An overview of the structure that sets
the policy and delegates delivery, showing lines of responsibility
1. Individual training and education is
a key enabler for the people element of operational capability.
Departmental objectives for individual training and education
are cascaded from the Departmental Plan through the Service Personnel
Plan and Balanced Scorecard to the Strategic Planning documentation
for individual training and education and to individual Service
and Training Agency Plans.
2. Delivery responsibility for individual
training and education is vested in the Service Chiefs of Staff
and discharged primarily through Principal Personnel Officers
(PPOs) and their respective Training Agencies. Funding follows
delivery responsibility.
3. Policy responsibility lies with DCDS
(Personnel) as the people process owner. Responsibility is discharged
through the Service Personnel Board (SPB), comprising the single
service PPOs, DCDS (Health) and, for Departmental training matters
only, the Personnel Director. The department's focal point for
individual training and education policy is the Director General
Training and Education (DGT&E).
4. The Service Personnel Plan:
— Defines desired Corporate outcomes
for "People" of:
Sufficient: Identify, meet and sustain
the trained requirement.
Capable: Personnel trained and ready
to respond to operational requirements.
Motivated: Personnel who are repeatedly
willing to deliver operational effect.
— Sets a series of Strategic Objectives
and critical success factors necessary to deliver the Corporate
Outcomes. Pertinent to training and education are:
Objective: Training and Education, Fitness
& experience.
Critical Success Factors:
Define the skills requirement and delivery
of optimal training.
Develop and educate personnel to underpin
their role and achieve wider government objectives.
Achieve appropriately experienced personnel
to meet the OC requirement.
5. Service Personnel Balanced Scorecard:
Drawing from the Departmental Plan the Service Personnel balanced
Scorecard sets key Objectives and Targets for individual training
and education, they are:
— Gains to the trained strength—(Efficient
Achievement of required numerical output to strength (Gains to
Trained Strength Phase 1 & 2 training).
— Work with DfES to raise the expectations
and achievements of young people.
— Basic Skills (Literacy & Numeracy)
.
Screening & Assessment of all new entrants
below National Level 2.
50% of new entrants below National Level 2 to
achieve improvement by one level within one year of entry. (2SL,
DAS).
All new entrants below National Level 2 to achieve
National Level 1 within 3 years of entry. (AG).
— Information and Communications Technology
(ICT) fundamental skills: All new personnel without appropriate
competence to be in a training scheme leading to relevant Skills
Framework for the Information Age (SFIA) level in ICT Fundamental
skills. All existing personnel to undertake training, where necessary,
and assessment to attain the appropriate competency level in use
of ICT relevant to their job or personal development.
— Full implementation of all Actions
Arising from the DOC audit of Initial training
— Rationalisation of specialist training:
implementation against Change Programme timelines.
— E-Learning: Introduction and take-up
of the Defence E Learning Delivery management Capability (DELDMC)
and Courseware conversion.
— Reducing the Cost of initial training
against Service Targets and by 6% by April 2006.
6. Strategic Planning Documentation for
Individual Training and Education 2004: This documentation provides
a comprehensive overview of Policy Guidance, Change Planning,
Delivery Objectives and targets for, individual training and education.
It comprises three volumes:
— A Policy for the Higher Management
of Individual Training and Education:
Sets the context for individual training and
education within the overarching service personnel agenda.
Defines training and education.
Outlines MoD's goals for a training and education
system.
Describes responsibilities and structures governing
policy and delivery.
Summarises the management regime and guidelines
against which training is conducted.
Describes the change processes.
— A Delivery Plan for Change:
Sets out, in detail, the programme for change
against five change objectives:
— Underpinning Operational Capability.
— Improving the Effectiveness with
which training and education are delivered.
— Improving the Skills of our people
and supporting the wider government learning agenda.
— Improving the alignment of training
and education to business need.
— Research and development providing
the foundation for future change.
— The Individual Training and Education
Data Book:
Sets out the standing objectives, detailed performance
measures and targets cascaded from and expanding on higher plans
which, together with Customer Supplier Agreements, establish the
baseline for the assessment and reporting of performance at Defence
(corporate) level. Of the Objectives set out in the individual
training and education data book some relate specifically to DGT&E
objectives, others remain the business of the Services. The latter
are cascaded from the data book to individual service/training
agency plans.
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