|
| Ser. | DOC 1
Ref
| DOC 2
Ref | Current DGTE
Action Plan
| DOC 3
Ref | DOC 3 Assessment
Comment
|
|
| 1. Supervisory Ratios | 46,62
| 37,27,
28,29,
34-37 |
1.1.1 Centre lead: DGT&E
1. DGT&E paper on guidelines for supervisory care within Ph 1 & 2 training organisations has been agreed and implemented.
2. Notwithstanding FOTRs comment below, this issue is now "Yellow—not fully complete" for the RN; it is therefore "Yellow" overall.
| 16 | 17.Assessment. An additional 179 Army supervisory posts were funded in STP 04. There is nonetheless a residual degree of risk in terms of out of hours supervisory ratios. This merits further review.
|
| | | RN: FOTR
STP04 funding has provided the resource to address only the most urgent of the supervisory shortcomings. Other, cost neutral, initiatives have been progressed locally, largely based around restructuring and reorganisation to further reduce the risk. Remaining risks will continue to be tackled to best effect using cost neutral local initiatives wherever possible. Additional funding is required to fully address remaining posts in order to improve supervision further in the Naval Service.
| | |
| | | ARMY: DAG/DGATR
Initial action complete. Awaiting sustainment funding.
| | |
| | | RAF: AOCTG
Action complete.
| | |
| | | DMETA
DMSTC/RCDM comply with recommended ratios. Risk assessment carried out. DGTE Policy guidance on supervision has been promulgated to Cmdts. Unit Supervisory Care Directives in draft.
| | |
| | | DISC
DISC is content that students are receiving an adequate level of supervisory care. The proposed formation of the Student Mgmt Dept will further clarify any improvements that may be required in this area.
| | |
| | | 1.2.3 Ratio of female instructors. PPOs to identify size of problem, expose level of risk and introduce remedial measures.
| | |
| | | Tgt Date: Apr 03
ACTION COMPLETE
| | |
| 2. Supervision of Staff. | 66
| 30 | 3.2.7 Delegation of Authority. PPOs to ensure regulations reflect requirements for all NCOs undertaking instructional tasks to be adequately supervised by responsible officers.
Tgt Date: Mar 03
ACTION COMPLETE
Best Practice Working Group taking action on DOC2 comments and maintaining visibility of this issue.
| 19 | 20.Assessment. DGT&E reports that the recommendations associated with the supervision of Staff are complete although a re-drafted AGAI 67 will not be effective until 1 Jan 05. We assess that:
a.The spans of command at Initial Training establishments should be scrutinised to ensure that appropriate supervision is practicable and effective.
b.Army YOs need to be more carefully selected and first tour JNCOs should not be considered for an Instructor's post.
c.The tour lengths for all JNCO Instructors at Initial Training establishments should not be less than 18 months and, ideally, should not exceed 2 years.
d.The provisions of the "training covenant" should be explained to Instructors, Recruits and Trainees, and incorporated as far as possible into core training materiel to ensure that its value is optimised.
|
| 81 | | 3.2.8. Only JNCOs on their second tour in rank should be sent to mixed Initial Training instructional posts. (Director of Operational Capability Para 81)
| | |
| | | RECOMMENDATION IMPLEMENTED
| | |
| 68 | 12 |
4.1.1 Covenant and its scope: PPOs to implement. Review adequacy of existing arrangements; take best practice and develop a tri-Service model.
Tgt Date: Jul 03
ACTION COMPLETE
| | |
| 3. Recreational Facilities | 88,89
| 13,27,
45
| 1.2.5 Centre Lead: DG SP Pol: Recommendation still not implemented in full due to resource issues, but all Services have plans in place to take recommendation forward should resources permit.
| 22 | 23.Assessment. The Training Agencies' submission for STP 05 includes bids for funding to complete work on the recommendations associated with recreational facilities. We assess that Initial Training establishments will not be able to overcome the limitations on the time Recruits have available to visit recreational facilities while programmes remain taut without compromising training standards; the first 4 to 6 weeks of training necessarily need to be intense in order to establish the foundation for the more demanding period of subsequent military skills training.
|
| 4.Alcohol | 89 | 13
| 1.2.6 Non Alcohol cafes & Internet
Centre Lead: DG SP Pol: See below. Internet facilities are available in all HIVEs and most training units also have Distance Learning Centres with internet access. Again, the Services are experiencing resource issues.
| 25 | 26.Assessment. DGT&E reports that progress on the provision of recreational facilities at training units as a whole remains subject to STP 05 funding. Beyond the law regarding the consumption of alcohol by under-18s, there is no Tri-Service policy on alcohol consumption. We assess that early consideration should be given to stricter controls on the consumption of alcohol at Initial Training establishments.
|
| | | RN: FOTR/Establishment Leads
1.No funding provided through STP 04. Every reasonable effort is being expended to identify resources internally to tackle this initiative or to use self-help approaches to improve non-alcohol facilities. For example:
2.At Raleigh, the IT facility being provided in support of the Numeracy and Literacy initiative during the day will be used out of hours to provide trainees with free access to the Internet. Combined with a similar Phase 2 facility, Raleigh now offers access to 120 Internet PCs to its trainees. A similar facility will be provided in CTCRM from August 2005.
