Ministry of Defence. Recruitment and Retention in the Armed Forces: Detailed Survey Results and Case Studies

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1 Miistry of Defece Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies REPORT BY THE COMPTROLLER AND AUDITOR GENERAL HC 1633-II Sessio November 2006

2 The Natioal Audit Office scrutiises public spedig o behalf of Parliamet. The Comptroller ad Auditor Geeral, Sir Joh Bour, is a Officer of the House of Commos. He is the head of the Natioal Audit Office, which employs some 850 staff. He, ad the Natioal Audit Office, are totally idepedet of Govermet. He certifies the accouts of all Govermet departmets ad a wide rage of other public sector bodies; ad he has statutory authority to report to Parliamet o the ecoomy, efficiecy ad effectiveess with which departmets ad other bodies have used their resources. Our work saves the taxpayer millios of pouds every year. At least 8 for every 1 spet ruig the Office.

3 Layout ad productio by NAO Iformatio Cetre DG Ref: 6849VE This report has bee prited o Cosort Royal Silk ad is produced from a combiatio of ECF (Elemetal Chlorie Free) ad TCF (Totally Chlorie Free) wood pulp that is fully recyclable ad sourced from carefully maaged ad reewed commercial forests. The rage is maufactured withi a mill which is registered uder the BS EN ISO 9001 accreditatio, which provides the highest stadard of quality assurace.

4 Published by TSO (The Statioery Office) ad available from: Olie Mail, Telephoe, Fax & TSO PO Box 29, Norwich NR3 1GN Telephoe orders/geeral equiries Fax orders Order through the Parliametary Hotlie Lo-call book.orders@tso.co.uk Textphoe TSO Shops 123 Kigsway, Lodo WC2B 6PQ Fax Arthur Street, Belfast BT1 4GD Fax Lothia Road, Ediburgh EH3 9AZ Fax The Parliametary Bookshop 12 Bridge Street, Parliamet Square, Lodo SW1A 2JX Telephoe orders/geeral equiries Fax orders bookshop@parliamet.uk Iteret TSO@Blackwell ad other Accredited Agets ISBN Recruitmet ad Retetio i the Armed Forces: A report by the Comptroller ad Auditor Geeral The Statioery Office Detailed Survey Results ad Case Studies

5 Miistry of Defece Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies This volume is published alogside a first volume comprisig the Comptroller ad Auditor Geeral s report Miistry of Defece: Recruitmet ad Retetio i the Armed Forces, HC 1633-I Sessio LONDON: The Statioery Office Ordered by the House of Commos to be prited o 31 October 2006 REPORT BY THE COMPTROLLER AND AUDITOR GENERAL HC 1633-II Sessio November 2006

6 cotets itroductio 4 This report has bee prepared uder Sectio 6 of the Natioal Audit Act 1983 for presetatio to the House of Commos i accordace with Sectio 9 of the Act. Joh Bour Comptroller ad Auditor Geeral Natioal Audit Office 31 October 2006 The Natioal Audit Office study team cosisted of: Steve Merrifield, Albert Hog, Bill New, Kirste Paye, Aliso Smith, Katherie Stoe ad Brigadier (Retired) Joh Baker MBE, uder the directio of Mark Adrews This report ca be foud o the Natioal Audit Office web site at Detailed survey results 5 CASE STUDY ONE Royal Navy Nuclear Watchkeepers 24 Marie Egieerig Artificer MEA (Submarier) Case Study TWO Royal Navy Warfare Brach 28 (Geeral Service) Leadig Hads Case Study THREE Royal Maries Other Raks 31 (Geeral Duties) Case Study FOUR Army Recovery Mechaic 34 (Royal Electrical ad Mechaical Egieers) For further iformatio about the Natioal Audit Office please cotact: Natioal Audit Office Press Office Buckigham Palace Road Victoria Lodo SW1W 9SP Tel: equiries@ao.gsi.gov.uk Natioal Audit Office 2006

7 Case Study FIVE Army Ammuitio Techicia 37 (Royal Logistic Corps) Case Study SIX Army Iformatio Systems 40 Egieer (Royal Sigals) Case Study TEN Geeral Practitioers (Tri-Service) 52 Case Study ELEVEN Accidet ad Emergecy ad 56 Itesive Therapy Uit Nurses (Tri-Service) Case Study SEVEN Army Explosive Ordace Disposal 43 (Royal Egieers) Case Study EIGHT Royal Air Force Weapos System 45 Operators (Liguists) Case Study NINE Royal Air Force Geeral 49 Techicia Electrical Photographs courtesy of the Miistry of Defece ad Crow Copyright/MOD, image from Reproduced with the permissio of the Cotroller of Her Majesty s Statioery Office.

8 itroductio INTRODUCTION 1 This Volume (Volume 2) of the Report is i two parts. The first part cotais detailed results from the Natioal Audit Office survey of curret ad former persoel i a selectio of pich poit trades. 2 The secod part cotais case studies examiig 11 pich poit trades i detail. These are: Royal Navy: Nuclear Watchkeepers (Marie Egieerig Artificer MEA(SM)). Royal Navy: Warfare Brach (Geeral Service) Leadig Hads. Royal Navy: Royal Maries Other Raks (Geeral Duties). Army: Recovery Mechaic (Royal Electrical ad Mechaical Egieers). Army: Ammuitio Techicia (Royal Logistic Corps). Army: Iformatio Systems Egieer (Royal Sigals). Army: Explosive Ordace Disposal (Royal Egieers). Royal Air Force: Weapos System Operator (Liguist). Royal Air Force: Geeral Techicia Electrical. Tri-Service: Geeral Practitioers. Tri-Service: Accidet ad Emergecy ad Itesive Therapy Uit Nurses. 3 Each of the case studies examies the reasos why the trade has become a operatioal pich poit, the curret maig situatio, the impact of icreased operatioal commitmets o persoel i the trade, the iitiatives the Departmet has i place to improve maig ad to relieve pressures o persoel, ad whe the Departmet believes the trade will o loger be cosidered a operatioal pich poit. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

9 detailed survey results Detailed survey results 1 This Appedix sets out the key fidigs from our survey of former ad servig persoel from a selectio of pich poit trades. The total of the replies received for sub-groups is less tha the total of the replies from all respodets, as some respodets did ot state which sub-group they beloged to. Percetages may ot add up to 100 per cet due to roudig ad a small umber who did ot give a aswer. royal royal Army royal All Navy Maries Air Force Curret Persoel Total replies received 1, ,414 1,785 4,695 Rak Officer 1 0% 0% 0% 30% 12% No-Commissioed Officer/Warrat Officer/ 65% 54% 76% 40% 58% Seior Rate Other Rak/Juior Rate 35% 45% 23% 29% 30% Legth of Service Less tha 1 year 0% 2% 0% 1% 0% 1 2 years 0% 6% 3% 4% 3% 2 5 years 5% 17% 12% 15% 12% 5 10 years 18% 20% 25% 19% 20% years 15% 14% 21% 12% 15% years 31% 22% 29% 26% 28% 20 years + 31% 19% 10% 24% 21% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 5

10 detailed survey results royal royal Army royal All avy Maries Air Force Curret Persoel cotiued Curret egagemet eds Withi the ext 6 moths 3% 3% 4% 3% 3% 6 moths 1 year 5% 6% 7% 4% 5% 1 2 years 8% 6% 10% 8% 9% 2 5 years 21% 25% 22% 30% 25% 5 10 years 34% 20% 21% 35% 29% years 21% 15% 19% 14% 18% years 6% 18% 11% 3% 7% 20 years+ 1% 6% 4% 2% 3% Geder Male 96% 97% 88% 92% 92% Female 4% 2% 12% 8% 8% Age Uder 20 0% 3% 1% 1% 1% % 20% 13% 13% 11% % 18% 21% 16% 17% % 19% 29% 18% 23% % 24% 28% 26% 28% % 16% 8% 26% 19% Marital Status Sigle 10% 17% 16% 16% 15% I a relatioship (ot livig together) 7% 13% 12% 10% 10% Married/Livig with a parter 75% 62% 64% 68% 68% Separated/Divorced 7% 7% 7% 5% 6% Widowed 0% 1% 0% 0% 0% Childre Yes 62% 49% 49% 52% 54% No 37% 51% 50% 47% 46% Former Persoel Total replies received Rak o leavig the Services Officer 1 0% 0% 0% 27% 6% No-Commissioed Officer/Warrat Officer/ 61% 37% 79% 43% 55% Seior Rate Other Rak/Juior Rate 38% 61% 21% 27% 38% 6 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

11 detailed survey results royal royal Army royal All avy Maries Air Force Former Persoel cotiued Legth of time sice leavig Less tha 1 year 32% 26% 43% 40% 34% 1 2 years 48% 53% 43% 41% 47% More tha 2 years 20% 21% 15% 19% 19% Legth of time spet i the Services 1 2 years 0% 1% 1% 1% 1% 2 5 years 4% 27% 8% 12% 12% 5 10 years 25% 32% 28% 12% 25% years 11% 6% 9% 10% 9% years 1% 2% 5% 12% 5% 20 years + 58% 32% 49% 52% 48% Method of leavig the Services Applyig for volutary outflow 51% 57% 32% 46% 47% At ed of egagemet 38% 31% 52% 38% 39% Not asked to re-egage 2% 0% 1% 5% 2% Volutary redudacy 4% 5% 1% 1% 3% Compulsory redudacy 0% 0% 1% 1% 0% Other 5% 7% 12% 8% 8% Geder Male 98% 99% 93% 90% 96% Female 2% 0% 7% 10% 4% Age % 20% 6% 7% 9% % 33% 20% 14% 21% % 12% 15% 10% 14% % 3% 7% 12% 6% % 31% 51% 57% 50% Marital Status Sigle 8% 16% 10% 12% 12% I a relatioship (ot livig together) 6% 7% 6% 4% 6% Married/Livig with a parter 79% 73% 77% 78% 77% Separated/Divorced 6% 4% 8% 6% 6% Widowed 0% 0% 0% 0% 1% Childre Yes 59% 41% 51% 61% 53% No 41% 59% 49% 39% 47% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

12 detailed survey results Expectatios ad Experieces of a Service career Reasos for joiig royal Royal Army Royal All Former avy Maries Air Force persoel Total replies received 1, ,414 1,785 4, Percetage ratig factors as very importat or importat i their decisio to joi the Services Iterestig work 91% 93% 95% 94% 94% 92% Opportuities to travel 86% 91% 86% 85% 86% 90% Challegig work 80% 91% 87% 87% 85% 84% Job Security 87% 78% 82% 85% 84% 79% Excitemet 81% 93% 86% 84% 84% 84% Variety of work 77% 84% 83% 85% 82% 83% Sport/active lifestyle 72% 91% 82% 80% 79% 80% Opportuity to do somethig worthwhile 72% 80% 78% 83% 78% 78% Opportuities to gai qualificatios 76% 63% 81% 73% 76% 69% ad trade specific skills Pesio 82% 67% 73% 76% 76% 67% Pay ad allowaces 79% 62% 75% 75% 75% 67% Promotio Opportuities 79% 62% 72% 73% 74% 68% Comradeship 63% 80% 71% 75% 71% 76% Opportuity to go o operatios 47% 85% 60% 57% 56% 59% Family traditio 22% 22% 23% 23% 23% 20% Overall experiece View o Service career (to date for curret persoel) Sigificatly better tha expected 6% 7% 6% 6% 6% 15% Better tha expected 26% 30% 31% 31% 30% 32% As I expected it to be 38% 38% 35% 36% 36% 33% Worse tha expected 26% 19% 23% 23% 23% 16% Sigificatly worse tha expected 4% 5% 4% 4% 4% 3% NOTE 1 All but oe of the trades we surveyed were Other Raks trades. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

13 detailed survey results 2 Mai satisfactio factors shows the top 12 factors where more tha 50 per cet of curret ad more tha 64 per cet of former persoel said they were satisfied or very satisfied. 3 Mai dissatisfactio factors shows the top 12 factors where more tha 30 per cet of curret persoel or more tha 32 per cet of former persoel said they were dissatisfied or very dissatisfied. Mai satisfactio factors Job security Comradeship ad feelig part of a team Pesio Amout of resposibility Active lifestyle ad opportuities to do sports Travel opportuities Pay Curret persoel Former persoel Challegig ad iterestig work Health care Variety of work Belogig to a orgaisatio that does valued work Receive the traiig eeded to do your job effectively Percetage 100 Source: Natioal Audit Office survey. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

14 detailed survey results Mai dissatisfactio factors Ability to pla ahead i life outside work Havig adequate resources to do your job Effect o family life Quality of equipmet Acheivig the correct balace betwee work ad home life Curret persoel Former persoel Effect o parter s employmet Accommodatio whe ot o deploymet Ability to pla ad develop ow career Legth of time betwee deploymets Number ad frequecy of deploymets Allowaces Opportuities for promotio Number of ights away from home Ability to switch trades Source: Natioal Audit Office survey Percetage Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

