issues. I also enjoy the manipulation of data to a
productive resolution and the opportunities to learn more about
a hugely complicated subject. I prefer to be busy so I dislike
sitting around waiting for something to go wrong!’
Asked about the major differences between his Service
role and his current job, he responds: ‘In Service life, behind
each person is a very large net of various trades and branches
that train, guide and advise you in order to get the job done and
deal with the various issues that arise throughout your career.
In civilian life, that net does not exist and you may have to fight
hard to get what you need to get the job done. Training is hard
to come by while the recession bites hard, and companies are
redirecting their finances to other areas in a very competitive
market. In the military, there is also a huge wealth of
information that comes in many formats from a multitude of
directions to enable you to do your job. In civilian life,
information arrives at a vastly slower rate, mainly due to the
complexities of commercial contracts and the “need to know”
basis until signatures are obtained.
‘During transition from the military into my second career, I
moved from a managerial, office-based role into a skilled
worker role due to my choice of job. My RAF trade was not a
technical IT role so I had to start my IT career on the first rung
of the ladder in order to gain knowledge and experience in
order to progress.’
16
There is a great deal of computing
and IT training available through the
resettlement system. Preferred suppliers
and other training providers offer a wide
variety of courses in this field.
Training
Industry advice is for Service people to
gain as much academic knowledge as
possible while still serving that can be
enhanced by practical training during
the resettlement period. Knowledge can
be developed through self study,
academic qualifications via a college and
an industry placement nearer discharge.
Career changers will have to learn to
use specific applications or languages.
How much formal training is required
will depend on the new career path, as
well as individual experience and
aptitude. The options available range
from conversion courses to work
placements. Some companies recruit
only those who have already been
working in the industry, but most will
take on new entrants. Many will take
new recruits with little or no technical
knowledge and offer training, provided
they have other valued skills, and show
they are enthusiastic and capable of
learning. To increase the chances of
getting a good job, individuals should
aim to demonstrate these attributes
through work experience connected to
ICT (information and communication
technology), or a course or qualification
in an ICT‐ or business‐related subject;
and they should develop and be able to
demonstrate skills such as
communications and problem solving.
Computing and IT
qualifications
Academic qualifications provide a
thorough grounding in the principles
that will be highly relevant for future
training, although much of the detail
will rapidly become out of date. There
are also both generic and vendor‐
specific qualifications. The generic ones
certify achievements in the general field
of computing and IT, while vendor‐
specific ones demonstrate a level of
expertise in a particular manufacturer’s
products. Many people hold both, and
even a portfolio of qualifications in the
products of different manufacturers, as
it is often important to be able to
operate across both boundaries and
equipment.
Generic qualifications include
academic courses. Degrees (foundation
or higher), HNDs and HNCs are all
highly valued, with the theoretical
knowledge involved always being
relevant. Degrees tend to be in
computer science, with HNDs and
HNCs in software engineering. An A‐
level or GCSE in computer studies might
be the academic starting point for the
beginner.
NVQs (levels 1 to 5) and
apprenticeships are available, based on
sector‐approved national occupational
standards (NOS), but some employers
may not be very familiar with them, and
some other qualifications may be more
useful. Vocational A‐levels may also be
taken – usually through colleges – and
these can provide a job‐orientated
qualification with a strong academic
element. The experience gained in
acquiring these qualifications will be
valuable in finding employment.
e-skills UK’s new NOS
e‐skills UK has launched NOS for both
IT users and IT professionals (to find out
more about these, visit www.e‐
skills.com/nos). User NOS may be
gained through an IT Qualification
(ITQ) programme, being used by 40,000
people a year with an e‐skills Passport
online tool.
e‐skills UK’s IT Professional
Competency Model (e‐skills procom) is
being established as an industry‐
recognised, internationally relevant
training framework. Built on IT
professional NOS, e‐skills procom
defines knowledge, understanding and
competencies for seven broad
disciplines (and their sub‐disciplines) at
five levels of progression, incorporating
technical, business and personal skills.
The disciplines are:
1. Sales and marketing
2. Business change
3. Programme and project
management
4. Solutions architecture
5. Solution development and
implementation
6. Information management and
security
7. IT service management and delivery.
e‐skills UK has also developed a
master’s‐level programme to fast‐track
the careers of new IT professionals. It
has been designed with employers and
will be delivered through universities
and participating employers.
The CompTIA has members in
more than 100 countries and runs a
series of certifications, which are
credentials achieved through a testing
process to validate knowledge within a
specific IT support function. Its exams
are developed by subject matter experts,
and the certifications are recognised
throughout the industry as foundation‐
level skill sets. These qualifications are
widely recognised and may also form
modules in other ICT awards and
programmes. Over a million people
worldwide have earned a CompTIA
certification since it established its
certification programme in 1993.
The British Computer Society (BCS)
has more than 70,000 members around the
world and is a qualifying body for chartered
IT professionals. It has its own exam
structure:
●
European Computer Driving Licence
(ECDL) (see box) and other user
qualifications
●
Information Systems Examinations
Board (ISEB) qualifications, which
provide industry‐recognised
qualifications that measure competence,
ability and performance in many areas of
IT
●
BCS professional exams, which at their
highest level take students to the
academic level of an honours degree, and
acknowledge practical experience and
academic ability.
Professional vendor qualifications are
training and exams in a specific
manufacturer’s products. The manufacturer
should be a major supplier in the industry
for its qualifications to have value, but do
bear in mind that the qualification that is so
valuable today may have less value tomorrow
if the manufacturer goes out of business or
there is a major change in technology.
Microsoft qualifications are perhaps the
18
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best known, with the Microsoft Certified
Systems Engineer consisting of a number of
exam passes, any one of which entitles the
individual to be a registered Microsoft
Certified Professional. The Microsoft
Certified Systems Administrator is also
available, with its equivalent at the front end
– programs that interface with the user –
being the Microsoft Certified Systems
Developer.
Microsoft is not, however, the only
manufacturer on the market, and other big
players, like Novell (Certified Novell
Engineer and Certified Novell
Administrator) and Cisco, also have their
own qualifications.
Employment in computing
and IT
Obtaining employment is inevitably a
combination of:
●
qualifications
●
experience
●
networking
●
work placements
●
the right CV
●
going for the right job.
Those entering similar employment to that
they had in the Forces may well start at the
same level; those going into an unrelated
field will probably start further down the
ladder. Once into a company the
employment possibilities are enormous in
this expanding and changing industry.
‘Permanent’ employment is often regarded as
lasting three to five years, and people
commonly change employer every two years
or so. In‐house training is often provided,
and good people can achieve rapid
promotion.
Salary expectations vary hugely from one
company and contract to another, so it is
difficult to give an accurate picture.
However, a relatively unskilled employee
might earn up to £18,000, a technician
(engineer or analyst) £25,000 to £35,000, a
manager (user, data, support), £35,000 to
£45,000, and a head of services anything
from £60,000 upwards.
KEY CONTACTS
e-skills UK, 1 Castle Lane, London SW1E
6DR Tel: 020 7963 8920 Website: www.e-skills.com
Twitter: @eskillsUK
Computing Technology Industry Association
(CompTIA), 5th Floor, City Tower, 40 Basinghall
Street, London EC2V 5DE Tel: 020 7330 6060
Website: www.comptia.org Twitter: @comptia
British Computer Society, First Floor, Block D, North
Star House, North Star Avenue, Swindon SN2 1FA
Tel: 01793 417417 Website: www.bcs.org
Twitter: @bcs
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19
Road transport driver training and freight management
Road transport driver training
and freight management
Overview
The focus of this article is passenger
transport and road freight driver training,
and freight management, with a particular
focus on the qualifications and licensing that
will help you make your way in this sector.
Passenger transport
According to the latest available figures,
Britons make 4.5 million journeys a year,
travelling nearly 15 billion miles in nearly
100,000 coaches and buses, with two out of
every three passenger journeys being taken
by bus, however 25% of the passenger
transport workforce is aged 55‐plus. Fleets of
vans, taxis, hire cars, cranes and other forms
of transport, together with private motorists,
make up well over 30 million licensed
vehicles in the UK. It is estimated that
223,000 people drive coaches and buses
(buses are also known as PCVs – passenger
carrying vehicles), with another 215,000
driving taxis and private hire vehicles. Male
employees make up 80% of the total,
significantly more in bus, coach, taxi and
private hire vehicles. More than half of the
passenger transport workforce is qualified to
level 2 and above.
20
subcontractors and smaller haulage firms,
and needs extensive, well‐structured and
continuing training to recruit and retain
drivers. It has previously suffered from major
skills shortages, in particular of larger goods
vehicles (LGV; formerly HGV) drivers.
However, recruitment of LGV drivers is not
currently a major concern for employers,
although recruiting women and people from
minority ethnic groups into the profession is
still proving difficult.
Driver training: licensing and
certification
Road freight transport driving
LGV (C) licence holders (see panel titled
‘Vehicle licensing categories’) require a
current clean B (motor car) licence, and a
minimum age of 21 (although they may be
any age in the Services). Some insurers may
insist that those driving certain loads (e.g.
hazardous chemicals) are over 30. Employers
and trainers look for ability in reading,
writing and maths, and require an aptitude
test. Everyone is required to take a medical
exam, including eyesight and colour
blindness tests.
Road freight transport
The LGV Certificate of Professional
Competence (CPC)
Road transport/driving and ‘logistics’ (the
movement of freight) is a diverse sector that
plays a major role in the UK and global
economy. Within the industry, logistics is
often described in terms of the method of
goods transportation (i.e. road, sea, air or
rail), however large logistics companies use
all types of transport within a variety of
industries. It is still very much the case,
though, that road freight transport makes up
the majority of the market: in the UK, it is
the main mode in use, with around 82% of
freight transported by road.
The industry is heavily reliant on
CPC training is continuing professional
development that carries on throughout a
professional lorry driver’s career. All
professional lorry drivers are now required to
hold a Driver CPC in addition to their
vocational driving licence. This is designed
to improve the knowledge and skills of
professional LGV drivers throughout their
working life. There are two parts to the
legislation:
1. the initial qualification, which must be
achieved by new LGV drivers along with
their vocational licence to enable them
to use their licence professionally
2. periodic training, which involves all
professional drivers undertaking 35
hours of training every five years.
New LGV drivers will have to pass an initial
Driver CPC qualification before being able to
drive professionally. This can be taken at the
same time as the vocational driving test.
Driver CPC came into force across all EU
member states in September 2009 for lorry
drivers (LGV).
Existing professional lorry drivers are
deemed to hold Driver CPC by ‘acquired
rights’. However, they must complete their
periodic training within five years of the
introduction of Driver CPC, which means by
9 September 2014 for LGV licence holders.
Passenger transport: coach and bus
driving
There are no formal academic entry
requirements to become a coach driver,
although employers will expect basic levels
of literacy and numeracy. Bus drivers,
however, need to have a PCV licence, also
known as a category D licence, as well their
PCV Driver CPC (see below). To drive for a
commercial operation, coach drivers will also
need a PCV Driver CPC. Adult entry is
common, and drivers in the Forces with a D
licence must convert to civilian standards
and practices. To train for this licence, a full
UK driving licence is required. Drivers
cannot train for the PCV licence and Driver
NEW DIRECTIONS
•
•
E-commerce has started to change the logistics
of goods’ sale and delivery, and has created new
demands for customer service skills among
drivers.
Information technology has revolutionised the
way in which vehicles and loads can be planned
and monitored.
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21
CPC until they are at least 18. However, PCV
drivers must usually wait until the age of 21
to be allowed to drive on major bus or coach
routes. Many companies give entrants PCV
and Driver CPC training while paying them a
trainee wage, although it is also possible to
train for the licence and Driver CPC
independently.
The PCV Certificate of Professional
Competence (CPC)
As discussed in relation to lorry drivers
above, all professional PCV drivers are also
required to hold a Driver CPC in addition to
their vocational (D or D1) driving licence.
Again, there are two parts to the legislation:
1. the initial qualification, which must be
achieved by new PCV drivers along with
their vocational licence to enable them
to use their licence professionally
2. periodic training, which involves all
professional drivers undertaking 35
hours of training every five years.
New PCV drivers will have to pass an initial
Driver CPC qualification before being able to
drive professionally. This can be taken at the
same time as the vocational driving test.
Driver CPC came into force across all EU
member states in September 2008 for
commercial PCV drivers.
Existing professional PCV drivers are
deemed to hold Driver CPC by ‘acquired
rights’. However, they must complete their
periodic training within five years of the
introduction of Driver CPC, which means by
9 September 2013 for PCV licence holders.
Van driving
A number of people drive vans either full‐
time or as part of another job. Those driving
vans over 3.5 tonnes need a C Licence and
those driving vans over 7.5 tonnes require a
C1 Licence. For smaller vans, only a B Licence
is required. The minimum age for driving
VEHICLE LICENSING CATEGORIES
Although there are some others, the basic vehicle
licence categories are:
• A – motor cycle
• B – motor car
• B+E – motor car and trailer
• C – lorries over 3,500 kg with a trailer up to 750
kg
• C1 – lorries between 3,500 kg and 7,500 kg with
trailer up to 750 kg
• C+E – lorries over 3,500 kg with a trailer over
750 kg
• D – PCV with more than eight seats and trailer up
to 750 kg
• D+E – as D, with a trailer over 750 kg
• D1 – PCV with 9–16 seats, with or without trailer
up to 750 kg
•
D1+E – as D1, with a trailer over 750 kg.
22
Source: direct.gov.uk
‘light commercial vehicles’ is 18, although
some insurers insist on 21. Some employers
prefer people aged 25 with experience and a
good driving record.
Chauffeurs
Driving, maintaining and cleaning high‐
powered cars, together with a B Licence, are
the basic requirements for this employment.
Chauffeurs should have several years’ driving
experience with a clean record. Membership
of the Institute of Advanced Motorists and
some knowledge of defensive driving
techniques could be advantageous.
Taxi drivers and private hire
Taxi drivers must hold a full, clean B Licence.
They need good local area knowledge and
may require a test. They are licensed by their
local authority, or the Public Carriage Office
in London, and this special licence can be
held only by people over 21 who have passed
a medical.
Carriage of dangerous goods
Every company involved in the
transportation of dangerous goods must
have a Dangerous Goods Safety Adviser
(DGSA), who must pass the necessary
courses to become qualified in:
●
basic dangerous goods transport
●
safe transport of dangerous goods in
small packages
●
completing and checking dangerous
goods transport documents
●
safe loading of dangerous goods vehicles
and containers.
Transport and driving skills
gained in the Services
Every unit has its Motor Transport Officer
who runs a fleet of vehicles and drivers.
Transport units have many more managers
and drivers as the total unit holding is split
into fleets of all sizes and descriptions. Since
the Services are usually concerned with
mobility in their activities, transport features
heavily in all that they do. The Defence
School of Transport (DST) takes students
from all three Services on a huge variety of
courses. Programmes emphasise vocational
qualifications and apprenticeships, so that
every student on a major course leaves with a
qualification. For resettlement, training in
transport management and driving can be
accessed through the Career Transition
Partnership. Service drivers who already hold
a C or C+E Licence (see panel titled ‘Vehicle
licensing categories’) may need to convert to
civilian standards and practices.
The CPC and Armed Forces drivers
Because those driving as part of their job in
the Armed Forces are exempt from CPC
requirements while serving (Driver CPC does
not form part of MoD LGV training), those
leaving the Forces with an LGV licence
issued after September 2009 will need to
pass the initial seven‐hour core module
Driver CPC qualification in order to obtain
their Drivers’ Qualification Card, which will
allow them to drive legally in a civilian
capacity. They will then have five years in
which to complete the required 35 hours of
periodic training. Those Forces leavers who
gained their licence before these dates will
have ‘acquired rights’, as stated above, and
will therefore need only to complete the 35
hours’ periodic training within five years.
For more information, please visit the
Directgov website (see ‘Key contacts’).
Transport management:
qualifications and training
Freight logistics companies fall into two
groups: those that manage their own
distribution system and those that manage it
on behalf of another company; the latter
organisations are referred to as third‐party
logistics (3PL). According to Skills for
Logistics (the Sector Skills Council for the
UK’s freight logistics industries), over 60% of
UK freight is carried out for ‘hire and reward’
(i.e. 3PL) on behalf of another company.
There are five main routes into transport
management.
1. Graduate training entrants join
management‐training programmes run
by employers. Degrees may be in
transport and logistics, or in more
general qualifications.
2. Postgraduate entry applicants will have
an MSc in logistics or supply chain
management, or an MBA in an
appropriate discipline.
