Issue 10 E6 – 1 - 1 THE ROYAL ELECTRICAL AND MECHANICAL ENGINEERS CORPS INSTRUCTION No: E6 by Regimental Headquarters REME CAREER MANAGEMENT OF REME SOLDIERS 1. Sponsor. The sponsor for this Corps Instruction is SO1 REME Sldr Wing. 2. Authority. This Corps Instruction is issued under the authority of Col REME. 3. Review Date. This Corps Instruction will be reviewed annually in Oct. 4. Previous Instruction. This Corps Instruction supersedes the previous Corps Instruction No E6 issue 9 dated Jun 14. PART I - GENERAL Aim 5. The aim of this Instruction is to describe career management (CM) procedures that are to be practiced by employing officers of REME soldiers. It is to be given the widest publicity and the contents are to be periodically brought to the attention of all REME officers and soldiers, including those attached to other Arms and Services. Contents 6. This Instruction comprises the following: a. Part 1 – General (1) Aim (2) Contents b. Part II – Generic Career Models (1) Introduction (2) Trade (a) On leaving phase 2 (b) Class 3 – 2 UG (c) Class 2 – 1 UG (3) Generic career models (4) Artificers c. Part III – Promotion
Transcript
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THE ROYAL ELECTRICAL AND MECHANICAL ENGINEERS
CORPS INSTRUCTION No: E6
by
Regimental Headquarters REME
CAREER MANAGEMENT OF REME SOLDIERS 1. Sponsor. The sponsor for this Corps Instruction is SO1 REME Sldr Wing. 2. Authority. This Corps Instruction is issued under the authority of Col REME. 3. Review Date. This Corps Instruction will be reviewed annually in Oct. 4. Previous Instruction. This Corps Instruction supersedes the previous Corps Instruction No E6 issue 9 dated Jun 14.
PART I - GENERAL
Aim 5. The aim of this Instruction is to describe career management (CM) procedures that are to be practiced by employing officers of REME soldiers. It is to be given the widest publicity and the contents are to be periodically brought to the attention of all REME officers and soldiers, including those attached to other Arms and Services. Contents 6. This Instruction comprises the following:
a. Part 1 – General
(1) Aim
(2) Contents
b. Part II – Generic Career Models
(1) Introduction (2) Trade
(a) On leaving phase 2 (b) Class 3 – 2 UG
(c) Class 2 – 1 UG
(3) Generic career models (4) Artificers
c. Part III – Promotion
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(1) Introduction (2) Ranks and appointments in REME
(3) Promotion systems
(4) Qualification requirements (QRs 1975 Para 9.134)
(5) Early promotion
(6) SJAR
(7) Promulgation of promotion
(8) Seniority
(9) Annex A – Desk Top Promotion Précis
d. Part IV – Assignments
(1) Introduction (2) Individual assignments
(a) General (b) Assignment
(c) Assignment policy
(d) When
(e) Authority for assignments
(f) Notice of assignment
(g) Tour lengths
(h) Request for extension of assignment
(i) Assignment date
(j) Leave
(k) Assignment preference – SCR
(l) Assignment orders
(m) Arrival
(n) Return of service
(o) E2 appts
(p) Loan svc
(q) Volunteers for special posts
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(r) Handovers
(s) Removal from post
(t) Assignment boards
e. Part V – Career Management Boards
(1) General (2) Section 1 – No 7 Soldier Selection Board
(a) Background (b) Aim
(c) General
(d) REME Sldr Wing involvement with the No 7 Board
(5) Section 4 – Military Training Instructors (Refer to REME Corps Instruction E10)
(6) Section 5 – Selection of soldiers to become instructors at RMAS
(a) Introduction
(b) Aim
(c) Pre-selection
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(d) Selection
(e) Post selection
(f) Course qualifications required by candidates for RMAS instructors cadre
(7) Section 6 – MS Referral and M3D tagging
(a) General
(b) Purpose
(c) Background
(8) Section 7 – Management of REME Soldiers Below the Minimum Medical Standard
(9) Section 8 – Rejoins / Re-Enlistments
(10) Annex A – Dvr Lic requirements for trades
(11) Annex B – Example SCR
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PART II – GENERIC CAREER MODELS Introduction 1. This section is aimed at describing the generic career path for each of the trades in REME. It is intended to show an average career path and manage the expectations of the soldier1. Statistics for averages have been taken from DS(A), JPA and APC historical data and come with the appropriate health warnings. Current data can be sought from those sources if needed. Trade 2. On Leaving Phase 2. A tradesman will normally leave the training school (11 Trg Bn (technicians) or 10 Trg Bn (all other trades)) as a Class 3 tradesman. The training schools are to ensure that as soldiers graduate as Class 3 tradesmen their MTP classification is amended on JPA from Soldier UT to the soldier’s newly acquired trade. 3. Class 3 to 2 Trade Upgrading. On joining his first unit the tradesman is normally liable for class 3 to 2 upgrading, subject to recommendation and proving trade competence through the Trade Proficiency Development Booklet (TPDB). This process is driven by the soldier’s employing unit; normally around the six month point. The unit is to take JPA action to change the trade competence. 4. Class 2 to 1 Trade Upgrading. After serving approximately 4 years2 with the Field Army, proving technical competence in accordance with LEES3, a tradesman may be considered for Class 2 to 1 upgrading. REME Soldier Wing is the authority for loading soldiers on Class 2 to 1 up-grader training. Advancement in Class 2 to 1 up-grader training is given in LEES. The minimum entry standard is LCpl in either acting or substantive rank. Exceptionally Craftsmen will be considered for loading if: they are recommended for promotion by their chain of command and are PNCO qualified. In this case acting rank will be granted for the class 1 course and substantive rank awarded upon completion. Generic Models 5. Generic models for Artisan and Artificer appointments are given as listed and attached at ANNEX A - I. Ser (a)
Trade (b)
Annex (c)
Comment (d)
1 VM A Includes VM(A) and VM(B) 2 Mtsm B 3 T S Spec C Includes legacy RS and Tech Stmn CEGs 4 Armr D 5 Rec Mech E 6 Technician F Includes AV, AC, Elec 7 Artificers (Tech) G Includes Art Elect, Art AC and Art AV 8 Artificers (Non-Tech) H Includes Art Veh and Art Wpn
Artificers 6. General. The Artificer is considered the gold standard career model in the Corps. It provides the SNCO Chain of Command backbone to the delivery of ES.
1 Those with above average trade and military abilities are likely progress quicker. 2 Tech Av 3 years from Class 3, Tech Ac/Elec 4 years from Class 3, Others 4 years from Class 2. 3 Land Equipment Engineering Standards.
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7. Selection. The ASCLB own the process for Artificer selection with details published in CI E5. 8. Failure on Artificer Course. Where a soldier fails an Artificer course he will be assigned to his new unit in his original trade and substantive rank. Details are covered in CI E5. Annexes: A. Generic Career Model – VM. B. Generic Career Model – Mtsm. C. Generic Career Model – T S Spec D. Generic Career Model – Armr E. Generic Career Model – Rec Mech F. Generic Career Model – Tech G. Generic Career Model – Artificers (Tech) H. Generic Career Model – Artificers (Non- Tech)
Annex A to Part II REME CI E6
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Annex B to Part II REME CI E6
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Annex C to Part II REME CI E6
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Annex D to Part II REME CI E6
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Annex E to Part II REME CI E6
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Annex F to Part II REME CI E6
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Annex G to Part II REME CI E6
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Annex H to Part II REME CI E6
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PART III – PROMOTION
Introduction
1. Colonel Career Management (Combat Service Support) (Col CM CSS), on behalf of Director of Manning (Army) (DM(A)), is the sole authority in peacetime for the promotion of REME soldiers vide QRs Para 9.137 and AGAI Vol 2 Ch 47, Para 47.031 - 47.033. The rules for promotion in REME are framed within existing Army Regulations and Instructions. 2. Within the overall limits of the Army’s manning requirements by employment and rank, Col REME plans his target level of promotion opportunities (and commissioning) to match the experience and ability required in each career employment group. On behalf of Col REME, Col CM CSS is responsible for ensuring that these levels of promotion opportunities are maintained consistently to conform with the Army’s overall policy. The day to day implementation of this policy is invested in the SO1 REME Soldier Wing (SO1 REME Sldr Wing). Ranks and Appointments in REME 3. Appointments authorised for and peculiar to REME are:
a. Artificer Sergeant Major (ASM).
b. Artificer Quartermaster Sergeant (AQMS).
c. Additionally, the courtesy titles of ASM and AQMS for the limited population of WO1 and WO2 Recovery Mechanics may be used.
4. References made in this Instruction to rank are to substantive rank unless stated. Promotion Systems 5. All promotion for REME soldiers is based on vacancy4 . 6. Promotion Boards (see Part V) assist in the selection of individuals for promotion. The exception is for technicians at the conclusion of Phase 2 training where promotion from Cfn to LCpl is the prerogative of CO 11 (Trg) Bn REME. A desktop promotion précis is at Annex A.
Qualification Requirements (QRs 1975 Para 9.134) 7. Annex B provides a summary of eligibility criteria, however for substantive promotion a soldier must:
a. Be recommended by his Commanding Officer (CO) on a current AR5.
b. Have the necessary employment, military and educational qualifications (see Part VI, Training).
c. Have completed a stipulated minimum length of service in the rank6.
d. Be able to serve a complete year Colour Service as of the first day of the promotion year7 (the Residual Service Rule).
4 Time promotion for Technicians ceased 31 Mar 11 5 Cfn and LCpl need to be recommended by their Officer Commanding (OC). 6 Cfn leaving Phase 2 Training require a report covering 12 months trade service before being considered at a promotion board. Annual Reports must cover a minimum of 9 months.
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8. Early Promotion. Exceptional or above average soldiers may be considered for early vacancy promotion, providing there is a manning need and they meet the eligibility requirements outlined above in all other respects. This will result in some soldiers being promoted earlier than eligibility rules would indicate, with the majority remaining at the standard rate. REME Soldier Wing will use annual Appraisal Reports to identify those soldiers that have the potential to promote at a faster rate and, where deemed appropriate, present them to an early promotion board. To maximise the opportunity for early promotion, soldiers should aim for the Artificer route or CEGs where there is an established pathway to achieve WO1. Soldiers following the Artisan route are likely to promote at the average rate with promotion opportunities to Warrant rank limited. Soldiers Joint Appraisal Reports (SJAR) 9. ARs are key to the promotion of REME soldiers. Selection for promotion is based on the assessments and recommendations contained therein. JSP 757, supplemented by the REME Sldr Wing Annual Promotion Letter, gives report writers and report recipients detailed guidance. 10. Failure to submit ARs to meet the times laid down in JSP 757 may result in soldiers failing to appear before the appropriate promotion board. Where there are problems with the completion of reports or it is unclear if a soldier is due a report, advice is to be sought from the unit HR administrator in the first instance. To assist units, soldiers who are due to attend a promotion board will be listed by name, rank number and unit on the MS Web six weeks prior to the board. Submission of ARs is a command responsibility and not that of the APC. Promulgation of Promotion 11. Promotion Board results are promulgated centrally by MS CM Ops on the first Thursday of the month that follows the Board8. These are planned promotions and no action is to be taken other than informing the soldier. The final authority for promotion lies with a soldier’s CO (see QR 9.140), but substantive promotion should not be awarded until the Corps’ Order9 has been published. 12. Unit Action. On receipt of a Corps Order notifying a soldier’s promotion, the following action is to be taken:
a. If the soldier is still recommended by the CO, the unit and soldier are to monitor JPA to ensure promotion action has taken place.
b. If the CO considers that the soldier’s current performance does not warrant promotion, he is to notify SO1 REME Sldr Wing and forward an up to date AR. The Corps’ Order will then be cancelled. The soldier will not be considered again for promotion until he is recommended by his CO in an AR (normal promotion and promotion board rules apply).
c. If a CO receives notification of a soldier’s promotion at a time when he considers that he has not known the soldier for sufficient time to decide his fitness for promotion, but has substantial doubts in this respect, he is to inform SO1 REME Sldr Wing who will cancel the entry and republish in 6 months time. If the CO decides the soldier is fit for promotion before 6 months have elapsed, he is to inform SO1 REME Sldr Wing who may republish the promotion in Corps’ Orders without further delay. On receipt of the
7 1 Oct for LCpl to Sgt and 1 Apr – SSgt and above. When a soldier is given continuance under such circumstances he is expected to serve for a minimum of 2 years. 8 Cfn – LCpl is promulgated by CM CSS via the ES Functional Chain. 9 A publication, generated by REME Soldier Wing, alerting the CoC about a soldier’s impending promotion.
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republication the CO is to take action as outlined above. If approved, the soldier’s promotion is to be effective from the original date.
Seniority 13. A soldier’s rank seniority is determined by the date of his promotion to that rank. Holders of substantive rank are senior to all holders of equivalent acting rank who are, in turn, senior to holders of equivalent local rank. 14. Normally the basic rank seniority date for a REME soldier below substantive LCpl (less technicians) is the date of the soldier’s enlistment. Exceptions to this rule are:
a. A junior soldier or a soldier who enlists under the age of 17½ years, who is given seniority from the date on which he reaches 17½ years of age.
b. A re-enlisted or rejoined soldier will be re-granted his former substantive rank, provided that the break in service does not exceed one year (QRs 9.115). For a re-enlisted or rejoined soldier whose break in service is more than 12 months, former rank is not normally to be granted, reckonable service will be calculated in accordance with QRs 9.116.
c. SO1 REME Sldr Wing will decide the seniority date of a soldier who transfers to REME from another Service, Arm or Corps.
15. A soldier who believes that he has been unfairly treated may apply through his CO to SO1 REME Sldr Wing for his case to be reviewed. In extremis a soldier may complain in accordance with AGAI 70. If a soldier decides to follow AGAI 70 the Receiving Officer is normally the soldiers CO.
Annex A. REME Soldier Promotion and CLM Qualification Aide-Memoire. B. REME Soldier Promotion Requirements.
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Annex A to Part III REME CI E6 Issue 10
REME SOLDIER PROMOTION AND CLM QUALIFICATIONS AIDE-MEMOIRE
Rank of Sldr
Date of SJAR
Date for SJAR to arrive at
REME Sldr Wing10
Promotion Board Date
Results Promotion Year
Selected for Promotion
To
CLM Courses to Complete11
Course Information Duration Delivered by Bid to
SSgt 30 Sep 30 Nov January February 1 Apr – 31 Mar
WO2 WO CLM Part 1 (A&S) 5 days REME Arms
School REME Sldr
Wing
WO CLM Part 2 (AWI12)
AWI within 3 Months Unit/AEC
WO CLM Part 3 (AEC) 5 Days AEC AEC
Sgt 30 Nov 31 Jan February April 1 Apr– 31 Mar SSgt
Cpl 31 Jan 31 Mar
April/May June 1 Oct– 30 Sep Sgt SNCO CLM Part 1 (A&S) 10 Days REME Arms
School REME Sldr
Wing SNCO CLM Part 2 (AWI)
AWI within 3 months Unit/AEC
SNCO CLM Part 3 (AEC) 5 days AEC AEC
LCpl 31 Mar
31 May June August 1 Oct– 30 Sep Cpl JNCO CLM Part 1 (A&S) 10 Days REME units Fmn ES
JNCO CLM Part 2 (AWI)
AWI within 3 Months Unit/AEC
JNCO CLM Part 3 (AEC) 5 days AEC AEC
Cfn 31 May 31 Jul September October 1 Oct– 30 Sep LCpl PNCO CLM 10 days REME units Fmn ES
WO2 30 Jun 31 Aug November December 1 Apr– 31 Mar WO1
10 Can advance or delay reports by up to 2 mths. Authority must be sought from REME Sldr Wing for all delayed SJARs. The required SJAR receipt date at APC is a deadline not a suggestion, those received after this date will be reported to Col CM CSS. 11 Previous qualifications may have grandfather rights; see latest CLM Handbook. To be eligible for the next rank, all elements of CLM must be completed before the promotion board sits. 12 Army Workplace Induction
Prior to next Board
Prior to next Board
Prior to next Board
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Annex B to Part III REME CI E6 Issue 10
REME SOLDIER PROMOTION REQUIREMENTS
Ser (a)
Rank Step (b)
Promotion Roll (c)
Min Service in Rank13 (d)
Quals for Sub Rank
(e)
1 Cfn – LCpl Armr, Mtsm, Rec Mech, TSS, VM
Class 2 and SJAR recommendation. 12 months in field force as at 30 Sep
PNCO CLM
2 Cfn – LCpl Technician trades14 Class 3 and SJAR recommendation. PNCO CLM
3 LCpl – Cpl All trades 2 years in sub rank15 as at 30 Sep JNCO CLM Pt 1
4 Cpl - Sgt All trades Class 1 and 2 years in sub rank as at 30 Sep SNCO CLM Pt 1
5 Sgt - SSgt TSS, Rec Mech 316 years in sub rank as at 31 Mar
6 Sgt - SSgt Artisan trades 15 years service17 and 3 years in sub rank as at 31 Mar
7 SSgt – WO2 Artificer trades 416 years in sub rank as at 31 Mar WO CLM Pt 1
8 SSgt – WO2 TSS, Rec Mech 316 years in sub rank as at 31 Mar WO CLM Pt 1
17 years service and 3 years in sub rank as at 31 Mar WO CLM Pt 1
10 WO2 – WO1 All trades 2 years in sub rank as at 31 Mar
13 Trade qualifications must be “as at” and entered on JPA before the respective promotion board convenes 14 Upon successful completion of phase 2 trade training. 15 Generally there is no seniority in sub rank gained by those promoting earlier than others in the promotion year; in essence the promotion year is a qualifying period. Promotion from Sgt-SSgt results in a change in promotion year, Sgts substantiating before 31 Mar will be a promotion year ahead of those substantiating post 1 Apr. Likewise for Art SSgts completing courses before 31 Mar. 16 May be boarded one year early 17 Reckonable service as defined in the Promotions and Appointments Warrant 2009.