3.Chaplaincies now provide generous facilities on Sundays and in the evenings during the week for trainees to relax in a comfortable environment including smoking and quiet areas with music and coffee facilities. They host Internet Cafes and Coffee Bar facilities, which could be developed further at low cost.
| | DOC Note. Further investigation of this issue since the conduct of this appraisal, has revealed that the NAAFI recently raised its concerns about the impact on its business from restrictions imposed by Army Initial Training establishments on alcohol consumption. ATRA's position on this has been robust. It is noteworthy that despite these restrictions, Commanding Officers still feel the adverse impact of alcohol consumption by Recruits and Trainees is an unwelcome burden.
|
| | | ARMY: DGATR
1.Provided where possible in ad hoc manner using existing facilities and non-public funds 2. Further progress now dependent on STP 04 funding.
| | |
| | | RAF
| | |
| | | See Serial 1.2.5.
| | |
| | | DISC Comment (see also 1.2.5 above):
Funding is required for the provision of non-alchohol related facilities including an internet café, students meeting area/lounge, improved cinema complex etc.
| | |
| | | DMETA
1.RCDM: Students have access to internet and alcohol free facilities. Two houses at Hamstead Campus allocated for communal areas and storage.
2.DMSTC: Students have access alcohol free facilities. Internal refurbishment work on the Internet Café is now complete with the installation of the computers about to start.
Investigating funding of Sky Movies with a view to holding organised film nights in the WRVS facility.
| | |
| 5.Under 18s | 30 | 14
| 3.1.1DG SP Pol to review MOD's application of current legislation with regard to under-18s and report any discrepancies, with associated remedial action.
Tgt Date: April 2003.
ACTION COMPLETE.
| 28 | 29.Assessment. DGT&E reports that work on the recommendation that the MOD clarify its policy on Under-18s was completed in July 2003. This work is not yet fully reflected on the ground and further action is required.
|
| | | Action taken and reported complete in July 2003. Best Practice Working Group taking action on DOC2 comments and maintaining visibility of this issue.
| | DOC Note. Further investigation of this issue since the conduct of this appraisal, has revealed that there is no formal Tri-Service guidance on the policy pertaining to under-18s during Initial Training. In consequence, the ATRA Initial Training Group (ITG)[30] has promulgated guidelines to Army Initial Training units based on a Panel Paper Advisory Note issued by CM (IR&C), designed for the Civil Service. There is a danger that by basing policies on dealing with under-18s on these extemporized arrangements, the military will not be subscribing to the MOD's perception of its wider duties under "Duty of Care". VCDS has set urgent work in hand to address this point.
|
| 6.Medical Records | | 34
| 6.1.1DGTE Comment:
The Army has funded the remainder of its requirement for RG8 forms from GPs at risk. Should the costs of this exercise grow, it is possible that it will have to be suspended. However, there is currently a system in place for maintaining a continuous record of recruit's medical histories.
| 31 Med Screen-
ing | 32.Assessment. Neither of these issues was identified by DOC 1 or DOC 2. The RN and RAF are examining the ATRA scheme to obtain access to GP records. The view of the medical staff with whom we discussed it was that it was a significant enhancement to their screening process. The Services Personnel Executive Group (SPEG) has tasked AG to review the policy on HIV and Hep B screening for the three Services. We assess that this action should be supported and accelerated.
|
| | | ARMY: DAG/DGATR
| | |
| | | 1.Potential recruit's Medical questionnaires (RG8) are completed by their GPs prior to enlistment and copies of full medical records are passed to ATRs before the recruit reports.
2.Funded in part in STP 04. The balance of funding is being taken at risk.
3.A DAPS Science study to identify the factors that underpin the propensity for self-harm and suicide is ongoing. It is planned that an analytical tool will be developed by late 2004.
4.An SOR for the development of individual profiles that predict suitability for Army life has been drafted. The research programme, was not funded in STP 04 and consideration will be given to bid for funding in STP 05.
| | |
| | | RAF: COS/AMP
The RAF maintains a profile of its recruits, which is developed as trainees progress through trg. RAF looks forward to partaking in DPS(A)'s research programme.
Additional action was taken:
1.2.12 Medical facilities resourced.
1.2.13 Med recovery and treatment periods were reviewed.
| | |
| 7. P Ed | 91 Ability | 24
| 1.2.7DGT&E (with DG SP Pol and PPO's Staff) is producing a Defence Physical Development Policy (DPDP) to include direction on time for sport (and recommendations on competitive sport) in training establishments and overall sport policy.
Tgt Date: Apr 2003
ACTION COMPLETE
Centre Lead: DG T&E
1.As a Defence unit that finds it difficult to obtain this kind of resource from the single Services, DISC's requirement was highlighted by the PMEU Baseline Study. It is being addressed as a side issue to the main report.
