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| Ser | Subject
| Specific Recommendations |
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| (a) | (b) | (c)
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| 1.1 | Supervision | Overall supervisory ratios should not exceed 1:38.
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| 1.2 | | All recruits and Ph 2 trainees are to have an effective military chain of command including JNCO, Pl/Tp commander, OC and CO. The recruits and trainees are to be briefed on what that chain of command is, its responsibilities at each level and how they can access it.
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| 1.3 | | Female trainees are to have access to a female within the supervisory regime with whom they can confide/discuss female concerns.
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| 1.4 | | Comds are to carry out a risk assessment of local conditions to ascertain appropriate supervisory requirements for out of duty hours and publish instructions accordingly.
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| 1.5 | | COs have a duty of care and are to pay particular attention to the way U18s are supervised.
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| 1.6 | | Units are to have in place systems and instructions to ensure that U18s are unable to purchase alcohol in the JRC, shop or any other outlet in the barracks.
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| 1.7 | | Units are to ensure that U18s are not able to use gaming machines in barracks. Amusement machines and "skills with prizes" are allowed.
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| 1.8 | | Particular care is to be taken to ensure that the supervision of SATT is equally as good as for all other students.
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| 2.1 | Guarding & handling of weapons
| No recruit or trainee considered at risk or who is awaiting discharge is to be given access to weapons and live ammunition eg by being placed on guard.
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| 2.2 | | Decisions on the arming of individual trainees should be based on analysis of their Phase 1 report, observation of their age and maturity by their superiors, and their Phase 2 induction interview. They should not be employed on guard until that analysis has been completed and signed off by their Tp/Pl Comd.
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| 2.3 | | The commander's estimate of guarding requirements should include an assessment of the risks posed to trainees.
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| 2.4 | | The number and frequency of guard duties should be spread as widely as possible across the trainee/soldier population, and the allocation monitored and controlled by sub-unit SNCOs.
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| 2.5 | | Supervisory staff should ensure that trainees warned for guard duty have adequate sleep the previous night.
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| 2.6 | | Weapons should only be handed over between trainees on guard on the direct order of an officer or NCO on duty in his presence and duly recorded on the weapon issue sheet by serial number.
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| 2.7 | | Prohibition of unauthorised handover of weapons is to be included in orders issued at each posting and relief of detached guards.
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| 2.8 | | Detached guards should be visited regularly at stipulated intervals by duty officer & NCOs.
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| 2.9 | | The transfer of guard duties between trainees should only take place with the approval of the sub-unit NCO responsible for the guard roster and be recorded by them.
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| 2.10 | | Guard orders are to make clear when a soldier may cock his weapon, and the disciplinary consequences of unauthorised action.
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| 2.11 | | Rounds to be checked for witness marks on handover/takeover.
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| 2.12 | | Visits by duty officers and NCOs to guards should include snap checks of weapons.
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| 2.13 | | Guards at detached locations should comprise a minimum of four soldiers if prowler patrols are necessary.
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| 2.14 | | Detached guards made up of trainees should be supervised directly by a JNCO or MPGS officer.
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| 2.15 | | Guard orders are to prohibit singleton patrols.
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| 2.16 | | Guards are to be checked as free from smoking materials prior to being posted.
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| 3.1 | Vulnerable and Risk Cases
| Supervisory and instructional staff are to receive induction training to ensure they can better detect signs of possible self harm or suicidal intent.
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| 3.2 | | All permanent staff are to read the booklet "Suicide Prevention A Commanders Guide".
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| 3.3 | | Trainees should be encouraged to react to and report any indications of suicidal inclination amongst their peers.
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| 3.4 | | Individuals are to be referred for MO/CPN advice as soon as warning indicators are identified.
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| 3.5 | | Trainees judged to be vulnerable and at risk should be identified, subjected to closer supervision, and if judged appropriate, excluded from all armed duties.
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| 3.6 | | Clear procedures should be defined for inter-agency liaison on at risk cases (medical/psychiatric/chain of command).
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| 3.7 | | Recruits/trainees should not transfer between Phases 1 and 2 of training nor between Phase 2 training and the Field Army unless considered suitable to do so by the MO/CPN. Where risk has been identified, the receiving unit is to be made aware of the soldier as a matter of urgency and certainly within 7 days.
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| 3.8 | | A confidential register is to be maintained of vulnerable and at risk cases and reviewed at least monthly. This also to be recorded on the individual's documents.
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| 3.9 | | Where resources allow, additional training is provided to personnel considered "at risk".