15 detailed survey results Career itetios curret persoel royal Royal Army Royal All avy Maries Air Force Total replies received 1, ,414 1,785 4,695 Curret itetios towards legth of Service career Ited to serve full Service career 45% 45% 57% 31% 43% Ited to re-egage but ot yet decided o full Service career 4% 5% 3% 8% 6% Ited to serve util the ed of curret egagemet 17% 10% 6% 28% 17% Give otice to leave at ed of curret egagemet 2% 2% 2% 2% 2% Ited to leave whe aother job becomes available 5% 4% 3% 3% 4% Ited to leave before ed of curret egagemet 8% 10% 6% 7% 7% Give otice to leave before ed of curret egagemet 4% 3% 4% 4% 4% Udecided 15% 20% 17% 16% 16% Percetage lookig for jobs outside the Services Not iterested i lookig for aother job 21% 26% 22% 26% 24% Not actively lookig, but might be 29% 33% 26% 26% 27% iterested if the right job came alog Occasioally look at job adverts but have ot acted o ay 26% 20% 26% 29% 27% Have set for iformatio about jobs 16% 13% 16% 11% 14% Actively applyig for jobs outside the Services 7% 7% 9% 8% 8% Do t kow/ot stated 1% 0% 1% 1% 1% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 11

16 detailed survey results Reasos for stayig Curret Persoel itedig to stay 3,100 Most frequetly quoted factors i respose to what are the most importat factors that are ecouragig you to stay i the Services? Pesio 51% Job Security 35% Pay/salary/fiacial security 27% Job satisfactio/challegig/iterestig work/variety of work 21% Career opportuities/prospects/promotio 16% Travel/operatioal tours/deploymets 8% Comradeship/frieds 7% Most frequetly quoted factors i respose to what are the mai factors that might make you recosider your decisio to stay? Frequecy of deploymets/operatios/postigs away from home 18% Better paid job/pay/fiacial security 18% Promotio prospects/career advacemet 16% Effect o family life/family pressures/stability 12% Ufavourable postigs/bad draftig 8% Lack of job satisfactio/boredom/ot doig the job traied for 7% Better job prospects 6% 12 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

17 detailed survey results Reasos for leavig royal Royal Army Royal All Former avy Maries Air Force persoel Curret ad former persoel Percetage who idicated they were thikig 19% 19% 15% 16% 17% about leavig (curret persoel oly) Percetage who took the decisio to 89% leave (former persoel) Number of persoel Percetage of these who rated factors as either importat or very importat i ifluecig decisio to leave Iability to pla life outside work 69% 70% 74% 67% 70% 53% Better employmet prospects i civilia life 57% 70% 68% 67% 65% 42% Impact of Service life o family life 68% 68% 63% 63% 64% 49% Feelig that the work of the Services is o loger valued 54% 43% 54% 59% 55% 33% Ucertaity over the future give the 57% 38% 38% 66% 54% 31% curret chages i the Forces Quality of equipmet 50% 55% 46% 48% 49% 32% Iability to pla career 43% 55% 54% 48% 49% 31% Effect o spouse s/parter s job 45% 48% 47% 50% 47% 26% Work ot excitig or challegig eough 41% 30% 50% 47% 46% 20% Lack of promotio prospects 43% 30% 37% 57% 46% 31% I wat to use skills gaied outside the Services 38% 40% 50% 45% 44% 23% Too may ights away from home whe 49% 53% 44% 38% 43% 31% ot o deploymet Dissatisfactio with level of pay 43% 63% 31% 49% 43% 23% Pressure from family 44% 30% 42% 42% 42% 28% Quality of Service accommodatio 35% 43% 46% 42% 41% 26% whe ot o deploymet Work ot varied eough 35% 30% 41% 38% 38% 20% Iability to take leave 44% 43% 38% 33% 38% 27% Too may operatioal deploymets 32% 15% 37% 48% 38% 28% Dissatisfactio with allowaces o offer 44% 57% 30% 34% 37% 18% Equality/fairess of treatmet 31% 40% 43% 33% 36% 22% Not eough opportuities for travel 33% 35% 28% 34% 32% 14% Operatioal deploymets are too log 33% 20% 36% 29% 32% 21% Achieved all I iteded to from my Services career 27% 25% 32% 36% 32% 30% I wat to have more tha oe career 31% 33% 36% 31% 32% 23% Quality of health care 31% 33% 29% 33% 31% 17% Effect o childre s educatio 30% 30% 27% 33% 30% 17% Nature of operatioal deploymets 25% 30% 27% 34% 29% 19% Quality of uit-based welfare support 24% 23% 35% 27% 28% 17% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 13

18 detailed survey results Reasos for leavig (cotiued) royal Royal Army Royal All Former avy Maries Air Force persoel Quality of welfare support for families 23% 25% 31% 30% 28% 18% Workload whe ot o operatioal 34% 20% 25% 27% 28% 17% deploymets too heavy Uable to gai experiece i field of choice 19% 20% 36% 27% 27% 16% Quality of operatioal welfare support 26% 28% 28% 25% 27% 16% Not eough resposibility 16% 20% 32% 27% 25% 16% Quality of accommodatio o operatioal deploymet 30% 23% 19% 23% 24% 16% Workload o operatioal deploymets too heavy 30% 13% 19% 20% 22% 14% Dissatisfactio with pesio 30% 20% 12% 18% 20% 7% Workload whe ot o operatioal deploymet too light 4% 8% 19% 12% 12% 6% Iability to chage trade 13% 35% 13% 9% 13% 12% Iability to trasfer to aother Service 11% 23% 12% 6% 10% 7% Not deployed ofte eough 4% 28% 11% 9% 9% 9% Too much resposibility 9% 0% 7% 8% 7% 4% Workload o operatioal deploymets too light 6% 8% 5% 4% 5% 4% Too much time at home whe ot o deploymets 5% 0% 3% 3% 4% 2% Operatioal deploymets are too short 2% 5% 3% 2% 2% 2% Curret persoel itedig to leave (791 resposes) Likelihood of factors to persuade to stay likely to either likely ulikely to Do t recosider or ulikely recosider kow Better ability to pla life/career 63% 16% 10% 11% Fiacial icetives 61% 15% 13% 11% Offered a postig of my choice 52% 22% 15% 11% More time at home betwee deploymets 44% 29% 15% 12% Promotio opportuities 43% 27% 19% 12% Shorter periods of separatio 42% 30% 16% 12% Fewer periods of separatio 40% 31% 17% 12% Improved equipmet/techology 39% 31% 18% 12% Improvemets i welfare 31% 36% 20% 12% Further career traiig 30% 38% 19% 12% Improved support for families 27% 39% 22% 12% Opportuity to trasfer trade groups 10% 40% 37% 13% Opportuity to trasfer to aother Service 10% 38% 39% 13% Nothig would persuade me to stay 13% 14 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

19 detailed survey results Retetio Icetives royal Royal Army royal All avy Maries Air Force Total replies received 1, ,414 1,785 4,695 Percetage offered fiacial icetives Yes 24% 14% 25% 13% 20% No 74% 81% 74% 85% 79% Do t kow 2% 4% 3% 1% 2% All Total offered Fiacial Icetives 917 Ifluece o decisio to stay Persuaded me to stay 11% Had some ifluece but was ot the decidig factor 27% No impact, as I would have stayed ayway 53% No impact, as I am still plaig to leave 3% Do t kow 6% Curret Persoel 4,695 Other icetives offered to persuade to stay i the Services Offered Promotio opportuities 12% Postig of their choice 8% Further career traiig 6% Opportuity to trasfer trade groups 4% Better ability to pla life/career 3% Opportuity to trasfer to aother Service 1% Shorter periods of separatio 1% Fewer periods of separatio 1% More time at home whe ot o deploymets 1% Other 1% Noe of the above 61% Do t kow 15% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 15

20 detailed survey results Retetio Icetives (cotiued) royal Royal Army Royal All avy Maries Air Force Former Persoel Total who took the decisio to leave volutarily (93%) (93%) (85%) (86%) (89%) Efforts made by the Services to persuade persoel to stay Yes, great efforts were made 9% 18% 14% 6% 11% Yes, some effort was made 46% 47% 24% 24% 37% No, o effort was made 30% 21% 26% 48% 31% Not stated 15% 14% 36% 22% 21% Opportuities ad icetives offered Promotio 14% 37% 20% 8% 20% Postig of choice 4% 11% 10% 7% 8% Further career traiig 6% 11% 10% 7% 8% Fiacial icetives 10% 5% 2% 3% 5% Better ability to pla life/career 6% 3% 2% 5% 4% Opportuity to trasfer trade groups 3% 5% 1% 1% 3% Shorter periods of separatio 3% 0% 1% 2% 2% Fewer periods of separatio 2% 1% 2% 4% 2% More time at home betwee deploymets 4% 1% 1% 3% 2% Opportuity to trasfer to aother Service 1% 2% 1% 0% 1% Improved equipmet/techology 0% 0% 0% 1% 0% Other 10% 6% 7% 7% 8% 16 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

21 detailed survey results Retetio Icetives (cotiued) Those who took the decisio to leave volutarily (681 resposes) Likelihood of factors to have ecouraged respodets to stay likely to either likely ulikely to ot recosider or ulikely recosider stated Better ability to pla life/career 55% 15% 7% 23% Fiacial icetives 46% 17% 14% 23% Offered a postig of my choice 42% 23% 11% 24% More time at home betwee deploymets 41% 24% 12% 23% Promotio opportuities 36% 28% 13% 23% Shorter periods of separatio 36% 25% 15% 23% Fewer periods of separatio 34% 27% 15% 24% Improved equipmet/techology 33% 27% 16% 23% Further career traiig 27% 35% 15% 24% Improvemets i welfare 23% 33% 20% 24% Improved support for families 21% 34% 21% 24% Opportuity to trasfer trade groups 11% 35% 30% 24% Opportuity to trasfer to aother Service 7% 32% 36% 25% Nothig would have persuaded me to stay 11% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 17

22 detailed survey results Operatioal Deploymets royal royal Army Royal All Former avy Maries Air Force persoel Total replies received 1, ,414 1,785 4, Operatioal deploymets durig Service career 0 2% 15% 7% 11% 8% 3% 1 2 5% 15% 24% 20% 17% 16% % 27% 36% 34% 30% 31% % 22% 27% 27% 27% 24% % 10% 5% 5% 8% 8% % 2% 1% 1% 4% 6% % 5% 1% 1% 5% 10% Do t kow/ot stated 1% 2% 0% 0% 1% 1% Total deployed 1, ,309 1,579 4, (97%) (82%) (93%) (88%) (92%) (96%) Approximate legth of time o operatioal deploymets durig Service career 0 6 moths 3% 6% 8% 9% 7% 7% 7 12 moths 6% 15% 14% 18% 13% 13% 1 2 years 16% 36% 30% 41% 31% 24% 3 5 years 34% 28% 35% 28% 32% 27% 5 years + 40% 14% 12% 3% 16% 26% Time betwee deploymets Too log 6% 12% 10% 5% 7% 8% About right 52% 60% 51% 48% 51% 59% Too short 40% 23% 37% 46% 40% 29% Do t kow 2% 5% 2% 1% 2% 4% Views o pressure o time whe o deploymets durig the last few years More pressure 81% 63% 71% 73% 74% 57% No chage 17% 33% 25% 25% 23% 38% Less pressure 1% 2% 2% 2% 2% 2% Do t kow 1% 3% 2% 1% 1% 3% 18 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

23 detailed survey results Operatioal Deploymets (cotiued) Extet to which umber/frequecy of deploymets a factor i ay decisio to leave the Services Career Itetios Serve full Serve util/give Leave before ed of Former career/re-egage otice to leave at curret egagemet persoel ed of curret /whe aother job egagemet available/give otice to leave early Number of persoel 2, No impact 21% 16% 19% 49% Some impact, but ot the key factor 42% 39% 39% 27% Big impact, too may operatioal deploymets 34% 42% 39% 19% Big impact, too few operatioal deploymets 2% 2% 3% 3% Not stated 1% 1% 1% 2% Extet to which legth of deploymets a factor i ay decisio to leave the Services Career Itetios Serve full Serve util/give Leave before ed of Former career/re-egage otice to leave at curret egagemet persoel ed of curret /whe aother job egagemet available/give otice to leave early Number of persoel 2, No impact 22% 20% 22% 53% Some impact, but ot the key factor 50% 49% 42% 29% Big impact, operatioal deploymets too log 27% 30% 33% 16% Big impact, operatioal deploymets too short 1% 0% 1% 0% Not stated 1% 1% 1% 2% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 19

