Defence Guidelines for Remedial Training
for Phase 1 and 2 Training Establishments
INTRODUCTION
1. A major component of Phase 1 and 2 training
is to ensure that all trainees embrace the disciplinary, personal
and communal standards that constitute the ethos of being a member
of the Armed Services. Whilst great importance must be attached
to the inspiration of trainees through example, coaching, mentoring
and the development of self and team pride, some will fail initially
to achieve the required standards. Consideration must then be
given to correcting the shortcomings through remedial training
or education. These measures fall short of formal administrative
action or formal disciplinary action. It is important to note
that nothing in these guidelines is to take the place of formal
disciplinary action under the individual Service Discipline Acts.
PURPOSE
2. The purpose of remedial training is to
improve performance and bring the trainee up to the required standard
where they have shown to be failing in a particular subject or
subjects.
TRAINEE MISCONDUCT
3. Before providing guidelines for remedial
training it is essential to differentiate between circumstances
that may merit remedial training and those where disciplinary
action will be required. Of particular importance is that remedial
training must not be used as an alternative to legitimate disciplinary
action and instances where disciplinary action is appropriate
must always be referred to the appropriate disciplinary authority.
The stage a trainee has reached in his training, and the relative
seriousness of an offence, will be relevant factors in deciding
whether disciplinary action is legitimate (ie In the Service interest)
or whether the misconduct is better dealt with by means of remedial
training. It is important to recognise that many forms of training
failure will not constitute misconduct (ie offences under the
Service Discipline Acts) and in those instance consideration of
remedial training will therefore be appropriate, following the
principles set out at Para 8.
4. Indisciplined and abusive behaviour in
the training environment must not be tolerated. Both Service and
civilian instructors are responsible for the maintenance of good
order and discipline in the training environment. Service instructors
are empowered with military authority to give lawful orders to
their subordinates, which is to be exercised without delay to
correct incidences of poor discipline and misconduct. Failure
of a subordinate to respond to a lawful order is a disciplinary
offence and should be reported to the appropriate disciplinary
authority. Civilian instructors do not have military powers, however
their direction of trainees carries equal administrative authority
and, where appropriate orders are included in Unit Standing Orders,
their instructions may be required to be obeyed as if they are
lawful orders issued by a superior officer. Disobedience may then
be charged as a breach of Standing Orders. Where trainees do not
respond to the direction of civilian instructors, their poor discipline
is to be reported to the relevant chain of command without delay.
REMEDIAL TRAINING
5. There are two broad areas where remedial
training is appropriate. The first is where an individual or squad
is unable to meet the standard required for the course through
no fault of their own. It is where they do not have the necessary
knowledge, ability or skill to meet the required standard. It
may be because of their level of fitness is insufficient to keep
pace with the rest of the course; it may be that their level of
basic skills (such as mathematics or reading) needs improvement;
or they may simply have missed or not understood an important
lesson. However, whatever the deficiency positive action in the
form of additional training is necessary for the individual or
group to complete the training successfully.
6. The second area is where an individual
or group fails to meet the required standard because of a failure
in attitude. They have the necessary knowledge, abilities and
skills but have failed apply them. This may be as simple as not
paying sufficient attention to their turnout or not putting sufficient
effort into a PT session. In such cases the instructor may well
decide that additional training is the most appropriate way to
correct the failure in attitude whilst at the same time ensuring
those involved understand exactly what the required standards
are. It should be remembered that attitudinal objectives exist
within military training and are part of the output standard required
of the trainee.
7. Remedial training is not a punishment
and must be appropriate, proportionate and relate to the subject
area in which the individual displays the shortcoming. Remedial
training measures are to be applied progressively and in moderation,
with due regard to the stage of training at which they are applied
and the individual's circumstances. For example, in deciding what
measures shall be taken to improve a trainee's personal administration,
factors such as the week of training and the trainee's abilities
generally must be taken into consideration. It is imperative that
the trainee fully understands why they have been given the training
and what standards they are expected to achieve.
8. Principles. The following set of principles
must be observed when awarding remedial training:
(a) Remedial training must be justified,
relevant, proportionate and reasonable.
(b) Where possible, remedial training should
normally be conducted within working[3]
hours (not to be confused with instructional hours which are normally
defined within the working day). Where this is not possible, remedial
training should be timed so as to give primacy to the commitments
of the instructor(s) whilst causing minimal disruption to the
trainee(s).
(c) Remedial training is not normally to
take place on Sundays, except in those phases or types of training
where Sundays are part of the normal training week.