3. Graduates with management experience
may look for a career change into
transport and logistics, and will need to
gain the necessary knowledge.
4. Service leavers with A‐levels may move
into management through on‐the‐job
experience, while also studying for
professional exams.
5. Professional qualifications, which must
reflect the needs of the profession and
employers, enable the translation of
Service skills into their civilian
equivalents.
Freight transport vocational qualifications
are available as national and Scottish
vocational qualifications, and as
apprenticeships.
CPC for transport managers
The CPC (see above) is a suitable first‐level
qualification for those wanting to pursue a
career in transport management and fleet
operation in the road freight industry –
whether self‐employed or as an employee of
a larger organisation – and provides a good
basis from which to progress to professional
qualifications. Those operating or managing
goods vehicles over 3.5 tonnes GVW require
an Operator CPC, also known as the
RTA
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23
DO YOU HAVE WHAT IT TAKES TO
BE A TRANSPORT MANAGER?
The following personal qualities and skills are valued
in people working in this field:
• core technology skills
– PC literacy
– communications
– machinery
– warehousing
– warehouse management
– analysis
• people skills
– problem solving
– leadership
– communication
– team building
– decision making.
Transport Manager’s CPC (this is a
separate qualification from the Driver CPC
discussed above, so anyone holding an
Operator CPC who still drives professionally
as part of their job will also need to hold a
Driver CPC). Those wishing to obtain a
standard licence must hold the relevant
Certificate of Professional Competence in
Road Haulage (CPC) qualification. A
Standard Operator’s Licence is required
for ‘hire and reward’ operations and a
Restricted Operator’s Licence for own
account.
CILT(UK) qualifications
The Chartered Institute of Logistics and
Transport in the UK (CILT(UK)) offers a
number of formal qualifications at the
following levels (because they are modular,
most can be studied as stand‐alone units).
●
Level 2 Certificate – for new employees
or students; provides a broad
understanding of logistics and transport.
●
Level 3 Certificate – designed to
provide a solid foundation for a career
within the transport, logistics and supply
chain sectors; aims to equip existing and
potential supervisors and first‐line
managers with a complete set of
management skills.
●
Level 5 Professional Diploma – a
professional qualification for those
individuals already working within
logistics and transport who wish to
develop a strategic view of logistics and
transport operations, and to become
capable of reviewing operational
activities.
●
Level 6 Advanced Diploma in
Logistics and Transport – a
qualification providing those strategic
management skills required for
professional and business development
for individuals in the logistics and
transport sectors.
●
MSc International Logistics and
Supply Chain Management/MSc
International Transport and Logistics
– providing the necessary skills and
knowledge to bridge the gap between
operational and strategic management,
to fulfil professional potential and
enhance strategic capabilities for the
benefit of both individual and
organisation.
KEY CONTACTS
Chartered Institute of Logistics and Transport
in the UK, Earlstrees Court, Earlstrees Road, Corby,
Northants NN17 4AX Tel: 01536 740104
Website: www.ciltuk.org.uk Twitter: @ciltuk
Skills for Logistics, 12 Warren Yard, Warren Farm
Office Village, Milton Keynes MK12 5NW
Tel: 01908 313360 Website:
www.skillsforlogistics.org Twitter: @SfL_SSC
GoSkills, Concorde House, Trinity Park, Solihull, West
Midlands B37 7UQ, Tel: 0121 635 5520 Website:
www.goskills.org Twitter: @GoSkillsLtd
Directgov – see www.direct.gov.uk
For more information on obtaining your Driver CPC,
see www.direct.gov.uk (in the ‘Motoring’ section)
Career Transition Partnership – see
www.ctp.org.uk/ctp/
Want to transport dangerous
goods as your next career?
Train with us for your ADR Certificate
To transport dangerous goods you
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For all your ADR requirements
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T: 01244 543473
M: 07973 295879
Email: mike@jmd-training.co.uk
www.jmd-training.co.uk
24
Practical advice for a successful transition
Managing your money
It all adds up ...
In this new article for Quest, aiming
to offer practical advice on making
the transition to your new civilian
lifestyle, business coach Keith
Turnbull takes a look at the basics
of managing your finances
ften the simplest of things can prove
the hardest to get right. Working
abroad, on ship or on a garrison, with
limited spending opportunities, does not
always prepare resettling Service personnel
for the world of financial transactions. Very
often, these ‘money things’ always seemed
to take care of themselves somehow.
Remember, while moving into civvy
street can become stressful, the basics of
managing your money are exactly that:
basic, straightforward and with no need to
become a road to worry if some simple
rules are followed ...
Be proactive and make a plan ¬... or, at
the very least, be honest with yourself and
any termination monies and savings you
have. There are many independent
financial advisers (IFAs) out there waiting
to help. And most will, in fact, help. Some
may have other motives, but that is true of
most work sectors. If you do indeed
approach an IFA, then have a plan and your
budget worked out as best you can prior to
doing so. In this way you will be better
positioned to challenge any advice you
receive, and can therefore be more
confident about the things you decide to
accept and do.
O
Get into the habit of checking your
bank account(s) regularly, and keep within
any authorised overdraft. (Most accounts
can now be checked online and they are
secure.) In this way you will see what you
are spending money on and notice any
awkward trends that may be developing,
like visits to the local pub, using cash‐back
too often or being flash in retail stores, also
too often. There is such a thing as too many
bargains!
It is only right that you use your hard‐
earned cash to enjoy the new and different
pressures and activities in your actual or
pending second career, however not at the
expense of mortgage or rent default, and
utility bills. Your credit rating is important
for your long‐term financial security,
especially when you want to move from
accommodation rental to purchase, or take
out an affordable loan for a wedding or
honeymoon.
Finally, there are sources of help all
around. Your future mortgage lender can
help you with your income and expenditure
calculations. They want your business, after
all. Citizens Advice will help you in a calm
and confidential manner, and a host of
government websites exist to offer factual
and impartial advice depending on your
circumstances. Review the following list:
●
www.citizensadvice.org.uk
●
www.moneyadvicetrust.org
●
www.nationaldebtline.co.uk
You may not have had any assistance, or
need for any when serving: money arrived
in your account, rent was taken out before
you even saw it, and a standing order went
to pay for that essential item back home. It
can still be that way ... but now you have to
drive it!
About the author
Keith has been managing large sales and
marketing teams for major organisations
for over 25 years. In this time he has gained
a wealth of knowledge on how best to
manage people in order to maximise their
success. Now running his own coaching
business and recently qualified as an NLP
Practitioner coach, he is also an Associate
with the CTP, assisting Service leavers into
a second career. He can be contacted via
email, keith@ktaluk.com, or his website:
www.ktaluk.com.
25
Surveillance
Surveillance
Overview
n recent years there has been a sharp rise
in demand for covert surveillance
operations to counteract a range of
criminal activities, such as insurance, benefit
and workplace fraud. A variety of
organisations, industries and businesses use
surveillance operatives – either employing
them directly or subcontracting their
services as required. Much of the industry
comprises ex‐military personnel, and the
private sector is currently at an all‐time high,
with much work coming from major
I
600
!
private companies in the UK conducting civil and
criminal surveillance*
1 day to 3 months
typical length of surveillance operations
4,684
number of claimants for which surveillance
undertaken in 12-month period for one company*
25+
estimated number of CCTV cameras in the UK**
26
Source: * The Surveillance Group Ltd; ** BSIA, SIA
insurance companies investigating personal
injury claims. Surveillance saves money,
defeats crime and provides evidence to gain
convictions, with clients spending money on
operatives in order to save money for their
own businesses. In general, the market is
strong, expanding and ideal for those with
operational experience from the Armed
Forces.
The role of a surveillance operative in the
private sector is to gather intelligence and
evidence covertly without the surveillance
subject being aware, in order to gain a
pattern‐of‐life study on the subject. Hours
can be unpredictable, and the work
challenging, time‐consuming and
occasionally frustrating. Operatives may
need to travel long distances (sometimes in
short periods of time), and the work requires
flexibility, mental agility, patience,
professionalism and stamina. It requires
commitment, honesty and the ability to
work alone or as part of a mixed‐gender
team.
Surveillance-related skills
Surveillance work is perfect for ex‐military
personnel – especially those with experience
in covert operations. Directly transferable
skills include:
●
●
●
●
●
●
flexibility and multi‐tasking
professionalism and reliability
integrity
working on own initiative while
simultaneously working as part of a team
quick thinking/acting and clear
communication
patience (‘hanging around’ is inevitable)
TOP TIPS FOR TRAINING
The Surveillance Group’s Andy Rhodes has some
useful advice for would-be surveillance operatives
seeking appropriate training …
• Research the qualification. Every qualification
has three levels (Award, Certificate or Diploma);
these equate to hours spent on the course (an
Award is a 10-hour course, Certificate 120 hours
and Diploma 220 hours), so be wary of training
providers whose courses veer wildly from these
timings.
• Speak to students who have taken courses with
the companies you are researching. They will be
able to tell you about the course and about their
employment opportunities on completing it.
• Attend a free Insight to Industry day, such as
those offered by The Surveillance Group, where
major companies give presentations on the
industry and training. They provide an opportunity
to meet the training provider before you commit.
New courses available now!
Realistic, relevant and accredited
Covert Surveillance Training from
a fully operational company
within the UK
Our courses prepare delegates for a career in
the UK security industry.
Phoenix Enhanced Security Officer
This five day course provides the enhanced security skills
that will differentiate delegates from a standard security guard.
Areas covered include conflict management, effective command
and control, effective security search and security guarding.
Phoenix Surveillance Officer
Our five day Surveillance Officer course has been developed
for those considering a career in surveillance or investigations,
or those already working within a variety of professions where
surveillance skills complement their roles.
Btec Level 3 Advanced Award in
Covert Surveillance Operations.
Blue Square Global Ltd.
Business Development Centre
Eanam Wharf | Blackburn | BB1 5BL
Call now to find out more
Early booking recommended.
APPROVED BY MoD
IN SUPPORT OF
THE ELC SCHEME
ELC
PROVIDER NUMBER
3651
Tel: +44 (0)1432 850223
Email: specialisttraining@uk.g4s.com
www.g4sspecialisttraining.com
+44 (0)844 800 3419
www.bluesquareglobal.com
27
Surveillance
CASE STUDY
Scotty
28
WO2 ‘Scotty’, 39, served in the Royal Artillery for 22
years, specialising as DC Guns/FST Commander, and
leaving in 2010 on completion of his 22 years’
service. Asked what training or experience gained
during his Service career is now useful in civilian life,
he responds: ‘I gained valuable transferable skills
during my Service career that are relevant and useful
in my civilian life. These include teamwork, and the
ability to work on my own initiative and think on my
feet. Having spent a lot of time in ops I learned to be
patient and able to log my observations in logical
sequence. This has helped me a great deal in my
civilian life and provided me with a good start in my
new career.’
During resettlement, he undertook a BTEC level
4 Diploma in Surveillance with The Surveillance
Group. The course was, he says, ‘very useful, as it
gave me a good starting point for my new career in
the surveillance industry. Although it was fast-paced
and intense, the friendly training team made it
enjoyable while delivering the course.’ The course
also included a civilian attachment: ‘Since
completing this, and taking up employment, I am still
learning something new every day.’
In terms of finding work, he says: ‘Before
making a decision to pursue a career in surveillance,
I researched numerous companies and decided to
undertake the level 4 BTEC Diploma with The
Surveillance Group. Upon completion of the course I
was offered a work attachment (as mentioned above)
and have since been given a permanent, full-time job
as a surveillance operative.’
Asked what his job involves, he says: ‘On a dayto-day basis I conduct covert surveillance operations
in the northern region of the UK. I investigate and
gather good-quality evidence for personal injury
fraud cases on behalf of the country’s leading
insurers.’
As for likes and dislikes, he continues: ‘I like my
job because of its variation – each day is different
and no two jobs are the same. It gives me the same
buzz I used to get in the Army. I can honestly say I
have no dislikes. I carried out thorough research
before I started my resettlement, into alternative
career paths upon leaving the Forces. Ever since, I
have not been disappointed.’
Asked whether there are any similarities
between his Service role and his current job, he
replies: ‘The main similarity is the level of excitement
involved when watching and logging people’s
movements. It feels great to be involved in the
gathering of evidence for insurance claims and you
get job satisfaction when you obtain good-quality
footage of a fraudster.
‘The major difference between my Service job
and my current job is the working pattern. Now, my
working day is longer, but you don’t really notice due
to the nature of it and the fast-paced working
conditions. Also, the quality of my home life is better
as I no longer have a tour of duty hanging over me.
‘There is a difference in the salary, but there is
also an opportunity to earn a monthly performancerelated bonus in addition to the other benefits that
come with the job, including a company vehicle,
mobile, full surveillance kit and equipment, plus fuel
and overnight expenses.’
vigilance (noting minute details and
changes)
●
a relatively good level of fitness
●
being a safe driver and having technical
competence.
Other skills include:
●
working within the law
●
accurate record keeping that may need to
stand up to scrutiny in court.
Several companies actively recruit from ex‐
military personnel, fully recognising the
range of transferable skills and personal
attributes of those men and women who have
been members of the Armed Forces.
●
Qualifications and training
Although there are currently no compulsory
qualifications or licensing requirements to
work in the surveillance industry (other than
to operate CCTV equipment), having
qualifications will increase job prospects with
the larger surveillance companies, and there
are several ways to attain these. Technology
training also helps operatives to keep up with
the fast pace of change in terms of the
equipment used – e.g. covert cameras and
vehicle tracking.
Edexcel (a leading provider of
internationally recognised qualifications)
offers a BTEC level 3 Advanced Certificate in
Surveillance Practice, which is now an
industry minimum standard, giving the
trainee a good level of training and
competency. In addition, BTEC level 4 Covert
Surveillance Procedures and Tactics develops
these skills.
To gain the required skills, some in the
industry advise training with operational
WHAT MIGHT THE JOB INVOLVE?
Typically, surveillance operatives travel long distances
to conduct covert surveillance – preferring not to work
on their own doorsteps. Many operatives work from
home, travelling daily to the location of surveillance
and acting on the brief given by the client. A normal
‘start’ is about 5am, and will entail reconnaissance,
static work, mobile and foot surveillance (with the
subject being filmed for evidence in either civil and
criminal cases in court). A day of surveillance usually
ends with report writing.
Operatives do stay overnight in some locations,
depending on how long the particular job is taking or
the proximity of the next job to the current one. An
operative could find him/herself working covertly in a
supermarket, a city centre, a building site, flying
abroad for a short period of time (to hostile and nonhostile environments), and so on. Each day is
different, and no two jobs are the same. An operative
might expect to be monitoring, for example, someone
who has claimed money for an injury that they say
prevents them from walking or driving. In gathering
evidence against that person, the operative would be
taking notes and filming how far the person actually
walked, drove, etc., then handing over that evidence
to be used in a court of law.
training companies that conduct surveillance
as well as provide training courses. The
advantage is that trainees could end up
working with that company. As Andy Rhodes,
company director of The Surveillance Group
Ltd – the largest covert surveillance company
in the UK and one of the first to have
accredited surveillance qualifications at level
4 with Edexcel – explains: ‘A very high
percentage of the students who have
attended our courses are now working for us.’
And Damian Ozenbrook, operations director
at Blue Square Global, confirms that
members of his company’s teams have
‘varying degrees of operational experience
and, regardless of this and of formal
qualifications, have all undergone our in‐
house training’. His company also recruits
individuals who have trained with other
organisations: as long as they can
demonstrate sector competency and are
happy to have further in‐house training, such
people are considered in terms of their
‘individual merit and suitability’. But, as
Stuart Withers, MD of the Academy of
Professional Investigation explains, training
can also be flexible: ‘The Academy, in
conjunction with Edexcel, has developed the
BTEC level 3 Advanced Private Investigation
distance learning course, which covers areas
including surveillance, tracing missing
people, accident investigation, criminal
investigation, process serving, the legal
system, forensic investigations and
electronics. As an approved MoD ELCAS
learning provider, we can offer students who
prefer home study a reliable and professional
route to obtain a nationally recognised
qualification.’
Summing up the general industry advice
on training, Andy Rhode advises: ‘Those
thinking of pursuing a career in this industry
should carry out their own thorough research
and be given the opportunity to meet with a
reputable training provider before making a
commitment.’
Employment in the industry
There are numerous organisations that look
to employ surveillance operators. Some of
these provide services to the corporate/legal
sector, where surveillance is often utilised to
help in the fight against suspected fraud,
theft and corporate malpractice, and with
legal and civil actions, disputes and litigation
cases. There are also companies who work
within the provision of investigation and
surveillance services purely to the private
individual, where matrimonial and personal
issues, say, are involved.