24 detailed survey results Operatioal Deploymets (cotiued) royal Royal Army Royal All Former avy Maries Air Force persoel Total replies received 1, ,414 1,785 4, Views o amout of time away from home whe ot o operatioal deploymet Too little 3% 7% 4% 4% 4% 4% About right 54% 56% 60% 69% 62% 59% Too much 42% 33% 34% 25% 32% 34% Do t kow 1% 5% 2% 2% 2% 3% Views o amout of pressure o time whe ot o deploymets durig the last few years More pressure 76% 57% 67% 71% 71% 55% No chage 20% 32% 27% 25% 25% 35% Less pressure 3% 5% 4% 1% 3% 7% Do t kow 1% 6% 1% 2% 2% 2% Impact of operatioal deploymet i various theatres o itetios to stay/leave the Services (Curret persoel oly) Number More likely o impact More likely deployed to stay o decisio to leave Iraq 2,671 16% 56% 27% Falklad Islads 1,889 12% 70% 18% Afghaista 1,063 17% 66% 17% Balkas 1,955 20% 71% 9% Africa % 70% 8% Norther Irelad 1,565 28% 65% 7% Uited Natios: Other 1,022 23% 72% 6% Uited Natios: Cyprus % 64% 3% Impact of operatioal deploymet i various theatres o decisio to leave the Services (former persoel oly) Number o impact somewhat more Defiitely more deployed o decisio likely to leave likely to leave Iraq % 15% 14% Afghaista % 13% 6% Falklad Islads % 10% 4% Balkas % 6% 5% Africa % 9% 2% Norther Irelad % 7% 3% Uited Natios: Other % 6% 3% Uited Natios: Cyprus 96 96% 2% 2% 20 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

25 detailed survey results Former Persoel - Experiece sice leavig the Services royal Royal Army Royal All avy Maries Air Force Total replies received Curret employmet status Full time employmet 82% 67% 79% 73% 75% Part time employmet 2% 4% 2% 5% 3% Self employed 10% 21% 10% 10% 13% Full or part time educatio 2% 5% 4% 1% 3% Uemployed/ot workig 3% 3% 4% 9% 4% Total employed Lik betwee curret job ad Service career Usig all or most of the skills acquired i the Services 26% 16% 33% 30% 26% Usig some of the skills, but ot all 42% 39% 48% 49% 44% Not usig skills acquired i Services 31% 45% 18% 21% 30% Ease of fidig employmet Easier tha expected 54% 42% 54% 54% 51% As expected 23% 41% 24% 30% 29% Harder tha expected 22% 16% 22% 15% 19% Method of fidig employmet Headhuted/approached by employer 10% 9% 15% 8% 11% Through the resettlemet process 6% 4% 4% 5% 5% Through a fried or colleague 13% 22% 16% 10% 15% Foud my job myself 71% 64% 64% 75% 68% Total replies received Compariso of civilia workig life to Services Better tha Service life 61% 44% 55% 51% 53% Differet, but o better or worse 30% 39% 28% 33% 33% Worse tha Service life 7% 14% 15% 12% 12% Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 21

26 detailed survey results Former Persoel - Experiece sice leavig the Services cotiued Much A little Neither A little Much Not better better better worse worse applicable/ or worse ot stated Total replies received 761 How aspects of civilia life compare to Service life Havig eough time to sped with family 66% 13% 11% 2% 1% 6% Legth of time away from home o busiess 60% 13% 20% 2% 1% 4% Number of commitmets away from home 52% 15% 27% 2% 1% 4% Workig hours 40% 21% 21% 11% 3% 3% Pay 29% 13% 20% 22% 13% 4% Iterestig work 22% 20% 37% 12% 6% 3% Makig the best use of your skills ad abilities 24% 18% 38% 10% 7% 3% Career opportuities 21% 17% 39% 12% 7% 4% Social life 18% 17% 35% 20% 7% 4% Receivig the traiig you eed to 18% 15% 46% 11% 6% 4% do your job effectively Allowaces 18% 13% 32% 17% 15% 4% Relatioships with colleagues 8% 9% 58% 17% 5% 4% Job security 6% 5% 45% 26% 14% 4% royal royal Army royal All avy Maries Air Force Total replies received Regrets about decisio to leave No regrets whatsoever 46% 34% 34% 45% 40% A few, but o balace I made the right decisio 44% 48% 48% 37% 44% Several, I m ot sure if I made the right decisio 3% 11% 6% 5% 6% Yes, I regret my decisio to leave 3% 4% 6% 7% 5% Not stated 4% 2% 7% 5% 4% Likelihood of rejoiig the Services Likely 7% 8% 8% 8% 8% Ulikely 86% 80% 83% 81% 83% Do t kow/udecided 5% 10% 7% 7% 7% Not stated 2% 2% 2% 3% 2% Percetage approached by Services about rejoiig Yes 9% 17% 9% 2% 9% No 90% 83% 88% 96% 89% 22 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies

27 detailed survey results Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad case studies 23

28 case study oe Case Study oe Royal Navy Nuclear Watchkeepers Marie Egieerig Artificer MEA (Submarier) 2 Those curretly servig as Nuclear Watchkeepers joied the Royal Navy as Marie Egieerig Artificers, ad qualified as Nuclear Watchkeepers after a umber of years: 1 Nuclear Watchkeepers are essetial to the operatio of the Uited Kigdom s fleet of uclear powered submaries. They have three mai roles: maitaiig ad operatig the uclear plat icludig the power ad propulsio systems, watch-keepig o board the submarie o a rotatio basis, ad support roles ashore for example carryig out repairs i a Fleet Maiteace Uit. There are three categories of Nuclear Watchkeeper, with differet levels of qualificatios ad experiece. The Royal Navy s pich poit trade is the more seior Category A ad Category B qualified Nuclear Watchkeepers. Four year egieerig appreticeship followed by a further period of traiig ad experiece o submaries, icludig traiig i operatig uclear plat. Qualify as Category C Nuclear Watchkeeper Petty Officer rak (after five to six years). Sped a umber of years at sea as Category C before beig able to qualify as Category B Watchkeepers ad gai promotio to Chief Petty Officer. Category B Watchkeepers qualify i either the electrical or mechaical specialism, or ca become dual qualified i both. They must become qualified i both to be cosidered for further promotio (to Category A). Category A Watchkeepers are Warrat Officers, the highest qualified supervisory ratigs, with may years experiece. Certai duties ad resposibilities o submaries, such as Officer of the Watch ad the highest-level maiteace ca oly be doe by Category A Watchkeepers. Costs of recruitig ad traiig are ot available at trade level for this specialisatio. 24 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

29 case study oe 3 The Egieerig Brach withi the Royal Navy is beig restructured uder the Navy Board Persoel Chage Programme. The curret Artificer ad Mechaic streams 1 are beig replaced with a sigle Egieerig Techicia career path, ad periods of traiig will alterate with time spet gaiig experiece at sea, rather tha the curret system whereby most traiig is received upfrot. Marie Egieerig (Submaries) will be a sub specialism withi the ew Brach Structure. Nuclear Watchkeepers maig 4 Category A ad Category B Nuclear Watchkeepers are oe of Royal Navy s top pich poit trades. At April 2006, there was a 29 per cet shortfall. Why is this trade a operatioal pich poit? 5 Maig difficulties with the Nuclear Watchkeeper trade stem back to cutbacks i recruitmet i the 1990s, as the Royal Navy reduced i size followig the Optios for Chage defece structure review i The reduced recruitmet from 1992 to 1996 has created a black hole i the maig profile across the Royal Navy. Redudacies were also used to cut umbers, which added to the maig shortfalls. Recruitmet did ot recover completely ad the Royal Navy had problems attractig sufficiet people ito the Submarie Service. The Royal Navy failed to meet their targets for recruits joiig the traied stregth i the five years leadig up to Some of those who did joi the Submarie Service were o-voluteers. 6 Rates of early exits also icreased durig this period; the shortage of mapower meat a icreased burde o those who stayed i terms of more time away, icreased workload, dimiished shore support ad disruptio to their ability to pla life outside work, which i tur caused more people to apply to leave early, thus exacerbatig the problems. Volutary outflow for both Category B ad Category A Nuclear Watchkeepers has falle followig the implemetatio of the recommedatios from the 2002 Submarie Maig ad Retetio Review, ad are curretly below the Royal Navy s guidelies (Figure 1). However, the first people to take up the fiacial retetio icetive itroduced followig this review will reach the ed of their retur of service period i 2007 ad will therefore have their first opportuity to apply to leave early i April It is ot kow what impact this will have o volutary outflow figures. Curretly those who leave maily go to civilia cotractors i the Defece idustry, or to jobs i uclear decommissioig, ad ay decisio o a resumptio of the civil uclear programme would mea icreased demad for skills outside the Royal Navy. 1 Nuclear Watchkeepers volutary outflow Percetage of traied stregth Category A outflow 6 Guidelie 4 2 Category B outflow 0 Ju 97 Oct 97 Feb 98 Ju 98 Oct 98 Feb 99 Ju 99 Oct 99 Feb 00 Ju 00 Oct 00 Feb 01 Ju 01 Oct 01 Feb 02 Ju 02 Oct 02 Feb 03 Ju 03 Oct 03 Feb 04 Ju 04 Oct 04 Feb 05 Ju 05 Oct 05 Source: Miistry of Defece 1 The Artificer (Techicia) stream has a higher academic etry requiremet, whereas those who joi the Mechaic stream do ot require formal qualificatios (although all recruits must pass the Royal Navy s selectio tests). Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 25

30 case study oe 7 The legth of time ad level of experiece required to become a Category B ad Category A Watchkeeper meas that they caot be easily or quickly replaced. There is o shortage of Category C Watchkeepers, from which to grow Category B Watchkeepers, however the smaller submarie fleet meas that there are limited sea postigs available for them to gai the requisite experiece. This limit o progressio to Category B i tur meas that the pool from which to promote to Category A is reduced. I additio, some Category B Watchkeepers are reluctat to be promoted, eve if they have the required dual qualificatios, as they do ot wat the added resposibilities ad workload. I , 11 of 26 suitable cadidates who were offered promotio to Warrat Officer tured this dow. Operatioal commitmets 8 The Royal Navy is meetig all its curret commitmets, ad harmoy guidelies are ot beig broke. However, the maig shortages mea that some posts are gapped, ad 100 per cet maig at sea is ot always beig achieved. A Capability Maagemet Team withi the Naval Maig Authority is resposible for micro-maagig the Nuclear Watchkeepers to esure submaries are as fully maed as possible. 9 The impact of gapped posts o submaries is twofold. Firstly, those who are deployed will have a icreased workload i order to cover all tasks. Some watchkeepig duties ca be carried out by Mechaics i order to relieve some of the pressures o Nuclear Watchkeepers, but these persoel are ot qualified to do ay of the high-level maiteace. Secodly, there is a costat eed to juggle deployable persoel, ad i some cases to deploy them at relatively short otice, i order to fill gapped posts. This has a impact o persoel s ability to pla their lives. Nuclear Watchkeepers may be moved from submaries based alogside i port i order to fill posts at sea, which i tur leaves these roles gapped, icreases workloads, ad impacts egatively o work-life balace. 10 I the Uited Kigdom, may persoel are workig log hours i order to cover all the work, ad may ot be able to go home every ight. Problems with facilities i port, icludig difficulties gettig stores ad equipmet (kow as harbour hassle ), combied with the lack of mapower, the log hours ad disruptio to home life, are the biggest sources of dissatisfactio amogst Nuclear Watchkeepers. Iitiatives i place 11 The Departmet commissioed the Submarie Maig ad Retetio Review i 2002, which looked at the reasos for maig difficulties across the Submarie Service. The review recogised that pay was oly part of the solutio. However the critical ature of some of the shortages led to fiacial retetio icetives beig itroduced for three groups, icludig Category B Nuclear Watchkeepers, as a urget stop-gap measure to improve retetio, whilst the real causes of discotet could be addressed. 12 The Category B Nuclear Watchkeeper fiacial retetio icetive of 25,000 is payable to all those who gai a dual Category B qualificatio. It was also paid to those who already held this qualificatio. This was offered for a three year period from April 2003, later exteded to a five year period to allow Category C Watchkeepers about to start their four to five year dual Category B traiig to qualify. Award of the fiacial retetio icetive was coditioal o completig a four year retur of service. Eighty-ie per cet of those eligible took up the offer. Category A Watchkeepers received a 20 per cet icrease i Nuclear Propulsio Pay i order to reduce the risk of divisiveess betwee the two populatios. 13 Volutary outflow has falle from 4.7 per cet to aroud 3.2 per cet (as at April 2006) sice the fiacial retetio icetive was itroduced, ad the populatio of Category B Watchkeepers has stabilised. Although there was a iitial icrease i umbers attedig courses to gai dual qualificatio, the fiacial retetio icetive has had less success i ecouragig people to move through the system to Warrat Officer ad Category A Watchkeeper, for the reasos outlied earlier. Maig i both Category B ad Category A is still a cocer. 26 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