2.The lack of funding for additional contract PT staff for the Army is acknowledged and the issue will doubtless be revisited in future STP rounds. However, the thrust of the recommendation has now been met wherever possible and it is therefore considered implemented.
| 34 | 35.Assessment. DGT&E reports that action on PEd streaming is complete but that enhancements to current levels of PEd contract Staff and any subsequent widening of the availability of competitive sport will be dependent of STP 05 funding. We assess that Recruits and Trainees would welcome programmes with more PEd and that the weaknesses in physical robustness of the average Recruit or Trainee make it necessary. We also assess that further analysis of the injuries resulting from competitive sport where it has been introduced during Initial Training would help to clarify any inherent risk.
|
| | | 1.2.8 PEd Streaming Centre Lead: DG T&E
Now considered implemented in view of Army comment below.
ARMY: DGATR
1.Students are separated by ability in PEd lessons.
2.ATRA Trial on streaming by gender started at ATR(P) Jan 04 reporting Aug 04. 3.Implementation costs in STP 04.Although funding had not been provided in STP 04 this is no longer an issue as initial trials have indicated that streaming will not require additional training time, and associated costs, for women.
1.2.9 PEd contract staff
Centre Lead: DG T&E
The limited funding of aspirations is acknowledged. However, progress has been made iaw the recommendation.
| | DOC Note. Further investigation of this issue, since the conduct of this appraisal, has revealed that policy on PEd and Sport has been promulgated by DGT&E.[31] The policy allows the single Services to judge the requirements for PEd during Phase 1 but directs that during Phase 2 training, five periods of PEd of at least 45 minutes meaningful activity are to be programmed each week. It provides guidance on how sport should be aligned to PEd. We understand that there are no additional resources associated with this policy.
|
| | | RN
1.Increased opportunity for sport now provided at all training establishments (opportunity for sport is now a Cat A PFS). Additional resource provided through STP 04 has enabled minor improvement in the supervision of sport and physical recreation. Significant extra funding is required to fully address this recommendation.
2.Further, all restrictions on Ph 1 trainees using the gymnasium at Raleigh have been lifted. Gym opening times have been reviewed and, where appropriate, expanded. Additionally, the enhanced teamwork training resulting from the recent review of Phase 1 training involves considerable physical activity.
ARMY: DGATR/DAG
1.Action complete.
2.Further improvement dependeant on additional funding.
| | |
| 8.4th Meal | 100 | No Ref
| 1.2.14 Centre Lead: DMSD—D Med Pol
1.Action complete. This issue has been approached in different ways by the Services. The RN has provided a high-energy snack bar to initial trainees; the Army and RAF are content that current feeding arrangements, which allow for seconds, provide the opportunity for enough calories. The Army do intend, however, to make a bid for funds in STP 05 to fund a high-energy snack bar. The BPWG has an agenda item to re-emphasise the importance of allowing time for meals in IT programmes at its next meeting.
2.All Services are aware of the need to ensure that PAYD contracts include sufficient calories for Initial Trainees engaged in strenuous activities.
3.This recommendation is therefore considered implemented.
| 37 | 38.Assessment. DGT&E reports that the provision of the "4th Meal" is subject to funding in STP 05. We assess that the "4th Meal" should be a set meal; we found evidence that rather than consume portable snacks, Recruits and Trainees will "trade" them.
|
| 9.Expectation Management | 32
| | 4.2.1Recruit options for employment PPOs to issue further guidance.
Tgt Date: Apr 03
ACTION COMPLETE
Action taken and reported complete in Jul 03.
| | See 43 below |
| 10.Recruit: Unit and Service Identity | 39
| | 2.2.2Trainee visibility of chosen branch.
DGT&E Comment
While it is acknowledged that more can be done and that single Services will bid for money to improve their provision in future STP rounds, the progress that has been made here is significant. Accordingly, subject to the caveats above and continued monitoring through the BPWG, this recommendation is considered implemented.
RN: FOTR
As part of the review of Initial Naval General Training, being implemented from 26 Apr 04, ship visits have been given much clearer objectives and thus are much improved.
Despite the disappointing lack of additional funding for Candidate Acquaint Centres, DNR is taking forward a pilot programme from within existing resource to try and develop an acquaint course for all recruits. The intention is to remedy lack of naval knowledge and prepare prospective rating recruits for entry to the RN. This would raise awareness of the branches of choice, inform them of the life that they are to enter and reduce dissatisfaction once entered. It must accommodate all recruits to be effective.
| 42 | 43.Assessment. We assess that early failures in expectation management can result in anxiety, low morale and importantly, a distrust in the Chain of Command. It is also likely that the Services are losing personnel during the Initial Training phases because they are discontented and are not prepared to commit themselves to an uncertain future. Continued emphasis is required on the advice offered to new Recruits to ensure they make an informed choice of career and the subsequent opportunities for them to change specialisation during Initial Training if they make a wrong choice.
|
| | | At MWS, visits to HMS BRISTOL and closer monitoring of Ship Visits have led to tangible improvement and positive trainee feedback.
| | |
| | | ARMY: DGATR
A&SD are encouraged to send teams/representatives to brief their recruits and to establish communication with them. Further progress now dependent on STP 04 funding.