(d) Normally, no trainee should attend remedial
training for more than five hours per week. Where this is exceeded,
the training outcomes from the remedial training should be such
that they justify the time taken. The use of remedial training
is to be monitored and recorded to ensure that it is not used
excessively in order to victimise any individual.
(e) Remedial training must be awarded promptly,
and be sanctioned by the relevant authority.
(f) Remedial training must not cause pain
or physical harm to the trainee[4]
and the trainee's physical limitations must be taken into account
when awarding it.
(g) Remedial training must be conducted as
a period of designed instruction in accordance with the normal
rules for good instruction and Instructor Codes of Practice.
9. Where Remedial Training is used outside
of normal instructional hours it must be recorded in an appropriate
record to provide a written audit trail which can be inspected
by the chain of command at regular intervals. This is to avoid
the possibility of overuse of remedial training as a form of bullying
or victimisation.
10. Remedial training is normally to be
applied to the individual, except where there has been a collective
failure to achieve a required standard. Remedial training must
only involve those who failed to achieve the standard. It must
not to be used as a collective sanction on a group after the failure
of an individual.
11. When determining the appropriateness
and level of remedial training, instructors must comply with Service
policy on Equality and Diversity and all trainees should be accorded
fair treatment. Remedial training must not be used as a mechanism
for harassment, intimidation, abuse, humiliation, sex/race discrimination
or unlawful discrimination of any kind. Instructors have a duty
to themselves, their charges and their colleagues to alert the
chain of command to potential problems and to seek guidance if
they are unsure.
12. The following remedial training measures
are generic examples of approved practice. They are not intended
to be exhaustive or prescriptive, limit initiative or circumvent
the need for instructional staff to apply common sense and good
judgement. Training establishments must provide clear guidance
highlighting acceptable and appropriate remedial training.
|
| Ser (a) | Training Deficiency (b)
| Remedial Action (c)
| Remarks (d) |
|
| 1 | Sub-standard academic or technical performance.
| Extra instruction and practice followed by re-assessment.
| |
| 2 | Poor timekeeping | Caution in first instance. Extra musters or parades aimed at the improvement of an individual's time management
| Poor time keeping may constitute an offence and be dealt with by disciplinary action when it is the Service interest to do so.
|
| 3 | Unsatisfactory bearing |
Caution in first instance. Extra drill to instill a sense of personal discipline
| |
| 4 | Below standard equipment care or security
| Caution in first instance. Extra rounds or extra locker inspections aimed at improving the individual's attitude to the care/security of personal equipment
| |
| 5 | Failure to achieve the standard in a practical serial
| Caution in first instance. Extra instruction. Repeat serial until the required standard is attained
| Consideration must be given to the appropriateness of the instructional presentation and the individual's learning style
|
| 6 | Poor standard of dress or hygiene
| Caution in first instance. Extra instruction in personal appearance/hygiene in addition to extra personal or kit inspections
| Remedial training in personal hygiene requires sensitive handling and, where practicable, should be conducted by an instructor of the same sex and not in public
|
|
13. Where an individual's level of fitness is deemed
insufficient to meet the required standard physical remediation
may be appropriate. If the remedial activity is designed to achieve
a training objective by training methods associated with the objective
then the medical fitness of the trainee to undertake the level
of physical activity associated with the remedial training will
already have been established by the pre-course medical. However,
if the remedial training involves new forms of physical activities
or relates to overcoming any form of medical condition, the medical
fitness of the trainee must be established by a Medical Officer,
or by remedial PT staff before the measure is applied. Medical
and remedial PT staff are the only people qualified to design
an appropriate remedial PT regime. Physical remedial training
must be administered by an appropriately qualified physical training
instructor and unnecessary or prolonged exposure to inclement
weather conditions must be minimised.
FOLLOW UP
ACTION
14. Trainees who frequently need remedial training may
require formal administrative action and their suitability for
continued service given due consideration through the chain of
command. All training establishments must have clear and unambiguous
procedures for the administration of training warnings.
15. Should a trainee wish to complain about the imposition
of remedial training (s)he should seek redress by exercising the
statutory right of complaint.
REVIEW
16. DGT&E is the sponsor of these guidelines which
will be reviewed biennially by the Defence Individual Training
Best Practice Working Group.
3
Working hours should be defined by the Commanding Officer of
the training unit and may vary depending upon the nature and phase
of training. Back
4
Remedial physical training may be physically demanding and lead
to fatigue, oxygen debt and muscular tiredness. Back
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