31 case study oe 14 A series of o-fiacial iitiatives were also itroduced to try ad address some of the uderlyig causes of poor retetio, icludig work-life balace ad harbour hassle. These iclude improvemets i commuicatio ad welfare, ad to facilities ad support provided whe submaries are alogside i port. Although some progress has bee made, the cotiuig maig shortages ad resultat gappig mea that the iitiatives have had limited effect so far. Our survey foud that, four years o from the Submarie Maig ad Retetio Review, Nuclear Watchkeepers are still very uhappy with the ability to pla life, work-life balace, workload ad the lack of resources to do their jobs. The replacemet of Log Service at Sea Bous with the Loger Separatio Allowace is also causig resetmet amog Nuclear Watchkeepers who respoded. 15 Curretly 15 per cet of the Nuclear Watchkeeper populatio are ex-regulars re-employed o Full Time Reserve Service cotracts, which helps to meet some of the maig gaps, particularly i submarie decommissioig ad traiig. Medically dowgraded persoel ca also be used to fill some of the gaps i shore jobs. 16 The Submarie Maig ad Retetio Review recommeded the itroductio of a 5,000 Golde Hello. This is ow paid after basic traiig ad completio of first sea draft. The Royal Navy have also put icreased efforts ito recruitig ad raisig the profile of submarie careers. These actios have paid off, as the umbers joiig the Submarie Service have improved, ad the umber of o-voluteers has reduced sigificatly. Egieerig remais oe of the more difficult areas for recruiters, but the Royal Navy achieved 96 per cet of its targets for Ratigs Egieers i The legth of time for recruits ad traiees to become seior Nuclear Watchkeepers meas that it is essetial to retai as may as possible. Secod Ope Egagemets of 10 years are offered to both Category A ad Category B Nuclear Watchkeepers, ad take up i 2005 was aroud 70 per cet. However, this does ot guaratee a full 10 years service from everyoe who sigs up, as it is still possible to apply to leave early i this timeframe. The Royal Navy has offered a five year extesio of service to those who do complete half of the Secod Ope Egagemet, which would eable them to serve util age 55, although they would ot be eligible for promotio. 10 out of 14 Warrat Officer 2s accepted this offer, ad two out of 10 Chief Petty Officers. 18 I the loger term, the restructurig of the Egieerig Brach should help to address some of the uderlyig problems i the brach. It is hoped the chages will be retetio positive. Removal from the operatioal pich poit register 19 Overall umbers of Nuclear Watchkeepers could recover by However, maig would still be imbalaced, with a 20 per cet deficit of Category A ad Category B Watchkeepers ad a surplus of Category C Watchkeepers. This will take loger to resolve, ad it is therefore ulikely the trade would be removed from the pich poit register util 2014 at the earliest. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 27

32 case study two Case Study TWO Royal Navy Warfare Brach (Geeral Service) Leadig Hads 2 It takes several years to successfully complete all the traiig ecessary to achieve the rak of Leadig Had i the Warfare Brach: 1 The Warfare Brach are the Royal Navy s seamaship specialists resposible for operatig the commuicatios, sesors ad weapo systems i ships ad submaries, gatherig ad co-ordiatig iformatio to help guide weapos to their targets ad deflect eemy attacks, thus prevetig damage to their ow ship or submarie. Phase 1 traiig 8 weeks, to lear basic aval skills ad disciplie. Phase 2 traiig builds o the skills leart i phase 1 ad idividuals will be give specialist traiig i their chose Warfare sub-specialisatio (Warfare, Seama, or Commuicatios ad Iformatio Systems Specialist). Recruits are classified as gai to traied stregth at the rak of Able Rate which costs aroud 42,000 per successful recruit to reach this poit ( figures). Idividuals stay at Able Rate for approximately four to five years ad are selected for promotio to Leadig Had where they will the be streamed ito their particular brach of Warfare by the Brach Maager. Phase 3 traiig cosists of a umber of targeted employmet modules which seek to deliver specific ad specialist skills as ecessary. Warfare Brach (Geeral Service) maig 3 Shortfalls of Leadig Hads over the last five years have icreased from 13 per cet at 1 April 2001, to 30 per cet at 1 April At April 2006 there were 1,400 Leadig Hads i the Warfare Brach, agaist a requiremet of 1,770, represetig a 21 per cet shortfall. 28 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

33 case study two Why is this trade a operatioal pich poit? 4 The Leadig Had rak withi the Warfare Brach is a pich poit due to past recruitmet problems. I the early 1990s the Royal Navy was reducig i size ad it was decided to cut recruitmet to drive dow umbers. This recruitig pause, from 1992 to 1996, created a black hole which has moved through the raks ad is curretly at the Leadig Had rak across the etire Royal Navy (paragraph 3.10, Volume 1). 5 The decreased Leadig Had populatio i the Warfare Brach is made worse by slow promotio from Able Rate to Leadig Had rak. This was i part due to the uwilligess of some Able Rates to go for promotio due to the icreased workload at the Leadig Had rak, ad delays i the legthy promotio process. 6 There are curretly o real problems recruitig people to the Warfare Brach, ad recruitmet targets have bee exceeded i the last three years. Whilst the rate at which people are choosig to leave early is slightly higher tha the target of five per cet for ratigs, retetio is ot curretly causig too much of a problem i the Warfare Brach. Operatioal commitmets 7 Operatioal commitmets are always met, but ships are ofte deployed with a umber of gapped posts. At preset the uder-maig at the Leadig Had rak is maageable as the more competet Able Rates, although ot eligible for Leadig Had promotio, ca perform the role of Leadig Had with the correct supervisio from a Petty Officer. The maig shortfalls mea there are isufficiet umbers of Leadig Hads eligible for promotio to become Petty Officers. The Petty Officer is the mai deliverer of operatioal capability ad key supervisor o a ship. Iitiatives i place 8 A series of iitiatives have bee itroduced to ecourage faster promotio. The Warfare Brach Maager wrote to every Commadig Officer with a letter from the Chief of Staff to ecourage them to get Able Rates to complete their task books ad thus become eligible for promotio. There was a 40 per cet icrease i the followig three moths i the umbers of Able Rates eligible for promotio. The career regulatios have also bee rewritte to reduce the delays i the promotio process. 9 Career structures withi the Warfare Brach have bee chaged as part of the Navy Board Persoel Chage Programme. Istead of spedig a third of their time i each of the three specialisms (the operatios room, the upper deck, maiteace of the weapos o board the ship) recruits will specialise i oe chose area. The ecessary traiig ca be completed i a shorter timeframe ad thus recruits ca be promoted as they will reach operatioal stadard more quickly. There is a aim to chage recruits expectatios at etry to the Service, by emphasisig the fact that progressio is expected. This is hoped both to speed up promotio ad to aid retetio. 10 Eve with these chages, modellig performed i Jue 2005 suggested that maig shortfalls may be as great as 58 per cet at the Petty Officer rak by The Royal Navy have therefore put i place further iitiatives to restore structural sustaiability. 11 There will be a aual check to esure that the idividual has the skills ad capability to go o operatios. If this operatios test is passed the the idividual is automatically put forward for promotio. If a perso fails they will be required to go o more traiig to improve their skills to the requisite level. Promotio will take oly 12 moths (from the poit of beig selected) rather tha 18 moths curretly ad there will be three promotio boards per year (i compariso to oe at preset). For ew recruits there will be stricter requiremets for the completio of task books. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 29

34 case study two 12 There has bee over-recruitmet at Able Rate level i order to icrease the pool from which to recruit Leadig Hads. The over-maig at this level is also a reflectio that a proportio of the Able Rates will already be performig Leadig Had roles. 13 The Royal Navy are plaig to reduce the requiremet for seior ratigs i the log term by reviewig posts to establish if they still eed to be filled by Petty Officers. The Royal Navy are kee to esure that whilst some shore jobs will be civiliaised, deleted, or trasferred to differet specialisatios where there are ot maig shortfalls, some shore jobs will be retaied as respite posts for the seior raks whe they retur from deploymets. At the same time the promotio to Chief Petty Officer may be slowed dow. The whole process is likely to take several years to implemet. 14 The Royal Navy has cosidered the possibility of sideways recruitig to Petty Officer rak. It was deemed uviable to recruit Petty Officers from other trades to the same rak i the Warfare Brach as the people would eed to have the required traiig ad experiece which is built up over years. Istead, the Royal Navy are lookig at a three year Fast Track Petty Officer scheme. This will cover the same traiig as a ormal Petty Officer, but i a much faster timescale, with idividuals specifically assiged to trai i opportuity-rich ships. This is a small trial which commeced i May 2006 ivolvig just six idividuals. If this pilot scheme is deemed a success the up to 40 people could be fast tracked i the future. Removal from the operatioal pich poit register 15 The Royal Navy expects that they will be livig with the effect of the black hole for at least the ext te years. 30 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

35 case study three Case Study THREe Royal Maries Other Raks (Geeral Duties) 2 Recruits are required to pass a two ad a half day Potetial Royal Maries Selectio Course, before they ca joi the Royal Maries. They must complete 32 weeks of tough traiig, culmiatig i the Commado Course, a physically demadig set of tests of fitess, edurace ad military professioalism, i order to ear the right to wear the gree beret of a Royal Maries Commado. 3 Most ewly traied Maries joi as Royal Maries (Geeral Duties). Maries are also able to voluteer, or are selected for specialist traiig i oe of 30 areas (for example Chef, Driver, Physical Traiig Istructor, Special Forces Operative). 4 It costs o average 79,600 to recruit ad trai a Royal Marie Other Rak ( figures) up to the poit they become a gai to traied stregth. 1 The Royal Maries are the Royal Navy s amphibious Ifatry. They are a elite Commado Force, able to deploy at short otice aywhere i the world to provide a amphibious assault force capability, or for rapid reactio itervetio. They are capable of deploymet i ay terrai, ad are specialists i moutai, jugle ad cold weather eviromets. Royal Marie Other Raks maig 5 The Royal Maries have bee udermaed compared to the requiremet for the last 10 years. Although the umbers of Royal Maries have icreased i this period, a icreasig requiremet has meat that there is still a shortfall. At April 2006 there were 5,390 Royal Marie Other Raks (Geeral Duties), agaist a requiremet of 5,960, which represets a 10 per cet deficit. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 31

36 case study three Why is this trade a operatioal pich poit? 6 The Royal Maries Other Raks (Geeral Duties) pich poit has arise due to a combiatio of recruitig problems, higher tha average rates of early exits, ad a icrease i the requiremet for Royal Maries. 7 The Royal Navy did ot meet its recruitmet targets for Royal Maries Other Raks i , ad , due to a fall i the umbers of applicats (Figure 2). The Royal Navy is ot sure what caused this. It did coicide with a drop i marketig activity, ad this may be a cotributory factor. Equally it may be due to circumstaces outside the Royal Navy s cotrol. Actios take by the Royal Navy have meat that recruitig performace improved markedly i , but a icrease i the requiremet 2 meas that there was still a recruitig shortfall. It will take time for the icreased umbers to reach the traied stregth. 8 The impact of the Royal Navy s black hole, caused by cutbacks i recruitig, ca be see i the deficits at Corporal ad Sergeat raks. As Maries are promoted, these deficits should improve, but the deficit at the lowest rak, Marie, will icrease i the short-term, particularly as the recruitig problems betwee 2003 ad 2005 mea isufficiet umbers comig out of traiig to replace the promotees. I additio, there are sigs that due to the rate ad poit at which persoel at Marie Rak apply to leave early, there may be difficulty i meetig the promotio umbers due to the lack of experiece i the pool of Maries available for pull-through to Corporal the to Sergeat. This has the potetial to prolog recovery at these raks. 9 The volutary outflow rate has exceeded the Royal Navy s five per cet guidelie rate i every year sice 2001, ad is above average for the Royal Navy as a whole (Figure 3). Volutary outflow, which has bee icreasig sice 2003, is forecast to remai high, particularly as the volutary outflow applicatio rate was at its highest sice 1997 (8.5 per cet at the ed of ). 10 Evidece from our survey of pich poit trades, ad the retetio study carried out by the Royal Maries Workig Group set up to look at recruitmet ad retetio, idicates that as well as the geeral cocers shared by all the trades surveyed (iability to pla life outside work, impact of Service life o family life, attractios of civilia employmet), Royal Maries are particularly dissatisfied with pay ad allowaces, ad that this is ifluecig some decisios to leave early. 11 The requiremet for Maries has bee growig sice 1997, with the icrease i lad orieted joit operatios, ad cotiues to do so. This takes place agaist a backgroud of overall reductios i the stregth of the Royal Navy but a icrease i the Royal Navy s commitmet to amphibious capability. Royal Maries maig is, i effect, chasig a movig target, as it is difficult to upsize i stregth at the same pace as the requiremet icreases. 2 Number of recruits 1,300 1,200 1,100 1, Royal Maries (Geeral Duties) Other Raks recruitmet performace Source: Miistry of Defece Percetage of traied stregth Source: Miistry of Defece Achievemet Target Royal Maries (Geeral Duties) Other Raks volutary outflow Volutary outflow Guidelie The icrease i requiremet has bee i the regio of 6.5 per cet over the last six years ad follows directly from the demad for the Royal Maries cotributios to the three mai growth areas of Defece, amely Amphibious Capability, Special Forces ad Joit Commitmets. 32 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