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PART IV – ASSIGNMENTS
Introduction 1. Throughout their service in REME, soldiers are at all times to be on the posted strength of a unit or administered by REME Sldr Wing whilst held on the Sickness Absence Management (SAM) list18. Soldier assignment policy is detailed in QRs, paras 9.260-9.274. Individual Assignments 2. General. REME soldiers are assigned in accordance MS’ Binding Principle from which is derived the Individual Assignment policy outlined below. They do not normally move as a result of the Arms Plot as do the Infantry, Royal Armoured Corps and to some degree, the Royal Artillery. However, REME soldiers may be assigned as a direct consequence of a parent unit Arms Plotting, for example, if the incoming unit has a change of role or a reduction in liability. 3. Assignment. An assignment is the removal of a soldier from the unit in which he is serving and his placement into another. The instrument that formalises the posting process is the Assignment Order (AO), normally issued by REME Sldr Wing. The AO is issued via JPA to the soldier and the administrators of both the losing and gaining units. 4. Assignment Policy. The principle underpinning REME assignments is, that soldiers are not moved except:
a. To meet the needs of the service.
b. It is in the soldier’s career interests, e.g. to give a spread of experience of eqpt/unit types or Theatres, or to promote.
c. To meet a reasonable personal request.
5. When. Assignment Orders will be necessary to:
a. Place a soldier who has completed Phase 2 training.
b. Place a soldier onto, or at the completion of, a long course.
c. Replace a soldier who is leaving the Service, changing trade or transferring to another Arm or Service.
d. Place a soldier on promotion in a post of the appropriate rank.
e. To enable an establishment change to be made.
f. To meet an operational requirement.
g. To meet the needs of a soldier who has a dependant with special needs (see AGAIs).
6. Authority for Assignments. In peacetime REME Sldr Wing is the authority for the issue of AOs for REME soldiers. COs may reallocate soldiers between sub units without reference to REME Sldr Wing provided this does not involve a change of PID. 18 This includes absentees.
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7. Notice of Assignment. REME Sldr Wing is to aim to issue AOs 4-6 months in advance of an assignment date19. However this may not always be possible. MS’s Binding Principle underpins all AOs. Some of the more common factors causing a shortened timeframe are:
a. To meet an operational need.
b. Casualty replacement.
c. Ex-course postings.
d. Promotions and commissioning.
e. To meet the requirements of soldiers with special needs dependant/welfare problems.
8. Tour Lengths. Default tour length will be four years for Cfn-SSgt and two-three years for Warrant Officers depending on the post20. Ser (a)
Career Trigger (b)
Length (c)
Comment (d)
1 Initial Posting from Phase 2 4 years 2 Completion of Class 1 2-4 years Dictated by selection for promotion,
unit vacancies and REME priorities. 3 Service in Canada, Belize, Brunei 2 years 4 Army Recruiting / E2 2 years No longer than 3 years due to trade
skill fade 5 Artificers (post course graduation) 2-3 years Provides opportunity to serve with 2
units prior to promotion to WO2 9. AOs will clearly state the planned tour length with a future availability date highlighted; this is for planning purposes only. Whilst every endeavour is made to meet these tour lengths it may be necessary to amend the end of tour dates for the reasons outlined above. In principle, an individual who has given notice to terminate his service or who is within 12 months of completing a full career will not be posted. However giving notice in a post which is normally 2 years does not guarantee extension. REME Sldr Wing remains the authority for extension in post. 10. Requests for Extension of Assignment. Requests to extend an assignment will be considered by REME Sldr Wing alongside additional Corps-wide manning factors. Requests should be made in writing and must be supported by CO/OCs, as appropriate. Justifications are always required. 11. Assignment Date. The date of arrival in the unit is shown on the AO. This is the latest time that the soldier should report for duty. 12. Leave. Any pre or post tour leave entitlement is taken into account, in accordance with ALM, when planning soldier assignment. The arrival date does not account for relocation leave21 nor does it take into account the taking of any Annual Leave.
19 MS’s target is at least 4 months. 20 MS’ Binding Principle remains extant – The needs of the Army come first and those of the soldier and family a very close second. 21 Currently the gaining unit stands the gap created by relocation leave.
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13. Assignment Preference – Soldier Career Review (SCR). The assignment preference is the primary method by which a soldier informs REME Sldr Wing of his personal preference for future employment. The assignment preference is part of the Soldier Career Review (SCR) process which is copied into every soldier’s P/file. Changes to that form are agreed by the soldier, REME Sldr Wing and his chain of command before the personal file records are updated. Soldiers are strongly encouraged to ensure the information held is current and relevant (see Part IX). 14. Assignment Orders (AO)
a. Distribution. The executive instruction for an assignment is the AO. AOs are distributed as follows:
(1) The soldier. (2) The losing unit, in order to:
(a) Notify the soldier.
(b) Initiate his movement to the gaining unit.
(c) SOS the soldier on his departure.
(3) The gaining unit, in order to Arrive the soldier.
(4) Any staging unit, if required.
(5) The soldier’s career file.
(6) The soldier’s Employing Officer (OC or equiv from gaining and losing Unit).
15. Arrival. JPA arrival actions are to be in accordance with SPS/JPA work instructions. The soldier should be arrived at the unit at the first possible moment; failure will leave the soldier at the losing unit and will not allow MS responsibilities to be executed or allowances issued. 16. Return of Service. Tradesmen assigned or detached from a unit to attend a long course (Basic, Class 1 or Artificer course) are often required to commit themselves to a guaranteed return of service in recognition of the training, both financial and operational, being offered. Details of the current Returns of Service (formally referred to as Time Bars) associated with each REME course are shown in AGAI Vol 2 Ch 48 and annually in a Defence Information Note (DIN). REME Sldr Wing coordinate the issue of a Return of Service proforma with course joining instructions. This proforma must be signed by the soldier, countersigned by an officer and returned to REME Sldr Wing before a student will be allowed to attend a course. 17. E2 Appointments. Opportunities exist for REME soldiers to serve in a number of E2 appointments such as CGS’s Briefing Team, Recruiter posts, IS, UOTCs and as AIPTs in the various Army colleges. Soldiers may request consideration for such employment on their SCR. No soldier, regardless of trade, is restricted from applying. Selection of candidates is carried out by REME Sldr Wing and notification will be by signal. High calibre soldiers should be encouraged to apply for these high profile posts. 18. Loan Service. Opportunities exist for soldiers to serve overseas in loan service appointments with the Armed Forces of Oman, Kuwait and Brunei. Volunteers should submit assignment preferences as appropriate, ensuring their wishes are recorded on ARs and remain
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alert to signals initiating trawls for such appointments. It will be assumed volunteers have researched the posts and conditions of service (particularly for families) before submitting themselves for consideration. Should circumstances change they are to immediately inform REME Sldr Wing. 19. Volunteers for Specific Posts/Employment. There are some specific posts for which individuals may volunteer. Applications should be submitted to REME Sldr Wing and be supported on ARs. Again research before volunteering will be assumed.
a. Gurkha units.
b. Helicopter Pilot (Refer to AGAI Volume 2 Paragraph 43.081).
c. Cadet Training Teams.
d. PTI/Adventure Training Instructors.
e. Medical and Dental Technicians. 20. Handovers. There is no manning margin for handovers. However, some posts will, by necessity, demand a handover, particularly those involving stores or money. With the exception of a few designated posts, handovers will not exceed 5 working days. 21. Removal from Post. The procedures to follow for removal from post are given in AGAI 67. REME Sldr Wing will only be involved as part of that process. 22. Assignment Boards. See Part V.
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PART V – CAREER MANAGEMENT BOARDS General 1. REME Sldr Wing is tasked with the execution and integration of various boards within the APC calendar. For ease of reference these are covered in the sections as outlined below:
a. Section 1. Number 7 Soldier Selection Board. b. Section 2. Assignment Board. c. Section 3. REME Soldier Employment Board.
d. Section 4. Employability Board. e. Section 5. Promotion Board.
2. Each of the boards is subject to its own practise, precedent and rules. Where relevant these are exposed below.
Section 1
The No 7 Soldier Selection Board Background 3. REME Sldr Wing regularly presents soldiers to the No 7 Soldier Selection Board (hereafter referred to as No 7 Board) for consideration for assignments to posts on operations or at E2. Due to the high tempo of operations and the shortfall in OPP trades, not to mention those who are non- deployable and breech Individual Harmony Guidelines (IHG), the task of finding suitably qualified and deployable soldiers is becoming more difficult. The No 7 Board is the authority that selects soldiers for such posts, it ratifies any nominations made and appoints to fulfil the manning needs of the Army. Once selected by the No 7 Board the selection process and discussion period is complete and assignment action will then follow. Aim 4. The aim of this Section is to explain the process of the No 7 Board and how it affects the REME soldier and the chain of command. General 5. The No 7 Board is responsible for selecting the following:
a. SNCOs and WOs to fill operational E2 posts on the Operational Commitment Establishment (OCE) for which at least 4 months of notice has been given.
b. Other Ranks (ORs) across all ranks to fill non-operational E2 posts, including IS Roster and VEng (LC) E2 Posts.
6. No 7 Boards are also responsible for overseeing the selection by CM Sldr Wings of the following:
c. SNCOs and WOs to fill operational E1 posts on the OCE. d. ORs across all ranks for operationally-vital E1 posts as directed by Col CM Ops.
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e. British Forces South Atlantic Islands (BFSAI).
f. British Army Trg Unit Suffield (BATUS) Temporary Duty Staff (TDS). g. British Army Trg Unit Kenya (BATUK) TDS.
REME Sldr Wing Involvement with the No 7 Board 7. The Corps must ensure that it has correct representation at the No 7 Board, it is good for the Army, the Corps and the soldier. Some posts lend themselves naturally to specific career groups of REME tradesmen due to their functional competencies (eg. a VM to assist on TDS at BATUS) whilst others are for generic jobs that do not fit neatly into the REME soldiers skill set. Many of these posts (normally at E2) are posts that the REME Sldr could conduct and add significant value (eg a CIMIC SNCO for the OCE) – again we must not let these posts slip to other capbadges; we must compete strongly. REME Sldr Wing No 7 Board Loading Process 8. The process followed at REME Sldr Wing is:
a. Review the job specifications for the position and extract competencies required to fill.
b. Search JPA to find those soldiers with the correct competences.22
c. From the list produced above check the soldier’s separated service23.
d. Check the soldier’s future moves (intended assignments, op tours, career courses etc).
e. Other issues considered in selection:
(1) Is the soldier a volunteer?
(2) Does the post enhance the soldier’s career profile?
(3) Impact of the assignment on the losing unit.
f. Inform the losing Fmn of the intended nomination24. g. Although this list is not exhaustive, if the majority of the serials above have been satisfied the soldier will be presented to the Board.
The Board 9. The No 7 Board consists of experienced officers (normally SO1s), who are tasked with reading the soldiers AR and assessing the soldiers suitability for the post. Dependant on competence, quality and employability of the soldier compared with others presented for the same post they agree or deny the assignment. The soldier stands or falls on the strength of his Annual Report (AR) and operational inserts, all underpinned with his competencies (or ability to secure competences).
22 This does not preclude those without competencies being selected. PDT can include trg. 23 We will use the Separated Service Reporting Tool. 24 At Fmn level (Incl Th Tps and JHC), following notification of nominee minor changes may have to be conducted.
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10. When a soldier has been presented to the Board but fails to secure the post for which he/she was nominated, the No 7 Board may find an alternative post that suits that soldier’s skill set. Post Board Activity 11. Once the No 7 Board has concluded, and following a period of MS soak, the successful candidate list will be published; shortly after Assignment Orders will be issued. The target is to give 4 months notice of such tours. However due to the tempo of ops and other unforeseen instances many posts become vacant at the last minute. In such cases the Field Army must expect these timelines to be reduced. Where a soldier has been deployed on a 6 month tour the losing unit may have to support the gap this assignment creates. Summary 12. The Corps must do as it ought and fill posts in order that capability can be delivered to operations, training units and the Field Army as a whole. The No 7 Board has a very important task to fill and its decisions must not be taken lightly. The Assignment Order issued post Board activity is just that, an order, it is compliant with the Services Discipline Act and is an order from the APC; it is not there to stimulate conversation.
Section 2
Assignment Boards (AB) 13. General. REME Sldr Wing is tasked to run ABs as a result of MS activity. REME Sldr Wing is to publish internally annual Process, Procedure & Rules (PP&R) in accordance with MS Assurance and best practise. These are to be endorsed by the Col REME. 14. Tasks. The AB is to:
a. Appoint those soldiers selected for promotion from that year’s Promotion Board (PB).
b. Appoint soldiers already holding substantive rank and due posting into subsequent posts.
c. Appoint soldiers in acting rank in advance of their promotion selection.
d. Endorse gaps created by manning shortfalls.
15. Composition. The AB will be composed as follows:
a. Chair: SO1 REME Sldr Wing. (SSgt – WO1)
Nominated Desk Officer (Cfn-Sgt)
b. Members: Section Desk Officers – as appropriate. CASM. Other External Members – as appropriate.
Manning Clerks Wing ASM
c. Secretary: SO2 REME Sldr Wing. Nominated manning clerk
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16. AB Timings. The AB runs off the selection order of merit from the Promotion Board (PB). The PB sits at regular intervals throughout the year and normally take 2 or 3 days to complete. The REME AB will follow the PB. AB results for WOs will be promulgated via Fmn MS reps at a period, not to exceed one month, following the AB. Once the ES chain of command has been informed of the findings the AB results will be published on MS Web. Assignment Orders will follow. All other AB (Cfn-SSgt) results will be held for Desk Offr use only. 17. Generation of Vacancies. The PB is the driver for the subsequent move of soldiers. Posts will become vacant due to the following reasons:
a. WOs Commissioned on to Late Entry Terms and Conditions of Service (TACOS).
b. Soldiers leaving the Corps as a result of:
(1) Completion of their 22 year engagement (or 24 years for those on VEng (FC) TACOS). (2) Voluntary Outflow (PVR, notice etc.). (3) Transfer.
b. Soldiers removed from post as a consequence of AGAI 67 Action (blameworthy and non-blameworthy).
c. Changes in liability.
d. Soldiers relegated to the SAM system.
18. Process. REME Sldr Wing will adopt the following process in conducting its ABs:
a. Consideration of Soldiers. Looking at the soldier’s order of merit (OOM) on the feeding PB25, with preference given to the priority of posts to be filled, soldiers will be selected for posts in accordance with their quality, competence and preference. MS’ Binding Principle applies. b. Provisional WO1 and WO2 AB Issued. The initial AB will be issued to ES CoC. Following this a period of ‘soak’ will be enforced to enable the CoC to consider the implications of movements. c. Feedback. If required, the CoC should provide REME Sldr Wing with feedback on the intended AB decision with a penalty statement. d. Review Board. An AB review Board, membership as at para 15 above, sits to consider challenges. e. Final AB Issued. The final AB will be issued via the ES CoC. Once issued to the ES CoC, and not before a period of 3 working days, the list will be made public on MS Web under REME Sldr Wing.
Section 3
25 Returnees (those soldiers on subsequent assignments) will be graded into quartiles of quality. The top quartile of returnee will be considered before the top quartile of the recently promoted soldier from the PB OOM.
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The REME Soldier Employment Board (RSEB)
19. General. There may be occasions when the employment of a REME soldier changes, or a transfer either across the Corps or to another Arm or Service results in a change of TACOS, a change of Main Trade for pay (MTP) or a change of cap badge. In those instances SO1 REME Sldr Wing is to act as the authorising officer; whereby it may be appropriate to convene an RSEB. The soldier may be invited to attend the board and / or produce evidence as required. 20. Aim. The purpose of the RSEB is to consider the suitability of a soldier for service in a REME trade and the terms and conditions of service (TACOS) under which the soldier will serve Examples of when an RSEB may be convened are:
a. To determine the suitability of a soldier requesting a transfer into REME.
b. To determine the suitability of a soldier requesting a change of trades within REME.
c. To consider the suitability of a soldier asking for a change in his/her TACOS.
d. To consider a complaint made by a soldier under the provisions of AGAI 70 or JSP 831.
e. To consider a soldier for employment away from his/her core trade (E2 etc).
f. To consider a soldier for employment in a loan, joint or specialist overseas post.
g. The discharge of a soldier who fails to fulfil the needs of the Army (see para 9.260 of Queen’s Regulations for the Army 75).
h. To ensure the employment of a soldier complies with the needs of the Competent Army Authority (Inspectorate).
21. Board Membership. The RSEB will not have a set membership as no two boards will be the same. Notwithstanding that the RSEB is likely to draw its membership from the following:
a. REME Sldr Wing (in all cases).
b. CD CSS ES Eng Pol & Standards.
c. 11 Trg Bn (SEAE) (for all technical trades).
d. 10 Trg Bn (SEME) (for all mechanical trades).
e. REME AS (for cases involving Artificers).
f. Field Army.
g. Any other member SO1 REME Sldr Wing believes will add value (Occupational Health Officer, Medical Officers, Welfare Agencies, Padre etc).
22. SO1 REME Sldr Wing will direct what departments are to be represented and the minimum ranks/experience of each member. SO2 REME Sldr Wing is responsible for the Boards administration.
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23. Terms of Reference. Prior to the Board SO1 REME Sldr Wing will give clear direction as to the terms of reference (TORs) for the board. As with board membership no two sets of TORs will be the same however they must include:
a. The Aim.
b. Member Responsibilities.
c. Timings and Conduct of the Board.
d. Outcomes Required.
24. Soldier Involvement. There may be occasions when the soldier under review is invited to attend the board in order to produce evidence or provide clarification. If that is the case, SO1 REME Sldr Wing is to write to the soldier’s employing officer giving details of the board, its aims, it conduct and the location. 25. Conduct. The RSEB will take place at a location convenient to the members and, if an interview is required, a location convenient to the soldiers who’s employment is being considered. If possible, and in order to reduce travel, VTC can be used. Prior to the Board, and in camera, the Chairman will set the scene, discuss the procedure and determine the boards outcomes. The following may be covered:
a. Board itinerary.
b. Documents to be consulted:
(1) Appraisal reports (CR, SJAR, NSAR, Op Inserts, commendations etc).
(2) Authenticated trade reports (military and civilian).
(3) Medical files (subject to medical confidentiality).
(4) Welfare reports (subject to confidentiality).
(5) Disciplinary records.
(6) Other relevant documents.
c. Questions to be posed, in what order and by whom.
d. Outcomes to be achieved.
e. Method and timings of result promulgation.
f. Post Board activity.
27. Outcome. The outcome of the Board will be in accordance with its aims26 with a record of decisions produced and a copy lodged in the soldier’s p-file.
26 e.g. if convened to consider a soldier for employment in a loan, joint or specialist overseas post, after reviewing documentation, interviewing the soldier and discussing the application the Board could conclude by saying the soldier is unsuitable, suitable or suitable but with caveats.
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28. Dissemination of Results. Results will be published to the soldier and his CoC and will detail any action to be taken. 29. Challenges. Any challenges are to be in accordance with procedure laid down in AGAI 70 or JSP 831.