Operatives typically work directly for
surveillance companies or may have work
subcontracted to them via organisations such
as local authorities, the UK Border Agency,
the Serious Organised Crime Agency, the
Vehicle and Operator Services Agency and
the Department of Welfare and Pensions
Become a Professional
Private Investigator
• By obtaining a Nationally Recognised
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• Enrol on the Edexcel Advanced Private
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• Providing an opportunity to achieve a high
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activities, leading to an exciting, rewarding
and adventurous career
www.becomeadetective.com
or call: 01444 441111
Academy of Professional Investigation
Head Office, The Priory, Syresham Gardens,
Haywards Heath, West Sussex RH16 3LB
e-mail: sales@becomeadetective.com
APPROVED BY MoD
IN SUPPORT OF
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ELC
PROVIDER NUMBER
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Surveillance and Advanced Driving
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Our specialist surveillance and advanced
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Our team is on hand to answer
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surveillance. The course is progressive and
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Certification includes
RoSPA Advanced Driving Certificate
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2992
BTEC Level 3 Advanced Driving
BTEC Level 3 Foot & Mobile Surveillance
29
Surveillance
investigating benefit fraud; and can also be
involved in wildlife protection, and as part of
NHS investigation teams or as civilian
surveillance support staff to the police.
As the above examples make clear, there
is a broad range of operational work available
and it is down to the individual operator to
decide which area he/she wishes to work in.
Initially it may be a case of taking whatever is
on offer and that you are comfortable with, in
order to build operational experience and
find your feet in this sector. And, as Stuart
Withers concurs, working in this job area ‘is
an ideal opportunity for many ex‐Service
personnel. Being your own boss, with plenty
of variety, makes it an exciting, rewarding
and adventurous choice.’
more ex‐military personnel have been
employed.’
The ages of surveillance operatives vary
widely, and Rhodes is at pains to stress that
‘there is no age limit at all – certain age
groups blend in well in certain environments.
We have some operatives aged 25–30, who
have served for six to seven years and then
left the military, and others of 40+ who
served for 22 years.’ He also highlights the
fact that ‘the demand for good female
operatives is massive; mixed male‐and‐
female teams blend in very well, and police
teams adopt a structure that is 60%
female/40% male. So women can make an
excellent career path for themselves in this
industry and be very successful.’
Job prospects
Rates of pay
‘We investigate personal injury fraud for
many major insurance companies,’ says Andy
Rhodes, ‘and also conduct professional
witness surveillance for local authorities,
housing associations, the police, government
agencies and other high‐profile clients. Our
surveillance operatives are exclusively from
military backgrounds. As a result of the UK’s
financial climate in recent years, there has
been a sharp rise in demand for covert
surveillance operations to counteract
fraudulent insurance claims and other
criminal activity. In turn, the need for
surveillance operatives has increased and
If a surveillance operative is employed by a
company then, depending on the size of that
company, the operative can typically expect
an annual salary that starts at about £20,000
(and, according to Withers, annual turnover
could be in the region of £50,000–£150,000
depending on the number of assignments
taken on). Some companies may offer
overtime at an hourly rate, a bonus scheme, a
company car, travel expenses and all
surveillance equipment. Subcontracted work
is often paid by the day and may typically
amount to between £150 and £300.
30
KEY CONTACTS
The Surveillance Group Ltd, Brook Court,
Whittington Hall, Whittington Road, Worcester
WR5 2RX Tel: 0800 587 0170
Website: www.thesurveillancegroup.com
Blue Square Global Ltd, Business Development
Centre, Eanam Wharf, Blackburn BB1 5BL Tel: 0844
800 3419 Website: www.bluesquareglobal.com
ISS Training Limited, Riverside Cottages, Nidd Walk,
Pateley Bridge, Harrogate HG3 5NA Tel: 01423
712265 Website: www.intelsecurity.co.uk
British Security Industry Association, Kirkham House,
John Comyn Drive, Worcester WR3 7NS Tel: 0845
389 3889 Website: www.bsia.co.uk
Twitter: @thebsia
Security Institute, 1 The Courtyard, Caldecote,
Warwickshire CV10 0AS Tel: 0845 370 7717
Website: www.security-institute.org
Skills for Security (sector skills body for the security
industry), Security House, Barbourne Road,
Worcester WR1 1RS Tel: 0845 0750 111
Website: www.skillsforsecurity.org.uk
Academy of Professional Investigation, The Priory,
Syresham Gardens, Haywards Heath, West Sussex,
RH16 3LB Tel: 01444 441111
Website: www.pi-academy.com
Administration
Administration
Overview
Qualifications, training and skills
he UK economy depends on the effective operation of
companies. Fundamental to this is their ability to apply quality
administrative practice through a combination of professional
administrators and, increasingly, good generic administration skills,
alongside other technical or specialist skills. Administration can be
defined as providing ‘business support systems, processes and
services that enable the organisation to achieve its objectives and
continuously improve its performance for the customer’.
The job of an administrator is central to the sound management
of an organisation. Administration is everybody’s business. It is about
coordinating resources, systems, procedures and services – oiling the
wheels of the organisational machine. Technological advances and
flatter structures mean that more people now have a responsibility
for administrative tasks within their jobs.
The position of an administrator is best illustrated by the
company secretary, although the function is fulfilled in a range of
positions. The job title varies and may include secretary to the
trustees, administration or human resources manager or officer, or
office manager.
Properly qualified administrative managers play a major part in
the legal running of an organisation. They keep a watchful eye on
legislation affecting the organisation in areas such as human
resources, finance, facilities, equipment and resources, and
information technology. The range of duties varies considerably
depending on the nature and size of the organisation, and this
diversity is attractive for many people.
CfA Business skills @ work
(CfA – formerly the Council for
Administration), the Institute
of Chartered Secretaries and
Administrators (ICSA) and the
Institute of Administrative
Management (iam) together
offer a host of qualifications to
those wishing to work in this
sector. To find out more, please
visit their websites (see ‘Key
contacts’) or read the extended
version of this article online at:
www.questonline.co.uk.
There are many different
qualifications available, and
relevant work experience can
help with a career in business
administration. The ability to
organise, plan, project manage
and control systems, among many other skills, is as vital as
administrative skills and experience. Skills such as effective
communication, good interpersonal skills, ability to produce results
as an individual as well as in teams, and the ability to relate to
customers, are all highly valued by employers.
T
An extended, more detailed version of this article is available on our
website: www.questonline.co.uk.
Administration skills gained in the Services
All three Services have their own specialist administrators – generally
in the Supply Branch (RN), the Adjutant General’s Corps (Army) and
specialisations in the RAF’s administrative branch. However, all
Service people are involved in administrative tasks for much of their
time in uniform. These tasks vary from full‐time secretarial and
personal staff functions to the basic administration that is essential
to team operations.
!
4.7 million
people working in business and administration roles in the UK
10 million
KEY CONTACTS
CfA Business skills @ work (CfA), 6 Graphite Square, Vauxhall Walk,
London SE11 5EE
Tel: 020 7091 9620 Website: www.cfa.uk.com Twitter: @SkillsCFA
Institute of Chartered Secretaries and Administrators, 16 Park Crescent, London
W1B 1AH Tel: 020 7580 4741 Website: www.icsa.org.uk Twitter: @ICSA_News
Institute of Administrative Management, 6 Graphite Square, Vauxhall Walk, London
SE11 5EE Tel: 020 7091 2600 Website: www.instam.org
Twitter: @InstAM
people whose day-to-day work involves administrative tasks
Keep on making
a difference
1.2 million
people required over the next five years for replacement jobs alone
97%
of all UK organisations acknowledge the crucial importance of administration
functions to business success
Train to become a Hypnotherapist or
Psychotherapeutic Counsellor
Source: CfA Business skills @ work
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TRANSLATE YOUR SKILLS
The ability to organise, plan, project manage and control systems is, of course,
important; however, other aptitudes and experience are equally vital. Skills such as
effective communication, good interpersonal skills, ability to work on own initiative
and in teams, and the ability to relate to customers, are highly valued by employers.
Our courses are ideal for those leaving the
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31
Telecommunications
Telecommunications
Overview
A career in the telecommunications industry
will suit those who enjoy constant change
and want to get involved with technology at
the cutting edge. It is a wide‐ranging,
competitive and fast‐changing industry, and
it offers an array of career options. Driven by
advances in communications technology,
notably the internet, broadband and mobile
phones, the telecoms industry is, according
to e‐skills UK (the Sector Skills Council for
Business and Information Technology), fast
becoming indistinguishable from the IT
industry. Many of the new technologies use
broadband data networks carrying high
volumes of multimedia traffic, and this is
reflected in the skills required and the job
roles available.
In this brief look at the telecoms
industry, it is only the connection between
the machines at both ends of the system that
will be considered. However, this is a
somewhat artificial line to draw because
software and hardware developments
increasingly affect both the formulation and
use of information, becoming interlinked
with its transmission and delivery. So readers
should be familiar with the term ‘information
and communication technology (ICT)’ as it
becomes used more frequently. Indeed, the
technology convergence mentioned above,
between the IT and telecoms industries, is
demanding upskilling in telecoms to a profile
more similar to that of the IT industry, with
skills traditionally regarded as being IT‐based
rather than telecoms‐based now being
required. (To find out more about this, you
might want to take a look at our ‘Computing
and information technology’ feature
elsewhere in this issue.) And, as with the IT
sector, business and interpersonal skills are
becoming more important.
The shape of the telecoms
industry
!
19,500
telecoms companies in the UK
Together, IT and telecoms companies employ around
275,000 approx.
people work in the telecoms industry
Roughly
1.52 million
55,000
people
of these are engineers
663,000
32
IT and telecoms professionals work in organisations
outside the IT and telecoms sectors
Source: e-skills UK: Telecoms Bulletin
The biggest employers outside the IT and
telecoms industry itself are: financial services;
public administration, education and health;
and manufacturing. Globalisation is affecting
the age profile of IT and telecoms
professionals. The proportion aged between
16 and 29 has dropped as the sector favours
experienced workers from other sectors over
young recruits from the education system.
The workforce is highly qualified, with 61% of
the UK’s IT and telecoms professionals
holding a qualification at level 4 or higher
(undergraduate or degree level), nearly
double that of the UK working population
overall (although those working in telecoms
are likely to have lower levels of qualification
Telecommunications
CASE STUDY
Peter Granger
Leading Hand Peter Granger, 40, served in the
Royal Navy for just over 14 years, specialising in
weapons engineering and leaving in May 2001.
Asked about any civilian qualifications obtained
during his Service career he lists City & Guilds
parts 1, 2 and 3 in Electrical and Electronic Craft
Studies. He found his CTW useful as ‘it taught me
CV writing and interview experience’. During
resettlement, he also undertook a cabling course
(copper and fibre optic) with CNet Training. The
course was, he says, ‘very useful and the skills I
learned have helped me in my new career’.
Now working as a shift manager at Thomson
Reuter’s Data Centre in Canary Wharf, London, he
says that his work involves ‘the daily management
of shift controllers looking after the data centre
infrastructure and over 100,000 devices. I am also
the escalation point for any cabling faults we are
asked to investigate, and control of access to the
computer room floor for all employees and thirdparty contractors.
‘I enjoy running a team of highly skilled
individuals and knowing I am responsible for the
data centre of a large multinational company.
However, I am disappointed that there is no more
travel around the world paid for by Her Majesty’s
government!’
Asked about the similarities between his
Service role and his current job, he responds: ‘The
only similarities now are the management
responsibilities – knowing how to lead a team.’ As
for differences, ‘My Naval job was much more
“hands on”, with a lot less paperwork to fill out. I
am now more of an escalation point for issues and
rarely have to do any cabling or engineering work.
My new role is very much process-driven, with
each job being accountable and tracked via change
control. Budgetary issues also affect the work we
do and tools we use. We did not have so many
restrictions in the Navy.’
In terms of salary, things sound pretty positive:
‘I am earning a lot more than I was when I left the
Navy ten years ago – about twice my leaving
wage!’
than those in IT). Moreover, only 2% of IT
and telecoms professionals are not qualified
to level 2. Gender remains a significant and
worsening issue, and recent surveys show
that just 17% of IT and telecoms workers are
female.
It is estimated that the continued
adoption and exploitation of ICT could
generate an additional £50 billion of gross
value added (GVA) to the UK economy over
the coming five to seven years, provided
companies – particularly smaller companies –
take action on the key factors of management
and leadership skills, investment and the IT
enablement of employees.
Convergence of the telecoms and IT
industries means that voice and data
communications, which used to be two
separate areas, are now coming together and
using the same communications channels.
The key to telecoms is ‘bandwidth’ – the
amount of information that can be carried by
a particular method of transmission like a
cable or a radio wave. Modern developments
involve enlarging the capacity of the links,
increasing global coverage, joining end‐users
together, and providing more facilities over
more networks.
electronics branches, although there may be
other people serving who have considerable
expertise. Some will have relevant degrees,
while others will have other qualifications.
Some people will also have specialised in
telecoms and/or electronics as part of their
career pattern. They are still likely to have a
SKILLS GAPS
Of those firms with IT and telecoms professionals,
around one in ten report gaps in their skills, most
often in their business and technical skills. They also
report that:
• more than half a million new IT and telecoms
professionals are needed in the next five years,
working across all sectors of the economy
• nine of out ten firms suffering IT and telecomsrelated skills shortages are experiencing delays
in the development of new products or services.
Mobile telecoms
To most people, mobile telecoms nowadays
means mobile or smart phones, with links
using radio and microwave, and their masts
and dishes can be seen all around. Satellites
may also be used in both mobile and static
telecoms networks. Digital TV users will
know of both cable and satellite services,
while 3G technology, iPhones, BlackBerrys,
personal digital assistants (PDAs) and quad‐
band devices are commonplace.
Fixed telecoms
Fixed telecoms may include all the
infrastructure necessary to run a local or wide
area network, and the links between the two.
It may provide business services, telephones,
television and much more besides, and may
be used to transmit voice, fax, data, graphics
or any combination of these. The most
common carriers of fixed telecoms are cables,
made from both copper and fibre‐optics.
Networks
Typically, a number of different commercial
organisations will both provide and share
telecoms network facilities. Signals pass
through switches and links owned by many
companies and rented by the service
provider. Their routing is up to the owner of
the links, and a mobile phone call will be just
one message among those of many other
phone and fax users. However, over the next
few years, there will be a move away from
circuit‐switched voice networks to a system
that works completely through the internet.
Messages need protocols to ensure that
they get to the right place. They may need to
be compressed and then decompressed, and
they may be split into tiny fragments, with
each one being sent separately and the whole
being reconstituted.
Telecommunications skills
Each Service has its ‘expert’ telecoms staff in
the specialist communications and
TRANSLATE YOUR SKILLS
Service leavers need to discover the area of telecoms
that is right for them, and for which they can
reasonably expect to have the necessary
qualifications and background. There is a wide range
of resettlement training courses in this sector, but
individuals are advised to talk with people working in
the industry to try to establish a reasonable starting
point based on their previous skills and experience.
They should then look for the courses and training
that suit them. The key is to start early and take
resettlement training, so that it can be enhanced by
self study, academic qualifications and an industry
placement.
TYPICAL TELECOMS JOBS
The main job roles in the telecoms industry include:
• aerial rigging
• equipment wirer and assembler
• exchange power technician
• internal network construction
• installer of radio equipment in cars
• international networks
• mobile switching engineer
• network management
• network planning
• narrowband and wideband planning
• radio base station engineer
• radio frequency engineer
• radio repair technician
• radio systems design engineer
• satellite communications
• systems production supervisor
• field operations, including
- fibre-optic installation and configuration
- fibre-optic repair and renewal
- 21CN network technician
- core access network technician
- installation and support technician
- customer support.
Source: www.e-skills.com (you can find out about all
of the above jobs, in detail, here)
33
Telecommunications
number of very transferable and marketable
skills, but these may need to be targeted in a
particular area.
Service people without the necessary
technical background can still enter the
industry, but this will probably be at a lower
level. Their personal qualities are valued, as
are the core skills they may bring, including
map reading, first aid and even an ability to
work at heights.
whose career path does not include such
courses should look at day release, evening
classes, open learning and the internet for
opportunities to learn before they leave.
A suite of national occupational
standards has been launched by e‐skills UK
(to find out more about these and the
qualifications available, visit www.e‐
skills.com/nos).
Qualifications
In addition to catering for continued growth,
recruitment into IT and telecoms also needs
to replace those who leave the sector due to
retirement or for other reasons. More than
one‐third of companies trying to recruit IT
and telecoms professionals report difficulties
in attracting applicants with the right skills.