Funding to enhance this activity will be pursued in STP 05.
| | |
| | | RAF: AOCTG
1.Some 80% of RAF Phase 1 and 2 training courses include visits by trainees to operational units and historic sites or include visits from the front line. The RAF bid unsucessfully for £2.622 million in STP 04 to extend this practice to all initial training courses. Some additional visits are being included through self-help; however, given pressures on the front line and other, higher-priority tasks, additional visits for all courses cannot be guaranteed.
| | |
| | | DMETA
Liaison with front line units will be enhanced with the possibility of visits during single service phase being investigated. However, may result in increase in course length. RCDM conducts regular clinical placements with MDHUs. Museum visits and access to celebrations to attend "Corps" days is generally encouraged.
2.2.3 Pull through
Good Practice is for regular visits to/from operational units and talks by those in front-line commands during Phase 1 and Phase 2 programmes. PPOs to ensure this approach is adopted more widely.
| | |
| | | Tgt Date: Jun 03
ACTION COMPLETE
4.2.2 Recruit: Unit and Service Identity RN: FOTR (See also 2.2.2 and 2.2.3)
The key to the achievement of this recommendation is the provision of five yachts of sufficient size and the establishment of a recruit acquaint facility. STP04 provided no funding but the aspirations remain. Indeed, DNR is taking forward a pilot programme from within existing resource to try and develop an acquaint course for all recruits. The intention is to remedy lack of naval knowledge and prepare prospective rating recruits for entry to the RN. This would raise awareness of the branches of choice, inform them of the life that they are to enter and reduce dissatisfaction once entered. It must accommodate all recruits to be effective.
| | |
| | | ARMY: DGATR
1.Ongoing action by Commanders.
2.Funding required to provide recruits with additional regimental accoutrements and insignia to assist in promoting a sense of unit and service identity.
| | |
| | | RAF: Air Sec
RAF Recruit Training has been extended from seven to nine weeks from Apr 03, which will decompress the course and allow more opportunity for engendering Service identity.
| | |
| | | DISC Comment:
DISC's proposed Student Mgmt Dept will take the lead on all military ethos issues.
| | |
| | | DMETA
RCDM: Significant work undertaken—week-long induction courses for nursing students and shorter courses for all other joiners.
5.1.1 Recruit Questionnaire
Centre Lead; DGT&E
Now considered implemented in view of the Joint approach, led by the Army coupled with the funding allocated in STP04.
| | |
| 11. SATT/Holdovers | 48 | 8,41,42
| 2.2.1 Centre Lead: DG T&E
Holdover reduction remains a high priority, which will be monitored by the Best Practice Working Group (BPWG). It is acknowledged that there is unlikely to ever be a complete cure for SATT and that there will always be peaks and troughs in any system. However, the action taken and improvements made, coupled with a continued focus within the single Services and across Defence answer the requirements of the recommendation. Thus, while further action and future STP bids will occur, this recommendation is now considered implemented.
| 45 | 46.Assessment. DGT&E reports that work on holdovers is complete, subject to sustainment funding in STP 05. We assess that this aspect of Initial Training should remain a focus for management action.
|
| 12.Passage of Information in Tng and to FL |
49 | 14 | 4.2.3Documentation transfer
Action taken and reported complete in Jul 03.
| 48 | 49.Assessment. DGT&E reports that work on this recommendation is complete. Whilst the processes may be in place, we assess that progress on this issue is still mixed and requires further emphasis.
DOC Note. Further investigation of this issue, since the conduct of this appraisal, has revealed that the ATRA Handbook provides direction for the systematic recording and reporting of each Recruit and Trainees' performance throughout the training process from initial induction until arrival in the Field Army. Individual reports cover both performance in training and also any important compassionate, welfare, disciplinary, financial and discharge issues. Particular emphasis is placed by HQ ATRA on the timely passage of reports between Phases of training and between Phase 2 training and the Field Army.
|
| 13.Visibility of chosen branch/Unit | 51,55
| 14,24,26 | 2.2.2Visibility of chosen branch. DGT&E Comment
While it is acknowledged that more can be done and that single Services will bid for money to improve their provision in future STP rounds, the progress that has been made here is significant. Accordingly, subject to the caveats above and continued monitoring through the BPWG, this recommendation is considered implemented.
2.2.3 Pull through Good Practice is for regular visits to/from operational units and talks by those in front-line commands during Phase 1 and Phase 2 programmes. PPOs to ensure this approach is adopted more widely.