Section 4
REME Soldier Wing Employability Board (EB)
30. General. The Employability Board considers the suitability of non-MFD soldiers for employment in the next rank to ensure they are capable of completing MATTs and where applicable meeting CLM course standards27, which include the start standards and course objectives; emphasis is placed on the physical elements with all soldiers expected to complete MATTs 1-9 during the training year and prior to attending the relevant CLM Part 1 course. There are no physical element waivers for REME soldiers, regardless of their JMES grading or CEG. Soldiers that are not capable of meeting physical MATTs should not expect to promote, regardless of the requirement to attend CLM courses (ie promotion to SSgt and WO1). 31. Board Membership. SO1 REME Soldier Wing is the permanent Chairman for all REME Soldier Wing Employability Boards. Employability Boards will consist of the relevant career managers in order to ensure consistency across all boards. C2 MSF REME Promotions Section is to act as the Secretary and the Wing ASM will observe. 32. Procedure. Boards are convened following the respective promotion board and evidence is to be presented by the relevant Desk Officer. The process followed by the board is outlined at the end of this section on page 9. Evidence includes all recent information received from the unit regarding the soldier’s ability to meet the CLM requirements: a. Up to date Appendix 9 to PAP 10. b. Completed BCCS Fit to Attend certificate. c. Service Person Profile Sheet (from JPA). d. Completed Appendix 18 to PAP 10 (where available/requested).
e. Completed Appendix 26 to PAP 10 (where available/requested). 33. Outcome. Using corporate knowledge each Board Member shall place the candidate in one of three categories based on the evidence presented:
a. Yes – The Board believes the soldier can be employed in the higher rank/could complete MATTs, BCCS training where applicable, and is widely employable. Or a non deployable job can be filled for final tour of duty (normally last 2 years); Soldiers in this category will require an authorised waiver as per CLM Handbook. b. More Information Required - Insufficient evidence to make a recommendation.
c. No - The Board believes the soldier cannot be employed in the higher rank/could not complete MATTs, BCCS training where applicable, and is not widely employable.
27 CLM Training & Education Policy Handbook v4.4 dated Mar 15.
34. Consensus. Consensus shall be reached when 3 or more Members grade the candidate with the same recommendation. Where consensus is not reached the Chairman will direct discussion on the candidate. Should it prove impossible for consensus to be reached the candidate is to be graded "More Information Required". 35. Promulgation of Results. Candidates graded "Yes" can move to the Assignment Board phase of the board cycle. Candidates graded "No" are to be informed by their Career Manager in writing via their Commanding Officer of the outcome of the Board. Soldiers graded "More Information Required" will be presented to the next available Employability Board providing:
a. A more detailed Appendix 9 to Ref D is submitted to REME Sldr Wing on time.
OR b. An Appendix 18 and Appendix 26 to Ref D is submitted to REME Sldr Wing on time.
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EMPLOYABILITY BOARD PROCESS
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Section 5
Promotion Boards (PB)
36. General. REME Sldr Wing is tasked to run Promotion Boards for each rank annually. Only one board is to be run for each rank although exceptionally supplementary Special Grading Boards may be run. REME Sldr Wing is to publish internally annual PP&R in accordance with MS Assurance and best practise. These are to be endorsed by the Col REME. 37. Tasks. The PB is to:
a. Consider all soldiers eligible for promotion in the following promotion year. b. Produce an order of merit (OoM) for those soldiers eligible and presented to the board. c. Consider all soldiers presented to the board as supplementary Special Grading Board candidates who have missed a previous report28. d. Comment on any reports that are poorly presented or that are ambiguous in terms of assessing promotability. e. Identify and comment on any reports that do not meet JSP 757 in respect of content or style. f. Provide feedback to the chain of command on any trends that might be identified in terms of style, content or effect with regard to promotion.
38. Composition. The PB will be composed as follows:
a. Chair: • Col REME– for promotion to WO1. • SO1 REME Sldr Wing – for promotion to Cpl - WO2. • SO2 REME Sldr Wing – for promotion to Cfn - LCpl
.b. Members: • Field Army Lt Cols29 – for WO1.
• Maj or above – for WO2. • Capt30 or above – for SSgt. • WO1 or above – for Sgt. • SSgt or above – for Cpl and LCpl.
c. Secretary: • C2 Section P REME Sldr Wing.
d. Observers: • As appropriate.
39. Observers. Observers are strongly encouraged to attend. They must be at least 3 ranks senior to the promotion board candidates. They do not need to necessarily attend the entire board. This is an excellent medium to hone AR skills. 40. AB Timings. All PBs are conducted in line with the Harmonised Soldier Year (HSY) with the express aim of publishing results in line with the HSY timetable. There is no flexibility in these timings. 28 This is only to occur if board members are of the correct rank. 29 Those recently appointed in command or those about to assume command. 30 In or post LAD command.
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a. Cfn to LCpl PB. Sits in Sep for promotion year 1 Oct to 30 Sep. b. LCpl to Cpl PB. Sits in Jul for promotion year 1 Oct to 30 Sep. c. Cpl to Sgt PB. Sits in May for promotion year 1 Oct to 30 Sep. d. Sgt to SSgt PB. Sits in Mar for promotion year 1 Apr to 31 Mar. e. SSgt to WO2 PB. Sits in Jan for promotion year 1 Apr to 31 Mar. f. WO2 to WO1 PB. Sits in Dec for promotion year 1 Apr to 31 Mar. 41. Results. Results will be published by CM Ops in the APC31 (this is not REME Sldr Wing) on the first Thu of the month that follows the PB and in line with HSY. to promote continues to be the Corps Orders as detailed in Part III of this instruction. 42. Generation of Vacancies. Vacancies for promotion are generated by:
a. Promotion into the rank above or commissioned.
b. Soldiers leaving the Corps as a result of:
(1) Completion of their engagement (22 or 24 years for those on VEng (FC) TACOS). (2) Voluntary Outflow (PVR, notice etc..). (3) Transfer.
c. Soldiers removed from post as a consequence of AGAI 67 Action (blameworthy and non-blameworthy).
d. Changes in liability.
e. Soldiers relegated to the SAM system.
31With the exception of Cfn-LCpl results which will be published by REME Sldr Wing via the ES functional Chain of Command.
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PART VI – TRAINING General 1. This chapter covers the training of REME soldiers and is broken down into the following sections:
a. Section 1. REME Career Courses Involving Field and Combat Skills Training b. Section 2. CLM Requirements for Promotion c. Section 3. Career Training Requirements d. Section 4. Spec Quals
e. Section 5. Artificer Selection and Training (Refer to REME Corps Instruction E5)
Section 1
REME Soldier Career Courses Involving Field and Combat Skills Training – Policy for Attendance and Removal 2. General. In the Contemporary Operating Environment (COE) there are no ‘front lines’ in the traditional sense and REME soldiers must be prepared to fight to achieve their mission. For this reason, REME career training for those most likely to command and lead in the COE includes arduous field exercises and training in Basic Close Combat Skills (BCCS). This training is formally assessed. The following REME career courses have assessed field and BCCS phases:
a. The Potential NCO (PNCO) Command, Leadership and Management (CLM) Course. b. Junior NCO CLM (JNCO CLM). c. Senior NCO CLM (SNCO CLM). d. The Artificer Command and Field Course (ACFC) Phase 3.32
3. Balancing the Requirement. REME personnel are selected for promotion based upon their performance, employability and their potential for higher rank. Employability includes their potential for employment in the COE. This policy seeks to balance 2 competing issues:
a. REME personnel (commensurate with their role) must be able to deploy, work, fight, survive, command and lead in the COE. b. REME personnel must be given a fair chance to qualify for promotion if capable of doing so.
4. Other REME Career Training. REME career courses without field and BCCS are listed below, however soldiers attending these course should be capable of passing MATT 2:
32 More detailed guidance on Artificer selection and training is contained in REME Corps Instruction E5 – Artificer Selection and Training.
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a. Phase 1 (ACFC 1) and Phase 2 of REME Artificer Training. b. The REME WOs’ Course (RWOC33).
Policy for Attendance 5. Basic Principle. REME career courses specifically for medically downgraded personnel are no longer run. Downgraded personnel will attend the same courses as fully-fit personnel and be assessed alongside them against the same criteria. REME personnel seeking to attend career training that includes field and BCCS phases are therefore:
a. To hold a ‘deployable’ Medical Deployment Standard (MDS) grading under the Joint Medical Employment Standards (JMES) system. This will typically be one of the following:
(1) P2 Medically Fully Deployable (MFD) with no restrictions. (2) P2 MFD with a medical risk marker (medical ‘flag’). (3) P3 Medically Limited Deployable (MLD)34.
b. To be capable of meeting the course loading criteria, i.e. must have completed MATTs 1-9 (to level 1) in the 12 months leading up to a CLM Pt 1 course, particular emphasis is placed on successful completion of MATT 2. c. To be capable of meeting all course Training Objectives (TOs) – assessed and unassessed - without special consideration35. d. If below P2, able to meet all the input standards (para 5b) and course TOs, and complete the field and BCCS phases without significant risk to their condition.
2. Soldiers Graded P3 MLD. Soldiers graded P3 MLD are to be examined by a Medical Officer (MO), who is to certify that the soldier is fit to undertake the course and to complete the field training and BCCS elements. This certification is to be forwarded ahead of course attendance to the training unit36 in accordance with individual course Joining Instructions (JIs). A checklist of field and BCCS tasks that a student must be able to undertake is at Annex A37. Where doubt or risk still exists, a second examination by a MO is to be organised by the training unit prior to course start38. More detailed guidance for Artificer selection and training is contained in REME Corps Instruction E5 – Artificer Selection and Training. 3. Soldiers Temporarily Downgraded. Soldiers temporarily downgraded, typically to P3 MLD or to a Medically Non-Deployable (MND) grade, are to defer attendance until fully recovered and upgraded or until their grading becomes permanent and a re-assessment is required. 4. Soldiers who become Ill, Injured or whose Medical Grading Changes during Training. Soldiers who become ill, are injured or whose medical grading changes during a career course are to be medically assessed and a case made recommending retention or withdrawal of the soldier
33 AFT must be completed on course. 34 A Medical Board may award the PULHHEEMS grading of P7 MLD but this will be exceptional. 35 ‘Special consideration’ does not include those measures that assist learning, such as the use of different colours on presentation slides, and which are simply good instructional practice. 36 ‘Training unit’ includes the REME AS and all REME Bns that deliver PNCO and JCLM training. 37 Individual courses may require slightly different criteria. 38 This is standard practice, using SMO Arborfield Garrison, for courses conducted at the REME Arms School (REME AS)
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from training. For soldiers on CLM training a decision to retain or return to unit (RTU) will generally be made direct between the training unit and the soldier’s parent unit. For Artificers, more detailed guidance is in REME Corps Instruction E5 – Artificer Selection and Training. 5. Soldiers Permanently Graded MND. As a general principle, soldiers permanently graded MND39 will not be loaded on career courses containing field and BCCS phases. This allows the Corps to maintain its capability in the COE by only selecting, training and promoting those who can function successfully within it. Exceptionally, soldiers with a permanent MND grading may be considered to attend providing:
a. They have been assessed as suitable to be retained in the Corps in accordance with the PULHHEEMS Administrative Pamphlet (PAP) 2010, Chapter 1040. b. Be capable of meeting the course loading criteria, i.e. must have completed MATTs 1-9 (to level 1) in the 12 months leading up to a CLM/SCLM Pt 1 course, particular emphasis is placed on successful completion of MATT 2.
c. They are capable of meeting all course Training Objectives (TOs) – assessed and unassessed - without special consideration. d. They are capable of completing the field and BCCS phases without significant risk to their condition.
6. Further Guidance -Course TOs. Guidance on course TOs may be sought from the following:
a. MSEC(L): Sen Instr Offr Trg (Junior) - 94251 2724 b. ACFC 3: Sen Instr Art Trg - 94251 2357 c. All REME CLM Trg: Sen Instr CLM - 94251 2468
7. Further Guidance - PT and MATTs Requirements. Physical activities are an integral part of REME career courses and integrated PT (with fully fit and downgraded soldiers working together) is usually the norm. On longer career courses (SNCO CLM and ACFC 3) physical activities that promote leadership and personal development are programmed into the course in order to:
a. Allow training staff to assess individual motivation and training risk. b. Allow students to practice devising physical activity programmes themselves. c. Allow students to develop, maintain and measurably improve their own fitness.
As a general guide, soldiers who can pass MATT 2 will be able to gain maximum benefit from training and stand the best chance of passing. An AFT is conducted on SNCO and WO CLM; MATT2 during phases of the ACFC. Further guidance is available from the contacts at paragraph 9a and in individual course JIs. 39 Although there are exceptions (e.g. P3 MND and P7 MLD), MND typically include the PULHHEEMS grades of P0, P4, P7 and P8. 40 Policy for Phase 2 trainees is at DEME(A)-020412 dated 4 May 10 – Medical Waiver Policy for REME Phase 2 Trainees.
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Policy for Removal From Career Training 8. Removal from a REME training course typically involves the soldier being RTU unless the training unit is also the one designated as the soldier’s unit for administrative and disciplinary purposes. Removal from a career course that is required for further promotion or confirmation of appointment (which includes the courses listed at Paragraph 3) constitutes a ‘Removal from Appointment’ and requires the training unit to instigate removal action and reporting in accordance with Army General and Administrative Instructions (AGAIs), Vol 2, Chap 6741. 9. Where such cases arise, removal action will be underpinned by an assessment of whether the removal is blameworthy or non-blameworthy and whether its cause is unsuitability, inefficiency or misconduct. Each case will be different but, as a general guide:
a. Removal due to Values and Standards (V&S) transgression is likely to be classed as blameworthy/misconduct. b. Removal due to a failure to meet the required standard against formal TOs may involve elements of all categories, less misconduct. c. Removal due to Injury or illness is likely to be classed as non-blameworthy/unsuitability.
Section 2
CLM Requirements for Promotion
10. Command Leadership and Management (CLM) course requirements for promotion up to the rank of WO2 are as detailed below.
Courses required for eligibility to attend promotion board to SSgt Selected for Promotion to Substantive WO2
CLM 2008 CLM 2004 1 WO CLM Pt 1 (A&S) WO CLM Pt 2 (A&S) 2 WO CLM Pt 2a46 No Equivalent 3 WO CLM Pt 3 (AEC) WO CLM Pt 1 (AEC)
Course required for Sub WO2 rank to be granted
Courses required for eligibility to attend promotion board to WO1
CLM Transition Grandfather Rights 11. Following numerous changes in the promotion course criteria a number of CLM transition phases were put in place. These ‘Grandfather Rights’ expired as follows:
a. As of 30 Sep 10: JMC (and equivalent courses) and SMC (and equivalent courses) no longer valid qualification for promotion. b. As of 31 Mar 10: ACFC 4 (and equivalent courses) no longer valid qualification for promotion. c. As of 30 Sep 12: JNCO CLM 2004 Pt 1B (A&S) and SNCO CLM 2004 Pt 2 (A&S) no longer valid.
Section 3
Career Training Requirements
12. Career progression and the loading of career courses is the responsibility of REME Soldier Wing in accordance with guidance found within LEES. 13. Class 1 attendance. The entry criteria to all REME Class 1 courses is a minimum of LCpl in acting or substantive rank. In exceptional circumstances Cfn may be accelerated on to their class 1 course if the soldier is PNCO qualified, recommended for promotion and recommended for early class 1 training. In this instance the soldier will start class 1 training in acting rank and substantiate upon completion of their class 1 course.
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14. This will ensure that the output of class 1 training is a junior technical leader capable of exercising independent command, leadership and engineering judgement in all environments. 15. Individuals who fail the Class 1 course will not be eligible to re-attend for a further 12 months. Such individuals must be confirmed as suitable to re-attend by their OC or most appropriate REME officer. 16. Soldiers provisionally selected for promotion to either LCpl or Cpl will not routinely be loaded onto a Class 1 course until completion of the respective CLM qualification to substantiate their Acting rank. 17. Bids from non-REME organisations to attend career courses are to be submitted through Training Branch CD CSS (ES) and will be afforded a priority in line with the operational requirement yet ensuring that there is no adverse effect on REME soldiers.
a. RM. RM tradesmen are allocated a set number of places on certain courses, details of which are included in respective course schedules. Bids over-and-above those already allocated will be considered on a case-by-case basis. b. Gurkha and Royal Gibraltar Regt. Bids are rare and must have been agreed through CD CSS (ES). Applications will be considered on a case-by-case basis.
c. Bids from Other Cap-Badges. Applications will take into account the operational situation but will tend to be afforded a lower priority than that for REME tradesmen.
Section 4
Spec Quals 18. Spec Quals are now recorded as competencies on JPA. Parent units are to ensure that all courses completed by their soldiers are followed by the entering of the correct JPA competence. Additional guidance can be sought from Training Branch CD CSS (ES).
Section 5
Artificer Selection and Training 19. Refer to Corps Instruction E5 – Artificer Selection and Training. Annex: A. Generic Medical Risk Assessment – REME Career Courses Involving Field Training and BCCS Phases
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GENERIC MEDICAL RISK ASSESSMENT AND CONFIRMATION OF MATTs FOR ATTENDANCE ON REME CAREER COURSES INVOLVING FIELD TRAINING AND BCCS PHASES SER ACTIVITY COMPLETE
ACTIVITY? COMMENTS
YES NO (a) (b) (c) (d) (e)
Can the student safely do the following? 1 Participate in up to eight battle lessons (BL) / battle exercises
(BE) per day: undertaken across rough terrain; moving tactically and adopting fire positions (lying, sitting, squatting and standing as dictated by ground cover); and completing a series of tactical BCCS tasks. The BCCS tasks are to include engaging the enemy; conducting battlefield casualty drills and adhering to the rules for handling captured personnel.
2 Examples of appropriate BCCS BL and BE are: To assault a simulated enemy position moving tactically over 500m (fire team) / 800m (section), culminating in a 50m (fire team) / 100m (section) assault. This will require the individual to move tactically as a member of a pair or fire-team, providing covering fire for up to 15 seconds and then running up to 5m and adopting a suitable fire position, for a total distance of up to 100m using fire and manoeuvre
3 To treat and extract a simulated casualty individually dragging a 12 stone dummy for up to 50m and then, with three others, carrying the casualty for a further 200m using an improvised stretcher.