This is generally due to mismatches in terms
of business and high‐level technical skills
needs. Micro establishments are most likely
to rate applicants’ skills levels as below those
required. Virtually all companies
experiencing recruitment problems report a
negative impact on their company’s activities,
the most common effect being difficulties in
meeting customer service objectives. There is
also a need to radically improve the
understanding and appeal of careers in IT
and telecoms among women.
Industry recruiters face three main problem
areas:
1. lack of qualifications
2. lack of experience
3. shortage of essential skills.
Also regarded as being of key importance to
employers, and possessed by Service leavers,
are:
●
problem‐solving skills
●
oral communications
●
team‐working skills.
Those in the Forces can gain qualifications
through their employment and personal
development while they are serving. This will
primarily be to do with the theory necessary
to use equipment, its actual use, and how to
pass on that knowledge to others. The
academic background and the principles of
certain equipment use will be highly relevant
to future employment, so the aim should be
to build up these qualifications, while those
Employment in telecoms
A rough guide to salaries
company and contract to another, the
following figures are for guidance only,
although the average reported annual salary
is around £35,000:
●
engineer – £15,000 to £25,000
●
team leader – £18,000 to £22,000
●
project manager – £22,000 to £40,000
●
technical trainer – £28,000 to £50,000
●
network engineer – up to £50,000.
Overtime, shift work and benefits can
increase these rates.
KEY CONTACTS
e-skills UK, 1 Castle Lane, London SW1E
6DR Tel: 020 7963 8920 Website: www.e-skills.com
Twitter: @eskillsUK
Communications Management Association, 1st
Floor, Block D, North Star House, North Star Avenue,
Swindon SN2 1FA Tel: 01793 417605 Website:
www.thecma.com
Confederation of Aerial Industries Ltd,
Communications House, 41a Market Street, Watford,
Hertfordshire WD18 0PN Tel: 01923 803030
Website: www.cai.org.uk
Society of Cable Telecommunication Engineers (The
Society for Broadband Professionals),
Communications House, 41a Market Street, Watford,
Hertfordshire WD18 0PN Tel: 01923 815500
Website: www.scte.org.uk
Because pay varies so much from one
What course do you take?
Get the expert advice you need…
www.accesstraininguk.co.uk
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34
Maximise your resettlement training
Maximise your
resettlement training
Your time in the Forces is likely to have been an allconsuming career experience. Despite that, you may
yet have many years in the workplace, which means
it’s important to make the most of the resettlement
options open to you. This five-step guide will help you
to plan …
t’s likely that your last few weeks in the Forces will be frantic,
and in all the changes you may overlook planning for a smooth
transition into a civilian career and the rest of your life. But
setting aside time before you leave and looking at all your
resettlement options will provide the solid foundation you need to
build your new career.
I
Step 1: Plan, research and seek advice
Ensure that you use your Standard Learning Credit (SLC) and the
Enhanced Learning Credit (ELC) to build skills well in advance.
Then research your career opportunities and entry requirements
online using the computers provided in resource rooms within the
Career Transition Partnership’s (CTP) Regional Resettlement
Centres (RRCs) and/or your local library. Talk to your Career or
Employment Consultant about what’s available in your area. The
CTP runs three‐day (or shorter) workshops at its RRCs. The Career
Transition Workshop (CTW), for example, leads you through
civilian employment and teaches all‐important skills such as
writing a CV, applying for jobs, and interview techniques. The CTP
also offers one‐to‐one career counselling.
Step 2: Find out about financial support
Check whether you are eligible for: Graduated Resettlement Time
(GRT) (see box for full details); an Individual Resettlement
Training Costs (IRTC) grant; and travel and subsistence support.
Depending on how long you have been in the Forces, you may be
entitled to between four and seven weeks’ resettlement time. Your
Service Resettlement Adviser can help here. Alternatively, see our
‘Factfile’ section, towards the end of the magazine, where you will
find more information.
Step 3: Consider course options
Ideally (using SLC and ELC), undertake any major learning that
leads to employment before your resettlement time starts. Then
use your last few weeks to take courses or finish qualifications that
will attract civilian employers. You should also consider courses
that help to update your skills and aptitudes, or take training that
results in qualifications for a specific job. Many skills, such as
computing and driving, are now an everyday part of working life. If
you are thinking about becoming self‐employed, there are courses
and loans to help you do this, too.
Step 4: Do a self-audit
●
●
Look at the qualifications, skills and experience you already
have and those required for any course you might consider.
Can you build on them to overcome any skills gaps?
You may already have a level of learning and/or experience that
will count towards a qualification. But do you need a pre‐
course course? Do employers in the area in which you wish to
resettle value your chosen qualification? Are there other
qualifications that will equip you for the same job? Check this
out before you commit.
Consider all the details of the course. Does the method of
delivery – classes, private study, distance or supported open
learning, the internet – suit your learning style? How much
time do you have available for study? What access do you have
to the internet or other learning tools? If you are staying in
accommodation while attending this course, is there evening
access to study rooms? Is there a requirement for out‐of‐hours
work? Is this training or qualification really going to help you
become employed in the sector and at the level you want? How
do you get the course signed off by your resettlement officer?
What paperwork is required?
Researching and considering the answers to these questions will help
you to make the most of the resettlement training opportunities
available to you. Additionally, you can seek advice through the CTP,
so do contact your Career Consultant or local Regional Employment
and Training Manager (RETM; RETMs are located at RRCs). These
people work closely with employers and training providers in your
region and will know exactly what’s available. The Course Booking &
Information Centre (CBIC) can give general advice on course
content, along with making bookings and taking payments. Further
●
36
Maximise your resettlement training
GRT OPTIONS
•
•
•
•
Training at the CTP’s Resettlement Training
Centre, Aldershot, and at some RRCs: the
CTP offers two types of training – contractfunded courses, provided by the MoD, and
non-contract-funded courses. Contract-funded
courses effectively cost 5% of your IRTC grant
for each day you attend, so this will ‘buy’ you
20 days. (You could also attend other contractfunded courses on a standby basis.) The cost
of non-contract-funded training is paid from
grants available to you. This can be taken any
time in the last two years before discharge,
but is usually taken in the final nine months.
All CTP services (including training) are
available for two years after discharge
(training on a standby basis).
Civilian training attachment: this is formal
training at a civilian college, company or
training establishment. It is eligible for IRTC
funding and usually takes place in the last
nine months of service.
Civilian work attachment: this is attachment
to a company for on-the-job training and work
experience, and can take place any time in the
last two years of service. It is not eligible for
IRTC funding, but travel and subsistence may
be payable.
Individual resettlement preparation: this
time can be used for your own resettlement
activities, although it isn’t IRTC funded. It can
be taken any time in the last two years of
service and GRT travel warrants will be given.
information and contact details can be found
at www.ctp.org.uk.
Step 5: Think about costs
You may need to invest your own money in
these courses or qualifications, so when
considering the cost it may be helpful to
remember that this investment isn’t just
about the course – it’s about your future in
a civilian environment. Be aware that exam
or certification fees may be additional to
course fees, so if you are budgeting you will
need to take account of this. Other financial
implications include the following.
●
Accommodation: is the cost of this
included in the course?
●
Location: what are the travelling costs?
●
Study materials: will you need to buy
course materials or books?
Ensure that you use your SLC entitlement
in the years leading up to resettlement, and
ELC while serving, during resettlement and
in the ten years after you leave, as well as
IRTC grant, accommodation and travel
entitlements. Be aware that you can now
use either SLC or ELC under certain
circumstances (your SRA will be able to
advise), and remember that you may
receive free tuition fees for your first level 3
qualification, foundation degree or
undergraduate degree for ten years after
you leave the Forces.
Finally … relax!
Having been in the Forces, you will be used
to planning, seeking the advice of others,
researching, analysing data, strategising,
seeing the whole picture, understanding
the minutiae, then using a calm and
focused approach to carry out the task.
Resettlement is no different. Use these
skills as you approach this transition, and
carry them through into your training,
learning and, ultimately, new career.
CHECKLIST: CHOOSING YOUR
TRAINING PROVIDER
•
•
•
•
Does the training provider have a good
reputation? Does your consultant know of
them? What’s the opinion of former students?
Do any relevant institutes and associations
have advice and information?
Are formal qualifications or membership to
institutions available from the provider, and
are these valued? Who accredits these
qualifications?
Is there an introductory seminar? What can
you find out about the quality of instruction?
What are the class sizes? What’s the quality of
the equipment and facilities?
How long is the course? How much study is
class-based and how much is self-study? Is
there any pre-course self-study?
Train for a new career in the Ambulance Services
Our BTEC programmes are the only qualifications recognised by NHS Ambulance Trusts and
Private Ambulance Services throughout the UK. There are excellent career prospects for Service
Leavers with these qualifications:
Edexcel IHCD Ambulance Technician (EMT)
Gives you the clinical skills required to work in pre-hospital health care.
NEXT COURSE – 4th June to 20th July 2012 – call to reserve your place NOW
Edexcel IHCD Driver Training Programme I (D1)
Qualifies you to drive ambulances on non-emergency duties, such as patient transport.
Edexcel IHCD Advanced Driving Programme II (D2)
Focuses on the advanced driving techniques required to drive ambulances on emergency
duties whilst claiming exemptions to road traffic law.
Various dates and locations are available for the driving courses – call for details.
Contact: John Leitch on 01324 620 720 or 07803 887 510.
Email: jleitch@ftssolutions.com
www.ftssolutions.com
APPROVED BY MoD
IN SUPPORT OF
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E LC
PROVIDER NUMBER
3891
37
Sport and fitness
Sport and fitness
Overview
he UK has relatively low public spending
on sport, with obesity and heart attack
rates well above those of comparable
countries. Indeed diets, gastric bands,
cosmetic surgery and financial incentives to
lose weight are signs of what many doctors call
an obesity epidemic. Despite this, according to
results from the latest year (October 2010 to
October 2011) of Sport England’s Active People
Survey, which were published last December,
the number of adults (i.e. those aged 16 and
over) in England who take part in sport at least
three times a week is just below the 7 million
mark (6.927 million), a very slight fall on the
figures for the previous year, and 14.759
million adults participate in sport at least once
a week for 30 minutes at moderate intensity.
The survey also highlights that four sports
(athletics, boxing, table tennis and
T
THE SKILLSACTIVE CHANGE
GEAR PROGRAMME
40
For those looking to change career, in particular those
leaving the Armed Forces, SkillsActive offers Change
Gear, a support programme that combines career
advice, training support and employment
opportunities. Developed in consultation with exService men and women, the programme aims to
ease the transition from the Services to civilian life,
by giving you the confidence to know that you can
access practical support, advice and training
solutions from experts in the field.
SkillsActive aims to support those looking for an
active and exciting career in this field to understand
the opportunities available in the sport, health and
fitness, outdoors, caravan and playwork industries.
The Change Gear programme can help you to:
• decide if working in sport and active leisure is
right for you
• discover the job roles others from the Services
have successfully moved into
• make the most of your unique skills, and use
them to help your career progression
• gain independent, unbiased, professional advice
on which is the best training to meet your needs
• ensure you get value-for-money training, to help
you succeed.
Discover more about how to help smooth your
transition into an active career by visiting the
SkillsActive website at http://www.skillsactive.com/
careers, or email changegear@skillsactive.com.
mountaineering) have seen a statistically
significant increase in participation rates.
The sector is generally divided into:
●
sport
●
health and fitness
●
playwork
●
the outdoors
●
caravans.
This article will focus on the first two of these.
Sport is one of the UK’s largest
employment sectors, with a workforce of
371,800 people in paid employment, working
in 176,000 businesses and organisations
throughout the UK, according to SkillsActive
(the Sector Skills Council for the leisure,
learning and well‐being sector).
CASE STUDY
David Ward
Commander David Ward,
52, served in X Warfare for
35 years, specialising in
Physical Training and
leaving in October 2011 on
completion of his contract.
Asked what training or
experience gained during
his Service career is now
useful in civilian life, he responds: ‘I have found all my
experiences useful in my current employment, whether
it be the general transferable management skills,
specific technical knowledge or just a base to form
comparables.’
Among the qualifications he gained during his
Service career was a BA (Hons) in Sport and Recreation
with Leisure and Tourism. He found his CTW ‘Very
useful – both for giving clear direction for the transition
to civilian employment and the opportunity to discuss
with others who were going through the same
challenging process. A most valuable service for which
I was extremely grateful at the end of my career!’
During resettlement, he also undertook several
courses: School Business Manager, Accounting for
Managers, Security Manager, PRINCE2 Project
Management, MS Project, NEBOSH with Fire and
Construction Safety, Change Management, Employment
Equality and Diversity.
His first civilian job on leaving the Forces – which
is his current job, too – was as manager of the Centre
for Sport Development and Performance (recently retitled the Centre for Leadership, Management and Sport
Development) at University College St Marks and St
Johns in Plymouth.
Having now been in this job role for more than a
year, asked what it involves, he says: ‘Managing the
Centre resources and team to support both lecturers
and students undertake their under and postgraduate
programmes. The outward-facing role requires the
promotion of the Centre’s courses and activities, while
also facilitating learning placements and volunteering
opportunities for students to enhance their study
programmes. The Centre also actively seeks
compatible sports development projects and is
currently responsible for the management of the
RELAYS project, which focuses on the promotion of
sports within the local community and is linked to the
2012 Olympics.’
As for likes and dislikes, he continues: ‘I like the
HEI working environment and the people I work with,
which in many cases is not too dissimilar to a military
training school environment.’ Asked to highlight any
similarities or differences between his Service role and
his current job, he responds: ‘organisation and planning
could be improved. The management structure in this
role is much flatter and more subtle, in that there is a
clear line-management structure, however everyone is
left to manage their own areas without too much
interference. Things generally take a little bit longer to
achieve. However, I have already seen improvement in
this area and expect it to sharpen further as a prompt,
professional service becomes a key part of the rapidly
changing HEI competitive market. Surprisingly, some of
the administration processes are also outdated and
again need to be improved to make savings in
manpower and create spare capacity to improve
services or diversify.’
Asked whether there is a significant difference in
salary, he replies: ‘Yes – the Cornwall and Devon area
is renowned for low wages, however this has to be
balanced with the excellent lifestyle in the West
Country. The Armed Forces pension also gives you the
opportunity to select employment you will enjoy and,
where applicable, regain some of the quality of family
life that may have been lost during your Service
career.’
Sport and fitness
CASE STUDY
Jeremy Marrs: success story
What was important to you when
choosing a training provider?
The most important factor for me when
choosing a training provider was one
that enabled me to study from home
because of my busy schedule and the
location where I live. In addition to this,
I was looking for a course where I
would gain legitimate qualifications
(REPs affiliated). I was impressed by
the courses offered on Future Fit
Training’s website and decided to pay
for the training up front.
Introduce yourself
My name is Jeremy Marrs. I am 39 years old and I live in
East Cowes on the Isle of Wight. I joined the Army
Catering Corps straight from school, where I initially
trained as an apprentice chef for two years in Aldershot
at the Army School of Catering. After my passing-out
parade, I was posted to Minden in Germany, where I
served with my unit, 4 Armoured Field Ambulance, for
three years. During this time, we were detached on tour
to Zagreb in Croatia, and Bosnia as part of the United
Nations Protection Force in 1993.
I left the Forces in May 1995 as I felt I may have
been missing out on everyday life. They were beginning
to make cuts to the Services at that time, so I felt that
my chances of promotion seemed bleak.
Current role in fitness
I currently have lots of fitness projects on the go. I run
my own PT business on the island, alongside running a
circuit training group in my local town. I also work in my
local council leisure centre on a casual basis.
After attaining my GP referral qualification with
Future Fit, I have since been involved in helping to set up
and run a dedicated exercise class for Parkinson’s
sufferers here on the island. I work closely with the
island’s Parkinson’s UK group and a specialist
Parkinson’s nurse.
How are you helping your current client base at
Parkinson’s UK?
The class is open to both existing sufferers and those
who have been newly diagnosed. The group is subsided
by Parkinson’s UK and patients can attend for a small
fee.
The class aims to ease some of the effects of their
Parkinson’s, helping sufferers to maintain activities of
everyday living. The social aspect is very important and I
try to encourage a light-hearted, fun atmosphere within
the class.
Parkinson’s sufferers are prone to falls and poor
posture, however every participant has their own unique
challenges. The training techniques I use within these
classes involve a mixture of standing, seated and floorbased exercises depending on the capability of each
participant. I have a class of mixed abilities, from people
in wheelchairs to those who are more able bodied.