Tgt Date: Jun 03
ACTION COMPLETE
Action taken and reported complete in Jul 03. Best Practice Working Group taking action on DOC2 comments and maintaining visibility of this issue.
| 51 | 52.Assessment. DGT&E reports that whilst some aspects of the work related to this area are complete, much depends on the successful outcome of STP 05. It is clear that co-location and combined arrangements for Phase 1 and Phase 2 training offer advantages in this field. However, the example of the Royal Artillery, indicates that early notification to a Recruit or Trainee of his or her Front-Line unit also has conspicuous and disproportionately favourable benefits.
|
| | | 2.2.4 Recruit trajectory
PPOs to review all training pipelines to ensure that pressure points are reduced and additional resources identified to deliver staff and trainee expectations.
Tgt Date: Nov 03
ACTION COMPLETE
2.2.5Ethos alignment
Centre Lead: DG T&E:
Again, much has been done in this area and work will continue in single Service schools as well as in FDTEs. However, the RN requirement below prevents this recommendation being considered implemented.
| | |
| | | RN: FOTR
The key to the achievement of this recommendation is the provision of five yachts of sufficient size. STP04 provided no funding but the aspiration remains. Opportunities are constantly being sought to relate Initial Training to the front line. For example, the Spiritual and Pastoral Development course in phases 1 and 2 now centres on RN life in the front line.
The recent, comprehensive review of the Naval General Training within Phases 1 and 2 has been totally driven by the requirements of the front line and specific efforts made to capture the ethos and attitudinal requirements. This is already being delivered in Phase 1 and will commence in Phase 2 from 21 Jun 04. Within Phase 1 there has been a significant increase in the maritime OC focus and further improvements are planned.
| | |
| | | ARMY: DI Trg
DITrg(A) Training Development officers have contributed to the ethos paper and are now working with DGT&E staff to develop proposals for the identification and measurement of military ethos.
| | |
| | | RAF: AOCTG
1.RAF Phase 1 trg for all trades (with the exception of the RAF Regiment who train separately) aims to build a wide "RAF team" ethos, rather than "cap badge" identity.
2.Many courses include visits to/from operational units and to historic sites (eg RAF Museum).
| | |
| | | DMETA
In response to the Military Ethos paper, DMSTC & RCDM are Tri-Service Trg Schools, and as such would find the majority of the recommendations impractical to implement for students on Common Core Course. However, a single service ethos is predominant whilst students conduct single Service phase of trg. This is not seen as an issue within DMETA.
| | |
14. Accommodation
|
| 27-29,
43, 44,
56, 57
| 2 DGTE Comment:
1.This remains a serious concern. The Defence rationalisation programme is key to improving the conditions of the training estate in the longer term, but resources are required in the interim to address basic infrastructure needs.
2.The ability to secure possessions has been reported as implemented across Defence.
| 57 | 58.Assessment. We assess that funding is required to provide better-maintained accommodation for Instructors and Recruits and Trainees, particularly at Army Initial Training establishments where the standard of accommodation is verging on unfit for purpose in its current state of repair.
|
| 15.Instructor Training | 64 |
23, 38 | 3.1.2 Harmonisation of Disciplinary guidelines
DGT&E Comment
PMEU produced guidelines on appropriate remedial training, which have now been circulated, agreed and implemented. Given that the thrust of this recommendation was about remedial training, it is now considered implemented. Further work on harmonised application of different Service Discipline Acts at Joint units (comment arose during PMEU Baseline Study) to be followed up by BPWG.
| 60 | 61.Assessment. DGT&E reports that action on the recommendations associated with the training of Instructors is complete, with some aspects dependent on sustainment funding. We assess that the training of Instructors should be standardised by qualifying Instructors through the DIT and COT suite of courses. We also evaluate that the imperative to train Instructors prior to assumption of appointments remains, and that the associated manpower bill to complete training courses as essential pre-employment training should be addressed to mitigate the Duty of Care risk to both instructors and Recruits and Trainees.
|
| | | 3.2.3 Train the Trainer Centre Lead: DG T&E
This has been funded in STP 04. All instructors should be trained before they take up their new appointments, but if this is not possible for unavoidable logistic/posting reasons, they will receive their training asap thereafter. Recommendation considered implemented.
3.2.4 Motivational Training Centre Lead: DG T&E
The DCTS CEB has overseen the production of the following courses that will be trialled in the immediate future: The Coaching and Motivational Skills course, the Care of Trainees course and the Supervising and Mentoring of Instructors course. Liaison with Amport House continues regarding the dissemination of information about their Listening Skills course. STP04 funding was allocated as requested—now consider this recommendation implemented.
3.2.5 Mentoring skills Centre Lead: DG T&E
Courses developed as explained in 3.2.4. Considerable effort expended in ensuring Ph 1 & 2 instructors are covered. Further bids to support Ph 3 instructor training and support existing levels in future years will be required. However, given DOC's focus on Initial Training (Ph 1 & 2), this recommendation is now considered implemented.