4 To assault a simulated enemy position, using fire and movement for 50m (fire team) or 100m (section), then moving tactically escorting an enemy prisoner to a rendezvous over a
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distance of 300m. 5 Undertake such training carrying a weapon and the following
equipment: During initial deployment; movement to a field location and recovery to a pickup point: combat clothing, boots, helmet and marching order webbing equipment carrying combat body armour (average weight 50 kgs)
6 During each BL / BE: Assault order clothing, boots, helmet, webbing equipment and wearing combat body armour (average weight 35 kgs)
7 Walk during initial deployment to a field location and recovery to a pickup point: walk and jog between each BL and BE location.
8 When moving tactically, use a mixture of running, jumping ditches and gaps, walking, crawling and kneeling. It should not be necessary to climb buildings or jump from heights above one metre.
9 Live in a field location digging shell scrapes (a body length trench dug to a depth of 12 inches) but not fire trenches for protection.
10 Command a drill squad. (Stand for 10-15 minutes) 11 Participate in drill.
Soldier’s Details: MO’s Details: No: …………………………… Signature: ………………………… Rank: …………………………… Date: ………………………… Name: …………………………… 1. Notes: a. Activities in bold are deemed essential in order to meet course TOs. Soldiers unable to undertake them satisfactorily should not be considered for loading on a REME career course that includes field and BCCS phases.
MEDICAL CENTRE STAMP
Annex A to Part VI REME CI E6 Version 10
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b. Individual courses may change the basic range of activities deemed essential (e.g. the Medical Risk Assessment for PAAB attendance emphasises upper body activities and agility). Advice is available from the individual course PoCs at Paragraph 9a. c. BCCS is to be conducted realistically and in accordance with lessons identified from the COE. Soldiers unable to undertake BCCS as described at Ser 12 above should not be considered for attendance on a career course involving BCCS. 2. Unit Declaration (to be signed by the RCMO). This soldier * has/has not achieved Level 1 in MATTs 1-9 in the past 12 months, certificates confirming completion of MATTS are attached along with an up to date App 9 to PAP 10 (if available). Number ………………………………… Rank …………………… Name ………………………………… Unit/Location ………………………………… Signature …………………………………
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PART VII – DISCIPLINE, ADMINISTRATIVE ACTION, COMPLAINTS AND LITIGATION
Introduction 1. This chapter covers career management (CM) issues that emerge as a consequence of soldiers being subject to discipline (in accordance with the Army Act/Services Discipline Act) and administrative action (in accordance with AGAI 67). This part is broken down into the following sections: a. Section 1. Discipline. b. Section 2. Administrative Action. c. Section 3. Other Issues: (1) Postponement of Discharge. (2) Delaying an Assignment. (3) Emerging Policy; the AFA 06. (4) Complaints. (5) Litigation and Compensation.
Section 1
Discipline 2. The Object of Military Law. The object of military law is twofold. First, it is to provide for the maintenance of good order and discipline among members of the Army and in certain circumstances among others who live or work in a military environment. This it does by supplementing the ordinary criminal law of England and the ordinary judicial system with a special code of discipline and a special system for enforcing it. Such special provision is necessary in order to maintain, in time of peace as well as war, and overseas as well as at home, the operational efficiency of an armed force. It is for this reason that acts or omissions which in civil life may amount to no more than breaches of contract (like failing to attend work) or, indeed, mere incivility (like being offensive to a superior) become in the context of army life punishable offences. The second object of military law is to regulate certain aspects of army administration, mainly in those fields which affect individual rights. Thus, there is provision relating to enlistment and discharge, terms of service, forfeitures of and deductions from pay, and billeting. Often in practice, however, the term “military law” is used with regard to its disciplinary provisions rather than its administrative ones. 3. Consequences of Disciplinary Action. Where commanders are in doubt about the appropriate action to take they should seek early advice from the G1 (Disc) and legal staffs in their chain of command in the first instance.
a. Censure. Two types of Censure can be issued depending on the severity of the offence; Discipline Entry or No Discipline Entry. The former will be held on the soldier’s AR file for 12 months for consideration at any potential promotion board. The latter is intended to make a serviceperson aware of the fact that their behaviour has breached the Service Test43 and fallen below acceptable standards but without the matter being reported to
43 “Have the actions or behaviour of a serviceman adversely impacted or are they likely to impact adversely on the efficiency or operational effectiveness of the Army?”
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career boards. In either case the Discipline Entry will be retained in the individual’s P File in the APC. b. Reduction in Rank. The ordering of a reduction in rank is made under the authority of s.332 of the Armed Forces Act 2006 as amended by s.19 of the Armed Forces Act 2011. The rules applicable to reduction in rank apply irrespective of whether the rank is substantive or acting. Removal of local rank does not count as reduction in rank and can be ordered at any time by the CO. Reduction in rank is always ordered by the CO. If a soldier is reduced in rank, the following will be considered:
(1) Minimum Rank in Appointment. A warrant officer or NCO holding an appointment which carries a minimum rank, who is reduced for inefficiency, unsuitability or by court-martial to a rank below the minimum for the appointment, is to be deprived of such appointment and, under instructions of the REME Sldr Wing is either to be returned to the roll appropriate to his original employment or be reclassified in an employment on a roll appropriate to the circumstances of the case. He will not be eligible for promotion during the periods laid down in para 3b(2) below and is not to be reappointed for a minimum of 18 months. (2) Re-promotion. Except for those who merit promotion for distinguished service, warrant officers and NCOs reduced to a lower rank for inefficiency, unsuitability, misconduct or by court-martial will not be eligible for substantive or acting promotion to the next higher rank for the minimum periods shown below:
(a) When reduced to a rank not below Corporal or equivalent - 18 months.
(b) When reduced to the rank of Lance Corporal or equivalent - 12 months.
(c) When reduced to the rank of Cfn, promotion to Lance Corporal may be granted under the normal rules at any time.
(3) At the expiration of the time limits introduced above the soldier may be granted the next higher acting rank under the normal rules; or he may be promoted to the next higher substantive rank, if recommended and qualified, provided that:
(a) A vacancy is available in the rank quota for the higher rank where such promotion is granted by selection to fill a vacancy, or (b) The promotion is authorized by REME Sldr Wing where such promotion is governed wholly by time.
Section 2
Administrative Action
4. Consequences of Administrative Action. Administrative Action is action taken to safeguard or restore the operational effectiveness and efficiency of the Army by commanders using their command authority under Queen’s Regulations. The effect of particular conduct and performance which may damage operational effectiveness is assessed by applying the Service Test. Through the process of the Administrative Report sanctions may be applied to restore current operational effectiveness and safeguard it in the future. The Administrative process involves investigation; reporting; determination; sanction and review. The soldier’s right to complain about any matter relating to his service remains unaffected. This process of self-regulation is familiar to most employers and employees. It is entirely separate from the military
criminal justice system. Administrative Action may result in a range of outcomes from an informal interview or censure, in the most serious cases, termination of service. It is taken in accordance with the procedures set out in AGAI 67, the principal document that governs Administrative Action. 5. In major Administrative Action, warnings and removals, apart from when acting rank is held solely because a soldier selected for promotion has yet to pass CLM, servicemen will be dealt with in their substantive rank. For Minor Administrative Action servicemen are dealt with in their apparent (local or acting) rank. 6. Career Implications. If a soldier is to being investigated for a breach of the Service Test, and a major administrative sanction is being considered, then REME Sldr Wing may be contacted in order to provide career implications. The set letter sent by REME Soldr Wing will summarise the soldier’s career and give the possible implications of a sanction and the effects they may have on the soldier’s career. Points to note:
a. AGAI 67 Information. All major sanctions become effective either at the date of the directed letter awarding the sanction, if the soldier is already eligible for consideration for promotion, or from the date that the soldier becomes eligible for promotion, whichever is later.
(1) Censure (No Discipline Entry). A Censure (No Discipline Entry) is intended to make a serviceman aware of the fact that his behaviour has breached the Service Test and fallen below acceptable standards but without the matter being reported to career boards. The “censure” referred to is the Directed Letter from the Deciding Officer in which the Chain of Command’s disapproval of the Serviceman’s conduct is expressed. A Censure (No Discipline Entry) cannot be awarded as a result of a criminal conviction. A copy of the Directed Letter will be permanently retained on the serviceman’s P File in the APC (these are not shown to career boards), it will not be recorded on the CR file. (2) Censure (Discipline Entry). A Censure (Discipline Entry) is a more serious sanction than a Censure (No Discipline Entry). The “censure” referred to is the Directed Letter from the Deciding Officer in which the Chain of Command’s disapproval of the Serviceman’s conduct is expressed. The Censure (Discipline Entry) is recorded by a Discipline Entry that remains on record (within the AR book) for the remainder of the rehabilitation period or for 12 months if not based on a conviction. A copy of the Directed Letter will be permanently retained on the serviceman’s P File in the APC. The presence of a Discipline Entry may reduce the scores awarded by promotion board members. The quality of the soldier’s ARs will be the determining factor in the final grading at any promotion board.
7. Removal from Appointment. The 3 principal grounds for requesting removal from appointment under the provisions of AGAI 67 (Annex F); unsuitability, inefficiency and misconduct. Every potentially blameworthy removal from appointment must be supported by Major Administrative Action to decide on grounds and culpability. The process of removing a serviceman from appointment should not concern itself with blame but confine itself to whether the serviceman has become untenable in his post. A removal may be found subsequently to be blameworthy but that issue will be decided by the Administrative Action investigation, not the removal process. Col CM CSS is the final authority for removal of REME soldiers from post.
a. Non-Blameworthy. Where a serviceman has to be removed from appointment prematurely under circumstances that do not involve any misconduct or inefficiency, e.g. where the serviceman was unsuitable for the appointment. If a Major Administrative Action investigation has taken place the Deciding Officer must have found that no breach of the Service Test has occurred.
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b. Without Prejudice. It will be unusual to remove a serviceman from appointment before the finding of a court-martial or Major Administrative Action. Normally a serviceman who is untenable in post should be suspended until the allegation is proved or otherwise. However, in some circumstances:
(1) It may be necessary to remove the serviceman before a finding, if the investigation is complex and the post is a key one for which a replacement is urgently required. (2) It may be that the removal from appointment will go ahead irrespective of the finding of the Administrative Action, for example where there is intrusive press interest. In such unusual circumstances the Military Secretary may be asked to authorize a removal without prejudice. Where removal without prejudice is initially authorized, once the Administrative Action is complete the Deciding Officer should inform the Military Secretary whether the Service Test was breached. The Military Secretary will then decide whether the removal was Blameworthy or Non-Blameworthy.
c. Blameworthy. Blameworthy removal may occur after the Deciding Officer of a Major Administrative Action has decided that a breach of the Service Test has occurred or a court-martial or summary dealing has made a finding of guilty. Removal on the grounds of inefficiency will normally follow a period of warning and where no improvement has taken place. It may be that the inefficiency, or its effect, is so great that in the deciding officer’s view no period of warning would be sufficient to correct it. In that case an application for removal from appointment might, unusually, be made at the end of an Administrative Action process but without a period of warning.
Section 3
Other Issues
8. Postponement of Discharge44. A soldier subject to military law should not be discharged or transferred to the reserve if he is pending proceedings for offences. 9. Delaying Assignments of Soldiers under Investigation45. When a soldier is placed under investigation for a criminal offence or is subject to disciplinary or administrative action relating to a breach of the Army’s values and standards, he will not normally be assigned and/or promoted until the disciplinary or administrative process is complete. The chain of command, with advice from REME Sldr Wing, must determine whether the soldier is to remain in his current appointment. CM CSS REME Sldrs is the final authority for removal from appointment. In certain circumstances, and following a full review of an individual’s case, assignment and/or promotion may be authorised on the agreement of the individual’s chain of command and REME Sldr Wing. In determining the appropriate course of action the chain of command and REME Sldr Wing staff should consider the following factors (this list of factors is not exhaustive):
a. Legal/or jurisdiction issues when the assignment involves international movement.
b. The need to move an individual for his or her own safety or the safety of others.
c. The need to avoid a soldier serving in a particular environment, appointment, or type of appointment which, in view of the nature of the allegation against him or her, would be inappropriate.
d. The need to supervise and monitor the soldier whilst the investigation proceeds. 44 See AA 1955, Part 1, ss13. 45 See AGAI Vol 2 Ch 62.
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e. The need for the soldier under investigation to have access and continuity for their legal and unit support.
f. The need to maintain the integrity and morale of the Army.
The Armed Forces Act (AFA) 06
10. Introduction. The Armed Forces Act 2006 (AFA 06) received Royal Assent on 8 November 2006. It replaces the Army Act 1955 and subsequent Armed Forces Acts, although the Reserve Forces Acts continue. 11. Secondary Legislation. AFA 06 confers powers on the Secretary of State or the Defence Council to make regulations by Statutory Instrument in 45 different areas. 12. New Punishments. The powers of punishments available to COs at summary dealing changed from Oct 09 and include punishments ranging from a Suspended Sentence of Service Detention to Stoppage of Leave. A CO may request extended powers of punishment from Higher Authority, normally his immediate superior for discipline. With extended powers the CO can award:
a. Reduction in Rank. For any Warrant Officer or NCO, reduction by one rank, acting or substantive. b. Loss of Seniority. For officers, loss of seniority in their current rank.
Complaints46 13. Resolution. A soldier can complain at any time (subject to time limits) and explain how he has been wronged and what he would like the chain of command to do about it (JSP 831 refers). The intent is that complaints are dealt with at the lowest level and resolution achieved quickly and, where possible, informally. Every effort should be made, where appropriate, to resolve a complaint informally; the making of a complaint is a soldier’s legal right. 14. Investigation. Each complaint should be investigated to establish the facts as clearly as possible and the details accurately recorded. Assignment or discharge are not to be considered as a valid basis for excluding an individual from any inquiries. 15. General. The key features of the Service complaints process are that:
a. Complaints are resolved at one of three levels. b. Complaints may be dealt with by a Service Complaint Panel (SCP). c. Certain categories of complaint will have an independent person on the SCP. d. The Service Complaints Commissioner (the Commissioner) may receive allegations and refer those of certain types to the chain of command for action as Service complaints, should the Service person alleged to have been wronged wish to make such a complaint. The Commissioner will report to Parliament annually of the efficiency, effectiveness and fairness with which the complaints process has operated. e. Service complaints will be submitted on a Service complaint form47.
46 See JSP 831. 47 Annex F to JSP 831.
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16. Complaints Against Annual Reports. JSP 757 contains the general instructions on
appraisal reports. The subject of a report has the opportunity to comment on the first reporting officer’s assessment, but comments do not carry any formal requirement for the second or third reporting officers to give a direct reply. However, the second reporting officer will take any comments into consideration when making their assessment and career managers and selection board members will also see comments. These procedures do not affect the Service person’s right to make a Service complaint at any time within the time limits. Claims for Litigation and Compensation 17. Any claims for litigation or compensation, made by the soldier, his legal counsel or agent, should be sent/directed in the first instance to:
Army Personnel Centre Support Division Litigation Branch Injury Compensation Wing Mail Point 120 Kentigern House 65 Brown Street GLASGOW G2 8EX
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PART VIII – TRANSFER (INTO WITHIN AND OUT OF THE CORPS)
General 1. This instruction describes the Principles underpinning transfers into, within and out of the Corps, and the procedures to follow. The instructions are supported by AGAI Vol 2 Ch 48 and 2014DIN01-014 which remain the authoritative documents. For ease it is broken into sections as follows:
a. Section 1. Principles. b. Section 2. Phase 2 cascades and reallocations. c. Section 3. Trained soldier - Transfer into REME. d. Section 4. Change of Main Trade for Pay (MTP).
Section 1
Principles
2. Freedom of transfer between corps of the Army is essential in order to:
a. Make best use of the Army’s manpower. b. Provide soldiers with the best possible career in the Army commensurate with their skills and mental, physical and technical ability. c. Retain soldiers no longer suited to their present corps or trade, but who may still have years of useful service to the Army. d. Meet deficiencies in certain employments.
3. There is to be no bar to any soldier applying for transfer and soldiers considering giving their notice are to be actively encouraged to consider transfer as an alternative to discharge. Transfer will normally be approved if it is in the interest of the Army and meets the requirements below. 4. Warrant Officers, SNCOs and exceptionally Cpls considering transfer should be warned, when they apply for transfer, that because of their relative lack of experience of their new employment there may be difficulty in absorbing them directly into chosen employment in their present rank. 5. If the transfer is for medical reasons or because the soldier cannot be further employed in his/her present corps, these facts are to be stated on the AF B24148, which is to be forwarded with all relevant supporting paperwork.
Section 2
Phase 2 Soldier Cascades and Reallocations
6. Cascade and Reallocation applies only to soldiers who have completed Phase 1 training and are currently on a Phase 2 trade course. Section 3 describes the transfer process applicable to trained soldiers already serving in the field force.
48 The principal document that prosecutes the transfer process.
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7. Soldiers in Phase 2 training who are found unsuitable for their chosen trade may apply to Cascade within the Corps to another trade or Reallocate out of the Corps to another cap badge. The Cascade and Reallocation procedure is owned by RHQ REME, supported by DSEME Training Review Board (TRB) and the school’s Chain of Command. The following steps describe Cascade and Reallocation process:
a. Soldiers found unsuitable for trade training should undergo a formal TRB to be removed from Phase 2 training. They are to be advised on options to reallocate or cascade. The TRB initiates the reallocation / cascade process. b. The soldier’s Chain of Command should mentor the individual in selecting an appropriate alternative CEG and prepare him/her for the relevant selection assessments. Advice should be sought from SO2 Pers Ops (Sldrs) on Corps manning priorities, entry standards of each CEG and cascade / reallocation availability.
c. All soldiers considering cascade or reallocation must be MFD, clear of any disciplinary issues and have passed a PFA within 2 weeks of their interview with SO2 Pers Ops (Sldrs).
d. SO2 Pers Ops (Sldrs) is to formally interview all soldiers removed from training at the TRB to assess their suitability for their selected CEG and where required, liaise with receiving cap badge Personnel Selection Officers to facilitate selection assessments.
e. Once a soldier has been successful in cascade or reallocation assessment, SO2 Pers Ops (Sldrs) is to generate a letter of authority confirming the change of CEG and future Phase 2 course loading.