We regularly survey our Parkinson’s group for
feedback, which has indicated very positive results. I am
delighted to report that, with increased shoulder and
neck mobility, basic activities such as turning over in
bed and being able to turn while parking a car, have
shown vast improvements.
What challenges did you face as a student?
I initially enrolled in my course in 2007 after I sold my
last business. However, I gave up in the first year of
study due to other commitments and found myself
working full-time. I found the transition back into
studying very difficult, especially the Anatomy and
Physiology module.
How did you overcome these challenges?
In 2009, I was made redundant, which, in turn, gave me
the opportunity to give my training another shot. I made
a special area within my house where I could focus on
my studying. I made a point of setting aside small
chunks of time to study; I also plastered motivational
quotes on my wall and computer to help me through my
training.
What do you most enjoy about your current role?
The most enjoyable factor about my job role is the
rewarding nature of helping others; it is very rewarding. I
enjoy the variety of my job role. I’m able to travel to
different places and I’m continuously learning.
If you could give any advice to those wanting to become
a personal trainer, what would it be?
Go for it! No one would regret it – even if they don’t
pursue a career in the fitness industry, the knowledge
will always be useful in life.
Where can you see your career developing in the
future?
I have a five-year plan in place. I am very keen to
continue learning, so I have enrolled at Southampton
Solent University, where I will be taking a full-time
degree in Personal Training and Fitness Management
this September.
I am also in the process of setting up a unique
group weight loss and conditioning membership
programme here on the island, inspired by TV shows
such as The Biggest Loser. I intend to run the
programme locally and I would like to eventually move
my studio from the front room of my house into a rented
unit or office in hopes of creating more space.
What are your top training tips?
1. Be clear in what it is you are trying to achieve.
2. Forget instant results and perfection – focus on
enjoyment and steady progression.
3. Re-evaluate your training programme regularly and
monitor the results.
The fitness industry is one of the fastest‐
growing sectors in the UK economy. It focuses
on the supervision of exercise and physical
activity. The UK has thousands of fitness
clubs, leisure centres and gyms for public use,
and there is an increasing demand for skilled
exercise professionals to fill the growing
employment vacancies.
Sport and fitness skills gained in
the Services
Sport is a very tough area to break into in any
capacity, and it takes talent, hard work and
some luck to succeed. Loss of form or injury
can bring a career to a premature end, so
participants should also be prepared for early
retirement. Service courses on coaching and
officiating can lead to recognised civilian
qualifications.
Each Service has its PT instructors,
although each operates very differently in this
field. Military PTI class 1, 2 and 3, and the All
Arms PTI certificates qualify holders to join
the Register of Exercise Professionals (REPS –
see box), and there is growing formal
recognition for military qualifications by
civilian authorities. The sector will generally
accept relevant Service training and
experience, but individuals must be prepared
to take additional courses or undergo
assessment to reach official standards. Indeed,
when many people think of ex‐Services
personnel going into the fitness business,
military PT‐based organisations (e.g. ‘boot
camps’) are the first to spring to mind, with
their outdoor fitness classes run by serving or
former members of the Armed Forces. There
are courses available that are specially tailored
to Service leavers wishing to take up such
roles.
The situation is similar in outdoor
education and development. The various
regulatory bodies only accept civilian
MORE ABOUT REPS
The Register of Exercise Professionals (REPs) creates
a framework that allows people to achieve
recognised standards linked to industry best practice.
Qualifications and training are nationally recognised
and linked to national occupational standards (NOS).
All REPs registered instructors:
• have met agreed NOS (which describe the
knowledge, competence and skills of good
practice)
• hold recognised and approved qualifications
• are competent in the workplace
• are committed to their ongoing professional
development, and
• are legally covered by appropriate insurance.
A recent major review of education and professional
development in the fitness industry has led to a
significant revision of the REPs structure, industry
standards and qualifications. To find out more about
how to join the Register, the training providers and
relevant qualifications pathways available, as well as
detailed information on the new REPs structure, visit
www.exerciseregister.org.
41
Sport and fitness
qualifications, so Armed Forces’ adventurous training instructors will
have to ensure that they meet civilian standards if they wish to
continue in this area on leaving the Services.
Qualifications and training
There are many different qualifications that help with a career in sport
and fitness. Technical ability is critical, as are skills like effective
communication, customer care, teamwork and interpersonal
experience.
Many sport and recreation‐related foundation, graduate and
postgraduate degrees allow people to teach PE in schools. Some are
part‐time or taken through distance learning, so they are suitable for
those already in employment. Higher national diplomas (HNDs) and
certificates (HNCs) also prepare people for management jobs, although
SKILLS SHORTAGES IN THE INDUSTRY
Research undertaken by SkillsActive identifies that there are particular recruitment
difficulties and skills issues facing employers in the sports, fitness and outdoors
sub-sector, with the following job roles considered particularly hard to fill:
• sporting officials (paid and voluntary)
• coaches, teachers, instructors and activity leaders (paid and voluntary)
• operational help (volunteers).
The most common skills in need of improvement among existing staff were
identified as:
• sport-specific technical skills
• communication
• management
• child protection.
Research undertaken to explore the impact of the current recession, identifies two
key skill areas that employers commonly identify as important in times of
recession, namely management and leadership, and customer service.
Source: SkillsActive
expertise in a particular sport or area of fitness is also required.
Some FE colleges offer specialist qualifications, and sports coach
UK (formerly the National Coaching Foundation) works with the
various sport national governing bodies (NGBs) to provide personal
development programmes for all sports coaches, although many are
not yet represented on the new Qualifications and Credit Framework
(QCF).
There are sport National and Scottish Vocational Qualifications
(N/SVQs) at levels 1–3. For the most up‐to‐date information on these,
contact SkillsActive direct (see ‘Key contacts’). Individuals are assessed
in a number of competencies in the workplace, with most
qualifications requiring six mandatory units and four optional ones. To
gain them, individuals will need a portfolio of skills and
responsibilities. Many people start by gaining a qualification like an
NGB coaching or fitness instruction award, and then work to gain the
necessary experience.
In the fitness industry, physical education teachers will have a
teaching degree or postgraduate qualification in PE. The
aforementioned REPs is a system of self‐regulation for everyone
involved with exercise and fitness (again, see box).
Employment in the sector
Coaching, teaching and instructing
Most coaching is voluntary, with a growing trend towards part‐time or
freelance employment. Work is available as a voluntary coach within
sports clubs or as a part‐time session coach in leisure centres. Many
coaches work freelance for a number of organisations, but most have
other jobs as well.
Coaching may also form part of a full‐time job role in the industry,
like a sports development officer or outdoor instructor. Coaches need
an appropriate qualification from a sport NGB, and many of the
personal qualities of the coach are ‘people skills’.
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Sport and fitness
The outdoors
Salaries
There are many organisations providing all age groups with a range of
sporting, physical and development activities, like walking, climbing,
kayaking and caving, or just enjoying their surroundings. Instructors
must hold a recognised award from the relevant NGB. Expedition
companies usually have a small head office staff who organise and
market the activities, and a number of freelance leaders and guides who
manage things in the field. Service experience is relevant in this area, and
it is common to start as a contracted expedition manager before joining a
company in a regular capacity.
The sport and fitness sector is not particularly well paid, starting with
the minimum wage. According to the latest available edition of
SkillsActive’s Working in Fitness Survey (2010), the average basic salary
is £21,500 across all occupations working in permanent or self‐
employment. However, this varies widely according to the type of
work, as the following examples of annual salaries in the fitness
workforce demonstrate:
●
self‐employed/freelancer – £23,700
●
permanent full‐time – £21,600 (ranging from £14,500 for a gym
instructor (level 2) to £24,100 for management)
●
permanent part‐time – £14,400.
The highest salaries are earned in senior management roles (an
average of £32,800), while the lowest earners are the level 2
occupations of gym instructor and group exercise & aqua instructors at
less than £15,100. The level 3 roles range from basic salaries of £18,600
(advanced instructors) to £26,000 (personal trainers).
Facility management
Sport, recreation and leisure centres catering for a wide range of indoor
and outdoor sports exist throughout the UK. Employment varies from
receptionists, lifeguards, coaches/instructors, supervisors, booking
managers and plant technicians to centre managers. Most people start in
this area by obtaining coaching or lifeguard awards, and gain experience
before moving into management.
Stadia and arena
Stadia and arena facilities cater for a range of sporting, entertainment
and leisure events. Most employment in this area tends to be part‐time,
working on event days. As with facility management, a number of
different jobs exist, including managers and administrators,
groundsmen, stewards and ticket/booking operators.
Sports development
Most local authorities and governing bodies have sports development
teams that provide sport and recreation on an outreach basis, taking it
into rural and urban communities. Experience in voluntary sports
coaching and administration or strategic leisure management is relevant.
Specific sports development qualifications and courses exist at certificate
and diploma levels; however, coaching awards are usually sufficient.
KEY CONTACTS
Department for Culture Media & Sport, 2–4 Cockspur Street, London
SW1Y 5DH Tel: 020 7211 6000 Website: www.culture.gov.uk Twitter: @DCMS
SkillsActive, Castlewood House, 77–91 New Oxford Street, London WC1A 1DG Tel:
020 7632 2000 Website: www.skillsactive.com Twitter: @SkillsActive
sports coach UK, Chelsea Close, Off Amberley Road, Armley, Leeds LS12 4HP Tel:
0113 274 4802 Website: www.sportscoachuk.org Twitter: @sportscoachUK
Register of Exercise Professionals, 3rd Floor, 8–10 Crown Hill, Croydon, Surrey
CR0 1RZ Tel: 020 8686 6464 Website: www.exerciseregister.org
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45
Diving
Diving
Overview
ll diving in the UK – including paid
instruction of sports diving but
excepting amateur dives – is regulated
by the Health and Safety Executive (HSE), and
the key legislation is the Diving at Work
Regulations 1997. These cover all dives during
which one or more divers are working. It is
regarded as a highly hazardous activity and
recent figures suggest that, on average, there
are three fatal diving accidents a year. Many of
these are members of the public completing
recreational diving. However, the risks can be
significantly reduced by adhering to
regulations and adopting established good
practice. Those undertaking training are
advised to have a medical check even when it
is not mandatory to do so.
There are two separate, although linked,
areas of diving: commercial and sports.
Commercial diving is about underwater
activities that are part of a business. Sports, or
recreational, diving is simply exploring the
undersea world for enjoyment and personal
challenge, although many of the people
managing the facilities and running the sports
clubs are doing so as a business. Many
individuals progress from sports diving to
commercial diving, including sports diving
instruction, or do both.
A
DIVING DIVISIONS
46
The HSE divides all diving into:
• offshore
• inland/inshore and fish farming
• scientific and archaeological
• media
• recreational
• police and Armed Forces.
All require different levels of training and areas of
expertise, and candidates have to pass a stiff medical
for most levels of diver training. While HSE
regulations do not apply to unpaid tuition given to one
individual by another, responsible organisations have
their own certification, which ensures that instruction
is provided by properly qualified people. Anyone
diving at any level should check the certified
competence of their instructor.
Diving skills gained in the
Services
The Defence Diving School is where all RN
and Army divers are trained. Some RN divers
are full‐time, but most of them, and all Army
divers, have primary jobs and dive only when
it is required.
All the School’s courses lead to an HSE‐
approved qualification, although some
additional training may still be required to
achieve commercial certification for offshore
diving, and vocational qualifications may also
be awarded. Links with sports diving
organisations are strong, and the School is a
British Sub‐Aqua Club (BSAC) (see below)
school in its own right. Individuals are able to
gain civilian qualifications there for a relatively
small investment in time and training.
A number of Service units have sports
diving clubs, where novices and enthusiasts
alike can gain qualifications and progress
through the various grades. However, only the
Defence Diving School teaches those
elements of military diving that are relevant
to commercial diving.
Commercial diving
Overview
With the discovery of North Sea oil in the
1960s, the offshore industry needed divers.
Currently, the oil and gas industry is one of
the largest employers of divers in UK waters
and in most other parts of the world. Other
projects that require divers are:
●
harbour repair and construction
●
demolition and salvage
●
search, recovery and survey
●
remedial work in lakes, rivers, reservoirs,
canals, and so on
●
fire and rescue services
●
and, more recently, in the renewables
sector.
Managers/supervisors and specialists may
need to dive on these projects to inspect or
participate in the work, so they must also be
properly qualified. Generally, instruction and
certification in the commercial diving area is
carried out by HSE‐recognised people who
hold current assessor and verifier
qualifications, as well as the relevant
experience. Commercial diving can be split
into offshore and inshore activities.
Offshore diving is associated with the
exploration and exploitation of subsea oil
and gas resources worldwide. The
industry tends to be dominated by a small
number of huge, internationally based
companies with diving operations usually
subcontracted. Few contractors maintain
a large permanent diving workforce, so
appropriately qualified and experienced
individuals move from field to field.
●
Inshore divers are usually employed in
ports and coastal regions, in jobs
associated with marine civil engineering.
Contracts tend to be relatively short ‘one‐
offs’ and so offer less security than
offshore work. However, harbour repairs,
the construction of new sewage outfalls to
comply with European regulations, film‐
making, and an upsurge in scientific and
archaeological work all provide
opportunities.
●
Qualifications
Typically, individuals have some diving
experience with sports qualifications.
Mechanical and engineering backgrounds can
be useful in the handling of compressors,
cutting equipment and associated plant
welding. Formal commercial diver training is
a must, with the HSE having four assessment
standards of commercial diving competence:
IM PORTANT NOTE:
SUSP ENSION OF OVER
SE
DI VING TR AINING FO AS
R
RESETTLEMENT
Th e Ca ree r Tra nsi tio
n Partne rship (CTP)
rec en tly an no unc ed
that all ove rse as
div ing tra ini ng for res
ett lemen t an d/o r
ELC pur poses has bee
n suspen ded due to
hea lth an d safety con
cer ns. This is no t, it
says, a ref lec tio n on
any of the compan ies
inv olved; the suspen
sio n is due to a rev iew
of the app licatio n of
UK policy reg arding
ove rse as tra ini ng . Fur
the r an no unc emen ts
wi ll be made in due cou
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ini ng .
Diving
CASE STUDY
James Ringrose
Cpl James
Ringrose served
for seven years in
7 Para and two in
22 RE,
specialising as a
forward
observer/PTI and
welder/fabricator.
He left, he says as
‘I broke my legs in
a parachute
accident when I left 7 Para and it wasn’t really my
thing in the Engineers so I thought I would try
something different on the outside.’
Asked about the training/experience he
gained during his Service career that he now
finds useful in civilian life, he says ‘self-discipline
is the main one I use daily offshore, but the
welding/fabrication qualifications come in handy
from time to time just to get on jobs even if I don’t
use them’. Civilian qualifications obtained during
his Service career include: ‘welder/fabricator and
all level 2 maths, English and IT. Also I think the
class 2 PTI could be transferred if I wanted to
work in a gym’.
He found his CTW ‘brilliant for learning to
write a CV’ and, during resettlement, also
undertook a ‘commercial diver construction
career package at The Underwater Centre, as well
as a offshore survival course with Petans in
Norwich. A year after completing my initial diver
training at The Underwater Centre in Fort William I
came back and did my closed bell saturation
diving qualification.’ The course was, he says,
well run and useful and ‘I wouldn’t have my
present career without carrying out the training.’
His first civilian job on leaving the Forces was
as a ‘commercial diver; personality and work
ethics determine whether you make a decent
living offshore or not, plus luck and knowing
someone who can get your foot in the door. When
you are looking for work just think of it as it as
your job to get a job, so put the hours in.’
Currently working as a 3.2 inspection diver
and awaiting results from the 3.9 UT inspection
course he has completed, James is also a surface
welder/fabricator. His job involves working as
‘lead diver with a medium-sized company in the
Caspian Sea, conducting all aspects of subsea
inspection on vessels and installations offshore in
support of the oil and gas industry.
‘I like the diversity, being away from people
and of course how the money allows me to live
when I’m not working. I dislike getting wet!’
Asked about the differences between his
Service salary and his current one, he responds:
‘With the right qualifications, experience and of
course being in the right place at the right time,
you can earn £900–£1,100 a day, but be prepared
to work for nothing in bad conditions for a while
to get there (not to mention the three times I’ve
been attacked by pirates in Nigeria!).’
SCUBA Diving, Surface Supplied Diving,
Surface Supplied Top Up Diving, and Closed
Bell Diving.
1. SCUBA stands for self‐contained
underwater breathing apparatus, where
the air supply is in cylinders worn by the
diver, and is generally used at shallow
depths.
2. Surface supplied divers receive their air
supply via an umbilical (hose) from the
surface, to depths of 50m.