3.2.6 Apply best practice
Centre Lead: DG T&E
Best Practice Working Group data-base established. BPWG will take over from DOC issues WG. Reported complete in Jan 04.
| | |
16. Procedures for dealing with allegations
| 83
Guidance on Relationships |
| 1.2.4 Rights of those accused of bullying.
DG SP Pol to review instructions and reissue as necessary, including policy on vexatious complaints. Single-Service chains of command are to ensure that policy is implemented.
Tgt Date: Apr 03
ACTION COMPLETE
Action taken and reported complete in Jul 03
| 63 | 64.Assessment. We assess that the policy for handling allegations requires examination and evaluation and that best practice was evident at HMS SULTAN and RAF HALTON.
|
17.Career management of Instructors
| 62 | 39 | 3.2.1 Demands on staff
PPOs to review guidance on competence required of initial training staff and the necessary training to be provided before taking up appointment.
Tgt Date: May 03
ACTION COMPLETE
3.2.2 PPOs to ensure importance of instructor task recognised in comparison with other activities. Potential for instructional duties must be assessed.
Tgt Date: Apr 03
ACTION COMPLETE
Action taken and reported complete in Jul 03.
| 66 | 67.Assessment. DGT&E reports that the recommendations to rectify deficiencies in the career management of Instructors are complete. We assess that this issue requires continued attention, and if the respective single-Service Secretaries are confident in their process, they need to communicate this more effectively to those employed at training establishments.
|
| 18.Risk to Front Line | 24 |
8, 52 | 2.1.1 Risk to Front Line
Action taken and reported complete in Jan 04.
| 68-71 | 72.Whilst the apparent performance of recent Recruit and Trainees on operations speaks for itself, we assess that further analysis should be conducted into this potential risk, possibly by way of a DOC audit of the quality of soldier, sailor and airman reaching their first Front-Line unit.[32]
73.We also assess that two specific issues warrant close examination: a perception that Initial Training programmes are geared to achieving the standards required of the Customer (the Front-Line) without consideration of the capabilities of young people joining today's Armed Forces; and the failure to apply rigorously the military skills and physical fitness entry and exit standards.
|
19. Analysis of the recruiting Pool
| 28, 32
| 42
| 6.2.2 Forecasting social trends Tool. DOC1 recommendation complete, reported so in Jul 03. Initial training/Best Practice WG to review DOC2 comment.
6.2.3 Educational Qualifications
PPOs to confirm integrity of current selection screening.
Tgt Date: Jul 03
ACTION COMPLETE
| 75 | 76.Assessment. DGT&E report that the analysis recommended by DOC 1 has been conducted. ATRA has procured a demographic statistical database and social trends are being reviewed annually. However, it is not clear how this information is being used to influence the Initial Training methodology. We assess that this analysis requires further development and application. Furthermore, Commanders and their staff at Initial Training establishments have much to offer and need to be engaged in the process.
|
20. Testing of Recruits and Trainees
| 32, 38
| | (Note: This issue has not been addressed before, however, audit against DSAT QS should sort this out.)
| 78 | 79.Assessment. We assess that the mandated standards required of Recruits and Trainees are not being adequately satisfied. We observed best practice at CTCRM LYMPSTONE, RAF HONINGTON and RAF HALTON where Recruits had to pass all tests before qualifying for service with Front-Line units or passing to Phase 2 training respectively. At these units, Commanders and Instructors alike had confidence that they were not passing on risk to the Front-Line.
|
| 21.Pre-joining fitness | 38 |
18, 21 | Centre Lead: DG T&E
The only STP bid for this requirement was from the Army and was funded. BPWG continues to monitor RN Pre-Joining Fitness Test programme as possible "Best Practice". Now consider implemented.
| | |
| 22.Orientation | |
| 6.2.4Orientation and assessment phase
RN: FOTR
Despite the disappointing lack of additional funding for the project, DNR is taking forward a pilot programme from within existing resource to try and develop an acquaint course for all recruits. The intention is to remedy lack of naval knowledge and prepare prospective rating recruits for entry to the RN. This would raise awareness of the branches of choice, inform them of the life that they are to enter and reduce dissatisfaction once entered. It must accommodate all recruits to be effective. Subject to STP 05 funding provision a RN pre-acquaint course will be introduced progressively from May 2005 to supplement existing RM activity.
| | |
| | | ARMY: DGATR
1.ATRA had planned to Introduce a psychometric inventory management tool for use in AFCOs/ACIOs to improve assessment and identification of suitable areas of employment.
2.Dependant on STP 04. This was not funded in STP 04 and consideration will be given to pursuing this in STP 05 funding.