Section 3
Post Phase 2 Transfer into and out of REME
8. Official Army Vacancies List. The Official Army Vacancies List (OAVL) is the document that personnel should refer to if they are considering making an application to transfer. It identifies all those trades or specialisms where there is a current or forecast manning shortfall against the A2020 structure which is considered potentially damaging to the Army’s outputs. Within it, the OAVL specifies the criteria for potential candidates wishing to transfer into the Corps, including rank, Length of Service and other specific prerequisite qualifications. DM(A) is the authority for the development of the OAVL with the REME element of the document maintained by the REME Manning Brick. Recognising that this is a live document that changes as manning levels fluctuate, it is the responsibility of the candidate’s CoC to liaise with the APC prior to starting the process, to ensure personnel do not apply for a non-existent vacancy.49 The OAVL will be updated regularly and published on DM(A)’s website and APC’s MS Web Job List page. 9. Applications. All applications to transfer into or out of the Corps by Phase 2 trained soldiers are to be made on AF B241 (with all relevant supporting paperwork). Once initiated by the soldier, it is mandatory that the form be completed and forwarded, with a minimum of delay, to the CM Pol Change of Engagement where any unit objections will be taken into consideration against the wider Army manning picture. Transfer requests are not to be refused at unit level. 10. Transfer out of REME. The criteria to be considered when dealing with an application to transfer out of the Corps are as follows:
a. Normally, Returns of Service (RoS) also known as time bars are to be served in full within the trade discipline concerned.
49 In exceptional circumstances DM(A) may grant authority for transfers into areas not recorded on the OAVL. Such applications are to be made by APC to the REME Manning Brick in the first instance.
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b. The manning for the trade of the soldier in question must be able to absorb the loss without unduly affecting the Corps’ capabilities.
11. Transfers within the Services. Transfers to other Services are detailed in Queen’s Regulations for the Army paras 9.246-9.249. The AF B241 is to be forwarded directly to CM Pol Change of Engagement after completion of Part 3. CM Pol Change of Engagement record the request then forward the form to REME Sldr Wg, who complete part 2, stating their willingness to release the soldier and specifying the earliest release date. The form is then returned to CM Pol Change of Engagement who again record receipt and forward it direct to the relevant service for action. 12. Transfers into the Corps. On receipt of an application to Transfer into REME via CM Pol and REME Sldr Wg, SO2 Pers Ops (Sldrs) will lead a formal selection panel to confirm the suitability of each applicant for their chosen CEG in the Corps. The selection panel is to routinely consist of:
a. SO2 Pers Ops (Sldrs) – President b. Trade champion / SME – Minimum WO1 rank c. CASM or a suitable RHQ representative
The panel will consider each applicant for suitability to transfer into the Corps. Where required, the panel will also align candidates onto the required training pipeline. The transfer assessment will include a formal interview, PFA and a mathematics test. Other checks will confirm:
a. Unexpired Service. The minimum RoS required is 2 years or as given, whichever is the longer. b. Security Clearance. Some posts require soldiers to hold a security clearance and transfer will not be permitted until this is obtained. The soldier’s current unit is to initiate action to obtain the required clearance immediately this is advised by the respective CM Div. Failure to obtain a necessary clearance will halt transfer. Responsibility for initiating any required clearance rests with the parent unit, who are to act on the instruction with a minimum of delay. It should be noted that security clearance can take considerable time and failure to act quickly could deny the soldier his/her planned attendance on specialist training, wasting a valuable course place.
c. Academic suitability. Apart from the mathematics test, each candidate will be required to provide certificates of their academic qualifications to ensure they are up to the required entry standards for their chosen trade group. c. Return of Service. AGAI and Defence Information Notes define the period of Colour Service to be completed after attendance on a course of instruction. Where a soldier will have insufficient residual service to complete the required RoS after any required training and/or period of assessment, AF B6848 is to be raised by the soldier’s parent unit and submitted to REME Sldr Wg prior to the soldier’s attendance on the transfer course. Part 6 of the form is to be endorsed: ‘For benefit of transfer to ....’ Failure to commit to the required RoS will result in the transfer being cancelled. Should a soldier prolong his/her service to meet this condition and subsequently not be accepted for transfer QR(Army), para 9.218 may be invoked, if the soldier so wishes and the failure is not directly his/her fault. d. Medical. The medical standard required for transferees is the same as those for initial entry into the Regular Army. Note that colour perception requirements are strict for electronics-based trades.
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13. Rank. Where possible, a soldier’s rank will be retained. This includes any trade training which may be required. Should there be a requirement to revert in rank for any period of time this will be clearly explained on the Offer to Transfer letter sent to the soldier. All transferees having to revert in rank, will be subject to Mark Time Rates of Pay (MTRP). Each individual case will be considered on merit. 14. Attachment from Other Arms / Corps. Considerable embarrassment may be caused if REME units offer unauthorised attachments for prospective soldiers from other Arms/Corps, only to find that the transfer application is rejected later because there are no REME trade vacancies, or the soldier is below the standard (either physically, educationally or in quality terms expressed in the soldier’s AR) for entry into REME. Such attachments must not be initiated without the authority of REME Sldr Wg. (AGAI Part 2 Ch 48, para 48.019a (2) refers). 15. Contested and Delayed Cases. Where the time required to commence transfer training is greater than 6 months from initiation of the AF B241, or the sending Soldier Wing is unwilling to release a soldier (whilst the receiving Soldier Wing is willing to accept), the transfer paperwork will be forwarded to SO2 Change of Engagement for arbitration. It will be normal for transfer requests to be agreed but there is no right of transfer and the needs of the Army remain paramount. It should also be noted that the transfer of soldiers from units involved on operations and other priority tasks, including recruit training, may be delayed until completion of POTL, completion of intake training or other such logical point, unless the CO of the losing unit is willing to release them early. 16. Rejections. Where REME Sldr Wg rejects a soldier’s request for transfer, despite being accepted by the losing Soldier Wing, the transfer will be cancelled. 17. Acceptance. Once an application to transfer has been approved, CM Pol Change of Engagement will inform the 2 Soldier Wings and soldier’s unit by raising a ‘Provisional Letter of Acceptance of Transfer’. This is to detail the decisions made, advise of any probationary period, the itinerary of any transfer course and reporting dates plus any action required of the soldier and / or his unit. Where the soldier does not have the required RoS the parent unit is responsible for ensuring that AF B6848 is completed to commit the soldier to the required length of service. Soldiers will need to agree, sign and return the offer of transfer before the transfer is complete. 18. Unit Action. A unit receiving authority to transfer a soldier is responsible for ensuring that he/she is despatched to the new unit on the due date. He/she should be fully equipped with pay and documentation up to date. It is the responsibility of the unit receiving the soldier to see that he is in possession of his equipment, that current pay is in issue, and that he is in a state of overall efficiency. 19. Medical Transfer. If the transfer is for medical reasons or because the soldier cannot be further employed in his/her present corps, these facts are to be stated on the AF B241, which is to be forwarded with all relevant supporting paperwork. 20. Completion of AF B241. The soldier is to complete Part 1 stating clearly his reasons for requesting transfer to another cap badge and confirming that he is willing to meet the required minimum RoS and is free of welfare problems. The Unit (normally RCMO/RAO) is to complete Part 1a to confirm:
a. The soldier’s current employment and engagement. b. PULHHEEMS/JMES. c. That the soldier is free from debt and impending G1 issues (welfare and discipline). The existence of a debt precludes transfer to some cap badges but others may accept depending on the type of debt and how managed. A statement from the soldier should be forwarded with the AF B241 (and all supporting paperwork).
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d. Conduct Assessment. As transfer will not normally be permitted for soldiers with a conduct assessment of below Very Good, it is important that the unit confirms both the soldier’s assessment and, where this is other than EXEMPLARY, the acceptability of the soldier to the receiving cap badge before proceeding further with the request. Where the soldier is not acceptable this is to be explained.
e. The CO, or his authorised representative eg RCMO, is then to interview the soldier to ensure that his reasons for requesting transfer are sound and complete Part 1a of AF B241. If transfer is not recommended, the reasons are to be stated.
Section 4
Change of Main Trade for Pay (MTP)
21. General. It will be unusual for soldiers to be permitted to change their primary trade, except when justified on manning grounds or unless, through no fault of their own, personal circumstances are such that they can no longer be employed in that trade. Employing officers are encouraged to seek verbal advice on soldiers’ prospects from ‘losing’ and ‘gaining’ section officers within REME Sldr Wg prior to the submission of any application. 22. Process. The process to apply for a change of trade is the same as per Section 3 for transferees. Individuals must apply for the change of trade using Annex A and APC will initiate the re-trade process accordingly. 23. Change of Employment for Purposes of Training for Artificer Status. When a soldier passes PAAB and is in a non-feeder trade for artificer training, he will be required to change his primary employment. The procedure to be followed in this instance is detailed in Corps Instruction E5. 24. Special Forces. The procedure for REME soldiers who wish to be considered for a tour of duty with Special Forces are covered in AGAI Vol 2 Ch 43. Annex: A. Application to change trade
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Annex A to REME CI E6 Part VIII Issue 9
When complete return to: REME Soldier Wing Mail Point 410 Kentigern House APC 65 Brown Street GLASGOW G2 8EX
APPLICATION TO CHANGE TRADE Note: Parts I, II and III of this application are to be completed in typed format where possible. Part I Soldier’s Details (To be completed by unit) Number: Unit:
Educational Quals: Rank:
Name: Address: Trade (MTP):
Date TOS: Military Employment Quals: DOB: PES: PES Date:
Tel Mil: Run Out Date: Fax Mil: Part II Soldier’s Comments (To be completed by soldier) 1. I wish to change trade from ____________________ to _____________________ 2. My reasons for submitting this application are:
Part III CO/OC’s Comments (To be completed by CO or OC of an independent unit where applicable)
4. Pen Picture:
5. Do you recommend this soldier for the change of trade requested? YES / NO* 6. Are there any medical or welfare reasons which would prevent you accepting the soldier in your unit in his/her* proposed new trade? If YES, please enclose details. YES / NO* 7. Is there any other useful information provided to support this application (e.g. AFB 6730, exam certificates, record of experience)? YES / NO* Give Details:_____________________________________________ 8. CO/OC’s Signature _____________________________ Date _______________ Part IV REME Soldier Wing 9. Load individual for an Assessment at RHQ REME with SO2 Pers Ops Sldrs. Desk Officers 10. Comments: Losing Desk Officer: Gaining Desk Officer:
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PART IX – COMMUNICATION Introduction 1. The REME Soldier Wing (REME Sldr Wing) exists to manage the personnel resources of the Corps and in this respect it is a servant of the Corps. SO1 REME Sldr Wing is responsible to the Directorate of Manning (Army) but clearly liaises closely with CD CSS on all manning matters. 2. In order to carry out its task efficiently, REME Sldr Wing must also have good liaison with all headquarters and units employing REME soldiers. The aim of Part IX, Communication, is to facilitate this liaison. Organisation 3. REME Sldr Wing is now part of Military Secretary (MS) CM Combat Service Support (CSS) Branch which is then broken down into 2 wings RLC and REME. REME Sldr Wing is further organised into five sections, each with a specific responsibility. Further details on all wings can be found on MS Web (www.ms.dii.r.mil.uk) and an organisation chart is at Annex A. Records of Service, Colour Service and REME Reserve matters are all dealt with by separate organisations within the Army Personnel Centre (APC). 4. Normal office hours are Monday to Friday 0800 - 1700hrs. Addresses 5. The following addresses are pertinent:
a. Postal. REME Soldier Wing Mail Point 410 APC Glasgow Kentigern House 65 Brown Street GLASGOW, G2 8EX
b. Signal. APC GLASGOW c. Telephone. (Civ) 0141 224 Ext #
(Mil) Glasgow Military: (9)4561 Ext # d. Email. APC-CSS-REMESldrs-# Means of Communication 6. The appropriate means of communication between units and REME Sldr Wing are to be by letter, signal, telephone or visit and increasingly by e-mail. Whenever possible communications should be by letter and in all instances written correspondence must be received by REME Sldr Wing before any action is taken in response to a request from a unit. E-mail is considered a form of written correspondence. Signals and telephone messages should be reserved for those few cases, which are too urgent to be dealt with by letter. 7. All contact with REME Sldr Wing regarding soldiers’ career management, including assignments and promotion, must be addressed to the appropriate Section Desk Officer. Direct contact between officers and/or soldiers and the manning clerks will not be entertained without prior approval of the Section Desk Officer within REME Sldr Wing.
Visits 8. Liaison visits by officers to REME Sldr Wing are encouraged, however it is essential that they are pre-arranged and that the subjects to be discussed are made known to the office in advance. Visits by officers who are about to take up appointments such as Comd ES, CO REME, OC LAD, OC Wksp, RCMO or Adjt are welcomed and are usually of great mutual benefit. The format for a pre-visit request proforma is shown at Annex B. 9. All requests for visits to REME Sldr Wing are to be forwarded to the Wing WO (APC-CSS-REMESldrs-WO2) by completing the visit proforma at Annex B, who will then check the availability of Desk Officers for the visit. Proformas are to be forwarded in all cases including career interviews with the appropriate Section Officer. Visit proformae are to be received at least ten working days prior to the visit. It is essential that all discussion points are annotated and only the soldiers that you require to discuss are entered on the proforma. Miscellaneous 10. Correspondence. In order to save time and avoid confusion all correspondence, signals and telephone messages should contain the following details of any soldiers concerned. The use of the MTP – the soldier’s trade – in all forms of communication has become increasingly important and must always be quoted. Written correspondence is preferred.
Unit 1 RIFLES Number 12345678 Rank LCpl Name and Initials Snoggins A Main Trade for Pay (MTP) VMB
Units are expected to maintain forwarding addresses for past members of their units. 11. Roadshows. REME Sldr Wing is to conduct regular roadshows in order to pass MS guidance to attendees. Roadshows should occur annually and be delivered to REME soldiers and the CoC geographically (preferably based on Bde AORs). The POC for roadshows will be the HQ of the Fmn ES. Prior to REME Sldr Wings visit individuals may wish to have an interview, if this is the case the interview performa at Annex C is to be sent to the Wing WO at least 1 week before the roadshow takes place. Individuals may ask for an interview on the day of the roadshow but personal details will be lacking and only generic advice will be given. 12. Unit Briefings. REME Soldier Wing will also conduct bespoke Unit Visits subject to availability and budget. As above soldiers who require interviews at these briefings should submit an interview performa at least 1 week before the briefing takes place. 13. FCRs. REME Sldr Wing use the Soldiers Career Review (SCR, see Part XI) to deliver the Formal Career Review. This is normally generated by the soldier, added to by the ES CoC and finalised by REME Sldr Wing. Questions that are raised on the SCR are normally answered by either the interviewing officer (OC, Bde SO2 ES etc) or REME Sldr Wing. Units may ask for REME Sldr Wing to deliver such a FCR when required. This should be the exception rather than the rule and will be subject to budget, staff availability and circumstances surrounding the request. 14. Craftsman Magazine Articles. REME Sldr Wing is to use the medium of the Craftsman Magazine to disseminate REME career management key points, changes in policy or emerging policy. 15. Electronic Means. REME Sldr Wing relies on electronic means to disseminate information. Where possible all board results will be published on these media. The two main sites are:
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a. MS Web. With an address of www.ms.dii.r.mil.uk MS Web contains links to all MS career management issues. Soldiers and those with MS responsibilities are to monitor MS Web at regular intervals. They should also use it as the first port of call when searching for information. MS Web also contains the gateway to other APC departments such as Reserves and FTRS, Colour Service section etc.
b. ArmyNET. With an address of www.armynet.mod.uk ArmyNET is an internet that offers access to an restricted version of MS Web. It also allows soldiers to pose questions on its Forum.
16. REME AS Career Courses. When requested, REME Sldr Wing is to present to command courses at the REME AS. As a minimum the following courses should have REME Sldr Wing representation: a. Lt Cols’ Briefings. b. Company Commanders’ Courses. c. Captains’ Courses. 17. Command Board. SO1 REME Sldr Wing is to be prepared to report on CM trends and emerging manning concerns on REME Command Boards and other such Command level meeting. Annexes: Annex A. REME Sldr Wing Organisation Chart. Annex B. Unit Visit Performa. Annex C. Interview Performa.
104 Log Bde AIR, DE&S 2 Med Bde, RMP Bde, 51 Inf Bde, 5 FS BN REME Swrts, Med /Dent
Peter Young (2801)
8 FCE Engr Comd FDT No7 Board BATUK/FALKLANDS
Karen Irving (2329)
Art Elect Art Veh Art Wpns
Marion Ferguson (3670)
1 Arty Bde 1 Int & Surv Air Man Enablers
Paul Viola (2889)
AG, Standing Tasks 102 Log Bde 4 AAC, 3 AAC
Paul Vandermotten (3477)
Promotion/ Boarding
CPL-SSGT VM ART VEH ART ELECT ART AC AV
Mandy Begg (8075)
Promotion / Boarding
Cfn VMs Art Wpns
Ashley Paterson (3467)
Promotion / Boarding
Tech Ac, Av, Elect TS Spec
Mairi Bogan (2577)
Promotion / Boarding
LCpl Vms Armr/Gun ftr WO Artisans
Camile McWilliams (3442)
Promotion / Boarding
Mtsm Swrt
LT COL M Hood (Retd)
SO1 BOARDING
(8056)
Annex B to Part IX REME CI E6
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VISIT TO CSS Branch
Rank and Name:......................................... Appt:......................... Unit: .......................................... Tel: .......................... Date of Visit: ............................. Desk Offrs to be visited: ..................................... ..................................... ..................................... ..................................... Visitor Car Pass Required YES/NO Car Details: Make: …………………………… Model: …………………………… Colour: …………………………… VRN: …………………………… Approx Time of Arrival: …………………............... Wing to be visited: RLC Soldiers * AGC Soldiers * REME Soldier * The following must be completed for all soldiers to be discussed:
Number Rank Name Trade Discussion Point
Note: This proforma must be returned at least 2 weeks before the visit. There is no military accommodation in Kentigern House. Visitors should book a hotel room through the Defence Hotel Reservation Service if accommodation is required.
Annex C to Part IX REME CI E6 Issue 10
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REME SOLDIER WING ROADSHOW INTERVIEW PROFORMA Part 1. Soldier’s Details Number
Rank Name
Trade (CEG)
Unit TOS Date
Part 2. Soldier’s Question
Date
Signed
Part 3. Comments By CO/OC
Signed
Name Post/Rank
Date
Unit Contact Number
Once completed this document and any supporting information should be sent directly to REME Sldr Wing for the attention of the Projects WO, not via the ES chain of command. This document should be at REME Sldr Wing at least 14 days prior to the roadshow date: REME Sldr Wing Mail Point 412 Kentigern House or fax to Glasgow (94561) 3093 Army Personel Centre 65 Brown Street GLASGOW, G2 8EX
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PART X – ASSURANCE
Introduction 1. The Field Army and REME Soldier Wing (REME Sldr Wing) must ensure it complies with these instructions. In order to ensure compliance there are two levels of assurance:
a. Compliance within the Field Army. Monitored by compliance inspections such as TECHEVAL, Annual Assessment of a Unit and Col REME visits. Comds ES will harvest such results and inform RHQ REME of compliance, trends and patterns. b. Compliance within REME Sldr Wing. Monitored by APC’s CM Pol and the meeting of several pre-set performance indicators. SO2 REME Soldiers and Wing ASM will also conduct an annual review of Policy, Practice and Rules, SOP and Desk Top Instructions to see how they dovetail into these instructions.
