Further supplementary memorandum from
the Ministry of Defence
1. This memorandum aims to provide the House
of Commons Defence Committee with additional information in respect
of their inquiry into Recruitment and Retention in the Armed Forces.
It provides responses to the questions posed in the HCDC Clerk's
letter of 25 April 2008 and email of the 6 May 2008 following
the Committee's visit to the Armed Forces Recruiting Office at
St Georges Court.
An update on the discussions between the MoD and
the Department for Children, Schools and Families on the development
of the Cadet Movement (Q250)
2. MoD is working closely with the Department
of Children, Schools and Families to identify ways of achieving
greater exposure of State Schools and State School pupils to the
cadet experience. They are attempting to develop plans to build
on existing schemes in three areas:
a. Academies. The intent is to establish
additional Cadet units in new academies. It is hoped that the
Department of Children, Schools and Families will assist with
funding capital costs where they are required and the prioritisation
of suitable Schools/Academies and pursuing "partners"
to assist with the start-up and continued mentoring for new Cadet
units. MoD intends to discuss how to develop this programme further
with the devolved assemblies of Scotland, Northern Ireland and
Wales.
b. Independent/State School Partnering. The
intent is for a nationwide rollout to be based on the London Challenge
Pilot, assuming it is successful, after a year. In the meantime,
a Cadet Ambassador (facilitator/coordinator) has been established
to facilitate partnering between London Independent schools with
Combined Cadet Forces and neighbouring State schools.
c. Community-Based Cadet Forces. There will
be an expansion of community-based cadet units; moreover, MoD
intends to seek closer links between state schools and Community-based
units.
3. MoD and the Department of Children, Schools
and Families are working on establishing more detailed plans for
expanding the Cadet Forces, which will be driven by the availability
of additional Government funding.
The latest position regarding Manning Balance
for each service (Q272)
4. At 1 April 2008 the Armed Forces were
outside the Public Service Agreement Target Manning Balance with
the Trained Strength standing at 173,960p[49]
against a liability of 179,270p, representing 96.8% against the
Requirement. The Trained Strength of the Armed Forces is 5,310
short of the Requirement. This represents an increase in the deficit
against the Requirement from 3.0% to 3.2% since 1 April 2007.
A comparison by Service against the statistics provided for 1
January 2008 and 1 April 2007 is at Annex A.
5. Voluntary Outflow exit rates remain relatively
stable overall. They are up for Naval Service Officers, slightly
down for RN/RM Other Ranks, slightly up for RAF Officers and up
for RAF Other Ranks. Due to JPA data shortfalls, Army data will
not be available until December 2008.
RN Manning Situation
6. At 1 April 2008, the RN strength stood
at 96.7%p of the Requirement. The deficit against Requirement
(3.3%) has improved compared with the same period in the previous
year (5.1%). Continuing restructuring is expected to reduce the
Liability further, although not as rapidly and extensively as
originally envisaged. Initiatives to grow Strength through improved
recruiting and retention should also help to reduce the deficit
but the RN is not now expected to achieve manning balance in the
foreseeable future. Critically, within this headline some pinch
points Branches/Trades will continue to have significant sustainability
problems.
Army Manning Situation
7. At 1 April 2008, the Full Time Trained
Strength of the Army was 96.5%p of Requirement and between 1 April
07 and 1 April 08 the deficit against liability increased by 1.1%
from 2.4% to 3.5%. Manning the Army remains the Army's highest
priority after sustaining operational success. Army Manning Plans
delivered in 2006 and 2007 have added back around 1,800p personnel
between April 2006 and April 2008 (comprising rejoins (net increase
630), Extended Service (net increase 610), Full Time Reserve Forces
(net increase 340) and Foreign and Commonwealth gains to trained
strength (net increase 220)). The Army is working hard on a Retention
Action Plan comprising some 70 measures, which is reviewed quarterly.
RAF Manning Situation
8. At 1 April 2008, RAF strength stood at
98.6%p of the Requirement. The deficit against Requirement has
decreased from 3.2% to 1.4% p, helped by the planned drawdown
of the Requirement by 8.5% p between 1 April 2007 and 1 April
2008. The RAF is currently in Manning Balance but is likely to
fall outside again within 12 months.
9. The full set of 1 April manning statistics
is attached (TSP 4).
Details on the process for assessing the medical
fitness of a potential recruit for each service
10. The single Services are responsible
for determining the processes for screening and assessing the
medical fitness and suitability of potential recruits. The fitness
standards required vary according to the Service and occupation
within the Service that the recruit has applied for.