37 case study three Operatioal commitmets 12 Operatioal tempo is ot the mai problem for the Royal Maries. Harmoy guidelies, as with the rest of the Royal Navy, are ot beig exceeded, except by small umbers of people i a few specialist areas. Royal Maries who respoded to our survey viewed deploymets more positively tha other groups. Operatioal tempo eeds to be at a certai level to keep Royal Maries iterested ad to maitai their experiece. 13 The gappig of posts, caused by the mapower shortages, is more of a problem. Certai uits i the Royal Maries eed to be at or ear full maig to meet are operatioal readiess states. Noe of the uits are below 70 per cet maig deployable stregth. However, two uits are i the low to mid-70 per cet rage i terms of deployable stregth ad mid-70 per cet to 80 per cet rage i terms of maig states. This ca mea that idividuals may be moved aroud more, i order to fill posts i the priority areas. Iitiatives i place 14 A Workig Group was set up i 2004 to tackle the problems i the Royal Marie trade. 15 Improvig recruitmet, ad esurig that the traiig system is at full capacity over the ext few years are see by the Royal Navy as key i brigig the Royal Maries back to full maig. The Royal Navy allocated a extra 3.3 millio for Royal Marie marketig ad other recruitig iitiatives i , icludig: icreased televisio ad ciema advertisig; icreased presece i Armed Forces Careers Offices ad extra persoel to help with the recruitig effort, icludig a Royal Maries Corps Coloel; Commado Display Teams ad Sports Presetatio Teams promotig the Royal Maries; ad Meet the Maries courses aimed at potetial recruits, ad offerig them the opportuity to lear more about life as a Marie. 16 The impact ca be see i the improved recruitmet performace i Equiries were up 26 per cet compared to , applicatios to joi icreased by 22 per cet, ad umbers recruited by 18 per cet. Additioal fudig for televisio ad ciema advertisig is o loger available, ad the Meet the Maries evets have ow bee completed. 17 Fiacial icetives had some success i brigig i additioal mapower: Recruitig Bouty: 1,000 offered to those who recruit a fried who completes 15 weeks traiig (most who reach this stage will go o to complete the full course). A total of 84 have bee paid, as well as four bouses of 500, at a total cost of 86,000. Re-joi Bouties: 6,000 for fully traied Maries 39 paid i , total cost 234, ,000 for partly traied Maries six paid i , total cost 10, Improvig pass rates was also see as a key way to improve the umbers joiig. The high stadards required to pass Royal Maries traiig meas that a large umber of recruits are lost i traiig (traiig wastage is over 40 per cet). A combiatio of iitiatives, icludig a higher istructor-to-recruit ratio, cousellig ad metorig, has improved the pass rate to 57 per cet, which the Royal Maries are ow aimig to maitai. The pass rate for the Potetial Royal Maries Course has also improved. 19 The Workig Group has also bee lookig at retetio, with a view to reducig the curret high rate of early exits. They are reviewig areas such as the timig of commitmet bous paymets, ad some of the o-fiacial issues, for example lookig at ways to slow dow draftig chur so that idividuals ca stay with oe uit for loger periods of time, developig better mechaisms for givig otice for tasks, ad improvig the career maagemet system. I the log-term, strategic work o areas of mapower developmet will feed ito the wider Navy Board Persoel Chage Programme. Removal from the operatioal pich poit register 20 I theory, maig balace could be achieved by , if the Royal Navy cosistetly achieves recruitmet targets for Royal Maries ad maitais the higher pass rates i traiig. If the Royal Navy achieves oly 85 per cet of its recruitmet targets, returig to maig balace may be delayed util I practice, the Royal Navy curretly expects to achieve aroud per cet of the targets. The high rate of early exits remais a cocer, ad is aother factor likely to delay recovery to maig balace. If volutary outflow rates ca be reduced, the Royal Navy should be able to recover the shortfalls more quickly. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 33

38 case study four Case Study FOUR Army Recovery Mechaic (Royal Electrical ad Mechaical Egieers) 2 Traiig to be a Recovery Mechaic is relatively short i terms of theory based teachig ad is therefore heavily depedet o experiece gaied i the field. 1 A Recovery Mechaic s role is the extractio of a vehicle or piece of equipmet from where it has become immobile or ieffective ad rectifyig or removig that equipmet to where it ca be repaired. The role of the Recovery Mechaic requires a diverse skill set which icludes: drivig heavy vehicles, route plaig, dealig with mies ad booby traps, divig ad recovery skills. Phase 1 traiig 12 weeks. Completed by all soldier recruits. Phase 2 traiig 175 days to become a Craftsma/Class 3 Recovery Mechaic. A Class 3 Craftsma ca work uder direct supervisio to get o-the-job traiig. To recruit ad trai up to this poit, whe the soldier is classified as a gai to the traied stregth costs approximately 54,000 for each successful idividual ( figures). Class 2 traiig 28 day course builds o the experiece gaied i the field. This is completed after approximately six moths as a Class 3 craftsma. Class 2 Recovery Mechaics (Lace Corporal) ca work uder miimum supervisio. Class 1 traiig 35.5 days. Normally atteded by persoel who have bee at Class 2 for approximately four years. O completio of the Class 1 course, persoel take o a supervisory role at Corporal rak. 34 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

39 case study four Recovery Mechaic maig 3 As at April 2006 the requiremet for Recovery Mechaics was 595, at the same date the stregth of the trade was 485, thus there was a overall maig shortfall of 18.5 per cet. The trade has experieced similar shortfalls for the past five years. The udermaig is however most prevalet at the raks of Lace Corporal Class 2 (26 per cet uder-maig at October 2005) ad Corporal-Class 1 (53 per cet uder-maig). 4 Recovery Mechaic recruitmet performace Number of recruits Target 100 Achievemet 80 Why is this trade a operatioal pich poit? 4 The reaso the Recovery Mechaic trade is a pich poit is threefold: past recruitmet problems, icreased requiremet ad a difficult trade structure to maage Durig the mid-1990s there was a perceptio that the Army was ot recruitig which was drive by the publicity geerated by Optios for Chage ad which saw a sigificat reductio i the size of the Armed Forces. Whilst the Army cotiued to recruit durig this period, it witessed a sigificat dowtur i recruitig performace from By 1999 recruitmet i the Recovery Mechaic trade was improvig, but there was also a icrease i the requiremet. 6 The role of the Recovery Mechaic impacts o the structure required for the trade. The most experieced Recovery Mechaics (Class 1/Corporal ad Class 2/Lace Corporal) are most i demad; these idividuals are eeded i all roles as they are the oly oes able to work i the frot lie ad are also eeded to supervise Class 3 Craftsme back o base doig third lie repairs. 7 Recruitig has improved sigificatly over the past few years ad the Army has successfully recruited 100 per cet of its target i the past two years (Figure 4). I , 113 persoel were recruited agaist a target of 109. However there are ot eough Craftsme to feed up to Lace Corporal ad Corporal raks. Source: Miistry of Defece 8 Retetio has bee less of a problem i the Recovery Mechaic trade; the percetage of people choosig to leave early is approximately 4.5 per cet, which is below the Army average. Retetio is, however, still a cocer withi this trade as it is importat that persoel are retaied beyod the six to eight year poit i order that there are sufficiet umbers with Class 1 experiece. There are cocers that the umber of people choosig to leave early has icreased i recet years, but it is too early to say whether this is the begiig of a loger-term tred. Operatioal commitmets 9 The level of commitmets has icreased i the past few years, ad is likely to remai high i 2006 ad 2007 give ogoig commitmets i Iraq ad Afghaista. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 35

40 case study four 10 Despite the maig shortfalls, commitmets are beig met. However, harmoy guidelies are beig broke by may persoel i order to meet all commitmets. The effect of shortages is that idividuals with Class 1 or 2 qualificatios are deployed more frequetly, with shorter gaps betwee deploymets. The icreased levels of separatio may cause added pressure o the idividual s family life ad ability to pla their ow life. I the 30 moth period to 31 December 2005, 34.5 per cet of Recovery Mechaics were breakig idividual harmoy guidelies. The bulk of the separated service is time spet away o operatios, give that the traiig courses are relatively short. 11 Persoel qualified to Class 1 ad 2 are resposible for supervisig the less experieced Class 3 persoel. Operatioal posts are filled as a ecessity, which leaves some o-operatioal posts gapped, for example there are fewer Class 1 persoel to fill a supervisory role for the Craftsme. Iitiatives i place 12 As a operatioal pich poit, the Recovery Mechaic trade is the focus of cotiued efforts by the recruitmet staff who have bee tasked with meetig operatioal pich poit recruitmet targets. 13 The Recovery Mechaic trade participate i the Satisfied Soldier Scheme. This is a scheme whereby traiee soldiers may be set to work i recruitmet offices, or ito local schools ad colleges to talk about their experieces. 14 The Recovery Mechaic traiig is ow accredited with City ad Guilds qualificatio to ecourage potetial recruits. 15 A umber of fiacial icetives are offered to icrease recruitmet ito the trade: Golde Hello 500 for each recruit with basic etry stadard qualificatios. Niety five awarded at a cost of 49,500 (oe idividual received a Golde Hello of 2,500). Eight Trasfer Bouses of 1,500 each have bee paid ad oe is beig processed. Oe Re-joi Bouty of 6,000 has bee paid. 16 I order to fill the maig shortfalls at the higher raks, Phase 2 traiig output has bee icreased to over ma at the Craftsma level; however this will take time to feed upwards to the higher raks. The Army is tryig to push people through traiig more quickly ad is puttig people i for the exams up to six moths earlier tha i the past. The age criteria for promotio from Corporal to Sergeat have also bee removed to eable faster promotio. Removal from the operatioal pich poit register 17 The Army curretly aticipate that the Recovery Mechaic trade will be removed from the operatioal pich poit register i This timescale is largely depedet o early exits remaiig low, achievig recruitig ad iput targets, ad the demad for Recovery Mechaics ot beig further icreased. However, eve whe the trade group falls withi overall maig balace there will still remai gaps at certai raks. 36 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

41 case study five Case Study FIVE Army Ammuitio Techicia (Royal Logistic Corps) kow as couter terrorist bomb disposal. Ammuitio Techicias are traied ad equipped to deal with all types of improvised explosive device that might be ecoutered ad are prepared for immediate deploymet at ay time of the day or ight i respose to potetial threats both o the battlefield ad i peacetime. 2 Traiig to become a Ammuitio Techicia: 1 Ammuitio Techicias are the Army s experts i covetioal bomb disposal, chemical, biological, radiological muitios disposal, ad improvised explosive device disposal. They play a vital role i deliverig the operatioal capability of the Army i peace ad o operatios by esurig that the Army s stock of ammuitio is stored, trasported ad used correctly ad safely. The Ammuitio Techicia trade is resposible for improvised explosive device disposal, more commoly Phase 1 traiig 12 weeks. Completed by all soldier recruits. Phase 2 traiig 39 weeks to become a Class 2 or No 2. To recruit ad trai up to this poit, whe the soldier is classified as a gai to traied stregth costs approximately 60,500 for each successful idividual ( figures). A idividual caot be deployed util completio of the Joit Service Level course. Joit Service Level (Low Threat) Course - five weeks. Completio of the course eables deploymet i a low threat eviromet, for example Great Britai. High Threat Course six weeks to eable deploymet overseas. Class 1 traiig 20 week course builds o the experiece gaied i the field. This is completed after approximately two years (12 moths spet i the Field Army, 12 moths spet i the ammuitio depot). Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 37

42 case study five 3 Ammuitio Techicias eed to do regular traiig to keep their skills, kowledge ad qualificatios up to date. Improvised explosive devices, especially, are costatly chagig ad are becomig icreasigly sophisticated. As such it is ecessary for Ammuitio Techicias to udertake strict re-licesig every six moths. Ammuitio Techicia maig 4 As at April 2006 the requiremet for Ammuitio Techicias was 367, at the same date the stregth was 275, thus there was a overall maig shortfall of 25 per cet. Similar shortfalls have existed for the last five years. The maig shortfalls are, however, most prevalet at the raks of Corporal Class 2 (45 per cet shortfall as at October 2005) ad Sergeat Class 1 (47 per cet shortfall) which are the key deliverers of operatioal capability. Why is this trade a operatioal pich poit? 5 There was a formal decisio to stop recruitmet ito the Ammuitio Techicia trade for the two years to as a cost savig measure. This meat 36 people did ot joi durig these two years (out of a trade group with stregth of 275). This pause i recruitmet has cotributed to the curret maig shortfalls withi the trade, which has moved through the rak structure ad is curretly at the rak of Sergeat. 6 Ammuitio Techicia traiig is oe of the legthiest ad most demadig withi the Army. This is ecessary for the safety of persoel carryig out complex ad dagerous tasks i ofte hazardous eviromets. There is a high failure rate o the courses with approximately per cet success rate o the Joit Service Level course ad as low as per cet success rate for the High Threat Course o the first attempt. Etrats ow require a GCSE Grade C as a miimum which should improve the stadard of recruits but has the effect of limitig the pool from which to recruit. 7 Ammuitio Techicias volutary outflow rate is below the Army guidelie (Figure 5), ad the trade has oe of the logest retur of services (average legth of career is 19.1 years, the Army average is 9.6 years). The Departmet attributes this i part to the fact that there are few civilia equivalet jobs. However, there are cocers that the umber of people choosig to leave early has show a upward tred i recet years, but it is too early to say whether this is the begiig of a loger-term tred. 5 Percetage of traied stregth Ammuitio Techicia volutary outflow Source: Miistry of Defece Guidelie Operatioal commitmets Volutary outflow The heighteed terrorist threat i recet years has meat that Ammuitio Techicias have had greater commitmets o the domestic frot as well as beig heavily deployed o overseas operatios. The level of commitmets overseas has icreased i the past few years, ad is likely to remai high i 2006 ad As at November 2005, 48.5 per cet of Ammuitio Techicias were deployed o operatios. 9 Despite the maig shortfalls, commitmets are beig met. However, harmoy guidelies are beig broke by may persoel i order to meet all commitmets. I the 30 moth period to December 2005, 21.1 per cet of Ammuitio Techicias were breakig idividual harmoy guidelies. 10 Sevety eight per cet of Ammuitio Techicias i the Army are withi 11 EOD Regimet. 11 EOD Regimet has a requiremet of 206 but a stregth of oly 121 (as at November 2005), of which ot all are fully deployable (ot fully qualified, those preparig to go o operatios, those o post-operatio tour leave). Withi the Regimet, 80 out of 121 are o duty with three hours otice to move or less, either withi Great Britai or overseas. May Ammuitio Techicias o duty i Great Britai will still be uable to retur home i the eveig as beig o three hours otice to move will require idividuals to stay i barracks so they ca respod immediately if a situatio should arise. 38 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