Field Army Compliance 2. In order to ensure the Field Army are conducting their command responsibilities with regard to MS the following should form part of the REME TECHEVAL:
a. Appraisal Report Completion. The number of soldiers in the Unit that are outstanding an Appraisal Report (SJAR, NSAR etc); results should be recorded (including soldiers details) with notes added to explain the tardiness of the report. b. Soldiers in Acting Rank. The number of soldiers holding Acting Rank whilst waiting for CLM. This report should focus on those who have been waiting for between 6 and 12 months and what plans are in place to attend training. Those soldiers who have exceeded the 12 month qualification period are to be recorded separately in order to allow REME Sldr Wing to make a decision whether to reduce the soldier to his substantive rank or not (see Part VI – Training). c. Accuracy of JPA Recorded Competencies. As JPA is the medium that informs REME Soldier Wing of a soldiers technical competence it is important that it is kept up to date. As an example there are many soldiers who have been precluded from Promotion Boards because their qualifications have been incorrectly recorded (eg CLM and Class 1 or 2 trade qualifications). Inspections should include a sample check of a soldier’s record to ensure it’s correct. REME Sldr Wing can be contacted to confirm details as required. d. Manning in Accordance with Establishment/MP&GA. Unit strengths will be scrutinised to ensure its establishment and any gap imposed by MP&GA is maintained. e. Separated Service Report. Confirmation that reported statistics on the Sep Svc Reporting Tool represent reality within the Unit.
REME Sldr Wing Compliance 3. In addition to the assurance procedures imposed on REME Sldr Wing by its internal mechanisms it is also to ensure compliance to these instructions by reporting on the following performance indicators (PIs). The Personnel Operations Working Group (Pers Ops WG) will be updated throughout the year:
a. Roadshows. The number of soldiers attending a REME Roadshow annually. This PI should be in excess of 35% of Corps Strength.
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b. Manning to MP&GA. The number of shortfall of manpower experienced by Units. This PI should be unit manning at 100% of the MP&GA adjusted manning figure within 12 months of its introduction. c. Assignment Preference. REME Sldr Wing is to report on the number of soldiers who have had their assignment preference fulfilled. The target for this PI is 70% receiving their 1st choice of assignment. d. Notice of Assignment. REME Sldr Wing is to report on the notice time soldiers receive before being warned to report to their new unit. The target for this PI is 4 months. e. Class 1 Upgrader Training. Subject to recommendation, REME Sldr Wing is to load soldiers onto their Class 2 to 1 upgrading course no later than their 4th year of service post their Class 2 competence point. The target for this PI is reaching 90% of soldiers loaded by their 4th year of service as a Class 2 soldier. A second target to this PI is to ensure courses are loaded to maximum capacity; target is to exceed 95% of courses loaded to capacity. f. Transfers into REME. Transfers to REME from other A&S must be executed expeditiously. The target for this PI is acceptance or denial into REME within 6 weeks of application. g. Delivery of SCR. REME Sldr Wing is to return completed SCRs within 6 weeks of receipt. The target PI 90% of SCR received are answered within 6 weeks.
4. Other Reports and Returns (R2) & Management Information. REME Sldr Wing is also to provide the following information:
a. Appraisal Reports. This management information is broken down into two areas:
(1) Pre-PB. Six weeks prior to a PB sitting a list of soldiers who are to be considered by Board is to be published on MS Web. This list is to show the soldier, by unit, his eligibility and the reason for non-eligibility (ie no SJAR/NSAR unqualified, lack of residual service etc). This list is to be refreshed at PB m inus 1 week. (2) Post PB. A list of all soldiers not presented at the PB due to lack of SJAR/NSAR. This list is to be broken down by soldier’s details, unit and person holding the SJAR/NSAR. C2 Promotion section is to engage with the CoC within one week of the board concluding.
b. Bespoke Manning Reports. When requested REME Sldr Wing is to provide bespoke ad-hoc manning reports. c. REME Dashboard. REME Soldier Wing ASM is to provide monthly stats to the REME dashboard via the Manning Brick.
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PART XI – OTHER CAREER MANAGEMENT ISSUES 1. This Part is broken down into 8 Sections:
a. Section 1. Driving Licences.
b. Section 2. Formal Career Review (FCR) & Soldiers Career Review (SCR).
c. Section 3. Versatile Engagement.
d. Section 4. Military Training Instructors (MTI). (Refer to REME Corps Instruction E10)
e. Section 5. Selection of soldiers to Become Instructors at RMAS.
f. Section 6. MS Referral and M3D Tagging.
g. Section 7. Management of REME Soldiers Below the Minimum Medical Standard.
h. Section 8. Rejoins / Re-enlistments.
Section 1
Driving Licences
Introduction 2. Driving is a key skill across the Corps; either to provide operational mobility or to enable soldiers to perform their trade. Corps driving policy is based on the following:
a. There should be a ratio of 1.5 drivers per prime mover. This equates to approximately 5,000 drivers of all types to meet the Deployable Component (DC) requirement.
b. Operationally, the most junior person in a vehicle crew should drive; NCOs should, where possible, command.
c. Officers, Warrant Officers and SNCOs (less Recovery Mechanics) should be able to drive for administrative moves.
d. Recovery Mechanics and Vehicle Mechanics are required to drive as part of their trades.
3. REME Driver Requirement. The REME driver requirement by Trade and Class is summarised at Annex A. Annex A also indicates where driver training is delivered. Loss of Licence 4. Loss of Licence for Disciplinary Reasons. The rules and action to be taken pertaining to loss of driving licences for disciplinary offences are laid down in AGAI 51.091-51.094. As the source document, they should be consulted first along with the notes below. For clarification advice can be sought from REME Sldr Wing. All losses of licences are to be formally recorded on JPA with notification sent to REME Sldr Wing.
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5. Rec Mech. Driving is an essential part of a Rec Mech’s duties. Without the appropriate licences he cannot complete his duties. Therefore Rec Mechs who are barred from driving for legal reasons will, on conviction, be removed from the Rec Mech role and reassessed at the highest assessment for which they are qualified which is not dependent upon their ability to drive. Where no other employment qualification is held, this will be as Soldier 999. In cases where a soldier has no alternative employment qualifications he should be given the option in writing of either continuing to work as a Rec Mech on duties not involving driving, or being employed at general duties not requiring a formal qualification. 6. VM. All VMs are required to drive but it is possible to carry out the majority of their tasks without. To that end Commanding Officers retain the right to allow VMs who have been banned for less than 12 months to continue at trade in duties that do not involve driving, however during that period they will not be eligible for promotion For soldiers who receive a ban of greater that one year this discretion does not apply and they will be dealt with in a similar way to Rec Mechs. 7. Other Trades. For all other trades, during any period when a soldier is not permitted to drive an Army vehicle they are not to be classified in an employment requiring driving skills. 8. Implications for Pay. A Rec Mech, or a VM, who is reassessed as a result of being banned from driving and mustered as Soldier 999 will be paid at an appropriate Increment Level for their seniority and on the Lower Band. Mark Time Rates of Pay are not applicable. Thus for LCpl-Sgt50 Rec Mech and VMs any reassessment of trade will result in an immediate loss of pay. 9. Implications for Promotion. For Rec Mechs and VMs where trade classification is dependant on holding driving licences, a soldier who is banned from driving will be considered to be Class 3 and thus ineligible for consideration for further promotion until reinstated. A Rec Mech or VM who has been selected but not yet promoted, will cease to be qualified for promotion and therefore will not promote. Soldiers promoted but not fully qualified, will be treated as if their rank had been substantiated. For any other tradesman, it will be for his OC/CO to decide if the circumstances surrounding the incident justify a change of recommendation, para 9.140 of JSP 481 remains extant. The CO retains authority over the promotion of a soldier whilst the soldier is serving under his command. 10. Action on Return of Licence. When reinstated51, the soldier will then be granted their original trade classification and assessment for pay (Rec Mech and VM) subject to their Commanding Officer being satisfied that they have maintained the required standards in the other elements of trade. Reference B refers. 11. Civilian Court Prohibitions. Where a soldier is prohibited from driving by a civilian court in the UK then the ban extends to both military and civilian vehicles. The civilian ban is, however, territorial and does not extend to countries outside the UK. An FMT 600 must be withdrawn for the period of the ban. In extremis, a Commanding Officer may reinstate the FMT 600, and thus the authority to drive Service vehicles, in countries outside the UK where there are urgent operational reasons for doing so. Where a soldier is prohibited from driving by a civilian court outside the UK then the decision of the court must be respected within that jurisdiction unless Status of Forces Acts (SOFAs) or Memorandum of Understandings (MOUs) still permit the soldier to drive Service vehicles. In all cases where a ban is imposed consideration should be given to reassessment prior to reinstating the FMT 600. 12. Specific Cases: Rec Mech and VMs.
a. Loss of licence as Class 3 – cannot gain Class 2 until regain driving licences.
50 Based on Jan 07 allocation of trades to Higher and Lower pay bands. 51 Regain of civilian driving licence and assessment and test by Defence Driving Examiner.
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b. Loss of licence as Class 2 – cannot commence Class 1 training until gain driving licences; ineligible for promotion. Revert, by unit, to Class 3.
c. Loss of licence during Class 1 course – complete course but do not gain Class 1 qualification until regain driving licences.
d. Loss of licence as Class 1 – not eligible for promotion until the soldier regains his driving licences.
13. Loss of Licence for Medical Reasons. All personnel are obliged by law to inform the DVLA when a change in medical circumstance may have some effect on their ability to drive. The subsequent decision by the DVLA on the retention or withdrawal of driving licences is to be passed to REME Sldr Wing. Future employment implications, in line with the manning situation at the time, will be considered and a recommendation on retention/future employability will be made to HQ DEME(A). JPA Action 14. JPA action by the Unit JPA Discipline Administrator is required along with informing REME Sldr Wing of any imposition of driving disqualification or limitation. Similarly, JPA action is also required to promulgate the lifting of a driving prohibition and the reinstatement of driving licences. REME Sldr Wing are also to be informed. Extended Driving Bans 15. All personnel are to be aware that some driving offences can incur driving bans in excess of 2 years. In such cases and where the DVLA decide to permanently withhold a licence or part of it (eg refuse to reissue a Cat C+E licence) which makes future full employment at trade difficult, administrative action may be sought to cease or amend a soldier’s engagement. The principle applies; if a soldier is not able to carry out the full range of duties over a period exceeding 12 months he should be considered for employment in alternative trade. This may carry financial implications. BF(G) Licenses 16. Standing Order British Army (Germany) 3208 must be consulted in all cases involving the loss of a driving licence in BF(G). A tradesman who loses the ability to drive in Germany due to the loss of their BF(G) licence will not necessarily be posted prior to their expected end of tour date. They will usually be required to complete their current posting. Trade and pay implications are still to be carried out in accordance with this instruction.
Section 2
Formal Career Review Background 17. The ECAB NECSt Emerging Findings Paper recognised that there was a requirement to take a more consistent view across the Army towards optimising soldiers’ potential and that a mechanism for assisting in this would be the Formal Career Review for Soldiers (FCR(S)). FCR(S) for REME will be delivered where possible by the chain of command supported by REME Sldr Wing. Records will be held using the SCR format.
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Aim 18. The aim of the FCR is to provide soldiers with a career review that examines future employment and career advancement and that includes consideration of the soldier’s personal aspirations. This to be undertaken with all soldiers at an agreed point in their service. Principles 19. The following principles are pertinent:
a. Maximum use is to be made of the functional chain of command in delivering REME FCR(S). Interviews need not be conducted by REME Sldr Wing.
b. FCR(S) have been identified as an enhancement to the career management and development of soldiers; this emerged from NECSt.
c. FCR(S) should be delivered by a REME Officer or WO, or with a REME Officer or WO present to advise on special to arm matters. This could be BEME / SO2 ES or their REME Bn RCMO.
d. FCR(S) is to be recorded using the SCR format52. Once complete the SCR is to be copied to the unit and the individual (for inclusion in his PDR) and kept in the individual’s P File.
Objectives 20. The FCR(S) is to:
a. Provide an objective appraisal of promotion prospects in the context of the individual’s career to date.
b. Provide an opportunity to discuss posting preferences in a 3 to 5 year timeframe.
c. Provide the opportunity to discuss transfer options.
d. Provide the opportunity to discuss personal factors and constraints.
e. Provide an opportunity to discuss personal development aspirations.
f. Provide the opportunity to verify personal records.
Timings 21. FCR(S)s are to be delivered to a soldier at a minimum of two points in his career53:
a. FCR(1). 12 months after completion of Class 1.
b. FCR(2). 30 months after completion of Artificer course or at the 14 year point. 22. Additional FCR(S) may be needed, for example when a soldier is due posting or is promoted. Reporting and Recording
52 This included the PPP. 53 Assuming he serves out to the end of VEng(FC).
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23. The format for recording FCR(S) is the Soldier Career Review (SCR)54 published by REME Sldr Wing and available, along with guidance on its completion, on MS Web. 24. The SCR is to be stored as follows:
a. Individual – for inclusion in Personal Development Record (PDR).
b. Unit – for inclusion in unit P File.
c. REME Sldr Wing – for inclusion in the individual’s P File. Expectation Management 25. The interviewing officer is to take the soldier through what could happen with their career, what rank they may achieve and, in an ideal world, how they might achieve or enhance their chances. They should also receive a candid STIREP on what is likely to happen; the art of the possible balanced with the art of the likely. The two views may be different and the soldier will get the most from the process if he arrives with an open mind. 26. Interviewing Officers are reminded that delivery of the FCR(S) results in a recorded document. Advice and guidance must be well researched, prepared and thorough. Ignorance is not an excuse. Roles 27. Interviewing Officer. This should normally be the CoC. Where there is no direct REME Officer or WO then it is likely to be the SO2 ES / BEME or RCMO of the relevant Bde or Bn. Comds’ ES (or HR Rep) are responsible for strategy within their areas. 28. REME Sldr Wing. REME Sldr Wing is to:
a. Provide relevant career information when asked.
b. Coordinate and issue instruction on the use of SCR as the reporting format.
c. Act as Interviewing Officer when requested or appropriate. Communications 29. Guidance notes on the completion of SCR are available on MS Web with the authority for the document vested in REME Sldr Wing. Summary 30. The introduction of FCR(S) represents a significant enhancement to the career management of soldiers. Born from the various retention initiatives prompted by NECSt this initiative will, over a full career, offer every REME soldier the opportunity to receive two formal career reviews. These reviews will be delivered, in the main, by the chain of command supported by REME Sldr Wing and will present each individual the opportunity to discuss their promotion prospects and career aspirations, personal development opportunities and other personal issues. The effort needed, by the soldier but particularly by the interviewing officer, should not be underestimated.
54 See Annex B.
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Section 3
Versatile Engagement
Introduction 31. The Versatile Engagement (VEng) was introduced as a type of engagement available to new Army entrants from 1 Jan 08. VEng consists of three stages; the Short, Full and Long Career. Personnel already serving on 1 Jan 08 remain on their current engagements, unless offered the opportunity to transfer to the VEng Full or Long Career through REME Sldr Wing. From 1 Jan 08, soldiers initially enlist on a Short Career for 12 years service. During this initial 12 years service, the soldier will be considered for conversion to a Full Career (VEng(FC)) and service to a total of 24 years. Selection for a Long Career (VEng(LC)) will extend the soldier’s service to 30 years initially, and thereafter in 6 year blocks as required by the Army and up to the Normal Retirement Age (NRA) of 55 years. Pensions 32. The VEng structure is tied to the provisions of the Armed Forces Pensions Scheme (AFPS 75 and 05). This ensures that the soldier who is discharged at the end of a Short or Full career, will have qualified for either the Resettlement Grant (12 years) or an Early Departure Payment (EDP) point if on AFPS 05 (between 18 and 24 years service), or the Immediate Pension (IP) of AFPS 75 (22 years). There is no change to the pension rights of a soldier currently serving on the OPENG/NOTENG/Type S who accepts an offer of a VEng Full Career. Stages 33. There are three stages to the VEng:
a. Short Career (VEng(SC)). From 1 Jan 08 the Short Career replaced the OPENG for new Army entrants enlisting on or after that date. The Short Career is an engagement lasting 12 years from the date of enlistment. Personnel will have the opportunity to convert to a Full Career if they meet the conversion criteria and a manning requirement exists.
b. Full Career (VEng(FC)). This is a term of 24 years from the date of enlistment. Personnel will have the opportunity to convert to a Long Career, if they meet the conversion criteria and a manning requirement exists.
c. Long Career (VEng(LC)). This is a term initially of 30 years from the date of enlistment. Personnel will have an opportunity to extend their service beyond 30 years if they meet the relevant criteria and a manning requirement exists. This extended service will normally be granted in 6 year periods up to the NRA of 55yrs55. The Long Career will subsume the current Long Service List (LSL) and individual capbadge Longer Service Schemes.
Conversion 34. The conversion process and criteria will be detailed in the Versatile Engagement DIN due for publication in Jul 14.