3.A comprehensive outreach programme including one week "look at life" courses gives the potential recruit a realistic impression of service life. A total of 425 courses were run in 2003-04.
| | |
| | | RAF: COS/AMP
The RAF believes orientation/assessment is appropriate for trades with particular, demanding features (eg RAF Regiment, Aerial Erector, PTI), but has no plans to introduce wider-pre-service acquaints.
| | |
| 23.Future Audit/Inspection Regime | 103
| 51 | 5.1.2 Review Initial Training Process
DGT&E
Agreement of the Defence Audit Protocols and the successful trial at JSCSC will provide a common approach to audit across Defence, which includes the ALI methodology. Further engagement with the ALI will add to the independence of our processes. This recommendation is now almost fully implemented, subject to endorsement of MOU with ALI, anticipated soon.
| 81-85 | 86.Future Audit. Notwithstanding all the comprehensive progress made since DOC 1, there remains a risk of complacency. In this report, we have, where appropriate, highlighted the requirements for further work and investment to ensure that the Initial Training regime continues to improve. This will require continued effort by all involved in the provision of Initial Training. Fundamentally, this is a responsibility of the Chain of Command. Accordingly, it is recommended that DOC should conduct another Re-Appraisal in autumn 2007, when an assessment should be conducted to encompass the effectiveness of the complete external verification process.
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| | | RN.
Regular single Service audits, independent of the unit, already take place, including those ensuring DSAT compliance and those required by virtue of the drawing down of LSC funding. HMS Raleigh has already been inspected by ALI and performed very well. RN actively engaged with DGTE in producing Defence Audit Protocols which combine DSAT with Common Inspection Framework used by ALI.
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| | | ARMY: DAG/DI Trg
A full external validation of CMS(R) has been completed by DITrg(A). A full report has been written and the recommendations, including some changes to the Trg Objectives are being implemented by ATRA.
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| | | RAF: AOCTG
Regular audits of RAF training are carried out which are independent of the unit.
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| | | DMETA
DMETA is developing audit protocols in conjunction with PMEU.
5.1.3Champion for Good Practice
The establishment of the post of DGT&E has provided tri-Service focus. His work continues to build capability in this area.
Tgt Date: April 2003.
ACTION COMPLETE
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| 24.Identifi-cation of Risk | 34, 83 76, 95
| 23, 30, 17, 46 | 6.1.1 Personal Profile of individuals
DGTE Comment:
The Army has funded the remainder of its requirement for RG8 forms from GPs at risk. Should the costs of this exercise grow, it is possible that it will have to be suspended. However, there is currently a system in place for maintaining a continuous record of recruit's medical histories.
ARMY: DAG/DGATR
1.From 1 Mar 04 each pPotential recruit's Medical questionnaires (RG8) will are be completed by their GPs prior to enlistment and copies of full medical records will beare acquired passed toby ATRs as soon asbefore the recruit reports.
2.Funded in part in STP 04. The balance of funding is being taken at risk.
32.A DAPS Science study to identify the factors that underpin the propensity for self-harm and suicide is ongoing. It is planned that an analytical tool will be developed by late 04.
43.An SOR for the development of individual profiles that predict suitability for Army life has been drafted. The research programme, was not funded in STP 04 and consideration will be given to bid for funding in STP 05.
RAF: COS/AMP
The RAF maintains a profile of its recruits, which is developed as trainees progress through trg. RAF looks forward to partaking in DPS(A)'s research programme.
| 13a | a.Identification of Risk. Arrangements for the identification and investigation of risk were sound. These are discussed in detail in the sub-paragraphs below. We witnessed impressive welfare networks comprising a mix of voluntary Welfare Staff, Medical Staff and key personalities from the Chain of Command. In many cases, these welfare forums not only met weekly, but also discussed individual cases via ad hoc meetings when necessary. Duty officers briefed forum Chairmen daily about any unusual or extreme behaviour observed during non-working hours, and appropriate "caring plans" would be devised and introduced without delay.
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| 25.Access to Empowered Officer | 68,
| 12, 16, 17 | 1.1.3Access to Empowered Officer
1.2.10Funding of Welfare projects
| 13b | b.Access to Confidential Advice.[33] Access for Recruits and Trainees to seek confidential advice appeared unrestricted. Many Recruits and Trainees still chose to use the Chain of Command to discuss concerns, and we evaluated that this was indicative of the trust they had in, and the high regard in which they held, their Instructors. However, there was also an enduring need for access to advice outside the Chain of Command, particularly where specialist counselling skills were required. All establishments issued Recruits and Trainees with aide-memoires, usually of credit card dimensions, with contact details for confidential access to Empowered Officers (which were in evidence at all establishments), key Welfare Staff and Help Lines. Recruits and Trainees were also provided with the opportunity to complete a questionnaire on an anonymous basis—CTCRM LYMPSTONE provided a questionnaire halfway through and at the end of the course. ITC CATTERICK was an example of best practice in access to confidential advice. Notably, Commanders here also put particular emphasis on the welfare requirements of Staff and their families, as well as those of Recruits in recognition of the stress and demands their instructor role put on personal and family relationships, often at the end of busy operational tours with the Field Army. This example of best practice should be shared widely.
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| 26.Regular access to Communications | 96
| 13 | 4.2.6Regular access to Communications
| 13c | c.Access to Communications.[34] Access to a means of communication, particularly mobile phones as the favoured communication medium of Recruits and Trainees, was similarly enlightened. It was common to find access restricted during training periods, but Recruits and Trainees were otherwise able to contact Parents, Families or Friends at will.