11. The detailed process for each of the
single Services is as follows:
Royal Navy and Royal Marines
Potential applicants are asked screening questions
when they first apply to the RN by Careers Advisers in the Armed
Forces Careers Office. All applicants then complete a medical
form obtained from the Armed Forces Careers Office. Currently
Potential RN officers are medically examined at the Institute
of Naval Medicine (INM) after passing the Admiralty Interview
Board. Potential RN Ratings, Royal Marine (RM) other ranks and
RM officer candidates are medically examined at a location close
to their home by Armed Forces Careers Office Medical Examiners,
who are civilian General Practitioners contracted to provide the
service. If they consider it necessary, the Armed Forces Careers
Office Medical Examiner will also liaise with the candidate's
General Practitioner. It is planned that in the near future all
potential non aircrew RN officers will be examined by Armed Forces
Careers Office Medical Examiners before attending the Admiralty
Interview Board. Any atypical medical cases are followed up with
the individual's GP and referred to the Institute of Naval Medicine.
All applicants complete a medical form obtained
from the Armed Forces Careers Office. Potential recruits are subsequently
provided with a detailed questionnaire designed to gather pertinent
information about the individual's medical history from themselves
and their General Practitioner. The individual takes the form,
after completing the relevant sections themselves, to their General
Practitioner who completes it and sends it to an Army Development
and Selection Centre, where it is screened for disqualifying conditions.
If the applicant is suitable, they will then be called forward
for medical examination at the Army Development and Selection
Centre by a Medical Officer (military or civilian) trained in
selection medicals. If either the examination of documents or
the individual indicates that further information is required
it will be sought from the General Practitioner. The Army considers
the initial questionnaire a crucial factor in reducing the risk
involved in training, especially for vulnerable young people.
If an individual needs a specialist assessment
with respect to an ongoing or past medical condition they will
be referred from the Army Development and Selection Centre to
an appropriate military consultant. Cardiology referrals occur
in such volume that there is a standing contract with a civilian
provider. Medical examination may lead to deferrals for a specified
amount of time, which may include conditions ie "remain free
from symptoms and treatment for three years".
All applicants complete a medical form obtained
from the Armed Forces Careers Office. Potential officers and airmen
aircrew attend the Officer and Aircrew Selection Centre at Cranwell
at which they are examined by civilian Medical Examiners and Service
Medical Officers. Other ranks are medically examined by Armed
Forces Careers Office Medical Examiners in their local Armed Forces
Careers Office after they have passed aptitude testing and an
interview. If any medical issues are identified these are followed
up by contacting the individual's General Practitioner and, if
necessary, referred to the RAF Inspectorate of Recruiting Occupational
Medicine consultant at RAF College Cranwell.
Conversion rates for information seekers to enquirers
to enlistments for each of the services
12. The table below details the conversion
rates for information seekers to enlistments during the Financial
Year 2007-08 for the three Services.
| Information Seekers
| Enquirers/ Applicants | Forwarded to Training
| Success as a % of information seekers1
|
| RN Officers2 | N/A | 1,300
| 344 | N/A |
| RN Other Ranks | 45,360 |
9,960 | 3,552 | 7.8%
|
| Army Officers | 6,920 | 1,473
| 716 | 10.3% |
| Army Other Ranks | 124,762 |
21,804 | 13,129 | 10.5%
|
| RAF Officers3 | 14,635 |
3,983 | 638 | 4.4%
|
| RAF Other Ranks | 20,854 |
8,849 | 2,314 | 11.1%
|
Notes
1. This is a comparison of the number of information seekers
in 2007-08 and the number forwarded to training in the same period.
Of those applying or forwarded to training in 2007-08 some will
have sought information before the start of the year. Therefore
the numbers in the three columns are not directly comparable.
2. Information Seekers and Applicants data for RN Officers
are an approximation due to the long lead in period over which
requests for information are made. Applicants reflect the number
of people attending AIB plus 10% for sift and Recruit Test failures.
3. This includes Non-commissioned Aircrew.
Details about the numbers of recruits who dropped out of Phase
1 and Phase 2 Training, if possible for the last 10 years
13. National Statistics data on the outflow of Untrained
UK Regular Forces produced by Defence Analytical Services and
Advice are at Annex B. Further information on the Phase 1 and
2 wastage rates will be provided in MoDs subsequent memorandum
alongside the additional evidence requested on the reasons for
wastage during new entry training.