55 DM(A) remain the authority to retain personnel in service beyond the age of 55.
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Promotion 35. Under VEng there is likely to be a slowing of promotion across the ranks as full career profiles are stretched from 22 years to 24 years. REME Sldr Wing will monitor this and provide feedback through the CoC and MS Web. Terms of Service 36. Transfer to the Regular Reserve. All those enlisted between 1 Jan 08 and 5 Aug 08 have the right to request a transfer to the reserve after completing 4 years’ service (the minimum commitment period) beginning with the date of enlistment. Those who enlist on or after 6 Aug 08 have the right to transfer to the reserve 4 years after enlistment or the person’s 18th birthday, whichever is latter. 37. Reserve Liability. Individuals will continue to have a reserve liability which will be calculated in accordance with current legislation. 38. Notice Period. The notice period for leaving the regular Army for those on VEng is 12 months. This also applies to personnel who have been granted a period of continuance on the Short or Full Career. 39. Continuance in Army Service Beyond Completion of Engagement. Continued service is possible for soldiers serving on the Short or Full Career. Personnel on the Long Career are not eligible for continuance. Any such period of continued service will not normally exceed 2 years. Other than for the purpose of promotion under the residual service rules, individuals who decline an offer of conversion between the Short, Full and Long Careers may still apply for a period continuance to REME Sldr Wing in their final year of service. Any such application will be dealt with on a case by case basis and in accordance with current policy. Soldiers who are on continued service on VEng will not be eligible for promotion. 40. Reversion in Rank. Soldiers serving on the VEng will not normally be reverted in rank when awarded continuance. REME Sldr Wing will only make an offer of continuance where there is manning requirement in substantive rank. 41. Reckonable Service for Pension Purposes. A period of continued service may still be awarded to safeguard pension rights under both AFPS 75 and AFPS 05 in accordance with QR9.105. 42. Residual Service Rule for Promotion. The residual service rule for promotion is applicable to soldiers on the VEng. As of Nov 2007, an individual who is to be considered for substantive promotion in a given promotion year, must have a minimum of 12 months of residual service prior to their normal run out date, calculated from the start of that promotion year. If selected for substantive promotion, a soldier will be required to serve for a minimum of 2 years in the higher rank, calculated from the day of taking up their new appointment in that rank. If they have less than 24 months of residual service from the day of taking up their new appointment, they will be required to extend their service by the period needed to make up the difference. The necessary period of continuance will be granted to achieve this. 43. Transfer Policy. A successful voluntary transfer application will not require an individual to revert to a shorter term of service under the VEng. The receiving capbadge may however require an individual to extend their service by converting to either the Full or Long Career on transfer. 44. Service Beyond the Age of 55yrs. Where an individual is selected for further service and he will attain the age of 55 before the expiry of that further service, he will be extended for an additional term until his 55th birthday. DM(A) remains the authority for service of individuals
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beyond NRA of 55yrs. Applications for extensions of service are to be submitted to DM(A), through REME Sldr Wing not more than ROD minus 2 years. 45. Conversion from OPENG to VEng. For individuals who opt to transfer to the VEng from the OPENG or other engagements from before 1 Jan 08 the relevant date for service remains as defined in QRs 9.108. 46. Rejoins. Those individuals who have transferred to the reserve, must rejoin on their previous engagement, but may subsequently be offered transfer to VEng ToS. Benefits Of Conversion 47. Transfer to the VEng(FC) and VEng(LC) will result in greater career certainty and additional years of service that may be counted towards pension. Individuals should also note that longer service under VEng provides them with additional years of promotion opportunity. An individual’s right to give notice is not affected.
Section 4
Military Training Instructors
48. Refer to REME Corps Instruction E10 – Military Training Instructors.
Section 5
Selection of Soldiers to Become Instructors at RMAS Introduction 49. The Corps must ensure we are well represented by high quality SNCO instructors at the Royal Military Academy Sandhurst (RMAS), it is good for the Army and the Corps, such service can also be beneficial to the soldier as he/she will serve in a prestigious multi-cap badged organisation delivering instruction and training to future officers. Aim 50. The aim of this instruction is to detail REME Soldier Wing’s process for career managing those soldiers who want to be considered for such employment. It is broken down into 3 sub-sections. Pre-selection 51. Potential Instructors must be at least substantive Sgts, recommended for promotion, and ideally should have 2 years experience as a Pl Sgt (or equivalent) with a realistic expectation of reaching substantive SSgt by the end of their RMAS tour. The following should also be noted: a. It will be advantageous for all substantive SSgts to have completed CLM It is unlikely
that individuals will be given time to gain this qualification during their tour at the Academy.
b. Ideally individuals should have operational experience.
c. An adventurous training qualification is desirable. 52. Identification. Application to become a Potential RMAS instructor is not limited to T S Spec, the opportunity is open to all trade groups within REME. Soldiers will be identified through
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the medium of Appraisal Reports and positive recommendations from the chain of command. SO2 REME Sldr Wing will collate all nominations, volunteers and field any queries. 53. Qualifications. The qualifications required of RMAS Instructors are shown at para 65 below. If an individual has still to gain one or more of these qualifications at the time the nomination is made it does not prevent application however qualifications will need to be secured before the soldier is loaded on the RMAS Cadre. 54. Standards. Instructors at RMAS are in constant contact with officer cadets. They are expected, by their excellent character, ability and bearing, to set the example of a first class Regimental/Corps SNCO. They should have no disciplinary history which makes their position as Instructors untenable. Instructors teach Drill, Skill at Arms, Section and Platoon tactics, First Aid and CBRN. At some point in their tour they will be appointed to act as SSgt of a platoon of officer cadets under training. Selection 55. Call for Candidates. Each year RMAS calls for volunteers to attend the RMAS Cadre. This call in notice will come via REME Soldier Wing and will be sent to the ES CoC and also be sent to any volunteers identified (see para 4 above). If an individual has still to gain one or more of these qualifications at the time the nomination form is submitted it should be clearly marked as “course to be completed by . . .” MS Soldiers will then allocate a provisional place on the cadre, which will be confirmed once MS Soldiers is informed of the successful completion of the course. All communications will come via SO2 REME Sldrs Wing.
56. Selection Process. This selection process is a fiercely competitive all arms pool of highly motivated and trained SNCOs. The Cadre, held at RMAS and its supporting training areas, is conducted to assess potential instructors on their suitability to become an instructor. 57. Cadre. Final selection takes place at the end of the Cadre Course. Those instructing on the Cadre are forbidden from giving any external indication as to an individual’s progress. Commanders are requested to refrain from making any such enquiries about their subordinates. Those selected to be an Instructor take up their appointments at the start of the Autumn Term. Individuals will be posted onto RMAS strength in the August that follows their selection. Post Selection 58. Selected SNCOs will be allowed to return to their units after the Cadre has finished in order to sort out personal administration. Continuation training now forms an integral part of the cadre for successful candidates. 59. Promotion. Those that have successfully completed the Cadre and are selected for employment at RMAS will, where necessary, be granted local rank on the last day of the course and the acting rank of SSgt on the day of their posting to the Academy. These individuals are to have an up to date annual report completed prior to being posted to Sandhurst.
Point of Contact 60. Prior to Cadre. The point of contact for all RMAS Instructor issues is SO2 REME Soldier Wing, MS Soldiers CSS, on Glasgow Military 94561 Ext 3448. Course Qualifications Required by Candidates for RMAS Instructors Cadre. 61. Listed below are the mandatory qualifications required before any Sgt/SSgt will be considered for a vacancy on the Instructors Cadre:
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a. Other Arms (Cbt Arms qualifications differ)
(1) All Arms NCO Skill at Arms (SA (B) 90) (6 weeks) (2) SCBC Phase 2 (Tactics)56 (8 weeks) (3) LFTT (FFQ) OR LFTT (TA)(SA(A)90) or (SA(C)90) (4 weeks) (4) All Arms Drill Advanced Instructor (5 weeks) (5) NBC Defence Instructor (4 weeks) (6) Battlefield Casualty Drill Trainer (1 week)
62. Candidates are strongly encouraged to ensure that any FMT 600 held is endorsed for Landrover WOLF prior to attending the Cadre.
Section 6
MS Referral and M3D Tagging General 63. MS Referral is vital in supporting the Army’s aim of Safeguarding Children and Vulnerable Groups57 (VGs). The Military Secretary has mandated58 that this is to be applied by Career Managers and relevant personnel in order that all involved in the process follow appropriate procedures to safeguard the interests of those who are most vulnerable. Purpose 64. The MS Referral Process is the process by which the Army ensures that, in order to comply with UK legislation, Army personnel are not employed in positions or given tasks that require them to work, or give rise to a reasonable expectation that regular / recurrent contact could occur, with Under 18 Year Olds (U18s) not serving in the Armed Forces and / or those undergoing Phase 1 and Phase 2 Training if they are disqualified by law from such employment or, on the basis of the information available at the time of assignment/tasking, are judged to be unsuited to it by character. Background 65. Referral. Any Regular Army, TA or Reservist who qualifies for consideration for MS Referral positions/employment is only to be employed after a number of background checks have been conducted and where legally entitled includes a CRB check. On successful completion of these checks they will be assessed as suitable by character in the light of any information revealed. This is the MS Referral process. The APC is the only organisation permitted to make the final assignment or confirm employment suitability. If the manning imperative is such that an individual must be moved into a MS Referral position or given MS Referral employment before the process is complete, the authority of SO1 REME Sldr Wing must be obtained first. 66. Mandatory CRB checks. As with all other employers in the UK, the MOD is required by law to conduct a check into the criminal background and employment disqualifications of the military and civilian personnel it employs. This check is known as a CRB check. It applies if 56 Females exempt. 57 AGAI Vol 3 Ch 119 – Army Policy on Safeguarding Vulnerable Groups Jan 11. 58 04Deliver/Rec/413CRB dated 1 Oct 11 - The MS Referral Process.
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personnel are being considered for paid or voluntary employment in a ‘regulated position’, which involves working with VGs. Personnel are only to be employed in such positions if judged suitable following completion of the check. The MS Referral process is the wider process by which the suitability of serving Army personnel for employment in regulated and care positions is determined. Therefore the CRB check has been incorporated into it. 67. Discretionary CRB checks for non-regulated positions. In addition to mandatory CRB checks, the MOD is also legally empowered to conduct checks on personnel being considered for certain employment in training establishments. It is MOD policy to exercise this legal empowerment. Therefore CRB checks are to be conducted on personnel being considered for employment in positions in Phase 1 and Phase 2 training establishments in England, Wales and Northern Ireland that involve caring for, training, supervising, or being solely in charge of persons aged Under 18. The MOD term for these is non-regulated positions. Therefore the MS Referral process includes a CRB check for all non-regulated positions. 68. CRB check validity. MOD policy is that CRB checks currently have a validity of 5 years after which time they must be renewed. REME Sldr Wing may require an individual to submit a new CRB application if there are major changes in the nature of a post. A new CRB application is also required if there is a reasonable belief that there is new disclosure information held on the individual which would affect their suitability for continued employment in regulated activity, and there is no other way of obtaining confirmation of this information. 69. CRB check portability. CRB checks made whilst an individual is employed within the Army are portable to another post within the Army, given that the VGs are the same and the work is similar, although REME Sldr Wing may undertake other appropriate checks before taking assignment action. CRB checks made outside the MoD are not portable into the MoD and therefore an individual with a CRB certificate issued for regulated activity outside of the MOD will be required to submit a new CRB application for an MOD nominating authority to determine whether or not to employ in regulated activity for the MOD. 70. Authority to proceed with assignment/employment ‘at risk’. SO1 REME Sldr Wing has the authority to approve assignment or employment ‘at risk’. Additionally, the receiving/employing unit must give due consideration to the consequences, actual and potential, and accept them in writing, that the individual is content to be assigned/employed ‘at risk’. They should also satisfy themselves of the imperative to proceed ‘at risk’, rather than to delay the start date in position or employment. 71. Action in the event of an incident or additional information after assignment has started. In the event that an individual who has been assigned to a MS Referral position and who subsequently acts in a manner that makes their continued service in that position or employment unacceptable, or a past action of this kind comes to light, the unit in conjunction with REME Sldr Wing should take the appropriate steps to have the individual removed from post, following disciplinary and/or administrative action as appropriate. Following such removal, MS Referral section will insert an M3d tag against the JPA record of the individual concerned.
Section 7
Management of REME Soldiers Below The Minimum Medical Standard General. 72. The Army’s policy for the management of personnel below the minimum medical standard for their Arm or Service has been revised with details published in ABN13/10 dated 10 Feb 10. Included in the policy are the procedures outlined in the PULHHEEMS Administrative Pamphlet 2010 (PAP 10).
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73. The new minimum standard for the employment of soldiers is Permanently Medically Limited Deployable (MLD)59. COs of REME personnel are to apply these minimum standards for the retention of soldiers in order to maintain maximum deployability and combat effectiveness. 74. Where there are permanent medical limitations to an individual’s employability, the Chain of Command is to ensure that individuals make informed decisions on whether they wish to remain in the Army, based on a clear understanding of the career, financial and welfare implications of retention. It may be in the interests of the individual to be discharged. Overarching Policy 75. The Joint Medical Discharge Policy with regards to permanently downgraded personnel is:
The Armed Forces will discharge all those medically unfit for military service. However, the Armed Forces may retain those seriously injured, if they wish to stay, for as long as60 there is a worthwhile role61 or it is judged to be in the interest of the individual and the Army62.
76. The key objective is to ensure that the skills that personnel have acquired through long and expensive training (normally Class 1 for REME) should not be wasted if continued employment can be found which:
a. Is within their medical capacity
b. Will not exacerbate their medical condition
c. Will not place at risk the health and safety of others. 77. If and when suitable employment compatible with the individual’s medical and employability assessment cannot be found63 either:
a. In REME and CEG
b. In REME in another CEG64
c. In another capbadge
d. At E2 the individual is to be discharged under 9.385 on the authority of MS / DGAPC or 9.414 on authority of DM(A), as per PAP 10 Chtr 10. Process 78. If the Medical Officer (MO) believes that a soldier will become permanently downgraded either Medically Non Deployable (MND) or MLD, App 1865 to PAP10 should be initiated by the MO and forwarded to the unit CO for completion. It is the responsibility of the CO66 to make an initial employability assessment by completing App 1867. 79. As a result, coupled with advice from APC REME Sldr Wing, the CO can apply to (in order):
59 P3 or exceptionally P7. 60 The period of retention will be directed by the Army Employment Board (AEB) and will be subject to review. 61 The ability to perform useful military employment, for which an individual is suitable, qualified or can be reasonably trained. 62 Applies when no worthwhile role can be identified. Ultimately it is for the AEB to decide. 63 PAP 10, Chapter 4, Paragraph 0406. 64 There may be a need for training and therefore investment. 65 Occupational Report on an Individual for Occupational Health Purposes (Including Medical Boarding). 66 If CO is non REME assistance is to be sought from the senior Corps representative within the unit or APC REME Sldr Wing. 67 Para 7 will need to be completed by APC REME Soldier Wing.
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a. Retain the soldier (by completing App 868 to PAP10)
b. Reassign the soldier (In exceptional circumstances, where an individuals abilities can be suitably employed elsewhere, APC REME Sldr Wing may reassign the individual)69
c. Reallocate/discharge the soldier (by completing App 2270 to PAP10).
DM(A) remains the authority for all options. 80. The CO on his own is only authorised to retain a soldier in his unit until the soldier’s planned EOT. Any period beyond that will need agreement from APC REME Sldr Wing and will be confirmed in writing with the soldier as part of the App 8 process. Whilst any soldier remains below the minimum medical standard the individual will be run to an Employability Board before any promotion or assignment is authorised by APC REME Sldr Wing. Details are outlined in Section 3, Part V of this Corps Instr. 81. For decisions the soldier disagrees with, the appeals process through the Army Employment Board (AEB) is to be used. 82. A flow chart of the above process is attached at Annex F.
Section 8
Corps Rejoins / Re-enlistments
Introduction 83. Detailed instructions on the Induction into the Regular Army of personnel with previous Military Experience can be found in DCI (A) 63/03 – Induction into the Regular Army of personnel with Previous Military Experience. This Corps Instruction is designed to provide outline guidance for the processing of candidates in the following categories: Enlistment and re-enlistment for Regular Army Reservists, ex Service personnel and members of the Reserves.
a. Reservist or an ex-Regular Soldier can apply at an AFCO/ACIO to rejoin the Colours or to re-enlist. The application will be processed by Recruiting staff and candidates are advised not to apply direct to their former cap badge or to contact REME Soldier Wing at any stage to ask what progress is being made with their applications as Colour service section within APC is responsible for the admin of all rejoin applicants. All necessary action and correspondence relating to all applications will be dealt with by the Recruiting Staff. If a candidate is clearly ineligible or unsuitable they will be informed accordingly by the Recruiting Staff.
b. Whenever a candidate applies for re-enlistment care is taken at the outset to establish whether or not they are still serving on the Reserve. If in doubt AFCOs/ACIOs will contact MS Occurrences in order that this may be established. A Reservist must not be re-attested.
Definitions 84. The following definitions apply to ex Regular servicemen/women with the same principle applied to ex Reserve servicemen/women, unless specified otherwise: 68 Application Form for Permission to Retain a Soldier Whose JMES has Fallen Below the Minimum for the Arm/Corps. 69 App 8 to PAP10 must still be completed, under guidance from APC REME Sldr Wing, by/on behalf of the receiving unit. 70 Application for Reallocation or discharge of a Soldier Medically Unfit for Employment within Current Arm or Service.
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a. Re-joiner: An ex Field Army soldier who left the Army and has a Reserve liability. (less Army Reserves)
b. Trained Re-Enlister:
(1) A trained ex Field Army soldier who has been discharged from full-time or regular Reserve service (i.e. CDT, DCM, SNLR, Med, Compassionate, Welfare).
(2) A trained ex serviceman (RN/RM, or RAF) for general service with the Army.
c. Untrained Re-Enlister. A recruit who discharged pre-Phase 1, during Phase 1 or during Phase 2 training.
Employment Classification 85. A candidate who had a particular employment classification prior to transfer to the reserve (re-joiner) or discharge (re-enlister) and who applies to re-join/re-enlist may only be re-granted an employment assessment held on transfer to the reserve or discharge by REME Soldier Wing provided he/she:
a. Re-enlists within 12 months71 from the date of their transfer to the reserve/discharge.
b. Understands that the standard qualifications on which their original employment assessment was based on transfer to the reserve/discharge have not been amended since they were assessed and or issued.
c. Understands that the original employment in which they were assessed has not been placed in a lower class.
d. Understands that they re-join/re-enlist into a trade group to which the employment is appropriate.
Process 86. An application from an ex Field Army Soldier who left the Army and has a Reserve Liability is to be initiated through an AFCO/ACIO. The process for rejoining can be found at: a. Re-joiner – Annex A b. Trained Re-Enlister – Annex B c. Re-Enlister Pre Phase 1, During Phase 1 or Phase 2 Training – Annex C
71 This may be increased if suitable experience can be proven.
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Members Of The Army Reserves 87. Members of the Reserves can be defined as falling into the following categories, bearing in mind the principles of the definitions at Para 84 above:
a. Those serving Reserve soldiers who wish to transfer to the Regular Army (less FTRS). b. Those that have left the Reserves and wish to enlist into the Regular Army. c. Those serving on FTRS or mobilised Reserves who wish to enlist into the Regular Army.