3. To dive offshore on surface supplied
equipment, divers must also undertake a
Surface Supplied Diving (Top Up)
assessment, which involved diving in a
‘wet bell’ to depths down to 50m.
4. Closed bell divers use mixed gas in order
to dive deeper than 50 metres. They can
spend up to 28 days working (and living)
in a compression chamber complex,
transferring to the work site in a diving
bell. To be eligible for a closed bell diving
qualification a diver must have
experience using surface supplied diving
equipment and techniques.
Training for all types of diving is physically,
mentally and emotionally demanding, and
costs between £8,000 and £10,000 for a 10‐ or
12‐week residential package, although many
professional divers will progress through the
system in phases.
Remotely operated vehicles (ROVs)
ROV pilot technicians use machines
developed to recover objects lost at depths
where divers could not operate. This usually
involves them being located on the surface in
a comfortable cabin from where they ‘fly’ the
ROV – a nice alternative for those who don’t
want to get wet!
There are two types of ROV: work and
inspection. Work‐class vehicles are giants
capable of lifting a tonne or more, with the
ability to do engineering work using robotic
arms, and controlled from the surface by the
operator or pilot, watching the robot’s TV
camera display. Inspection‐class vehicles
are used mainly for observation tasks and as
support to diving operations, but do have
manipulator arm capability. Both are
complex machines, and can cost £2 million or
more to build and operate.
The main users are construction
engineers, who use commercial divers in
shallower depths (usually 50–100 metres), but
at 200‐plus metres the robot has the lower
risk and better commercial return. Divers and
ROVs often work together to complete
complex tasks safely and cost‐effectively.
Sports diving
The British Sub‐Aqua Club (BSAC) and the
Professional Association of Diving Instructors
(PADI) are the two leading authorities in the
training and qualification of sports divers and
sports diving instructors. Most instructors
will hold BSAC or PADI qualifications, or
both, while members will be working along a
route towards more challenging dives and
leading expeditions. Many of their
qualifications are interchangeable,
particularly at the lower levels.
The BSAC and PADI are in competition
to some extent, although they work closely
together in the development of standards
and safety. Essentially, the former is an
amateur organisation teaching people to
enjoy diving on a not‐for‐profit basis, while
the latter teaches people to become paid
diving instructors at varying levels.
BSAC
The BSAC has a network of facilities,
including more than 1,100 clubs and
branches worldwide (branches are totally
amateur, but the schools are commercial
operations). Most Sports Divers in the
Services will be BSAC members, having been
taught their skills through local branches,
starting as an Ocean Diver.
Having become Sports Divers people can
advance to Dive Leader, Advanced Diver and
First Class Diver through training and
experience, and then take specialised skills
development courses. A Sports Diver may
attend the Instructor Foundation Course.
Once qualified as a Dive Leader they may
take the Theory Instructor exam, attend the
Open Water Instructor Course and take the
Practical Instructor exam. They can then
progress to Advanced Instructor and
National Instructor. There are also specialist
and skills development courses available.
Newly qualified instructors earn the
minimum wage but can gain significant
experience by offering their services to
schools and branches.
PADI
With more than 40 years’ experience, PADI
has over 133,500 PADI Professionals and
more than 6,000 dive shops and resorts
worldwide. Military diving qualifications can
enable their holders to cross over into the
PADI system of diver education. For
example, a Ships Diver with first aid training
may be eligible to enrol directly on to a PADI
Rescue Diver Course. For those who are not
already divers, it is possible to move from
entry level through to becoming an
CSWIP: CERTIFICATION SCHEME FOR PERSONNEL
UNDERWATER WELDING, INSPECTION & NDT
• CSWIP is considered to be the global industry standard for underwater inspection personnel.
• A CSWIP certificate is often a mandatory requirement for offshore inspection.
• CSWIP also certifies ROV inspectors and underwater inspection controllers.
To find out more, please visit www.cswip.com, Tel: +44 (0)1223 899000 or email: twicertification@twi.co.uk.
47
Diving
instructor in a year, because certification is based on competence not
time spent in training.
Novices start as Open Water Divers (with an introductory course
available), progressing to Advanced Open Water Diver, possibly also
attending speciality diving courses. The next step is Rescue Diver,
which can lead to Master Scuba Diver and/or to becoming a
Divemaster – the minimum qualification to begin Instructor training.
Instructor progression is through the grades of Assistant Instructor,
Open Water Scuba Instructor, Speciality Instructor, Master Scuba
Diver Trainer, Instructor Development Course (IDC) Staff Instructor
and Master Instructor to Course Director. As with BSAC instructors,
newly qualified instructors earn the minimum wage but by gaining
relevant experience can significantly boost their earnings.
www.iims.org.uk/education
Train for your NEW career with
the International Institute
of Marine Surveying
Career opportunities and earning potential
Newly trained commercial divers tend to begin their subsea careers
working inshore or in civil engineering diving, working on harbour
repairs, hull inspections or fish farms. Day rates for inshore work can
range from £120 to £250, depending on the work and the diver’s
experience.
Once more experience has been gained, and the diver has the
Surface Supplied Top Up certification, they can look to get work
offshore – in the North Sea, for example. Building this experience
generally takes 12–18 months of inshore work. Many divers find having a
3.1U underwater inspection ticket also helps them to acquire offshore
work. Day rates for such work, which could include pipeline inspection,
fixing well‐heads or flexible riser construction, can be from £450.
Working on wind farm installation, which tends to be offshore, can
command rates of £300‐plus a day.
Once a commercial diver has obtained a specific number of working
hours/dives they can then aim to achieve the next level of qualification
as a mixed gas (or closed bell) diver, working at depths greater than
50m. Such divers work for up to 28 days in saturation in the North Sea.
With this level of certification, divers can earn over £1,000 a day in the
North Sea, or US$850 a day in the Far East.
KEY CONTACTS
APPROVED BY MoD
IN SUPPORT OF
THE ELC SCHEME
Become a Marine Surveyor
ELC
PROVIDER NUMBER
1581
An International Career in High Demand
The Institute Diploma in Marine Surveying is recognised
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Call us today on: +44(0) 239 238 5223 or e-mail: education2@iims.org.uk
48
Health and Safety Executive, Rose Court, 2 Southwark Bridge, London SE1
9HS Tel: 0845 345 0055 Website: www.hse.gov.uk Twitter: @H_S_E
British Sub-Aqua Club (BSAC), Telford’s Quay, South Pier Road, Ellesmere Port,
Cheshire CH65 4FL Tel: 0151 350 6200 Website: www.bsac.com
Twitter: @BSACDIVERS
Professional Association of Diving Instructors International Limited (PADI), Unit 7,
St Philips Central, Albert Road, St Philips, Bristol BS2 0PD Tel: 0117 300 7234
Website: www.padi.com Twitter: @PADI
C
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Allan is ex regular member of the armed forces and is happy to
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resettlement grants cover most of the cost of the course!
To Train in the Security Industry:
To Train First Aid:
• PTTLS (Generic Teaching Qualification), City & Guilds,
Level 3 & 4 (includes Understanding Principles of
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• Physical Intervention Trainers Award, City & Guilds, Level 3.
• HSE First Aid at Work Certificate.
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Aid.
To be Sector Competent in the Security
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• CCTV, Security Licence to Practice, Level 2 (*on
completion SIA Licence may be applied for).
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Level 2 (*on completion SIA Licence may be applied for).
• SIA will charge for licence application.
• Security Operations, City & Guilds, Level 3 (distance
learning, classroom and exam).
Assessment Awards:
52
• Level 3 Certificate comprising of three units and aimed at
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HZL is a CTP Approved Provider and is also ELCAS
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Contact Details:
E: admin@specsec.co.uk.
T: 01332 295695
M: 07860 438856
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Factfile
Tel: 0800 1958 066 www.gastectraining.co.uk
Sponsored by
Factfile
This summary of personal development and resettlement information should be used
as guidance and direction to the appropriate Service or civilian authority.
Personal Development and Education Opportunities
What is Personal Development (PD)?
PD is about self-improvement and satisfaction. It is open to everyone and can be done for one or many of the following reasons:
l
l
l
l
l
l
to improve knowledge for personal interest
to be introduced to new ideas or skills
to broaden horizons
to enhance in-Service career prospects
to gain qualifications
to prepare for a second career.
PD won’t just happen. You must take steps to find out what’s available and decide what you want to do. Use the flow chart below as a guide.
A PD Route Map
Individual talks to line manager about developing a realistic plan and maintaining a PD record (PDR)
Individual decides:
Other sources of information include:
l
l
l
l
l
l
l
subject to be studied and qualification (if any)
level of study (basic/key skills, GCSE, S/NVQ, A-level, degree, postgraduate)
mode of study (e.g. short courses, distance learning)
l
l
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unit education or training officer
in-Service publications
in-Service education centre
local library or civilian college
the internet
Quest magazine
friends and family
Local colleges or training providers
Distance/open learning
PD can mean anything from career courses to sports and
adventurous training courses.
See
for other options for Service personnel
A range of further education (16+) and higher education (degree
and above) courses are available. Ask your education/training
officer or local college/library for a brochure
College attendance is not necessarily required. Flexible study can
be undertaken by correspondence, or using the internet and
tutorial support is usually available
Ó
In-Service
eLearning – The Defence Learning Portal (DLP)
Ó
Distance Learning
Ó
Grants and funding are available for most forms of PD. See ‘Sources of advice and finance’ for details.
Course complete? Look for your next learning!
Also open to MoD Civilian Personnel
College Courses
62
You may prefer to attend a part-time class, or short course, at a local college. Your education officer
may have this information to hand and most colleges publish a brochure. Some people prefer to
study in this more structured environment. You must gain authority from your unit to attend and it is
worth seeking unit guidance before making any financial commitment. You may also be able to claim
the SLC and ELC. In addition, many in-Service education centres run classes specifically for Forces
people and families, especially overseas. Some are free and most are discounted for families.
Contact your education/training officer for details.
The Defence Learning Portal (DLP) is the MOD's central distance learning resource, providing ‘one
stop’ access to a wide range of eLearning, courses, wikis, forums and other materials across a large
number of key topics including: IT skills including ECDL, core competencies, Health and Safety,
languages and business skills. Readily available over the Defence Intranet, if you already have a
DLP account you can also gain access via the internet at www.dlp.mod.uk.
Personal Development Record (PDR)
Ó
Many Service people study with the Open University each year. It has hundreds of courses, not just
degrees, and offers a modular/building block approach to study. Special arrangements exist for
Forces people with regard to summer schools, credit transfer and those serving abroad. For more
information, visit the OU website www.open.ac.uk or ( 0845 300 6090 for a brochure.
There is now a huge amount of high-quality learning material freely available online to Armed Forces
and Civil Service personnel, accessible either over the World Wide Web or via the Defence Intranet.
Everyone should keep their own PDR in which they should record educational plus other PD
achievements, appraisals and courses. It encourages people to assess and evaluate what they are
doing, what they have learned, and where they are going in terms of career and personal
development. Ask your education/training officer where you can get your copy.
Key:
Ó
Distance learning allows you to study at your own pace, no matter where you are. A range of
schemes and courses are available but it requires discipline to organise your study time. Most
colleges readily offer help and advice to their students. The Standard Learning Credit (SLC) and
Enhanced Learning Credit (ELC) can be used for many of these courses but certain conditions may
apply (see Sources of advice and finance).
Service personnel only
Sponsored by
Factfile
Individual Resettlement Training Cost (IRTC)
Ó
The ELC scheme provides financial support in the form of a single up-front payment of up to £2,000
per annum (depending on length of Service) in each of a maximum of three separate financial years.
The scheme is based on the principle that individuals will make a personal contribution towards the
cost of their learning. The ELC contribution may be up to 80% of the gross course value. ELC funding
is available only for courses that result in a nationally recognised qualification at level 3 or above on
the National Qualifications Framework (NQF) (England and Wales), a level 6 or above on the Scottish
Credit and Qualifications Framework (SCQF) or, if pursued overseas, an approved international
equivalent qualification. For full details visit www.enhancedlearningcredits.com
The IRTC grant exists to help towards the cost of resettlement training through the CTP or external
training providers. The IRTC grant may not be used for Civilian Work Attachments but may be used in
concert with a Learning Credit – Standard (SLC) or Enhanced (ELC) – for any course that is
completed prior to the Service Leaver leaving the Service and subject to the relevant criteria of either
scheme. (See JSP 898 Part 4 – Chapter 3 for ELC and Chapter 4 for SLC.)
Further/Higher Education (FE/HE) Access
The Ministry Of Defence and the Department of Innovation, Universities and Skills offer eligible
Service Leavers free FE/HE support for a first level 3 or Foundation Degree qualification. To be
eligible, Service Leavers must have registered for the ELC scheme while in Service, complete a
minimum of four years’ productive service, complete a minimum of four years’ ELC scheme
membership, thus qualifying for the initial lower-tier support, or eight years’ membership, qualifying
for the higher-level support, and take up the offer of free support within ten years of leaving Service.
Local Education Authority (LEA) grants and low-interest student loans are available for anyone
entering full-time education. They are means tested in that what you receive depends on your
income and that of your family. If you are entering full-time education you should apply for one, even
if you do not think you are eligible, otherwise you may not qualify for other benefits. Contact your
LEA for details.
Career Development Loans
These are designed to help people change direction or increase their skills by providing a deferred
repayment loan of between £300 and £10,000 to cover up to 80% of tuition fees for a vocational
course of up to two years, plus a further year's work experience if appropriate. Courses can be
full-time or part-time, or involve open or distance learning, and people who have been out of work for
three months can apply to have all their course fees covered.
Resettlement Grant (RG)
Ó
The low-interest loan is arranged through one of four high-street banks, and certain conditions and
criteria apply. Further details of Career Development Loans can be obtained by calling
Freephone ( 0800 585505 between 9am and 9pm Monday to Friday.
Armed Forces Compensation Scheme
Ó
The RG is paid only if there are no other terminal benefits due (so, if someone is medically
discharged after the RG trigger point, RG is not paid as other benefits become due). The amount
payable depends on length of Service and on which pension type the SL is on. The current rate for
eligible Service Leavers who are on the most recent pension scheme is £9,825. It can be as much as
£17,824 on previous pension schemes.
The Armed Forces Compensation Scheme (AFCS) provides compensation for any injury, illness or
death that is predominantly caused by service on or after 6 April 2005. The War Pension Scheme
(WPS) compensates for any injury, illness or death that occurred up to this date. All current and
former members of the UK Armed Forces, including Reservists, may submit a claim for
compensation.
Key:
Ó
For advice and guidance, call the Service Personnel and Veterans Agency’s free helpline on 0800 169
22 77 (UK only), +44 1253 866 043 (overseas). Alternatively, you can visit: www.spva.mod.uk or
www.veterans-uk.info.
Service personnel only
UCAS deals with applications for first degree and similar standard courses at over 250 universities
and colleges in the UK. Remember that you no longer need A-levels to go to university – vocational
A-levels/NVQs and access courses now qualify students as well.
If you are interested in entering higher education, call the UCAS hotline on ( 0871 468 0468
or visit www.ucas.ac.uk.
University Short Courses
Ó
Enhanced Learning Credits
Ó
The SLC scheme allows personnel to obtain financial assistance for learning costs. You are able to
claim 80% of your course fees, up to a maximum of £175 per financial year. To qualify for SLC
funding, the course of study must lead to a nationally recognised qualification, have substantial
developmental value and directly benefit the Service.
Universities and Colleges Admissions Service
The USCP exists to enhance the general educational development of Service personnel through
providing short courses at a range of universities in topics such as leadership and management,
regional and strategic studies, and languages. Course fees and accommodation costs are funded by
the Services.
Further details are available from education/learning centres or search in DINs.
Learndirect
Learndirect is a free government helpline on which qualified advisers provide information on all
aspects of learning, from UK-wide learning opportunities, to career guidance and sources of
finance, and other national and local organisations that can help.
It is open between 9am and 9pm on Monday to Friday and from 9am to 12 noon on Saturdays.
The helpline adviser can answer questions on any aspect of learning. The website address is
www.learndirect.co.uk. The freephone number is ( 0800 101901.
Finding Work and Sourcing Benefits
Finding a job
Jobcentre Plus has one of Britain’s largest databases of
job vacancies, which is updated constantly. The database
also lets you search for training, career information,
voluntary work and childcare providers across the UK. You
can search the database via the Directgov Jobseeker
pages (www.direct.gov.uk – search for ‘jobs’) or by using
the Job Point in your local Jobcentre.