43 case study five 11 Oe impact of the shortages of persoel, combied with the ever icreasig demads, is that some jobs which used to be rig-feced, for example at the School of Ammuitio ad the Army Traiig ad Recruitmet Agecy, are o loger protected. Some istructors are ow beig asked to do other tasks ad go o operatios. There is a risk that this will have a impact o the umber of courses beig ru ad the amout of traiig beig offered. Iitiatives i place 12 As a operatioal pich poit the Ammuitio Techicia trade has bee the focus of icreased recruitmet effort. A Ammuitio Techicia Sergeat has bee tasked as a dedicated specialist recruiter to raise awareess of the trade ad icrease recruitmet. 13 The Army itroduced a Ammuitio Techicia Careers Advisory Board i August 2005, which aims to pre-select those recruits who are likely to pass the difficult exams ad thus reduce wastage o the courses. It is too early to assess the success of this iitiative. 14 A umber of fiacial icetives have bee itroduced to try ad icrease recruitmet ito the trade. These have bee offered with mixed success: Golde Hellos 500 to those with basic etry stadards, 2,500 to those with A levels. To date 149 awarded at a total cost of 94,500. Trasfer bous 1,500, take up by 15 idividuals. Rejoi bouties 6,000, o takers. Bursaries 1,500, o takers. 15 Recruitig performace i the trade has improved sigificatly i the past couple of years due to the icreased focus the trade receives as a operatioal pich poit (Figure 6). 16 However, give the log traiig time it will take a umber of years before the ew recruits feed through to the traied stregth. I the meatime the Army has itroduced a umber of measures to deal with the curret maig shortfalls Ammuitio Techicia recruitmet performace Number of recruits Source: Miistry of Defece Achievemet I a attempt to icrease the frequecy with which Ammuitio Techicias ca be deployed, four moth tours are beig trialled withi the trade. With four moth deploymets, mid- ad post- tour leave ca be reduced ad the idividual ca therefore be deployed agai sooer. 18 There are curretly a small umber of idividuals who have bee offered exteded service for a period of two years, kow as cotiuace. A Log Service Scheme will replace cotiuace from ext year with a view to extedig a idividual s legth of service by five years. There are plas to have approximately eight to 10 idividuals o the Log Service Scheme each year. Removal from the operatioal pich poit register Target 19 The Ammuitio Techicia trade is predicted to be fully maed by Jauary 2008; but this is largely depedet o meetig the curret ambitious targets for gettig 80 per cet through traiig, early exit rates remaiig low, ad the Army achievig its recruitmet targets. However, eve whe the trade group falls withi overall maig balace there will remai gaps at certai raks. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 39

44 case study six Case Study SIX Army Iformatio Systems Egieer (Royal Sigals) 2 The Iformatio Systems Egieer trade has oly existed sice April 2004, the first direct etry recruits joied i July 2004, ad the first Class 1 course was ru i Jauary The trade was previously kow as Iformatio Systems Operator ad Supervisor Iformatio Systems ad the first traiig courses were itroduced i This trade was filled by experieced persoel trasferrig from withi the Royal Sigals. 3 Iformatio Systems Egieer is a techical trade. It takes several years to successfully complete all the traiig ad reach supervisor level: 1 Iformatio Systems Egieers are military commuicatios ad IT specialists, resposible for the maagemet of the Iformatio Systems i the battlefield eviromet ad elsewhere. Demad for this capability has icreased with the growig importace of data ad iformatio maagemet ad the growth of more complex battle space ad IT techology (icludig Battlefield Digitisatio ad Network Eabled Capability). Phase 1 traiig 12 weeks. Phase 2 trade traiig 19 week course to become a Class 3 Iformatio Systems Egieer. To recruit ad trai to this poit, whe the soldier is couted as a gai to traied stregth, costs approximately 39,000 for each idividual ( figures). Class 2 traiig i Uit for approximately two years. Etrace exam. Phase 3 trade traiig 20 week course to become a Class 1 Iformatio Systems Egieer, Sergeat rak. Recommedatio for selectio for Supervisor traiig, ad promotio to Staff Sergeat. 31 week Supervisor traiig course. 40 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

45 case study six 4 Iformatio Systems Egieers also eed to do regular traiig to keep their skills, qualificatios ad kowledge up to date, as IT systems chage costatly, ad i some istaces they may be required to work o o-stadard IT systems. Iformatio Systems Egieer maig 5 Iformatio Systems Egieer has bee icluded o the operatioal pich poit register sice this documet was created i At April 2006 there were 301 Iformatio Systems Egieers agaist a requiremet of 378, which represets a 20 per cet shortfall. The mai deficits are at the raks of Sergeat (99 agaist a requiremet of 115, 14 per cet shortfall), Corporal (95 agaist a requiremet of 138, 31 per cet shortfall), ad Sigaller (37 agaist a requiremet of 65, 43 per cet shortfall). Why is this trade a operatioal pich poit? 6 Prior to 2004 the trade was fed by idividuals from other trades i the Royal Sigals ad elsewhere, who were ofte at the later stages of their careers. The trade had o Sigallers or Lace Corporals prior to 2003, ad this has cotributed to today s shortfalls at Sergeat ad Corporal raks. This meas that the trade has a older age profile, with some experieced persoel due to leave withi the ext three years, without sufficiet umbers comig through to replace them. It will take time for those recruited directly sice 2004 to reach those raks at which there are the biggest shortfalls. 7 There were some problems recruitig to the trade i the first year. The Army recruitmet computer system was ot showig the qualificatios required for the Royal Sigals correctly, ad this may have bee a cotributory factor. I , the Army recruited 41 agaist a target of 51. Recruitmet remais challegig as the higher academic ad Army Selectio Stadards ad the demads of the techical traiig for this trade limit the potetial recruit pool. 8 The requiremet for Iformatio Systems Egieers has icreased, ad cotiues to do so. This meas that despite improvemets i umbers sice 2002, full maig has ot yet bee achieved (Figure 7). The requiremet is set to icrease by a further 97 to 475 by April Some uits may require Iformatio Systems Egieers before they have formally established a Iformatio Systems Egieer post, therefore there may be some augmetee posts which are ot yet couted i the requiremets. The Royal Sigals also have to fill their allocatio (124 posts as at November 2005) of the Army s E2 posts. These are geeral roles, which 7 Iformatio Systems Egieer historical stregth v requiremet Number of persoel Stregth Requiremet Sep 02 Nov 02 Ja 03 Mar 03 May 03 Jul 03 Sep 03 Nov 03 Ja 04 Mar 04 May 04 Jul 04 Sep 04 Nov 04 Ja 05 Mar 05 May 05 Jul 05 Sep 05 Nov 05 Source: Miistry of Defece Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 41

46 case study six do ot ecessarily have to be filled by someoe from a specific trade. The posts ca exist for up to three years, ad the eed to fill these roles adds to the demads o the Iformatio Systems Egieer trade ad ca lead to gapped posts i other areas. The umber of these posts is also forecast to icrease by Retetio has bee a problem i the past for the Royal Sigals, whose persoel are attractive to civilia employers due to their skills ad qualificatios. A fiacial retetio icetive was itroduced for some trades i a attempt to reduce the umbers leavig for highly paid jobs i the telecommuicatios idustry (Appedix Three, Volume 1). Iformatio Systems Egieers volutary outflow rate was oe per cet i , 2.7 per cet i , ad 3.1 per cet i Operatioal commitmets 11 The level of commitmets has icreased, ad is likely to remai high i 2006 give ogoig commitmets i Iraq ad Afghaista. Iformatio Systems ad IT support are crucial for all operatios. As at November 2005, 24 per cet of Iformatio Systems Egieers were deployed o operatios. Demads from Uited Kigdom operatios have also grow with recet commitmets such as support for couter-terrorism requirig icreasigly sophisticated iformatio ad commuicatios systems. 12 Despite the maig shortfalls, commitmets are beig met. However, harmoy guidelies are beig broke by may persoel i order to meet all commitmets, ad persoel are beig moved aroud betwee Uits to fill priority posts. 13 Uited Kigdom operatios are maily high readiess tasks, ad the impact of maig shortfalls meas that some idividuals ca sped every other moth o the highest states of readiess, with the short otice to move periods affectig their ability to pla outside work. Some persoel (11 Sigal Brigade) are spedig o average 24 moths out of 30 moths either o operatios, exercise, or o high-readiess. 14 Persoel from better maed trades withi the Royal Sigals are beig used, after receivig relevat traiig, to fill some Iformatio Systems Egieer roles o operatios. These persoel are required to be supervised by a Class 2 Iformatio Systems Egieer, so this ca add to the pressures o supervisors. Iitiatives i place 15 As a operatioal pich poit trade, Iformatio Systems Egieer is oted o the job briefs of recruiters ad is a focus of cotiued efforts to meet operatioal pich poit recruitmet targets. 16 The Royal Sigals routiely iterview recruits at Phase 1 traiig, whe it is possible to reallocate trades for recruits before trade traiig begis. The Royal Sigals also use the Army Trasfer Fairs to recruit those lookig to chage trades. Trasfers from withi the Royal Sigals are aother source of recruits, particularly as the Royal Sigals have oe trade, Systems Egieerig Techicia, which had a 26 per cet surplus as at December Fiacial retetio icetives were offered i the Royal Sigals o completio of various courses, ad the predecessor trade to Iformatio Systems Egieer was oe of those that qualified (Appedix Three, Volume 1) The fiacial retetio icetives played a role i improvig retetio ad early exit rates; however, they were withdraw i 2004 due to budget cuts. 18 It will take time for those idividuals recruited direct to the trade to reach the areas of shortage at more seior raks. I the meatime, posts are prioritised to esure that the most importat are filled ad mapower from other sources used to reduce some of the demads o Iformatio Systems Egieers. As well as usig persoel with trasferable skills from their better maed trades to fill some Iformatio Systems Egieer posts o operatios, similar redistributio ca be used to fill some of the more geeral E2 roles, particularly from the Systems Egieerig Techicia trade which is i surplus. Approximately 15 posts are filled by seior No- Commissioed Officers ad Warrat Officers o two to three year cotiuace cotracts. Removal from the operatioal pich poit register 19 The Army curretly aticipates that Iformatio Systems Egieer will be fully maed, ad therefore ca be removed from the operatioal pich poit register i This is depedet o early exits remaiig low, achievig recruitig ad iput targets, ad the liability ad demads for Iformatio Systems Egieer posts ot beig further icreased. 42 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

47 case study seve Case Study SEVEN Army Explosive Ordace Disposal (Royal Egieers) 2 Recruits do ot joi the Explosive Ordace Disposal specialisatio directly. Royal Egieers ca choose to specialise i Explosive Ordace Disposal after their commo traiig: 1 Explosive Ordace Disposal are the Royal Egieers bomb disposal experts. They are resposible for the locatio, idetificatio ad safe disposal of uexploded ordace (shells, bombs ad other muitios, icludig chemical ad biological) both i a battlefield eviromet, ad i peacetime. This icludes disposal of uexploded World War Two bombs i the Uited Kigdom. They are also experts i couter terrorist search, ucoverig stores of illegal arms ad explosives, ad specialist search for muitios secreted by hostile forces. Explosive Ordace Disposal persoel do ot deal with improvised explosive devices. 12 week basic military traiig as a soldier. 10 week Combat Egieer traiig to acquire military egieerig skills. Tradesma traiig legth depeds o which of the 18 trades the recruit chooses to specialise i, each leads to recogised civilia qualificatios. Possible to choose to become a Specialist Egieer. Those who choose to specialise i Bomb Disposal joi 33 Egieer Regimet (EOD). Two week elemetary course, followed by a period of experiece, promotio, ad four week itermediate course. Officers ad seior No-Commissioed Officers ca do a seve week advaced course to become Bomb Disposal Officers. Soldiers do ot usually serve as a Bomb Disposal Officer for their whole career, but will alterate postigs with other Uits. Iformatio o recruitig ad traiig costs is ot available for this specialisatio. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 43