88. The process for applying to transfer from the Reserves to the regular Army is highlighted below.
a. Step 1. An individual decides they wish to transfer to the Regular Army. He or she seeks guidance from their Adjutant in the first instance (or CoC). The Adjutant will provide advice and guidance on the transfer process and also arrange for a letter of recommendation to be written by the Commanding Officer and mustering of medical documents. The individual is also to complete RG 8 Part 1.
b. Step 2. Individual visits and arranges an interview at their local AFCO/ACIO. Adjutant passes on letter of recommendation and medical documents prior to interview. Individual will be subjected to the standard Army educational and medical entry assessments relating to REME (this may be different to the unit in which they are currently serving). RG 8 and medical documents forwarded to ADSC for screening (without confirmation of capbadge ADSC will probably be unwilling to process Applicant). Providing he or she pass the entry standards, their application, on an AFB 203, along with the recommendation from the Commanding Officer, will be sent to the APC, CSS DMS MS Occurrences who will then make an offer, in conjunction with REME Soldier Wing based on the application form and vacancies available.
c. Step 3. REME Soldier Wing (MS Occurrences) will confirm at what phase of training an individual should enter the Regular Army and at what rank, based on their Reserve rank and experience. The means by which this is done is the Employment Board where the applicants’ transferable skills in terms of training, experience or any currency that may have been gained in the civilian or military spheres are assessed. This board will also make recommendations on future employment either in terms of military or trade training, the types of future posts, the rank, terms and conditions of service. Previous military training and experience, particularly operational, will obviously be taken into account during this process, to ensure no unnecessary training is demanded from individuals. Where possible a waiver will be provided for Common Military Syllabus (Recruit), i.e. Regular Phase 1 Training, however this will not always be the case and in certain instances individuals may be asked to complete this aspect as a condition. Employment Board Members (1) REME Sldr Wing – SO1 as chair (2) CD CSS – SO1 ES Eng Pol & Stds (3) REME Arms School
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(4) Field Force Rep
d. Step 4. Once accepted, individuals will be discharged from the Reserves before enlisting, at the local AFCO/ACIO as a Regular Soldier. REME Soldier Wing will direct if any Special-to-Arm (STA) training is to be carried out by the applicant. If individuals have remained in REME, then accreditation may be provided for your previous STA training conducted while in the TA but this is required to be authorised by Col REME.
89. Those that have left the Reserves and wish to enlist into the Regular Army will be treated as a new Contract depending on length of time out of the service. 90. Those serving on FTRS or mobilised Reserves who wish to enlist into the Regular Army but are currently not deployed operationally, should refer to Para 6. For those deployed operationally, Para 6 applies except that application is made in theatre with the aspiration being to conduct the enlistment on a change of engagement basis through RTMC Chilwell. 91. In all cases, note is to be taken of any change in circumstance and AFB 203 raised if necessary. Premature Termination Of Colour Service (Qrs 1975 Para 9.391) For Personnel Re-Enlisted Into The Regular Army 92. This is more commonly known as Discharge as of Right (DAOR). The statutory right to claim discharge under the provisions of QRs 75 Paragraph 9.391 applies only to personnel enlisted into the Regular Army for the first time. Personnel re-enlisted after previous service in the Regular Army have no such right. This is made clear in the Notice Paper handed to each Candidate prior to attestation which they acknowledge in their Attestation Paper but is to be pointed out by the ARO prior to attestation. Security Clearance 93. A former soldier’s vetting is valid up to the 12 month point after leaving the Army. A Basic Check (BC) for a re-joiner or re-enlister, who has been out of the Army for more than 12 months, will need to be completed. If the soldier requires SC or DV clearance, this should be applied for as soon as possible and will be fast tracked through the DVA system. To ensure that this is flagged up to the DVA, applicants should ensure that the Recruiting staff annotates the front of the MOD F 1109 at the top with either “RE-JOINER” or “RE-ENLISTER” in clear bold capital letters. Annexes: A. Driving Licence Requirements. B. Example SCR C. Rejoin Flow Chart D. Trained Re-enlister Flow Chart E. Untrained Re-enlister Flow Chart F. Management of Non MFD REME Soldiers – Process Flow Chart
Annex A to Part XI REME CI E6 Issue 10
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DRIVING LICENCE REQUIREMENTS
Ser Trade Trade Requirements Delivery Remarks
Ph 22 Ph 3 1 Rec Mech Cat C+E and Cat H required
before Cl 3 awarded Cat C+E
Cat H
Before trade training.
2 VM A Cat C+E and H before Cl 2 granted
Cat C+E
Cat H
Should leave Ph 2 with Cat C+E, Cat H.
3 VM B Cat C+E before Cl 2 granted Cat C+E Should leave Ph 2 with Cat C+E. 60 VM B per year (posting dependant) to receive Cat H.
4 Remaining Mech Trades
Nil Cat C/C+E Cat C/C+E All eligible to Cat C+E training in Ph 2 or 1st tour under DTE arrangements.
5 All Tech Trades
Nil Cat C/C+E Cat C/C+E 85 % Tech Elect and 80% Tech Ac/Av to receive Cat B, Cat C+E training in Ph 2 or 1st tour under DTE arrangements. Remaining 15% and 20% respectively, if eligible, to receive Cat B in Ph 2 and Cat C/C+E in 1st tour at DST(N) or by DT(C).
6 Tech Stmn/TS Spec
Tech Stmn – Nil
TS Spec – Some Cat H
Cat C/C+E Cat H All eligible to receive Cat B, Cat C+E training in Ph 2 or 1st tour under DTE arrangements. Those TS Spec who are to drive CVR(T) in REME Bns to be Cat H trained in Bns under units arrangements.
Notes: 1. Driver training consists of 3 elements: licence acquisition, Service General Service Driver Conversion (the military skills required of a driver eg convoy drills, hand signals) and familiarisation training on the vehicle train the driver will operate. 2. All eligible REME personnel should leave Ph 2 with a Cat B licence. 3. SEAE to determine which Techs receive driver training in Ph 2 based on eligibility for, and ability to pass, Cat B training. 4. Where insufficient capacity exists at DST Leconfield to deliver Cat C/C+E training to tradesmen in Ph 2 within 4 weeks of finishing initial trade training, a soldier will be posted to his first unit and a booking will be made for his subsequent return to DST for driver training.
Annex A to Part XI REME CI E6 Issue 10
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5. In those cases, supported by the chain of command, where soldiers have been unable to attend driver training due to operational deployments Class 2 status will be back dated to the time when the soldier had completed the requisite competencies in their trade book.
Annex B to
Part XI REME Corps Inst E6 Issue 10
Issue 10 E6 - 11 - B - 1
OFFICIAL
SOLDIER CAREER REVIEW (EXAMPLE)
PERSONAL DETAILS Service Number Rank DoB Seniority Surname & Initials
12345678 Cpl 25 Jan 82 1 Oct 07 Smith A B Assignment Start
Date EOT Date Current Unit & Location
1 Oct 07 30 Sep 09 1 Blankshires LAD / Tidworth ROD Trade/CEQ & Class
Marital Status, Sex / Age of
Children eg. M/6
Married, F4, M10
APPOINTMENT PREFERENCES Remarks
1 4 CS Bn Tidworth
2
AI Regt south of England
3
REME CS Bn in UK
Negative Not BF(G)
PREVIOUS POSTINGS Remarks
1 2 CS Bn / Fallingbostel / Jan 01 to Apr 03
2
HCR / Windsor / Apr 03 to Mar 05
3
CRT / Arborfield / Mar 05 to Oct 07
OPERATIONAL TOUR / MAJOR EXERCISE UNDERTAKINGS
Only major events and only covering the last 3 years Type
Op / Ex Name Dates
Ex Sp Winter Repair Programme Jan 01 – May 01
Op TELIC May – Nov 04 Ex Adv Trg Bavaria Sep – Dec 05
PES DEPLOYABILITY Are you available for an operational tour? If not, why not? – Give short reason. Anticipated date when available?
Op Tour – Yes although I am P3 (R) I am deployable. My PES is to be reviewed within the next month.
Smith AB
SIGNATURE DATE
Annex B to
Part XI REME Corps Inst E6 Issue 10
Issue 10 E6 - 11 - B - 2
OFFICIAL
PERSONAL DRIVERS
An analysis of those aspects of an individual’s life and personal aspirations that impact upon career management
External Pressures Mortgage, Schooling, OU Study, Wife Employment, etc.
Wife is undergoing an episode of medical care at Salisbury Hospital. Not complete until Mid 2010.
Personal Priorities
Support to my wife during her forthcoming medical treatment whilst ensuring I progress at trade, promote and become an Artificer.
CAREER TEMPLATE
An expansion of Personal Drivers to include a timeline of key events / drivers
08 09 10 11 12 13 14 15
Current Appointment
OTHER FACTORS 1. 2. 3. 4.
Op HERRICK Posting Wife to Hospital Child at GCSE
Annex B to
Part XI REME Corps Inst E6 Issue 10
Issue 10 E6 - 11 - B - 3
OFFICIAL
PROMOTION
Year 04 05 06 07 08 Rank LCpl Cpl Cpl Cpl Cpl Grade A / Y B / P A /Y A / Y A / Y Board Score 36 N/A N/A 34 39 Board Position 12th N/A N/A 39th 7th Number Selected 19 N/A N/A 25 10 Promotion Average
• Cpl VM B – 8.86 yrs of Service (YOS).
o You promoted at the 7.35 year of svc point. A year and a half in front of average.
• Sgt VM B – 14.98 YOS.
o You were selected for promotion
within the Prom Year 1 Oct 08 – 30 Sep 09. Therefore will secure promotion between the 11.98 and 12.98 yr of svc point.
• SSgt VMB – 18.28 YOS.
• WO2 VMB – 19.70 YOS.
• SSgt Art Veh – 13.11 YOS.
• WO2 Art Veh – 17.35 YOS.
• WO1 Art Veh – 18.62 YOS.
Discussion To cover: Promotion process Board grading definitions Other Points (record as necessary)
• Selected for Sgt at 2nd consideration.
• In advance of Corps Ave.
• Highly competitive pool (you were in a cohort of 240 VMs being considered).
• You promoted 3 yrs in front of average
• Probably move on with promotion.
• Cannot promote to SSgt VM until 15
YOS point.
• Cannot promote to WO VM until 17 YOS point.
Annex B to
Part XI REME Corps Inst E6 Issue 10
Issue 10 E6 - 11 - B - 4
OFFICIAL
REQUIRED FURTHER ACTION If necessary
INTERVIEWER APC SLDR What are your future intentions regarding the CM of Cpl Smith? It can be seen by Cpl Smiths profile that he is ahead of his peers. He is proactive and displays the qualities of an Artificer. What are the chances of him succeeding on an ASCLB? What quals does he need? I If qualified when will he go to ASCLB. His OC and the CO intend to strongly recommend him for Art Trg?
No you cannot stay in post, you must move on promotion by 30 Sep 09. There are vacancies at 4 CS Bn (same area). We intend to assign Cpl Smith there on promotion in Oct 08 Vice Sgt Brown. Smith scored very highly on the Promotion Board. The ASCLB looks a little deeper into the soldier’s qualities and considers those needed to follow the Artificer path. He appears to have these qualities and more. I cannot comment on his chances at ASCLB, it is Chaired by Comd REME AS and has a fixed Board membership. Also, as I do not know the field he would compete against, it is difficult to compare. Pse see Corps Inst E5. An explicit recommendation on SJAR, PAAB pass, Class 1, 2 YOS, at least 6 yrs residual svc on cse completion. Maths and trade can be secured post ASCLB. Smith is qualified, less an explicit recommendation on his SJAR, should this be actioned on his next CR (due Oct 08 if posted) he will go to the Board in Apr 09. He currently has sufficient Residual Service.
Can I delay my posting and remain in post until my wife recovers from hospital. Or could I please move on promotion to fill a post at 4 CS Bn? I have passed Art Maths and scored above 70% on my Class 1. I currently do not have an explicit recommendation on my SJAR. If I pass ASCLB offered I intend to follow the Artificer at the earliest opportunity
SIGNATURES
To include details
INTERVIEWER APC SLDR
Annex B to
Part XI REME Corps Inst E6 Issue 10
Issue 10 E6 - 11 - B - 5
OFFICIAL
Collins
Cooper
Smith
Annex C to Part XI REME CI E6 Issue 10
Issue 10 E6 - 11 - C - 1
RE-JOINER (AN EX FIELD ARMY SOLDIER WHO LEFT THE ARMY AND HAS A RESERVE LIABILITY)
Annex D to
Applicant visits AFCO/ACIO
declaring an interest to re-join the Army
Initial Interview with Senior Recruiter to establish applicants
wishes
Senior Recruiter reviews Transfer to the Reserve
(TTTR) Authority documentation (AFB 108)
Note 1 Note 2
Senior Recruiter reviews personal circumstances since
TTTR i.e. free from debt, civil convictions etc in accordance
with RGIs
APC review D500, 203 (if applicable).
Relevant Sldr Wing decides on suitability
based on current capbadge criteria and manning levels and any other arm/service requirements or conditions
Relevant Sldr Wing returns documentation to CSS DMS MS Occurrences with confirmation of acceptance with conditions/other
requirements or rejection with reasons
CSS DMS MS Occurrences notify AFCO/ACIO that the application has been rejected with reasons. If more than
one choice APC back to Fig A and resubmit
No declared problems
Declared problems i.e. Debt, Crime etc
AFCO/ACIO raise D500, 203 (if req) and RG8 (held in a sealed envelope). If choice is other than original and TST
req application to be made to HQ ITG to enable candidate to
sit test.
Acceptable
Not acceptable
SO2 Sldr Sel endorses 203 and returns to APC
AFCO/ACIO inform applicant
Sldr Wing Rejection
Sldr Wing acceptance
APC make an offer to the applicant including any
conditions/requirements of relevant Sldr Wing through
AFCO/ACIO.
Offer accepted and conditions met
AFCO/ACIO inform APC RG8. <24 and
>24 GO TO MEDFLOW 1
Applicant reports as directed by APC through AFCO/ACIO on
Authority of a Posting Order from relevant Sldr Wing.
Offer refused with no other interest. Recruiter to consider TA service.
Case Closed
Offer refused but interested in other options
CSS DMS MS informed of applicants
choice(s)
D500 and 203 (if applicable)
forwarded to APC and results
of TST if applicable D500 and sp docus no declared
problems
203 declared problems i.e. Debt, Crime etc
203 referred to SO2 Sldr Sel HQ
RG
APC inform AFCO/ACIO who inform applicant
case closed
APC submit documentation to relevant Wing all issues resolved
A
CSS DMS MS start the process again from Fig A
Note 3
Note 4
Annex D to Part XI REME CI E6 Issue 10
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A TRAINED RE-ENLISTER WHO HAS BEEN DISCHARGED (FROM FULL TIME OR RESERVE SERVICE)
Annex E to Part XI REME CI E
Applicant visits AFCO/ACIO
declaring an interest to re-enlist into the
Army
Initial Interview with Senior Recruiter to establish
enlistment including any conditions/requirements through AFCO/ACIO.
Offer accepted and conditions met AFCO/ACIO
process. RG8. <24 and >24 GO TO MEDFLOW 2
Applicant reports to Phase 1 or 2 Trg Estb as directed through AFCO/ACIO
Offer refused but interested in other options
Offer refused with no other interest. Recruiter to consider TA service.
CSS DMS MS OCCURANCES start the process again from Fig A taking into account relevant auth comments.
A
Case Closed
Note 3
Note 4
Note 7
Issue 10 E6 - 11 - E - 2
Intentionally Blank
Annex F to Part IX REME CI E6
Issue 10
Issue 10 E6 - 11 - F - 1
MANAGEMENT OF NON MFD REME SOLDIERS – PROCESS FLOW CHART
Yes No
Soldier Injured /Ill visits MO. OMMB
Issue Temporary sick
note.
Potential Medical
Downgrading.
App 9 to be completed by
the MO.
App 9 to be completed by
the MO.
Info Chain of Command.
Has soldier recovered within 86
days?
Will soldier recover
within 56 days?
App 9 to be updated by the
MO.
Medical Review (OMMB)
Medical Review (OMMB)
Will soldier recover
within 12 mths?
NFA
Temporary Downgrading
Cont service with App 26 for
Ops / OTX
Has soldier recovered in
12 mths?
Potential Permanent
Downgrading
App 18 to be completed by
CO
TMMB /FMB
Soldier assessed as Permanent?
Cont on Pg 2.
ROHT to assist
Yes
Yes
Yes
No
No
No
*1
*2
*3
*4
No
Yes
Annex F to Part IX REME CI E6
Issue 10
Issue 10 E6 - 11 - F - 2
Medical Discharge
Yes
No
YesNo
Reassign (APC action)
Transfer (APC action)
APC Career Manager to investigate
Soldier may redress decision to the AEB
Can soldier be employed
in the Corps?
Can soldier be employed
in other Arm?
APC to consider all possible employment
solutions.
Cont from Pg 1.
Permanent Downgrading
App 9 to be updated by the
MO.
MLD
Can soldier be employed
in Unit?
Medical Discharge
under QR’sPara 9.386 or
9.387
Can soldier be employed
in Unit?
App 8 to be completed by
CO
RECU process initiated (App
22)
Info Chain of Command.
P7 P8
MND
Cont service with App 26
annually and for Ops / OTX
Cont service with App 26
annually and for Ops / OTX
*5
*6
*7
Yes Yes
No
No
*8
Inform soldier
Inform soldier
Inform APC OH
Annex F to Part IX REME CI E6
Issue 10
Issue 10 E6 - 11 - F - 3
Notes: 1. Can be in absenteeism. 2. Temporary reviews can be carried out whenever the Medical Officer (MO) believes there is a need, within the 12 month period, i.e. as soon as it is apparent that the soldier will not recover within the 12 month period and becomes a potential permanent downgrading. 3. Appendix 18 is to be produced by the soldiers’ Chain of Command, the Occupational Health Team, where necessary, and APC to provide an accurate military assessment of the soldiers capabilities. 4. Full Medical Boards (FMB) are to be convened when the MO believes there is a possible outcome of Medical Discharge (P8). Appendix’s 10 and 11 should be completed by the MO and submitted to the Medical Board. 5. 99% of MLD soldiers will be classified as P3. The Regional Occupational Health Team (ROHT) may, by exception, authorise a P7 MLD. Advice should be taken from SMO / ROHT where necessary. 6. The decision to classify a soldier as P8 can only be taken by a FMB. 7. 90% of MLD soldiers will be employable within their current unit. 8. Individuals reassigned for medical reasons will be reassessed at the REME Soldier Employment Board following all subsequent promotion and / or assignment boards relevant to the individual.