Annex A
Strength and Requirement of Full Time UK Regular, Full
Time Reserve Service and Gurkhas
(TABLE 19 UPDATED TO 1 APRIL 2008)
| | RN/RM
| | Army |
| RAF |
| 1 April 2008 | 1 January 2008
| 1 April 2007 Revised | 1 April 2008
| 1 January 20081 April 2007
1 April 2008
1 January 2008
01 April 2007 Revised
|
| Trained Requirement | 36,260
| 36,470 | 36,800 | 101,800
| 101,800 | 101,800 | 41,210p
| 42,160p | 45,020 |
| Trained Strength | 35,070p |
35,200p | 34,920r | 98,270p
| 98,510p | 99,350p | 40,620p
| 41,210p | 43,550 |
| Variation | -1,190p | -1,280p
| -1,880r | -3,530p | -3,290p
| -2,450p | -590p | -940p
| -1,460r |
| Untrained Strength | 4,040p |
3,920p | 4,520 | 11,540p
| 10,410p | 11,180p | 3,140p
| 2,730p | 2,160 |
| Total UK Regs1 | 39,110p |
39,110p | 39,440 | 109,810p
| 108,920p | 110,530p | 43,750p
| 43,940p | 45,710 |
1. The Trained Strength, Untrained Strength and the Trained
Requirement comprise UK Regular Forces, Gurkhas, Full Time Reserve
Service personnel and Nursing services. They do not include the
Home Service battalions of the Royal Irish Regiment or mobilised
reservists.
2. Due to ongoing validation of data from the new Personnel
Administration System, Army statistics from 1 April 2007, and
Naval Service and RAF statistics from 1 May 2007 are provisional
and subject to review.
p denotes provisional.
r denotes revised.
Figures are rounded to ten and may not sum precisely to the totals
shown.
Annex B
Outflow of Untrained UK Regular Forces—National
Statistics
| | 1997-98 |
1998-99 | 1999-2000
| 2000-01 | 2001-02
| 2002-03 | 2003-04
| 2004-05 | 2005-06
| 2006-07 | |
| All Services | 5,960
| 8,450 | 8,560 |
7,350 | 6,770 | 7,250
| 6,950 | 5,830 |
5,130 | 6,290 | p
|
| Officers | 240 | 390
| 330 | 380 | 320
| 350 | 310 | 340
| 220 | 370 | p
|
| Other Ranks | 5,720 |
8,060 | 8,230 | 6,970
| 6,450 | 6,900 | 6,640
| 5,490 | 4,910 | 5,920
| p |
| Naval Service | 1,200
| 1,470 | 1,680 |
1,510 | 1,760 | 1,740
| 1,340 | 1,050 |
1,190 | 1,110 |
|
| Officers | 120 | 80
| 70 | 80 | 80 |
120 | 90 | 90 |
90 | 100 | |
| Other Ranks | 1,080 |
1,390 | 1,610 | 1,430
| 1,680 | 1,620 | 1,250
| 960 | 1,100 | 1,010
| |
| Army | 4,260 |
6,290 | 6,200 | 5,160
| 4,390 | 4,880 |
5,020 | 4,330 | 3,690
| 4,840 | p |
| Officers | 80 | 260
| 220 | 260 | 190
| 180 | 170 | 200
| 90 | 220 | p |
| Other Ranks | 4,180 |
6,030 | 5,980 | 4,900
| 4,200 | 4,700 | 4,850
| 4,130 | 3,600 | 4,620
| p |
| RAF | 490 | 690
| 680 | 680 |
620 | 630 | 570
| 460 | 250 |
330 | |
| Officers | 40 | 50
| 40 | 40 | 50 |
50 | 40 | 60 | 30
| 50 | |
| Other Ranks | 450 | 640
| 640 | 640 | 570
| 580 | 530 | 400
| 220 | 280 | |
Source: DASA (Quad-Service)
Notes
Figures are for UK Regular Forces and therefore exclude Gurkhas,
Full Time Reserve Service personnel, the Home Service battalions
of the Royal Irish Regiment and mobilised reservists.
Due to ongoing validation of data from a new personnel administration
system, Army statistics for 2006-07 are provisional and subject
to review.
Figures have been sourced from Table 2.20 in UK Defence Statistics
2007-08 information will be available once TSP4 is published on
29 May 2008.
6 June 2008
49
Where figures are annotated with a "p" the figure is
provisional and subject to review. Back
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