48 case study seve Explosive Ordace Disposal maig 3 The umbers of Explosive Ordace Disposal persoel have icreased from 510 at 1 April 2004 to 558 at 1 April However, the icrease i requiremet from 592 persoel at 1 April 2005 to 644 persoel at 1 April 2006 meas that there is still a shortfall of 13 per cet. This is ot evely distributed across the rak structure. Why is this trade a operatioal pich poit? 4 The Explosive Ordace Disposal pich poit has arise as the demads for this specialisatio have icreased, without a equivalet icrease i maig stregth. The requiremet for Explosive Ordace Disposal icreased i 2006, ad it will take time to grow the mapower to meet the ew requiremet. The level of commitmets, with tasks both at home ad overseas meas that the curret limited resource is over-tasked. I November per cet of Explosive Ordace Disposal were o operatios or deploymets throughout the world. 5 Explosive Ordace Disposal is a specialisatio withi the Royal Egieers, which soldiers ca joi after completig their trade traiig, therefore there are o direct etry recruits. For the Royal Egieers as a whole, meetig higher recruitig targets which come with the icreased requiremet uder Future Army Structures is ot see as a problem, as competitio to joi is usually high. 6 The Departmet does ot hold separate volutary outflow data for the Explosive Ordace Disposal trade. Volutary outflow rates for the Royal Egieers as a whole have traditioally bee high ad at April 2006 were ruig two per cet above the Army guidelie. The Royal Egieers have see a recet icrease i volutary outflow, but it is too early to say whether this is the begiig of a loger-term tred. Operatioal commitmets per cet of Explosive Ordace Disposal persoel (which icludes all Royal Egieer persoel servig with a Explosive Ordace Disposal Uit) were breachig the Army s idividual harmoy guidelies i the 30 moths to December Commitmets have remaied high i 2006 with deploymets to Afghaista addig to existig commitmets overseas ad support for couter terrorism activities i the Uited Kigdom. Iitiatives i place 8 I total, the requiremet for Explosive Ordace Disposal will icrease by 25 per cet uder Future Army Structures, as uder the curret structure the specialisatio is too small for all the demads placed o it. 33 Egieer Regimet (EOD) will get a additioal sixth squadro (17 Field Squadro). The Royal Egieers aticipate that the ew squadro, icluded i the requiremet from 1 April 2006, should be 90 per cet maed by October This ca partly be doe by trasferrig people from elsewhere withi the Royal Egieers to this capability. I additio, efforts are curretly goig ito recruitig for the Royal Egieers i order to meet all the icreased requiremets i place by Recruitig to full stregth will take some time, partly as the traiig capacity limits the umbers who ca be recruited each year. 9 Gapped posts arisig from maig shortages are beig carefully maaged durig the trasitio to Future Army Structures, i order to esure the highest priority posts are maed. Restrictios o offerig two to three year cotiuace cotracts have bee lifted i the Royal Egieers, as have restrictios o offerig Full Time Reserve Service cotracts. It is hoped this will help to fill some of the gapped posts. 10 There is early work uderway lookig at improvig retetio, as full maig will be achieved sooer if the rate of early exits is reduced. This icludes reviewig some of the o-fiacial retetio factors, such as meetig persoal prefereces i draftig. Removal from the operatioal pich poit register 11 The Army curretly aticipates that Explosive Ordace Disposal will be removed from the pich poit register i For the Royal Egieers as a whole, full maig to the icreased requiremets will oly be achieved by 2012 if volutary outflow rates fall closer to the Army average. If they remai at the curret rate of 8.2 per cet achievig this target will take loger. 44 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

49 case study eight Case Study eight Royal Air Force Weapos System Operators (Liguists) Itesive laguage traiig courses 12 to 18 moths. Applied laguage traiig course six moths uderstadig how to apply liguistic skills i a military cotext. Nimrod R1 equipmet traiig course four moths. Recruit is ow classified as Ito Productive Service which costs 118,000 per successful recruit ( figures). Combat skills course ie moths. O completio of the course the recruit will be deemed Combat Ready ad is thus deployable. 3 Liguists are required to do regular traiig to maitai their laguage capability i at least two laguages, ad must lear ew laguages as ecessary to meet operatioal requiremets. 1 The role of a Weapos System Operator (Liguist) is to provide liguist capability o a airbore platform the Nimrod R1. This is a small ad specialist trade whose role is to iterpret sigal traffic both o a tactical ad strategic basis. 2 It takes several years to successfully complete all the traiig ecessary to be a Liguist: Phase 1 traiig ie weeks. Commo to all Royal Air Force recruits. No-Commissioed Aircrew iitial traiig 36 weeks. 4 Give the legth ad cost of traiig, each recruit is required to sig up for a six year iitial retur of service, plus a additioal three years for each subsequet laguage acquired. Liguist maig 5 As at April 2006 the requiremet for Liguists was 70 ad the stregth at the same date was 35, thus there was a overall maig shortfall of 50 per cet. Liguists have had maig shortfalls ragig from 33 per cet to 50 per cet i each of the past five years. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 45

50 case study eight Why is this trade a operatioal pich poit? 6 Historically recruitmet has bee a problem, eve though the target umber of recruits is oly 10 per year. The Royal Air Force has recruited from the public domai oly i the last three to five years, as previously 90 per cet of recruits to the Liguist trade were iteral trasfers from the groud trades. Sice the the Royal Air Force has had difficulties recruitig due to the legthy ad difficult traiig commitmet, difficulties attractig the ecessary calibre of recruit with laguage qualificatios or with excellet liguistic abilities, may of whom are lost to uiversity ad to traslator roles i civilia employmet. The Royal Air Force is also competig with the Army due to greater public awareess of Army Liguist roles. Although recruitmet targets for this specialisatio have bee achieved for the last two years, the legthy traiig requiremet meas the maig situatio is ulikely to improve for a few years. 7 Retetio of Liguists is extremely importat, especially give the time take to recruit ad trai a replacemet idividual to a equivalet level. The guidelie target for volutary outflow is 2.5 per cet of the trade stregth (Figure 8). This has bee exceeded i the Liguist trade sice The percetages below represet oly small umbers of idividuals, however eve oe or two idividuals leavig ca have a large impact o the trade give its small overall size. Operatioal commitmets 8 Despite serious maig shortfalls, operatioal commitmets are always met but this is largely due to operators readiess to sped log periods out of the coutry ad to work log hours, potetially shifts of up to 12 hours. This is difficult work give the high levels of cocetratio eeded. The effect of shortages is that Liguists are deployed more frequetly, with shorter gaps betwee deploymets. The icreased levels of separatio, ad ofte short otice give for operatios, may cause added pressure o the idividual s family life ad ability to pla their ow life. 9 Harmoy guidelies settig out recommeded tour itervals, ad targets o separated service are routiely beig broke by Liguists i order to meet the operatioal commitmets (Figure 9). 10 The requiremet for each Liguist to maitai expertise i at least two laguages through ogoig traiig further depletes umbers available for deploymets. There are risks that the high level of operatioal commitmets could mea there is less time to go o laguage refresher courses ad professioal courses ad capability may be affected. 8 Liguist volutary outflow Percetage of traied stregth Volutary outflow Guidelie Source: Miistry of Defece 46 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

51 case study eight 9 Percetage of Liguists breachig harmoy guidelies Percetage of Liguists breachig guidelies o separated service Percetage of traied stregth Percetage breachig separated service guidelie Target Percetage of liguists breachig tour iterval guidelies Percetage of traied stregth Percetage breachig tour iterval guidelies Aug 97- Mar 99 Aug 98- Mar 00 Aug 99- Mar 01 Aug 00- Mar 02 Aug 01- Mar 03 Aug 02- Mar 04 Aug 03- Mar 05 Source: Miistry of Defece Iitiatives i place 11 The No-Commissioed Aircrew liaiso team was created i October 2003 to improve recruitmet ito all No-Commissioed Aircrew specialisatios, particularly to the Liguist trade. The No-Commissioed Aircrew liaiso team is a three ma team, icludig oe Liguist. They visit schools, career fairs, ad laguage uiversities to promote the No- Commissioed Aircrew cadre. The team was itroduced as a two ad a half year scheme, due to fiish i March Due to the success of the team i meetig recruitmet targets it has bee decided to cotiue with this iitiative util March I the No-Commissioed Aircrew liaiso team cotributed to the achievemet of 100 per cet of the recruitmet target for the Liguist trade. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 47

52 case study eight 12 I 2002 the Royal Air Force commissioed the Airma Aircrew Sustaiability Study; a 10 year strategic pla, to esure log-term sustaiability of the No- Commissioed Aircrew cadre. This review recommeded the itroductio of a fiacial retetio icetive to improve retetio across the etire cadre. A paymet of up to 20,000 is awarded to all No-Commissioed Aircrew who have completed 17 years service or more, i retur for a five year retur of service, or service to the 22 year poit, whichever is the earliest. The Scheme eded o 31 March 2006, after a three year period. As at December 2005, 19 Liguists had take this up at a total cost of 336, The Airma Aircrew Sustaiability Study also recommeded the itroductio of the Professioal Aviator Spie, a alterative career structure which provides ehaced rates of pay to experieced persoel i order to retai them for a full career util age 55. Curretly 10 Liguists are o the Professioal Aviator Spie ad a further two have bee made a offer ad have accepted. 14 There have also bee chages i the way the No-Commissioed Aircrew cadre are traied. Previously Liguists were traied separately to other No-Commissioed Aircrew. Now, the system is more modular, which makes it easier to move people betwee specialisatios. This allows iteral recruitmet to the Liguist trade, for example some Weapos System Operators (Air Egieerig) are retraiig to become Liguists. I the future, whe the Liguist trade is at full stregth it is hoped that idividuals will be able to have a more varied role by gaiig experiece i other Weapo System Operator roles for short periods. This is hoped to aid retetio. Removal from the operatioal pich poit register 15 The Royal Air Force curretly aticipates that the trade will be i maig balace by However, this is depedet o achievig challegig recruitig targets ad recruits successfully completig the legthy traiig process. 48 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

53 case study ie Case Study ie Royal Air Force Geeral Techicia Electrical 2 All ew etrats ito the Geeral Techicia Electrical trade are erolled o a Advaced Appreticeship. 1 Electrical specialists i the Geeral Techicia trade service ad repair all types of electrically operated equipmet used to support aircraft ad groud operatios. This ca iclude groud power uits for startig aircraft, portable geerators, temporary electrical istallatios ad vehicle electrical systems. Phase 1 traiig ie weeks. Commo to all Royal Air Force recruits. Phase 2 traiig 16 moths, to gai key skills i basic trade traiig ad complete a techical certificate, followig which the recruit will be classified as Ito Productive Service. The Royal Air Force do ot routiely collect iformatio o the cost of recruitig ad traiig idividual trades. However the overall cost of recruitig ad traiig a groud trade Airma to the poit of Ito Productive Service is 98,000 ( figures). NVQ3 portfolio to be completed ad assessed by the traiig school. Q-Ops qualificatio is awarded oce a idividual has achieved both the level ad rage of competecies required, ad completed a miimum of three years service. A recruit ca be deployed oce they have achieved the Q-Ops qualificatio. The NVQ 3 alog with the techical certificate ad key skills achieved i basic traiig completes the criteria for the award of the Advaced Appreticeship. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 49

54 case study ie Geeral Techicia Electrical maig 3 The requiremet for Geeral Techicia Electrical has reduced steadily over the last five years, ad with icreased efforts focussed o recruitmet, the trade as at April 2006 was almost fully maed at a overall level 605 persoel agaist a requiremet of 615 persoel (1.6 per cet shortfall). However there were still shortages withi the trade at Juior Techicia, Seior Aircraftsma, ad Leadig Aircraftsma raks, which together had oly 91 per cet of the persoel required (as at November 2005). At the lower raks there are a umber of persoel who have ot obtaied the Q-Ops qualificatio ad are therefore techically uable to be deployed. As at September 2006, 61 out of 292 (21 per cet) Geeral Techicia Electrical Seior Aircraftsme ad Juior Techicias had ot achieved Q-Ops. A further 33 (11 per cet) were i traiig but ot yet qualified. Why is this trade a operatioal pich poit? 4 The Geeral Techicia Electrical trade is a operatioal pich poit due to icreased commitmets. The Royal Air Force has successfully recruited over 88 per cet of their target i the last five years, with the exceptio of where recruitig performace fell to 67 per cet of the target. Retetio i the trade is also fairly healthy, ad i the past few years the percetage of persoel choosig to leave early has bee lower tha the Airme target exit rate of four per cet. Operatioal commitmets 5 Despite maig shortfalls at the lower raks, operatioal commitmets are met but this is largely due to the fact that Geeral Techicia Electrical persoel are set o operatios with greater frequecy. The percetage of idividuals exceedig 140 days separated service i a year has exceeded the target of 2.5 per cet of persoel sice The percetage of idividuals beig set o operatios more frequetly tha the target tour iterval of 16 moths has icreased i the last three years ad was at 17 per cet as at March 2005 (Figure 10). 6 Posts i theatre are ot allowed to be gapped ad furthermore must be filled by a idividual with the relevat skills. As such there is a heavier burde amogst deployable Q-Ops persoel. There is a risk that with supervisors beig deployed more frequetly there is less supervisor traiig time ad it may take traiees loger to gai their Q-Ops status. Iitiatives i place 7 Give the problems withi the trade group i terms of frequecy of operatioal deploymets ad a shortage of fully deployable persoel, a waiver was approved to eable idividuals earig completio of the Q-Ops qualificatio to deploy. This was itroduced as a short term measure i August 2005 to ease pressure o those idividuals havig to deploy most frequetly (Juior Techicias ad Seior Aircraftsme). The waiver has made a sigificat differece o the tur roud time betwee operatios. Juior Techicias ad Seior Aircraftsme have goe from beig deployed every moths (i the period April 2004 to Jue 2005) to moths from October 2005 owards. There may be risks allowig persoel to deploy before completig the ecessary qualificatio. 8 A level of self-authorisatio has also bee itroduced at the Juior Techicia rak who are ow able to self check certai aspects of their work. This measure was itroduced to reduce the burde o the more seior raks. 9 Early work is uderway lookig at the optimum legth of traiig ad the possibility of aligig the trade ame with civilia titles to make the trade more appealig to potetial recruits. Removal from the operatioal pich poit register 10 Geeral Techicia Electrical trade was removed from the operatioal pich poit register i 2006, as maig reached 99.2 per cet. Maitaiig this maig level is of course depedet o volutary outflow remaiig low, achievig recruitig targets, ad the requiremet ad demad for Geeral Techicia Electrical posts ot beig further icreased. 50 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