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| 3.10 | | Local measures are in place to help try and address a lack of maturity and mental robustness in recruits/trainees.
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| 3.11 | | Medical facilities in training establishments should be resourced in manpower, specialist roles and equipment to match the training task and the volume of trainees.
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| 3.12 | | Medical Officers and their civilian counterparts should engage with training teams to identify appropriate recovery and treatment periods.
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| 4.1 | Welfare | All ATRA units are to have a Welfare Committee that meets on a regular basis (probably monthly) and brings together the UWO, Chaplain, Medical Officer and all the welfare agencies supporting the Unit. It should be chaired by the CO or his deputy.
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| 4.2 | | The following welfare facilities must be provided as a minimum:
*A "café" where trainees can relax and purchase snacks and drinks in a
non-alcoholic environment.
*A facility where trainees can access email and internet in the evenings and weekends.
*Welfare counselling rooms where trainees can talk in private to WRVS or AWS staff.
*TV rooms.
*Quiet areas.
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| 4.3 | | Recruits' and trainees' access to external communications must not be unnecessarily curtailed. Sensible use of mobile phones is to be allowed as long as it does not interfere with the actual conduct of training.
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| 4.4 | | Staff and trainees are, in addition to their chain of command, to have access to a network of other agencies to help them deal with personal or welfare problems.
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| 4.5 | | Every recruit and trainee is to be issued with a list of helplines applicable to that unit. The list is to be on a "credit card" or some other document designed to be easily carried by the soldier. It must include as a minimum the following:
*Unit Welfare Officer
*Empowered Officer (if different from UWO)
*Army Confidential Support Line
*Local AWS office
*Samaritans
*Guardroom
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| 4.6 | | Recruits and trainees are to be introduced to their chaplain at an early stage of their training and contact maintained throughout their course. Access to them is not to be arbitrarily denied. Chaplains for ATRA units are to attend ITGIS or the Ph2 training course.
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| 4.7 | | WRVS (where deployed) must be freely accessible outside normal working hours and must be provided with such rooms as necessary to enable them to carry out their work.
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| 5.1 | Complaints | Every recruit and trainee is to have access to an officer or Warrant Officer (the Empowered Officer), outside their immediate chain of command, with whom they can discuss in safety any perceived unfair treatment. That officer or WO must have direct access to the Commanding Officer and have attended the Unit Welfare Officers' Course. All recruits and trainees are to be informed who their empowered officer is and briefed how they can be contacted, including their direct phone number.
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| 5.2 | | All recruits and trainees are to be given the booklet Basically Fair—Equality and Diversity in the British Army and have the complaints procedure explained to them.
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| 5.3 | | All recruits and Ph2 trainees are required to complete the Recruit Training Survey (RTS) on completion of each stage of their training. This includes early leavers. Completion of the RTS is to be supervised by PS who may explain questions if asked, but they are forbidden to influence those completing it.
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| 6.1 | Conduct and Discipline
| The booklet Values and Standards of the British Army is to be issued and explained to every recruit and trainee.
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| 6.2 | | The ATRA Code at Annex A is to be issued to, explained to and signed by every recruit and trainee.
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| 6.3 | | The ATRA Code of Practice for Instructors is to be issued to and read by every ATRA Instructor.
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| 6.4 | | Within ATRA units sexual relationships between a member of the permanent staff and any recruit or Ph2 trainee, whether consensual or not, is not acceptable. This is to be published in Unit Orders and any contravention is to be dealt with seriously and is likely to result in the instructor being removed from post. The ATRA instruction "Relations between PS and Recruits under Training" is to be read by all PS.
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| 6.5 | | The ATRA policy of zero tolerance to bullying and harassment is to be understood by all PS and trainees alike. All recruits and trainees are to be given the booklet Basically Fair—Equality and Diversity in the British Army.
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| 6.6 | | Mechanisms (including vigilance, education and training) are in place to deter and prevent bullying at all levels.
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| 6.7 | | Recruits/trainees are regularly reminded of their personal responsibilities with regard to the reporting of all incidents of bullying/harassment, whether they are initiated by members of staff or other recruits/trainees.
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| 6.8 | | The unit is to maintain a record of inappropriate behaviour and report all incidents using TAFMIS. This is to include all allegations, whether they are substantiated or not.
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| 6.9 | | Allegations or reports of ill treatment are to be investigated immediately. This includes allegations of inappropriate behaviour such as Discrimination, Bullying and Harassment.
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| 6.10 | | COs dealing with allegations of inappropriate behaviour, while taking whatever action considered necessary to separate the alleged offender from the victim, must also to protect the rights of those accused.