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| 27.Communi-cation with Parents | 93, 94
| | 4.2.4Unit link to parents
4.2.5Care for bereaved relatives
| 13d | d.Engagement of Parents.[35] We found evidence at every Unit we visited that Commanders and Instructors were engaged proactively with Parents in order to foster, and subsequently sustain, appropriate and often fruitful relationships in dealing with the emotional problems encountered by Recruits. Examples included initial invitations to Parents to drop their children off at the training establishment on enlistment, "Parents Days" during the course, letters to each set of Parents explaining the format of training and providing contact details for staff and invitations to final Pass Out ceremonies. In some cases, Parents were in direct contact with Instructors and were instrumental in encouraging Recruits and Trainees considering premature withdrawal from training to continue, an obvious benefit to retention. Best practice was observed where Units enabled as many methods as possible, including Web-based access for Parents to information on training. Arrangements also extended to aftercare in the case of CTCRM LYMPSTONE where limited Service Families Accommodation was set aside for use by the wider family; this included "staying access" to families to offer support to Recruits who had suffered bereavement or relationship difficulties without the need to remove temporarily the Recruit from training. However, it should be noted that parental involvement was not universally popular with Recruits and Trainees, particularly those who did not have positive relationships with their Parents. Commanders were using their discretion where applicable; parental involvement beyond initial contact and an invitation to a Pass Out Ceremony was discussed with the Recruit or Trainee prior to action being taken. Some Recruits and Trainees chose no Parental contact. In the case of a Recruit or Trainee entering the Service from the State Care System, arrangements were made to support the Recruit or Trainee with accommodation during periods of leave and public holidays.
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28.Records of bullying
Application of EO and H&S Mentoring systems
Continued efforts to prevent bullying
| 76, 86 | 23, 17 | 1.2.1Records of bullying
3.2.9Application of EO and H&S
3.2.10Mentoring systems
3.2.11Continued efforts to prevent bullying
| 13e | e.Health and Safety at Work and Equal Opportunities.[36] Staff throughout the Initial Training regime were familiar with the provisions of Health and Safety at Work and Equal Opportunities legislation. Whilst not professing to be experts in this legislation, we saw no obvious evidence of serious lapses in implementation. However, the high numbers of Commonwealth Recruits and Trainees entering the Army[37] did present particular management challenges for the Staff at some Units. There were reports of requirements to agree language protocols (English being compulsory during the training hours). It was suggested by some Commanders that Instructors with a Commonwealth background would enhance their capability in this respect. ITC CATTERICK identified the significant and admittedly specialised, cultural support arrangements available to Gurkha Recruits as an example of best practice. Overall, we found that attitudes towards Equal Opportunities were positive and inclusive.
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| 29.Access to chaplains | 98 |
| 1.2.11Access to chaplains |
13f | f.Religion.[38] Padres were active at all of the establishments we visited; however, several were constrained in their involvement with Recruits and Trainees by manning gaps. Generally, Recruits with other faiths were content to contact Christian Padres in the knowledge that this contact gave them access to non-Christian clerics when requested. We found best practice of involvement with Recruits at CTCRM LYMPSTONE where the Padre conducted a structured moral and social development programme, which was integrated into the training syllabus that led to improved life skills.
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| 30.Medical recovery and treatment periods |
99 | | 1.2.13Medical recovery and treatment periods.
1.2.12 Medical facilities
| 13g
13h
| g.Medical and Training Staff Interaction.[39] Interaction between Medical Staff and Instructors was generally good. Measures were in place to enable Medical Staff and Instructors to identify which medical cases were genuine and which were specious. Arrangements were most effective where Welfare and Medical Staff had a good working knowledge of the training regime; this provided them with a realistic perspective when dealing with the Recruits and Trainees and improved the Instructors' confidence in the professional support they received. Arrangements at CTCRM LYMPSTONE, where Medical Staff and the Padre occasionally joined Recruits on training serials, were an example of best practice. However, not surprisingly this aspect of the support system was weakest at Units with a high level of locum support and a concomitant high turnover of staff.
h.Medical Facilities and Procedures.[40] Considerable effort has been made to facilitate the rehabilitation of injured or medically downgraded Recruits and Trainees rather than lose them through discharge. We found best practice at CTCRM LYMPSTONE and ITC CATTERICK where impressive physiotherapy and remedial facilities were matched by procedures that supported the training regime. For example, timings of sick parades minimised disruption to the training day. There was active triage at RAF HALTON to ensure that Recruits were not delayed from training. Although there were examples of valuable increases in medical manning levels, the nurse at ITC CATTERICK dedicated to screening medical documents of newly arrived Recruits being an example, we did receive a number of reports of medical staff posts being gapped. The Medical Officer (MO) at ATR PIRBRIGHT assessed that he required an additional military MO and 20% uplifts in military medics and nurses to meet his workload in full.
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