You could also use Jobseeker Direct, which is a phone service open to anyone who is looking
for work; the lines are open Monday to Friday 8am to 6pm. All calls are charged at local rates. The
service is available throughout the UK by telephoning 0845 6060 234 (textphone 0845 60 55 255);
if overseas and you need information prior to returning to the UK, call +44 845 6060 2343.
When you find a job you are interested in either on the Jobcentre Plus job search or at Job
Point in your local Jobcentre, Jobseeker Direct operators will tell you how to apply, send you an
application form and may even contact the employer (so have your address, National Insurance
number, date of birth and the job reference number to hand).
Benefits
If you’re unsure which benefits you can get, you can check online using the Directgov ‘Benefits
adviser’ pages (www.direct.gov.uk – search for ‘benefits adviser’).
To find out more about Jobseeker’s Allowance, who can get it and how to claim online, go to
the Directgov ‘Jobseeker’s Allowance’ pages (www.direct.gov.uk – search for ‘Jobseeker’s
Allowance’).
You can also claim by phone by calling Jobcentre Plus on 0800 055 6688. There’s a Welshlanguage line on 0800 012 1888, and a textphone on 0800 023 4888 if you find it hard to speak or
hear clearly. Lines are open Monday to Friday 8am–6pm.
The ‘Find your way back to work’ website (www.direct.gov.uk/backtowork) includes advice on
how to improve your CV, interview tips, different ways of searching for work and gaining new skills.
For more information on benefits for those who are sick, or who have a disability (or their
carers), call the Benefit Enquiry Line on 0800 88 22 00 (textphone 0800 24 33 55). Opening times
are Monday to Friday 8.30am to 6.30pm and Saturday 9am to 1pm – all calls are free and
confidential.
Armed Forces Champions
Ó
Standard Learning Credits
Ó
Sources of Advice and Finance
Armed Forces Champions have been established in Jobcentre Plus districts throughout the country
to ensure that the concerns of Service personnel and their families are addressed. Working with
local bases and Families Federations, the role of the Champions is to raise awareness of the support
available through Jobcentre Plus, such as information on the local labour market and how to claim
benefits. (Any problems accessing Jobcentre Plus services can be fed through to local Champions
via Unit Admin Offices.)
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Resettlement: Preparation for leaving the Forces
Official provider of career guidance, skills training and
job finding assistance to leavers of the Armed Forces
The Career Transition Partnership (CTP) is a partnering agreement between the MoD and Right Management to provide 3rd Line
tri-service resettlement support. This consists of career transition services, training and job finding support for leavers of the
Armed Forces. The Regular Forces Employment Association Ltd (RFEA) and Officers’ Association (see overleaf) are integral parts
of the CTP and lead on the provision of job opportunities and employment support.
This provision is delivered from ten Regional Resettlement Centres (RRCs) in the UK and Germany, and the Resettlement
Training Centre (RTC) in Aldershot. The CTP provides a number of workshops, seminars, one-to-one career advice, and a range
of in-house resettlement training for entitled Service leavers from up to two years before discharge. The job finding service is
delivered by 24 Employment Consultants based nationwide and an online job search website called RightJob, which contains
vacancies specifically for leavers of the Armed Forces from employers who seek their skills and experience.
Contact the CTP on 020 7469 6661 or visit the website at www.ctp.org.uk
Resettlement Services
Figure 1: A Service Leaver’s route map
1st LINE
The first stage in your resettlement process is with 1st Line, who offer information and
administrative support. They are:
•
RN – Education & Resettlement Officers (ERO)
•
Army – Unit Resettlement Officers (URO)
•
RAF – Resettlement & Education Co-ordinators (REC).
Service Leaver completed at least
4 years’ Service:
registers with Career Transition
Partnership (CTP)
Employment Support
Programme
2nd LINE
The principal task of 2nd Line is to provide advice and guidance on the resettlement package that
will best suit the individual Service Leaver. For those entitled to CTP this will normally be a referral
to a CTP consultant and/or enrolment on a CTW, both of which will require the Service Leaver to be
registered for CTP services. 2nd Line are:
No
Served over 4 years?
•
Yes
•
Attends Career Transition
Workshop (CTW) or equivalent
Career
Consultant led
Employment
Consultant led
• Prepares PRP
with Consultant
• Receives
regional
employment
advice
Prepare Personal Resettlement Plan
(PRP) with Career Consultant
Develops, reviews and
actions PRP:
Attends:
• further CTP workshops
• training at RTC/RRC
• civilian training attachment
• external training
• Financial/Housing briefings
• further advice on:
• career options
• self-employment
• job finding
• training
• attachments
• research activities
• civilian work
attachments
Receives advice on or notification of
matched job opportunities
Regional Resettlement Centres (RRCs)
Career Transition Workshops (CTW), career counselling and other CTP workshops, briefings and
events usually take place at one of the ten Regional Resettlement Centres (RRCs) in the UK and
Germany. Further information can be obtained from any of the RRCs listed below.
SHADED ELEMENTS
ALSO AVAILABLE TO
THOSE WITH 4–6
YEARS’ SERVICE
Regional Resettlement Centre Aldergrove
Regional Resettlement Centre Aldershot
Regional Resettlement Centre Catterick
Regional Resettlement Centre Cottesmore
Regional Resettlement Centre Herford
Regional Resettlement Centre Northolt
Regional Resettlement Centre Plymouth
Regional Resettlement Centre Portsmouth
Regional Resettlement Centre Rosyth
Regional Resettlement Centre Tidworth
Secures employment
64
3rd LINE
Resettlement support at 3rd Line is provided by the CTP as outlined at the top of this page and in
more detail on its website at www.ctp.org.uk.
Consultant supports
and monitors progress
Makes job applications
CTP support for up to 2 years after
discharge; RFEA/OA job finding
support until retirement
•
RN – Naval Resettlement Information Officers (NRIO), located at Base Learning Centres; for
medical discharges the RN has a single 2nd Line point of contact referred to as NRIO
(Medical) based in the Institute of Naval Medicine, Gosport
Army – Individual Education and Resettlement Officers (IERO) and AGC(ETS) Officers are
located at Army Education Centres (AEC) and Theatre Education Centres (TEC); AGC(ETS)
Officers may deliver 2nd Line resettlement advice when deployed on operations and
occasionally when IERO are unavailable
RAF – Each Regional Resettlement Adviser (RRA) is allocated a group of RAF stations to visit
on a regular programmed basis.
( 02894 421639
( 01252 348336/339
( 01748 872930
( 01572 812241 (ext 7716)
( 0049 5221 9953388
( 020 8842 6063/6064
( 01752 553376
( 02392 724130
( 01383 425086
( 01980 602689
For the most up-to-date information, please visit www.ctp.org.uk
Sponsored by
Factfile
Graduated Resettlement Time (GRT)
GRT is the length of time that a Service Leaver is eligible to spend on resettlement
activities, including workshops, training courses, civilian work attachments or individual
resettlement provision.
1.
2.
3.
4.
5.
6.
7.
Entitlement
All Service Leavers, other than those discharged as Early Service Leavers, are entitled to
receive the resettlement support detailed in the table below.
Principle
Longer service is rewarded with entitlement to increased resettlement time. All Medically
Discharged Service Leavers automatically qualify for the maximum entitlement.
Entitlement includes grants, allowances, travel warrants, resettlement leave, consultancy,
transition workshops and subsidised training.
Years’ Service
Normal Discharge
<1
1+
4+
6+
8+
12+
16+
CTP
No
No
ESP
FRP
FRP
FRP
FRP
Medical Discharge(2)
GRT(1)
0
0
0
20
25
30
35
IRTC
No
No
No
Yes
Yes
Yes
Yes
CTP
FRP
FRP
FRP
FRP
FRP
FRP
FRP
GRT(1)
10
30
30
30
30
30
35
IRTC
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Notes
1. Amount of GRT is in working days.
2. This includes Reservists who are Medically Discharged due to injuries sustained during operational
commitments.
ESP: Employment Support Programme
FRP: Full Resettlement Programme
Figure 2: Transition services and entitlements
Outflow
‘Early Service Leavers’
<4 Years’ Service or dishonourably
discharged (with loss of
entitlement)
•
•
•
•
Vulnerability Assessment
Resettlement Brief
Resettlement Interview
Gateway to 3rd Sector:
– Housing
– Finance
– Social Benefits
– Employment
– Pensions
– Health
Employment Support Programme
>4<6 Years’ Service
•
•
•
•
•
•
•
•
•
•
•
•
Job-Finding Service
‘RightJob’ Access
Consultant Interview
Housing Brief
Financial Aspects of
Resettlement Brief
Access (on a standby basis)
to 50 Various Resettlement
Training Centre Courses
Post Discharge Consultant
Support (up to 2 years)
Employment Fairs and
Events
Standard Learning Credits
Enhanced Learning Credit
Access to first FE/HE Qualification
Resettlement Grant
- Officers with 9 years service up to £14,686
- Other Ranks with 12 years service who
are AFPS 75 up to £10302
- Officers (9 years) and Other Ranks (12 years)
who are AFPS 05 up to £10302
Full Resettlement Programme
>6 Years’ Service
•
•
•
•
•
•
•
•
•
•
•
•
IRTC Grant (£534)
Resettlement Leave (up to 35 days)
Career Transition Workshop (3 days)
Other Workshops
– Retirement Options
– Future Employment Options
– Self-Employment Awareness
– Small Business Start-Up
– CV Writing
– Interview Skills
Career Consultancy
Travel Warrants (up to 7)
‘RightJob’ Access
Financial Aspects of Resettlement Brief
Housing Brief
Access to 50 Various Resettlement Training
Centre Courses
Post Discharge Consultant Support (up to 2
years)
Employment Fairs and Events
Duty Allowances for Resettlement Activities
Individual entitlements to allowances are found in JSP 752 and other single-Service
regulations. If in doubt, Service leavers should ask their resettlement advisers or Unit HR for
advice. As with other duty entitlements, payments made in the pursuance of resettlement
are made only for ‘actuals’ and administered through Joint Personnel Administration (JPA)
self-service menus. At all times, receipts must be retained and produced in the event that a
Service Leaver is selected for audit. Service Leavers’ entitlement will depend upon the
nature of their discharge and the length of their Service (see Figure 1). When selecting a
training provider to deliver resettlement services, Service Leavers should be aware that the
MOD operates a ‘Local Training First’ policy.
Wherever possible, resettlement training should be undertaken local to (i.e. within 50 miles
by road or 90 minutes by public transport) Service or home accommodation.
Notwithstanding this, external training, including training undertaken overseas, that will
incur subsistence costs may be arranged through any training provider in the event that
there is no available CTP in-house training or training providers that can deliver an
equivalent training outcome locally. All overseas training (see overleaf) must survive HQ
scrutiny; and all accommodation, UK or otherwise, other than that offered under exceptional
residential arrangements, must be booked through the Defence Hotel Reservation Service
(DHRS). All residential accommodation offered by training providers must be pre-authorised
by the Unit.
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Resettlement Training
Training provided by the CTP
Overseas Resettlement Training
Skills training takes place at the Resettlement Training Centre (RTC) in Aldershot and at a selection of
RRCs. The RTC has bespoke workshops within its Building and Engineering Departments, and also
offers Management and IT courses. Many of those on offer result in civilian-recognised qualifications.
To find out more about the wide range of courses available, and to search for dates and
locations, visit our website at www.ctp.org.uk.
For all other enquiries, to check availability, or to make a booking or payment, contact our
Course Booking & Information Centre (CBIC):
Resettlement training should, wherever possible, be undertaken either in-house (given the value for
money and quality assurance available on those courses) or locally in recognition of the local training
first policy. Authorisation for overseas resettlement training can only be made by HQ SDE staff on a
case-by-case basis and through the intelligent application of the following conditions.
•
The training outcome is not available under the local training first policy, either within the UK for
those serving in UK or within their normal theatre of operations for those serving overseas.
( 02894 456 172/182/208
Mil. Phone: 9491 56 172/182/208
Email: coursebookings@ctp.org.uk
•
The total costs of the training overseas to the MOD, including eligible subsistence allowances
and travel costs, which will be claimed under current regulations, are less than those that would
be incurred if undertaking the training in the UK, i.e. the value for money consideration.
Training provided by Preferred Suppliers
•
The Preferred Suppliers List (PSL) identifies a range of local training providers offering some of the
most common vocational training that Service Leavers undertake. In order to qualify for the PSL, the
training organisation is obliged to demonstrate financial reliability, appropriate insurance cover, past
performance, future plans, training facilities, accreditation levels and quality standards. The PSL is
published at www.ctp.org.uk and is also held in each of the Regional Resettlement Centres (RRCs).
Preferred Supplier status is subject to continuous evaluation, on each course by the Service Leaver, by
the CTP and by annual review.
SDE staff have reasonable assurance of the quality of the training and its recognition by UK
employers.
Any request for overseas training must arrive with SDE HQ staff at least eight weeks in advance of the
intended departure date, to enable the necessary political clearances for successful applications to be
made.
Employment Services & RightJob
CTP Employment Events
Our events can be of great benefit and provide an excellent opportunity to network with potential
employers and discuss the job market in general, as well as within specific industry sectors. The
main types that we hold are:
•
Employment Fairs – attended by a wide range of national and local employers, seeking the
skills, quality and experience that Service Leavers have
•
Industry Awareness Days – focus on a particular industry sector and several employers will
talk about career opportunities on offer
•
Company Presentations – these focus on one particular company, which is normally actively
recruiting for a number of vacancies.
•
Search for upcoming CTP events on our website at www.ctp.org.uk.
RightJob
Is the CTP’s online job finding service where registered Service Leavers can search and apply for any
of the thousands of live vacancies on the jobs database. The site is accessed via the CTP website and
the login required is normally issued during CTWs. Call the Central Employment Team for more
information, on ( 021 236 0058.
The Regular Forces Employment
Association (RFEA) Ltd
The Officers’ Association (OA)
Provides job finding support through three career consultants. It also offers lifelong access to job
finding information, advice, guidance and support to all officers regardless of eligibility for the CTP
programme. In addition, under its charitable status it offers the following:
•
advice and support to ex-officers and their dependants
•
access to a residential home in South Devon for ex-officers and widows, and an estate of
bungalows in Hertfordshire for disabled ex-officers and their families.
OA Scotland offers benevolence services and employment support to ex-officers who are resident in
Scotland or were members of a Scottish Regiment.
( 0845 873 7140
Email: a.carrington@officersassociation.org.uk
Website: www.officersassociation.org.uk
Employment support is provided by the RFEA, OA and OA Scotland Employment Consultants who are
based across the UK. They are part of the CTP and their role is to provide job finding advice and
support on a demand-led basis to CTP-registered Service leavers. They actively seek and develop
suitable employment opportunities and can also provide one-to-one career advice and support.
( 0131 550 1575/1581
Email: em@oascotland.org.uk
Website: www.oascotland.org.uk
The RFEA provides job finding support through a network of 24 employment consultants throughout
the UK. It also provides lifelong access to job finding information, advice, guidance and support to
people who are or were eligible for MOD resettlement through the CTP.
In addition, under its charitable status this support is extended to all ex-Service people who have
served for more than seven days, irrespective of eligibility, on a case-by-case basis, subject to certain
criteria and at RFEA discretion.
( 0845 873 7166
Email: AdminRFEA@ctp.org.uk
Website: www.rfea.org.uk
Service Leaver Support Teams (SLSTs)
Can be found at Army UK divisional and district HQs and at some regional brigades. They provide
Service leavers with information and help on a wide variety of subjects, including employment,
housing, schooling, finance and other resettlement issues. They work in close cooperation with other
agencies, including the RFEA, single-Service specialists and the CTP.
66
For the most up-to-date information,
please visit www.ctp.org.uk
Sponsored by
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Making the Transition
Even if you have a job to go to on leaving the Armed Forces, you are still strongly advised to attend the CTP Career Transition Workshop (CTW), along with any other that you will find of benefit, such as CV
Writing or Interview Techniques. The purpose of these workshops is to help you to recognise and assess your options and learn skills in order to approach the civilian workplace and market yourself to a future
employer. These are skills that are important to develop for life, and not just for your next job. If you don’t go – you won’t know.
The Self-Marketing Approach is based on the application of well-established marketing
concepts to the task of getting a new job. Marketing is about delivering products and services
to meet customers needs. In this case, you are the product, the customer is your next
employer. Your task is to persuade the customer that the range of benefits, which you bring,
match his or her needs.
Throughout our lives we are faced with choices or options and as you prepare to leave the Services,
you are potentially about to face some of your biggest ones yet. You can never start this preparation
early enough, so plan your resettlement carefully and thoroughly. In order to commence a successful
self-marketing campaign one of the first things you should do is to decide what it is you wish to
achieve.