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| 6.11 | | The entire process for the award of minor sanctions and oral warnings must be recorded. Once completed the serviceman must be given a copy of the appropriate form and the original filed in the serviceman's AF B9999. Minor sanctions should be recorded in a sub-unit folder and be available for SPS inspection. In order to ensure consistency and fairness OCs are to inspect the folders monthly and COs quarterly.
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| 6.12 | | Delegation of authority to NCOs should not take place without the necessary oversight and control. Commanders should ensure that responsible officers maintain proper oversight and accountability.
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| 6.13 | | Misuse of alcohol among Service personnel remains a serious problem. Recruits and trainees must be educated to recognise that excessive drinking is both unprofessional and dangerous. COs are to deal severely with incidents of misuse of alcohol. In addition all commanders are to take particular care to control any occasions when PS and trainees drink together to ensure discipline and respect are not undermined.
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| 7.1 | Training Staff | Ideally instructors and staff should attend the relevant training courses before taking up their appointments. In any case they are to have attended within 3 months of arrival.
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| 7.2 | | Units are to adopt formal mentoring schemes for both trainees and instructors.
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| 7.3 | | Instructors must be clear about their authority and obligations when punishing trainees or awarding minor sanctions and remedial training.
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| 7.4 | | Instructors require specific motivational training to enable them to relate to the needs of young people.
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| 7.5 | | Instructors should not routinely be required to work in excess of 48 hours per week.
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| 8.1 | Communication | Handover information and documentation should be available to an inheriting establishment within 7 days. (See also 4.3 for vulnerable and at risk cases).
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| 8.2 | | Reports to be handed on to Ph2 units or the Field Army should include details of training risk, particular vulnerabilities (if identified), individual welfare concerns (taking account of confidentiality issues) and any GI or administrative matters that will help the individual or of which the receiving unit should be aware.
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| 8.3 | | Trainees should be given maximum exposure to their chosen arm or service including, where possible, visits to their future units. This can include visits to or by their future units.
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| 8.4 | | Field Army units should be encouraged to visit training establishments to make contact with their potential soldiers.
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| 8.5 | | Contacts between training units and field units should be encouraged to help facilitate the selection of the right candidates for instructor posts.
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| 8.6 | | While remaining attuned to the realities of Service requirements, more care is required when explaining to recruits the options that are open to them, taking into account personal inclination, aptitude and abilities.
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| 8.7 | | Career options advice is readily available to recruits/trainees throughout their training.
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| 8.8 | | Individuals who meet the relevant entry requirements are being given the opportunity to transfer to different corps/arms, without hindrance.
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| 8.9 | | Recruit/trainee expectations/ aspirations are reviewed regularly and formally recorded.
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| 8.10 | | Units are to write to the parents/guardians of each U18 on arrival in the unit giving details of how they can contact the unit if they have any concerns.
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| 8.11 | | Units are to sustain links with parents and guardians of those under initial training (Ph1 and Ph2) as deemed appropriate by the CO.
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| 9.1 | SATT | Holdovers during Initial Training should be reduced wherever possible, but where unavoidable, activity and structured programmes must be energetically led and properly resourced.
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| 9.2 | | Long term (over 14 days) SATT should, where possible, be attached to the Field Army. Those requiring C+E Dvr Trg and not allocated a course within 14 days are to be posted to the Field Army.
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| 9.3 | | Changes in CEG by trainees are managed as quickly as possible by schools and the respective SPSO.
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| 10.1 | Best Practice | Each establishment should have a specific POC for identifying and disseminating best practice.
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| 10.2 | | Best practice for instructors is being identified and promulgated through the chain of command.
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| 10.3 | | More effort has to be made to assimilate and disseminate best practice in Initial Training from across ATRA and outside, as well as the latest lessons from operations.
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| 11.1 | Incident Handling |
In event of an incident the Unit is to follow the procedures in the Army incident handling aide memoir (LANDSO 3203 Ver 4)
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| 11.2 | | In the event of a serious incident the unit is to establish a potential witness list and track subsequent postings and locations.
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| 11.3 | | There must be a clear audit trail to indicate action taken after an incident is reported and recorded in unit Occurrence Books.
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| 11.4 | | Duty NCOs are to be trained to record all incidents accurately and clearly.
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| 11.5 | | Original entries are to be retained and not rewritten or excised. Unit procedures are to ensure that: occurrence books are checked and initialled by the Orderly Officer on each visit; maintained by the guardroom and inspected by the adjutant each working day to confirm actions undertaken.
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