55 case study ie 10 Percetage of Geeral Techicia Electrical persoel breachig harmoy guidelies Percetage of Geeral Techicia Electrical breachig guidelies o separated service Percetage of traied stregth Percetage breachig separated service guidelie Target Percetage of Geeral Techicia Electrical breachig tour iterval guidelies Percetage of traied stregth Percetage breachig tour iterval guidelies Aug 97- Mar 99 Aug 98- Mar 00 Aug 99- Mar 01 Aug 00- Mar 02 Aug 01- Mar 03 Aug 02- Mar 04 Aug 03- Mar 05 Source: Miistry of Defece Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 51

56 case study te Case Study Te Geeral Practitioers (Tri-Service) carig for the persoel ad families of his or her regimet or other Uit i the Uited Kigdom, as well as servig abroad ad i Field Hospitals. 2 There are two mai ways i which Geeral Practitioers are recruited to the Services. The majority of Geeral Practitioers come through the udergraduate route (Figure 11). 11 Geeral Practitioer etry routes 1 Medics 3 i all three Services provide crucial support for military persoel o operatios abroad ad cotribute to the delivery of health care for both military ad civilia persoel i the Uited Kigdom. Medical roles mirror i broad terms their civilia health care equivalets, with additioal Service specific competecies required for some roles 4. Geeral Practitioers are Medical Officers, Udergraduates Recruited as udergraduate cadets Qualify from medical school Formally joi the Armed Forces Etry Officer Course (4½ moths) to lear military skills, Officer s duties ad Service specific skills Two to three years as geeral duties Medical Officer (deployable durig this time) Several years postgraduate traiig towards becomig a fully qualified Geeral Practitioer (time spet as geeral duties doctor may cout towards Geeral Practitioer traiig) Source: Natioal Audit Office Direct etry Already qualified as a Geeral Practitioer, recruited either from the Natioal Health Service, or private practice Udergo military traiig ad complete Etry Officer Course (4½ moths) Deployable o operatios 3 The term medic is here used as a collective term for medical (doctors), cliical (urses, Allied Health Professioals), ad medical support (o-cliical roles) such as the Combat Medical Techicia. 4 This icludes expertise i uderwater medicie, delivery of care oboard ship, radiatio safety ad atmosphere cotrol for the Royal Navy, capability i aviatio medicie ad aeromedical evacuatio for the Royal Air Force, ad medical capability icludig paramedical skills ad battlefield advaced trauma life support techiques for the Army. 52 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

57 case study te Geeral Practitioer maig 3 Figure 12 shows the total traied stregth agaist the Requiremet. The umbers who are actually deployable will be differet to the traied stregth - some may ot be deployable for medical reasos, or because they do ot have up to date cliical skills. 4 As at Jue 2006, the Departmet were reportig a shortfall of 17 per cet agaist the requiremet for accredited Geeral Practitioers. The shortfalls vary i each Service. Geeral Practitioer maig has bee below requiremet for the last five years, however maig has remaied relatively stable, with a slight improvemet over the last two years i all three Services. 5 Data o volutary outflow is ot available at the trade level for Geeral Practitioers i all three Services. Why is this trade a operatioal pich poit? 6 Up util the late 1990s Armed Forces medics worked i a more isolated eviromet i the former military hospitals. The 1994 Defece Costs Study 15 istituted a substatial reductio i the maig requiremet of the regular Defece Medical Services, ad the closure of all but oe of the former military hospitals, with a subsequet icrease i reliace o Reserve medics Geeral Practitioer umbers, Tri-Service Number of persoel Requiremet Source: Miistry of Defece Total traied stregth As at 1 October 7 The closure of the military hospitals meas that medics i the Armed Forces ow sped much of their time workig i the Uited Kigdom alogside civilia colleagues i Miistry of Defece Hospital Uits, attached to Natioal Health Service Trusts. As a result, doctors ad urses are exposed to the competig terms ad coditios of their colleagues i the Natioal Health Service, ad may fid it easier to compare their situatio ufavourably i certai circumstaces. The recet drive to icrease the capacity of the Natioal Health Service has meat that Defece Medical Services are curretly facig tough competitio i the labour market for all types of health care persoel. Geeral Practitioers are oe of the trades which the Services have had difficulty both i attractig direct etry qualified recruits, ad i keepig existig persoel. 8 Geeral Practitioers ad Medical Officers i the Armed Forces previously fared well i salary terms compared with their Natioal Health Service couterparts, however recet chages to the Geeral Practitioer cotract ow make it likely that a Natioal Health Service Geeral Practitioer will be at a advatage fiacially. The Natioal Health Service system of remueratio meas that Geeral Practitioers i the Armed Forces will be paid o average 10,000 less tha their Natioal Health Service colleagues, accordig to estimates provided i the Armed Forces Pay Review Body report. 9 The o-remuerative coditios uder which Geeral Practitioers work i the Natioal Health Service may also be advatageous. The ew Natioal Health Service Geeral Practitioer cotract makes it possible for Geeral Practitioers to choose ot to provide out of-hours care for their patiets, a obligatio which still exists for may Geeral Practitioers i the Armed Forces. Some military Geeral Practitioers may ot see the families of service persoel, limitig the variety of medical casework i their practice. 10 There are some practical barriers to recruitig direct etry Geeral Practitioers who are curretly workig i the Natioal Health Service. May Geeral Practitioers are tied fiacially to their practices they may have a equity stake i the practice, for example, which ca make it icoveiet to leave. I additio, about 25 per cet work part-time ad the umbers wishig to do this are icreasig. A risig proportio of Geeral Practitioers are wome. Geeral Practitioers may have family commitmets which may make it impractical for them to work i a military cotext. 5 The precise maig requiremets for future years have bee reassessed as part of the Future Mapower Requiremet of the Defece Medical Services study, completed durig This review is likely to result i a reductio i the requiremet totals for the medical trades described i these appedices i the comig years, although details are ot yet available. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 53

58 case study te 11 Although i geeral recruitig direct etry qualified doctors ad urses has bee challegig, recruitmet of udergraduate cadets has bee less problematic, with the Services geerally beig close to target for udergraduate doctors. However this will ot ecessarily help to tackle the Geeral Practitioer pich poit, as there is o subsequet authority for the Services to direct medics to a particular specialism, ad therefore limited ability to guide these recruits to the pich poit trades where they are eeded the most. Operatioal commitmets 12 Operatioal commitmets are beig met, however shortages of medical persoel mea that guidelies o separated service are beig broke i some areas. Data o harmoy guidelies is ot available at trade level for Geeral Practitioers i all three Services, however it is available for medical persoel as a whole. Aroud ie per cet of Royal Army Medical Corps persoel had breached the guidelies of 415 days separated service i 30 moths (14.5 per cet of the Army o average) as at 31 December 2005, ad betwee 0.5 ad three per cet of Royal Air Force medical persoel had exceeded the Royal Air Force s guidelie o idividual separated service o average over the last five years. Medical persoel i the Royal Navy are ot breakig harmoy guidelies. This meas that some posts may be gapped, however operatioal posts will be maed as a priority. As at 14 March 2006, 25.3 per cet of Royal Navy medical ad ursig persoel (icludig detists) were deployed. 13 Reserve Forces medics have icreasigly beig used i recet years i order to ma deploymets. For example, approximately 50 per cet of medics i Field Hospitals o Operatio TELIC i Iraq have bee provided by the Territorial Army. Medical ad medical support persoel from coalitio parters ad from cotractors have also bee used to meet some commitmets. Iitiatives i place 14 Fiacial icetives for medical persoel are beig used to attract both direct etrat ad udergraduate recruits. 15 Golde Hellos of 50,000 were offered for direct etry doctors i shortage specialisms, icludig for Geeral Practitioers. The scheme ra from November 2002 to March 2006 ad attracted a total of 36 Geeral Practitioers from its iceptio compared to aroud four a year prior to the scheme beig itroduced. Army Medical Directorate expressed a cocer that the pool of doctors likely to be attracted by such a scheme had ow dried up. 50,000 is ot cosidered a large amout ow i relatio to typical Geeral Practitioer salaries; furthermore, Geeral Practitioers may be more satisfied with the curret Natioal Health Service cotract tha they were i 2002 whe Golde Hellos were first itroduced. However, the scheme is to cotiue i its preset form ad will be reviewed aually as part of the Armed Forces Pay Review Body process. 16 For medical officers recruited as cadets, fiacial support is offered durig the last three years of medical school up to a average of approximately 15,000 per aum for a retur of service commitmet of seve years followig Geeral Medical Coucil registratio. Tuitio fees are also paid for these three years at typically 1,200 per year (prior to the itroductio of top-up fees). The Royal Air Force ad Army also offer bursaries durig the first two years at medical school of 4,000 ad 1,000 per year respectively; i Royal Air Force bursaries ad 10 Army bursaries were paid. 54 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

59 case study te Retetio iitiatives 17 Pesio arragemets i the Defece Medical Services were chaged i April 2005 to a system of bouses desiged to reward medical ad detal officers to stay i the Services rather tha take advatage of early retiremet (kow as pay to stay ). Previously doctors who were at least 38 years old ad had completed 16 years of service would have received a Immediate Pesio if they chose to leave the Services, comprisig a lump sum ad aual paymets depedig o rak ad legth of service. Sice April 2005, ew etrats (ad from April 2006 existig medical ad detal officers who choose to trasfer to the ew system) will istead receive a series of taxable bous paymets at critical career poits, accompaied by a five year retur of service obligatio. It is too early to say whether this will prove retetio positive. 18 The lik betwee pay ad rak, with medical ad ursig officers eedig to obtai promotio through the military raks i order to obtai pay icreases, has bee a problem. May highly skilled practitioers may ot have the military or leadership skills composite with the rak they would eed to be i order to ejoy a equivalet fiacial reward to their couterparts i the Natioal Health Service. I order to prevet medical officers leavig the Defece Medical Services for this reaso, two pay spies were itroduced i 2003 for the raks from Major to Coloel. These pay spies were disassociated from rak, ad were separately itroduced for Cosultats ad Geeral Practitioers. 19 The Departmet is lookig at the prospects for more flexible workig, icludig career breaks, home workig, sabbaticals, study leave ad a ability to move easily from the Regular to Reserve ad vice versa. This work is still i the developmetal stage. Removal from the operatioal pich poit register 20 It is likely that Geeral Practitioers will remai o the operatioal pich poit register util at least 2010, although this could chage oce the results of the Future Mapower Requiremet study have bee implemeted. Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies 55

60 case study eleve Case Study eleve Accidet ad Emergecy ad Itesive Therapy Uit Nurses (Tri-Service) 13 Specialist Nurse etry routes Udergraduates Joi the Services as a Soldier/Ratig Complete 12 weeks basic military traiig Complete three year Uiversity course leadig to a ursig diploma or degree Obtai registratio with the Nursig ad Midwifery coucil as a qualified urse Direct etry two routes Route 1 Nurses ewly qualified with the Nursig ad Midwifery coucil joi as Soldiers/Ratigs Complete 12 week basic military traiig course, ad are the deployable Ca apply for a commissio to Officer after two years experiece Route 2 Nurses with two years postqualificatio traiig ca joi as Nursig Officers. Complete 12 weeks of Etry Officer traiig, ad ca the be deployed 1 Itesive Therapy Uit ad Accidet ad Emergecy Nurses are specialist registered urses, who perform critical care ursig duties i the case of severe illess or ijury. 2 There are two mai ways i which urses are recruited to the Services, with the majority comig through the udergraduate route (Figure 13). For those who choose to trai i Accidet ad Emergecy ad Itesive Therapy Uit ursig, the specialist ature of the roles meas that it ca take a log time to become fully traied ad deployable. Both Soldiers ad Officers ca take advatage of opportuities for further educatio ad traiig after aroud two years of service post-qualificatio. Accidet ad Emergecy ad Itesive Therapy Uit ursig are two of the specialisms persoel ca choose to trai i, if they wish (specialist traiig ca take a further two years). Source: Natioal Audit Office 56 Recruitmet ad Retetio i the Armed Forces: Detailed Survey Results ad Case Studies

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