Define the product
•
•
•
•
•
•
•
•
•
Identify as wide a range of your skills and experience as you can
From these, you can choose which ones match what the employer wants
Demonstrate your value to the employer
List your successes
Focus on skills and attitudes rather than tasks
identify transferable skills
Learn to think in terms of product (you) and customer (your next employer)
Remember, customers buy benefits
Define yourself in terms of unique selling propositions (USPs)
Prepare self-marketing literature
Your CV should include:
•
a personal profile – your USP
•
major achievements – the benefits you brought to current and
previous jobs
•
a focus on your transferable skills
Your CV should avoid mentioning:
•
details of salary
•
references
•
any negative aspects of your career to date
•
clichés, jargon, abbreviations and untruths
Research the market
•
•
•
•
•
•
Decide on sectors, geographical areas etc.
Use directories, databases, internet etc.
Ask for information
Use your personal network
Use industry associations, chambers of commerce etc.
Attend jobfairs and conferences
Implement a marketing campaign
Use a variety of approaches, including:
•
responding to advertisements
•
direct approaches by phone and letter
•
networking
•
employment agencies
•
develop a system and keep records of all activities
•
follow up approaches systematically
•
learn from your mistakes
Understand the world of work
•
•
•
•
•
•
What has changed since you joined the Services?
How do those changes affect you?
How do you effectively manage your own career?
What are the different patterns of work?
What do you want from a company?
How do you negotiate a salary package?
•
•
•
•
•
What are your interests?
What transferable skills do you have?
What training or qualifications have you done?
Can you identify what you have achieved so far?
Does all this help you decide what to do next?
•
•
•
•
How do you establish a useful network?
How do you use networks to help you research?
How can networks help you into a job?
How can networks help with career development?
•
•
•
•
•
•
Start early
Create mutually supportive relationships
Use these at all stages of career development, not just at time of job change
Networks are useful information sources
Successful people develop networks
Use them to market yourself and your organisation
Identify your interests and skills
Proactive networking
Networking advice
The CTP can help you find the answers to these questions through attending
workshops and one-to-one sessions with your Career Consultant. If you are not yet
registered with the CTP, speak to your local Resettlement Officer or Service
Resettlement Advisor for further advice.
Sell yourself on a face-to-face basis
•
•
•
•
•
•
•
•
•
•
•
Research the employer
Prepare interview responses
Dress appropriately
Arrive early; impress everybody you meet
Smile
Avoid crossing arms and legs when sitting
Maintain eye contact
Answer questions honestly, but focus on the positive
Manage the interview to match your benefits to the employer’s needs
Prepare questions that you can ask the interviewer
Seek feedback and learn from mistakes
For the most up-to-date information,
please visit www.ctp.org.uk
67
Courses and events
Courses and events
This guide includes the courses currently scheduled to run from April 2012 to June 2012
Additional courses may be scheduled by each Regional Resettlement Centre according to demand. A list of all courses scheduled for 2012 is available from your nearest Regional
Resettlement Centre. All the dates given should be confirmed with the relevant Regional Resettlement Centre. Dates are correct at time of going to press.
Visit our website for further details:
www.ctp.org.uk
Housing
RRC Aldergrove
02894 421639
Military 9491 31639
rrcaldergrove@ctp.org.uk
START DATE
18 April 2012
Interview Techniques
18 May 2012
15 June 2012
18 April 2012
30 May 2012
13 June 2012
27 June 2012
All Ranks
28 June 2012
28 June 2012
RRC Aldershot
01252 348336/339
Military 94222 3336/339
rrcaldershot@ctp.org.uk
START DATE
END DATE
Business Start Up
25 April 2012
24 May 2012
28 June 2012
26 April 2012
25 May 2012
29 June 2012
CTW Junior Ranks
10 April 2012
16 April 2012
24 April 2012
30 April 2012
08 May 2012
22 May 2012
28 May 2012
11 June 2012
19 June 2012
12 April 2012
18 April 2012
26 April 2012
02 May 2012
10 May 2012
24 May 2012
30 May 2012
13 June 2012
21 June 2012
CTW Mixed Class
03 April 2012
05 April 2012
(Course location Brize Norton)
17 April 2012
19 April 2012
08 May 2012
10 May 2012
22 May 2012
24 May 2012
12 June 2012
14 June 2012
26 June 2012
28 June 2012
01748 872930
Military 94731 2930
rrccatterick@ctp.org.uk
04 April 2012
16 May 2012
20 June 2012
11 April 2012
17 April 2012
23 April 2012
01 May 2012
09 May 2012
15 May 2012
21 May 2012
29 May 2012
06 June 2012
12 June 2012
25 June 2012
13 April 2012
19 April 2012
25 April 2012
03 May 2012
11 May 2012
17 May 2012
23 May 2012
31 May 2012
08 June 2012
14 June 2012
27 June 2012
Wksp
21 May 2012
21 May 2012
FAR All Ranks
68
END DATE
Business Start Up
23 May 2012
18 June 2012
25 May 2012
20 June 2012
CTW Junior Ranks
16 April 2012
30 April 2012
15 May 2012
29 May 2012
26 June 2012
18 April 2012
02 May 2012
17 May 2012
31 May 2012
28 June 2012
CTW Mixed Class
02 April 2012
04 April 2012
10 April 2012
12 April 2012
23 April 2012
25 April 2012
(Course location Boulmer)
08 May 2012
10 May 2012
21 May 2012
23 May 2012
22 May 2012
24 May 2012
18 June 2012
20 June 2012
(Course location Cyprus)
19 June 2012
21 June 2012
(Course location Preston)
19 April 2012
19 April 2012
(Course location 27 Rgt Training Wing)
17 May 2012
17 May 2012
(Course location 27 Rgt Training Wing)
07 June 2012
07 June 2012
03 May 2012
11 May 2012
17 May 2012
24 May 2012
31 May 2012
21 June 2012
28 June 2012
02 April 2012
03 April 2012
30 April 2012
11 June 2012
16 April 2012
23 April 2012
08 May 2012
14 May 2012
21 May 2012
28 May 2012
12 June 2012
18 June 2012
25 June 2012
04 April 2012
05 April 2012
02 May 2012
13 June 2012
17 April 2012
11 June 2012
19 April 2012
13 June 2012
CTW SNCO
24 April 2012
01 May 2012
14 May 2012
30 May 2012
12 June 2012
25 June 2012
26 April 2012
03 May 2012
16 May 2012
01 June 2012
14 June 2012
27 June 2012
Wksp
17 April 2012
22 May 2012
17 April 2012
22 May 2012
03 April 2012
15 May 2012
12 June 2012
03 April 2012
15 May 2012
12 June 2012
29 May 2012
29 May 2012
RRC Cottesmore
01572 812241 ext 7716
Military 95341 7116
rrccottesmore@ctp.org.uk
START DATE
END DATE
Business Start Up
12 April 2012
26 April 2012
10 May 2012
31 May 2012
28 June 2012
13 April 2012
27 April 2012
11 May 2012
01 June 2012
29 June 2012
CTW Junior Ranks
11 April 2012
17 April 2012
24 April 2012
13 April 2012
19 April 2012
26 April 2012
13 June 2012
FAR Other Ranks
14 June 2012
14 June 2012
Insight to Management
Consultancy
25 May 2012
25 May 2012
21 May 2012
21 May 2012
New Horizons in Retirement
14 May 2012
29 June 2012
29 June 2012
Central London
020 7469 6661
START DATE
END DATE
CTW Senior Officer
18 April 2012
25 April 2012
10 May 2012
16 May 2012
23 May 2012
30 May 2012
14 June 2012
20 June 2012
27 June 2012
FAR Officers
13 June 2012
resettlementinfo@ctp.org.uk
CTW Officer
14 May 2012
03 April 2012
10 April 2012
01 May 2012
15 May 2012
29 May 2012
06 June 2012
26 June 2012
05 April 2012
12 April 2012
03 May 2012
17 May 2012
31 May 2012
08 June 2012
28 June 2012
Interview Techniques (Snr Officer)
20 April 2012
18 May 2012
29 June 2012
20 April 2012
18 May 2012
29 June 2012
RRC Northolt
020 8842 6063/6064
Military 95233 6063/6064
rrcnortholt@ctp.org.uk
START DATE
END DATE
Business Start Up
17 May 2012
18 May 2012
CTW Mixed Class
CTW Officer
Housing
CTW SNCO
01 May 2012
09 May 2012
15 May 2012
22 May 2012
29 May 2012
19 June 2012
26 June 2012
CTW SNCO
START DATE
FAR All Ranks
CTW Officer
02 April 2012
14 May 2012
18 June 2012
18 May 2012
15 June 2012
RRC Catterick
END DATE
CTW Mixed Class
16 April 2012
28 May 2012
11 June 2012
25 June 2012
18 April 2012
RRC Herford
0049 5221 9953388
Military 94882 3388
rrcherford@ctp.org.uk
START DATE
END DATE
CTW Junior Ranks
23 April 2012
14 May 2012
21 May 2012
18 June 2012
25 April 2012
16 May 2012
23 May 2012
20 June 2012
CTW Officer/SNCO
17 April 2012
24 April 2012
08 May 2012
22 May 2012
29 May 2012
12 June 2012
26 June 2012
19 April 2012
26 April 2012
10 May 2012
24 May 2012
31 May 2012
14 June 2012
28 June 2012
Wksp
23 April 2012
21 May 2012
25 June 2012
23 April 2012
21 May 2012
25 June 2012
ESP Clients
01 April 2012
01 May 2012
01 June 2012
Housing
12 June 2012
12 June 2012
(Course location 34 AEC, JHQ)
13 June 2012
13 June 2012
(Course location Herford Div Conference
Centre)
14 June 2012
14 June 2012
(Course location 42 AEC, Hohne)
02 April 2012
04 April 2012
(Course location Colchester)
16 April 2012
19 April 2012
17 April 2012
19 April 2012
01 May 2012
03 May 2012
14 May 2012
16 May 2012
14 May 2012
16 May 2012
29 May 2012
31 May 2012
11 June 2012
13 June 2012
19 June 2012
21 June 2012
CTW Officer
23 April 2012
08 May 2012
12 June 2012
25 April 2012
10 May 2012
14 June 2012
Housing
23 May 2012
23 May 2012
Consultancy
11 May 2012
11 May 2012
20 April 2012
20 April 2012
25 May 2012
25 May 2012
08 June 2012
08 June 2012
29 June 2012
29 June 2012
27 April 2012
27 April 2012
Courses and events
START DATE
END DATE
Business Start Up
18 April 2012
13 June 2012
19 April 2012
14 June 2012
CTW Junior Ranks
02 April 2012
23 April 2012
21 May 2012
06 June 2012
18 June 2012
04 April 2012
25 April 2012
23 May 2012
08 June 2012
20 June 2012
CTW Mixed Class
10 April 2012
12 April 2012
30 April 2012
02 May 2012
(Course location Culdrose)
09 May 2012
11 May 2012
23 May 2012
25 May 2012
29 May 2012
31 May 2012
12 June 2012
14 June 2012
25 June 2012
27 June 2012
CTW Officer
14 May 2012
16 May 2012
CTW SNCO
16 April 2012
08 May 2012
28 May 2012
11 June 2012
18 April 2012
10 May 2012
30 May 2012
13 June 2012
Wksp
22 June 2012
22 June 2012
FAR All Ranks
26 April 2012
10 May 2012
26 April 2012
10 May 2012
Housing
17 May 2012
17 May 2012
04 May 2012
START DATE
04 May 2012
START DATE
03 April 2012
25 April 2012
09 May 2012
14 May 2012
12 June 2012
18 April 2012
26 April 2012
17 May 2012
30 May 2012
20 June 2012
CTW SNCO
30 April 2012
28 May 2012
CTW Officer
11 April 2012
02 May 2012
16 May 2012
12 June 2012
26 June 2012
13 April 2012
04 May 2012
18 May 2012
14 June 2012
28 June 2012
30 April 2012
11 June 2012
24 April 2012
FAR Officers
16 April 2012
17 April 2012
12 April 2012
17 May 2012
20 June 2012
12 April 2012
17 May 2012
FAR Other Ranks
10 April 2012
10 April 2012
(Course location REME TRG Wing)
26 June 2012
26 June 2012
20 June 2012
RRC Tidworth
Housing
01980 602689
Military 94342 2689
rrctidworth@ctp.org.uk
15 May 2012
27 June 2012
START DATE
11 April 2012
11 April 2012
07 June 2012
07 June 2012
Consultancy
END DATE
19 April 2012
15 May 2012
21 June 2012
Business Start Up
17 April 2012
18 April 2012
24 April 2012
25 April 2012
21 May 2012
22 May 2012
(Course location Chepstow)
22 May 2012
23 May 2012
19 June 2012
20 June 2012
19 April 2012
15 May 2012
21 June 2012
16 April 2012
21 May 2012
18 June 2012
16 April 2012
21 May 2012
18 June 2012
CTW Junior Ranks
02 April 2012
10 April 2012
16 April 2012
30 April 2012
11 June 2012
08 May 2012
08 May 2012
16 April 2012
17 April 2012
29 May 2012
Housing
15 May 2012
27 June 2012
26 April 2012
Housing
19 April 2012
15 May 2012
31 May 2012
13 June 2012
21 June 2012
04 April 2012
05 April 2012
19 April 2012
26 April 2012
02 May 2012
11 May 2012
16 May 2012
24 May 2012
31 May 2012
08 June 2012
14 June 2012
21 June 2012
27 June 2012
Wksp
Wksp
Wksp
29 May 2012
02 May 2012
30 May 2012
CTW SNCO
17 April 2012
14 May 2012
29 May 2012
11 June 2012
19 June 2012
02 April 2012
03 April 2012
17 April 2012
24 April 2012
30 April 2012
09 May 2012
14 May 2012
22 May 2012
29 May 2012
06 June 2012
12 June 2012
19 June 2012
25 June 2012
02 April 2012
04 April 2012
10 April 2012
12 April 2012
16 April 2012
18 April 2012
23 April 2012
25 April 2012
(Course location Lossiemouth)
11 June 2012
13 June 2012
(Course location Lossiemouth)
18 June 2012
20 June 2012
04 April 2012
12 April 2012
25 April 2012
03 May 2012
10 May 2012
23 May 2012
25 May 2012
08 June 2012
27 June 2012
13 April 2012
03 May 2012
17 May 2012
30 May 2012
08 June 2012
28 June 2012
CTW SNCO
16 May 2012
14 June 2012
CTW Mixed Class
CTW Mixed Class
02 April 2012
10 April 2012
23 April 2012
01 May 2012
08 May 2012
21 May 2012
23 May 2012
06 June 2012
25 June 2012
04 April 2012
CTW Junior Ranks
CTW Junior Ranks
16 April 2012
24 April 2012
15 May 2012
28 May 2012
18 June 2012
11 April 2012
01 May 2012
15 May 2012
28 May 2012
06 June 2012
26 June 2012
END DATE
Business Start Up
Business Start Up
24 April 2012
08 May 2012
25 April 2012
10 May 2012
23 May 2012
13 June 2012
20 June 2012
CTW Officer
END DATE
FAR All Ranks
01383 425086
Military 9335 65086
rrcrosyth@ctp.org.uk
023 9272 4130
Military 9380 24130
rrcportsmouth@ctp.org.uk
01752 553376/93
Military 9375 53393/76
rrcplymouth@ctp.org.uk
23 April 2012
08 May 2012
21 May 2012
11 June 2012
18 June 2012
RRC Rosyth
RRC Portsmouth
RRC Plymouth
21 May 2012
04 April 2012
12 April 2012
18 April 2012
21 May 2012
CTP Employment Fairs 2012
Region
Venue
Date
Contact
Email
SCOTLAND
Dewars Conference Centre, Perth
Thursday 19 April
Karen Breeze
kbreeze@ctp.org.uk
SOUTH-EAST
Colchester (venue tbc)
Thursday 10 May
Catherine Cunningham ccunningham@ctp.org.uk
NORTHERN
Harrogate Pavilions
Thursday 21 June
Steve Strefford
SOUTH-WEST
Brunel’s Old Station, Bristol
Tuesday 24 July
Gemma Simpson
gsimpson@ctp.org.uk
MIDLANDS
International Exhibition Centre, Telford
Monday 3 September
Alison Clare
aclare@ctp.org.uk
SOUTH-EAST
Kempton Park, Middlesex
Tuesday 6 November
Catherine Cunningham ccunningham@ctp.org.uk
NORTHERN
Manchester (venue tbc)
Wednesday 21 November
Steve Strefford
69
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